Latest news with #LaborCode
GMA Network
19 hours ago
- Business
- GMA Network
Kawasaki files counter-manifestation, accuses union of harassment
Kawasaki Motors Philippines Corporation on Wednesday condemned what it called the continued harassment and mockery of its officials by union members over the latter's demand for a salary hike. Through a counter-manifestation filed at the National Conciliation and Mediation Board (NCMB), Kawasaki said the members of the Kawasaki United Labor Union (KULU) 'have enjoyed benefits way above the industry standard and the inflation rate during their tenure at KMPC, yet they still blindly believe that KPMC could give them their blue sky demands, which could lead to its eventual closure.' Kawasaki Motors external legal counsel John Bonifacio said the firm respects the rights of workers to peaceably assemble, self-organize and bargain collectively with the management. 'However, it is also deeply rooted in our justice system that the exercise of the right to organize is not limitless, as safeguards and limitations have been imposed on its exercise to ensure its orderly conduct and to maintain the industrial peace,' Kawasaki said. Reached for comment, KULU decried what it described as an intimidation tactic by the company. 'Legal po ang aming welga dahil lahat ng mga requirements at proseso ay aming sinunod at guided kami ng aming legal. Ang ginagawa ng management ay isang taktika na pananakot sa aming mga lider ng unyon at mga members para itigil ang aming ginagawang welga,' it said. (Our strike is legal because we have followed all the requirements and processes and we are guided by our legal team. What management is doing is a tactic aimed to intimidate our union leaders and members so that we will end the strike.) KULU had filed a manifestation before the Department of Labor and Employment-National Conciliation and Mediation Board, saying that its strike, launched in May, was legal. KULU said that 'there is nothing in the Labor Code that prohibits and prevents the Pilipino working man from declaring a strike on CBA (Collective Bargaining Agreement) negotiations deadlock.' Kawasaki had claimed that the strike has resulted in significant operational disruptions, loss of business opportunities, and reputational damage. Kawasaki said that it remains open to negotiations with KULU, offering a 5% salary increase as the firm continues to recover from pandemic-related financial losses. — BM, GMA Integrated News
GMA Network
30-07-2025
- Business
- GMA Network
Bill seeking P1,200 national minimum wage refiled in House
A bill mandating a P1,200 national daily minimum wage was refiled in the House of Representatives Wednesday. In filing House Bill 2599, Makabayan bloc lawmakers Antonio Tinio of ACT Teachers party-list and Renee Co of Kabataan party-list said the regional wage board system in the last 30 years only resulted in poverty-level wages for workers. They proposed the abolition of the Regional Tripartite Wages and Productivity Board by amending Article 99 of the Labor Code and replace it the National Wages and Productivity Board. 'Filipino workers have weighed in on the regionalized wage regime through 36-year history and found it a big failure. They are now demanding that it be scrapped and for the Philippines to return to the regime of uniform national minimum wage that is based on the family living wage,' the lawmakers said in their explanatory note. The authors then cited an IBON Foundation study showing that the amount needed to raise the current minimum wage to P1,200 living wage only requires 29.7% to 49.1% of the profits amassed by private employers, making it feasible if only employers are willing to cut down on profits. 'The surge in the prices of oil and other basic goods and services in the last several years likewise has devoured, according to some estimates, the wages of our workers by 25-30%. Workers are now groaning under the crushing effect of heavy taxes and high prices on their wages and income,' the lawmakers said. 'It is therefore imperative for the State to ensure that what the Constitution-the workers' just share in the fruits of production and the workers' right to living wage-is fulfilled in pursuit of the equitable distribution of income and wealth towards economic and social development. The State must recognize its justice and necessity given the workers' contribution to society and the economy amid all the hardships,' they added. Violators will face several penalties, including a fine of 100% of the total wage increment due their employees multiplied by the number of unpaid working days, plus P50,000 moral damages to each employee, and suspension of business permit.—with a report from Tina Panganiban Perez/AOL, GMA Integrated News
