Query: Is it legal for a state university in the Philippines to not pay overtime for work beyond regular working hours?

In the context of Philippine labor law, employees are entitled to overtime pay if they work beyond eight hours a day. According to the Labor Code of the Philippines, work done beyond the normal working hours should be paid an additional thirty percent (30%) of the employee’s regular wage for each hour of overtime. This principle applies universally across all types of employment settings, including state universities.

The scenario where a Job Order (JO) worker at a state university is working from 7 AM to 9 PM without receiving overtime pay raises legal concerns. If true, this practice may violate the mandated compensation rights under Philippine labor laws. Employees, including JO workers, are protected under these laws and are eligible for overtime unless there is a clear and lawful exception applicable to their specific situation.

Furthermore, it's important to note that non-compliance with these overtime provisions could potentially expose the employer, in this case, a state university, to legal action. Employees affected by such practices could file a complaint with the Department of Labor and Employment (DOLE), which has the authority to investigate and enforce labor law compliance.

Employees who believe they are not receiving their lawful compensation are encouraged to document their hours worked and any communications regarding their employment terms. This documentation can be crucial in any legal proceedings or DOLE investigations.

It's also valuable for employees to seek legal advice to understand their rights fully and the procedures to claim their rightful compensation. This ensures that actions taken are grounded in the legal framework of the Philippines, providing a basis for rightful claims and fostering a fair workplace aligned with national labor standards.