GRADE 12 SENIOR HIGH SCHOOL

IMMERSION MANUAL

MODULE
IN
WORK IMMERSION

NAME: _____________________________________________________________
SECTION: __________________________________________________________

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IMMERSION MANUAL

SUBJECT: Work Immersion

SUBJECT CODE:
SUBJECT DESCRIPTION:
Work Immersion is one of the course requirements for graduation. A Senior High School
student has to undergo Work Immersion in an industry that directly relates to the student’s
postsecondary goal. Through Work Immersion, the students are exposed to and become familiar with
work-related environment related to their field of specialization to enhance their competence.
Specifically, the students are able to: (i) gain relevant and practical industrial skills under the guidance
of industry experts and workers; (ii) appreciate the importance and application of the principles and
theories taught in school; (iii) enhance their technical knowledge and skills; (iv) enrich their skills in
communications and human relations; and (v) develop good work habits, attitudes, appreciation, and
respect for work. These prepare them to meet the needs and challenges of employment or higher
education after graduation.

MODULE CONTENT

I. Pre-Immersion

A. Understanding work immersion by discussing:

1. Expected behavior
a. Work ethics
b. Safety in the workplace
c. Workplace rights and responsibilities
d. Confidentiality in the workplace
e. Effective conflict resolution and teamwork skills
2. Work immersion rules and regulations
3. Terms and conditions of the Memorandum of Agreement

B. Appreciating the importance of credentials by:

1. Writing a résumé
2. Filling out application forms
3. Visiting the concerned offices where the following could be secured:
a. Barangay clearance
b. Police clearance
c. Mayor’s clearance
d. Medical certificate
4. Job Interview skills training

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C. Discussion of portfolio

1. Portfolio instructions
a. Portfolio content
i. accomplished forms
ii. pictures of work site and non-written output/ projects with captions
iii. illustrations of activities performed (as needed)
iv. weekly diary (narrative/ account of learnings and achievements, issues faced and corresponding
resolutions)
v. sample written output (if any)
vi. work immersion highlights
vii. other relevant pictures/ documents
b. When to update content
c. Portfolio packaging
d. Portfolio presentation at the end of Work Immersion

II. Immersion Proper

A. Appreciating management processes by observing, identifying and describing the following:

1. Nature of the business
2. Description of the products/services
3. Target clientele
4. Organizational structure
5. Company rules and regulations

UNIT I: PRE-IMMERSION
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UNDERSTANDING WORK IMMERSION

INTRODUCTION
Work immersion is one of the necessary subjects for graduating students. Wherein the senior high school
students must undergo practicum that relates to the students course. In this subject, the students are able to
learn and experience things about their courses since, they are exposed with the work-related environment to
their field of specialization. Hence, it will be a great help to enhance their competency level. They can also
develop work ethics such as; good work habits, attitudes, appreciation, and respect for work, applying all the
theories and concept that they’ve learned in school, acquire new skills and help to develop their
communication skills and interpersonal skills through the help and guidance of industry experts and workers.
These will help every students to be prepare to meet the needs and standards of employment.
So, what do we mean by Work Immersion?
The word “immersion” as it applies to the K to 12 curriculum is defined in the Department of Education
(DepEd) Order No. 40, series of 2015: “Work Immersion refers to the part of the Senior High School (SHS)
Curriculum consisting of 80 hours of hands-on experience or work simulation which the Grades 11 and 12
students will undergo to expose them to the actual workplace setting and to enrich the competencies provided
by the school under the supervision of the School Head and the designated personnel of the Partner.”

Immersion is done outside the school campus in a “Workplace Immersion Venue,” defined as “the place
where work immersion of students is done. Examples of work immersion venues include offices, factories,
shops and project sites.” What could lead to confusion is that the word “immersion” actually has two
meanings in K to 12. The first meaning refers to a required SHS subject in the curriculum. The second
meaning refers not to a subject but to a preferred mode of delivery of Tech-Voc subjects.

