Labor Code: Knowledge Level Among Employees and Managers of Selected Cooperatives in Aklan

An Undergraduate Thesis Presented to the
Faculty of the College of Business and Management
West Visayas State University
La Paz, Iloilo City

In Partial Fulfillment of the Requirements for the Degree
Bachelor in Cooperatives Management

by
Lady Cristy O. Estanislao
Lyzette Z. Zaspa
March 2014
Chapter 1
Introduction to the Study

Chapter 1 is divided into five parts: (1) Background and Theoretical Framework of the Study, (2) Statement of the Problem and the Hypothesis, (3) Significance of the Study, (4) Definition of Terms, and (5) Delimitation of the Study.
Part One, Background and Theoretical Framework of the Study, gives the overview of the research problem and the theories upon which and the research problem is anchored.
Part Two, Statement of the Problem and Hypothesis, identifies the main problems, which the study hoped to answer and hypothesis to be tested.
Part Three, Significance of the Study, presents the possible contributions and the specific applications and knowledge that will be gained from the results of the study.
Part Four, Definition of Terms, contains the conceptual and the theoretical definition of key terms to be used in the study.
Part Five, Delimitation of the Study, specifies the scope and coverage of the study.
Background and Theoretical Framework of the Study
Labor rights is a very broad issue, however it can be simplified as the protection and respect of human life in the workplace and the right to work itself. Some components of labor rights are the rights to job safety, collective bargaining, and equal pay for equal work.
Labor rights vary by country; however the International Labor Organization (ILO) provides universal standards and guidelines. The concept of international labor standards is a fairly recent development in the context of world history. It was the Industrial Revolution in the nineteenth century and the related movement of ideas that served as a catalyst for the evolution of international human rights, and in particular of international labor standards. As the human cost of industrialization became apparent, there was increased awareness of the importance of protecting workers and establishing a universal set of international standards to ensure equal protection for all. In parallel, industrialists feared that they would lose out to competitors if they unilaterally improved working conditions. This led to the need for international social regulation in order to achieve a level playing-field for all parties. (Lee, E.: “Globalization and labor standards: A review of issues”, in International Labor Review, Vol. 136, No. 2 (1997), pp. 173-189.).
Shelley Gregory (2001), formerly Senior Staff Attorney at the Legal Aid Society Employment Law Center, notes that, “People bring all of their ideas, their beliefs, their perceptions, and their ways of making sense of the world into their workplace with them. She goes on to explain that workplaces are much more regulated than our homes. There is a lot that goes on in the workplace that really has a serious effect on people’s lives. Labor code has traditionally encompassed the relationships among unions, employers, and employees. Labor code grant employees in certain sectors the right to unionize and allow employers and employees to engage in certain workplace-related activities in order to further their demands for changes in the employer-employee relationship. According to Jean-Claude Javillier, Director, International Labor Standards Department, Labor Code should be emphasized that the main pillar of the notion of decent work, is respect for fundamental rights at work. Indeed, this approach might otherwise be expressed as “the rights way to decent work”, with the inference that, while the problems and debates linked to globalization are not in any way new, they are now to be viewed more basically from the human rights perspective.
According to Marcos (1974) as cited by Alcantara (1994) the Labor Code of the Philippines was promulgated to mark a new era for labor in the land. This code considered by all responsible quarters as a landmark law under the crisis government, protects most comprehensively the rights, interest, and welfare of the Filipino worker; and prescribes the framework for basic government policies and programs on labor in society.
Labor Code deals with the body of laws which addresses the legal rights of and restrictions on working people and their organization. The direct function of labor law is that it deals with the rules governing employment relationship. the more it is worth. Marx defined value as "consumed labor time", and stated that "all goods, considered economically, are only the product of labor and cost nothing except labor” (http://www.isil.org/resources/lit/labor-theory-val.html).
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Figure 1 shows the research paradigm INDEPENDENT VARIABLE DEPENDENT VARIABLE

Figure 1. The employees’ and managers knowledge level on Labor Code as influenced by certain personal factors.
Statement of the Problem and the Hypotheses
This study aims to determine the level of Labor Code knowledge among employees and managers of selected cooperatives in Aklan.
Specifically, this study sought answers to the following questions.
What is the level of knowledge on Labor Code among employees and managers of selected cooperatives in Aklan when taken as a group or classified according to sex, age, educational attainment, and annual family income?
Are there significant differences on level of knowledge on Labor Code among employees and managers of selected cooperatives in Aklan when they are classified according to sex, age, educational attainment, and annual family income?
In view of the preceding questions, the following hypothesis is advanced: 1. There are no significant differences on the level of knowledge on Labor Code among employees and managers of selected cooperatives in Aklan when classified according to sex, age, educational attainment and annual family income?