Malaysian Reserve
19-07-2025
- Business
- Malaysian Reserve
Labor & Employment Lawyers, at Blumenthal Nordrehaug Bhowmik De Blouw LLP, File Suit Against Addiction Research And Treatment, Inc., for Alleged Failure to Reimburse Employees for Business Expenses
Addiction Research And Treatment, Inc. allegedly failed to reimburse employees for business expenses, which included personal cell phone usage on behalf of Defendant. **THIS IS AN ATTORNEY ADVERTISEMENT** TULARE, Calif., July 19, 2025 /PRNewswire/ — The Sacramento employment law attorneys, at Blumenthal Nordrehaug Bhowmik De Blouw LLP, filed a class action complaint alleging that Addiction Research And Treatment, Inc. violated the California Labor Code. The Addiction Research And Treatment, Inc. class action lawsuit, Case No. VCU321645, is currently pending in the Tulare County Superior Court of the State of California. A copy of the Complaint can be read here. According to the lawsuit filed, Addiction Research And Treatment, Inc. allegedly (a) failed to pay minimum wages, (b) failed to pay overtime wages, (c) failed to provide legally required meal and rest periods, (d) failed to provide accurate itemized wage statements, (e) failed to reimburse for required expenses, (f) failed to pay sick wages, and (g) failed to provide wages when due, all in violation of the applicable Labor Code sections listed in California Labor Code Sections 201-203, 226, 226.7, 233, 246, 510, 512, 1194, 1197, 1197.1, 2802, and the applicable Wage Order(s), and thereby gives rise to civil penalties as a result of such alleged conduct. Additional allegations include Addiction Research And Treatment, Inc. failing to reimburse employees for required business expenses. California Labor Code Section 2802 expressly states that 'an employer shall indemnify his or her employee for all necessary expenditures or losses incurred by the employee in direct consequence of the discharge of his or her duties…' During employment, Plaintiff and other California Class Members were allegedly required to use their personal cellular phones as a result of and in furtherance of their job duties. For more information about the class action lawsuit against Addiction Research And Treatment, Inc., call (800) 568-8020 to speak to an experienced California employment attorney today. Blumenthal Nordrehaug Bhowmik De Blouw LLP is an employment law firm with offices located in San Diego, San Francisco, Sacramento, Los Angeles, Riverside and Chicago that dedicates its practice to helping employees, investors and consumers fight back against unfair business practices, including violations of the California Labor Code and Fair Labor Standards Act. If you need help in collecting unpaid overtime wages, unpaid commissions, being wrongfully terminated from work, and other employment law claims, contact one of their attorneys today. **THIS IS AN ATTORNEY ADVERTISEMENT** Media ContactNicholas De BlouwBlumenthal Nordrehaug Bhowmik De Blouw LLP(800) 568-8020[email protected]
Malaysian Reserve
15-07-2025
- Business
- Malaysian Reserve
Labor & Employment Lawyers, at Blumenthal Nordrehaug Bhowmik De Blouw LLP, File Suit Against Curo Pet, LLC, for Alleged Failure to Reimburse Employees for Business Expenses
The animal medical service provider, Curo Pet, LLC allegedly failed to reimburse employees for business expenses, which included personal cell phone usage on behalf of Defendant. **THIS IS AN ATTORNEY ADVERTISEMENT** SAN FRANCISCO, July 15, 2025 /PRNewswire/ — The San Francisco employment law attorneys, at Blumenthal Nordrehaug Bhowmik De Blouw LLP, filed a class action complaint alleging that Curo Pet, LLC violated the California Labor Code. The Curo Pet, LLC class action lawsuit, Case No. CGC-25-625576, is currently pending in the San Francisco County Superior Court of the State of California. A copy of the Complaint can be read here. According to the lawsuit filed, Curo Pet, LLC allegedly (a) failed to pay minimum wages, (b) failed to pay overtime wages, (c) failed to provide legally required meal and rest periods, (d) failed to provide accurate itemized wage statements, (e) failed to reimburse for required expenses, (f) failed to pay sick wages, and (g) failed to provide wages when due, all in violation of the applicable Labor Code sections listed in California Labor Code Sections 201-203, 226, 226.7, 233, 246, 510, 512, 1194, 1197, 1197.1, 