In order to preserve the interests of the company and the confidentiality of its business and affairs, the employee agrees that he maintains strict confidentiality during the duration of his employment and since and after the effective termination of his employment and that he has no technical, commercial, financial or commercial information, methods, processes, inventions (whether or not they fall within the scope of intellectual property protection or whether they are considered confidential). s) and have not been disclosed, including, but not limited to: customers. Customer lists or requirements, price lists, pricing structures, marketing and distribution information, business or business plans, employees or senior managers, financial information, product lines, research activities, plans, designs and formulas, whether established by employees or by other means. The Company has the right to hold exclusive ownership of all intellectual property rights, including but not limited to software, hardware specifications and other proprietary rights established, developed and discovered by the employee during his employment with the Company, including all records for the same. In the event that the worker is, for any reason, separated or terminated from his employment relationship, he may not seek employment in a local or foreign company active in the Philippines, nor establish or establish a company offering similar services for a period of one (1) year from the date of separation or termination. Regular employment, unlike other forms of employment, offers the worker complete job security. Of course, you can use the standard form of the employment contract. A regular employment contract should embody respect for this job security, while maximising the potential exercise of management`s prerogatives. The right to benefits and obligations of the worker to serve the employer with the utmost fidelity and confidence should be presented accordingly in the agreement. Ignacio, I will look for a standard form for regular employment and send you as soon as possible. After regularization, the employee is entitled to seven (7) days of leave and seven (7) days of sick leave for each year of actual employment, the employee is expected to be granted leave before he or she can apply. As vacation credits cannot be converted to cash, it is strongly recommended that the employee use all vacation credits earned during the calendar.
The Labor Act of the Philippines is the law that governs employment in the Philippines. The Ministry of Labour and Employment also adopts decrees of the Ministry on the implementation of the laws of the Labour Code and sets the daily rates of the minimum wage. . . .