Philippine lawyer explains why disaster preparedness is legally enforceable after Cebu earthquake, and how remote work serves as a compliance tool under OSH law
The Department of Labor and Employment (DOLE) recently issued a cease-and-desist order against a Cebu-based business process outsourcing (BPO) company following a magnitude 6.9 earthquake that struck the province in late September.
DOLE inspectors found the firm had no emergency and disaster preparedness plan under its Occupational Safety and Health (OSH) program, exposing workers to imminent danger.
The order came after the BPO Industry Employees Network (BIEN) filed complaints against 30 companies for allegedly requiring employees to return to work shortly after the earthquake, despite ongoing aftershocks and safety concerns.
DOLE warned the company faces daily penalties of up to 100,000 until violations are corrected and urged implementation of flexible work arrangements during the suspension.
The case raises urgent questions for employers across sectors: How far does the duty to protect workers extend during emergencies? What makes disaster preparedness legally enforceable? And how can remote work function as a compliance mechanism rather than just an operational convenience?
To understand the legal implications and what employers must do differently, HRD Asia spoke with Atty. Reinaur S. Aluning, lawyer and co-founder at Powerhouse Legal.
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