Significance of the Study The findings of this study are useful to the employees and managers, students, educators, Department of Labor and Employment and future researchers. It will document the knowledge level on Labor Code among the employees and managers of selected cooperatives in Aklan.
The outcome of the study may add more knowledge and awareness to the employees and managers of selected cooperatives on Labor Code. The study may be of great help to promote the welfare of employees and regulate their relations with their employers.
Students of cooperatives and other business courses may benefit from this study. Knowing their legal rights and obligations, they will become better employees and cooperative leaders.
The educators of cooperatives may also use the results of this study as a guide in teaching their students.
Lastly, the results and findings of this study may serve as reference material for future researchers interested in conducting similar studies.
Definition of Terms The following terms are given their operational and conceptual meanings used for the purpose of clarity and easy understanding: Cooperative--a duly registered association of persons with a common bond of interest, who have voluntarily joined together to achieve a lawful common social or economic end, making equitable contribution to the capital required and accepting a fair share of the risks and benefits of the undertaking in accordance with universally accepted cooperative principle (Garcia & Guanzon, 2004). In this study, it referred to the selected cooperatives in Aklan. Employees--individuals who work for or is in the service of an employer (Disini, 2007).
In this study, the employees of the selected cooperative in Aklan were the respondents of this study. Knowledge--the understanding of or information about a subject which a person gets by experience or study, and which is either in a person's mind or known by people generally (http://dictionary.cambridge.org/dictionary/british/knowledge). In this study, it referred to the idea of the employees and managers of selected cooperatives in Aklan about the Labor Code. Labor code--the principal labor law of the country (Azucena, 2001). In this study, it referred to the law which promotes the rights and welfare of every employee and worker in their workplace in the Philippines. Managers--persons who conduct business or household affairs (Merriam-Webster Dictionary, 1999). In this study, the managers of the selected cooperatives in Aklan were the respondents of this study. Selected--select; specifically: of a higher grade or quality than the ordinary
(www.merriam-webster.com/dictionary).
In this study, it referred to the employees and managers of cooperatives in Aklan who are the subject of this study.
Delimitation of the Study This study was conducted to find out the knowledge level on Labor Code among the employees and managers of selected cooperatives in Aklan. The descriptive method of research was used in this study. Data were gathered through a researcher-made checklist. The respondents of the study were the 72 employees and managers of the 12 selected cooperatives in Aklan. The convenience sampling was used in their selection. The independent variables in the research were personal factors such as sex, age, educational attainment and annual family income while the dependent variable will be the knowledge level on the Philippine Labor Code among the employees and managers of selected cooperatives in Aklan.
Chapter 2
Review of the Related Literatures

Chapter 2 presents a review of related literature and studies which serve as a basis for this study. This chapter consists of four parts that includes the following topics: (1) Cooperatives, (2) Types and Categories of Cooperatives, (3) Constitutional Provisions on Labor, and the (4) Labor Code of the Philippines.

Cooperatives
The word cooperative is derived from the French word “cooperari.” The word “co” means “with.” Combined with “operari” (to work, from opus, operis, work), it delineates the concept of “working together.” The social concept shows a process of working together and thinking together to achieve and enjoy the best of life.
Cooperative is the dynamic form of business enterprise that embodies the philosophy of cooperation. It signifies the voluntary assent of people to form themselves into a group for the promotion of their common needs by mutual action, democratic control and sharing of economic benefits on the basis of patronage by members. It is a business enterprise, like any other business, which has its primary aim, the promotion of the economic welfare of its members (Esguerra, 1973).
According to the Primer on Cooperatives by National Cooperatives and Small Business Administration, a cooperative association is a form of non-profit business enterprise which is owned and democratically controlled on mutual and equitable basis by shareholders who patronize the business and who participate in any savings in proportion to their patronage. This same definition has been adopted by Celeste, et al., in Principles of Economics for High Schools and also by Agustin C. Lachica in Learning Cooperatives.
Andres V. Castillo in his Principles of Economics defines cooperatives as follows: “A cooperative is an association of individuals in a mutually helpful undertaking to supply the members with essential goods and services at costs.”
ACCFA’s most accepted definition runs as follows: “A cooperative is a voluntary organization of people formed for the purpose of meeting their common needs, for mutual action, democratic control and sharing economic benefits on the basis of participation or patronage.” (ACCFA, Concepts of Cooperation, Principles and Practices)
And lastly, a cooperative is an autonomous and duly registered association of persons, with a common bond of interest, who have voluntarily joined together to achieve their social economic and cultural needs and aspirations by making equitable contributions to the capital required, patronizing their products and services and accepting a fair share of the risks and benefits of the undertaking in accordance with universally accepted cooperative principles (R.A. 9520).