2802, and the applicable Wage Order(s), and thereby gives rise to civil penalties as a result of such alleged conduct. Additional allegations include Curo Pet, LLC failing to reimburse employees for required business expenses. California Labor Code Section 2802 expressly states that 'an employer shall indemnify his or her employee for all necessary expenditures or losses incurred by the employee in direct consequence of the discharge of his or her duties…' During employment, Plaintiff and other California Class Members were allegedly required to use their personal cellular phones as a result of and in furtherance of their job duties. For more information about the class action lawsuit against Curo Pet, LLC, call (800) 568-8020 to speak to an experienced California employment attorney today. Blumenthal Nordrehaug Bhowmik De Blouw LLP is an employment law firm with offices located in San Diego, San Francisco, Sacramento, Los Angeles, Riverside and Chicago that dedicates its practice to helping employees, investors and consumers fight back against unfair business practices, including violations of the California Labor Code and Fair Labor Standards Act. If you need help in collecting unpaid overtime wages, unpaid commissions, being wrongfully terminated from work, and other employment law claims, contact one of their attorneys today. **THIS IS AN ATTORNEY ADVERTISEMENT** Media ContactNicholas De BlouwBlumenthal Nordrehaug Bhowmik De Blouw LLP(800) 568-8020nick@
Malaysian Reserve
14-07-2025
- Business
- Malaysian Reserve
Labor & Employment Lawyers, at Blumenthal Nordrehaug Bhowmik De Blouw LLP, File Suit Against Aspen Surgery Center, LLC, for Allegedly Not Paying Employees' Minimum Wages
Aspen Surgery Center, LLC, a medicare certified multi-specialty healthcare facility, allegedly fails to pay employees for time worked off-the-clock, as a result of their time not being accurately recorded. **THIS IS AN ATTORNEY ADVERTISEMENT** CONTRA COSTA, Calif., July 14, 2025 /PRNewswire/ — The San Francisco employment law attorneys, at Blumenthal Nordrehaug Bhowmik De Blouw LLP, filed a class action complaint alleging that Aspen Surgery Center, LLC violated the California Labor Code. The Aspen Surgery Center, LLC class action lawsuit, Case No. C25-01414, is currently pending in the Contra Costa County Superior Court of the State of California. A copy of the Complaint can be read here. According to the lawsuit filed, Aspen Surgery Center, LLC allegedly (a) failed to pay minimum wages, (b) failed to pay overtime wages, (c) failed to provide legally required meal and rest periods, (d) failed to provide accurate itemized wage statements, (e) failed to reimburse for required expenses, (f) failed to pay sick wages, and (g) failed to provide wages when due, all in violation of the applicable Labor Code sections listed in California Labor Code Sections 201-203, 226, 226.7, 233, 246, 510, 512, 1194, 1197, 1197.1, 2802, and the applicable Wage Order(s), and thereby gives rise to civil penalties as a result of such alleged conduct. Additionally, according to the Complaint, Aspen Surgery Center, LLC is required to pay employees for all time worked, meaning the time during which an employee was subject to the control of an employer, including all the time the employee was permitted or suffered to permit this work. Allegedly, Defendant required these employees to work off-the-clock without paying them for all the time they were under Defendant's control. To the extent that the time worked off-the-clock does not qualify for overtime premium payment, Defendant, allegedly, failed to pay minimum wages for the time worked off-the-clock in violation of California Labor Code §§ 1194, 1197, and 1197.1 For more information about the class action lawsuit against Aspen Surgery Center, LLC, call (800) 568-8020 to speak to an experienced California employment attorney today. Blumenthal Nordrehaug Bhowmik De Blouw LLP is an employment law firm with offices located in San Diego, San Francisco, Sacramento, Los Angeles, Riverside and Chicago that dedicates its practice to helping employees, investors and consumers fight back against unfair business practices, including violations of the California Labor Code and Fair Labor Standards Act. If you need help in collecting unpaid overtime wages, unpaid commissions, being wrongfully terminated from work, and other employment law claims, contact one of their attorneys today. **THIS IS AN ATTORNEY ADVERTISEMENT** Media ContactNicholas De BlouwBlumenthal Nordrehaug Bhowmik De Blouw LLP(800) 568-8020[email protected]
