I.

PERSONAL REACTION

The two group that presented the topic did an amazing job reporting all the chapters
of their presentation. With them explaining the topics, it is easier for us students to
understand the principles and concept of the topic. The following topics are recruitment
and labor law. Group 5 focuses in explaining what recruitment is and it refers to the
overall process of attracting, shortlisting, selecting and appointing suitable candidates for
jobs (either permanent or temporary) within an organization. Recruitment can also refer
to processes involved in choosing individuals for unpaid roles. While group 6 focuses to
the law on labor relations which in applied when the laborers are within a company. Labor
law is the law the protects the rights of the laborers and the criteria that employers should
follow for their workers.

II. SIGNIFICANT OF THE STUDIES/ ISSUES AND CONCERN

The process of finding and hiring the best-qualified candidate (from within or outside of an
organization) for a job opening, in a timely and cost-effective manner. The recruitment process
includes analyzing the requirements of a job, attracting employees to that job, screening and
selecting applicants, hiring, and integrating the new employee to the organization. Recruitment
and selection are critical human resources functions for your small business. Hiring the
right employees for your business can positively affect your turnover rate, company
culture, production and bottom-line profit. Avoiding some of the common problems
experienced by businesses as they recruit and select employees improves your chances
of success.

Ethics, Laws, Codes and Standards about labor are important since it gives us the
restraint of what we can prepare in the field. It also stretches us fortification on anything
we do in Engineering facilities that we are tasked to do. It similarly stretches us the
guidelines to follow so that we won’t indulge such act that might compromise some other
people’s safety. It prompts us our boundaries and it gives us morals to follow that can be
punishable by follow if not followed and it looks considerable for me.
 III. PROBLEM
 What can the people do to avoid illegal recruitment agencies?
 How can the government ensure the workers that the law is implied thoroughly?
 What are the compensations of workers for overtime work?
 How can a company avoid labor union rally?
 What are the medical benefits of a workers?
 What are the requirements for PWD to acquire for a job?

IV. OBJECTIVE
 To be able to apply legal recruitment agencies easily to avoid applying to illegal
agencies.
 To provide the insurance, health benefits and compensation for their work.
 To apply the overtime fee for the workers willing to do late night works.
 To ensure a safe working place, ensure proper wages for the laborers and the
compensation for the workers.
 To apply the health benefits of the worker if an accident is to happen.
 To apply the law that can give chance for PWD to work.
V. TIME CONTEXT

These topics was discussed last August 23, 2018 and September 23, 2018. that deals
about recruitment; process of recruitment, Compensations, and benefits of a worker. And
law on labor relations, the policies the it governs and laws and regulation.

VI. VIEWPOINT
 Department of Justice (DOJ)
 Bureau of Correction (BOC)
 Department of Labor and Employment (DOLE)
 Philippine Overseas Employment Administration
VII. COURSES OF CONSIDERATION
 Insurances that the worker is benefited in a company.
 Ensure the safe environment/workplace of the workers
 Employers should hire the appropriate person for the job.
 VIII. ALTERNATIVE COURSES OF ACTION

 The Philippine Government should find ways on how to minimize the wrong
interpretation of law
 The scammers should be aware of the law that is amount to their wrongful actions
 The Government should have a well implementation of the law

IX. ACTION PLAN

Days Event Conductor

Seminar on proper and more DOLE
1 month effective way on how to write DOJ
a contract
Conduct investigation on
2 months whether a contract DOJ
agreement is vital
Seminar on how to improve DOJ
2-3 months the implementation of
contract

X. RECOMMENDATION

I recommend that agencies or employers should always prioritize their workers,

ensure their safety, benefits, and their wages. For they are the reason that a company is
working and stable. Government should also provide the insurance that the workers are
protected by the law from an abusive employer and illegal recruitment agencies must be
obliterate to avoid people getting abused by their employee.

Employers will not take part in out of line work works on comprising infringement of
government and state work codes or the aggregate haggling assertion. With a specific end
goal to look for insurance under the NLRA, the training must be egregious to the point that
it influences trade and profitability. Out of line rehearses not found to influence business
are significant under other government and state statutes. The National Labor Relations
Board acknowledges reports of out of line work hones from association delegates and is
inside its entitlement to request of a government court to issue a directive against the
business.

XI. CONCLUSION

I conclude that an effective recruitment and selection process reduces turnover, we

also get much better results in our recruitment process if we advertise specific criteria
that are relevant to the job. Include all necessary skills, and include a list of desired skills
that are not necessary but that would enhance the candidate's chances. If we fail to do
this, we might end up with a low-quality pool of candidates and wind up with limited
choices to fill the open position. When we choose a candidate based upon the
qualifications demonstrated in the resume, the interview, employment history and
background check, we will land the best fit for the position. Based on our decisions about
a specific candidate upon specific evidence rather than any gut instincts. If we hire people
who can do the job instead of people we merely like, we will have higher productivity and
quality in our products or services.

The Labor Code of the Philippines stands as the law governing employment practices
and labor relations in the Philippines in the exercise of his then extant legislative powers.
It prescribes the rules for hiring and termination of private employees; the conditions of
work including maximum work hours and overtime; employee benefits such as holiday
pay, thirteenth month pay and retirement pay; and the guidelines in the organization and
membership in labor unions as well as in collective bargaining.
TECHNOLOGICAL INSTITUTE OF THE PHIIPPINES

1338 ARLEGUI ST., QUIAPO, MANILA

COLLEGE OF ENGINEERING

DEPARTMENT OF CIVIL ENGINEERING

CE 512 – CE52FA1

CE LAWS, ETHICS, CODES AND STANDARDS

REACTION PAPER NO. 2

GROUP 5&6

SUBMITTED BY:

Vencer, Karl Daniel C.

1510872

SUBMITTED TO:

ENGR. PORFIRIO ENTICE

INSTRUCTOR

DATE SUBMITTED:

September, 11 2018