PART I: EXPECTED BEHAVIOR

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Every worker should possess good behavior in their workplace to maintain the balance and harmonious
work environment.

A. WORK ETHICS
By definition, Work ethic is a belief that work, hard work and diligence has a moral benefit and an
inherent ability, virtue or value to strengthen character. It is about prioritizing work and putting it in the
center of life. Social ingrainment of this value is considered to enhance character through hard work that is
respective to an individual’s field of work
A strong work ethic is vital for achieving goals. A work ethic is a set of moral principles a person uses
in their job. People who possess a strong work ethic embody certain principles that guide their work behavior,
leading them to produce high-quality work consistently and the output feeds the individual to stay on track. A
good work ethic fuels an individual’s needs and goals, it is related to the initiative by a person for the
objectives. It is considered as a source of self-respect, satisfaction, and fulfillment. However, a negative work
ethic is a behavior of a single individual or a group that has led to a systematic lack of productivity, reliability,
accountability and a growing sphere of unprofessional/unhealthy relationships (e.g., power politics, lack of
social skills, etc.)

Here are some factors of a good work ethics:

1. Goal-oriented actions: it is not about making plans or the next logical steps; it's about getting things
done so that the work invested wouldn't be counter-productive.
2. Dedicate on priority: focusing on qualitative activities that a person is capable and where they can
make a difference or a high impact based on objectives.
3. Being available and reliable: spending time on the work and building oneself up for the task.
4. Conscientiousness: a desire to do a task well, being vigilant and organized.
5. Creating a rewarding routine/system: Engaging in tasks that provide strength and energy which can
be transferred to your ultimate goals, creating a habit and a habitat for success.
6. Embracing positivism: shape a problem with the statement "good, (action) (problem)", e.g. "I'm tired
and it is time for a workout" leads to "Good. Workout tired".

Activity #1
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Objective: Identify the work ethics in the work place where you are in and identify whether it is a strong work
ethic (good work ethic) or negative work ethic (bad work ethic).
1. Observe your workplace, what are the strong work ethics implemented in your company? And rate it
using the Likert scale that is shown below.

Good work ethics Always Sometimes Never

Goal-oriented
actions

Dedicate on priority

Being available and

reliable

Conscientiousness

Creating a
rewarding routine

Embracing
positivism

2. Observe your workplace, what are the negative work ethics that you notice in your company? And rate
it using the Likert scale that is shown below.

Bad work ethics Always Sometimes Never

Unproductive
workers

Lack of social skills

Power politics

Doesn’t have a
systematic routines

Toxic workmates

Others

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CAPITALIST VIEW
Steven Malanga refers to "what was once understood as the work ethic—not just hard work but also a
set of accompanying virtues, whose crucial role in the development and sustaining of free markets too few
now recall".
Max Weber notes that this is not a philosophy of mere greed, but a statement laden with moral language. It is
in effect an ethical response to the natural desire for hedonic reward, a statement of the value of delayed
gratification to achieve self-actualization. Franklin claims that Bible readings revealed to him the usefulness of
virtue. Indeed, this reflects the then Christian search for ethic for living and the struggle to make a living.
Experimental studies have shown that people with fair work ethic are able to tolerate tedious jobs with
equitable monetary rewards and benefits, they are highly critical, have a tendency for workaholics and a
negative relation with leisure activity concepts. They valued meritocracy and egalitarianism.

ANTI-CAPITALIST VIEW
The industrial engineer Frederick Winslow Taylor (1856-1915) revised the notion of work ethic as a
means of management control that delude workers about the actual reality for accumulated advantage, which
is a form of avarice. Marxists, and some non-Marxist sociologists do not regard "work ethic" as a useful
sociological concept. They argue that having a "work ethic" in excess of management's control doesn't appear
rational in any mature industry where the employee can't rationally hope to become more than a manager
whose fate still depends on the owner's decisions.