Types and Categories of Cooperatives.
Types of Cooperatives may fall under any of the following types: Credit cooperative. One that promotes and undertakes savings and lending services among its members; Consumers cooperative. One the primary purpose of which is to procure and distribute commodities to members and non-members; Producers cooperative. One that undertakes joint production whether agricultural or industrial; Marketing cooperative. One which engages in the supply of production inputs to members and markets their products; Service cooperative. One which engages medical and dental care, hospitalization, transportation, insurance, housing, labor, electric light and power, communication, professional and other services; Multipurpose cooperative. One which combines two or more of the business activities of these different types of cooperatives; Advocacy cooperative. A primary cooperative which promotes and advocates cooperativism among its members and the public through socially-oriented projects, education and training, research and communication, and other similar activities to reach out to its intended beneficiaries; Agrarian reform cooperative. One organized by marginal farmers majority of which are agrarian reform beneficiaries for the purpose of developing an appropriate system of land tenure, land development, land consolidation or land management in areas covered by agrarian reform; Cooperative bank. One organized for the primary purpose of providing a wide range of financial services to cooperatives and their members; Dairy cooperative. One whose members are engaged in the production of milk which may be processed and/or marketed as dairy products; Education cooperative. One organized for the primary purpose of owning and operating licensed educational institutions, notwithstanding the provisions of Republic Act No. 9155, otherwise known as the Governance of Basic Education Act of 2001; Electric cooperative. One organized for the primary purpose of undertaking power generation, utilizing renewable energy sources, including hybrid systems, acquisition and operation of subtransmission or distribution to its household members; Financial service cooperative. One organized for the primary purpose of engaging in savings and credit services and other financial services; Fisherman Cooperative is one organized by marginalized fishermen in localities whose products are marketed either as fresh or processed products; Health services cooperative. One organized for the primary purpose of providing medical, dental and other health services; Housing cooperative. One organized to assist or provide access to housing for the benefit of its regular members who actively participate in the savings program for housing; Insurance cooperative. One engaged in the business of insuring life and property of cooperatives and their members; Transport cooperative. One which includes land and sea transportation, limited to small vessels, as defined or classified under the Philippine maritime laws, organized under the provisions of this Code; Water services cooperative. One organized to own, operate and manage water systems for the provision and distribution of potable water for its members and their household; Workers cooperative. One organized by workers, including the self-employed, who are at the same time the members and owners of the enterprise; and Cooperatives shall be categorized according to membership and territorial considerations as follows: In terms of membership, cooperative shall be categorized into:
Primary – the members of which are natural persons;
Secondary – the members of which are primaries; and
Tertiary – the members of which are secondary cooperatives; and In terms of territory, cooperatives shall be categorized according to areas of operations which may or may not coincide with the political subdivisions of the country (R.A. 9520).

Constitutional Provisions on Labor
In its Preamble, the Constitution of the ILO (1919) affirms the principle of freedom of association as being among the means of improving the conditions of workers and ensuring peace. The 1944 Declaration of Philadelphia, which forms part of the Constitution of the ILO, affirms that “freedom of expression and of association are essential to sustained progress”. Freedom of association and collective bargaining are of vital importance for the social partners, since they enable them to establish rules in such areas as working conditions, including wages, and to further more general claims. (Dunning, H.: “The origins of Convention No. 87 on freedom of association and the right
To organize”, in International Labor Review, Vol. 137, No. 2 (1998), pp. 149-167.) Bernard Gernigon, Alberto Odero and Horacio Guido stated that the term “collective bargaining” extends to all negotiations which take place between an employer, a group of employers or one or more employers’ organizations, on the one hand, and one or more workers’ organizations, on the other, Fundamental rights at work and international labor standards for: (a) determining working conditions and terms of employment; and/or (b) regulating relations between employers and workers; and/or (c) regulating relations between employers or their organizations and a workers’ organization or workers’ organizations. (Gernigon, B.; Odero, A.; Guido, H.: Collective bargaining: ILO standards and the principles of the supervisory bodies (Geneva, ILO, 2000).
According to Constance Thomas and Yuki Horii, the Declaration of Philadelphia affirms that “all human beings, irrespective of race, creed or sex, have the right to pursue both their material well-being and their spiritual development in conditions of freedom and dignity, of economic security and equal opportunity”. It further proclaims that the attainment of the conditions making it possible to achieve equality of opportunity and treatment shall be the central aim of national and international policy, and that “all national and international policies and measures, in particular those of an economic and financial character, should be judged in this light and accepted only in so far as they may be held to promote and not to hinder the achievement of this fundamental objective”. (Equal remuneration: General Survey of the Reports on the Equal Remuneration Convention (No. 111), 1958 and Recommendation (No. 90), 1951, Report III(4B), International Labor Conference, 72nd Session, Geneva, 1986).
Lastly, According to Alcantara (1994), the following provisions of the 1987 Constitution of the Philippines can serve as bases to sustain the validity of labor and social legislation:
“The state shall afford full protection to labor, local and overseas, organized and unorganized, and promote full employment and equality of employment opportunities for all.”
“It shall guarantee the rights of all workers to self-organization, collective bargaining and negotiations and peaceful concerted activities, including the right to strike in accordance with law. They shall be entitled to security of tenure, humane conditions of work, and a living wage. They shall also participate in policy and decision-making processes affecting their rights and benefits as may be provided by law.”
“The state shall promote the principle of shared responsibility between workers and employers and the preferential use of voluntary modes in settling disputes, including conciliation, and shall enforce their mutual compliance there with to foster industrial peace.”
“The state shall regulate the relations between workers and employers, recognizing the right to labor to its share in the fruits of production and the right of enterprises to reasonable returns on investments, and expansion and growth.”
“The state affirms labor as a primary social economic force. It shall protect the rights of workers and promote their welfare.”
“The right of the people, including those employed in the public and private sectors, to form unions, associations or societies for purposes not contrary to law shall not be abridged.”
“The right to self-organization shall not be denied to government employees.”
“The state shall protect working women by providing safe and healthful working conditions, taking into account their maternal functions, and such facilities and opportunities that will enhance their welfare and enable them to realize their full potential in the service of the nation.”
“The state shall promote social justice in all phases of national development.”
Labor Code of the Philippines
The core labor standards and the standards relating to health and safety, working conditions, hours and wages have achieved international recognition as minimum standards for responsible business conduct. As a result, these labor standards generally form the basis for codes of conduct, which have been adopted by organizations and multi-stakeholder groups to ensure compliance with minimum labor standards by suppliers and sub-contractors. (Swinnerton, K.A.: “Essay on economic efficiency and core labor standards”, in World Economy,20(1) (Jan. 1997), pp. 73-86).

