Manual On The LLCS

Manual on Labor Laws
Compliance System and

Procedures for Uniform
Implementation
(Department Order No. 131, Series of 2013, As Amended)
Department of Labor and Employment

Manila, Philippines
29 August 2014
i | Manual on LLCS and Procedures for Uniform Implementation

Published by:
Bureau of Working Conditions
Intramuros, Manila
29 August 2014
ii | Manual on LLCS and Procedures for Uniform Implementation

FOREWORD
Accountability, integrity, transparency, and uniformity of action have all been in my

mind when I instructed the formulation of this Manual on the Labor Law Compliance System. I
had been thinking that a Manual such as this befits the singular importance of the reform that
the LLCS is. One of the keys to the success of the LLCS reform is this Manual: it provides for a
standardized and synchronized implementation of the LLCS.
I am, therefore, pleased that the Bureau of Working Conditions (BWC), in cooperation
with all DOLE agencies concerned, has finally come out with this Manual, which is intended to
serve as a guide to all DOLE Regional Directors and Labor Laws Compliance Officers (LLCOs) in
the conduct of Joint Assessment, Compliance Visit, and Occupational Safety and Health
Standards Investigation, pursuant to Department Order No. 131, Series of 2013, otherwise
known as the Rules on Labor Laws Compliance System, which took effect on 22 August 2013.
As our new system of ensuring compliance with all labor laws, the LLCS's enabling
component is grounded on the following facts: (a) 99 percent of the countrys establishments are
Micro, Small, and Medium Enterprises (MSMEs); (b) the traditional 'police' approach in
enforcing compliance has not been as successful as that of the proliferation of rent-seeking
behavior of individuals and/or groups to evade compliance; and (c) the 'police' approach has
alienated both employers and workers from the process of ensuring labor laws compliance, and
cultivated distrust at the plant-level with our enforcement officers.
The July 2009 findings of the International Labour Organization (ILO) technical audit
on the Labor Standards Enforcement Framework (LSEF), after six years of its implementation,
captured these three major considerations in the shift in enforcement approaches. The ILO
audit noted the following: (1) there are 784,000 establishments legally required to be inspected,
and with 193 labor inspectors, one establishment get inspected once every 16 years; (2) the LSEF
has no major impact in securing higher level of compliance with labor standards; (3) for Routine
Inspection, unions are critical of the quality and procedures used; and (4) for Technical
Assistance Visit, there is low compliance and low participation rate.
This necessitated the shift in enforcement, from purely regulatory approach to one that
combines both regulatory and developmental approaches, to enable establishments to comply
with all labor laws with the active participation of both employers and workers at the plant-level,
and industry associations and their leaders, through industry tripartite councils and voluntary
codes of good practices on decent work and competitive enterprises. In the process, we
inculcate and foster a culture of voluntary compliance.
Broad is the developmental approach. It combines awareness-raising, incentives for

compliance, enhancement of plant-level partnership through harmonized delivery of plant-level
DOLE programs and services, such as productivity improvement for MSMEs, and a joint
(tripartite-based) assessment and certification process.
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The LLCS assessment and certification is our way of recognizing, as well as of engaging,
our workplace social partners--the employers and the workers--in the entire process of
inculcating voluntary compliance as a corporate culture or way of life.
Department Order No. 131, Series of 2013, or LLCS to start, was tripartite-crafted and -
approved. Together with us, our social partners have a shared responsibility and accountability
in ensuring the effective and efficient implementation of the LLCS. Hence, there is feedback
mechanism in our system.
The LLCS certification process is similar to an ISO audit, but with the participation of
our social partners. It is tripartite in character, where the LLCO, together with employers' and
workers' representatives, shall conduct a Joint Assessment of the establishments compliance
with all labor laws. If found compliant, the establishment will receive a certificate of compliance
(COC) which is valid for two years, unless there is a complaint which would warrant the conduct
of a Compliance Visit; or, if there is imminent danger, or a fatal accident, trigger the conduct of
Occupational Health and Safety Investigation. If there are gaps or deficiencies, the LLCO will
assist the establishment to comply through corrective actions by providing technical assistance
and educating both the employer and the workers for better conformity with all labor laws and
standards, and once compliance is satisfied, COC will be issued.
The other certification approach is through the tripartite teams certification process of
the DOLE Regional Tripartite Industrial Peace Council (RTIPC) under the Incentivizing
Compliance Program (ICP). This is equivalent to the COC where the establishment may apply,
or gets nominated to be processed for issuance of a Tripartite Certificate of Compliance with
Labor Standards (TCCLS), which is valid for three years; or for any of the four other certificates
or awards, namely, Gawad Kaligtasan at Kalusugan (GKK), Child Labor Free Establishment
(CLFE), LMC Awards, Productivity Olympics; for the Secretarys Award.
With respect to the ILO audit on personnel complement, President Benigno S. Aquino III
has given the DOLE 372 new plantilla personnel in 2012--twice bigger than the personnel
complement of the DOLE National Capital Region--and provided them mobile devices and
gadgets. The 372 new plantilla brings the total number of enforcement officers, now the LLCOs,
to 574. This number was consistent with the ILOs whole-year work standard ratio enforcement
of one LLCO for every 120 establishments.
Further, with the provision for mobile devices and gadgets, the DOLE, with ILO
technical assistance, developed the LLCS Management Information System (LLCS-MIS), or
Labor Inspection Systems Application (LISA-PH). An important feature of the system is data
capture and transmittal from the field in real-time as an electronic checklist is filled-up through
the use of mobile devices and gadgets. Data are instantly available for viewing and processing to
generate reports, statistics, and summons, including real-time monitoring of decent work
indicators, based on the countrys decent work profile.
But critical to the success of the LLCS is our people--the LLCOs. We continue to re-
orient and professionalize them. Our LLCOs, who have to abide by their own Code of Conduct,
have undergone through an intensive, four-level training program, which consists of the
following courses:
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1. Basic Course on GLS, Productivity, and DOLE Programs and Services;
2. Basic Occupational Safety and Health;
3. Advanced Course for LLCOs on SEnA, Conciliation-Mediation, and Accident
Investigation; and
4. Specialization Courses on POEA Rules and Regulations and on MLC, 2006,
specifically the conduct of Joint Assessment of Domestic Ships, Construction
Safety, Social Audit, Boilers and Pressure Vessels, Electrical Safety, and Technical
Safety Inspection.
I admit more still needs to be done at this stage in the LLCS's implementation. But it is
heartening to note that this early, I have encountered positive feedback, both from the
employers and workers, including from the LLCOs themselves, about our reform. At the ASEAN
Labor Inspection Conference which we hosted this year, the Philippines was recognized as the
first to adopt an innovative approach for improving compliance with labor laws that looks
beyond just enforcement.
I am convinced that the LLCS, if implemented correctly, will foster an environment

where businesses can grow and expand, and where workers will become active participants in
promoting decent work in our quest for sustained economic growth. I also truly believe that
establishments will adhere to existing standards voluntarily, with the LLCS in place.
My sincere hope is that this Manual on the LLCS will be most useful in our collective task
of ensuring and enabling compliance with all labor laws, which is very crucial in realizing the
DOLE's sectoral goal of contributing to inclusive growth through decent work and competitive
enterprises.
Cagayan de Oro City, Philippines. 29 August 2014.
ROSALINDA DIMAPILIS-BALDOZ
Secretary
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LIST OF ACRONYMS
AC Assessment Checklist
AMR Annual Medical Report
ASSESSMENT Joint Assessment
BIR Bureau of Internal Revenue
BMBE Barangay Micro Business Enterprises
BOSH Basic Occupational Safety and Health
BWC Bureau of Working Conditions
BWSC Bureau of Workers with Special Concerns
CBA Collective Bargaining Agreement
CDA Cooperative Development Authority
COC Certificate of Compliance
COSH Construction Occupational Safety and Health
CSPH Construction Safety and Health Program
CV Compliance Visit
DO Department Order
DOLE Secretary Secretary of the Department of Labor and Employment
DOLE-RD Department of Labor and Employment-Regional Director
DOLE-RO Department of Labor and Employment-Regional Office
DOTC Department of Transportation and Communications
DTI Department of Trade and Industry
ECC Employees Compensation Commission
FWP Family Welfare Program
GLS General Labor Standards
HDMF Home Development Mutual Fund
HRDS Human Resource Development Service
ICP Incentivizing Compliance Program
ID Imminent Danger
IJA Industry-Wide Joint Assessment
ILO International Labor Organization
INVESTIGATION Occupational Safety and Health Standards Investigation
ISO International Organization for Standardization
ITC Industry Tripartite Council
JA Joint Assessment
LEES Labor and Employment Education Service
LGU Local Government Unit
LLCO Labor Laws Compliance Officer
LLCS Labor Laws Compliance System
LLCS-MIS Labor Laws Compliance System-Management Information System
LMC Labor Management Council
LSCC Labor Standards Compliance Certificate
LSEF Labor Standards Enforcement Framework
LTFRB Land Transportation Franchising and Regulatory Board
MC Mandatory Conference
MLC Maritime Labour Convention
MOA Memorandum of Agreement
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MSE Micro and Small Establishment
MSMEs Micro, Small and Medium Enterprises
NA Notice of Assessment
NCMB National Conciliation Mediation Board
NGA National Government Agency
NR Notice of Results
NWPC National Wages and Productivity Commission
OSHS Occupational Safety and Health Standards
PAG-IBIG Pagtutulungan sa Kinabukasan: Ikaw, Bangko, Industriya at
Gobyerno
PCAB Philippine Contractors Accreditation Board
PCT Process Cycle Time
PEZA Philippine Economic Zone Authority
PNP Philippine National Police
POEA Philippine Overseas Employment Administration
PPE Personal Protective Equipment
PRAISE Program on Awards and Incentives for Service Excellence
PRESEEDS Promotion for Rural Employment through Self-Employment and
Entrepreneurship Development
PT Planning Tool
QRP Quick Response Program
RCMB Regional Conciliation Mediation Board
RD Regional Director
RFA Request for Assistance
RO Regional Office
RTWPB Regional Tripartite Wage and Productivity Board
SAVE Special Assessment or Visit Establishments
SEADO SEnA Desk Officer
SEC Securities and Exchange Commission
SEnA Single Entry Approach
SOSIA Supervisory Office for Security and Investigation Agencies
SR Status Report
SSS Social Security System
SUC State University or College
TAV Training and Advisory Visit
TCCLS Tripartite Certificate of Compliance with Labor Standards
TESDA Technical Education and Skills Development Authority
TSI Technical Safety Inspection
TSSD Technical Support and Services Division
TULAY Tulong Alalay sa mga Taong may Kapansanan
VAWC Violence Against Women and their Children
VCGP Voluntary Code of Good Practices
VISIT Compliance Visit
WEED Women Workers Employment and Entrepreneurship Development
WODP Workers Organization and Development Program
WSO Work Stoppage Order
WYC Working Youth Center
vii | Manual on LLCS and Procedures for Uniform Implementation

TABLE OF CONTENTS
Part I. LLCS
A. Purpose, Policy and Scope. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1
B. Performance Indicators: Philippine Labor and Employment
Plan (LEP 2011-2016); Planning Tool (PT 2013-2016) and
Major Final Outputs (FY 2014 and 2015). . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1
C. Modes of Implementation
1. Joint Assessment or Assessment. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2
2. Compliance Visit or Visit. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2
3. Occupational Health and
Safety Investigation or Investigation. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .2
4. Verification Assessment or Verification. . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2
D. LLCS and Incentivizing Compliance Program (ICP) . . . . . . . . . . . . . . . . . . . . . . . . 3
E. Priority Establishments. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3
Part II. Assessment of Priority Establishments

A. Assessment of Contractors/Subcontractors:
Service Contractors/Subcontractors. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4
Service Cooperatives. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6
Security Agencies. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6
Contractors in the Construction Industry. . . . . . . . . . . . . . . . . . . . . . . . . . . . 7
B. Assessment of Philippine Registered Domestic Ships/Vessels. . . . . . . . . . . . . . 8
C. Assessment of Public Utility Transport Companies. . . . . . . . . . . . . . . . . . . . . . . 9
D. Assessment of Landbased or Seabased Recruitment/Manning Agencies. . . . 11
E. Assessment of Apprenticeship/Learners. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12
Part III. Assessment Protocol

A. Coordination in case the Establishment has Branches or Franchisee. . . . . . . . 13
B. Coordination in case of Establishments with Centralized Payroll System. . . . . 13
C. Roles and Functions. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14
Part IV. Compliance Assessment Modalities

A. Zonal Assessment. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16
B. In-House OSH Assessment. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16
C. Assessment by Industry. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17
D. Ecozone-wide Assessment on Voluntary Compliance. . . . . . . . . . . . . . . . . . . . . 18
E. Assessment of Establishments with LMC and Convergence Program. . . . . . . . 18
F. Equivalency of Incentivizing Compliance Programs Certificate
and Collective Bargaining Agreements (CBAs) . . . . . . . . . . . . . . . . . . . . . . . . . . 19
G. Equivalency of ISO Certified Establishments. . . . . . . . . . . . . . . . . . . . . . . . .19
Part V. Guidelines in the Conduct of Special Assessment

or Visit of Establishments (SAVE)
A. Special Assessment or Visit of Establishments (SAVE) . . . . . . . . . . . . . . . . . . . 20
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Part VI. Assessing Hiring Practices and Security of Tenure
Related Concerns, Non-interference in the Disposal
of Wages and Allowable Deductions, and
De Minimis Benefits in Pay Restructuring
A. Allowable Hiring Practices . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22
B. Prohibited Hiring Practices. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23
C. Non-interference in the Disposal of Wages and Allowable Deductions . . . . . .24
D. De Minimis Benefits in Pay Restructuring. . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25
Part VII. Handling of Limitations or Interference in the Conduct

of Assessment, Visit or Investigation
A. Employer Interference. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27
B. Forcible Conduct against an LLCO. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27
C. Strikes, Lockout and Labor Dispute. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27
D. Bankruptcy or Cessation of Business. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28
E. Establishment which cannot be located. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28
Part VIII. Authority to Assess/Investigate. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29
Part IX. Organizational and Administrative Arrangements

A. Organizational and Functional Structure of the LLCS. . . . . . . . . . . . . . . . . . . 30
B. Distribution of Plantilla Positions of LLCOs. . . . . . . . . . . . . . . . . . . . . . . . . . . 31
C. Registry of LLCOs. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31
D. Geographical Coverage. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 32
E. Qualifications and Competency Requirements of LLCOs. . . . . . . . . . . . . . . . . 33
F. Discipline. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 37
G. Tools/Aids in the Conduct of Assessment. . . . . . . . . . . . . . . . . . . . . . . . . . . . 39
Part X. Annual Work Program

Objectives, Policy and Scope
A. Specific Targets. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 40
B. Work Standards. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 41
C. Suspension of Enforcement Activities. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 41
D. Masterlist of Establishments, Branches,
and Workplaces and Worksites. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .41
Part XI. Procedures in the Conduct of the Modes of LLCS Implementation

A. Joint Assessment. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .44
B. Compliance Visit. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 56
C. Occupational Safety and Health Standards Investigation
C.1 Imminent Danger Investigation. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 64
C.2 Disabling Injury Investigation. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 74
C.3 Plain View Investigation. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 83
Part XII. Annexes

A. LLCS Forms. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 85
B. Laws and Issuances. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 111
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Part I. Labor Laws Compliance System (LLCS)
A. Purpose, Policy and Scope
Purpose
The LLCS was formulated to operationalize the constitutional mandate to

protect the interests and welfare of the employees towards the promotion of social
justice and maintenance of industrial peace through the encouragement of voluntary
compliance and enforcement of labor laws.
Policy
Pursuant to Department Order No. 131-13, which superseded Department Order

No. 57-04 or the Labor Standards Enforcement Framework (LSEF), the conduct of
Assessment, Visit and Investigation shall be undertaken by the LLCOs in all
establishments, branches, and workplaces and worksites, taking into consideration the
priority establishments identified under Rule IV, Section 2 of D.O. 131-13 and
issuances of the Secretary.
Scope
Assessment refers to the determination of compliance by establishments with

all Labor Laws, which include the General Labor Standards (GLS), Occupational Safety
and Health Standards (OSHS) and other related labor laws and issuances. This covers
provisions on wages, hours of work and other non-monetary benefits as well as the
standards that refer to the conditions of work premises, required personal protective
equipment (PPE) and health programs, and other related laws dealing with
occupational safety and health. Additionally, it covers workplace observance of labor
rights and key indicators in the countrys decent work profile.
B. Performance Indicators: Philippine Labor and Employment Plan

(LEP 2011-2016); Planning Tool (PT 2013-2016) and Major Final
Output 4 (MFO4 FY 2014-2015)
MFO 4: Employment Regulation Services

2014- 2015 76,767 establishments inspected
4.56M workers covered
100% establishments with deficiencies given appropriate
assistance
70% compliance rate
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C. Modes of Implementation
1. Joint Assessment or Assessment. This refers to scheduled

assessment of establishments, branches, and workplaces and worksites to
evaluate compliance with labor laws and social legislations. The Joint
Assessment is actually tripartite in approach as it is jointly undertaken by the
LLCO, the representative of the employers, and representative of the employees
using a prescribed assessment checklist. It also covers establishments that had
undergone settlement under the Single Entry Approach (SEnA) procedure and
Accident Investigation.
2. Compliance Visit or Visit. This refers to the act of validating

compliance of establishments with labor laws and social legislations by the
LLCO based on:
a. SEnA Referral pursuant to Section 7 of Department Order No. 107, series of

2010; or
b. Complaint filed against an establishment and a Visit has been directed by
the Regional Director.
3. Occupational Safety and Health Standards Investigation or

Investigation. This is the process of determining the existence of imminent
danger, dangerous occurrence and/or accident resulting to disabling injury or
analogous circumstances within the workplace based on a report or information
received by the DOLE-ROs from concerned citizen or through media, telephone
call, electronic mail or any other source.
This Investigation shall be conducted based on any condition or practice

in any place of employment where specific danger could reasonably be expected
to cause death or serious physical harm, but the imminence of such danger can
be eliminated through enforcement procedures.
a. Imminent Danger refers to a condition or practice in any workplace that

can be reasonably expected to cause death or serious physical harm.
b. Disabling Injury refers to a work injury which results to death, permanent

total disability, permanent partial disability or temporary total disability.
c. Plain View Violation refers to observable and apparent OSHS violation.
4. Verification Assessment or Verification. This is a follow-up

assessment conducted in the following cases:
a. To validate compliance after ten (10) days period of correction and/or the
agreed OSH remediation period which should not be more than three (3)
months;
b. To validate abatement of the imminent danger after the seventy two (72)

hours mandatory conference; and
c. Other analogous circumstance that requires validation from the LLCO to

ensure compliance with labor standards and occupational safety and health
standards.
D. LLCS and Incentivizing Compliance Program (ICP)
Pursuant to Section 2, Rule VII of Department Order No. 131, series of 2013,
establishments that are able to maintain their COC in good standing within four (4)
consecutive years shall automatically qualify for publication as nominee to the Tripartite
Certificate of Compliance with Labor Standards (TCCLS) under Department Order No.
115-11, series of 2011, as amended.
For purposes of encouraging more establishments to go through the tripartite

voluntary certification process on labor laws compliance, the following shall be observed
by the DOLE-ROs:
1. Establishments with TCCLS are automatically deemed to have COCs and

shall no longer be subjected to assessments;
2. Establishments with COC may acquire TCCLS, pursuant to Section 2, Rule
VII of D.O.131, series of 2013, upon validation by the DOLE-ROs of its good
standing status within four (4) consecutive years and upon concurrence by
the Regional Tripartite Certification Committee;
3. All establishments with TCCLS, either directly bestowed through tripartite
certification process or acquired through COC of good standing for four (4)
years, may qualify for the Secretarys Award.
E. Priority Establishments
Pursuant to D.O. 131-13, the priority establishments shall be those:
1. Engaged in hazardous work;

2. Employing child employees;
3. Engaged in contracting and subcontracting arrangements;
4. Philippine registered ships or vessels engaged in domestic shipping;
5. Employing 10 or more employees; and
6. Other priority establishments covered by subsequent issuances.

