“While natural disasters capture headlines & national attention short-term, the work of recovery & rebuilding is long term”. SYLVIA MATHEWS BURWELL
True that in times of impending calamities, it should not only be the preemptive disposition of the government or private companies to suspend work or implement business continuity, activate communication channels or evacuation contingencies but also ensure awareness of government statutory benefits that employees are entitled to & programs that companies can effectively implement right after the calamity.
For employees & employers alike, the aftermath of any catastrophic events is equally as important as before & during calamities. It is their common responsibility to being knowledgeable or at least being aware, of specific laws, department orders and circulars that govern statutory benefits available from concerned government agencies (SSS or GSIS, Pag-IBIG, PhilHealth, Department of Labor & Employment (DOLE) and Civil Service Commission) For employers, it goes without saying that it is likewise their responsibility to supplement such government benefits with reliable company programs & benefits for employees during calamities. Having these in place is a form of shielding employees to becoming unwitting participants to any form patronage politics because there should always be a dignified way in seeking government assistance & company benefits to avail of, that are rightfully theirs in the first place.
There is the Social Security System’s (SSS) Calamity Assistance Program (CAP) enacted by Social Security Act of 2018 or Republic Act No. 11199 which lays down the implementing guidelines in the event of a calamity.
Key provisions would be the Calamity loan of up to P 40,000 (depending on salary credit) with a low 7% per annum interest. Deferred first payment of up to 90 days or three (3) months before it obliges an affected employee starts the 24-month amortization. Additionally, the CAP allows for a three (3) month advance release of monthly pension of pensioners for as long as they reside in a calamity declared area. Note that it does not require the member to undergo the meticulous liquidation of expenses thru audit or submission of receipts as it aims to allow its members cope with the devastating effect of the calamity.
It is prohibited though that the loan to be used other than immediate relief from the calamity & its devastating impact to the employees’ quality of life like purchase food & medicines, minor repairs of house and/or fund a temporary evacuation/relocation.
Aside from the CAP, a separate Calamity Loan Program (CLP) supports a member’s SSS Housing Loan because unlike the CAP, this Housing Loan is specifically designed to address substantial home repairs, structural improvements or upgrades, etc. that could be as high as P 2,000,000.00 based on verified income. Eligible are SSS members with at least 36 monthly contributions who should be under 60 years old at the time of application, this long term loan program requires the submission of pertinent documents such as building plans, permits, and proof of ownership.
The requirements are quite very stringent with proof of residence or workplace must be in an area declared under a State of Calamity through the submission of valid ID, proof of residence, Certificate of Employment. It is also required that the member has made at least 36 monthly contributions, with 6 posted in the last 12 months with no past due SSS loans.
There is also the Pag-IBIG Calamity Loan Program that can be leveraged. Executive Order No. 90, s. 1986 created the Home Development Mutual Fund (HDMF) which was supplemented by the Pag-IBIG Fund Circular No. 439 for Calamity Loan Program.
Key provisions of the circular is the loanable amount of up to 80% of total member savings, deferred first payment of up to three (3) months as well and low interest of 5.95% per annum payable in 24 to 36 months. This benefit is available within 90 days of calamity declaration.
Eligible members are those that reside or work in a calamity-declared area and must have made at least 24 monthly contributions.
Before “PhilKonsulta” & the “Yakap” program of PhilHealth, during calamities, it extends benefits to its members via Republic Act No. 7875 (National Health Insurance Act), as amended by RA 10606. Key Provisions are the coverage for emergency confinement due to disaster-related injuries. The temporary extension of premium payment deadlines in affected areas. PhilHealth coverage is extended to members needing hospitalization due to disaster-related injuries or illnesses or emergency confinement. Payments deadline for membership premium are also usually extended for members residing in calamity declared areas.
For better explanation & clearer understanding of SSS, Pag-ibig & PhilHealth process & further details, the company HR CompBen person can surely give better perspective on what works best for an employee in such situation or check the respective on line portal too.