Labor Code is a decree thereby revising and consolidating labor and social laws to afford protection to labor, promote employment and human resources development and industrial peace based on social justice (Alcantara, 1994).
Purposes of Enactment. As announced in its title, the Labor Code was enacted “to afford protection to labor, promote employment and human resources development and insure industrial peace based on social justice.” To attain these ends, it introduced fundamental reforms. Then former President Ferdinand E. Marcos, in his speech on May 1, 1974 when he signed the Code into law, enumerated these reforms. Among these are (a) the reorientation of labor laws towards development by purging them of built-in-lever-ages for graft on the part of labor law enforcers and fly-by-night labor leaders, by removing archaic and unworkable provisions, and by eliminating the permit system; (b) the establishment of the National Labor Relations Commission attached to the Ministry of Labor and Employment in place of the Court of Industrial Relations, to assure speedy settlement of labor disputes, unimpaired by legal and judicial technicalities; (c) the integration of the workmen’s compensation system which has become graph-ridden and unworkable into the social security system to be administered by the SSS for the private sector and by the GSIS for the public sector; (d) the establishment of an Overseas Employment Development Board and a National Seamen Board to undertake the systematic employment of Filipinos overseas and optimize the benefits there from in the form of dollar remittances and improves skills and technology; (e) the placing of employees of government-owned and controlled corporations under the Civil Service Commission and providing that the terms and conditions of their employment are to be fixed by law and not subject to collective bargaining; (f) the restructuring of the Philippine labor movement along the one-union, one-industry concept to eliminate inter-union rivalries, and (g) the inclusion within its purview of the agrarian reforms initiated under Presidential Decree No. 27 (Alcantara, 1994). Effectivity of the Labor Code. The Labor Code took effect on November 1, 1974, or six (6) months after its promulgation on May 1, 1974. The transition period was necessary to allow the proper adjustment in the text and amendments to strengthen what experience would reveal as the weaknesses of any part of the Code, to correct significant flaws, and in general to fully align the Code to its broad objectives consistent with the overriding priority of development. The original text of the Code was accordingly modified by Presidential Decree No. 570-A.
On December 18, 1974, Presidential Decree No. 608 was promulgated. It deffered the effectivity of Titles II and III, Book IV of the Code (on the Employees Compensation Commission and Medicare) to January 1, 1975, to enable the Department of Labor, the SSS and the GSIS to perfect the organization of the Employees Compensation Commission and all the programs under it (Alcantara, 1994).