NOTE:
Since work ethics deals with a code of conduct, or a set of principles that is acceptable in the work place, we
need to look at what some of those principles are. 

A list of work ethics for an employer or a company might be:

 To provide a safe work environment for its staff and employees,

 To treat employees with dignity and respect,
 To provide a fair wage for the services rendered,
 To handle all business transactions with integrity and honesty.

A list of work ethics for the employee might include:

 To show up on time.
 To tend to company business for the whole time while at work.
 To treat the company’s resources, equipment, and products with care,
 To give respect to the company. That means honesty and integrity.

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B. SAFETY IN THE WORKPLACE

Workplace safety is important. You know that implementing an effective safety program for your workplace is one of the best
decisions a company can make — both for its workers and for its bottom line.

Here’s the Top 10 Workplace Safety Tips Every Employee and Employers Should Know to create a
workplace safety environment based on shared responsibility:
1. SAFETY PROGRAMS CREATE PRODUCTIVE WORK ENVIRONMENTS
 Properly managed safety programs show commitment to safety by the management in turn creating a
great safety culture where everyone ‘wants’ to be safe.
2. ABSENTEEISM DROPS WHEN EFFECTIVE SAFETY PROGRAMS ARE INTRODUCED
 Workers want to work in a safe environment; absenteeism drops when effective safety programs are
introduced.
3. WORK PREMISES ARE KEPT TO HIGHER STANDARDS
 Work premises are kept to higher standards for safety, cleanliness, and housekeeping
4. A SAFE WORK ENVIRONMENT PRODUCES HAPPIER EMPLOYEES
 A safe work environment produces happier employees; everyone wants to go home safe each
day.
5. EMPLOYEE INSURANCE CLAIMS DECREASE IN SAFE WORK ENVIRONMENTS
 Worker Compensation insurance claims decrease, in turn lowering WCB Rates. This is a benefit to any
company that has to pre-qualify to work; a lower rate gives you a better grade with your clients.
6. A COMPANY’S MOST VALUABLE ASSET IS PROTECTED — IT’S PEOPLE
7. SAFETY PROGRAMS ENABLE A COMPANY TO WIN AND RETAIN BUSINESS CUSTOMERS
8. SAFETY PROGRAMS CREATE AN ENVIRONMENT WHERE SAFETY IMPROVEMENTS
ARE CONSIDERED, ENCOURAGED AND IMPLEMENTED
 In turn, workers feel like they are part of the safety solution.
9. SAFE WORK ENVIRONMENTS ENHANCE THE BRAND VALUE AND GOODWILL FOR A
COMPANY
 Enables a company to win and retain business customers. Clients want to work with companies that are
safe (less downtime due to incidents).
10. SAFETY REDUCES BUSINESS COSTS AND DISRUPTION
 Reducing business costs creates productive work environments.

C. WORKPLACE RIGHTS AND RESPONSIBILITIES

1. LABOR CODE OF THE PHILIPPINES

The Labor Code of the Philippines governs employment practices and labor relations in the Philippines. It
also identifies the rules and standards regarding employment such as pre-employment policies, labor
conditions, wage rate, work hours, employee benefits, termination of employees, and so on. Under the regime

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of the President [Ferdinand Marcos], it was promulgated in May 1. 1974 and took effect November 1, 1974, six
months after its promulgation.

