If the provisions of labor law provide so cf. art. of the Labor Code]. One of the basic obligations of an employee is to perform work conscientiously and carefully which is regulat in detail in Art. § of the Labor Code according to which the Employee is oblig to perform work conscientiously and carefully and to follow the orders of his superiors regarding work unless they are inconsistent with the provisions of law or the employment contract. IMPORTANT - simply remaining in an employment relationship is not the basis for an employee to receive remuneration because.
It violates his or her basic obligation under the Code. The case law rightly points out that Remuneration is due for work perform. For the philippines photo editor period of not performing work the employee retains the right to remuneration only if the provisions of labor law provide so Article of the Labor Code . Merely remaining in an employment relationship is not a basis for receiving remuneration. If an employee does not perform work the existence of a specific provision or contract provision granting him this right is necessary to acquire the right to remuneration cf. Decision of the Supreme Court of July ref. no. act I PSK / ]; Article of the Labor Code is clear. Remuneration is due for work perform.
Then the right to compensation does not exclude being on holiday leave or sick leave. In other words these are not grounds excluding the regulation from Art. kp cf. Decision of the Supreme Court of September. Basic salary is the basic and most important element of remuneration. From the content of art. of the Labor Code is a rule that states that remuneration is due for work perform and the only measure of the right to payment.
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