Chapter 3
Research Design and Methodology

Chapter 3 consists of three parts: (1) Purpose of the Study and Research Design, (2) Method, and (3) Data Analysis Procedure. Part One, Purpose of the Study and Research Design, deals with the purpose of the study and described the statistical tools to be use in the study. Part Two, Method, presents the participants, the data-gathering instrument for the research, the procedure employed for scoring and interpreting of the obtained scores, as well as the procedure to be observed in the conduct of the investigation. Part Three, Data Analysis Procedure, presents the statistical tools to be employed in the analysis of the obtained data.
Purpose of the Study and the Research Design This study aimed to determine the knowledge level on Labor Code among employees and managers of selected cooperatives in Aklan. The descriptive method of research was employed in this study. Descriptive research seeks to determine relationships between variables, explores causes of phenomena, tests hypotheses, and develops generalizations, principles or theories on the basis of its findings (Ardales, 2008). A 20-item questionnaire checklist was prepared for this study. All the employees and managers of 12 selected cooperatives in Aklan were the respondents of the study. The independent variables were sex, age, educational attainment, and annual family income while the dependent variable was the knowledge level on Labor Code among employees and managers of selected cooperatives in Aklan.
Method
The respondents of this study were the 72 employees and managers from 12 selected cooperatives in Aklan. They were chosen through convenience sampling, and classified according to, sex, age, educational attainment and annual family income. Table 1 shows that 26 or 36% of the respondents were males and 46 or 64% were females. When classified according to age, 23 or 32% were below 30 years old, 39 or 54% were 31 – 50 years old and 10 or 14% were above 50 years old, when classified according to educational attainment, 3 or 4% were elementary graduates, 3 or 4% were high school graduates, 63 or 88% were college graduates and 3 or 4% were post graduates. Finally, when taken as to annual family income, 38 or 52% has
Php 100, 000 and below, 17 or 24% has Php 100, 001 – Php 200, 000 and 17 or 24% has above Php 200, 000.

Table 1
Distribution of Respondents
| Category |f |% |
|Entire group |72 |100 |
| B. Sex | | |
| Male |26 |36 |
| Female |46 |64 |
| C. Age | | |
| Below 30 years old |23 |32 |
| 31 – 50 years old |39 |54 |
| Above 50 years old |10 |14 |
| D. Educational attainment | | |
| Elementary graduate |3 |4 |
| High school graduate |3 |4 |
| College graduate |63 |88 |
| Post graduate |3 |4 |
| E. Annual Family Income | | |
| Php 100, 000 and below |38 |52 |
| Php 100, 001 – Php 200, 000 |17 |24 |
| Above Php 200,000 |17 |24 |

Data Gathering Instrument To gather data for this study, a 20-items questionnaire-checklist was constructed. The instrument was divided into two parts. Part one consists of the personal data of the respondents and part two was devised to include questions directed toward finding out the knowledge level on Labor Code among employees and managers of selected cooperatives. A five-point scale was arbitrarily set to interpret the scores made on the research instrument. The respondents were assured that all information was treated with outmost confidentiality to encourage them to cooperate and answer the question honestly. The mean scores and the interpretations were as follows: Mean Score Interpretations 4.21 – 5.00 Very high knowledge 3.41 – 4.20 High knowledge 2.41 – 3.40 Moderate knowledge 1.81 – 2.40 Low knowledge 1.00 – 1.80 Very low knowledge
Procedure
The instrument was personally distributed and retrieved by the researchers themselves. The research instrument required the respondents to indicate a check mark on the assigned responses: strongly agree, agree, undecided, disagree, and strongly disagree. Upon retrieval of the accomplished copies of the questionnaire, the researcher then tallied, classified, tabulated and subjected the scores to appropriate statistical treatments.
Data Analysis Procedure The following tools were used in the analysis of the data gathered for this study. Mean. was used to evaluate the knowledge level on Labor Code among employees and members when taken as an entire group and when classified as to certain categories. Frequency count. Frequency count was used to ascertain the number of respondents who responded in every item. Standard deviation, This was used to determine the dispersion of the means obtained. t-test, the t-test was used to determine the significant differences between two level categories. ANOVA (Analysis if Variance) This test was used to determine the significant differences among three or more categories. Significant differences. Inferential statistics was set at .05 alpha level. All statistical computations were computer-processed through the Statistical Package for Social Sciences (SPSS) software.

Chapter 4
Results and Discussions

Chapter 4 presents the results and their corresponding analyses. This chapter is divided into two parts: (1) Descriptive Data Analysis, and (2) Inferential Data Analysis.
Part One, Descriptive Data Analysis, presents the descriptive data and their respective analyses and interpretations. Part Two, Inferential Data Analysis, presents the inferential data and their corresponding analyses and interpretations.
Descriptive Data Analysis Table 2 shows that the knowledge level of the employees and managers of the selected cooperatives in Aklan regardless when they were grouped according to age, sex, annual family income and educational attainment was “very high knowledge”. This was revealed by obtaining the mean scores which fell within 4.27 – 5.00. The obtained mean score fell within the 0.28 – 0.64 shows a narrow dispersion of the means which indicates the homogeneity of the cooperative employees and managers in their Labor Code knowledge.

