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LLAW116 (G4) - Quiz 3 Answer Key (2023.03.02)

The document outlines a quiz for LLAW6 (G4) for the academic year 2022-23, consisting of 10 statements related to labor laws, requiring students to determine their truthfulness and provide explanations. Each statement addresses various aspects of employment law, including contractor responsibilities, employee rights, and specific regulations for apprentices and domestic workers. The quiz emphasizes understanding of legal provisions and liabilities under the Labor Code and related laws.

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Aira Dela Vega
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6 views

LLAW116 (G4) - Quiz 3 Answer Key (2023.03.02)

The document outlines a quiz for LLAW6 (G4) for the academic year 2022-23, consisting of 10 statements related to labor laws, requiring students to determine their truthfulness and provide explanations. Each statement addresses various aspects of employment law, including contractor responsibilities, employee rights, and specific regulations for apprentices and domestic workers. The quiz emphasizes understanding of legal provisions and liabilities under the Labor Code and related laws.

Uploaded by

Aira Dela Vega
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
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LLAW6 (G4) - A.Y.

2022-23 (S2)
QUIZ #3 (2023.03.01)
10 items (20 points each), 20 minutes

Write the word "True" if the statement is true, and write the word "False" if the statement is
false. Explain your answer (for both "True" or "False" answer) in 1-2 sentences.

1. The only instance when a principal is deemed the direct employer of the contractor’s or subcontractor’s
employees is in the event that there is a finding that the contractor or subcontractor is engaged in labor-
only contracting.

FALSE. The principal may also be a direct employer when it commits any of the illicit forms of arrangement
under Sec. 6 of DOLE 174-17 (See Sec. 7).

2. In legitimate job contracting arrangements, in the event that the contractor fails to pay the wages of its
employees, there exists a joint liability on the part of the principal and the contractor to the extent of the
work performed under the employment contract.

FALSE. The Labor Code provides that there exists a solidary liability (See Art. 106 and 109, Labor Code;
Sec. 9, DOLE 174-17).

3. In a legitimate job contracting arrangement, the principal has the right of reimbursement from the job
contractor in case he or she pays the obligation to the contractual employees.

TRUE. The principal has a right of reimbursement from the contractor because their Service Agreement is
governed by the Civil Code.

4. A business that organizes an apprenticeship program is entitled to an additional deduction from taxable
income of 1/3 the value of labor training expenses incurred for developing the productivity and efficiency
of apprentices.

FALSE. The Labor Code provides for an additional deduction from taxable income of ½ the value of labor
training expenses (See Art. 71, Labor Code)

5. A Person with Disability (PWD) is always eligible to be an apprentice or leaner.

FALSE. The law provides that a PWD is eligible for apprenticeship if their handicap will not impede the
performance of their work (Sec. 7, R.A. No. 72722).

6. A domestic worker can become a regular employee.

FALSE. The law provides that t employment contracts of Kasambahay are fixed or definite term (Sec. 11
(b) R.A. No. 10361).

7. An unmarried woman in the private sector can avail of the expanded maternity leave credits.

TRUE. The law provides that all female workers, regardless of their civil status shall be granted maternity
leave, with full pay (Sec. 7, R.A. 11210).

8. A 15-yearold child may be employed in an undertaking that hazardous in nature as long as allowed by
the Secretary of Labor.

FALSE. The Labor Code provides for an absolute prohibition (See Art. 137 (c), Labor Code).

9. The Safe Spaces Act does not apply to job contracting arrangements.
FALSE. The Safe Spaces Act includes employees under a subcontracting arrangement (See Sec. 3b and
3c, R.A. No. 11313).

10. Under the Sexual Harassment Act, an employer may be held solidarily liable for damages for inaction
after being informed by the offended party.

TRUE. The Sexual Harassment Act provides that the employer shall be solidarily liable for damage arising
from the acts of sexual harassment if it was informed of such acts by the offended party and no immediate
action is taken thereon (Sec. 5, R.A. No. 7877).

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