[Points]

• If your work gets called off, you should request full payment of your salary.
• Even if a 100% refund is impossible, a leave payment of approximately 60% of your salary is required by law.
• In this case, as a worker, you need to show your company your willingness to come into work.
• Working at home is not a valid reason for a reduction in salary.

(1) If your company closes as a preventative measure against Covid-19. (Before and After State of Emergency)  

Q.  
If my company closes to prevent the spread of Covid-19 infections, would I be entitled to my regular salary while I am unable to work? 

A. 
You should ask your company for payment in full. (Civil Law Article 536 Paragraph 2) 

 (2) If your company closes as a preventative measure against Covid-19. (During State of Emergency) 

A.  Stay-home Request based on Article 45, Para. 1 of the Act on Special Measures for Pandemic Influenza and New Infectious Diseases Preparedness and Response (“Special Measures Act”). 

Q. 
The company I work for has decided to temporarily suspend its operations 

 in response to the government’s stay-home request due to the state of emergency (Special Measures Act Article 45, Para. 1). I tried asking for a leave allowance, but the company has refused, claiming that they are not responsible for the suspension of operations since it is the result of a “national order”. 

A. 
Let your employer know that you are willing to work, and ask them for payment of your salary in full.. (Civil Law Article 536, Para.2) 

B. Stay-home Request based on the Special Measures Law Article 24, Para.9 “Request for Cooperation” 

Q. 
I work at a commercial facility in Tokyo. The entire facility was subject to a closedown request by the government, and the entire facility has ceased operations. Can I claim anything from my company? 

A. 
Let your employer know that you are willing to work, and ask them for payment of your salary in full. At the very least, your company is required to pay you leave allowance. (Labor Standards Law Article 26) 

(3) Receiving Employment Adjustment Subsidies 

Q. I asked my company to compensate my salary during the shutdown, but they refused, citing a lack of funds. They will not even pay me a leave allowance which is 60% of my full salary. 

A. 
Your company should be eligible for Employment Adjustment Subsidies provided by the state, which reimburses companies for the bulk of the compensation paid to employees during shutdowns. You should demand that your company make use of this subsidy to pay you and your colleagues at the very least a  leave allowance based on the Labor Standards Law Article 26. 

(4)  If your company ceases operations 

Q.
My company ceased operations due to Covid-19. Will I be paid my salary during this period? 

A. 
You should ask your company for payment in full. (Civil Law Article 536 Paragraph 2) 

Q. 
I work at a clothing manufacturer. I am a shop(tenant) clerk at a department store. After the State of Emergency was declared, the department store ceased its operations, and the shop I work at has been unable to open. What will happen to me and my coworkers’ salary? 

A. 
You should demand payment of a leave allowance at the very least. (Labor Standards Act Article 26) Depending on the facts of your situation, you may be able to claim full payment of your salary. (Civil Law Article 536, Para. 2) 

(5) Reduced Working Hours  

Q. 
My company has not closed down, but my work shifts have been cancelled because they are operating at reduced hours. 

A. 
You should ask your company for payment in full for your cancelled shifts. (Civil Law Article 536 Paragraph 2) 

(6) Salary reduced for working from home 

Q. 
What should I do if my company tells me they will reduce my salary because I can’t come into work and am working from home? 

A. 
You should ask your company for payment in the same amount as you normally receive. (Labor Contracts Act Article 8) 

[Points]

• You should demand that your company take appropriate measures to prevent infection
• If your company makes wearing masks obligatory, have your company prepare them for you and your colleagues.

(1)Preventing infections in your workplace

A.  If you are a non-medical worker

Q.  
My company appears to have little interest in taking measures to reduce the risk of infection. 

A.  
You should demand that your company take specific preventative measures. (Labor Contracts Act Article 5). You should also discuss this matter within the workplace and propose specific measures to your company.

B.   If you are a medical worker

Q. 
I work at a medical institution and am worried because the hospital does not tell us whether we have had any Covid-19 patients, or what measures the hospital will take to prevent infection.

A. 
Medical institutions are especially exposed to the risk of infections. You should demand that urgent countermeasures be taken. 

(2) If you are told to wear a mask at work 

A. Will I be disciplined for not wearing a mask?

Q. 
My company tells me to wear a mask while at work. However, since I could not buy them anywhere, I go to work without one. One day, I was told that I was in violation of a company order, and therefore would be subject to disciplinary action if I did not wear a mask to work the following day.

A. 
This constitutes an abuse of disciplinary power, and is therefore invalid. (Labor Contracts Act Article 15)

B. Who should pay for my mask?

Q. 
I buy my own masks because my company tells me to wear a mask while on duty. Do I have to pay for them?

A. 
No, your company should pay for your masks.

(3) Risks related to commuting

Q. 
I live in an area where the only way I can get to work is by boarding a crowded train in the morning. I am afraid of getting infected during the train ride. However, my company is open for business, and is ordering me to take that train. Do I have to come into work under these circumstances?

A. 
Tell your company that you cannot commute in order to prevent infection, and request measures such as staggered commuting and/or working from home.

[Points]

• You should go over your company’s work rules and check if there is a wage guarantee clause. You may also consider applying for sickness benefits.
• (If necessary) consider applying for worker’s compensation.

(1)  Salary during leave of absence due to non-work related infection

Q.
I have contracted Covid-19 outside of work. My company has ordered me not to come to work. In this case, will I be paid my salary?

A. 
As a general rule, your company is not legally obligated to pay, but check if there are any sick leave bylaws you can apply for. You may be eligible for sickness benefits.

Q. 
I have been diagnosed with Covid-19 and am forced to be absent from work. I believe the cause is the crowded train I have to ride every day to commute. 

A. 
There is a possibility that your case will be classified as an industrial accident, but first try considering receiving sickness benefits. 

(2) Unfair treatment of workers infected by Covid-19 

Q. 
I have been infected by Covid-19. When I told my boss, he told me the company will have to close its business and I would have to pay for all the damages incurred. Is this true?

A. 
You are not obligated to pay for your company’s losses. 

３－２  Workers’compensation 

[Points]

• If you are found to have been infected at work, you may be entitled to workers' compensation.
• The Ministry of Health, Labor and Welfare has issued a notice on when infection with Covid-19 qualifies as a work-related accident.