Part II. Assessment of Priority Establishments
A. Assessment of Contractors/Subcontractors, Service Cooperatives and

Security Agencies.
To ensure compliance with Department Order No. 18-A, series of 2011;

Department Order No. 14, as amended, governing the employment and working
conditions of security guards and similar personnel in the private security industry; the
guidelines of the Cooperative Development Authority with respect to Service
Cooperatives; and related labor laws, the following procedures shall be observed in the
conduct of assessment or visit of contractors/subcontractors:
Service Contractors/Subcontractors
1. DOLE-RO of Registration. The RD shall ensure and oversee the

conduct of assessment/visit of all contractors/subcontractors registered in
his/her region. He/She shall:
a. Assign, through raffle, to qualified LLCOs in his/her region the registered

contractors/subcontractors to be assessed or visited;
b. Provide guidance to the LLCOs on operational issues;
c. Coordinate with the DOLE Secretary, through the BWC, policy issues
encountered on hiring practices; deductions; registration renewal and other
policy concerns while assessing contractors/subcontractors;
d. Monitor the progress of the assessment or visit of his/her LLCOs to the
contractors/subcontractors;
e. Review and verify the recommendations made by the LLCOs;
f. Regularly publish in the regional and national DOLE website the list of
registered contractors/subcontractors with COC in the region; and
g. Submit report on the assessment results of all contractors/subcontractors
registered in the region to the DOLE Secretary, through the BWC.
2. LLCO of DOLE-RO of Registration. The assigned LLCO shall first

assess or visit the head office of the contractors/subcontractors observing the
procedure outlined in Part XI of this Manual. Additionally, he/she shall verify
the following:
a. The registration of the contractor/subcontractor and its compliance with the

substantial capital requirement;
b. Its non-engagement in labor-only contracting under Sections 4 and 6 of
D.O.18-A, as indicated in the Checklist;
c. Compliance with the semi-annual reportorial requirements under Section 22
of D.O.18-A, as indicated in the Checklist;
d. Compliance with no cash bond, no deposit for loss or damage on occupation
or industry not allowed to do so by law or by the Secretary of Labor and
Employment;

e. Employment records vis--vis compliance with D.O.18-A on the term of the
Service Agreements pursuant to Section 7 on prohibited activities,
particularly subparagraph A, items 7 to 8, and compliance with Section 8 on
the right of contractors employees, as indicated in the Checklist; and
f. OSHS compliance records.
The LLCO shall conduct interview of office employees and inspect the OSH
conditions at the head office.
The LLCO shall proceed to the principal or user enterprise

worksite/workplace for coordination with their contractors/subcontractors.
He/she shall then conduct interview of deployed employees, at random, at their
place of work and inspect their workplaces.
The LLCO shall consolidate its findings and shall issue NR. In case of
compliance, he/she shall recommend for the issuance of COC; otherwise, he/she
shall recommend the conduct of mandatory conference.
3. DOLE-RO of Operation. The RD shall ensure and oversee the conduct

of assessment/visit of all contractors/subcontractors operating in his/her region
pursuant to Item A-1, Part II of this Manual. After the conduct of
assessment/visit, the RD of Operation shall indorse the findings of the assigned
LLCO to the RD of Registration.
4. LLCO of DOLE-RO of Operation. The assigned LLCO shall assess or

visit the contractors/subcontractors operating in the region observing the
procedure outlined in Part XI of this Manual. Additionally, he/she shall verify
the following:
a. The registration of the contractor/subcontractor and its compliance with the

substantial capital requirement;
b. Its non-engagement in labor-only contracting under Sections 4 and 6 of
D.O.18-A, as indicated in the Checklist;
c. Compliance with the semi-annual reportorial requirements under Section 22
of D.O.18-A, as indicated in the Checklist;
d. Compliance with no cash bond, no deposit for loss or damage on occupation
or industry not allowed to do so by law or by the Secretary of Labor and
Employment;
e. Employment records vis--vis compliance with D.O.18-A on the term of the
Service Agreements pursuant to Section 7 on prohibited activities,
particularly subparagraph A, items 7 to 8, and compliance with Section 8 on
the right of contractors employees, as indicated in the Checklist; and
f. OSHS compliance records.
The LLCO shall coordinate with the principal or user enterprise for the
conduct of interviews of contractors/subcontractors deployed employees, at

random, at their place of work and inspect their workplaces. The LLCO shall
submit his/her findings to the RD of Operation.
Service Cooperatives
5. DOLE-ROs. The RDs of Registration and Operation shall ensure the

conduct of assessment or visit of service cooperative engaged in
contracting/subcontracting arrangement in their respective regions pursuant to
Item A-1, Part II of this Manual.
6. DOLE-LLCOs. The assigned LLCOs shall observe items 2 & 4 mentioned

above and they shall examine the following to establish the genuineness of the
service cooperative:
a. Registration with the CDA;

b. Constitution and By-laws and Articles of Incorporation;
c. Membership of the workers/employees with the service cooperative, their
right to vote and be voted, their capital share and participation in the
management of the cooperative, the names and tenure of office of the general
manager and executive officers of the cooperative;
d. Members capital share, dividends and deductions in their wages; and
e. Members right to self-organization and collective bargaining.
Security Agencies
7. DOLE-ROs. The RDs of Registration and Operation shall ensure the

conduct of assessment or visit of security agencies engaged in
contracting/subcontracting arrangement in their respective regions pursuant to
Item A-1, Part II of this Manual.
In case of non-submission of certificate of registration to the DOLE-RO of

Operation, the RD of Registration shall declare the security agency as engaged in
labor-only contracting and the principal or user enterprise will be jointly and
severally liable for wage and wage-related benefits.
8. DOLE-LLCOs. The assigned LLCO shall observe Items A-2 & A-4, Part II
of this Manual, to determine compliance of security agencies with labor laws and
D.O. 14, as amended, and examine the following:
a. Security Agencys license to operate from Philippine National Police Civil

Security Group Security Supervisory Office for Security Investigation
Agencies(PNP-SOSIA);
b. Security guards license to exercise profession from PNP Civil Security Group
Security Supervisory Office for Security Investigation Agencies; and
c. Firearm license from PNP.

Contractors in the Construction Industry
9. DOLE-ROs. Contractors in the Construction Industry are required to be

registered with PCAB and are not required but may register under D.O.18-A.
D.O.18-A or DTI-PCAB registered contractors are required to observe

D.O.18-A; D.O. No. 19, series of 1993, or the guidelines governing the
employment of workers in the Construction Industry; D.O. No. 13, series of
1998, as amended, or the guidelines governing OSH in the Construction Industry;
and all labor laws. The RDs of Registration or Operation shall ensure the conduct
of assessment or visit of contractors in their respective regions pursuant to Item
A-1, Part II of this Manual.
10. DOLE-LLCOs. The assigned LLCO shall observe Items A-2 & A-4, Part II
of this Manual, if applicable, to determine compliance by contractors with the
requirement of D.O. 18-A, D.O. 13, D.O. 19 and other administrative issuances, as
indicated in the Checklist. Additionally, he/she shall examine the following:
a. Contractors license to operate or subcontract in the Construction Industry or

the DTI-PCAB license; and
c. Compliance with the requirement for CSHP, PPEs, required safety personnel
and OSH requirements, as indicated in the Checklist.
Any non-correction of noted OSH deficiencies, including absence/expired

license to operate in the Construction Industry, shall be indorsed and submitted
to the DTI-PCAB, through the BWC, for appropriate action. It should be noted
that a license from DTI-PCAB is a requirement before one can operate or do
business in the Construction Industry.
DOLE-ROs Coordination and Issuance of COC
11. DOLE-RO coordination. For a more holistic approach in assessing

contractors/subcontractors, the RD of Operation and RD of Registration shall
closely coordinate, share findings and/or extend assistance in the conduct of
assessment including interviews of employees and inspection of the worksites.
They may agree that the RD of Registration shall conduct assessment at the head
office while the RD of Operation shall conduct assessment at the principal or user
enterprise within his/her jurisdiction.
12. Issuance of COC to contractors/subcontractors. The RD of

Registration shall issue a COC to contractors/subcontractors (service
contractors/subcontractors, service cooperatives, security agencies or
contractors), when all their contracting/subcontracting activities are found
compliant with D.O.18-A and other related labor laws.
13. Issuance of COC to the principal or user enterprise in

contracting/subcontracting arrangement. In contracting/subcontracting,

a COC shall be issued to the principal or user enterprise when it is found
compliant with D.O.18-A and other related labor laws, and all its
contractors/subcontractors (service contractors/subcontractors, service
cooperatives, security agencies or contractors), and their supply chain have been
found compliant and with their respective COCs.
A compliant principal/user enterprise will not get a COC if the

contractor/subcontractor is not compliant with respect to its Service Agreement
with other principal/user enterprise. The contractor/subcontractor must have a
COC before the principal/user enterprise can be given a COC. This policy is
anchored on the principle of joint and solidary liability in
contracting/subcontracting arrangement where the principal or user enterprise
should exercise due diligence and ensure that it engaged
contractors/subcontractors who are compliant with D.O.18-A and with COC.
14. Issuance of COC to principal or user enterprise with noted

deficiencies. A COC shall be issued to the principal or user enterprise with
noted deficiencies only when correction is made within the prescribed periods
and when all its contractors/subcontractors (service contractors/subcontractors,
service cooperatives, security agencies or contractors), have their respective
COCs.
Compliance beyond the prescribed period of correction will not merit a

COC. The establishment is considered compliant-after-correction but it can be
issued a COC only if it is found compliant in the next round of Joint Assessment.
15. Issuance of COC to principal or user enterprise in the public

sector. In case the principal or user enterprise is a National Government
Agency (NGA), Local Government Unit (LGU), a State University or College
(SUC), or a government branch, subdivision, instrumentality or a government
owned or controlled corporation with original charter, the RD shall issue a COC
when its contractor/subcontractor is found compliant with D.O.18-A and other
related labor laws.
16. COC and Renewal of Certificate of Registration under D.O. 18-A.

To ensure compliance with all labor laws, a valid and subsisting COC is a
requirement for renewal of Certificate of Registration of
contractors/subcontractors under D.O.18-A. It shall serve as a supporting
document to the requirements of Section 21 of D.O.18-A.
B. Assessment of Philippine Registered Domestic Ships
To ensure compliance with Department Order No. 129, series of 2013, and labor
laws, the following procedures shall be observed in the conduct of assessment or visit of
Philippine Registered Ships engaged in domestic shipping.

1. DOLE-RO of Homeport. The RD of Homeport shall ensure the
conduct of assessment or visit of Philippine Registered Ships engaged in
domestic shipping. In cases where the ship is operating outside the jurisdiction of
DOLE-RO of homeport, the DOLE-RD may request the DOLE-RO of operation,
to conduct assessment of the ship and thereafter forward the result of assessment
to the DOLE-RO of homeport for the purpose of issuance of the Certificate of
Compliance.
2. DOLE-LLCOs. The assigned LLCO shall conduct the assessment or visit

pursuant to the Manual Implementing Department Order No. 129-13 and the
Memorandum of Agreement of the DOLE and Department of Transportation and
Communications (DOTC).
3. RCMB or DOLE-RO of Homeport. RCMB or RD shall conduct

orientation to shipping/crewing companies on Labor and Management
Cooperation and Single Entry Approach (SEnA) prior to the issuance of the
Certificate of Compliance.
C. Assessment of Public Utility Bus Transport Companies
To ensure compliance with Department Order No. 118, series of 2012, and labor
laws, the following procedures shall be observed in the conduct of assessment or visit of
public utility bus transport companies.
1. DOLE-RO of Place of Registration. The RD of Place of Registration

shall ensure and oversee the conduct of assessment/visit of all public utility bus
transport companies registered in his/her region. He/She shall:
a. Assign, through raffle, to qualified LLCOs in his/her region the registered

public utility bus transport companies to be assessed or visited;
encountered on part-fixed, part-performance payment scheme; drug free
workplace policy and program; deductions; and other policy concerns while
assessing public utility bus transport companies;
d. Monitor the progress of the assessment or visit of his/her LLCOs to public
utility bus transport companies;
e. Review and verify the recommendations made by the LLCOs;
f. Publish in the regional website all certified public utility bus transport
companies in his/her region; and
g. Submit report on the assessment results of all public utility bus transport
companies registered in the region to the DOLE Secretary, through the BWC.
2. LLCO of DOLE-RO of Place of Registration. The assigned LLCO

shall verify the implementation of part-fixed part-performance scheme duly
approved by RTWPB, the required hours of work, rest period and compliance
with OSHS in accordance with the procedure outlined in Part XI of this Manual.

3. Issuance of LSCC. The RD of Place of Registration shall issue an LSCC
to public utility bus transport company after assessment and upon
recommendation by the LLCO, copy furnished the LTFRB. The LSCC which is
valid for two (2) years is required by the LTFRB under Memorandum Circular
No. 2012-001 for public utility bus transport companies in the renewal of
franchise and registration of vehicles, hence, the RD of Place of Registration shall
exert all efforts to fast track the assessment and certification of the public utility
bus transport companies.
Prior to its issuance, public utility bus transport companies employing 20

bus drivers and conductors shall be given orientation on Labor and Management
Cooperation and Single Entry Approach (SEnA) through the concerned regional
branches of the National Conciliation and Mediation Board (NCMB) or the RD of
Place of Registration.
Bus Accident Investigation
3. DOLE-RO of Place of Accident. In case of accident involving death or

disabling injury of the bus driver and/or conductor of the company, the RD
having jurisdiction over the place of accident is required to conduct an
investigation within 24 hours from the occurrence of the accident. He/She is
given a 3-day window to conclude the investigation before the LTFRB will
preventively suspend the operation of the public utility bus transport company.
4. LLCO of the DOLE-RO of Place of Accident. The LLCO of the

DOLE-RO of Place of Accident shall verify the fact of death or disabling injury
using the police accident report which can be obtained either from the nearest
police station, LTFRB or the BWC. After the investigation, the LLCO thru the
RD shall submit a report using the DOLE/BWC/OHSD/IP-6 Form to the BWC,
and a narrative report specifying the following:
a. Findings on the investigation;

b. Actions taken to comply with the noted deficiency/ies;
c. Status of issued LSCC containing the dates of issuance and
revocation, if any;
d. QRP services rendered by the LLCO to assist the employees of the
company in danger of being suspended by the LTFRB. The LLCO
will deliver the following assistance such as but not limited to:
1. Job matching and referrals through Phil-Jobnet and Job

Fairs;
2. Employment guidance and counseling;
3. Conduct skills re-training and upgrading such as
Community-Based Entrepreneurship Training Program
and Training Assistance Program for Displaced Workers;

4. Assistance in livelihood/entrepreneurship development
like PRESEED, WODP, WYC, TULAY and WEED; and
5. Guidance in obtaining the employees separation benefits.
e. Any other pertinent data.
It shall issue a WSO, if necessary, and conduct proceedings leading to the

abatement of any OSH violations. Its findings (narrative report together with the
NR) shall be coordinated with the DOLE-RO having jurisdiction over the
principal place of business of the bus transport company.
5. DOLE-RO Coordination in case the Place of Accident is Different

from the Principal Place of Business. The DOLE-RO having jurisdiction
over the principal place of business of the public utility bus transport company
involved in the accident shall assess its compliance level with respect to GLS and
OSHS. In case the bus transport company has valid certificates prior to the
accident and has no finding of non-compliance or deviation, the DOLE-RO
having jurisdiction over the principal place of business shall inform the
investigating DOLE-RO of the bus transport companys compliance.
D. Assessment of Landbased or Seabased Recruitment/Manning

Agencies
To ensure compliance with Department Order No. 130, series of 2013 (seabased
recruitment/manning agencies), POEA Rules and Regulations, Republic Act No. 8042
or the Migrant Workers Act, as amended by Republic Act No. 10022 and relevant labor
laws, the following shall be observed:
1. POEA. Assessment of landbased or seabased recruitment/manning

agencies shall be made upon request by the POEA.
2. Assessment Coverage. Landbased or seabased recruitment/manning

agencies shall be assessed with respect to:
a. Compliance with labor laws as to their own personnel;

b. Compliance with POEA Rules and Regulations, Republic Act No. 8042 or the
Migrant Workers Act, as amended by Republic Act No. 10022.
3. DOLE-RO of Place of Business. The RD of Place of Business shall

ensure and oversee the conduct of assessment/visit of all landbased or seabased
recruitment/manning agencies registered in his/her region. He/She shall:
a. Assign, through raffle, to qualified LLCOs in his/her region the

recruitment/manning agencies to be assessed or visited;

encountered while assessing recruitment/manning agencies;
d. Monitor the progress of the assessment or visit of his/her LLCOs to
recruitment/manning agencies;
e. Review and verify the recommendations made by the LLCOs; and
f. Submit report on the assessment results of all recruitment/manning agencies
to the DOLE Secretary, through the POEA and BWC.
4. LLCO of DOLE-RO of Place of Business. The LLCO of DOLE-RO of

Place of Business shall be guided by this Manual and the POEA rules and
regulations in the conduct of assessment/visit for landbased or seabased
recruitment/manning agencies. The LLCO, through the RD of Place of Business,
shall provide the POEA a copy of the findings within forty eight (48) hours from
the conduct of assessment/visit. He/She may also recommend to the RD of Place
of Business the issuance of COC with respect to compliance with GLS and OSHS.
5. DOLE-RO of Branch Office. The RD of Branch Office shall ensure and

oversee the conduct of assessment/visit of all branches of landbased or seabased
recruitment/manning agencies pursuant to Item D-3, Part II of this Manual.
After the conduct of assessment/visit, the RD of Branch Office shall

indorse the findings and/or recommendations of the assigned LLCO on
compliance with GLS and OSHS to the RD of Place of Business for issuance of
COC. Findings and/or recommendations on compliance with POEA rules shall
be endorsed to the POEA.
6. DOLE-RO coordination. For a more holistic approach in assessing

landbased or seabased recruitment/manning agencies, the RD of Branch Office
and RD of Place of Business shall closely coordinate, share findings and/or
extend assistance in the conduct of assessment including interviews of employees
and inspection of the worksites.
7. Complaint or Request for Assistance. Any complaint or a Request

for Assistance under the Single Entry Approach (SEnA) filed before the DOLE-
RO against landbased or seabased recruitment/manning agencies shall be
coordinated with the POEA.
E. Assessment of Apprenticeship/Learners
To ensure compliance with the approved Apprenticeship/Learnership Program

and relevant labor laws, the assigned LLCO shall be guided by this Manual and shall
examine the following:
1. The apprenticeship/learnership agreement;

2. The establishments apprenticeship/learnership program vis--vis its
employees hiring practices;

3. The number of apprentices/learners and the total workforce of the
establishment; and
4. The job or work being performed by the apprentices/learners.
Part III. Assessment Protocols and Functions
To ensure a well-organized and a more efficient implementation of Department

Order No. 131, series of 2013, otherwise known as the Rules on LLCS, the following
protocols shall be observed:
A. Coordination in case the Establishment has Branches or Franchisee
The DOLE-RO assessing the principal office of an establishment shall coordinate

with the DOLE-ROs where its branches are located for the conduct of synchronized
assessment or visit of the establishments premises. The DOLE-RO covering the
branches of the establishment shall indorse its findings and recommendations to the
requesting DOLE-RO. The issuance of COC to said establishment shall take into
consideration the findings and recommendations of the DOLE-ROs that assessed or
visited the branches.
Franchisees have separate legal personality from their franchisor; they shall be
assessed, given technical assistance to and certified independently.
B. Coordination in case of Establishments with Centralized Payroll

System
Upon request of the establishment, the LLCO of the DOLE-RO where the
principal office is located may conduct an all-inclusive assessment of their payroll
documents to include assessment also of employees working in its branches. The
DOLE-RD handling the branch office/s shall be furnished with a copy of the said LLCOs
findings as to the employees working in the branches.
The LLCO of the DOLE-RO where the branch office is located shall then limit its
assessment of the requesting establishment to:
a. Inspection of workplace to determine compliance with OSH standards

(e.g. work environment, lighting, noise); and
b. Interview of employees.
The COC shall be issued by the DOLE-RD that assessed the establishments
principal place office while assessment accomplishments shall reflect the assessment of
the branches.

C. Roles and Functions
1. DOLE-RO. The RD shall ensure and oversee the conduct of

assessment/visit of all establishments registered or located in his/her region.
He/She shall:
a. Develop and communicate to the LLCOs his/her regions LLCS annual work
plan containing the priority industries, timelines, strategies and plan of
actions, including distribution of monthly quotas per LLCOs, that must be
followed to attain the regions assessment target for the year;
b. Assign establishments to qualified LLCOs in his/her region using the LLCS-
MIS;
c. Supervise and regularly monitor the work progress of his/her LLCOs;
d. Review and verify the recommendations made by the LLCOs in the
documents submitted to him/her;
e. Initiate mandatory conference in cases of Occupational Safety and Health
Standards Investigations;
f. File the appropriate criminal action against the establishments in case of
violation of Article 128 in relation to Article 288 of the Labor Code, as
amended;
g. Coordinate with other government agencies and stakeholders;
h. Provide support and assistance to the LLCOs;
i. Confirm and review reports of closed or non-existent establishments and
those that cannot be located;
j. Promote the ICP and other DOLE programs to the stakeholders;
k. Use the feedback system as a tool to evaluate the performance and standing
of the LLCOs and propose to the DOLE Secretary, through the BWC, LLCOs
that should be given General Authority to conduct assessment;
l. Ensure and preserve the required number of trained and qualified LLCO per
region as prescribed under item B, Part IX of this Manual, or as otherwise
determined through subsequent directives;
m. Regularly coordinate and report to the Office of the DOLE Secretary through
the BWC; and
n. Perform such other functions as maybe required by the DOLE Secretary.
2. LLCO. The assigned LLCO shall assess or visit the establishment

operating in the region by observing the procedure outlined in Part XI of this
Manual. He/She shall:
a. Conduct assessment, visit, investigation and technical safety inspection based

on the annual work plan developed by the RD;
b. Ensure that his/her distributed monthly quotas are met;
c. Input his/her assessment findings in the LLCS-MIS;
d. Conduct verification assessment, if necessary;
e. Submit his/her appropriate recommendations to the RD;
f. Execute his/her Affidavit of Service, if necessary;

g. Educate employers and employees regarding labor laws through the DOLE
programs and services;
h. Endorse his/her findings to the appropriate government agencies (e.g. SSS,
PhilHealth, Pag-IBIG, DTI-PCAB, LTFRB, POEA, LGU, CDA, TESDA);
i. Refer to DOLE agencies any requests for assistance under the DOLE toolbox
of programs and services; and
j. Perform such other functions as maybe required by the RD and/or the DOLE
Secretary.
3. Program Manager and Other DOLE Offices
The BWC shall:
a. Monitor, review and evaluate the assessment, accident and other reports
submitted by the DOLE-ROs;
b. Submit to the DOLE Secretary policy and program recommendations to
improve or address gaps in the implementation of the LLCS;
c. Conduct random audit of the establishments assessed by the DOLE-ROs;
d. Coordinate with the HRDS in evaluating the results of the LLCS feedback
system, which can be utilized in determining the LLCOs to be bestowed with
a general authority to conduct assessment;
e. Before the start of the assessment period, recommend and propose to the
DOLE-Secretary the names of the LLCOs that shall be given general authority
to assess, visit and investigate;
f. Provide technical assistance and support to the DOLE-ROs to help them
attain their LLCS objectives and targets;
g. In coordination with HRDS, conduct trainings and capacity building
activities of LLCOs;
h. Act as the over-all administrator of the LLCS-MIS; and
i. Together with OSHC, ECC and other relevant DOLE agencies, act as
members of the composite team in performing SAVE or in investigating
accident incidents requiring technical expertise.

Part IV. Compliance Assessment Modalities
Pursuant to Administrative Order No. 404, series of 2014, or the Guide for
Effective and Efficient Compliance Assessment under the LLCS, the following
assessment modalities can be resorted to by the DOLE-ROs in combination, separately
or simultaneously, to ensure that all target establishments for the year have been visited
and extended assistance towards compliance with all labor laws:
A. Zonal Assessment
To maximize assessment coverage, DOLE-ROs shall employ the zonal approach
in the course of assessment and shall consider the priority establishments for
assessment within a selected zone. This approach should prioritize zones/areas which
have low levels of compliance based on the records of the DOLE-RO. In the preparation
of assessment programs, all establishments in these areas should be assessed to
maximize the utilization of the LLCOs time and effort.
B. In-House OSH Assessment
To expedite the assessment process, DOLE-ROs shall adopt In-House OSH

Assessment as a strategy using the Accredited OSH Practitioners or OSH
Consultants/Consulting Organizations, together with the safety committees of the
establishments. They shall be tapped to monitor OSHS compliance in their respective
plants and worksites and be guided by the following:
1. A copy of the OSH Assessment Checklist shall be sent in advance by the

DOLE-ROs to their accredited OSH practitioners, who shall be tasked to
assess OSH compliance of their employers/companies pursuant to the
Memorandum dated 14 August 2014;
2. The receiving OSH practitioner shall officially send back to the ROs, within
two (2) weeks from receipt, the accomplished OSH Checklist for verification;
3. A table review of the assessment results made by the OSH practitioner shall
be done by the DOLE-ROs LLCO and the establishment with findings of non-
compliance shall be prioritized for Joint Assessment;
4. Validation of the OSH assessment shall be done by the LLCO with the Safety
Committee/Officer at the plant-level during the tripartite Joint Assessment
on GLS and other compliances; and
5. In case of compliance, the LLCO shall recommend for the issuance of the
Certificate of Compliance (COC) with OSHS and/or GLS; otherwise, possible
technical assistance or corrective actions shall be proposed to the
establishment to help them comply with labor laws subject to the correction
and remediation periods mentioned under D.O. 131-13.