Table 2
Knowledge Level on Labor Code among Employees and Managers of selected cooperatives in Aklan
|Category |M |Description |SD |
|Entire group |4.27 |Very high knowledge |.39 |
|Age | | | |
| Below 30 years old |4.13 |High knowledge |.45 |
| 31 – 50 years old |4.39 |Very high knowledge |.34 |
| Above 50 years old |4.13 |High knowledge |.35 |
|Sex | | | |
| Male |4.10 |High knowledge |.39 |
| Female |4.37 |Very high knowledge |.37 |
|Educational Attainment | | | |
| Elementary Graduate |4.05 |High knowledge |.53 |
| High School Graduate |3.90 |High knowledge |.40 |
| College Graduate |4.30 |Very high knowledge |.38 |
| Post Graduate |4.27 |Very high knowledge |.64 |
|Annual Income | | | |
| Php 100,000 and below |4.20 |High knowledge |.44 |
| Php 100, 001 – Php 200, 000 |4.27 |Very high knowledge |.28 |
| Above Php 200, 000 |4.32 |Very high knowledge |.37 |

|Scale | Description |
|4.21 – 5.00 | Very high knowledge |
|3.41 – 4.20 | High knowledge |
|2.41 – 3.40 | Moderate knowledge |
|1.81 – 2.40 | Low knowledge |
|1.00 – 1.80 | Very low knowledge |

Inferential Data Analysis Differences in the Labor Code knowledge level among employees and managers of selected cooperatives in Aklan classified according certain categories.
Table 3 shows that no significant differences existed on the labor code knowledge level among employees and managers when grouped according to sex, t (70) = -2.947, p = .004.
Table 3 t-test Results of the Labor Code Knowledge Level Among Employees and Managers in Selected Cooperatives in Aklan When Grouped According to Sex.
|Category |M |df |t-value |Sig. |
|Sex | | | | |
| Male |4.10 | | | |
| | |70 |-2.947 |.004 |
| Female |4.37 | | | |

The one-way ANOVA results in Table 4 showed that no significant differences existed on the labor code knowledge level of the respondents grouped according to age F = 4.014, p = .022, educational attainment F = 1.308, p = .279 and monthly income F = 2.172, p = .122. All ps> .05
ANOVA Results of the Labor Code Knowledge Level among Employees and Managers of selected cooperatives in Aklan when Grouped According to Age, Educational Attainment and Family Income
TABLE 4
|Age |Sum of Squares |df |Mean Square |F |Sig. |
| | | | | | |
| Between groups | 1.154 | 2 | .577 |4.014 |.022 |
| Within groups | 9.919 |69 | .144 | | |
| Total | 11.073 |71 | | |
| | | | | | |
|TABLE 5 | | | | | |
|Educational Attainment Sum of Squares | df |Mean Square | F |Sig. |

Between groups .604 3 .201 1.308 .279 Within groups 10.469 68 .154 Total 11.073 71
| |
|TABLE 6 |

Family Income Sum of Squares df Mean Square F Sig.
|Between groups .656 2 .328 2.172 .122 |
|Within groups 10.417 69 .151 |
|Total 11.073 71 |

Chapter 5
Summary, Conclusions, Implications and Recommendations

Chapter 5 consists of four parts: (1) Summary of the Problems, Method, and Findings; (2) Conclusions; (3) Implications and (4) Recommendations.
Part one, Summary of the Problems, Method and Findings, restate the problem, discusses the procedure, and gives the findings of the study.
Part Two, Conclusions, presents the conclusions derived from the result of the study.
Part Three, Implications, discusses the relation of the result of the study with certain theories and practices.
Part Four, Recommendations, suggests some significant measures based on the results and conclusions of the study.
Summary of the Problems, Method and Finding
This study aimed to determine the Labor Code knowledge level among the employees and managers of selected cooperatives in Aklan.
Specifically, this study sought answers to the following questions.
1. What is the level of knowledge on Labor Code among employees and managers of selected cooperatives in Aklan when taken as a group or classified according to sex, age, educational attainment, and annual family income?
2. Are there significant differences in the level of knowledge on Labor Code among employees and managers of selected cooperatives in Aklan when they are classified according to sex, age, educational attainment, and annual family income?
In view of the preceding questions, the following hypothesis is advanced:
1. There are no significant differences in the level of knowledge on Labor Code among employees and managers of selected cooperatives in Aklan when classified according to (a) sex, (b) age, (c) educational attainment and (d) annual family income?
This study was conducted on May 2013. The 72 respondents were selected through convenience sampling. They were classified according to sex, age, educational attainment and annual family income.
Findings of the study were as follows:
1. The employees and managers of cooperatives in Aklan had very high knowledge level of Labor Code. 2. No significant differences existed on the level of knowledge of the employees and managers of cooperatives on Labor Code when they were taken as to sex, age, educational attainment and annual family income.
Conclusions
In view of the findings, the following conclusions were drawn:
1. The employees and managers of cooperatives are fully knowledgeable of the Labor Code. They know what are their rights and responsibilities as an employee.
2. Age, sex, educational attainment and annual family income were factors not to significantly influence one’s knowledge level on Labor Code. Hence, regardless of whether one is male or female; young or old; elementary graduate, high school graduate, college graduate or post graduate; has low, average or above average income, his Labor Code knowledge level remain comparable among the others.
Implications
The findings of the study lead to a certain implications for practice in relation to the knowledge of employees and managers of the selected cooperatives in Aklan towards their rights as an employee.
The knowledge of the employees and managers are based from their experiences and working conditions. The employees and managers are fully aware of their rights as an employee therefore they give importance to it to maintain peace and harmony for them to increase the productivity in the organization concern.
Furthermore, Article 3 of the Labor Code indicates that the State shall afford protection to labor, promote full employment, ensure equal work opportunities regardless of sex, race, or creed, and regulate the relations between workers and employers. The State shall also assure the rights of workers to self-organization, collective bargaining, security of tenure, and just and humane conditions of work.