（１）Getting infected at work

Ｑ 
If I get infected by Covid-19 at work, am I entitled to any compensation?

Ａ 
If your case is classified as an work-related accident, you will be entitled to medical treatment and compensation during your absence from work.

（２）Health care workers

Ｑ 
We are doctors and nurses working in hospitals. We have developed a sudden high fever and  tested positive for Covid-19. Will this be classified as a work-related accident?

Ａ 
You can apply for workers' compensation. You may apply for workers' compensation by yourself, or have your employer apply if your condition prevents you from doing so.

（３）If Non-medical workers in high-risk work environments

Ｑ 
I work as a cashier in a supermarket. I am in contact with a large number of customers every day and constantly afraid of getting infected since my employers didn't take proper preventative measures. I developed a sudden high fever and tested positive for Covid-19. I'm not sure when, where, and from whom got the virus, but will it qualify as a work-related accident?

Ａ
There is a good chance that it will be. We recommend that you consult a lawyer or the Labor Standards Inspection Office.

[Points]

• You should ask your company for payment in full. 

Q. 
I have a persistent cough. I may have contracted Covid-19. I have been told to stay home from my company. If I stay home as per the company’s orders, will I be paid my salary?

Also, if I am asked to quarantine due to a family member being infected by Covid-19 even though I am healthy, will my salary be paid?

A.
If you are ordered not to come into work by your company, as a rule, you should be entitled to your full salary. (Civil Law Article 536 Para. 2 )

[Points]

• Covid-19 does not give your employer free rein to dismiss you or refuse renewal of your employment agreement.
• Dismissals due to Covid-19 are redundancies and thus strictly restricted. 
• You can still contest dismissals or non-renewals even if you do not wish to return to work for your employer.
• Fixed-term employment agreements require a higher degree of legal analysis. We recommend you consult an expert. 

(1) If you are dismissed

Q. 
I was working as a regular employee (indefinite-term employment) but was dismissed by my company due to the business crisis caused by Covid-19. 

A. 
You cannot be dismissed without just cause. (Labor Contracts Act Article 16)

(2) If you are dismissed as a fixed-term employee

Q. 
I am a non-regular employee and have been renewing my fixed-term employment contract for 4 years. I was dismissed from my company due to Covid-19.

A. 
The rules surrounding the non-renewal of fixed-term employment agreements differ depending on whether your contract term has expired (Labor Contracts Act Article 19) or not (Labor Contracts Act Article 17). Whichever the case may be, don’t give up just yet.

(3) Mass dismissals

Q. 
At morning assembly, we were suddenly told by our manager that the company was dismissing every single employee due to Covid-19. What should I do?

A. 
This dismissal is inadmissible. 

[Points]

• As in the case of dismissals, companies cannot cancel job offers at will.
• The government has called upon major economic organizations to afford “special consideration” to prevent the cancellation of job offers due to Covid-19. Inform your company of this and request appropriate measures.

Q. 
I was informed that my job offer will be cancelled as the company will be scaling down its business due to the effects of Covid-19. Is there anything I can do?

A. 
Cancelling a job offer is essentially the same as a dismissal. The validity of a cancellation is determined by the same standards as a dismissal, and there is a strong possibility that a cancellation solely due to downscaling will be deemed invalid. (Labor Contracts Act Article 16)

[Points]

• First, make sure whether it is a request for temporary leave, or resignation. 
• If you are requested to resign, make sure whether it is a dismissal or just a recommendation. 
• You are not obligated to accept this request. If you do accept, you should demand a written promise of re-employment. 

Q. 
The factory I work at has suspended its operations and my employer tells me I should wait until the factory reopens because they do not have any work for me. How should I deal with this?

A. 
First, check and make sure if your employer is talking about a resignation or putting you on temporary leave. 

[Points]

• Employers have a duty of care towards their employees for their safety and must shorten excessive working hours. These serious times call for special consideration towards their workload. 
• 8-hour workdays and  40-hour workweeks are the standard maximum.
• Check if your company has an Article 36 labor-management agreement, and if limits to working hours under the agreement are being observed (“maximum hours”, “special clauses”).
• For long working hours to be rectified, objective methods have to be employed to understand how long an employee is working. 

Q. 
My working hours have increased explosively due to Covid-19. I am worried for my health in this environment.

A. 
Demand that your working hours be modified. Covid-19 is no reason for you to have to endure excessively long hours, and the affects to your health including death from overwork is also a real concern. (Labor Standards Act Article 36, Labor Contracts Act Article 5)

[Points]

• You should ask your company for a special paid holiday separate from your annual paid holiday prescribed in the Labor Standards Law.
• If you do not have special leave, you can still use your annual paid holidays.
• You may also choose not to come into work and state your reasons for doing so.
• Dismissals or non-renewals due to being absent in order to care for your child whose school has closed down due to Covid-19 are invalid.

(1) Caregiver’s leave due to nationwide school closures

Q. 
Elementary schools have been closed, and I need to take care of my child at home. Will I be able to take leave from work?

A. 
You should ask for special leave for parents due to school closures.

(2) Dismissal due to absence

Q. 
My company did not allow me special leave. I have already taken all of my annual paid leave when my child got sick. I have no other choice but to be absent from work to look after my young child during the nationwide closure of elementary schools. Will I be dismissed for my absence?

A.
If you are going to be absent, you should tell your company beforehand that it is necessary for you to stay home to look after your child due to the nationwide elementary school closures. A dismissal under these circumstances will be deemed invalid. (Labor Contracts Act Article 16)

Q. 
I usually commute by train. I am pregnant, and to prevent infection, I do not want to have to come into the office. I am asking the company to let me take a leave of absence, but they have told they will dismiss me if I don’t come into work. I have already taken all my paid leave. What should I do?

A. 
If you have to be absent from work under the circumstances outlined in your question, you must tell your company that you have to be absent from work in order to avoid the risks of contracting Covid-19. (see Equal Employment Act Article 13, Para. 2). Your employer may try to  dismiss you for your absence, but they can’t under these circumstances. 

