AcordaLaw

19/08/2026

19/08/2026

“Pakyaw lang, hindi kailangan ng minimum wage.” Malaking mali ‘yan.

A lot of employers think that once they switch a worker to piece-rate or pakyaw pay, labor standards no longer apply. In reality, pakyaw describes HOW someone is paid — not WHETHER they’re an employee.

If the employer controls how, when, and where the work gets done, that piece-rate worker is very likely still a regular employee — entitled to minimum wage top-up, SSS/PhilHealth/Pag-IBIG, and often 13th month pay too. Even overtime pay can apply, depending on supervision.

We break down when the hours-of-work exemption actually applies, how piece rates are supposed to be legally set, and what happens when employers get this wrong.

Read the full article on our Legal Insights Hub: https://acordalawoffice.github.io/law.github.io/insights/pakyaw-piece-rate-workers/

Disclaimer: This post is for general information only and isn’t legal advice.

18/08/2026

Hiring talented people from different countries has never been easier. Many businesses now have team members working from places they've never even visited.

It's an exciting opportunity. But it also raises practical questions.

Which country's employment rules apply? How should work hours be managed? Who handles payroll and taxes?

These questions don't always have simple answers.

That's why expanding across borders should involve more planning than just sending a laptop and creating an email account.

The companies that succeed in remote international hiring are usually the ones that ask important questions before problems appear.

Growth is exciting.

Planning helps make it sustainable.

Has your organization considered hiring talent outside the Philippines?

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Disclaimer: This post is for general information only and isn’t legal advice.

If these conversations help you become a better employer, manager, or HR professional, I’d be honored to have you follow the page. And if someone else could benefit from today’s discussion, please consider sharing it.

17/08/2026

He took home a bag of leftover food. After 10 years of service, he was fired. The employer said: “It wasn’t just the leftovers. Look at his record.” Late arrivals. Wrong uniform. A tap left running.

But can an employer simply stack every past mistake on top of a new offense and call it a dismissible case?

Not quite.

The Totality of Infractions Rule allows an employer to consider an employee's disciplinary history - but there are limits.

Past violations must be properly established and relevant. And even when an offense is proven, the punishment must still be proportionate to the wrongdoing.

So, is dismissal justified?

👉 That depends on what the employee actually did, what his past record really shows, and whether the penalty fits the offense.

Ten years of service. One bag of leftovers. One important lesson in employee discipline.

📖 Read the full article: https://acordalawoffice.github.io/law.github.io/insights/totality-of-infractions-rule/

Disclaimer: This post is for general information only and isn’t legal advice.

16/08/2026

Workplace investigations look very different today. Instead of handwritten notes and paper files, employers often review emails, chat messages, CCTV footage, access logs, and other digital records. Those tools can be incredibly helpful. But they also require care.

Looking at one message without understanding the full conversation can sometimes create the wrong impression. Context matters. Fairness matters. And conclusions should never be based on a single screenshot alone.

The strongest investigations I've seen are the ones that gather facts patiently before reaching conclusions.

Technology gives us more information than ever.

Good judgment helps us use that information wisely.

How does your organization preserve digital evidence when workplace concerns arise?

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Disclaimer: This post is for general information only and isn’t legal advice.

If these conversations help you become a better employer, manager, or HR professional, I’d be honored to have you follow the page. And if someone else could benefit from today’s discussion, please consider sharing it.