PRE-EMPLOYMENT
 Minimum employable age
The minimum age for employment is 18 years old and below that age is not allowed. Persons of age 15 to
18 can be employed given that they work in non-hazardous environments.
 Overseas employment
As for overseas employment of Filipinos, foreign employers are not allowed to directly hire Philippine
nationals except through board and entities authorized by the Secretary of Labor. Travel agencies also cannot
transact or help in any transactions for the employment or placement of Filipino workers abroad. Once
Filipinos have a job in a foreign country, they are required to remit or send a portion of their income to their
families, dependents, and/or beneficiaries in the Philippines.
 Regulations and conditions on employment
 Minimum wage rate
Minimum wage rates in the Philippines vary from region to region, with boards established for each region to
monitor economic activity and adjust minimum wages based on growth rates, unemployment rates, and other
factors. The minimum wage rate for Non-Agriculture employees, in Manila region, established under Wage
Order No. NCR 15 is P404 per day, but in May 9, 2011, a (cost of living allowance) of P22 per day was added
to P404 wage, making the minimum wage P426. COLA was also added to the previous P367 minimum wage
for the following sectors: Agriculture, Private Hospitals (with bed capacity of 100 or less), and manufacturing
establishments (with less than 10 workers), leaving the sectors with P389 as minimum wage. The 426
combined rate is locally referred to in the Philippines as "Manila Rate" due to this regional disparity.
 Regular work hours and rest periods
Normal hours of work - The normal hours of work of any employee shall not exceed eight (8) hours a
day.
Health personnel in cities and municipalities with a population of at least one million (1,000,000) or in
hospitals and clinics with a bed capacity of at least one hundred (100) shall hold regular office hours for eight
(8) hours a day, for five (5) days a week, exclusive of time for meals, except where the exigencies of the service
require that such personnel work for six (6) days or forty-eight (48) hours, in which case, they shall be entitled
to an additional compensation of at least thirty percent (30%) of their regular wage for work on the sixth day.
For purposes of this Article, "health personnel" shall include resident physicians, nurses, nutritionists,
dietitians, pharmacists, social workers, laboratory technicians, paramedical technicians, psychologists,
midwives, attendants and all other hospital or clinic personnel.
Meal periods- Subject to such regulations as the Secretary of Labor may prescribe, it shall be the duty of every
employer to give his employees not less than sixty (60) minutes time-off for their regular meals.
 Rest days

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All employees have the right to have a 24 consecutive hours of rest day after every 6 days of work.
Employers are responsible for determining and scheduling the rest day of employees except only if the
employee prefers a different day based on religious grounds. However, the employer may require an employee
to work during his/her rest day in cases of emergencies, special circumstances at work in which employees are
seriously needed, to prevent losses or damage to any goods or to the employer, and other cases that have
reasonable grounds.

 Nightshift differential and overtime

Employees are also given additional wages for working in night shifts. The night shift starts from 10
o’clock in the evening until 6 o’clock in the morning, and employees will receive 10% more of his/her regular
wage rate. Overtime work for employees (beyond 8 hours) are allowed and workers shall be paid with his/her
regular wage plus an additional 25% of the regular wage per hour worked or 30% during holidays or rest days.
 Household helpers
Household helpers, or maids, are common in the Philippines. Household helpers deliver services at the
employer’s home, attending to the employer’s instructions and convenience. The minimum wage of household
helpers is P800 per month for some cities in Metro Manila, while a lower wage is paid to those outside of
Metro Manila. However, most household helpers receive more than the minimum wage; employers usually give
wages ranging from P2, 500 and above per month. On top of that, employers are required to provide food,
sanitary lodging, and just treatment to the household helper.

POST- EMPLOYMENT
 Termination by employer
The employer has the right to terminate an employee due to the following reasons: serious misconduct
or disobedience to the employer, neglect of duties or commission of a crime by the employee, and such gives
the employer a just case to terminate the services of the employee.
 Retirement
The retirement age for an employee depends on the employment contract. Upon retirement, the retired
employee should be given his/her benefits according to the agreement or contract between the employer and the
employee. However, if there is no existing retirement plan or agreement for the employee, he/she may retire at
the age of 60, given that he/she has served the employer for 5 years, and shall be given a retirement pay of at
least half a month’s salary for every year of service (6 months of work given is considered as 1 whole year for
the retirement pay).
D. TERMS AND CONDITIONS OF THE MEMORANDUM OF AGREEMENT

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