[Points]

• As a general rule, companies cannot unilaterally order staggered commuting hours without the worker’s consent.
• If a worker requests staggered commuting hours, the company is obligated under the duty of care it owes its workers for their safety to accommodate this request as necessary.
• As a general rule, companies cannot refuse requests for staggered commuting hours for non-regular workers while allowing it for regular workers.
• Companies need to pay for overtime even when you work from home if the company has given you work instructions, and you can be accessed via ICT equipment at all times. 

(1) Staggered Commuting Hours

A) Unilateral order for staggered commuting hours

Q. 
I have been ordered to commute on a staggered schedule by my company. Due to this order, my usual working hours from 9 AM to 6PM have changed to 11AM to 8PM and coming home from work late is very burdensome.

A. 
Starting hours and closing hours are part of your employment contract, so there needs to be consent from both parties to change them. Your company cannot arbitrarily change these hours. (Labor Contracts Act Article 8)

B) Company refuses staggered commuting hours

Q. 
I am worried about getting infected in the crowded train when I commute, but my company will not accept my request for staggered commuting hours. What should I do?

A. 
You should tell your company that staggered commuting hours are imperative for infection prevention. (Labor Contracts Act Article 5)

C) Staggered commuting hours for non-regular workers

Q. 
Staggered commuting hours have being adopted for regular workers at our workplace, but are not for non-regular workers including myself.

A. 
This different treatment of non-regular workers is not rational. You should demand that your company adopt staggered commuting hours for non-regular workers as well. (Act on Improvement, etc. of Employment Management for Part-Time Workers Articles 8 and 9)

(2) Working from home

Q. 
I was ordered to work from home from my company. I work at least 10 hours a day, but am only paid for 8. 

A. 
Your company should pay you for 10 hours’ worth of work. 

Ｑ 
I was assigned to work from home at the company's direction. Also I was required to install company-specified security software on my private computer to be used for work and to purchase a webcam and mike to conduct web meetings. Am I responsible for the cost of the security software, webcam and mike?

A 
As a rule, the company it is responsible. However, you may have to bear some of the cost in certain instances.

Q 
I have been instructed by my employer to attend web meetings with my supervisor and clients while working from home. My internet costs are quite high. Can I have my employer pay for them?

A 
Ask your employer to pay an allowance for working from home, including part of your communication costs.

[Points]

• Your employer needs to deal with any harassment directed to its employees by clients. If you are the victim of harassment by a client, you should consult your company or labor union.
• Discrimination against people who are from countries or areas that have many Covid-19 patients is inadmissible.

(1) Harassment by customers

Q. 
I work at a drugstore, and every day I receive calls asking for masks. When I tell them that we do not know when we will be in stock, I often get yelled at. This has been going on for 2 weeks, and I am mentally exhausted. What should I do?

A. 
You should demand that your company take countermeasures against malicious complaints. (see also “Guidelines for measures, etc. that employers should take regarding employment management regarding problems caused by words and actions due to superior relations in the workplace” based on the Labor Policy Comprehensive Promotion Law (Reiwa year 2 Ministry of Health, Labor, and Welfare Notification No.5))

(2) Harassment towards foreigners 

Q. 
I am from abroad. I have been the target of insults and discrimination at work because my home country has many Covid-19 patients. What should I do?

A. 
You should demand that your company address and eliminate this discriminatory treatment. (Welfare Standards Law Article 3)

[Points]

• If you are dismissed during your fixed-term dispatch work contract, you can claim your salary you were supposed to earn until the end of your contract period from your dispatcher. 
• If your fixed-term dispatch work contract was not renewed at the end of your term, keep negotiating for a renewal. You can demand that your dispatcher take employment stabilizing measures.
• Dispatch workers under fixed-term dispatch work contracts can demand the rectification of any irrational differences in employment terms between regular workers of the workplace to which they are dispatched and themselves.

(1) Dismissal mid-contract

Q. 
I was told that I will be dismissed due to business crisis because of Covid-19 in the middle of my fixed-term dispatch work contract. Will I lose my means of income completely? 

A. 
You can demand your salary you were supposed to earn until the end of your contract period. (Labor Contracts Act Article 17, Para. 1)

(2) Non-renewal 

Q. 
I was told that due to Covid-19, my contract will not be renewed after it finishes. What should I do?

A. 
You should negotiate with your dispatcher and dispatched workplace for a contract renewal. You can demand that your dispatcher to take employment stabilization measures. (Workers Dispatch Law Article 30)

(3) Irrational differences in employment terms with regular workers 

Q. 
Fixed-term dispatch workers are not given special leave to look after their children at home during the nationwide school closure, while regular workers are. 

A. 
Irrational differences in employment terms may be rectified when certain conditions are met. (Workers Dispatch Law Article 30 Item 3)

[Points]

• National public servants (regular service), full or part-time, can in some cases obtain special leave.
• Local public servants (regular service) should request paid leave , based of the Ministry of Internal Affairs and Communications request to local public organizations to appropriately apply the special leave standards of national public servants (regular service) to local public servants (regular service),. 
• School staff should make requests based on the “Q&A regarding Covid-19 Related Nation-wide Temporary Suspension of Elementary, Secondary, Senior High School and Special Education School” issued from the Ministry of Education, Arts, Sports, Science and Technology.

(1) National Public Servants (regular service)

A. Fulltime

Q. 
I am a fulltime national public servant (regular service), but will I be able to receive paid leave when I am suspected of having contracted Covid-19, or if I need to stay home due to my child’s school being shut down? 

A. 
Under certain conditions, you can are entitled to paid leave. 

B. Part-time worker

Q. 
I am a part-time national public servant (regular service), but will I be able to receive paid leave? 

A. 
Your paid leave should be treated the same as a fulltime worker.

(2) Local Public Servant (regular service)

A. Fulltime 

Q.  
I am a fulltime local public servant (regular service), but will I be able to receive a paid leave when I am suspected of having contracted Covid-19, or if I need to stay home due to my child’s school being shut down? 

A. 
The Ministry of Internal Affairs and Communications’ notice requests that local public organizations appropriately apply the special leave standards of national public servants (regular service) to local public servants (regular service), so you should request paid leave based on the national public servants’ standards. 