A multi-pronged approach may be resorted to by the DOLE-ROs by
consulting the different safety organizations to expedite this process.
C. Assessment by Industry
To expand the assessment coverage, the DOLE-ROs are directed to mobilize their
respective Industry Tripartite Councils (ITCs) and associations (e.g., PALSCON for
contractors, IBPAP for BPOs, FFCCCII, Makati Business Club, Foreign and Local
Chambers of Commerce, etc.), for effective and expanded reach in the industry and
association members.
1. ITC-wide Joint Assessment. For the ITCs, consistent with the

principle of industry self-regulation, the Voluntary Codes of Good Practices
(VCGPs) on compliance with all labor laws should be pursued through Industry-
wide Joint Assessment (IJA). The timeframe for the IJA shall be agreed upon
with the stakeholders but should not go beyond the end of October this year, and
at the same period every year thereafter.
2. Venue, Conduct of Assessment and Expected Output. Subject to

the peculiarity of the industry, the IJA shall be conducted in one venue with:
a. Composite teams under the Special Assessment or Visit of Establishments

(SAVE), or with augmentation teams from neighboring regions depending on
the size of ITC membership;
b. Orientation on the LLCS;
c. One-on-one discussion workshop with industry members' designated
representatives and their union or workers representatives; and
d. Provision of technical assistance.
The expected output shall be increased in number of certified

establishments in the industry and their subcontractors, if any; and/or number of
establishments with Action Plans for further Assessment or Corrective Actions;
and/or number of establishments availing free technical assistance on OSH or
Productivity.
3. Pre-processing of Documents for IJA. Under this approach,

member-establishments shall be asked to provide the DOLE-RO key information,
at least two weeks prior to the IJA, for pre-processing of documentary
submissions and for their Notice of Assessment.
Table documentary pre-processing by the DOLE-RO is necessary to ensure

that the assessment can be completed within 2-3 hours for each member
establishment, compared to the average 6-8 hours on-site assessment. If gaps
are identified, the assisting LLCO and the member-establishment shall agree on a
timetable for technical assistance and correction, and submit the same to the
DOLE-RO. In case of discrepancy between the in-house OSH and the industry

assessment with respect to OSH, the LLCO shall reconcile the findings with the
concerned OSH practitioner/consultant.
Certified companies shall be published in the appropriate newspaper of

general circulation in the region and including a listing of members who choose
not to undergo the IJA. Compliant establishment shall be bestowed, in addition
to the COC, with a marker that reads: THIS IS A LABOR LAWS COMPLIANT
AND CHILD LABOR FREE ESTABLISHMENT
D. Ecozone-wide Assessment on Voluntary Compliance
Consistent with the agreed joint enforcement of labor standards laws and
occupational safety and health standards in the economic zones of Philippine Economic
Zone Authority (PEZA), pursuant to the Implementing Rules and Regulations of the
2006 DOLE-PEZA Memorandum of Agreement (MOA) and the corresponding regional
MOA, the RD shall organize with the PEZA manager in the area, an Ecozone-wide
Assessment of locators voluntary compliance with labor standards and OSH.
1. Ecozone-wide Assessment. An Ecozone-wide Assessment can be done

using the IJA process, or it can be organized differently depending on the
peculiarity of the Ecozone operations.
2. Conduct of Assessment. A composite team composed of PEZA zone

manager and LLCOs shall conduct the compliance audit using the assessment
Checklist.
In case of deficiency, the composite team shall provide zone locators

technical advisory services, assist them in the immediate correction of gaps or
deficiencies, and in the formulation and submission of action plans to effect full
compliance. If declared free of any deficiencies after evaluation, the locator/s
shall immediately be issued with COC. If all locators are compliant with all labor
laws, the economic zone can be declared a compliant zone and bestowed with a
marker that reads: THIS ECOZONE IS LABOR LAWS COMPLIANT AND
CHILD LABOR FREE.
E. Assessment of Establishments with LMC and Convergence Program
Unorganized establishments with existing Labor-Management Council or

Committee (LMC), or a beneficiary of program and services convergence on
productivity, OSH or Family Welfare Program (FWP), an appropriate COC (GLS, OSH
or Labor Relations) shall be issued by the DOLE-RO upon recommendation by the
National Conciliation and Mediation Board (NCMB) and National Wages and
Productivity Commission (NWPC), or of any convergence partner.

F. Equivalency of Incentivizing Compliance Programs Certificate and
Collective Bargaining Agreements (CBAs)
1. TCCLS Equivalency. Pursuant to Memorandum dated 21 July 2014,

the Tripartite Certificate for Compliance with Labor Standards (TCCLS) shall be
deemed equivalent to a COC. Thus, establishments issued with TCCLS shall no
longer be subjected to assessments and shall be counted as compliant with labor
laws and OSH standards.
2. Equivalency of ICP Certificates. Establishments nominated for the

Secretarys Award or those with valid Gawad Kaligtasan at Kalusugan (GKK),
Child Labor-Free Establishment (CLFE) Certificate, Labor-Management
Committee Awardees, and Productivity Olympics finalists and champions under
the ICP, shall automatically be considered equivalent to COC under the LLCS;
however, the awarding agencies are required to include the BWC in the validating
team.
3. Equivalency of Collective Bargaining Agreements (CBAs). For

organized establishments with subsisting and duly-registered CBAs, the RD may
issue, motu proprio, the COC on GLS and Labor Relations upon evaluation of the
terms of the CBA, which should be compliant with minimum labor standards and
labor rights. However, as part of DOLE technical assistance, compliance with
OSH standards must be verified together with the OSH Committee at the
workplace prior to issuance of OSH COC.
The RD shall acknowledge in writing, addressed to the employer and the

union, the terms of the CBA as compliant with General Labor Standards if found
to be compliant with the requirements of the Labor Code, as amended, and issue
the COC on GLS to the establishment. A COC on Labor Relations shall likewise
be issued due to the organized nature of the establishment and/or
creation/existence of an LMC or Grievance Machinery/Committee, or any similar
workplace/plant-based committee.
G. Equivalency of ISO Certified Establishments
ISO certified establishments may be issued by DOLE-RO with an equivalent COC

on GLS or OSH, or Labor Relations if organized or with existing Grievance Machinery or
LMC upon verification by the LLCO.

Part V. Guidelines in the Conduct of Special Assessment or Visit of
Establishments (SAVE)
Pursuant to Department Order No. 131-A, series of 2014, or the Guidelines in the
Conduct of Special Assessment or Visit of Establishments (SAVE), the following shall be
observed to ensure compliance with labor laws, particularly on policy on hiring and
other related concerns:
A. Special Assessment or Visit of Establishments (SAVE)
The Secretary of Labor and Employment, in the exercise of his/her visitorial

power under Article 128 of the Labor Code, as amended, may place an establishment
under SAVE.
1. Composite Team for SAVE. A composite team shall conduct the
SAVE. It shall be comprised of representatives from the Regional Office, as lead,
and the Bureau of Working Conditions (BWC), the Occupational Safety and
Health Center (OSHC), and other DOLE Agencies, as may be necessary, as
members.
2. Covered Establishment. The conduct of SAVE may cover the

head office and/or branches in specific region/s or nationwide as may be directed
by the Secretary of Labor and Employment.
3. Procedure. SAVE shall observe the following procedure:
a. Within 24 hours from receipt of an order from the Secretary of Labor and
Employment, the Regional Director/s shall issue the Authority to Assess the
establishment covered by the SAVE;
b. Assessment or Visit shall be conducted in accordance with DO 131-13,

utilizing the LLCS-Management Information System;
c. In addition to the indicators in the Checklist, the composite team shall look
into the following:
c.1 Establishment Profile, with information on the number and location of

branches;
c.2 Organizational structure and total number of employees, broken down
into the following specific employment classification and structure:
Managerial;
Supervisory;
Rank and file employees (classified according to status whether
regular/permanent, seasonal, temporary, project-based, fixed-
term, casual, probationary, apprentice, under dual training system,
learners, trainees, and OJTs); and

Number of workers repeatedly hired, if any, and its frequency (e.g.
3-3-3, 5-5-5 etc.).
c.3 The recruitment/hiring, and firing processes and practices;

c.4 Compliance with labor laws, GLS and OSHS;
c.5 Other information detailed under the order of the Secretary of Labor
and Employment; and,
c.6 Contractors/Subcontractors, total number of employees mobilized or
assigned with the principal/s, term of employment vis--vis the term of
the service agreement, and compliance with D.O.18-A;
d. After the initial assessment, the Regional Director shall submit a report within
seventy two (72) hours from the date of assessment to the Secretary of Labor
and Employment containing the above information and preliminary
determination of compliance with labor laws;
e. In case of compliance, a certificate shall be issued by the Regional Director

with the concurrence of the members of the composite team. A copy of the
certificate shall be provided to all other Regional Offices for monitoring of
compliance of branches;
f. If there are gaps in compliance, a monthly progress report shall be submitted

by the Regional Director on the corrective actions and proceedings that
transpired thereafter (hearings and technical assistance rendered, if any), and
the plan of action recommended by the composite team;
g. The SAVE activity shall be concluded with a final report detailing the facts,
information, statistics, other relevant data and recommendations essential
for the Secretary of Labor and Employment to determine the establishments
compliance with labor laws to be submitted by the Regional Director within
three (3) months from the conduct of assessment; and,
h. Subject to the discretion of the Secretary of Labor and Employment, further

proceedings to enforce compliance with labor laws may be conducted before
the Office of the Secretary.

Part VI. Assessing Hiring Practices and Security of Tenure Related
Concerns, Cash Bonds, Allowable Deductions, and
De Minimis Benefits in Pay Restructuring
To guide the LLCOs in determining whether the assessed or visited

establishments hiring practices is consistent with Articles 293, 294 and 295 (formerly,
Articles 279, 280 and 281) of the Labor Code, as amended, D.O.18-A, series of 2011,
D.O. 19, series of 1993, Department Circular No. 1, series of 2007, and settled
jurisprudence, the following have been declared allowed or prohibited hiring practices:
A. Allowable Hiring Practices

1. Hiring of employees under regular employment. A regular
employee is engaged to perform activities which are usually necessary and
desirable in the usual business or trade of the employer for an indefinite period of
time (i.e. cashiers, sales clerks and baggers in retail stores; waiters in restaurants;
call center agent in Business Process Outsourcing; teachers and professors in
educational institutions);
2. Hiring of employees under casual employment. A casual employee

is engaged to perform a job, work or service, which is merely incidental to the
business of the employer for not more than one (1) year (i.e. office cook and
messenger in corporations);
3. Hiring of employees under a probationary contract/

employment. A probationary employee refers to one hired for a trial period
during which the employer determines his/her fitness to qualify for regular
employment based on reasonable standards made known to him/her at the time
of engagement. The probationary period is limited to six (6) months unless there
is an agreement to extend the same for a reasonable period to give the employee a
chance to pass the probation standard;
4. Hiring of employees under project contract/employment. A

project employee is one hired for a specific project or undertaking, the
termination or completion of which has been determined at the time of
engagement. A particular project or undertaking could be within the regular
business of the employer but is distinct, separate, and identifiable from the
undertakings of the company (i.e. engineer in construction firm). It could also be
a particular job or undertaking that is outside the regular business of the
company (i.e.: software developer in an insurance company);
5. Hiring of employees under seasonal employment. A seasonal

employee is one who is engaged to work in one (1) particular season on an activity
which is usually necessary and desirable to the usual trade or business of the
employer. The season must be defined and established (i.e. planter in banana
plantations; mill operator in sugar cane mill companies); and

6. Hiring of employees under fixed-term or contractual
employment. A fixed-term or contractual employee is one hired for a fixed
term or duration, and not necessarily in relation to a specific project or
undertaking. It shall also mean one who is hired on a temporary basis for the
purpose of substituting or relieving for a regular employee who may be absent
from his post for some valid reason, such as maternity leave, sick leave, study
leave, military service, etc. To be allowed, the parties shall knowingly and
voluntarily agree upon fixed-term or contractual employment on more or less
equal terms, with no moral dominance exercised by and upon either party (i.e.
analysts, liaison officers, and relievers).
B. Prohibited Hiring Practices
1. Hiring of non-regular employees who are performing activities that are

necessary and desirable to the usual business or trade of the employer, which
hiring constitutes all, or majority, of the employees of the latter. This does not
apply to fixed-term, probationary, project, and seasonal employment;
2. Hiring of new employee under a fixed-term employment to replace another

fixed-term employee to the same job, work or service after the expiration of the
latters fixed-term employment;
3. Hiring of new employee under a project employment to replace another

project employee after the completion of the latters project employment;
4. Hiring of new employee under a seasonal employment to replace another

seasonal employee after the lapse of the latters seasonal employment;
5. Hiring of employees in the guise of On-the-Job Training1 (OJT);
6. Repeated hiring under any of the following situations:
a. Engaging a fixed-term employee for a fixed-term immediately after

expiration of the fixed-term employment.
b. Engaging a project employee for a project employment immediately after

completion of the project, except as may be provided for under
Department Order No. 19, series of 1993, or the Guidelines Governing the
Employment of Workers in the Construction Industry.
c. Engaging a probationary employee under probationary employment

immediately after expiration of the probationary employment, except if the
engagement is an extension of probationary employment for a reasonable
1
OJT is a modality of training and learning. It is not an employment scheme.

period to give the probationary employee a chance to pass the probation
standard.
d. Engaging a fixed-term employee under a probationary or a project contract

after the expiration of the fixed-term employment.
e. Engaging a project employee under a probationary or fixed-term contract

after completion of the project.
f. Engaging a probationary employee under a project or fixed-term contract

after the expiration of probationary employment.
g. Engaging an apprentice/learner employee as a project, a fixed-term, or a

probationary employee after completion of the apprenticeship/learnership
agreement.
h. Engaging an apprentice/learner employee under another

apprenticeship/learnership agreement on substantially similar task or
work.
i. Engaging a contractor employee under another contract after the

expiration of the Service Agreement to perform the same or substantially
the same task with the same or different principal.
j. Engaging a contractors employee by the principal under a probationary,

fixed-term, or project contract/employment to perform the same or
substantially the same task after the expiration of the service agreement.
7. Requiring an employee to assume a different identity every contract

renewal, or as condition for renewal of contract; and
8. Requiring an employee to sign a blank payroll, or ante-dated resignation

letter and waiver/quitclaim every contract renewal.
C. Non-interference in the Disposal of Wages and Allowable Deductions
Pursuant to Sections 9 to 11, Rule VIII of the Implementing Rules of Articles 113
to 115, Book III of the Labor Code, as amended, no employer shall limit or interfere with
the freedom of the employee to dispose of his/her wages. Except in the following cases
where the employer may make deductions from the wages:
1. When the deductions are authorized by law, including deductions for

insurance premiums advanced by the employer in behalf of the employee as well
as union dues where the right to check-off has been recognized by the employer
or authorized in writing by the individual employee himself/herself;

2. When the deductions are with written authorization of the employees for
payment to a third person;
3. When the employer is a private security agency where the practice of

making deductions or requiring deposits to answer for reimbursement of loss or
damage on tools, materials, or equipment supplied by the employer is allowed but
subject to the observance of the following conditions:
a. That the employee concerned is clearly shown to be responsbile for the loss or
damage;
b. That the employee is given reasonable opportunity to show cause why
deductions should not be made;
c. That the amount of such deductions is fair and reasonable and shall not
exceed the actual loss or damage; and
d. That the deduction from the wages of the employee does not exceed 20% of
the employees wages in a week.
No other deductions from the wages of the employees shall be made without
express authorization from the DOLE Secretary. However, this shall be implemented
prospectively.
D. De Minimis Benefits in Pay Restructuring
Minimum wage earners are exempt from tax as provided under R.A. No. 9504.
Thus, in assisting establishments in restructuring the pay computations, care must be
observed and guidance on de minimis benefits is hereby provided so as not to affect or
reduced the take home pay of the workers.
De minimis benefits, as defined by the Bureau of Internal Revenue Regulation

No. 2-98, refer to facilities or privileges (such as entertainment, Christmas party and
other cases similar thereto; medical and dental services; or the so-called courtesy
discount on purchases), furnished or offered by an employer to his employees, provided
such facilities or privileges are of relatively small value and are offered or furnished by
the employer merely as a means of promoting the health, goodwill, contentment, or
efficiency of his employees (Sec 2.79). Pursuant to Revenue Regulation No. 8-2012, the
following are de minimis benefits with its corresponding ceiling:
a) Monetized unused vacation leave credits of private employees not exceeding

ten days during the year;
b) Monetized value of vacation and sick leave credits paid to government
officials and employees;
c) Medical cash allowance to dependents of employees, not exceeding P750 per
employee per semester or P125 per month;

d) Rice subsidy of P1,500 or one sack of 50 kg. rice per month amounting to not
more than P1,500;
e) Uniform and clothing allowance not exceeding P5,000 per annum;
f) Actual medical assistance, e.g., medical allowance to cover medical and
healthcare needs, annual medical/executive check-up, maternity assistance,
and routine consultations, not exceeding P10,000 per annum;
g) Laundry allowance not exceeding P300 per month;
h) Employees achievement awards, e.g., for length of service or safety
achievement, which must be in the form of a tangible personal property other
than cash or gift certificate, with an annual monetary value not exceeding
P10,000 received by the employee under an established written plan which
does not discriminate in favor of highly paid employees;
i) Gifts given during Christmas and major anniversary celebrations not
exceeding P5,000 per employee per annum; and
j) Daily meal allowance for overtime work and night/graveyard shift not
exceeding twenty-five percent (25%) of the basic minimum wage on a per
region basis.

Part VII. Handling of Interference or Limitations in the Conduct of
Assessment, Visit or Investigation
A. Employer Interference
When entry to the establishment is allowed but the employer or his/her

representative interferes with or limits any important aspect of the assessment (e.g.,
limiting walk-around tour, providing incomplete employment records, preventing
employees from being interviewed, etc.), the LLCO shall continue with the assessment
of activities where the employer or his/her representative has no objection.
The LLCO, after the assessment, shall politely inform the employer or his/her
representative that the interference or limitation shall form part of the report with
appropriate recommendation to the RD.
B. Forcible Conduct against an LLCO
Any forcible conduct against the LLCO is prohibited and shall immediately be
reported to the RD for possible filing of cases against the person/s responsible for such
act/s.
If any of the following forcible conduct is inflicted on the LLCO before, during or
after assessment, he/she shall immediately extricate himself/herself from the
workplace or request rescue from the RD:
1. Physically holding, grabbing, pushing, shoving, or in any way limiting the

LLCOs freedom of action;
2. Striking, kicking, or in any way inflicting injury, pain or harm to the LLCO;
or
3. Threatening to inflict harm or any of the prohibited acts mentioned above.
The act/s shall form part of the LLCO assessment report with appropriate
recommendation to the RD.
C. Strike, Lockout or Labor Dispute
The conduct of assessment shall be deferred or immediately stopped, when in

progress, in case of work stoppage due to strike/lockout or when picketing is in progress
by reason of a labor dispute. If the conduct of assessment is to aid in the resolution of
the labor dispute, the same must be agreed upon by the parties and facilitated by the
NCMB.

D. Bankruptcy or Cessation of Business
As a general rule, assessment shall not be conducted if the establishment has

closed or ceased operation due to bankruptcy as declared by the Securities and
Exchange Commission (SEC) or the Department of Trade and Industry (DTI).
However, if the conduct of assessment is requested by the employees or the employer to
determine the establishments liability to the employees, the same shall be facilitated by
the NCMB.
Should the establishment or contractor/subcontractor, which is the subject of

Assessment or Investigation, have ceased to operate, the LLCO shall secure proof of
termination of operation or closure of business such as photos of the establishment
depicting non-operation, affidavits of persons who have personal knowledge of the
closure, certificate of business closure from Department of Trade and Industry,
Securities and Exchange Commission, City or Municipality where it operates, Bureau of
Internal Revenue or from any other government agencies requiring registration of such
closure of business operation.
The report of the LLCO shall be accompanied with his/her Affidavit stating that
the establishment or contractor/subcontractor have closed or ceased operation with
attachments of proof of closure.
E. Establishments which cannot be located
The LLCO, after exerting diligent effort to locate the establishment, shall
immediately submit a report to the RD if the establishment for Assessment, Visit or
Investigation cannot be located. The RD shall verify the information and if indeed the
establishment is non-existent, he/she shall assign another establishment to the LLCO.
The DOLE-RD shall notify the BWC, in writing, that the establishment or a list of
establishments cannot be located in his/her area of jurisdiction to update the master list
of establishments.
The BWC shall conduct a random audit of the list of reported establishments that
cannot be located by evaluating the proof of termination of operation or closure of
business such as photos of the establishment depicting non-operation, affidavits of
persons who have personal knowledge of the closure, certificate of business closure from
Department of Trade and Industry, Securities and Exchange Commission, City or
Municipality where it operates, Bureau of Internal Revenue or from any other
government agencies requiring registration of such closure of business operation.

Part VIII. Authority to Assess/Investigate
Authority to Assess/Investigate refers to the written authority issued by the

Secretary or his/her duly authorized representative to the LLCOs to conduct
Assessment, Visit or Investigation of establishment to determine and assist in enabling
compliance with labor laws and social legislations.
The Authority to Assess/Investigate must be:
1. Issued containing the following: (a) the name of the Establishment,

Branch, Workplace and Worksite, including their contractors, if any, or a
list thereof; (b) the corresponding complete addresses; and, (c) the
validity period of the Authority;
2. Issued through raffle to ensure impartiality in assignment except in

cases where another raffle is needed for Technical Safety Inspection;
3. Coterminous with the term of the General Authority, unless a shorter

period is provided by the RD; and
4. In OSH Investigation, the authority to investigate shall be issued within

twenty-four (24) hours from discovery of the existence of Imminent
Danger (ID) or Disabling Injury (DI).

Part IX. Organizational and Administrative Matters
A. Organizational and Functional Structure of the LLCS
1. The DOLE Secretary is vested with the Visitorial and Enforcement

Powers pursuant to Articles 128 and 129 of the Labor Code of the
Philippines, as amended.
2. The BWC primary functions are policy formulation and standards

setting as well as advisory in the administration and enforcement of
labor standards. It also renders technical supervision and assistance
on the implementation of the LLCS in all the DOLE-ROs.
3. The Department has sixteen (16) DOLE-ROs all over the Philippines
headed by the RDs. The RD in each DOLE-RO exercises, by
delegation, the enforcement power of the Secretary pursuant to Article
128 of the Labor Code of the Philippines, as amended, and has
administrative supervision over the LLCOs in his/her region. The
RDs shall preserve and mobilize all the allocated LLCOs in their
respective regions in the implementation of the LLCS.
4. The LLCS is lodged in the Technical Support and Services Division

(TSSD) where the LLCOs are assigned.