Recommendations
Based on the findings and conclusions, the following recommendations are advanced:
Employees and managers should be knowledgeable of their rights and obligations with respect to employment and performance management, appraisal and discipline. Through this there is harmony in the workplace and the goals and objectives of the organization can be easily achieved.
The right of an employee is deemed to be property within the meaning of constitutional guarantees. That is his means of livelihood. He cannot be deprived of his work without due process of law. Therefore, he should be protected against any arbitrary and unjust deprivation of his job.
The Bureau of Employment Services shall be primarily responsible for developing and monitoring a comprehensive employment program. It should also formulate and develop plans and programs to implement the employment promotion objectives of the Labor Code.

REFERENCES

Alcantara, Samson.(1994).Philippine Labor and Social Legislation Annotated.Quezon City: The Philippines Labor Relations Journal
Ardales, Venancio.(2008).Basic Concepts and Methods in Research.Third Edition.Manila: Educational Publishing House
Azucena, C.A.(2006).Everyone’s Labor Code.Fourth Edition.Quezon City: Rex Bookstore Inc.
Cooperative Code of the Philippines R.A 9520, Republic of the Philippines
Disini, D.P.(2007).An Introduction to Labor Laws and Social Legislation.Manila: C & E Publication, Inc.
Esguerra, Mateo.(1973).Cooperatives, Principles and Practices.Quezon City:L.D Onagan & Son Publishing
Garcia, Gil and Guanzon, Mary Anne.(2004).Cooperatives.Manila: University of Santo Thomas Publishing House
Merriam-Webster Dictionary.(1999).Merriam-Webster Publishing House,Virginia,USA
Lee, E.: “Globalization and labor standards: A review of issues”, in International Labor Review, Vol. 136, No. 2 (1997), pp. 173-189.)
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Conference, 70th Session (Geneva, 1984).
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To organize”, in International Labor Review, Vol. 137, No. 2 (1998), pp. 149-167.
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(ACCFA, Concepts of Cooperation, Principles and Practices)
Equal remuneration: General Survey of the Reports on the Equal Remuneration Convention (No. 111), 1958 and Recommendation (No. 90), 1951, Report III(4B), International Labor Conference, 72nd Session, Geneva, 1986). http://dictionary.cambridge.org/dictionary/british/knowledge http://issues.tigweb.org/labour http://www.isil.org/resources/lit/labor-theory-val.html www.merriam-webster.com/dictionary

APPENDICES

APPENDIX A
Letter to the Validators

March 22, 2013

Dear Prof. Ma. Corazon M. Samorin,

We are currently working on our thesis entitled, “Labor Code: Knowledge Level Among Employees and Managers of Selected Cooperatives in Aklan”, in partial fulfillment of the requirements for the degree, Bachelor in Cooperatives Management.

In this connection, we are respectfully requesting for your expertise and professional assistance in validating the attached data-gathering instrument.

Please assess whether the items are relevant for our study. We will appreciate your comments and suggestions for the improvement of this data-gathering instrument.

Thank you very much.

Very truly yours,

LADY CRISTY O. ESTANISLAO

LYZETTE Z. ZASPA Student Researchers

Noted:

PROF. JENNY C. CALABIO Research Adviser

APPENDIX B
Letter to the Respondents

May 20, 2013

Dear Respondents,

We are currently conducting a study entitled, “Labor Code: Knowledge Level Among Employees and Managers of Selected Cooperatives in Aklan”, in partial fulfillment of the requirements for the degree, Bachelor in Cooperatives Management.

You have been chosen as one of the respondents in our study. May we ask for your generous support by answering the attached questionnaire as honestly as you can. Your cooperation will be highly appreciated for the success of this study.

Thank you very much for your kind assistance.

Very truly yours,

LADY CRISTY O. ESTANISLAO

LYZETTE Z. ZASPA
Student Researchers

Noted
PROF. JENNY C. CALABIO
Adviser

APPENDIX C
Knowledge Level Instrument
LABOR CODE: KNOWLEDGE LEVEL AMONG EMPLOYEES AND MANAGERS
OF SELECTED COOPERATIVES IN AKLAN
Part I.
Name of Respondents: (optional) __________________________________________ Please indicate your response by checking (/) the appropriate answer on the blanks provide.

