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Book III : Conditions of Employment

Rules to implement the labor code, rule xiv : employment of homeworkers.

LegalPassion.Com
Preliminary Provisions
Book I : Pre-Employment
Book II : Human Resources Development Program
Book IV : Health, Safety and Social Welfare Benefits
Book V : Labor Relations
Book VI : Post Employment
Book VII : Final Provisions

This Act which is a consolidation of Senate Bill No. 2701 and House Bill No. 4276 was finally passed by the Senate and the House of Representatives on May 30, 2011 and June 8, 2011, respectively.

Approved: June 21, 2011

(Sgd.) BENIGNO SIMION C. AQUINO III President of the Philippines

Industrial Homework Under the California Labor Code

Section 2653 grants the Division the powers given to the head of a department

By Chris Micheli , March 4, 2024 2:45 am

California’s Labor Code has provisions related to “industrial homework” in Part 10 of Division 2. Part 10 was added in 1939 by Chapter 809. Section 2650 defines the following terms: “to manufacture,” “employer,” “home,” “industrial homework,” “division,” “industrial homeworker,” “to employ,” and “person.” “Industrial homework” means any manufacture in a home of materials or articles for an employer when such articles or materials are not for the personal use of the employer or a member of his or her family.

Section 2651 provides that the manufacture by industrial homework of any of the following materials or articles is unlawful, and no license or permit issued is to be deemed to authorize the manufacture of:

Articles of food or drink;
Articles for use in connection with the serving of food or drink;
Articles of wearing apparel;
Toys and dolls;
Drugs and poisons;
Bandages and other sanitary goods;
Explosives, fireworks, and articles of like character;
Articles, the manufacture of which by industrial homework is determined by the Division to be injurious to the health or welfare of the industrial homeworkers within the industry or to render unduly difficult the maintenance of existing labor standards or the enforcement of labor standards established by law or regulation for factory workers in the industry.

Section 2652 provides the Division with the power to make an investigation of any industry not specifically exempted and made unlawful which employs industrial homeworkers, in order to determine whether the wages and conditions of employment of industrial homeworkers in the industry are injurious to their health and welfare or whether the wages and conditions of employment of the industrial homeworkers have the effect of rendering unduly difficult the maintenance of existing labor standards or the enforcement of labor standards established by law or regulation for factory workers in the industry.

Section 2653 grants the Division the powers given to the head of a department. Section 2654 specifies that, if on the basis of information in its possession, with or without an investigation, the Division finds that industrial homework cannot be continued within an industry without injuring the health and welfare of the industrial homeworkers within that industry, or without rendering unduly difficult the maintenance of existing labor standards or the enforcement of labor standards established by law or regulation for factory workers in that industry, the division can by order declare the industrial homework to be unlawful and require all employers in the industry to discontinue manufacture by industrial homework.

Section 2655 states that, after making an order, the Division must hold a public hearing at which an opportunity to be heard is afforded to any employer, or representative of employers, and any industrial homeworker, or representative of industrial homeworkers, and any other person having an interest in the subject matter of the hearing. A public notice of each hearing must be given.

Section 2656 authorizes the Division to seek a search warrant to enable it to have access to, and to inspect, the premises of any industrial homeworker or distributor in this state. Section 2658 prohibits a person from employing an industrial homeworker in any industry not prohibited by law, unless the person employing an industrial homeworker has obtained a valid industrial homework license from the Division.

Section 2658.1 states that every person who, without having in their possession a then valid industrial homework license issued by the Division of Labor Standards Enforcement, negligently fails to prevent articles or materials under their custody or control from being taken to a home for manufacture by industrial homework, is guilty of a misdemeanor.

Section 2658.5 provides that a person who, without having in his or her possession a then-valid industrial homework license issued to them by the Division of Labor Standards Enforcement, employs an industrial homeworker, is guilty of a misdemeanor. It can be punished by a $1,000 fine or imprisonment for six months. Increasing financial penalties and jail sentences occur with multiple violations.

Section 2658.7 provides that any goods, assembled or partially assembled, whether found in the homeworker’s home, in transit to or from the home, or in the manufacturer’s or his contractor’s possession, which constitute evidence of a violation of industrial homework laws, must be confiscated by the Division and properly marked and identified.

Section 2659 prohibits a person from engaging, suffering, or permitting any person to do industrial homework, or tolerate, suffer or permit articles or materials under his custody or control to be manufactured by industrial homework by a person who is not in possession of either a valid employer’s license or homeworker’s permit issued in accordance with this part.

Section 2660 prohibits a person from doing industrial homework within this state unless he or she has in their possession a valid homeworker’s permit issued to them by the Division. The permit issued for a fee of $25 and is valid for five years.