B. Part-time

Q. 
I am a part-time local public servant (regular service), but will I be able to receive paid leave? 

A. 
Your paid leave should be treated the same as a fulltime worker.

(3) Public School Faculty

A) Working hours for teachers

Q. 
I am a teacher at a public school. The school has been shut down to prevent the spread of Covid-19, and I now have after-school club duties. Even with the closedown, I have work that needs to be done, and my added after-school club duties -which takes a considerable amount of time- takes my working hours past my regular working hours. Can the school order me to work overtime at the after-school club?

A. 
The school cannot order you to work overtime at the after-school club. If the current workforce is insufficient to absorb the added work, the school needs to deal with it by increasing personnel.

B) Work-related Accidents

Q. 
I am a teacher at a public school. The school has been shut down to prevent the spread of Covid-19, but I was injured while performing my after-school club duties Will I be able to receive any kind of compensation? 

A. 
You may be able to receive medical compensation as a work-related accident. If your injury is the result of the school’s lack of safety measures, you may be able to make a claim for damages based on the State Redress Law Article 1. 

C) Salary of Part-time Faculty

Q. 
I am a part-time teacher/janitor/cafeteria cook working at a school. Will I lose my income because of the shutdown of schools to prevent the spread of Covid-19?

A. 
You should demand that the Education Board and Administrator allow you to continue to work and to pay you during the shutdown.

【Punto】

• Karaniwan, maaari mong hilingin ang 100% na sahod kung nagsara ang kompanya.
• Kung sakaling hindi man makatanggap ng 100% na sahod, maaari kang humiling ng 60% na leave allowance.
• Bilang isang manggagawa, kailangan mong ipakita sa iyong kompanya na gusto mong pumasok sa iyong pinagtatrabuhan.
• Ang pagtatrabaho mula sa bahay ay hindi isang dahilan upang mabawasan ang sahod. 

(1)   Kapag ang kompanya ay nagsara upang maiwasan ang pagkalat ng impeksyon (Bago ang pagpapahayag ng estado ng emerhensiya at pagkatapos ng pagkansela ng deklarasyon) 

Q: 
Ang kompanya namin ay nagsara upang maiwasan ang pagkalat ng impeksyon. Mababayaran ba ako habang walang pasok?   

A: 
Maaari mong hilingin sa kompanya na bayaran ang iyong buong sahod.  

 (Talata 2 ng Article 536, Civil Code). 

(2)   Kapag ang kompanya ay nagsara upang maiwasan ang pagkalat ng impeksyon (sa panahon ng idineklara ang isang estado ng emerhensiya) 

●  Kapag humiling ang kompaya na umiwas sa hindi importanteng paglabas o pagpasok batay sa Talata 1 ng Article 45, Special Measures Act

Q:
Ang kompanya ay nag-isyu at nag-request ng leave of absence dahil sa idiniklara ang isang estado ng emerhensiya (Talata 1 ng Article 45, Act on Special Measures Concerning Countermeasures for Novel Influenza, etc.). Hiniling ko sa kompanya na bayaran ang aking leave, ngunit hindi ako pinapakinggan at ang sagot sa akin ay “Ito ay isang kahilingan mula sa bansa, kaya walang magagawa.”

A:
Maaari mong hilingin sa kompanya na bayaran ang iyong buong sahod pagkatapos ipakita na gusto niyong magtrabaho. (Talata 2 ng Article 536, Civil Code). 

●  Kung batay sa Talata 9 ng Article 24, Special Measures Act o “Hiling para sa pakikipagtulungan (Request for Cooperation)

Q:
Nagtatrabaho ako sa isang komersyal na pasilidad sa Tokyo. Ang aking lugar ng trabaho ay subject sa isang leave request dahil sa pagdeklara ng estado ng emerhensiya, at ako ay kailangan lumiban sa trabaho. Sa kasong ito, wala bang anumang kabayaran mula sa kompanya?

A:
Maaring hilingin sa kompanya na bayaran ang buong halaga ng sahod pagkatapos ipakita na gusto niyong magtrabaho. May obligasyon ang kompanya na bayaran ang leave allowance (Article 26, Labor Standards Act). 

(3)  Ang paggamit ng “Koyouchousei-jyoseikin” (Employment Adjustment Subsidy)

Q:
Nag-request ako ng kabayaran ng Leave (Compensation) ko sa panahong hindi ako makapasok sa trabaho, ngunit sinabi ng kompanya na hindi nila kaya itong ma-afford kaya hindi ako mababayaran kahit 60% ng basic daily benefit amount.

A:
Hilingin sa kompanya na i-utilize ang Employment Adjustment Subsidy, suporta na ibinibigay ng bansa para sa malaking bahagi ng leave allowance, ayon sa Article 26, Labor Standards Act, ang kompanya ay kinakailangang magbayad ng leave allowance.

(4)   Pagsuspinde sa operasyon / Pagsuspinde ng negosyo

Q:
Ang kompanya ay nagsara dahil sa impluwensya ng novel coronavirus. Makakatanggap ba ako ng sahod? 

A:
Maaari mong hilingin sa kompanya ang iyong buong sahod (Talata 2 ng Article 536, Civil Code).

(5)   Pagbabawas ng work period

Q:
Ang kompanya ay hindi nagsara ngunit hindi ako makakuha ng work shift dahil sa pag-ikli ng oras sa trabaho. Ano ang maaari kong gawin?

A:
Maaari mong hilingin sa kompanya na bayaran ang nabawas sa inyong work period (Talata 2 ng Article 536, Civil Code).

(6)   Pagbabawas ng sahod dahil sa pagbabago ng trabaho mula sa bahay

Q: 
Sinabihan ako ng kompanya na mababawasan ang aking sahod dahil magtatrabaho ako mula sa bahay at hindi makakapasok sa kompanya. Ano ang maaari kong gawin?

A:
Maaari mong hilingin sa kompanya na bayaran ang iyong sahod katulad ng sahod ng isang regular na trabaho (Article 8, Labor Contract Act).

【Punto】

• Humiling sa kompanya na gumawa ng naaangkop na mga hakbang para sa pag-iwas ng impeksyon.
• Kung kinakailangan mong magsuot ng mask, hilingin sa kompanya na ihanda ito. 