B. Distribution of Plantilla Positions of LLCOs
Number of LLCOs
per Region 372 additional 2012 No. of
REGION plantilla GLS & TSI Total
LEO III Sr. LEO Distribution Inspectors
TOTAL 228 144 372 202 574
NCR 82 54 136 33 169
CAR 4 1 5 10 15
RO I 7 5 11 8 19
RO II 3 1 4 8 12
RO III 25 17 42 14 56
RO IV-A 37 23 61 18 79
RO IV-B 3 1 4 10 14
RO V 3 3 6 11 17
RO VI 14 7 21 13 34
RO VII 17 12 29 17 46
RO VIII 2 1 3 11 14
RO IX 4 1 5 10 15
RO X 6 6 12 13 25
RO XI 11 8 19 12 31
RO XII 6 3 9 8 17
CARAGA 4 1 5 6 11
Source: Personal Services Itemization and Plantilla of Personnel (PSIPOP) for Fiscal Year 2013
C. Registry of LLCOs
The BWC shall maintain a National Registry of Qualified LLCOs, which shall be
updated regularly. The Registry of Qualified LLCOs shall be posted in the official website of
DOLE for information of the general public and as a precaution to others who are not
qualified/authorized to assume as LLCOs.
Each RO shall keep a Regional Registry of LLCOs in accordance with the ratio set by
the BWC. The LLCOs are required to meet their assigned targets relative to the
implementation of the LLCS.

D. Geographical Coverage
Region Coverage
NCR Caloocan City, Las Pias City, Makati City, Malabon City,
Mandaluyong City, Manila City, Marikina City, Muntinlipa City,
Paraaque City, Pasay City, Pasig City, Quezon City, Valenzuela
City, Navotas, San Juan, Pateros, Taguig
CAR Abra, Apayao, Benguet, Ifugao, Kalinga, Mountain Province
I Ilocos Norte, Ilocos Sur, La Union, Pangasinan
II Batanes, Cagayan, Isabela, Quirino, Nueva Vizcaya
III Aurora, Bataan, Bulacan, Nueva Ecija, Pampanga, Tarlac,
Zambales
IV-A Batangas, Cavite, Laguna, Quezon, Rizal
CALABARZON
IV-B MIMAROPA Marinduque, Occidental Mindoro, Oriental Mindoro, Palawan,

Romblon
V Albay, Camarines Norte, Camarines Sur, Catanduanes, Masbate,
Sorsogon
VI Aklan, Antique, Capiz, Guimaras, Iloilo, Negros Occidental
VII Bohol, Cebu, Negros Oriental, Siquijor
VIII Biliran, Eastern Samar, Leyte, Northern Samar, Southern Leyte,
Western Samar
IX Zamboanga del Norte, Zamboanga del Sur, Zamboanga Sibugay,
City of Isabela
X Bukidnon, Camiguin, Lanao del Norte, Misamis Occidental,
Misamis Oriental
XI Davao, Davao Oriental, Davao del Sur, Compostela Valley
XII North Cotabato, Sarangani, South Cotabato, Sultan Kudarat,
Cotabato City, Tacurong City, Koronadal City, Kidapawan City,
General Santos City
CARAGA Agusan del Norte, Agusan del Sur, Surigao del Sur, Surigao del
Norte

E. Qualifications and Competency Requirements of LLCOs
1. Qualification Standards (QS).
To ensure that the Department has a pool of LLCOs with relevant skills
and competencies, this Qualification Standards shall be observed in the
recruitment of LLCOs:
QS Sr. LEO LEO III

Education or Bachelors degree Bachelors degree preferably
Techical Know- preferably Licensed Licensed Mechanical,
how Mechanical, Electrical or Civil Engineer
Electrical or Civil and Law
Engineer and Law
Experience 2 years relevant 1 year relevant experience
experience
Training 8 hours relevant 4 hours relevant training
training
Eligibility CS Professional or 2nd CS Professional or 2nd Level
Level eligibility eligibility
Skills and Knowledge of applicable labor laws and department
Competencies policies and procedures, proper inspection techniques
and procedures, ability to interpret laws and standards
and apply them to a particular situation; good
communication skills; and basic computer skills.
LLCOs tasked to conduct TSI shall be a licensed Mechanical/Electrical

Engineer.
2. Competency Requirements
a. Certified passer of Level 1A or Level 1B Basic Course for LLCOs by the

Human Resource Development Service:
i. Level 1A Basic Course
ii. Level 1B Refresher Course for Experienced LLCOs;
b. With very satisfactory performance rating;
c. With certificate of good standing from the BWC. Good standing means must
not have been found guilty of administrative offense under the Civil Service
Rules. However, for the newly-hired LLCOs, the qualification of certificate
of good standing is not required in their first year of assignment.
In determining good standing, the BWC shall get the feedback

evaluation of the RD. The RDs feedback evaluation shall be based on the
feedback of the employer and the employees on the conduct of Assessment,

Visit or Investigation and of his/her own assessment of the performance and
character of the concerned LLCO.
Those with unfavorable feedback, if considered by BWC to be the basis

for initiating administrative complaints pursuant to Administrative Order
No. 55, series of 2013, shall be referred by the BWC to the appropriate
Administrative Complaints Committee (ACC) in the ROs through the Human
Resource Development Service (HRDS) or be referred for Human Resource
Development (HRD) interventions.
On the other hand, positive feedback on LLCOs shall be referred by the

BWC to the HRDS for corresponding awards under the Program on Awards
and Incentives for Service Excellence (PRAISE).
d. Regularly undertake Refresher Courses on new laws, rules and other

enforcement policies, new patterns of employment and changes in conditions
of work. Specialized Trainings Course/Programs are provided to make them
responsive specifically in the areas of occupational safety and health.
3. Functions
a. Visitorial Power. Pursuant to Article 128 of the Labor Code of the

Philippines, as amended and D.O. 131, series of 2013, and other applicable laws,
LLCOs are officers exercising public authority. They can enter workplaces and
conduct Assessment, Visit or Investigation including plain view investigation, at
any time of the day or night whenever work is being undertaken, to examine
records and investigate fact, condition or matter necessary to determine if there
is conformity with standards and to enforce the same.
b. Training and Advisory Services/Functions. The LLCOs shall provide

assistance in the preparation of action plan for correction of OSHS deficiencies
during the Assessment. The advisory services and information on the existing
DOLE Programs and Services shall be based on the Labor and Employment
Education Services (LEES). In undertaking the modes of implementation as
defined in the LLCS, the LLCOs shall provide information to both workers and
employers on their right as well as their duties and responsibilities under the
Labor Code to ensure voluntary compliance.
c. Information and Education Functions. The LLCOs shall help the

establishments with noted deficiencies; and assist Micro and Small
Establishments (MSEs), through referrals to other DOLE Agencies, in mapping
out an improvement program geared towards increasing their productivity and
facilitating eventual compliance with labor standards based on the DOLE
Toolbox of Programs and Services:
1. Kapatiran Program;
2. Labor and Employment Education Service;

4. Family Welfare Program;
5. Labor-Management Cooperation;
6. Productivity Improvement Programs;
7. Other Programs as maybe formulated to ensure compliance with labor
laws.
Specifically, the LLCOs will function as follows;
1. Conduct labor education to both employers and workers during the

conduct of inspection at plant-level and upon request;
2. Initiate and conduct of briefing on DOLEs job facilitation and
preservation programs;
3. Conduct work environment measure and assessment in case of reported
accidents in workplaces;
4. Conduct activities toward the prevention and elimination of child labor;
5. Facilitate and act as resource speakers in the conduct of Training and
Advisory Orientation Course;
6. Conduct follow-up visits and verification of plans of action;
7. Conduct verification and spot-check of establishments which have
submitted Self-Assessment checklists;
8. Conduct conciliation/mediation proceedings between employer and
employee at plant-level (during inspection and at any stage of the
proceedings);
9. Act as hearing officers during summary investigation of establishments
not covered by his/her previous and present assessment assignments.
The function to act as hearing officers shall not include hearing of cases
subject to SEnA; and
10. Prepare recommendations in the form of draft compliance orders and
other orders for signature of the RD.
4. Obligations/ Value Statements
a. Impartiality. Under the No Gift-No Bribe Policy of DOLE as stated in

Administrative Order No. 476-10, and Guidelines in the Implementation
of the NO GIFT POLICY as stated in Administrative Order No. 35-14,
the LLCOs shall not accept gifts, donations or services from either
employers or employees to maintain his/her position of impartiality and
so as not to affect the results of his/her findings, investigations and
recommendations.
b. Confidentiality and Use of Discretion. The LLCOs shall strictly

observe the rule of professional secrecy. The information obtained from
assessment is confidential where sound discretion shall be exercised
whether or not the same shall be disclosed, such as when the employer
identifies an operation or condition as a trade secret. All information

reported to or obtained by an LLCO in connection with any assessment or
other activity that contains or might reveal a trade secret shall be kept
confidential (Rule 1006, OSHS).
The following Value Statements developed by the LLCOs may be

considered in addition to the ones mentioned above:
1. KNOWLEDGE and COMPETENCE. Continuous upgrading of

professional skills, competencies and knowledge for the effective
implementation of the LLCS by actively participating in various
training and development activities;
2. HONESTY and INTEGRITY. Discharge of duties and functions

with utmost honesty and integrity to safeguard public interest
and to uphold the good reputation of the Department;
3. COURTESY and RESPECT. Act with utmost fairness, courtesy

and respect in the exercise of duties as agents of change and
transformation thereby strengthening public trust and
confidence;
4. OBJECTIVITY, NEUTRALITY and FAIRNESS. Treat co-

workers, clients and stakeholders with fairness and impartiality
regardless of status in life and position in the society or religious
belief by using diversity in action thereby ensuring the
preservation of dignity of persons;
5. COMMITMENT and RESPONSIVENESS. Commit to play an

active part in promoting workers and employers welfare; and
6. CONSISTENCY BETWEEN PERSONAL and PROFESSIONAL

BEHAVIOR. Uphold the DOLE Core Values and provisions of
the DOLE Code of Conduct in the discharge of duties.
c. Other Related Tasks. The LLCO shall perform related tasks as maybe
assigned by the BWC and/or the ROs.
For all LLCO-Engineers designated to conduct TSI, they shall

perform the following additional duties and responsibilities:
Mechanical Engineers shall:
1. Conduct TSI on industrial and agricultural enterprises, oil refineries,

electric generating plants, and construction sites to assess compliance
with the Philippine Mechanical Engineering Code of mechanical units

such as boiler, pressure vessel, power piping lines, crane and hoist,
internal combustion engine, steam/gas/hydro turbine, and
elevator/manlift/dumbwaiter;
2. Evaluate and process plans and applications of mechanical units for the
purpose of issuance of permits to operate;
3. Prepare recommendation and orders of payment for the issuance of

permits to operate of inspected mechanical units;
4. Evaluate, if all permits to operate of mechanical units are renewed

every year; and
5. Conduct inspection/assessment of construction sites to assess

compliance with the National Building Code of the Philippines.
Electrical Engineers shall:
1. Conduct TSI on industrial and agricultural enterprises, oil refineries,

electric generating plants, and construction sites to assess compliance
of electrical wiring installation with the Philippine Electrical Code;
2. Evaluate and process plans and applications of electrical wiring

installation units for the purpose of issuance of certificate of electrical
inspection;
3. Prepare recommendation and orders of payment for the issuance of

certificate of electrical inspection; and
4. Evaluate, if all certificates of electrical inspection are renewed every

year.
Pursuant to the exercise of the engineering profession, only DOLE-

RO/BWC personnel who are Professional Mechanical Engineers
(PME)/Professional Electrical Engineers (PEE) are authorized to clear or approve
plans and applications of mechanical units and electrical wiring installations. In
cases where there is no PME/PEE in the DOLE-RO, the said regional office
concerned may seek assistance with the nearest DOLE-RO or BWC to facilitate
the clearing or approval of the said plans and applications.
F. Discipline
Administrative proceedings may be initiated by the disciplining authority

motu proprio or upon sworn complaint of any person against a designated
LLCO2.
2
Sec. 16, Rule V, A.O. No. 55, s. 2013

The complainant shall file his/her complaint to the DOLE-RO which has
jurisdiction over the person being complained of.
Section 17 and 18, Rule V of the Administrative Order No. 55, series of 2013
provide,
Section 17. Requisites of a Valid Complaint. A complaint

against any official or employee of the DOLE shall be in writing,
subscribed and sworn to by the complainant otherwise the same shall not
be given due course.
The complaint shall be written in a clear, simple and concise

language and in a systematic manner as to apprise the person
complained of, of the nature and cause of the accusation against him/her
and to enable him/her to intelligently prepare his/her defense or
answer/comment. It shall be filed with the appropriate office in triplicate
copies. However, should there be more than one (1) person complained
of, the complainant is required to submit additional copies corresponding
to the number of persons complained of.
The complaint shall contain the following:
a. full name and address of the complainant;

b. full name and address of the person/s complained of as well as the
latters position and office/s;
c. a narration of the relevant and material facts which shows the acts or
omissions allegedly committed;
d. certified true copies of documentary evidence and affidavits of
witnesses, if any; and
e. certification or statement of non-forum shopping.
The absence of any of the aforementioned requirements may cause

the dismissal of the complaint without prejudice to its re-filing upon
compliance therewith.
In cases initiated by the disciplining authority, a sworn complaint

is no longer required. Issuance of a show-cause memorandum is
sufficient.
Section 18. Anonymous Complaints.- No anonymous

complaint shall be entertained unless there is obvious truth or merit to
the allegations therein or supported by documentary or direct evidence,
in which case the person complained of may be required to comment.
Anonymous complaint shall comply with the requisites of a valid

complaint except the requirement for the full name and address of the

complainant as provided for in Section 17 of this Rules. xxx
Further, Sec. 9 [b], Rule II, Administrative Order No. 55, s. 2013, provides that,
xxx The Regional Directors shall have original jurisdiction to investigate and
decide over all complaints and cases against officials and employees under their
supervision and control xxx
In case of an official or employee on detail, the authority to discipline

him/her is still vested in the appointing authority of the mother agency where
he/she belongs in accordance with CSC MC No. 21, series of 2002 in relation to
Sec. 5 of CSC Resolution No. 02-1181. However, in case an administrative
complaint is filed against any of the employees appointed to the 372 additional
plantilla positions for LLCOs who are detailed to the DOLE-ROs, the Secretary as
the appointing authority may instruct the DOLE-RO where such employee has
been detailed to create a Fact-Finding Committee to handle the preliminary
investigation. The RD, as the head of the Committee, will submit a Preliminary
Investigation Report with Recommendation (PIRR) together with the Order of
Dismissal or Formal Charge, whichever is applicable to the DOLE Secretary.
G. Tools/Aids in the Conduct of Assessment
The LLCO shall wear the DOLE-prescribed uniform and bring the following
documents and appropriate tools during the conduct of assessment:
a. Letter specifying the purpose of the Assessment, Visit or Investigation;

b. DOLE ID Card;
c. Authority to Assess signed by the RD;
d. Assessment Checklist and the prescribed forms;
e. Mobile device and its appropriate LLCS-MIS application;
f. Electronic copy of DOLE programs and services, Labor Code of the
Philippines, as amended, D.O. 131- 13 and this Manual, OSHS, loaded in
the mobile device and other relevant laws and regulations;
g. Applicable PPE such as hard hat and safety shoes;
h. Direct reading instruments; and
i. Camera to document an accident area, imminent danger condition or any
matter pertinent to the assessment.
The LLCS-MIS is an online, web-based application system that utilizes IT gadgets

for the transmission and processing of real-time data collected from the field using an
electronic checklist. Assessment, visit and accident investigation shall be conducted in
accordance with Department Order 131-13, utilizing the LLCS-Management Information
System and its Manual.
The failure of the LLCO to utilize the LLCS-MIS mobile in reporting the results of
the Assessment shall subject him/her and the RD to administrative case; unless, a

justification in writing is submitted to the DOLE Secretary (copy furnished the BWC)
stating the reason/s for the failure.
Part X. Annual Work Program for LLCS
Objectives
The LLCS Program is a yearly plan to ensure the conduct of efficient and
effective enforcement activities towards a culture of voluntary compliance with labor
laws by all establishments, branches, and workplaces and worksites and expand the
reach of DOLE through partnership with labor and employers organization, as well as
with other government agencies and professional organizations.
Policy
On or before the 10th day of January, all RDs shall annually submit for
evaluation to the BWC an LLCS Program or Work Plan based on D.O. 131-13 and this
Manual. No assessment shall be allowed in any Region without compliance with this
requirement. If such enforcement activities have already commenced, non-
submission/ non-approval of the said program shall cause the suspension of said
activities.
Scope
A. Specific Targets
The following specific targets shall apply:
1. Number of establishments, branches, and workplaces and worksites to be

assessed especially those with recurring violations, unhealthy working
conditions and those without valid COC;
2. The number of Micro-Entrepreneurs and Barangay Micro Business

Enterprises (BMBEs) to be assessed, especially those with unhealthy
working conditions (BMBEs are exempted from giving minimum wage but
are not exempted from Assessment);
3. Number of chartered cities to be evaluated or recommended for delegated

authority to conduct TSI; and
4. Target for Advocacy, Education and Training to ensure voluntary

compliance with labor standards.

B. Work Standards
The following minimum work standards shall be adopted:
1. In the conduct of Assessment:
NCR 160 establishments, branches, workplaces and/or worksites per LLCO

computed at one (1) per day for four (4) days in a week for ten (10) months.
Other Regions 130 establishments, branches, workplaces and/or worksites

per LLCO computed at one (1) per day for thirteen (13) days in a month.
The BWC may adjust the work standard when required by reason of any
incongruity in the number of establishments vis--vis the number of LLCOs and
financial resources provided to the DOLE-ROs.
2. 100% of establishments with noted deficiencies shall be provided technical

assistance to assist in compliance.
3. Compliance rate of 70%.
4. Every establishment without valid GLS and OSH Certificates of Compliance

(COC) and/or Tripartite Certificate of Compliance with Labor Standards
(TCCLS) shall be assessed at least once a year.
C. Suspension of Enforcement Activities
Joint Assessment shall be suspended from November 30 of every year until

January 10 of the succeeding year, unless extended or shortened by subsequent
issuances. This suspension shall not apply to Visits based on complaints,
Investigations and Technical Safety Inspection.
D. Masterlist of Establishments, Branches, and Workplaces and

Worksites
The BWC shall develop and maintain the masterlist or database of

establishments, branches, and workplaces and worksites which every DOLE-RO shall
utilize in accomplishing targets.
1. Review of Masterlist. The BWC shall review and revise the Masterlist
quarterly to delist those that are no longer in business or within the territory
of appropriate DOLE-RO and to add new establishments, branches, and
workplaces and worksites.
2. Encoding of Masterlist of establishments in the existing BWC

Integrated System (LLCS-Management Information System). The
LLCS-MIS administrator or focal person in the Regions shall encode the
establishments in the LLCS-MIS to facilitate the assessment process. The
Masterlist shall be maintained by the BWC.
The system of encoding shall include Philippine Standard Geographic

Code for the address, industry classification in accordance Philippine
Standards Industrial Classification Code, by type of workplace whether non-
hazardous, hazardous or highly hazardous, and the number of employees.
3. Reporting of Accomplishment. For purposes of reporting the

accomplishments of the DOLE-ROs, each branch of the establishment
assessed shall be counted as one accomplishment, i.e. an establishment with
1 main office and 3 branches assessed separately shall be counted as 4
accomplishments. The assessment of the main office and the branch office
shall be counted as separate accomplishments by the ROs which conducted
the assessment.

Illustration:
National Capital Region

Masterlist of Establishments, Branches, and Workplaces and Worksite

Part XI. Procedures in the Conduct of the Modes of
Implementation
A. Joint Assessment

STEP 1: RD ASSIGNS ESTABLISHMENT FOR JOINT ASSESSMENT
KEY RESULT: The Letter and Authority to Assess are issued

KEY PLAYERS: RD and LLCO
SAMPLE FORM: FORM 1 Letter ANNEX A
FORM 2 Authority to Assess ANNEX C
TIME FRAME: Based on Work Plan
1.1 Issuance of Letter and Authority to Assess.
From the pool of LLCOs given with General Authority, the RD shall designate the LLCO
that shall conduct Assessment of specific establishments, branches, and workplaces and
worksites within his/her respective region. The RD shall issue a Letter addressed to the
company, sent in advance or handcarried by the LLCO, specifying the purpose of the
Assessment and the reforms on the inspection system, now called the LLCS.
1.1.1 In the absence of the RD, his/her Officer-in-Charge shall perform the
functions mentioned in 1.1 hereof.
STEP 2: LLCO PROCEEDS TO ESTABLISHMENT
KEY RESULT: Access to establishment

KEY PLAYERS: RD, LLCO and representative of the employer
SAMPLE FORM: FORM 1 Letter ANNEX A
FORM 3 Notice of Assessment ANNEX E
FORM 7 Notice of Results (NR) ANNEX I
TIME FRAME: Assigned/ Determined by the RD
2.1 Employer allowed access to records and premises.
He/She shall introduce himself/herself as the DOLE personnel assigned to conduct the
Assessment and shall present the Letter and Authority to Assess to the employers
representative. Proceed to STEP 3.
2.2 Employer refused access to records and premises on the first visit.
The LLCO shall issue to the employer a Notice of Assessment (NA) containing: (1) the
fact of refusal or failure to access the records and premises; and, (2) the schedule or date
of the next visit.
In case of refusal of employer or its representative to receive the Notice of Assessment,

the LLCO shall send it through registered mail or other recognized modes of service. A
copy of the NA shall likewise be posted in two (2) conspicuous places of the
establishment premises. The LLCO shall execute an Affidavit of Service attesting to the
fact of refusal or failure, which shall form part of the entire records of the Assessment.

2.3 Employer refused access to records and premises on the second visit.
The LLCO shall issue an NR to the employer indicating the refusal. In case of refusal of
the employer or its representative to receive the NR, the LLCO shall adopt the same
service procedure outlined under the second paragraph of 2.2.
The LLCO shall submit to the RD a Narrative Report duly supported by: (1) Notice of
Results stating the failure to conduct Assessment; (2) Notice of Assessment; and, (3)
Affidavits of Service.
The Affidavits of Service shall specify that he/she proceeded to the establishment but
was refused access to record, premises or conduct interview to its workers on the first
and second visits despite receipt of NA. Such refusal shall constitute as a violation of
Article 128 in relation to Article 288 of the Labor Code of the Philippines, as amended.
Within ten (10) days from receipt of NR by the employer, the LLCO shall recommend to
the RD the filing of appropriate criminal action.
STEP 3: LLCO CONDUCTS JOINT ASSESSMENT
KEY RESULT: Joint Assessment is conducted

KEY PLAYERS: LLCO, representatives of the employer and employees
SAMPLE FORM: FORM 4 Affidavit/ Sinumpaang Salaysay ANNEX F
FORM 5 Assessment Checklist ANNEX G
FORM 6 Acknowledgement Receipt
TOOL: Mobile Device with its appropriate LLCS-MIS
TIME FRAME: Within eight (8) hours from entry to the establishment
3.1 Opening Conference .
The LLCO shall explain the purpose of the Assessment and the reforms under the LLCS
such as availment of DOLE programs and services and promotion of the tripartism
feature of the present system whereby the employer shall be informed that the Joint
Assessment shall be conducted in the presence of its representatives and that of the
employees.
3.2 Representatives in the conduct of Assessment.
3.2.1 Employers Representative.
1. Owner;
2. President;
3. Vice-President;
4. Manager;
5. HR Head or Staff;
6. Supervisor; or
7. Any other employee given expressed, implied or apparent authority to
represent the establishment.

