+ Follow HANFORD PHILIPPINES Tag
Array
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[results] => Array
(
[0] => Array
(
[ArticleID] => 902211
[Title] => Para sa manggagawa
[Summary] => MULA pa noong July 17, 1978 nagtatrabaho na si Dina bilang mananahi sa HPI.
[DatePublished] => 2013-01-29 00:00:00
[ColumnID] => 134393
[Focus] => 0
[AuthorID] => 1804883
[AuthorName] => Jose C. Sison
[SectionName] => PSN Opinyon
[SectionUrl] => opinyon
[URL] =>
)
[1] => Array
(
[ArticleID] => 334951
[Title] => Naaayon sa manggagawa
[Summary] => MANANAHI si Cheryl sa HPI mula pa noong July 17, 1978. Ang nasabing kompanya ay may Collective Bargaining Agreement (CBA). Sa Sec. I, Article IV ng CBA, nakasaad dito ang sumusunod: Ang mga empleyado o manggagawa na mahihiwalay sa kompanya dahil sa pagbabawas, o kaya’y matatanggal nang walang dahilan o tinanggal dahil sa paghinto ng operation ay makakakuha ng separation na naaayon sa batas.
[DatePublished] => 2006-05-04 00:00:00
[ColumnID] => 134395
[Focus] => 0
[AuthorID] => 1804883
[AuthorName] => Jose C. Sison
[SectionName] => PSN Opinyon
[SectionUrl] => opinyon
[URL] =>
)
[2] => Array
(
[ArticleID] => 333348
[Title] => Favored class
[Summary] => Under the Labor code, separation pay may be awarded only in cases when the termination of employment is due to: (a) installation of labor saving device; (b) redundancy; (c) retrenchment; (d) closing or cessation of business operations; (e) disease of an employee whose continued employment is prejudicial to himself or his co-employees; or (f) when an employee is illegally dismissed but reinstatement is no longer feasible. Supposing the employee voluntarily resigns, is she entitled to separation pay? This is answered in this case of Cheryl.
[DatePublished] => 2006-04-26 00:00:00
[ColumnID] => 133340
[Focus] => 0
[AuthorID] => 1804883
[AuthorName] => Jose C. Sison
[SectionName] => Opinion
[SectionUrl] => opinion
[URL] =>
)
[3] => Array
(
[ArticleID] => 333507
[Title] => Favored class
[Summary] => Under the Labor code, separation pay may be awarded only in cases when the termination of employment is due to: (a) installation of labor saving device; (b) redundancy; (c) retrenchment; (d) closing or cessation of business operations; (e) disease of an employee whose continued employment is prejudicial to himself or his co-employees; or (f) when an employee is illegally dismissed but reinstatement is no longer feasible. Supposing the employee voluntarily resigns, is she entitled to separation pay? This is answered in this case of Cheryl.
[DatePublished] => 2006-04-26 00:00:00
[ColumnID] => 133340
[Focus] => 0
[AuthorID] => 1804883
[AuthorName] => Jose C. Sison
[SectionName] => Opinion
[SectionUrl] => opinion
[URL] =>
)
)
)
HANFORD PHILIPPINES
Array
(
[results] => Array
(
[0] => Array
(
[ArticleID] => 902211
[Title] => Para sa manggagawa
[Summary] => MULA pa noong July 17, 1978 nagtatrabaho na si Dina bilang mananahi sa HPI.
[DatePublished] => 2013-01-29 00:00:00
[ColumnID] => 134393
[Focus] => 0
[AuthorID] => 1804883
[AuthorName] => Jose C. Sison
[SectionName] => PSN Opinyon
[SectionUrl] => opinyon
[URL] =>
)
[1] => Array
(
[ArticleID] => 334951
[Title] => Naaayon sa manggagawa
[Summary] => MANANAHI si Cheryl sa HPI mula pa noong July 17, 1978. Ang nasabing kompanya ay may Collective Bargaining Agreement (CBA). Sa Sec. I, Article IV ng CBA, nakasaad dito ang sumusunod: Ang mga empleyado o manggagawa na mahihiwalay sa kompanya dahil sa pagbabawas, o kaya’y matatanggal nang walang dahilan o tinanggal dahil sa paghinto ng operation ay makakakuha ng separation na naaayon sa batas.
[DatePublished] => 2006-05-04 00:00:00
[ColumnID] => 134395
[Focus] => 0
[AuthorID] => 1804883
[AuthorName] => Jose C. Sison
[SectionName] => PSN Opinyon
[SectionUrl] => opinyon
[URL] =>
)
[2] => Array
(
[ArticleID] => 333348
[Title] => Favored class
[Summary] => Under the Labor code, separation pay may be awarded only in cases when the termination of employment is due to: (a) installation of labor saving device; (b) redundancy; (c) retrenchment; (d) closing or cessation of business operations; (e) disease of an employee whose continued employment is prejudicial to himself or his co-employees; or (f) when an employee is illegally dismissed but reinstatement is no longer feasible. Supposing the employee voluntarily resigns, is she entitled to separation pay? This is answered in this case of Cheryl.
[DatePublished] => 2006-04-26 00:00:00
[ColumnID] => 133340
[Focus] => 0
[AuthorID] => 1804883
[AuthorName] => Jose C. Sison
[SectionName] => Opinion
[SectionUrl] => opinion
[URL] =>
)
[3] => Array
(
[ArticleID] => 333507
[Title] => Favored class
[Summary] => Under the Labor code, separation pay may be awarded only in cases when the termination of employment is due to: (a) installation of labor saving device; (b) redundancy; (c) retrenchment; (d) closing or cessation of business operations; (e) disease of an employee whose continued employment is prejudicial to himself or his co-employees; or (f) when an employee is illegally dismissed but reinstatement is no longer feasible. Supposing the employee voluntarily resigns, is she entitled to separation pay? This is answered in this case of Cheryl.
[DatePublished] => 2006-04-26 00:00:00
[ColumnID] => 133340
[Focus] => 0
[AuthorID] => 1804883
[AuthorName] => Jose C. Sison
[SectionName] => Opinion
[SectionUrl] => opinion
[URL] =>
)
)
)
abtest