(1)   Mga hakbang sa pag-iwas ng impeksyon sa mga lugar na pinagtatrabahuan

● Mga manggagawa na nagtatrabaho sa kompanya 

Q: 
Ang aking kompanya ay hindi nag-iisip ng anumang mga hakbang upang mabawasan ang panganib ng impeksyon. Ano ang maaari kong gawin?

A:
Hilingin sa kompanya na gumawa ng mga kongkretong hakbang. Gayundin, hilingin sa kompanya na talakayin at magmungkahi ng kongkretong counter measures sa pinagtatrabahuhan (Article 5, Labor Contract Act).

●  Mga manggagawa na nagtatrabaho sa institusyong medikal

Q: 
Nagtatrabaho ako sa isang institusyong medikal, at labis akong nag-aalala dahil ang ospital ay hindi nagpapadala ng anumang impormasyon tungkol sa kung nasuri ba ang pasyenteng na nahawaan ng novel coronavirus at kung paano maiwasan ang impeksyon na ito.

A: 
Sa kaso ng mga institusyong medikal, hindi tulad ng mga karaniwang pinagtatrabahuhan, ang posibilidad na makakuha ng nakakahawang sakit ay napakataas. Samakatuwid, hilingin sa ospital na agad na gumawa ng mga kongkretong hakbang.

(2)   Kapag hiniling na magsuot ng mask

●  May kaparusahan ba pag hindi nagsuot ng mask? 

Q:
Inatasan ako ng kompanya na magsuot ng mask habang nagtatrabaho. Gayunpaman, hindi ako makabili ng mask kahit saan ako pumunta, kaya wala akong ibang pagpipilian kundi pumasok ng walang mask. Noong ginawa ko iyon, sinabihan ako na, “Paglalabag ito ng business order.  Kapag wala ka pa rin suot bukas, bibigyan na kita ng disciplinary action”.

A:
Ang pagbibigay ng disciplinary action ay hindi wasto at itinuturing na pang-aabuso sa karapatang pantao  (Article 15, Labor Contract Act). 

●  Sino ang dapat magbayad ng mask? 

Q:
Sinabihan ako ng kompanya na “Mangyaring magsuot ng mask habang nagtatrabaho.” Kaya't gumawa ako ng paraan makabili ng mask at pumasok sa trabaho. Dapat ko bang bayaran ang ginastos ko sa mask?

A:
Hindi, ang kompanya ang dapat magbayad ng gastos sa pagbili ng mask.

(1)   Kung ikaw ay nag-aalala sa pag-commute

Q: 
Nakatira ako sa isang lugar kung saan hindi maiwasan ang pagsakay sa tren sa umaga. Ayoko munang pumasok sa trabaho dahil gusto kong maiwasan ang impeksyon. Gayunpaman, normal ang pagpapatakbo ng kompanya at inutusan ako na pumasok sa trabaho. Kailangan ko bang sumunod?

A:
Sabihin sa kompanya na hindi ka makakapasok sa trabaho upang maiwasan ang impeksyon, at maisulong ang paggamit ng staggered work o telework sa pagtatrabaho.  

【Punto】

• Suriin kung may mga kasiguraduhan sa pasahod tulad ng mga panuntunan sa trabaho, at isaalang-alang ang pagtanggap ng injury and sickness allowance.
• Isaalang-alang natin ang pag-apply para sa benepisyo mula sa workers’ accident compensation. 

(1)  Sahod sa pagkakataon na kung nahawaan habang hindi makapagtrabaho

Q:
Nahawaan ako ng coronavirus sa labas ng trabaho . Sinabihan ako ng kompanya na huwag munang pumasok sa trabaho, mababayaran ba ako? 

A:
Bilang isang pangkalahatang alituntunin, ang kompanya ay hindi obligadong magbayad ng sahod, ngunit suriin kung may sick leave system na ibinibigay. Maari kang makatanggap ng injury and sickness allowance. 

Q:
Nahawaan ako ng novel coronavirus, ayaw ko man ay napilitan akong lumiban sa trabaho. Sa palagay ko, ang sanhi ay ang araw-araw na pagsakay ko ng tren kung saan, hindi maiwasan ang pagkumpol-kumpol ng maraming tao. Maaari bang makatanggap ako ng benepisyo?

A:
May posibilidad kang mabigyan ng workers’ accident certification, ngunit unahin munang mag-claim ng injury and sickness allowance. 

(3)  Hindi Patas na Pangangasiwa sa mga nahawaang manggagawa

Q:
Nahawaan ako ng novel coronavirus. Nang irineport ko ito sa aking kompanya, sinabi sa aking ng boss ko, “Kailangan kong isara ang kompanya. Bayaran mo ang lahat ng mga benta sa panahong iyon.” Kailangan ko bang magbayad?

A:
Hindi mo kailangang gumawa ng make up para sa kawalan ng mga benta ng kompanya.

3-2   Workers’ Accident Compensation

【Punto】

• Kung kayo ay narecognize na nahawaan ng impeksyon na may kaugnay sa trabaho, maari kang tumanggap ng benepisyo mula sa workers’ accident compensation.
• Ang Ministry of Health, Labor and Welfare ay maglalabas ng isang abiso tungkol sa kung paano i-rerecognize ang mga kaso ng impeksyon ng coronavirus bilang rosai. 

(1) Impeksyon Habang Nag Trarabaho

Q :
Kung nahawaan ako ng bagong coronavirus habang ako ay nagtatrabaho, bibigyan ba ako ng garantiya?

A:
Kung ikaw ay napatunayan na ito ay  bilang isang aksidente sa trabaho, maaari kang makatanggap ng mga gastos sa medikal at leave compensation.

(2) Para sa mga Kawani ng Medikal

Q :
Kami ay mga doctors at nars na nagtatrabaho sa ospital. Biglang nagsimulang magpatuloy ang mataas na lagnat, at sapag-inspeksyon, natagpuan ang isang positibong tugon para sa coronavirus. Sa kasong ito, bibigyan ba ito ng sertipikasyon bilang isang rosai? 

