Anti Age Discremination In Employment Act
P500-K multa at 2 taon kulong sa employer na tatanggi sa manggagawang may edad na.
Dear Jc Legal Law,
Kasalukuyan akong naghahanap ng trabaho. Napansin ko lang na mayroong mga employer na tinatanggihan ang mga may edad na kahit na malakas pa ang kanilang pangangatawan. Hindi ba mayroon tayong batas na nagbabawal sa ganito? – Gary
Dear Gary,
Isinusulong sa ilalim ng Republic Act (R.A.) No. 10911, o mas kilala bilang Anti-Age Discrimination in Employment Act, ang pagbibigay ng pantay na oportunidad sa mga manggagawa maging anuman ang edad nila.
Nakasaad sa Section 5 ng R. A. No. 10911 na mahigpit na ipinagbabawal ang pagtanggi sa application ng manggagawa base lamang sa kanyang edad:
“Section 5. Prohibition of Discrimination in Employment on Account of Age –
a. It shall be unlawful for an employer to:
x x x
(3) Decline any employment application because of the individual’s age;
x x x”
Gayunman, maaaring maging sukatan ang edad ng manggagawa kung ito ay sadyang kailangan sa magiging tungkulin o trabaho niya, o upang maipatupad ang mga alituntunin tungkol sa seniority system, retirement at iba pang kinikilala ng ating batas. Batay sa Section 6 ng R. A. No. 10911:
“Section 6. Exceptions. - It shall not be unlawful for an employer to set age limitations in employment if:
a. Age is a bona fide occupational qualification reasonably necessary in the normal operation of a particular business or where the differentiation is based on reasonable factors other than age;
b. The intent is to observe the terms of a bona fide seniority system that is not intended to evade the purpose of this Act;
c. The intent is to observe the terms of a bona fide employee retirement or a voluntary early retirement plan consistent with the purpose of this Act: Provided, That such retirement or voluntary retirement plan is in accordance with the Labor Code, as amended, and other related laws; or
d. The action is duly certified by the Secretary of Labor and Employment in accordance with the purpose of this Act.”
Kung kaya’t kinakailangang masusing malaman ang intensiyon at dahilan sa pagtanggi ng employer sa application ng manggagawa na mayroong edad na. Kung mapatunayang ang ginawang pagtanggi ay hindi kabilang sa mga nabanggit na exceptions ay maaari silang patawan ng fine na hindi bababa sa P50,000 ngunit hindi hihigit sa P500,000, o pagkakakulong na hindi bababa sa tatlong (3) buwan ngunit hindi hihigit sa dalawang (2) taon. Kung ang employer ay korporasyon, trust, firm, partnership o asosasyon, ipapataw ang nasabing parusa sa may-salang opisyal nito. (Section 7, R. A. No. 10911).
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