3.2.2 Employees Representative.
1. For organized establishments any designated officer of the local union

or any of its duly authorized representative designated as such in the
collective bargaining agreement.
2. For unorganized establishments the employees representative shall

come from the members of the following:
a. LMC;
b. Safety and Health Committee;
c. Family Welfare Committee; and
d. Any rank-and-file employee designated by the employees present
at the time of assessment (need not be through secret balloting).
3.3 Presentation and Examination of Records.
All money claims arising from employer-employee relations have a prescriptive period of
three (3) years.
In case of Joint Assessment, the LLCO may initially require presentation of past
employment records covering a period of one (1) year from date of assessment. In case
of Compliance Visit, the LLCO shall require presentation of employment records
covering a period of three (3) years from the date of assessment.
In case the company has been previously assessed and deficiencies were discovered, the
LLCO shall verify if the same had been corrected. The coverage of his/her examination
shall start from the date of the last assessment, Visit, or Investigation. As proof of last
Assessment, Visit, or Investigation, the LLCO shall require the NR of the last
assessment.
The LLCO shall conduct an initial examination of the following records which shall be
used in determining compliance with labor laws and other related issuances:
1. Roster of the workers, (regular, probationary, temporary, casual, piece- rate,

contractual, resident aliens, etc.) their designation, and date hired;
2. Employment contracts;
3. Payroll and/or vouchers;
4. Daily time records and/or time sheets;
5. Injury and Illness records/medical surveillance/monitoring records;
6. Equipment inspection and maintenance record as well as the material safety
data sheet;
7. Work environment measurement result or data for hazardous establishment;
8. Evidence of service charge distribution, if applicable;
9. Proof of payment of 13th month pay/ five (5) days Service Incentive Leave
Pay;
10. Registration under Rule 1020 of the OSHS;
11. Proof of payment/remittance of SSS/PhilHealth/HDMF;
12. Alien Employment Permit, if there is any;
13. Apprenticeship Agreements, Dual Training System and Learnership
Agreements, if there is any;

14. Proof of registration under Department Order 18-A for job contractors, if
applicable;
15. PCAB Registration, if applicable;
16. Last Notice of Results, it applicable;
17. Certificate of Accredited Safety Officer / First Aider;
18. Organization of Safety and Health Committee under Rule 1040 of the OSHS;
19. Drug-Free Workplace Policy and Program/ HIV-AIDS Program/ Anti-Sexual
Harassment Law;
20. Collective Bargaining Agreement; if unionized establishment;
21. Service Agreement under Department Order 18-A for Job Contractors, if
applicable;
22. Contractors Bond to answer to wages due to workers, if applicable;
23. Employment Contract with physicians, dentists, nurses and/or first aiders, or
HMOs, if applicable;
24. Contract or Memorandum of Agreements with infirmary and emergency
hospitals, if applicable;
25. Records of leave benefits on sickness, maternity, paternity and solo parent,
including those for victims of VAWC and other special leaves;
26. Company policy and/or practice on voluntary benefits, if any; and
27. Securities and Exchange Commission Certificate or Department of Trade and
Industry Certificate and Mayors Permit.
The above employment records shall be used in determining compliance with labor laws
including: minimum wage, holiday pay, overtime pay, night shift differential pay, service
incentive leave pay, 13th month pay, rest day pay, and other monetary benefits provided
by law or compliance with other labor laws and social legislations.
In case of centralized payroll system, the RO having jurisdiction over the head office of
the establishment shall evaluate the GLS compliance of the establishment, the result of
which shall be copy furnished to the other ROs. The OSHS compliance of its branches
shall be determined by the other ROs.
3.4 Conduct of Interview.
The LLCO may conduct an individual or group interview of employees selected through
random sampling. After the interview, the LLCO shall attach the Affidavits of the
interviewed employees to the Assessment Checklist.
3.5 Inspection of Work Premises.
The LLCO together with the representatives of the employer and employee shall inspect
the entire workplace. The LLCO shall be guided by any of the following indicators:
1. OSHS compliance indicators;

2. POEA compliance indicators for Recruitment Agencies;
3. Maritime Labour Convention 2006 indicators for Recruitment/Manning
agencies and Philippine Registered Ships engaged in domestic shipping; or
4. Transport compliance indicators for public utility bus transport companies.

In case Imminent Danger/Dangerous Occurrence was discovered during the conduct of
the Assessment, the LLCO shall proceed to STEPS 4 to 6 of the procedure of the
Imminent Danger/Dangerous Occurrence Investigation and indicate his/her findings on
Part IV of the Assessment Checklist.
STEP 4: ISSUE ASSESSMENT CHECKLIST/

ACKNOWLEDGEMENT RECEIPT/PREPARATION OF
NOTICE OF RESULTS (NR)
KEY RESULT: Assessment Checklist/Acknowledgement Receipt issued to the

establishment Toolbox of Programs and Services delivered
KEY PLAYERS: LLCO, representatives of employer and employees
SAMPLE FORM: FORM 5 Assessment Checklist ANNEX G
FORM 6 Acknowledgement Receipt ANNEX H
4.1 Exit Conference .
After the Assessment, the LLCO shall conduct an exit conference, informing the
representatives of the employer and employees of the results of the Assessment. An
Acknowledgement Receipt shall be issued to the representatives of the employer and
employees by the LLCO. If the mobile device and application are not available, the
LLCO shall issue a hard copy of the Assessment Checklist.
In case a noted deficiency is not included in the mobile application, the LLCO shall
indicate it in the Acknowledgement Receipt. He/She shall offer the DOLE Toolbox of
Programs and Services appropriate to the establishment.
4.1.1 In case the result of Assessment showed that there is no noted

deficiency.
Proceed to STEP 5.
4.1.2 In case the result of Assessment showed a noted deficiency.
The LLCO shall give a copy of the Assessment Checklist to the representatives of
the employer and employees.
4.1.2.1 General Labor Standards Deficiencies.
The LLCO shall inform the representative of the employer to correct

and/or pay the unpaid monetary deficiencies to the employees within
ten (10) days from receipt of Assessment Checklist or
Acknowledgement Receipt. The LLCO shall conduct a follow-up
assessment to verify the fact of payment and adjustment of the
employers payroll to reflect its compliance with the noted
deficiencies. In case the employer is unable to settle the amount due

during the period of correction, the LLCO shall refer the matter to the
RD.
If no payment is made within the ten-day period, an NR indicating the

noted deficiency shall be issued to the employer.
4.1.2.2 Occupational Safety and Health Standards

Deficiencies.
The LLCO shall inform the representative/s of the employer to

implement the following recommendations:
1. OSHS deficiencies The LLCO shall specify the recommended

actions on each OSHS deficiency, such as, registration of
establishment under Rule 1020, provision of adequate
lighting, creation of health and safety organization or
submission of administrative safety and health reports among
others.
2. Personal Protective Equipment (PPE) The LLCO shall

require the establishment to immediately provide the
employees with the approved and appropriate PPE free of
charge. He/She shall also inform the establishment that it
shall not allow any employee to work without wearing the
appropriate PPE.
4.1.2.3. Action Plan.
This is a written plan of action of an establishment in response to the

noted OSHS deficiencies. The LLCO shall assist the employer in
preparing the Action Plan by providing him with an Action Plan form
and Status Report form with recommendations on the appropriate
remedies for the noted deficiencies.
a. Employer submits the Action Plan during the

Assessment.
The accomplished Action Plan form shall be summarized by

the LLCO in the Assessment Checklist. In case the Action Plan
involves technical/ engineering correction which requires
longer period, the same maybe allowed subject to the approval
of the RD.
Within ten (10) days from submission of the Action Plan, the
employer shall submit a Status Report showing the percentage
of the completion of the Action Plan. The LLCO shall also
monitor that the Action Plan is fully implemented for a period
of not more than three (3) months from Assessment.

At the end of the remediation period of the Action Plan, the
LLCO shall conduct Verification Assessment with regard to the
compliance of the establishment. He/She shall proceed to the
establishment and check if the Action Plan has been fully
implemented. Proceed to STEP 5.
b. Employer is unable to submit the Action Plan during

the Assessment.
The employer shall be given ten (10) days from receipt of

Assessment Checklist to accomplish the Action Plan form. The
employer shall then submit the accomplished form to the
TSSD Chief or the Field Office Head of the RO having
jurisdiction. The TSSD Chief or the Field Office Head shall
notify the LLCO concerned of the receipt of the Action Plan,
and then he/she shall proceed with 4.1.2.3(a).
c. Employer failed to submit the Action Plan or the Status

Report within the Period of Correction.
If the employer fails to submit or fully implement the Action

Plan or submit the Status Report, the LLCO shall proceed with
STEP 5.
In order to expedite the process of the issuance of the NR, the LLCO may prepare
the NR indicating there at the deficiencies enumerated in the accomplished assessment
after the conduct of assessment and the findings be explained to the employers and
employees representative after which both representatives are made to affixed their
names and signatures as a matter of conformity with the findings of the LLCO. It should
also be explained that the prepared NR shall only be issued after the employer failed in
the instances enumerated in Step 5.1. In such cases, the said NR may be served by the
designated process server or through other recognized mode of service.
4.1.3 DOLE Toolbox of Programs and Services.
The LLCO shall offer the appropriate DOLE Programs and Services to the
establishments such as: Kapatiran Program, Labor and Employment Education
Service (LEES), Basic Occupational Safety and Health (BOSH), Construction
Occupational Safety and Health (COSH), Construction Safety Orientation,
Family Welfare Program, Labor-Management Cooperation, Productivity
Improvement Programs, and other Programs as maybe formulated to ensure
compliance with labor laws.
STEP 5: ISSUE NOTICE OF RESULTS
KEY RESULT: NR issued to the representatives of the employer and employees

KEY PLAYERS: LLCO, representatives of the employer and employees
SAMPLE FORM: FORM 7 NR ANNEX I
TIME FRAME: After the conduct of Assessment, after failure to prepare or fully
implement the Action Plan, submit Status Report.

5.1 The NR shall be issued in the following instances:
1. If the establishment is compliant with both the GLS and OSHS;

2. If the establishment failed to correct deficiencies on GLS;
3. If the establishment failed to prepare the Action Plan;
4. If the establishment failed to submit the Status Report; and
5. If the establishment failed to fully implement the Action Plan.
5.2 Accomplished Notice of Results.
The LLCO shall accomplish the NR indicating the results of Assessment. The NR shall
be served either by the LLCO or the designated process server. Upon receipt of the NR,
the representatives of the employer and the employees shall be required to affix their
signatures on top of their respective printed names.
The accomplished NR shall be distributed to the: (1) owner or his/her/its representative;

(2) representative of the employees; (3) RO; and (4) BWC. The copy for the BWC shall
be sent within five (5) days from termination of Assessment.
5.3 In case of compliance with GLS and/or OSHS.
Proceed to Step 6.
5.4 In case of non-compliance with GLS and/or OSHS.
5.4.1. For GLS deficiency.
After the issuance of NR under 2 of 5.1, the TSSD Chief shall docket the labor
standards case as follows:
Sample:
Region Number-Province Code-JA-Year-Month-G
RO01-1-JA-2014-01-0001-G
After the case has been docketed, the Hearing Officer shall issue a Notice of
Mandatory Conference to the employer and representative of the employees to
appear before the assigned Hearing Officer. Proceed to Step 5.5.
5.4.2. For OSHS deficiency.
After the issuance of NR under 3, 4 and 5 of 5.1 , the TSSD Chief shall docket the
labor standards case as follows:
Sample:
Region Number-Province Code-JA-Year-Month-O
RO01-1-JA-2014-01-0001-O
and the LLCO shall recommend to the RD the issuance of a Compliance Order.

5.5 Mandatory Conference.
The mandatory conference shall be conducted by the Hearing Officer on the scheduled
date which shall be within ten (10) days from receipt of NR. The mandatory conference
shall be terminated thirty (30) days from date of the first conference.
Generally, the postponement shall not be allowed during mandatory conference, except
on meritorious ground which shall not exceed two (2) postponements.
5.6 Indorsement to appropriate agencies.
If there are violations of other labor laws and social legislations which concern other
agencies, indorsement shall be made as follows:
1. In case of violation of Republic Act 9178 otherwise known as Barangay

Micro Business Enterprises (BMBEs), it shall be indorsed to appropriate
Local Government Unit;
2. In case of violation of Philippines Overseas Employment Administration

(POEA) Rules and Regulations, it shall be indorsed to the Administration;
3. In case of violation of Social Security System (SSS) Law, Philippine Health

Insurance (PHIC) Law, Home Development Mutual Fund (HDMF) Law, it
shall be indorsed to the said appropriate agencies;
4. In case of violation of the Rules and Regulations of Land Transportation

Franchising and Regulatory Board (LTFRB), it shall be indorsed to the same
agency;
5. In case of violation of the Guidelines in the Implementation of Apprenticeship

and Learnership Program of Technical Education and Skills Development
Authority (TESDA), it shall be indorsed to the said Authority;
6. In case of violation of labor laws committed by contractor/subcontractor

registered under DTI-PCAB, such finding shall be referred first to the latter
for appropriate action before the DOLE RO issues a Notice of Results (NR) in
view of the Memorandum of Agreement-Joint Administrative Order No. 01,
Series of 2011; and
7. In case of violation of the Republic Act 7277 also known as Magna Carta for
Disabled Persons, a copy of the findings shall be furnished to the Bureau of
Workers with Special Concerns (BWSC) and the LGU concerned.
5.7 Issuance of Compliance Order.
The RD shall issue a Compliance Order within ten (10) days from the termination of the
mandatory conference.
The Process Cycle Time (PCT) of case disposition shall be forty (40) days reckoned from
the date of first mandatory conference until the issuance of Compliance Order.

STEP 6: ISSUE CERTIFICATES OF COMPLIANCE
KEY RESULT: Issuance of Certificates of Compliance (COC)

SAMPLE FORM: Certificates of Compliance ANNEX N
TIME FRAME: Within five (5) days from receipt of recommendation
6.1 Recommendation of LLCO.
The LLCO shall recommend to the RD the issuance of COC after correction of the noted
deficiencies within the period of correction or remediation period.
6.2 Validation by the RD of the Recommendation.
The RD shall review the NR and other documents submitted by the LLCO. He/She shall
determine if the recommendation of the LLCO for issuance of COC is proper. If the RD
finds the recommendation to be proper, he/she shall issue any of the following
certificates of compliance:
1. Certificate of Compliance on General Labor Standards - If the

establishment is compliant with GLS such as minimum wage, overtime pay,
holiday pay, night shift differential pay, service incentive leave pay, 13th
month pay and other monetary benefits prescribed by law.
2. Certificate of Compliance on Occupational Safety and Health

Standards - If the establishment is compliant with OSHS such as
registration of establishment with DOLE, provision of personal protective
equipment, creation of safety and health committee, compliance with the
administrative reports on safety and health among others.
3. Certificate of Compliance on Labor Relations - If the establishment

has an existing Grievance Machinery or LMC, and/or has an LMC
convergence structure such as Compliance Committee, Productivity
Committee, Family Welfare, or OSH Committee.
4. Labor Standards Certificate of Compliance for Public Utility Bus

Transport Companies - If the public transport utility is compliant with
GLS and OSHS.
5. Certificate of Compliance - If the Philippine registered ship engaged in

domestic shipping is compliant with GLS and maritime OSHS.
6.3 Promotion of ICP.
The RD shall promote the ICP to its certified establishments as part of the
DOLEs advocacy efforts to promote voluntary compliance.

B. Compliance Visit

STEP 1: SEnA REFERRAL OR COMPLAINT RECEIVED BY THE
RD
KEY RESULT: SEnA Referral or Complaint received by RD

KEY PLAYERS: SEnA Desk Officer (SEADO) or RD
SAMPLE FORM: SEnA Referral Form, Complaint Form
TIME FRAME: Within five (5) days from receipt of the SEnA Referral or Complaint
1.1 Receipt of SEnA Referral or Complaint
Upon receipt of the SEnA Referral from the SEADO recommending the conduct of the
Visit, the RD shall check if the complaint is for violation of labor standards benefits and
if the complainant is an employee of the establishment.
In the determination whether the complainant is an employee of the establishment,

complainants employment status at the time of the filing of the RFA shall be considered.
1.2 Receipt of Anonymous Complaint
In case the complaint received is from an anonymous source or from the media, the
concerned establishment shall be subject to Assessment.
STEP 2: RD ASSIGNS ESTABLISHMENT FOR COMPLIANCE

VISIT
KEY RESULT: Establishment is assigned to LLCO

SAMPLE FORM: FORM 1.1 Letter ANNEX B
TIME FRAME: Within five (5) days from receipt of SEnA Referral or Complaint
2.1 Issuance of Letter and Authority to Assess.
From the pool of LLCOs given with General Authority, the RD shall assign the
establishment to the LLCO for the conduct of Visit and issue a Letter and Authority to
Assess, indicating the date and the purpose of the scheduled Visit.
2.1.1 In the absence of the RD, his/her Officer-in-Charge shall perform the
KEY RESULT: Access to establishment

SAMPLE FORM: FORM 1.1 Letter ANNEX B
FORM 3 Notice of Assessment ANNEX E
FORM 7.1 Notice of Result ANNEX J
TIME FRAME: Within five (5) days from receipt of Authority to Assess

3.1 Employer allowed access to records and premises.
He/She shall introduce himself/herself as the DOLE personnel assigned to conduct the
Visit and shall present the Letter and Authority to Assess to the employers
representative. Proceed to STEP 4.
3.2 Employer refused access to records and premises on the first visit.
The LLCO shall issue to the employer an NA containing: (1) the fact of refusal or failure
to give access to the records and premises; and, (2) the schedule or date of the next visit.
In case of refusal of employer or its representative to receive the NA, the LLCO shall
send it through registered mail or other recognized modes of service. A copy of the NA
shall likewise be posted in two (2) conspicuous places of the establishment premises.
The LLCO shall execute an Affidavit of Service (AS) attesting to the fact of refusal or
failure, which shall form part of the entire records of the Assessment.
3.3 Employer refused access to records and premises on the second visit.
The LLCO shall issue an NR to the employer indicating the refusal. In case of refusal of
the employer or its representative to receive the NR, the LLCO shall adopt the same
service procedure outlined under the second paragraph of 3.2.
The LLCO shall submit to the RD a Narrative Report duly supported by: (1) Notice of
Results stating the failure to conduct Assessment; (2) Notice of Assessment; and, (3)
Affidavits of Service.
The Affidavit of Service shall specify that the LLCO proceeded to the establishment but
was refused access to records, premises or conduct interview to its employees on the first
and second visits despite receipt of NA. Such refusal by the employer shall constitute as
a violation of Article 128 in relation to Article 288 of the Labor Code of the Philippines,
as amended. Within ten (10) days from receipt of NR by the employer, the LLCO shall
recommend to the RD the filing of appropriate criminal action.
STEP 4: LLCO CONDUCTS COMPLIANCE VISIT
KEY RESULT: Visit is conducted

KEY PLAYERS: LLCO
SAMPLE FORM: FORM 5 - Assessment Checklist ANNEX G
FORM 4 - Affidavit ANNEX F
4.1 Opening Conference with the Employer.
The LLCO shall briefly identify himself/herself as the DOLE personnel, present to the
employer the Letter and Authority to Assess, and explain to the employer the purpose of
such Visit.

4.2 Presentation and Examination of Records.
All money claims arising from employer-employee relations have a prescriptive period of
three (3) years.
In case of Compliance Visit, the LLCO shall require presentation of employment records
covering a period of three (3) years from date of Assessment.
In case the company has been previously assessed and deficiencies were discovered, the
LLCO shall verify if the same had been corrected. The coverage of his/her examination
shall start from the date of the last Assessment, Visit, or Investigation if the same has
been corrected. As proof of last Assessment, Visit, or Investigation, the LLCO shall
require the NR of the last assessment.
used in determining compliance with labor laws and other related issuances.
1. Roster of the workers, (regular, probationary, temporary, casual, piece rate,

contractual, resident aliens, etc.) their designation, and date hired;
6. Equipment inspection and maintenance record as well as the material safety
data sheet
7. Work environment measurement result or data for hazardous establishment;
Pay
13. Apprenticeship Agreements, Dual Training System and Learnership
Agreements, if there is any;
applicable;
18. Organization of Safety and Health Committee under Rule 1040 of the OSHS;
19. Drug-Free Workplace Policy and Program/ HIV-AIDS Program/ Anti-Sexual
Harassment Law;
applicable;
23. Employment Contract with physicians, dentists, nurses and/or first aiders, or
HMOs, if applicable;
25. Records of leave benefits on sickness, maternity, paternity and solo parent,
including those for victims of VAWC and other special leaves;

27. Securities and Exchange Commission Certificate or Department of Trade and
Industry Certificate and Mayors Permit.
In case of centralized payroll system, the DOLE-RO having jurisdiction over the head
office of the establishment shall evaluate the GLS compliance of the establishment, the
result of which shall be copy furnished to the other DOLE-ROs. The OSHS compliance
of its branches shall be determined by the other DOLE-ROs.
The LLCO may conduct an individual or group interview of employees selected through
random sampling. After the interview, the LLCO shall attach the Affidavits of the
employees to the Assessment Checklist.
4.4 Inspection of Work Premises.
The LLCO shall inspect the entire workplace. The LLCO shall be guided by any of the
following indicators:
1. OSHS compliance indicators;

2. POEA compliance indicators for Recruitment Agencies;
3. Maritime Labour Convention 2006 indicators for Recruitment/Manning
agencies and Philippine Registered Ships engaged in domestic shipping; and
4. Transport compliance indicators for public utility bus transport companies.
If Imminent Danger/Dangerous Occurrence was discovered during the conduct of the

Visit, the LLCO shall proceed to STEPS 4 to 6 of the procedure of the Imminent
Danger/Dangerous Occurrence Investigation and indicate his/her findings on Part IV of
the Assessment Checklist.
KEY RESULT: NR is issued

KEY PLAYERS: LLCO, representatives of employer and employees
SAMPLE FORM: FORM 7.1 Notice of Result ANNEX J
5.1 Notice of Results.
The LLCO shall accomplish the NR indicating whether the establishment is compliant or
non-compliant with the GLS and OSHS. The NR shall be served either by the LLCO or
the designated process server. Upon delivery, the representative of the employer and the

employees shall be required to affix their signatures on top of their respective printed
names.
The accomplished NR shall be distributed to the: (1) owner or his/her/its representative;

(2) representative of the employees; (3) DOLE-RO; and (4) BWC. The copy for the BWC
shall be sent within five (5) days from termination of Visit.
Exit Conference. After the Visit, the LLCO shall discuss to the representative of the
employer and/or employees his/her findings.
5.1.1 In case the result of the Visit showed that there is no noted
deficiency.
Proceed to STEP 6.
5.1.2 In case the result of the Visit showed that there is noted
deficiency.
The employer has ten (10) days from receipt of NR to correct the noted
deficiencies. After which, the LLCO shall return to the establishment to validate
if corrections have been made by the employer. If the employer has rectified the
deficiencies, proceed to STEP 6. If the employer still failed to correct the noted
deficiencies, a mandatory conference shall be conducted.
After the lapse of the period of correction in a Visit, the TSSD Chief shall docket the
labor standards case as follows:
Sample:
Region Number-Province Code-CV-Year-Month.
RO01-1-CV-2014-01-0001
After the case has been docketed, the Hearing Officer shall issue Notice of Mandatory
Conference to the employer and representative of the employees to appear before the
assigned Hearing Officer. The mandatory conference shall commence within ten (10)
days from receipt of NR and it shall be terminated within thirty (30) days from the date
of the first conference.
Generally, postponement shall not be allowed during mandatory conference, except on

meritorious ground which shall not exceed two (2) postponements.




agency;
5. In case of violation of the Guidelines in the Implementation of

Apprenticeship and Learnership Program of Technical Education and Skills
Development Authority (TESDA), it shall be indorsed to the said Authority;

registered under the DTI-PCAB, such finding shall be referred first to the
latter for appropriate action before the DOLE-RO issues a Notice of Results
(NR) in view of the Memorandum of Agreement-Joint Administrative Order
No. 01, Series of 2011; and
Workers with Special Concerns (BWSC) the LGU concerned.
5.4 Issuance of Compliance Order.
The RD shall issue a Compliance Order within ten (10) days from the termination of the
mandatory conference.
The Process Cycle Time (PCT) for case disposition shall be forty (40) days reckoned from
the date of first mandatory conference until the issuance of Compliance Order.
KEY RESULT: Issuance of Certificates of Compliance

The LLCO shall recommend to the RD the issuance of COC after correction of the noted
deficiencies.