A:
Maari kang mag-apply ng rosai. Mag-apply para sa iyong rosai, kung masama ang iyong pakiramdam, maaring humingi ng tulong sa gumagamit nito.

(3) Kapag ang isang pangkalahatang manggagawa ay nakabahagi sa mapanganib na lugar, at may mataas na tsansang mahawaan ay nahawaan.

Q :
Nagtatrabaho ako sa isang cash register sa isang supermarket. Nakikipag-ugnayan ako sa maraming mga customer araw-araw, ngunit ang kumpanya ay hindi gumawa ng sapat na, mga hakbang upang maiwasan ang impeksyon, at nabalisa ako habang nagtatrabaho. Pagkatapos biglang nagsimulang tumaas ang aking lagnat, at nagkaroon ako ng positibong resulta sa coronavirus kahit saan akong ospital magpatingin. Hindi ako sigurado kung kailan, saan, o kanino ako nakakuha ng impeksyon, ngunit mapapatunayan ko ba na nakuha ko ito habang nagtatrabaho? 

A:
May positibong posibilidad na mabigyan ka ng sertipiko bilang isang rosai. Una, mangyaring kumunsulta sa isang abogado o Labor Standards Inspection Office.

【Punto】

• Humingi ng kabayaran mula sa kompanya para mabayaran ang buong sahod. 

Q:
Nagkaroon ako ng ubo kamakailan, maaring sanhi ito ng novel coronavirus. May kautusan mula sa kompanya na manatili muna ako sa bahay. Makakatanggap ba ako ng kabayaran para sa sahod kung sumunod ako na manatili sa bahay? Gayundin, paano kung ako ay sinabihan na manatilli sa bahay dahil may impeksyon ang aking pamilya kahit wala akong sakit o malubhang karamdaman? 

A:
Kung utos ito ng kompanya, maaari kang mag-request ng buong kabayaran ng sahod  (Talata 2 ng Article 536, Civil Code) . 

【Punto】

• Kahit inalis ka o pinahinto sa trabaho, hindi mo kailangang sumuko.
• Ang pagpapaalis sa trabaho dahil sa epekto ng coronavirus ay itinuturing na isang adjustment dismissal at ito ay strictly limited.
• Kahit ayaw mong bumalik sa pagtatrabaho, mayroong batas para sa pagpapaalis at pagsuspinde ng pagtatrabaho.
• Para sa mga fixed-term employment contract, kinakailangan ang higit pang propesyonal na paghuhusga, kaya inirerekumenda namin na kumunsulta sa isang dalubhasa sa halip ng sariling judgment lamang. 

(1)   Kapag tinanggal ka sa trabaho

Q:
Nagtatrabaho ako bilang isang full-time employee (permanenteng employee), ngunit sinabihan ako ng kompanya na tatanggalin nila ako sa trabaho dahil sa pinsala ng coronavirus sa negosyo.

A:
Hindi madali ang ganitong uri ng pagpapaalis sa trabaho (Article 16, Labor Contract Act). 

(2)   Termination o pag-terminate ng nakapirmang kontrata sa pagtatrabaho

Q:
Ako ay isang tinatawag na “non-regular employee” at ako ay nagre-renew ng aking kontrata sa loob ng apat na taon na naka fixed-term labor contract (halimbawa, contractual employee ng iba’t ibang part-time na trabaho). Ngunit, sinabihan ako ng kompanya na ite-terminate nila ako dahil sa epekto ng coronavirus.

A:
Magbabago ang mga regulasyon depende kung ito ay bago ma-expire (Article 17, Labor Contract Act) o expired (Article 19, Labor Contract Act) na ang contract. Alinmang sitwasyon, huwag agad sumuko.

(3)   Simultaneous Dismissal

Q: 
Noong pumasok ako sa trabahho, bigla kaming sinabihan sa pang-umagahang miting ng tagapamahala ng kompanya na “I-dismiss ko na kayong lahat dahil sa impluwensya ng coronavirus.” Ano ang dapat kong gawin?

A:
Hindi pinapayagan ang naturang ganitong uri ng dismissal. 

【Punto】

• Ang pagkansela ng isang alok na trabaho ay pareho sa pagtanggal ng trabaho at hindi ito basta-basta pwedeng gawin ng kompanya.
• Ang gobyerno ay humihiling sa mga pangunahing organisasyon na pang-ekonomiya na bigyan ang mga manggagawa ng “espesyal na konsiderasyon” upang hindi kanselahin ang alok dahil sa novel coronavirus, kaya ipaalam ito sa kompanya at humiling ng tugon. 

Q:
Sinabihan ako ng kompanya na nag-alok sa akin ng trabaho na kakanselahin nila ito dahil naapektohan ang kanilang negosyo ng novel coronavirus. Magagawaan ba ito ng paraan?

A:
Ang pagkansela ng alok sa trabaho ay pareho sa pagpapaalis sa trabaho. Ang epekto ng isang alok ng kompanya ay itinuturing na pareho sa requirements ng pagdi-dismiss ng trabaho. Hindi sapat na rason ang pag-cancel ng alok dahil naapektuhan ito ng coronavirus, kaya’t maaaring mawalan ito ng bisa (Article 16, Labor Contract Act) .

【Punto】

• Una sa lahat, kumpirmahin kung ito ay pagpapahinga lamang sa trabaho o pagreretiro. 
• Kung pinapatigil ka sa trabaho, suriin kung ito ay pagpapaalis sa trabaho o rekomendasyon sa pagreretiro. 
• Walang obligasyong tanggapin ang rekomendasyon sa pagreretiro. Kung sakaling tatanggapin mo ito, humingi ng kasulutan na nakasaad na pangako sa muling pagtatrabaho. 

Q:
Ang pabrika ay nagsara dahil sa epekto ng novel coronavirus, at sinabi ng presidente ng kompanya na, “Walang trabaho ngayon. I-hire ko ulit kayo pag nagbukas na ang pabrika.” Ano ang dapat kong gawin? 

A: 
Manyaring linawin kung ang tinutukoy ng presidente ng kompanya ay ang kautusan na magsasara na ang kompanya o pansamantalang magpapahinga lang sa trabaho.