Section 2660.1 states that every person doing industrial homework, with or without a valid homeworker’s permit issued by the Division, are required to reveal to the Division, on demand, the name and address of the employer, the name and address of the owner or source of the articles or materials for industrial homework, the rate of compensation and any other information known to the homeworker and pertinent to the enforcement of this section. This information revealed by the homeworker to the Division cannot be used by the Division in any action against or prosecution of the homeworker.

Section 2660.5 provides that every person who does industrial homework without having in their possession a valid homeworker’s permit issued to them by the Division is guilty of a misdemeanor. The court may suspend the fine on condition the industrial homeworker cooperates with the Division in the lawful prosecutions of persons violating this part and to secure compliance with this part, or on condition the defendant refrains from any future violation of this part.

Section 2661 prohibits any homeworker’s permit from being issued to any person under the age of 16 years; or to any person suffering from an infectious, contagious, or communicable disease, or to any person living in a home that is not clean, sanitary, and free from infectious, contagious, or communicable disease.

Section 2662 authorizes the Division to revoke or suspend any homeworker’s permit upon a finding that the industrial homeworker is performing industrial homework contrary to the conditions under which the permit was issued or in violation of this part or has permitted any person not holding a valid homeworker’s permit to assist him in performing industrial homework or on expiration or revocation of the industrial homework license of the employer.

Section 2663 prohibits a person from tolerating, suffering, or permitting any materials or articles to be manufactured by industrial homework unless there has been conspicuously affixed to each article or material or, if this is impossible, to the package or other container in which such goods are kept, a label or other mark of identification bearing the employer’s name and address, printed or written legibly in English.

Section 2664 provides that any article or material which is being manufactured in a home in violation of any provision of this part may be confiscated by the Division. Articles or material confiscated pursuant to this section are to be placed in the custody of the Division. In addition, the Labor Commissioner may affirm, modify, or dismiss the confiscation, and may order the return of none, some, or all of the confiscated articles or material, under terms that the Labor Commissioner may specify.

Section 2665 states that every person who employs or otherwise avails himself of the services of industrial homeworkers in this State is required to comply with applicable labor standards under the Labor Code and keep in a manner approved by the Division, accurate information containing specified information.

Section 2666 requires the Division of Labor Standards Enforcement to enforce the provisions of this part. The Division and the authorized representatives of the Department of Industrial Relations are authorized and directed to make all inspections and investigations necessary for the enforcement of this part.

Every employer is required to permit authorized employees of the Division free access to his place of business for the purpose of making investigations authorized by this part or necessary to carry out its provisions and permit them to inspect and copy his payroll or other records or documents relating to the enforcement of this part, or interview his employees or agents.

Section 2667 states that every person acting either individually or as an officer, agent, employee or independent contractor for another person who violates or refuses or neglects to comply with any provision of this part, or any regulation of the Division made in accordance with the provisions of this part is guilty of a misdemeanor.

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2005 California Labor Code Sections 2650-2667 PART 10. INDUSTRIAL HOMEWORK

Disclaimer: These codes may not be the most recent version. California may have more current or accurate information. We make no warranties or guarantees about the accuracy, completeness, or adequacy of the information contained on this site or the information linked to on the state site. Please check official sources.

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Industrial Homework

Under the Fair Labor Standards Act (FLSA) , industrial homework (also called "piecework") means the production by any covered person in a home, apartment, or room in a residential establishment, of goods for an employer who permits or authorizes such production, regardless of the source (whether obtained from an employer or elsewhere) of the materials used by the homeworker in producing these items.

The performance of certain types of industrial homework is prohibited under the FLSA unless the employer has obtained prior certification from the Department of Labor. Restrictions apply in the manufacture of knitted outerwear, gloves and mittens, buttons and buckles, handkerchiefs, embroideries, and jewelry, if there are no safety and health hazards. The manufacture of women's apparel (and jewelry under hazardous conditions) is generally prohibited. All individually covered homework is subject to the FLSA's minimum wage , overtime and recordkeeping requirements . Employers must provide workers with handbooks to record time, expenses, and pay information.

Webpages on this Topic

Learn more about industrial homework

Fact Sheet on Homeworkers Under the FLSA Provides general information concerning the application of the FLSA to industrial homeworkers.

Fact Sheet on the Employment Relationship Under the FLSA The FLSA covers homeworkers as employees and entitles them to all benefits of the law.

MLR Article: "Work at Home: Data from the Current Population Survey" Interest in home-based work has grown in recent years. Several towns in the rural west are even recruiting home-based businesses as an economic development strategy.

What Kinds of Work Can Youth Perform? Information from the elaws FLSA Advisor.