The RD shall review the NR and other documents submitted by the LLCO. He/She shall
determine if the recommendation of the LLCO for issuance of COC is correct. If the RD
finds the recommendation to be correct, he/she shall issue any of the following
certificates of compliance:
a. Certificate of Compliance on General Labor Standards - If the

establishment is compliant with GLS such as minimum wage, overtime pay,
holiday pay, night shift differential pay, service incentive leave pay, 13th month
pay and other monetary benefits prescribed by law.
b. Certificate of Compliance on Occupational Safety and Health

registration of establishment with DOLE.
c. Certificate of Compliance on Labor Relations - If the establishment

has an existing Grievance Machinery or LMC, and/or has an LMC
convergence structure such as Compliance Committee, Productivity
Committee, Family Welfare, or OSH Committee.
d. Labor Standards Certificate of Compliance for Public Utility Bus

Transport Companies - If the bus company is compliant with GLS and
OSHS.
e. Certificate of Compliance - If the Philippine registered ship engaged in

domestic shipping is compliant with GLS and OSHS.

C. Occupational Safety And Health Standards Investigation
C.1 Imminent Danger Investigation

STEP 1: RECEIPT OF INFORMATION OF IMMINENT DANGER
KEY RESULT: Information of existence of imminent danger received by RD

KEY PLAYERS: Informant and LLCO
SAMPLE FORM: FORM 9 Work Alert Form ANNEX L
TIME FRAME: Within twenty four (24) hours from discovery of existence of
imminent danger
1.1 Receipt of information of the existence of Imminent Danger
The LLCO shall write on the Work-Alert Form all the information given by the
informant regarding the existence of imminent danger and submit the accomplished
form to the RD.
1.2 Discovered Imminent Danger during the Conduct of

Assessment/Visit.
The LLCO shall proceed to STEP 4 if imminent danger is discovered during the
conduct of the Assessment/Visit.
STEP 2: RD DIRECTS LLCO TO CONDUCT INVESTIGATION
KEY RESULT: LLCO assigned to conduct Investigation in the establishment

SAMPLE FORM: FORM 2.1 Authority to Investigate ANNEX D
TIME FRAME: Within one (1) day from receipt of information
2.1 Issuance of Authority to Investigate
Based on the accomplished Work-Alert Form, the RD shall issue an Authority to

Investigate and require the LLCO to conduct Investigation in the establishment.
2.1.1 In the absence of the RD, his/her Officer-in Charge shall perform the
KEY RESULT: Access to premises

SAMPLE FORM: FORM 2.1 - Authority to Investigate ANNEX D
FORM 7.1 - Notice of Result ANNEX J
Work Stoppage Order (WSO)
TIME FRAME: Within one (1) day from receipt of Authority to Investigate
3.1 Purpose of Investigation.
The LLCO shall proceed to the establishment with the Authority to Investigate and
inform the employer that an Investigation shall be conducted based on the

information received by the RO that there exists an imminent danger/dangerous
occurrence in the establishments premises.
3.1.1 LLCO is allowed access to record and premises of the

establishment.
Proceed to STEP 4.
3.1.2 LLCO is refused access to records and premises on the first

visit.
The LLCO shall issue an NR. If the employer does not accept the NR, the
LLCO shall send it through registered mail or other recognized modes of
service.
The LLCO shall submit the following to the RD based on the presumption of
existence of imminent danger: (1) NR with a narrative report stating failure
to conduct Investigation and a recommendation to issue a WSO; and (2)
Affidavit of Service.
The Affidavit of Service shall state that the LLCO proceeded to the
establishment for Investigation but he/she was refused access to records,
premises or conduct interview to its employees. Such refusal by the employer
shall constitute as a violation of Article 128 in relation to Article 288 of the
Labor Code of the Philippines, as amended. The RD shall file appropriate
criminal action against the erring establishment within seven (7) days from
receipt of NR by the establishment. For purposes of payment of wages and
any other liabilities arising from the WSO, the employer is presumed a party
at fault.
STEP 4: LLCO CONDUCTS INVESTIGATION
KEY RESULT: Determination of the existence of imminent danger

KEY PLAYERS: LLCO and Safety Officer
FORM 10 Government Safety Engineers Accident Investigation
Report ANNEX M
The LLCO shall briefly identify himself/herself as the DOLE personnel, present to the
employer the Letter and Authority to Investigate, and explain to the employer the
purpose of the Investigation.
4.3 Investigation of Premises.
The LLCO shall first inspect the entire workplace with the assistance of safety officer,
if any, or representatives of the employer to determine if imminent danger exists in

order to ensure that every worker is free from danger of injury, sickness or death.
The LLCO shall be guided by the OSHS compliance indicators as specified in the
Assessment Checklist.
4.5 Presentation and examination of records.
1. Roster of the workers, (regular, probationary, temporary, casual, piece

rate, contractual, resident aliens, etc.) their designation, and date hired;
6. Equipment inspection and maintenance record as well as the material
safety data sheet;
7. Work environment measurement result or data for hazardous
establishment;
Pay;
13. Apprenticeship Agreements/ Learnership Agreements, if there is any;
applicable;
18. Organization of Safety and Health Committee under Rule 1040 of the
OSHS;
19. Drug-Free Workplace Policy and Program/ HIV-AIDS Program/ Anti-
Sexual Harassment Law;
applicable;
23. Employment Contract with physicians, dentists, nurses and/or first
aiders, or HMOs, if applicable;
25. Records of leave benefits on sickness, maternity, paternity and solo
parent, including those for victims of VAWC and other special leaves;
27. Securities and Exchange Commission Certificate or Department of Trade
and Industry Certificate and Mayors Permit.

In case there is a deficiency during the initial review of records, he/she shall require that
the 3-year period be presented taking into consideration that all money claims arising
from employer-employee relations have a prescriptive period of three years.
Where deficiencies were discovered in previous assessment, the LLCO shall verify if the
same had been corrected and the coverage of his/her examination shall start from such
date of previous assessment start from the date of the last Assessment, Visit, or
Investigation. As proof of last Assessment, Visit, or Investigation, the LLCO shall require
the NR of the last assessment.
The LLCO shall conduct an individual or group interview of employees selected

through random sampling. After the interview, the LLCO shall attach the Affidavits
of the employees to the Assessment Checklist.
4.4 Toolbox of Programs and Services.
The LLCO shall offer the appropriate DOLE programs and services to the
establishments such as: Kapatiran Program, Labor and Employment Education
Service, Basic Occupational Safety and Health, Family Welfare Program, Labor-
Management Cooperation, Productivity Improvement Programs, and other programs
that maybe formulated to ensure compliance with labor laws.
KEY RESULT: NR issued to the representatives of the employer and employees

SAMPLE FORM: FORM 7.1 - Notice of Result ANNEX J
Work Stoppage Order (WSO)
After the conduct of Investigation, the LLCO shall issue an NR stating: (1) existence
or non-existence of imminent danger/dangerous occurrence; (2) compliance with
GLS and/or OSHS; and, (3) deficiencies in GLS and/or OSHS. In case of noted
deficiencies, the LLCO shall indicate the specific deficiencies in the NR.

The LLCO shall explain to the safety officer and the representatives of both the
employer and employees the result of the Investigation. He/She shall require the
representatives to affix their signatures on top of their printed name.
The accomplished NR shall be distributed as follows: (1) owner or his/her/its

representative, (2) representative of the employees, (3) DOLE-RO and (4) BWC. The
copy of the BWC shall be sent within five (5) days from termination of Investigation.
5.2 Exit Conference.
After the Investigation, the LLCO shall discuss to the representatives of the employer
and employees his/her findings.
5.2.1. Non-existence of imminent danger and no noted deficiencies
Proceed to STEP 6.
5.2.2 Non-existence of imminent danger but with noted

deficiencies
In case the Investigation showed that no imminent danger/dangerous

occurrence exists but there are noted GLS and other OSHS deficiencies, the
employer has ten (10) days to correct the said deficiencies upon receipt of NR.
At the end of the period of correction, the LLCO shall check the compliance of
the establishment. Proceed to Step 5.3.
Case Docketing. In case of noted deficiencies on GLS and other OSHS

violation, the TSSD Chief shall docket the same within ten (10) days after the
lapse of the period of correction as follows:
Sample:
Region OI Year Month Docket Number
RO01 OI 2014 01 0001
5.2.3 Existence of Imminent Danger.
The LLCO shall require the employer to immediately abate the cause of the
imminent danger/dangerous occurrence.
Depending on the gravity of the incident and the required technical

assistance, the LLCO may recommend to the RD the creation of composite
team comprised of representatives from the BWC, Occupational Safety and
Health Center (OSHC) and Employees Compensation Commission (ECC) to
render necessary assistance.

5.2.4 Failure to abate imminent danger/ dangerous occurrence
despite recommendation.
The LLCO shall submit an Investigation Report to the RD stating the failure to
abate imminent danger/ dangerous occurrence and consequently recommend
for the issuance of a WSO against the employer.
5.2.4.1 Issuance of Work Stoppage Order.
Upon receipt of the recommendation, RD shall review the

Investigation Report and issue a WSO, if proper. The WSO shall
be served to the establishment by the process server within one (1)
day from his/her receipt.
During the effectivity of the WSO and if the violation is

attributable to the fault of the employer, the employer shall pay all
the monetary benefits to his/her employees.
Case Docketing. After the issuance of the NR, the Hearing

Officer shall docket the case using the following format:
For issuance of Work Stoppage Order
Sample:
Region OI Year Month Docket Number W
RO01 OI 2014 01 0001 W
The RD shall conduct a mandatory conference for GLS, existence of imminent

danger and other OSHS deficiency one (1) day after the service of WSO. The
duration of the mandatory conference shall not exceed seventy-two (72)
hours. The employer shall be given the opportunity to submit proof that the
imminent danger/dangerous occurrence no longer exists. On such instance,
the RD, through the LLCO, shall verify the claim. The LLCO shall then
proceed to the subject establishment and investigate the premises to
determine/verify the claim of abatement of imminent danger/dangerous
occurrence. After the verification, the LLCO shall submit a report to the RD
stating whether the imminent danger/dangerous occurrence was abated or
not.
In case the establishment was unable to abate the imminent

danger/dangerous occurrence within the seventy two-hour (72-hour) period,
the WSO stays. At anytime, the establishment may file a motion to conduct
another mandatory conference where it can prove that it has abated the
imminent danger/dangerous occurrence. The RD shall initiate the
mandatory conference within twenty-four hours (24 hours) from receipt of
such motion.

5.3.1 Lifting of Work Stoppage Order (WSO).
Upon verification of the LLCO that the existence of imminent

danger was already abated, he/she shall recommend to the RD the
lifting of the WSO.
The RD shall validate the report before he/she lifts the WSO. In
the Order lifting the WSO, the RD shall make a finding whether
the proximate cause of the accident is due to the negligence or fault
of the employer (as distinguished from any contributory
negligence on the part of the disabled worker); in which case, the
RD shall require the establishment to submit a proof of payment of
foregone wages and benefits due to the workers covered by the
suspension order.
5.4 Investigation Report.
The RD shall submit a full report of the Investigation to the DOLE Secretary
through the BWC in case imminent danger/dangerous occurrence was not
abated. The report shall be submitted within one (1) day either from lifting of
the WSO or from termination of the mandatory conference.
1. In case of violation of Republic Act 9178 otherwise known as Barangay Micro

Business Enterprises (BMBEs), it shall be indorsed to appropriate Local
Government Unit;



agency;
5. In case of violation of the Guidelines in the Implementation of Apprenticeship

and Learnership Program of Technical Education and Skills Development
Authority (TESDA), it shall be indorsed to the said Authority;

registered under DTI-PCAB, such finding shall be referred first to the latter for
appropriate action before the DOLE RO issues a Notice of Results (NR) in

view of the Memorandum of Agreement-Joint Administrative Order No. 01,
Series of 2011; and
Workers with Special Concerns (BWSC) the LGU concerned.

The LLCO shall recommend to the RD the issuance of COC after Investigation
or correction of the noted deficiencies.
The RD shall review the NR and other documents submitted by the LLCO.
He/She shall determine if the recommendation of the LLCO for issuance of
COC is correct. If the RD finds the recommendation to be correct, he/she
shall issue any of the following certificates of compliance:

establishment is compliant with GLS such as minimum wage, overtime
pay, holiday pay, night shift differential pay, service incentive leave pay,
13th month pay and other monetary benefits prescribed by law.

registration of establishment with DOLE (refer to checklist).
c. Certificate of Compliance on Labor Relations - If the

establishment has an existing Grievance Machinery or LMC, and/or has
an LMC convergence structure such as Compliance Committee,
Productivity Committee, Family Welfare, or OSH Committee.
d. Labor Standards Certificate of Compliance for Public Utility

Bus Transport Companies - If the establishment is compliant both
with GLS and OSHS.
e. Certificate of Compliance - If the Philippine registered ship engaged

in domestic shipping is compliant both with GLS and OSHS.


C.2 Disabling Injury Investigation

STEP 1: RECEIPT OF INFORMATION OF DISABLING INJURY
KEY RESULT: Information of disabling injury received by RD

KEY PLAYERS: Informant and LLCO
SAMPLE FORM: FORM 9 Work Alert Form ANNEX L
TIME FRAME: Within twenty four (24) hours from receipt of information
1.1 Receipt of Information of the existence of disabling injury
The LLCO shall write on the Work-Alert Form all the information given by the
informant regarding the existence of disabling injury and submit the accomplished
form to the RD.
1.2 Discovered disabling injury during the Conduct of

Assessment/Visit.
If a disabling injury is discovered during the conduct of the Assessment/Visit, the

LLCO shall proceed to STEP 4.
STEP 2: RD ISSUES WORK STOPPAGE ORDER AND DIRECTS LLCO

TO CONDUCT INVESTIGATION
KEY RESULT: Issuance of Work Stoppage Order

LLCO assigned to conduct Investigation in the establishment
Work Stoppage Order
TIME FRAME: Within one (1) day from receipt of information
2.1 Issuance of Authority to Investigate and Work Stoppage Order.
The RD shall issue an Authority to Investigate and a WSO within one (1) day from
receipt of Work-Alert Form and assign an LLCO to conduct Investigation in the
establishment.
2.1.1 In the absence of the RD, his/her Officer-in Charge shall perform the
Case Docketing. After the issuance of the NR, the Hearing Officer shall
docket the case using the following format:
For issuance of Work Stoppage Order
Sample:
Region OI Year Month Docket Number W
RO01 OI 2014 01 0001 W

KEY RESULT: Access to premises

FORM 7.1 Notice of Result ANNEX J
Work Stoppage Order
TIME FRAME: Within one (1) day from receipt of Authority to Investigate
3.1 Purpose of Investigation.
The LLCO shall proceed to the establishment with the Authority to Investigate and
inform the employer that an Investigation shall be conducted based on the
information received by the RO that there exists a disabling injury in the
establishments premises.
3.1.1 Employer allowed access to record and premises of the

establishment.
Proceed to STEP 4.
3.1.2 Employer refused access to records and premises on the

first visit.
The LLCO shall issue an NR and serve the WSO to the employer.
The LLCO shall submit to the RD a Narrative Report duly supported by: (1)
Notice of Results stating the failure to conduct Investigation; and, (2)
Affidavit of Service.
The Affidavit of Service shall specify that he/she proceeded to the

establishment but was refused access to records, premises and conduct
interview to its employees despite presentation of Letter and Authority to
Investigate. This refusal constitutes as violation of Article 128 in relation to
Article 288 of the Labor Code of the Philippines, as amended. Proceed to
STEPS 5.2.3(a), (b) and (c).
For purposes of payment of wages and any other liabilities arising from the
WSO, the employer is presumed a party at fault.
STEP 4: LLCO CONDUCTS INVESTIGATION
KEY RESULT: Determination of the existence of disabling injury

KEY PLAYERS: LLCO, Safety Officer
FORM 10 Government Safety Engineers Accident Investigation
Report ANNEX M

The LLCO must briefly identify himself/herself, present to the employer the Letter
and Authority to Investigate, and explain to the employer the purpose of such
Investigation.
4.2 Inspection of Premises.
The LLCO shall first inspect the entire workplace with the assistance of safety officer,
if any, or representatives of the employer and employees before examining the
employment records. He/ She shall determine the existence of disabling injury and
ensure that the cause shall be abated. The LLCO shall be guided by the OSHS
compliance indicators as specified in the Assessment checklist.
The LLCO may recommend to the RD the creation of composite team comprised of
representatives from the Bureau of Working Conditions (BWC), Occupational Safety
and Health Center (OSHC) and Employees Compensation Commission (ECC) to
render necessary assistance depending on the gravity of the incident and the required
technical assistance.
4.3 Presentation and examination of Records.
1. Roster of the workers, (regular, probationary, temporary, casual, piece

rate, contractual, resident aliens, etc.) their designation, and date hired;
6. Equipment inspection and maintenance record as well as the material
safety data sheet;
7. Work environment measurement result or data for hazardous
establishment;
9. Proof of payment of 13th month pay/ five (5) days Service Incentive
Leave Pay;
13. Apprenticeship Agreements/ Learnership Agreements, if there is any;
applicable;
18. Organization of Safety and Health Committee under Rule 1040 of the
OSHS;
19. Drug-Free Workplace Policy and Program/ HIV-AIDS Program/ Anti-
Sexual Harassment Law;

applicable;
23. Employment Contract with physicians, dentists, nurses and/or first
aiders, or HMOs, if applicable;
25. Records of leave benefits on sickness, maternity, paternity and solo
parent, including those for victims of VAWC and other special leaves;
27. Securities and Exchange Commission Certificate or Department of Trade
and Industry Certificate and Mayors Permit.
In case there is a deficiency during the initial review of records, he/she shall require that
the 3-year period be presented taking into consideration that all money claims arising
from employer-employee relations have a prescriptive period of three years.
Where deficiencies were discovered in previous assessment, the LLCO shall verify if the
same had been corrected and the coverage of his/her examination shall start from such
date of previous assessment start from the date of the last Assessment, Visit, or
Investigation. As proof of last Assessment, Visit, or Investigation, the LLCO shall require
the NR of the last assessment.
4.4 Conduct of interview.
The LLCO shall conduct an interview to the employees selected through random
sampling. The employees shall be asked to fill out the affidavit form which shall be
attached to the NR.
4.5 Toolbox of Programs and Services.
The LLCO shall offer the appropriate programs and services to the establishments
such as: Kapatiran Program, Labor and Employment Education Service, Basic
Occupational Safety and Health, Family Welfare Program, Labor-Management
Cooperation, Productivity Improvement Programs, and other Programs as maybe
formulated to ensure compliance with labor laws.

KEY RESULT: Notice of Results issued

KEY PLAYERS: LLCO, Safety Officer and representatives of the employer and
employees
Notice of Results ANNEX J
The LLCO shall issue an NR showing whether or not there is disabling injury after the
conduct of Investigation. If there is disabling injury, the LLCO shall indicate the
nature of the danger that has caused death or serious injury. It shall also contain
whether or not the establishment is complying with GLS or OSHS. In case of
deficiency, the LLCO shall specific the same.
The LLCO shall explain to the safety officer and the representatives of the employer
and employees the result of the Investigation. He/She shall require the
representatives to affix their signatures on top of their printed name. The
accomplished NR shall be distributed as follows: (1) owner or his/her/its
representative, (2) representative of the employees, (3) DOLE-RO and (4) BWC. The
copy of the BWC shall be sent within five (5) days from termination of Investigation.
5.2 Exit Conference.
After the Investigation, the LLCO shall discuss to the representatives of the employer
and employees his/her findings.
5.2.1 Non-existence of disabling injury and no noted deficiency
Proceed to STEP 6.
5.2.2 Non-existence of disabling injury but with noted deficiency
The employer has ten (10) days from receipt of the NR to correct the
deficiency. At the end of the period of correction, the LLCO shall check if
corrective measures have been implemented.
Case Docketing. In case of noted deficiency on GLS and other OSHS

violation, the TSSD Chief shall docket the same within ten (10) day after the
lapse of the period of correction as follows:
Sample:
Region OI Year Month Docket Number
RO01 OI 2014 01 0001

5.2.3 Existence of disabling injury
The LLCO shall require the employer to immediately abate the said deficiency.
Depending on the gravity of the incident and the required technical assistance,
the LLCO may recommend to the RD the creation of composite team comprised
of representatives from the BWC, Occupational Safety and Health Center (OSHC)
and Employees Compensation Commission (ECC) to render necessary assistance.
5.2.4 Failure to abate disabling injury despite recommendation
The LLCO shall submit to the RD an Investigation Report containing: (1)

verification of the existence of disabling injury in the workplace; (2) service of
WSO; and, (3) failure of the employer to immediately abate despite
recommendation to do so.
During the effectivity of the WSO, the establishment shall cease to operate until
the noted deficiency was abated.
5.2.5 Mandatory Conference.
The RD shall conduct a mandatory conference for GLS, existence of imminent

danger and other OSHS deficiency one (1) day from the service of WSO. The
duration of the mandatory conference shall not exceed seventy-two (72)
hours. The employer shall be given the opportunity to submit proof that the
condition which caused disabling injury no longer exists. On such instance,
the RD, through the LLCO, shall verify the claim. The LLCO shall then
proceed to the subject establishment and investigate the premises to
determine/verify the claim of non-existence of disabling injury. After the
verification, the LLCO shall submit a report to the RD stating whether the
imminent danger was abated or not.
5.2.5.1 Lifting of WSO.
Upon verification of the LLCO that the existence of imminent danger

was already abated, he/she shall recommend to the RD the lifting of
the WSO.
The RD shall validate the report before he/she lifts the WSO. In the
Order lifting the WSO, the RD shall make a finding whether the
proximate cause of the accident is due to the negligence or fault of the
employer (as distinguished from any contributory negligence on the
part of the disabled worker); in which case, the RD shall: (a) require
the establishment to submit a proof of payment of foregone wages and
benefits due to the workers covered by the suspension order; (b)
declare the employer liable under Article 200 of the Labor Code and
indorse a copy of the Order to the ECC for appropriate action.