(1)   Pagsuspinde ng trabaho

Sa kasong ito, sumangguni sa “1 Sahod”

(2)   Separasyon sa pagtatrabaho

Kung binanggit ng kompanya ang pagsasara, alamin kung dismissal ba ito o rekomendasyon sa pagreretiro. Kung ito ay rekomendasyon sa pagreretiro, ang mga mangagawa ay hindi obligado na sumunod sa rekomendasyon na ito, kaya’t huwag mag-quit agad. 

【Punto】

• Ang mga employer ay obligadong magbigay ng pagsasaalang-alang sa kaligtasan ng mga manggagawa at obligado na iwasto ang mahabang oras ng pagtatrabaho. Kinakailangan na isaalang-alang ang pasanin sa mga manggagawa dahil ito ay isang tugon sa kagipitan.
• Ang prinsipyo ng mga oras ng pagtatrabaho ay 8 oras sa isang araw at 40 oras sa isang linggo Suriin kung mayroong 36 na kasunduan at kung ang mga nilalaman ng regulasyon sa itaas na limitasyon ("limitasyon ng oras" "espesyal na sugnay") ay sinusunod.
• Upang maitama ang mahabang oras ng pagtatrabaho, kinakailangan maunawaan ang mga oras ng pagtatrabaho. 

Q:
Dahil sa coronavirus, humaba ang overtime ko. Kung magpapatuloy ang ganitong sitwasyon, nag-aalala ako sa aking kalusugan.

A:
Maaari kang humiling ng pagwawasto ng mahabang oras ng pagtatrabaho. Walang dahilan upang magtiis ng mahabang panahon dahil sa epekto ng coronavirus. Nag-aalala din ako sa pinsala na idudulot nito sa iyong kalusugan, maaaring ikamatay mo ito dahil sa sobrang pagtatrabaho  (Article 36, Labor Standards Act; Article 5, Labor Contract Act) .

【Punto】

• Hilingin sa kompanya na magbigay ng special paid leave (itutukoy mula rito bilang “special leave”) na naiiba sa annual paid leave na itinutukoy sa Labor Standards Act.
• Kahit na walang espesyal na bakasyon, maaari kang kumuha ng annual paid leave.
• Okay lang na sabihin ang dahilan at humingi ng leave.
• Ang pagtanggi o pagsuspinde ng trabaho ay hindi pinapayagan kung ang dahilan ng pagliban ay para bantayan ang anak dahil sa pagsasara ng paaralan. 

(1)   Leave para sa magulang na may mga anak

Q: 
Pansamantalang nagsara ang elementarya at kailangan kong alagaan ang aking mga anak. Maaari ba akong lumiban sa trabaho?

A:
Humingi ng pahintulot sa kompanya na bigyan ka ng special leave dahil sa pansamantalang pagsuspinde ng mga klase ng paaralang elementarya.

(2)   Madi-dismiss ba kung hindi pumasok

Q:
Hindi ako pinayagan ng kompanya namin na kumuha ng special leave. Nagamit ko na rin ang annual paid leave ko noong nagkasakit ang aking anak. Pansamantalang nagsara ang lahat ng elementarya at wala akong ibang pagpipilian kundi lumiban sa trabaho at alagaan ang mga maliliit kong anak. Matatanggal ba ako sa trabaho?

A:
Kung kinakailangan mong lumiban sa trabaho, mangyaring sabihin sa kompanya na kailangan mong alagaan ang iyong anak. Sa ganoon ay hindi ka nila pwedeng tanggalin sa trabaho (Article 16, Labor Contract Act). 

Q:
Sumasakay ako ng tren para pumasok sa trabaho. Kasalukuyan akong buntis ngayon at nais kong lumiban sa pagtatrabaho upang maiwasan ang panganib ng impeksyon. Humihingi ako ng day off sa kompanya, ngunit hindi ito sinasangayunan. Ang sabi sa akin, “Kung liliban ka sa trabaho ay tatanggalin ka namin.” Nagamit ko na ang aking paid leave at walang paraan na makapagpahinga ako sa trabaho. Ano ang dapat kong gawin?

A:
Ipaliwanag ng maayos sa kompanya na hindi maiiwasan ang pagliban sa trabaho upang maiwasan ang pagkahawa ng novel coronavirus (Tignan ang Talata 2 ng Article 13, Equal Employment Opportunity Act). Hindi pinapayagan ang ganitong klase ng pagpapaalis sa trabaho.

【Punto】

• Bilang isang pangkalahatang panuntunan, hindi maaring magbigay ng unilaterally order na staggered work nang walang kasunduan sa manggagawa. 
• Sa kabilang banda, kung mayroong kahilingan mula sa manggagawa, dapat pahintulutan ng kompanya ang staggered work kung kinakailangan ito bilang pagsasaalang-alang sa kaligtasan at obligasyon.
• Ayon sa prinsipyo, kailangan payagan ang mga regular employee, gayundin ang mga non-regular employee na magtrabaho ng staggered work schedule. 
• Tungkol sa telework, kung ang kompanya ay nagbigay ng panuto sa nilalaman ng trabaho at kung ang aparato ng komunikasyon ng impormasyon ay stable sa lahat ng oras, ang off-site deduction system ay hindi maaaring ipatupad at dapat magbayad ng overtime pay ang kompanya. 

(1)   Time Difference Work

●  One-way time difference attendance order

Q:
Ako ay inutusan ng kompanya na magtrabaho na staggered time. Noon pumapasok ako mula 9 am hanggang 6 pm, ngunit ngayon ay 11 am hanggang 8 pm. 

A:
Ang oras ng pagsisimula at oras ng pagtatapos ay isa sa mga nilalaman ng kontrata sa paggawa, kaya kinakailangan na sumang-ayon ang labor management, at hindi mababago ng kompanya ang mga ito unilaterally  (Article 8, Labor Contract Act) .

●  Kapag hindi pumayag ang kompanya sa staggered work

Q:
Kahit nag-aalala ako sa pag-commute sa masikip na tren, hindi ako pinapayagan ng kompanya na mag staggered work. Ano ang dapat kong gawin? 

A:
Humiling ng staggered work schedule dahil kinakailangan ito para sa pag-iwas ng impeksyon(Article 5, Labor Contract Act) .