DOLE’s much talked about Tulong Panghanapbuhay sa Ating Disadvantaged/Displaced (TUPAD) Workers, made famous during months before the midterm elections, can be utilized as a form of emergency employment for displaced, disadvantaged, or underemployed workers during & after calamities. In past calamities, TUPAD beneficiaries were utilized in debris clearing, facility repairs & rehabilitation and help out during relief operations for 10-30 days which entitles them to minimum wage particular to the area. Sans the presence of performative government officials (appointed or elected) out to seize the moment to gain likes, views & positive comments in their social media space, here TUPAD can truly help affected employees.
The Civil Service Commission (CSC) Memorandum Circular Nos. 2 and 16, s. 2012 applies to government employees who will be entitled to up to 5 days Special Emergency Leave (SEL) & not to be deducted from their earned leave credits. They are to be availed within 30 days of disaster onset after State of Calamity declaration.
Meantime, just like the SSS, the Government Service Insurance System (GSIS) has its own set of benefits for government employees like an Emergency Loan for employees plus the grant of grace periods on loan payments while on recovery etc. which are activated when the President or LGUs declare a state of calamity.
Though there are proposed legislations that still pending, House Bill No. 663 & Senate Bill 1964 both seek to grant 2-day Special Emergency Paid Leave to all workers (public and private) affected by natural calamities like typhoons, earthquakes & floods aimed at helping & support employees who suffer the direct impact from disasters. Though both bills have not yet been enacted, if passed, it reflects growing legislative support for broader emergency leave both aiming to institutionalize paid emergency leave for employees affected by natural calamities.
In private companies, procedures & protocols are constantly being validated with tabletop reviews or actual drills are conducted in planned intervals. The most difficult decision to make is the basis for work suspension. Will be solely be government storm signals, rain & flood advisory or LGU directives employees reside. Coming from different areas, having different road conditions & variety of mode of transportation going to & from the workplace balancing between the perceived & established risks while anticipating a quick recovery plan after the calamity is too much to process during high tension moments.
The differing financial & emotional support required by affected individual employees & communities, cannot make decisions automatic or generic. Parameters or thresholds set by companies are supposed to automatically cancel work have proven to be unreliable in fluid situations because operations still need to be assessed based on the current situation. Any decision derived from past experience is not a 100% assurance that the over-all safety of the employees is still the primary consideration because decisions should be driven by the actual situations & not by anticipated scenarios alone.
Companies can provide financial relief by either providing emergency cash assistance to affected employees for their use or facilitating easy access to SSS and Pag-IBIG calamity loans by providing immediate documentation & efficient HR support. Being open to flexible schedule or work options such as work from home if possible as they try to rebuild their homes.
In some instances, companies offer paid calamity leave or allow the use of leave credits without penalty, even if not yet mandated by law. There could be complications later if it results double compensation.
Many decades ago, mental health & emotional support was a good practice among MNCs only. Providing access to counseling or mental health hotlines, especially in high-impact areas is now a norm though pre pandemic, such were seldom availed of.
A qualified HR professional counselor or psychologist, a designated management representative or the immediate supervisor to conduct emotional check-ins of impacted employees was a good idea until professional help is already necessary.
In the late 2000s when massive flooding in Bulacan, affected most of my co workers, our team was supported by the company when we organized an internal donation drive in which proceeds were matched by the company. With the money raised, we were able to buy relief goods for distribution. We waded through the flooded streets of Malolos via a 6X6 truck just to deliver packs for our flooded employees’ families and distribute some more to evacuation centers. Many decades later, that area has the same problem – a flood prone area. By now, am pretty sure everybody knows why.
Learning from experience, the immediate integration of approved calamity related procedures & policies in HR manuals to include specially BCP protocols and leave options, will enable employees refer to such & become aware of their options when their community is affected by any form of calamity. It pays to be aware of the required government reporting and benefit facilitation, to be able to effectively avail of government benefits & protection.
Conducting post-calamity debriefs to improve future response is business continuity planning on emergency preparedness & disaster proofing facility is very critical for companies in high-risk areas. By doing this, in an actual earthquake why members of the emergency evacuation team were the very first to run out in panic when the shaking begun, leaving behind the employees they were supposed to calm down & direct to the designated exits. It us realize that it starts with the selection of members. Choose based on commitment to safety & employee welfare instead of just being compliant to a request or fill up a vacant slot with anybody available.
GOOD MORNING HARDWORKING PEOPLE!
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