5.2.5.2 Investigation Report.
The RD shall submit a full report of the result of the investigation to

the DOLE Secretary through the BWC within one (1) day either from
lifting of the WSO or from termination of the mandatory conference.


3. In case of violation of Social Security System (SSS) Law, Philippine

Health Insurance (PHIC) Law, Home Development Mutual Fund (HDMF)
Law, it shall be indorsed to the said appropriate agencies;

agency;
5. In case of violation of the Guidelines in the Implementation of

Apprenticeship and Learnership Program of Technical Education and Skills
Development Authority (TESDA), it shall be indorsed to the said Authority;

registered under Philippine Contractors Accreditations Board (PCAB), such
finding shall be referred first to the latter for appropriate action before the
DOLE RO issues a Notice of Results (NR) in view of the Memorandum of
Agreement-Joint Administrative Order No. 01, Series of 2011; and
7. In case of violation of the Republic Act 7277 also known as Magna Carta
for Disabled Persons, a copy of the findings shall be furnished to the Bureau
of Workers with Special Concerns (BWSC).


The LLCO shall recommend to the RD the issuance of COC after Investigation and
correction of the noted deficiencies
The RD shall review the NR and other documents submitted by the LLCO. He/she
shall determine if the recommendation of the LLCO for issuance of Certificate of
Compliance in favor of the establishment is correct. If the RD shall find the
recommendation to be correct, he/she shall issue any of the following certificates of
compliance:

establishment is compliant with GLS such as minimum wage, overtime
pay, holiday pay, night shift differential pay, service incentive leave pay,
13th month pay and other monetary benefits prescribed by law.

registration of establishment with DOLE, (refer to checklist).
c. Certificate of Compliance on Labor Relations - If the

establishment has an existing Grievance Machinery or LMC, and/or has
an LMC convergence structure such as Compliance Committee,
Productivity Committee, Family Welfare, or OSH Committee.
d. Labor Standards Certificate of Compliance for Public Utility

Bus Transport Companies - If the establishment is compliant both
with GLS and OSHS.
d. Certificate of Compliance - If the Philippine registered ship engaged

in domestic shipping is compliant both with GLS and OSHS.
The RD shall promote the ICP to its certified establishments as part of the DOLEs
advocacy efforts to promote voluntary compliance.

C.3 Plain View Investigation

STEP 1: LLCO OBSERVED APPARENT OSHS VIOLATION
KEY RESULT: OSHS violation detected by the LLCO

KEY PLAYERS: LLCO
SAMPLE FORM: NA
TIME FRAME: NA
1.1 Determination of Existence of OSHS violations.
An LLCO, upon observation of apparent OSHS violations committed by a certain

establishment, shall immediately conduct Plainview Investigation.
STEP 2: LLCO CONDUCTS PLAIN VIEW INVESTIGATION
KEY RESULT: Investigation is conducted

KEY PLAYERS: LLCO
(if applicable)
TOOL: Mobile Device with its appropriate LLCS-MIS if applicable
2.1 Plain View Investigation.
Armed with a general authority from the DOLE Secretary, the LLCO shall focus
on the observable and apparent OSHS deficiencies committed in a worksite in
conducting a plain view investigation. He/She shall: (a) note the violation and
gather evidence of the violation, such as pictures and statements of interviewed
employees; (b) explain the necessary actions that the employer needs to institute
to abate the hazards in the worksite; (c) require the employer to cease operation
until the corrective measures are implemented; and, (d) submit an initial report
to the RD which has jurisdiction over the worksite, attaching the gathered
evidence.
At this stage, the LLCO may not examine payroll/employment documents to

check compliance with GLS and other latent OSHS, unless there is express and
implied consent from the employer or his/her representative. Any complaint for
non-payment of wages and benefits that may be raised by a worker during the
conduct of the investigation shall be covered by an LLCO assigned by the RD to
conduct a more thorough or comprehensive OSH Investigation or assessment.
STEP 3: REPORT TO THE RD WITH JURISDICTION
KEY RESULT: Results of plain view Investigation reported to the appropriate

RD
KEY PLAYERS: LLCO and RD
SAMPLE FORM: FORM 7.1 Notice of Result ANNEX J
Work Stoppage Order
TIME FRAME: Within twenty four (24) hours from conduct of Plain View
Investigation

3.1 RD assigns LLCO to proceed with the Investigation.
Upon receipt of Investigation Report, the RD having jurisdiction over the subject
establishment shall assign his/her LLCO to proceed with the OSHS Investigation
of the establishment found to have OSHS deficiencies. If appropriate, the RD
shall issue a WSO based on the recommendation of the LLCO.
3.2 Issuance of Assessment Checklist.
The LLCO assigned by the RD shall proceed to the establishment in order to issue
an Assessment Checklist. When there is imminent danger/dangerous
occurrence, proceed to STEP 4 of imminent danger/dangerous occurrence
investigation. For other OSHS deficiencies, proceed to STEP 4 of Assessment.

Part XII. Annexes
A. LLCS Forms
Annex A. Letter to Assess (Joint Assessment)

Annex B. Letter to Assess (Compliance Visit)
Annex C. Authority to Assess
Annex D. Authority to Investigate
Annex E. Notice of Assessment
Annex F. Affidavit and Sinumpaang Salaysay
Annex G. Labor Standards Laws Compliance Assessment Checklist
Annex H. Acknowledgment Receipt
Annex I. NR (Joint Assessment)
Annex J. NR (Compliance Visit)
Annex K. Action Plan
Annex L. Work Alert Investigation Form
Annex M. Government Safety Engineers Accident Investigation Report
Annex N. Certificates of Compliance

A. LLCS Forms

ANNEX A
FORM 1
Republic of the Philippines

DEPARTMENT OF LABOR AND EMPLOYMENT
Regional Office No. ______
(Address)
Date: ___________________
(Name of Representative)
(Position)
(Name of Company)
(Address)
Dear _____________________:
The Department of Labor and Employment ensures that all establishments are
compliant with labor laws.
In this regard, we are sending our Labor Laws Compliance Officer, (Name of LLCO),
to conduct Joint Assessment and Orientation of DOLE Programs and Services. The Joint
Assessment will cover the examination of employment records, interview of some
employees and inspection of work premises.
If your establishment is found compliant, the Department will issue separate

Certificates of Compliance (CoC) on General Labor Standards and Occupational Safety and
Health Standards. The Certificates will be valid for two (2) years and if a complaint arises
during that period, a corrective assessment for remediation will be conducted by the
Department.
Our Labor Laws Compliance Officer will also conduct orientation on any of the
following DOLE Programs and Services to facilitate ease in compliance:
1. Kapatiran;
2. Labor Relations, Human Relations and Productivity module;
6. Productivity Improvement Programs; and
7. Other Programs suited to your establishment.
We hope for your cooperation.
___________________________
RD
ANNEX B
FORM 1.1

(Address)
Date: ______________________
(Name of Representative)
(Position)
(Name of Company)
(Address)
Dear _____________________:
Our Labor Laws Compliance Officer, (Name of LLCO), will conduct a Compliance
Visit to your establishment on (Date of Compliance Visit) to verify/validate the SEnA
Referral/Complaint for violation of labor standards against your establishment.
The Compliance Visit will cover the examination of employment records,

interview of some employees and inspection of work premises.
Our Labor Laws Compliance Officer will also conduct orientation on any of the
following DOLE Programs and Services to facilitate ease in compliance:
8. Kapatiran;
9. Labor Relations, Human Relations and Productivity module;
13. Productivity Improvement Programs; and
14. Other Programs suited to your establishment.
If your establishment is found compliant, the Department will issue separate

Certificates of Compliance (CoC) on General Labor Standards and Occupational Safety
and Health Standards. The Certificates will be valid for two (2) years and if a complaint
arises during that period, a corrective assessment for remediation will be conducted by
the Department.
We hope for your cooperation.
____________________________________
RD

ANNEX C
FORM 2

(Address)
AUTHORITY TO ASSESS
Assessment Authority No. __________________

Date Issued: _____________________
Valid until: _____________________
Name of designated LLCO: ________________________________
You are hereby authorized to conduct Joint Assessment at the establishments specified below
including its contractors and subcontractors:
ESTABLISHMENT ADDRESS
1 ABC COMPANY # 1 Avocado St., Brgy. 75,

Sampaloc, Manila
2 DEF COMPANY # 2 Lanzones St., Brgy. 75,

Sampaloc, Manila
XXX
120 XYZ COMPANY # 120 Balimbing St., Brgy. 75,

Sampaloc, Manila
Note: This authority includes the right to conduct Occupational Safety and Health Standards
Investigation on establishment with occupational safety and health standards violations committed in
plain view or in the presence of the LLCO.
_______________________________
RD

ANNEX D
FORM 2.1

(Address)
AUTHORITY TO INVESTIGATE
Investigation Authority No. _________________________

Date Issued: ______________________
Valid until: _____________________
Name of designated LLCO: _______________________________
You are hereby authorized to conduct Occupational Safety and Health Standards
Investigation at the establishment specified below:
ESTABLISHMENT ADDRESS
1 ABC COMPANY # 1 Avocado St., Brgy. 75,

Sampaloc, Manila
Note: The coverage of OSHS investigation will include assessment of other Labor Laws.
________________________________
RD

FORM 3
ANNEX E
(Address)
Date: _______________________
Name : ___________________________________
Position : ___________________________________
Company : ___________________________________
Address : ___________________________________
___________________________________
NOTICE OF ASSESSMENT
Be informed that I visited your establishment today but was DENIED ACCESS to your employment records or premises. A second visit
will be conducted on __(date of next visit)___ for purposes of (Joint Assessment/Compliance Visit) pursuant to Department Order No. 131-13.
In this regard, kindly make available the following documents from _______________________________ to present:
_____ 1. Roster of the workers (regular, probationary, temporary, casual, piece rate, contractual, etc.) their
designation, date hired, and wage rate;
_____ 2. Payrolls and/or vouchers;
_____ 3. Daily Time Records and/or Time Sheets;
_____ 4. Payslips;
_____ 5. Last Notice of Results;
_____ 6. Proof of payment of 13th month pay/ five (5) days service incentive leave pay;
_____ 7. Proof of payment/remittance of SSS/PHILHEALTH/HDMF contributions;
_____ 8 Registration under Rule 1020 of the Occupational Safety and Health Standards;
_____ 9. Certificate of Accredited Safety Officer/First Aider;
_____ 10. Organization of Safety and Health Committee under Rule 1040 of the Occupational Safety and Health
Standards;
_____ 11. Annual Work Accident/Illness Exposure Data Report/Annual Medical Report;
_____ 12. Drug-Free Workplace Policy and Program (D.O. 53-03)/HIV/AIDS Program/Anti-Sexual Harassment Law;
_____ 13. Apprenticeship Agreements/Learnership Agreements, if any;
_____ 14. List of Resident and Non-resident alien workers, their citizenship, nature of employment and status of stay;
_____ 15. Employment permit for Non-resident alien(s);
_____ 16. Registration of resident alien(s);
_____ 17. Collective Bargaining Agreement, if unionized establishment;
_____ 18. Registration under Department Order 18-A for Job Contractors;
_____ 19. Service Agreement under D.O. 18-A;
_____ 20. Contractor's Bond to answer for wages due to the workers;
_____ 21. Employment Contracts with physicians, dentists, nurses and/or first aiders, or HMOs, if applicable;
_____ 22. Contract or Memorandum of Agreements with infirmary and emergency hospitals, if applicable;
_____ 23. Proof of service charge distribution, if applicable;
_____ 24. Records of leave benefits on sickness, maternity, paternity and solo parent, including those for victims of VAWC and other special concerns;
_____ 25. Company policy and/or practice on voluntary benefits;
____ 26. Securities and Exchange Commission Certificate or Department of Trade and Industry Certificate and Mayors Permit; and
_____ 27. Others ____________________________________________.
Please be informed that REFUSAL/DENIAL OF ACCESS may result to the filing of appropriate criminal action as Article 128(d) of the
Philippine Labor Code, as amended, declared unlawful for any person or entity to obstruct, impede, delay or otherwise render ineffective the Orders
of the Secretary of Labor or his/her duly authorized representative issued pursuance to his/her visitorial and enforcement power.
Very truly yours,
___________________________________
Labor Law Compliance Officer (LLCO)
Received by: ________________________________ ___ Position: _______________ Date: ________________________

(signature over printed name)

ANNEX F
FORM 4
(Address)
REPUBLIC OF THE PHILIPPINES)

_________________________ )S.S.
AFFIDAVIT
I, RICARDO MASINOP, 30 years of age, single/married and residing at #143 Lovers Lane, Mandaluyong City, after
having been sworn in accordance with law, depose and say:
1) I am working/employee of ____________________________________________________, located at

_____________________________________________________
2) The owner /president /manager of the Company is ___________________________________________________________
3) The nature of the Companys / Employers business is:

Retail Agriculture
Wholesale Construction
Service Others: ___________________________________
Manufacturing
4) I work as ____________________________________ and my work schedule is from 7 a.m. to 4 p.m., daily from Monday to
Saturday; no shifting or rotation of work schedule.
5) The current number of employees of the Company/Employer:

less than 10 employees 10-50 employees
51-199 employees 200 and above employees
6) Currently, my employment status is:

Apprentice Contractual Others:
Learner Probationary _____________________________
Casual Regular
7) I started working in the Company / my Employer on August 1, 2012.
8) My salary/wage is computed on:

Daily basis Piece Rate Basis
Commission Basis Others:
Monthly Basis _____________________________
Pakyaw Basis
9) My daily salary rate/monthly salary/rate per piece is: ______________ with COLA of _____________
10) I receive my salary every: Every 10th and 25th of the month
11) I am / I am not given a copy of my pay slip and I receive/ I do not receive the net pay shown in the pay slip.
12) I received / I do not receive the net pay shown in the pay slip.
13) I am regularly given a meal break of ______ hours from __________ to ______________.
14) I work / I do not work / I sometimes work from 10:00 p.m. to 6:00 a.m. and I am / I am not paid the 10% night shift
differential pay.
15) I render / I do not render _________ hours of overtime work (work rendered in excess of 8 hours in a day):
_____ Every day ______ Others: ___________________________________________________________
16) I am paid / I am not paid for every hour of overtime work rendered on:
Ordinary Days : Php 56.00

Rest Days : _______________
Special Days : _______________
Regular Days : _______________

17) I work / I do not work on:
_____ Special Holiday and I am paid / not paid additional amount equivalent to 30% on my daily pay.
_____ Regular Holiday and I am paid/ not paid additional amount equivalent to 200% of my daily pay.
18) I am paid / I am not paid my regular holiday pay.
19) I / _________________________ fills out my daily time records.
20) The Employer / Company provides / do not provide meal & snacks / lodging facilities and deduct _________ amount from
my wage/ salary with / without written authority from me authorizing the deduction.
21) The following are deducted from my wage/salary:

SSS : Php _________________
Pag-ibig : Php __________________
Philhealth : Php __________________
Others : Php __________________
22) I receive my wage/salary in: Cash / Check / thru ATM.
23) I enjoy / I do not enjoy any of the following leave benefit?

5-days Service Incentive Leave
60-78 days Maternity Leave
5-days Service Incentive Leave
7 days Paternity Leave
7 days Solo Parent Leave
60 days Special Leave for Women
10 days Leave for Victims of Violence against Women and Children
24) There is / There is no labor union in the Company and I am / I am not a member of the union.
25) There is / There is no existing Collective Bargaining Agreement between the Union and Company.
26) I receive / I do not receive my 13th month pay.
27) In our workplace, there are:

First Aider Safety Officer
Dentist Doctor
Nurse Safety Practitioner
28) I further state/manifest the following: __________________________________________________________________________

______________________________________________________________________________________________________________________
______________________________________________________________________________________________________________________
I hereby declare that the above were voluntarily given, true and correct to the best of my knowledge and belief.
IN WITNESS HEREOF, I have hereunto affixed my signature this _______ day of __________, 20___ at ___________________.
______________________________
EMPLOYEE/ AFFIANT
(Signature & Printed Name)
SIGNED IN THE PRESENCE OF:
______________________________ ______________________________
SUBSCRIBED AND SWORN to before me this _____ day of _________________ , 20 _____ at ________________________.
________________________________________
Administering Officer

ANNEX F
FORM 4
Republika ng Pilipinas
KAGAWARAN NG PAGGAWA AT PANGHANAPBUHAY
Rehiyon ______
(Address)
REPUBLIKA NG PILIPINAS)
_____________________)S.S.
SINUMPAANG SALAYSAY
Ako si, ___________________________________, _____ taong gulang, binata / dalaga / may asawa / biyudo / biyuda, at
kasalukuyang naninirahan sa ________________________________________________________, pagkatapos manumpa sang-ayon sa
itinadhana ng batas ay nagsasaad ng mga sumusunod:
1. Ako ay nagtatrabaho/empleyado sa _________________________ na matatagpuan sa __________________________________

____________________________________________________________________________________________________________________________
2. Ang nagmamay-ari/presidente/tagapamahala ng kumpanya ay si ___________________________________________.
3. Ang uri ng negosyo ng kumpanya ay: Nagtitingi / Pakyawan / Serbisyo / Agrikultural / Industriyal / Konstruksyon / at
iba pa: ________________________________________________.
4. Ako ay nagtatrabaho bilang _______________________________ at ang oras ng aking trabaho ay mula _____________ hanggang
________________________________________.
5. Ang kasalukuyang bilang ng mga manggagawa ng kumpanya ay:

mas mababa sa 10 empleyado 10-50 empleyado
51-199 empleyado higit sa 200 empleyado
6. Sa kasalukuyan, ang aking estado sa empleyo ay:

Apprentice Casual Probationary
Learner Contractual Regular
At iba pa:___________________
7. Nagsimula akong magtrabaho sa kumpanya noong ______________________________.
8. Ang aking sahod/sweldo ay tinutuos ng:

arawan por piraso
Lingguhan Buwanan
pakyaw porsyentuhan
9. Ang aking arawan/buwanan/por pirasong sweldo ay ________________ kasama na ang COLA na nagkakahalaga ng ___________.
10. Ako ay sumasahod/sumusuweldo tuwing: ______________________________________________________________.
11. Ako ay binibigyan/hindi binibigyan ng kopya ng aking pay slip.
12. Ako ay nakatatanggap/hindi nakatatanggap ng kabuuang net pay na nakasaad sa aking pay slip.
13. Ako ay gumugugol ng _______ oras para sa meal break mula _________ hanggang _________.
14. Ako ay nagtatrabaho sa pagitan ng ika-10 ng gabi at ika-6 ng umaga at ako ay binabayaran/hindi binabayaran ng 10%
night shift differential pay.
Madalas Minsan Hindi
15. Ako ay nagtatrabaho/hindi nagtatrabaho ng higit sa walong oras: Araw-araw/tuwing _________________________.
16. Ako ay binabayaran/hindi binabayaran ng karagdagang halaga o porsyento sa bawat oras na iginugol ko sa trabaho ng
higit sa walong oras tuwing:
Pangkaraniwang araw: Araw ng pamamahinga:
Piyestang espesyal: Piyestang regular:

17. Ako ay nagtatrabaho/hindi nagtatrabaho sa mga sumusunod na araw:
Pistang espesyal at ako ay binabayaran/ hindi binabayaran ng dagdag na 30% ng aking arawang sahod
Pistang regular at ako ay binabayaran/ hindi binabayaran ng dagdag na 200% ng aking arawang sahod
18. Ako ay binabayaran/hindi binabayaran ng regular holiday pay.
19. Ang nagtatala ng oras ng aking pagpasok sa araw-araw ay ako/ay si ___________________________________________.
20. Ang may-ari/ kumpanya ay nagbibigay/hindi nagbibigay ng pagkain at tirahan na ikinakaltas sa aking sahod ng may/ ng
walang pinirmahang kasulatan sa pagkakaltas. Ang kaltas ay sa halagang _______.
21. Ang mga sumusunod ay inaawas sa aking sahod/suweldo:

SSS : Php _________________ Philhealth : Php __________________
Pag-ibig : Php __________________ Atbp. : Php __________________
22. Natatanggap ko ang aking sahod/suweldo sa anyong:

Pera o Salapi Tseke mula sa ATM
23. Ako ay nakatatamasa/ hindi nakatatamasa ng mga sumusunod na benepisyo:

5 araw na Service Incentive Leave
60-78 araw na Maternity Leave
5 araw na Incentive Leave
7 araw na Paternity Leave
7 araw na Solo Parent Leave
60 araw na Special Leave for Women
10 araw na Leave for Victims of Violence against Women and Children
24. Mayroong/Walang UNION sa aming kumpanya at ako ay kasapi/hindi kasapi sa UNION.
25. Mayroong/Walang namamagitang Collective Bargaining Agreement sa manggagawa at namumuhunan.
26. Ako ay nakatatanggap/hindi nakatatanggap ng 13th Month Pay sa halagang ________________________________.
27. Ang aking pinagtatrabahuhan ay mayroon ng sumusunod:

First Aider Safety Officer
Dentist Doctor
Nurse Safety Practitioner
28. Bilang karagdagan, nais ko pang ipabatid na ___________________________________________________________________________