●  Staggered work para sa “non-regular employee”

Q:
Ang mga regular employee ay pinapayagan na mag staggered work upang maiwasan ang novel coronavirus. Ngunit kaming mga “non-regular employee” ay hindi pinapayagan. Ano ang maaari kong gawin?

A:
Itinuturing na hindi makatwiran na ang mga regular employee lang ang pwedeng mag staggered work. Hilingin sa kompanya na payagan rin ang mga non-regular employee na mag trabaho sa iba’t ibang oras.

(2)   Telework

Q:
Sinabihan ako ng kompanya na mag telework. Kahit na nagtatrabaho ako ng 10 oras sa isang araw, itinuturing lamang ito na nasa labas ng negosyo, kaya 8 oras lamang ang bayad sa akin. Hindi ba ito maiiwasan? 

A:
Karaniwan, ang kompanya ay dapat magbigay ng 10 oras na sahod.

Q:
Nagtatrabaho ako sa bahay bilang utos ng kumpanya, at nag install ako ng security software sa aking personal computer na ginagamit ko sa trabaho, bumili rin ako ng isang web camera at microphone. Ako ba ang dapat sumagot ng lahat ng gastos?

A: 
Karaniwan, ang kompanya ang dapat mag shoulder ng mga na gastos na ito.
 

Q:
Ang laki ng nagagastos ko sa internet communication fee tuwing may web conference kasama ang mga superior ng kumpanya at mga kasosyo sa negosyo sa ilalim ng direksyon ng kumpanya habang nagtatrabaho ako mula sa bahay. Maari ko ba itong singilin sa kumpanya? 

A:
Hilingin sa kumpanya na magbayad ng bahagi ng internet fee at “telework allowance”.

【Punto】

• Kailangan harapin ng manggagawa ang mga harassments mula sa mga customers. Kung nakatanggap ng harassment sa isang customer, makipag-usap sa iyong kompanya o kagawad ng labor union. 
• Dahil lang sa malaking bilang ng mga taong nahawaan ng novel coronavirus, hindi tama ang mag-discriminate batay sa nasyonalidad, lugar ng pinagmulan, at iba pa. 

(1)   Customer Harassment

Q:
Nagtatrabaho ako sa drug store, at halos araw-araw akong nakakakuha ng tawag, “Mayroon na bang mask?” Madalas din akong masigawan kapag ang sagot ko ay “hindi pa po alam kung kalian darating.” Dalawang linggo na rin akong nasa ganitong sitwasyon at malaki ang epekto nito sa mental health ko. Ano ang dapat kong gawin?

A: 
Humiling sa kompanya na gumawa ng mga hakbang laban sa mga mapanghamak na reklamo. 

(2)   Harassment sa mga dayuhan

Q: 
Ako ay isang dayuhan. Marahil dahil sa maraming mga nahawaang tao sa aking bayan, sinabi sa akin na hindi ako dapat pumunta ng trabaho at hindi ako pinapayagan na gumawa ng ilang trabaho, kaya nahihirapan ako. Ano ang dapat kong gawin?

A:
Masasabi na ito ay diskriminasyon nang walang wastong basehan, kaya't makipagtulungan tayo sa kompanya at humingi ng pagwawasto (Tignan ang Article 3, Labor Standards Act) .

【Punto】

Kung ikaw ay natanggal sa trabaho habang nasa fixed-term dispatch labor contract, maaari mong i-claim ang sahod mo hanggang matapos ang kontrata mula sa agency.  

Kung hindi na-renew ang fixed-term dispatch labor contract pagkatapos ma-expire ito, makipag-negotiate para sa pag-renew ng contract. Maaari mong hilingin sa agency na gumawa ng mga hakbang para sa seguridad ng trabaho.

Ang mga dispatched workers na may fixed-term dispatch labor contract ay maaaring humiling ng pagwawasto sa hindi makatwirang pagtrato. 

(1)   Pagtatanggal sa trabaho habang nasa kontrata

Q:
Sinabihan ako na tatanggalin ako sa trabaho habang nasa fixed-term temporary dispatch labor contract dahil mahina ang negosyo sa epekto ng novel coronavirus. Hindi ko na ba makukuha ang sahod ko? Paano na ang pamumuhay ko?

A:
Maaari mong i-claim ang sahod mo hanggang sa matapos ang contract mula sa agency na nag-hire sayo (Talata 1 ng Article 17, Labor Contract Act) .

(2)   Termination ng trabaho sa pag-expire ng kontrata

Q:
Dahil sa epekto ng novel coronavirus, sinabihan ako na matatapos na ang aking fixed-term dispatched labor contract. Mawawalaan na ba ako ng trabaho?

A:
Makipag-usap sa dispatcher o dispatchee upang mai-renew ang iyong labor contract. Maaari mong tanungin ang agency para sa mga hakbang sa seguridad sa trabaho (Article 30, Worker Dispatching Law) .

(3)   Mga hindi makatwirang pagkakaiba-iba sa mga kondisyon ng pagtatrabaho

Q:
Ang mga dispatched full-time employee ay binibigyan ng pansamantalang leave. Subalit kahit nagsara na ang paaralan dahil sa novel coronavirus, at kahit matagal na akong nagtatrabaho bilang dispatched employee, hindi ako pinapayagan na kumuha ng leave.  

A:
Maaaring iwasto ang hindi makatwirang pagkakaiba-iba ng working condition (Article 30, Worker Dispatching Law) .

【Punto】

• Suriin ang kasunduan (contract o palitan ng email) tungkol sa pagtanggal sa trabaho. 
• Kapag babaguhin ang kontrata ng isang freelancer mula sa gobyerno, kailangang makipag-usap nang maayos kasama ang indibidwal na may-ari ng negosyo o freelance. Ang mga bagong kondisyon ng transaksyon tulad ng halaga ng kabayaran at araw ng pagpapasahod ay dapat may kasulatan. May mga kahilingan para sa paglilinaw kung kaya't gamitin natin ito kapag hihiling ng kabayaran.
• May mga government support measures para sa freelance (suporta para sa mga school holidays, at iba pa). Suriin kung maaari itong magamit.