Gender: ____ Male ____ Female

Age: ____ Below 30 years old ____ 31 – 50 years old ____ Above 50 years old

Educational Attainment: ____ Elementary graduate ____ High school graduate ____ College graduate ____ Post-graduate

Annual Family Income: ____ Php 100, 000 and below ____ Php 100, 001 – Php 200, 000 ____ Above Php 200, 000
Part II. Please check (/) the appropriate column that corresponds to your answer to every item on the knowledge level on Labor Code.
The choices are: 5 - Strongly agree 4 - Agree 3 - Undecided 2 - Disagree 1 - Strongly disagree
| |Strongly agree|Agree |Undecided |Disagree |Strongly |
| |5 | | | |disagree |
| | |4 |3 |2 |1 |
|1. The normal hours of work of any employee shall | | | | | |
|not exceed eight (8) hours a day. | | | | | |
|2. Rest periods of short duration during working | | | | | |
|hours shall be counted as hours worked. | | | | | |
|3. Every employee is paid a night shift differential| | | | | |
|of not less than ten percent (10%) of his regular | | | | | |
|wage for each hour of work performed between 10:00 | | | | | |
|in the evening and 6:00 in the morning. | | | | | |
|4. The employer shall respect the preference of | | | | | |
|employees as to their weekly rest day when such | | | | | |
|preference is based on religious grounds. | | | | | |
|5. An additional compensation is paid for overtime | | | | | |
|work which is equivalent to the regular wage plus at| | | | | |
|least twenty five percent (25%) thereof. | | | | | |
|6. The employer may require an employee to work on | | | | | |
|any holiday but such employee is paid a compensation| | | | | |
|equivalent to twice his regular rate. | | | | | |
|7. Work performed beyond eight hours on a holiday or| | | | | |
|rest day is paid an additional compensation | | | | | |
|equivalent to the rate of the first eight hours on a| | | | | |
|holiday or rest day plus at least thirty percent | | | | | |
|(30%) thereof. | | | | | |
|8. There is a rest period of not less than | | | | | |
|twenty-four (24) consecutive hours after every six | | | | | |
|(6) consecutive normal work days. | | | | | |
|9. Every employee who has rendered at least one year| | | | | |
|of service is entitled to a yearly service incentive| | | | | |
|leave of five days with pay. | | | | | |
|10. The minimum wage rates for agricultural and | | | | | |
|non-agricultural employees and workers in each and | | | | | |
|every region of the country shall be those | | | | | |
|prescribed by the Regional Tripartite Wages and | | | | | |
|Productivity Boards. | | | | | |
|11. Wages are paid at least once every two (2) weeks| | | | | |
|or twice a month at intervals not exceeding sixteen | | | | | |
|(16) days. | | | | | |
|12. Wages are not paid by means of promissory notes,| | | | | |
|vouchers, coupons, tokens, tickets, chits, or any | | | | | |
|object other than legal tender. | | | | | |
|13. Wages are paid directly to the workers to whom | | | | | |
|they are due. | | | | | |
|14. Pregnant woman employee who has rendered an | | | | | |
|aggregate service of at least six (6) months for the| | | | | |
|last twelve (12) months are granted with maternity | | | | | |
|leave of at least two (2) weeks prior to the | | | | | |
|expected date of delivery and another four (4) weeks| | | | | |
|after normal delivery or abortion with full pay | | | | | |
|based on her regular or average weekly wages. | | | | | |
|15. No child below fifteen (15) years of age shall | | | | | |
|be employed, except when he works directly under the| | | | | |
|sole responsibility of his parents, guardian, and | | | | | |
|his employment does not in any way interfere with | | | | | |
|his schooling. | | | | | |
|16. Any person between fifteen (15) and eighteen | | | | | |
|(18) years of age may be employed for such number of| | | | | |
|hours and such periods of the day as determined by | | | | | |
|the Secretary of Labor and Employment in appropriate| | | | | |
|regulations. | | | | | |
|17. Any employee who has rendered at least one year | | | | | |
|of service, whether such service is continuous or | | | | | |
|broken shall be considered a regular employee with | | | | | |
|respect to the activity in which he is employed and | | | | | |
|his employment shall continue while such activity | | | | | |
|exists. | | | | | |
|18. An employee may terminate without just cause the| | | | | |
|employee-employer relationship by serving a written | | | | | |
|notice on the employer at least one (1) month in | | | | | |
|advance. | | | | | |
|19. Any employee may be retired upon reaching the | | | | | |
|retirement age established in the collective | | | | | |
|bargaining agreement or other applicable employment | | | | | |
|contract. | | | | | |
|20. In case of retirement, the employee who has | | | | | |
|served at least five (5) years in the establishment | | | | | |
|is entitled to retirement pay equivalent to at least| | | | | |
|one-half (1/2) month salary for every year of | | | | | |
|service, a fraction of at least six (6) months being| | | | | |
|considered as one whole year. | | | | | |

-----------------------
Personal factors:

Sex

Age

Educational attainment

Annual family income

Knowledge level on Labor Code among employees and managers of selected cooperatives