_______________________________________________________________________________________________________________________________.
Ako ay nagsasaad na ang aking mga inilahad ay tama sa pinakamahusay na abot ng aking kaalaman at paniniwala at
ang mga ito ay aking ibinigay ng malaya at kusang loob.
SA KATUNAYAN ay nilagdaan ko itong kasunduan ngayon ika- _____ ng ________________, 20_____ sa

_________________________________________________.
_______________________________
Nagsalaysay
NILAGDAAN SA HARAP NINA:
______________________________ ________________________________
SINUMPAAN AT NILAGDAAN sa harap ko nitong ika - ______ buwan ng _____________ , 20_____ sa ____________________
__________________________________ Pilipinas.
_______________________________
Administering Officer

ANNEX G

FORM 6 ANNEX H
Regional Office No. _____ Control No. _____________
ACKNOWLEDGEMENT RECEIPT
Joint Assessment
NAME OF NATURE OF DATE OF DATE OF LAST AUTHORITY NO.
OWNER/PRESIDENT/MANAGER BUSINESS ASSESSMENT ASSESSMENT
NAME OF ESTABLISHMENT ADDRESS OF ESTABLISHMENT
I hereby acknowledge that I have seen, read and understand the findings of the assessment conducted as reflected
in the Electronic Assessment checklist,
The result of which are as follows:
Suggestion/s:
Failure of the employer to correct GLS violations or submit Action Plan on OSHS deficiencies within ten (10) days upon receipt
hereof shall cause the issuance of Notice of Results or Compliance Order, as may be applicable.
(Employees' Representative) (Employer's Representative)

EXPLAINED TO AND RECEIVED BY: EXPLAINED TO AND RECEIVED BY:
Signature _____________________ Date ___________ Signature ____________________ Date _________________

Printed Name ___________________________________ Printed Name ______________________________________
Position/Designation _____________________________ Position/Designation ________________________________
ASSESSMENT CONDUCTED BY:

Signature _____________________________________
LLCO ________________________________________
Date _________________________________________

ANNEX I

ANNEX J

FORM 8 ANNEX K
(Address)
ACTION PLAN
NAME OF ESTABLISHMENT :______________________________

ADDRESS :______________________________
DATE OF JOINT ASSESSMENT :______________________________
DATE OF ACCOMPLISHMENT :______________________________
Provided below are the noted deficiencies: Action to be taken: Period to correct:
*This form will be accomplished and submitted to the Regional Office within ten (10) days from receipt of accomplished
assessment checklist. Ten (10) days thereafter, the employer is required to submit a status report on its compliance with
the Regional Office. This Action Plan will be implemented within the remediation period which will not exceed three (3)
months from its formulation. Failure of the employer to submit an action plan or status report or to fully implement the
Action Plan will cause the issuance of a Compliance Order.
_______________________________________ ______________________________________
Name of employers representative Name of employees representative
Accomplished with the assistance of:
___________________________________
Labor Laws Compliance Officer

ANNEX L
FORM 9
WORK ALERT
Investigation Form
(Initial Report)
REGIONAL OFFICE NO.:
Name of Establishments: NATURE OF BUSINESS:
Total No of Workers:
Company Address: (Include all regardless of
Status of employment)
Sources (of Information):
DATE RECEIVED: Date of Occurrence:
TIME RECEIVED: Date of Occurrence:
DATE OF INVESTIGATION:
PROFILE OF INJURED PERSON/S

(Use Additional sheet if necessary)
NAMES EXTENT OF Position/Occupation at AGE SEX CIVIL Length of Service

INJURY the Company at time of STATUS prior to accident
PDT OTHERS Accident/Injury
DANGEROUS OCCURRENCES:
Investigated By:
DESCRIPTION OF ACCIDENT/DANGEROUS OCCURRENCES:
Noted By:

Revised DOLE/BWC/OHSD/IP-6A, 2013 Republic of the Philippines ANNEX M
REGIONAL OFFICE No ___
GOVERNMENT SAFETY ENGINEERS ACCIDENT
INVESTIGATION REPORT
(This report shall be accomplished and attached to the Labor Laws Compliance Assessment Checklist after the conduct of Accident Investigation)
1. Establishment Police Other (Name)
ORIGIN
2. Telephone Telegram Messenger, Other
(NOTICE)
Other
3. Establishment Nature of Business
4. Address
EMPLOYER
5. Manager Nationality
6. Employees & Workers M F Total
7. Name Age Sex Civil Status

8. Address No. of Dependents
FATALITIES 9. Occupation Average Weekly Wage P
10. Length of service prior to accident Accident Record
(Use another sheet if necessary)
11. Name Age Sex Civil Status
12. Address No. of Dependents
INJURED
13. Occupation Average Weekly Wage P
14. Length of service prior to accident Accident Record
(Use another sheet if necessary)
15. Date of Accident Time
16. This accident involved: No. of Fatalities No. of Injured Property Damage
17. Description of accident: (Given full details on how accident occurred) :
THE
ACCIDENT 18. Activities performed before accident
Was this part of regular job? If not, why?
19. No. of similar accidents in the past 2 years
20. No. of injuries in the past 12 months
Total Non-Disabling Disabling Fatal
21. Extent of injury: Fatal Permanent Total

INJURY 22. Nature of Injury:
23. Part of body affected:
24. Department involved
25. Section Involved
CAUSE 26. Unsafe mechanical or physical condition
27. Accident Type
28. The Unsafe Act
29. Contributing Factor
30. Describe kind and extent of damage to equipment, materials, machinery and tools
PROPERTY
DAMAGE
PREVENTIVE 31. Preventive measures taken:

MEASURES
32. Supervisor/Foreman (Name)
WITNESS 33. Worker (Name)
34. Others (Name
REMARKS 31.
RECOMMENDATION
Investigation conducted in the presence of:
Name and Position Labor Laws Compliance Officer
Date

ANNEX N

B. Laws and Issuances
Labor Code of the Philippines, as Amended (Books II, III, IV)
R.A. 4566 An Act Creating the Philippine Licensing Board for Contractors, Prescribing Its
Powers, Duties and Functions, Providing Funds Therefor, and For Other Purposes.
R.A. 8504 Philippine AIDS Prevention and Control Act of 1998
R.A. 6727 Wage Rationalization Act
R.A. 9504 An Act Amending Section 22, 24, 34, 35, 51, and 79 of Republic Act No. 8424, As
Amended otherwise known as the National Internal Revenue of 1997
R.A. 8188 An Act Increasing the Penalty and Imposing Double Indemnity for Violation of the
Prescribed Increases or Adjustments in the Wage Rates. Amending for the Purpose Section
Twelve of Republic Act Numbered Sixty-Seven Hundred Twenty-Seven otherwise known as the
Wage Rationalization Act
P.D. 851 13th Month Pay Law

R.A. 8282 Social Security Law (on Maternity Leave Benefit)
R.A. 8187 Paternity Leave Act of 1996
R.A. 8972 Solo Parents' Welfare Act of 2000
R.A. 9262 Anti-Violence Against Women and their Children (VAWC) Act of 2004
R.A. 9710 Magna Carta of Women (Special Leave Benefits for Women)
R.A. 7641 An Act Amending Article 287 of P.D. 442, As Amended, Otherwise Known as The
Labor Code of the Philippines, by Providing for Retirement Pay to Qualified Private Sector
Employees in the Absence of Any Retirement Plan in the Establishment
R.A. 8558 An Act Amending Article 287 of P.D. 442, As Amended, Otherwise Known as The
Labor Code of the Philippines, by Reducing the Retirement Age of Underground Mine Workers
from Sixty (60) to Fifty (50)
R.A. 10028 Expanded Breastfeeding Promotion Act of 2009

R.A. 7877 Anti-Sexual Harassment Act of 1995
R.A. 7610 Special Protection of Children Against Abuse, Exploitation and Discrimination Act
* R.A. 9231 An Act Providing for the Elimination of the Worst Forms of Child Labor and
Affording Stronger Protection for the Working Child, Amending for this Purpose Republic Act
No. 7610, As Amended, otherwise known as the "Special Protection of Children Against Child
Abuse, Exploitation and Discrimination Act"
* R.A. 7658 An Act Prohibiting the Employment of Children below 15 Years of Age in Public and
Private Undertakings, amending for its Purpose Section 12, Article VIII of R.A. 7610
R.A. 6982 Social Amelioration Program in the Sugar Industry
* D.O. 114-11 Amending the Implementing Rules and Regulations of Republic Act No. 6982
R.A. 7796 TESDA Act of 1994
B.P. No. 344 Accessibility Law (Persons With Disability)

R.A. 10151 An Act Allowing the Employment of Night Workers thereby Repealing Articles 130
and 131 of Presidential Decree Number Four Hundred Forty-Two, as amended, otherwise known
as the Labor Code of the Philippines
R.A. 9679 Home Development Mutual Fund Law of 2009 (HDMF) known as [ Pag-IBIG
(Pagtulungan sa Kinabukasan: Ikaw, Bangko, Industriya at Gobyerno) Fund}
R.A. 9241 National Health Insurance Act of 1995
E.O. 187 Instituting a Comprehensive and Unified Policy for the Tuberculosis Control in the
Philippines
A.O. 404, Series of 2014 Guide for Effective and Efficient Compliance Assessment under the
LLCS
Article 132 of Labor Code, OSHS Rule 1060 provision of personal facilities for men and
women
Omnibus Rules Implementing the Labor Code
D.O. 131-13 Rules on Labor Laws Compliance System (New LLCS)
D.O. 131 A-14 Guidelines in the Conduct of Special Assessment or Visit of Establishments
(SAVE)
Occupational Safety and Health Standards
* D.O. 128-13 Amending Rule 1414 on Scaffolding of the 1989 OSH Standards, As Amended
(Amended D.O. 13-98)
Memorandum Circular No. 2, Series of 1998 Technical Guidelines for Classifying
Hazardous and Non-Hazardous Establishments, Workplaces and Work Processes
Memorandum Circular No. 1, Series of 2000 Implementing Guidelines for the Conduct of
Workplace Environment Assessment (WEA) in Hazardous Establishments and Work Processes
* D.O. 16-01, Series of 2001 Amendment to Rule 1030 of the Occupational Safety and Health
Standards
* D.O. 57-04, Series of 2004 Guidelines on the Effective Implementation of Labor Standards
Enforcement
* D.O. 74-05, Series of 2005 Amendment to Rule 1160 on Boiler of the Occupational Safety
and Health Standards
* Department Circular No. 2, Series of 2008 Amending Certain Provisions of the
Occupational Safety and Health Standards
D.O. 136-14 Guidelines on the Implementation of Globally Harmonized System (GHS) in
Chemical Safety Program in the Workplace
Joint DTI-DENR-DA-DOF-DOH-DILG-DOLE-DOTC Administrative No. 1, Series of
2009 The Adoption and Implementation of the Globally Harmonized System of Classification
and Liabilities of Chemicals
Department Circular No. 1, Series of 2009 Guidelines on Occupational Safety and Health
in the Shipbuilding, Ship Repair and Shipbreaking Industry
D.O. 97-09 Alien Employment Permit
* D.O. 120-12, Series of 2012 Amending Certain Provisions of D.O. 97-09 Entitled Revised
Rules for the Issuance of Employment Permits to Foreign Nationals (Amended D.O. 97-09)

D.O. 19, Series of 1993 Guidelines Governing the Employment of Workers in Construction
Industry
* D.O. 13, Series of 1998 Guidelines Governing OSHS in the Construction Industry
(Amended D.O. 19, Series of 1993 )
DPWH Department No. 2005- 56, Guidelines for the Implementation of DOLE DO 13, 1998,
on Occupational Safety and Health in the Construction Industry.
D.O. 53-03 Guidelines for the Implementation of a Drug-Free Workplace
D.O. 37-03 Creating a Task Force for a Drug-Free Workplace
D.O. 102-10 Guidelines for Implementation of HIV and AIDS Prevention
Memorandum Circular No. 2, Series of 2000 Guidelines in the Application of the
Workplace Component of R.A. 8504 otherwise known as the "Philippine AIDS Prevention and
Control Act of 1998" and its Implementing Rules and Regulations
D.O. 38-03, Series of 2002 Creating an Inter-Agency Committee on STD/HIV and AIDS in
the Workplace
Implementing Rules and Regulations of R.A. 6727
Revenue Regulation 10-2008 Implementing Pertinent Provisions of R.A. 9504
* Revenue Memorandum Circular No. 91-2010 Provides Basic Questions and Answers to
Clarify on the Increase in the Statutory Minimum Wage and Other Concerns in Relation to the
Income Tax Exemption Given to Minimum Wage Earner under Republic Act (RA) No. 9504, as
implemented by Revenue Regulations No. 10-2008
D.O. 10, Series of 1998 Guidelines for the Imposition of Double Indemnity for Non-
Compliance with the Prescribed Increases or Adjustments in Wage Rates
D.O. 118-12 Rules and Regulations Governing Employment of Drivers and Conductors in
Public Utility Transport Industry
NWPC Guidelines No. 1, Series of 2012 Operational Guidelines on D.O. 118-12
LTFRB M.C. 2012-001 Issuance of Labor Standards Compliance Certificate to Bus Companies
Implementing Rules and Regulations of P.D. No. 851
* Revised Implementing Rules and Regulations of P.D. No. 851 (Revised Guidelines on the
Implementation of the 13th Month Pay Law)
Department Advisory No. 4, Series of 2008, (13th Month Pay)
Department Advisory No. 3, Series of 2010, (13th Month Pay)
D.O. 112-11 Guidelines in the Implementation of the Special Leave Benefits for Women
* D.O. 112A-12 Amending the Guidelines on the Implementation of the Special Leave Benefits
for Women (Amended D.O. 112-11)
Implementing Rules and Regulations of R.A. 7641 (Rules Implementing the New Retirement
Law)
D.O. 09, Series of 1998 Rules Prescribing the Retirement Age for Underground Mine
Employees
D.O. 56-03, Series of 2003 Rationalizing the Implementation of Family Welfare Program
(FWP) in DOLE
D.O. 115-A, Series of 2012, Operational Guidelines on the Issuance of a Tripartite Certificate
of Compliance with Labor Standards (TCCLS)
D.O. 115-11 Guidelines on the Implementation of the Incentivizing Compliance Program (ICP)

D.O. 33-02 Guidelines and Operational Procedures on the Master Listing of Child Laborers
D.O. 115B-12 Operational Guidelines on the Issuance of Child-Labor Free Establishment
D.O. 65-04 Rules and Regulations Implementing R.A. No. 9231, Amending R.A. 7610, As
Amended
D.O. 18-02 Contracting/Subcontracting
* D.O. 18-A Rules Implementing Articles 106 to 109 of the Labor Code (Amended D.O. 18-02)
Memorandum dated June 18, 2012 Guidelines on the Computation of the Ten Percent (10%)
Administrative Cost pursuant to Department Order No. 18-A (D.O. 18-A)
Department Circular 1, Series of 2008 Policy Guidelines Governing the Occupational
Safety and Health of Workers in the Call Center Industry
Department Circular No. 01, Series of 2012 Clarifying the Applicability of Department
Order No. 18-A, Series of 2011, to Business Process Outsourcing (BPO)/ Knowledge Process
Outsourcing (KPO) and the Construction Industry
Implementing Rules and Regulations Governing Private Recruitment and Placement Agency
(PRPA) for Local Employment
D.O. 123-12 Guidelines on the Implementation of the Social Amelioration and Welfare
TESDA Circular No. 16, Series of 2004 Revised Guidelines in the Implementation of
Apprenticeship and Learnership Program
D.O. 01-01 Expansion of Learnable Trades
Implementing Rules and Regulations of B.P. 344, An Act Enhancing the Mobility of Disabled
Persons (PWD)
D.O. 119-12 Rules Implementing R.A. 10151
D.O. 15-01 Rules on Internal Combustion Engine and Power Piping Lines (Rule 1180 Internal
Combustion Engine)
D.O. 14-01 Guidelines Governing the Employment and Working Conditions of Security Guards
and Similar Personnel in the Private Security Industry
D.O. 107-10 Guidelines on the Single Entry Approach Prescribing a 30-day Mandatory
Conciliation-Mediation Services for all Labor and Employment Cases
D.O. 40-H-13 Amending Rule XXII of the Implementing Rules of Book V of the Labor Code of
the Philippines
D.O. 125-13 Revised Guidelines on the Conduct of Time and Motion Study or TMS (Amended
D.O. 126-13 Revised Guidelines on the Conduct of Facility Evaluation
D.O. 129-13 Rules and Regulations Governing the Employment and Working Conditions of
Seafarers On-board Ships Engaged in Domestic Shipping
D.O. 130-13 Rules and Regulations on the Employment of Filipino Seafarers On-board
Philippine Registered Ships Engaged in International Voyage
D.O. 130A-13 Guidelines on the Authorization of Recognized Organizations to Conduct
Inspection and Certification of Philippine Registered Ships Engaged in International Voyages
pursuant to Maritime Labor Convention (MLC), 2006
D.O. 132-13 Guidelines on Maritime Occupational Safety and Health
D.O. 73-05 Tuberculosis Prevention and Control in the Workplace

Labor Advisory 04, Series of 2014 Exemption of Bus Operator-Driver from Part-Fixed,
Part-Performance Compensation Scheme for Bus Drivers and Conductors under Department
Order 118-12
Rules and Regulations promulgated under R.A. 4566
Labor Advisory 12-13 Payment of 13th Month Pay
Labor Advisory on R.A. 7641 (Labor Advisory on Retirement Pay Law)
Deparment Advisory No. 06, Series of 2011 Guidelines in the Implementation and
Monitoring of the Kapatiran WISE-TAV Program
Department Advisory 02-08, Strengthening the Livelihood Formation and Enhancement
Services for Women, Youth and Child Laborers' Parents and Older Siblings
Department Advisory No. 2, Series of 2004, Implementation of Compressed Workweek
Scheme
Department Advisory No. 2, Series of 2009, Guidelines on the Adoption of Flexible Work
Arrangements
Department Advisory No. 2, Series of 2010, Implementation of Flexible Work
Arrangement for the Manufacturing Sector in Mindanao due to Power Crisis
Department Advisory No. 4, Series of 2010, Guidelines on the Implementation of Flexible
Work Arrangements and the Exemption from the Night Work Prohibition for Women Employees
in the Business Process Outsourcing Industry
Department Advisory No. 05-10 Guidelines for the Implementation of a Workplace Policy
and Program on Hepatitis B
Joint Administrative Order No. 01, Series of 2011, Memorandum of Agreement by and
among DOLE, DPWH, DTI-CMDF, PCAB, DILG, PRC
Guidelines in the Placement of Cadets /Apprentices Under the Job Corps Program (D.O. 22-02)

Technical Working Group
Rebecca C. Chato
Undersecretary
Catherine Legados-Parado
Director IV - BWC
Judaline Alde-Campo
Attorney V - BWC
Abigail M. Gonzales-Daradal
Attorney IV - BWC
Jaclyn C. Vicente
Attorney III - BWC
Maria Adella L. Fandialan

Attorney III BWC
Engr. Kristine Carol Soriente

Sr. LEO - BWC
Jeanette B. Guevarra
Technical Staff
All Rights Reserved
This Manual, or any part thereof, may not be reproduced for commercial purposes without the
written permission of the Bureau of Working Conditions, Department of Labor and
Employment.
This Manual is published by the

Bureau of Working Conditions (BWC)
Department of Labor and Employment (DOLE)
3rd Floor, DOLE Bldg., Intramuros, Manila
Tel. No. 527300 locals 301, 308; Telefax No. 527-3478;
email: dole.bwc@gmail.com; website: www.bwc.dole.gov.ph
- NOT FOR SALE
Acknowledgment: Regional Offices, Conciliator-Mediator Ericson Igual, OSHC, ECC,

NWPC, BLR, NCMB, LCO, HRDS

Manual On The LLCS

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What is the purpose of this manual?

What is the purpose of this manual?

What are some of the key considerations that led to the shift in enforcement approaches?

What are some of the key considerations that led to the shift in enforcement approaches?

Manual on Labor Laws

Compliance System and

Department of Labor and Employment

i | Manual on LLCS and Procedures for Uniform Implementation

ii | Manual on LLCS and Procedures for Uniform Implementation

Accountability, integrity, transparency, and uniformity of action have all been in my

Broad is the developmental approach. It combines awareness-raising, incentives for

iii | Manual on LLCS and Procedures for Uniform Implementation

iv | Manual on LLCS and Procedures for Uniform Implementation

I am convinced that the LLCS, if implemented correctly, will foster an environment

Cagayan de Oro City, Philippines. 29 August 2014.

v | Manual on LLCS and Procedures for Uniform Implementation

vi | Manual on LLCS and Procedures for Uniform Implementation

vii | Manual on LLCS and Procedures for Uniform Implementation

Part II. Assessment of Priority Establishments

Part III. Assessment Protocol

Part IV. Compliance Assessment Modalities

Part V. Guidelines in the Conduct of Special Assessment

viii | Manual on LLCS and Procedures for Uniform Implementation

Part VII. Handling of Limitations or Interference in the Conduct

Part VIII. Authority to Assess/Investigate. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29

Part IX. Organizational and Administrative Arrangements

Part X. Annual Work Program

Part XI. Procedures in the Conduct of the Modes of LLCS Implementation

Part XII. Annexes

ix | Manual on LLCS and Procedures for Uniform Implementation

A. Purpose, Policy and Scope

The LLCS was formulated to operationalize the constitutional mandate to

Pursuant to Department Order No. 131-13, which superseded Department Order

Assessment refers to the determination of compliance by establishments with

B. Performance Indicators: Philippine Labor and Employment Plan

MFO 4: Employment Regulation Services

1 | Manual on LLCS and Procedures for Uniform Implementation

1. Joint Assessment or Assessment. This refers to scheduled

2. Compliance Visit or Visit. This refers to the act of validating

a. SEnA Referral pursuant to Section 7 of Department Order No. 107, series of

3. Occupational Safety and Health Standards Investigation or

This Investigation shall be conducted based on any condition or practice

a. Imminent Danger refers to a condition or practice in any workplace that

b. Disabling Injury refers to a work injury which results to death, permanent

c. Plain View Violation refers to observable and apparent OSHS violation.

4. Verification Assessment or Verification. This is a follow-up

2 | Manual on LLCS and Procedures for Uniform Implementation

c. Other analogous circumstance that requires validation from the LLCO to

D. LLCS and Incentivizing Compliance Program (ICP)

For purposes of encouraging more establishments to go through the tripartite

1. Establishments with TCCLS are automatically deemed to have COCs and

Pursuant to D.O. 131-13, the priority establishments shall be those:

1. Engaged in hazardous work;

3 | Manual on LLCS and Procedures for Uniform Implementation

A. Assessment of Contractors/Subcontractors, Service Cooperatives and

To ensure compliance with Department Order No. 18-A, series of 2011;

1. DOLE-RO of Registration. The RD shall ensure and oversee the

a. Assign, through raffle, to qualified LLCOs in his/her region the registered