Minimum Wage and Overtime Pay Information about minimum wage, overtime pay, recordkeeping, and child labor standards.

Handy Reference Guide to the Fair Labor Standards Act Answers many questions about the FLSA and gives information about certain occupations that are exempt from the Act.

Regulations on this Topic

29 CFR 530 - Regulations on industrial homework.

Guide: Batas Kasambahay or Domestic Workers Act

1. concepts.

“Domestic worker” or “ Kasambahay ” refers to any person engaged in domestic work within an employment relationship, whether on a live-in or live-out arrangement, such as, but not limited to, general househelp, “yaya”, cook, gardener, or laundry person, but shall exclude family drivers, children who are under foster family arrangement, or any person who performs domestic work only occasionally or sporadically and not on an occupational basis. (Section 3[e], Rule I, IRR of R.A. 10361)

“Children under foster family arrangement” refers to children who are living with a family or household of relative/s and are provided access to education and given an allowance incidental to education, i.e., “baon”, transportation, school projects, and school activities; provided that the foster family and foster care arrangements are in compliance with the procedures and requirements as prescribed by Republic Act No. 10165 or Foster Care Act of 2012. (Section 3[a], Rule I, Ibid .)

“Debt bondage” refers to the rendering of service by the Kasambahay as security or payment for a debt where the length and nature of service is not clearly defined or when the value of the service is not reasonably applied in the payment of the debt. (Section 3[b], Rule I, Ibid .)

“Deployment expenses” refers to expenses that are directly used for the transfer of the Kasambahay from place of origin to the place of work covering the cost of transportation, meals, communication expense, and other incidental expenses. Advances or loans by the Kasambahay are not included in the definition of deployment expenses. (Section 3[c], Rule I, Ibid .)

“Domestic work” refers to work performed in or for a household. (Section 3[d], Rule I, Ibid .)

“Employer” refers to any person who engages and controls the services of a Kasambahay and is party to the employment contract. (Section 3[f], Rule I, Ibid .)

“Household” refers to the immediate members of the family or the occupants of the house who are directly and regularly provided services by the Kasambahay. (Section 3[g], Rule I, Ibid .)

“Live-out arrangement” refers to an arrangement whereby the Kasambahay works within the employer’s household but does not reside therein. (Section 3[h], Rule I, Ibid .)

“Private Employment Agency (PEA)” refers to any individual, partnership, corporation or entity licensed by the Department of Labor and Employment (DOLE) to engage in the recruitment and placement of Kasambahay for local employment. (Section 3[i], Rule I, Ibid .)

“Recruitment and finder’s fees” refers to charges and any amount collected by the private employment agency, recruiter, entity or any third party for the recruitment and placement of the Kasambahay, which shall not be charged to the Kasambahay. (Section 3[j], Rule I, Ibid .)

“Working children” refers to Kasambahay who are fifteen (15) years old and above but below eighteen (18) years old. (Section 3[k], Rule I, Ibid .)

“Service provider” refers to any person that carries an independent business and undertakes to perform job, work or service on his/her own for a household, according to his/her own manner and method, and free from the control and direction of the employer in all matters in connection with the performance of the work except as to the results thereof. (Section 3[l], Rule I, Ibid .)

2. Hiring of Kasambahay

A. mode of hiring.

A Kasambahay can be hired directly by the employer or indirectly through a licensed PEA. (Section 1, Rule II, Ibid .)

b. Cost of Hiring

The employer shall shoulder the cost of hiring of a Kasambahay, whether he/she is hired through a PEA or a third party. (Section 2, Rule II, Ibid .)

In no case shall the recruitment or finder’s fees be charged against the Kasambahay. (Paragraph 2, Section 2, Rule II, Ibid .)

c. Deployment Expenses

The employer, whether the Kasambahay is hired directly or through a PEA, shall pay the expenses directly used for his/her transfer from place of origin to the place of work. (Section 3, Rule II, Ibid .)

The employer may recover deployment costs from the Kasambahay whenever the employment relationship is terminated within six (6) months without just cause. (Paragraph 2, Section 3, Rule II, Ibid .)

d. Pre-Employment Requirements

Prior to the execution of the employment contract, the employer may require the following from the Kasambahay:

1) Medical certificate or a health certificate issued by a local government health officer;

2) Barangay and police clearance;

3) National Bureau of Investigation (NBI) clearance; and

4) Duly authenticated birth certificate or if not available, any other document showing the age of the Kasambahay such as voter’s identification card, baptismal record or passport. (Section 4, Rule II, Ibid .)

The foregoing shall be the standard requirements when the employment of the Kasambahay is facilitated through a PEA. (Paragraph 2, Section 4, Rule II, Ibid .)

The cost of the foregoing shall be borne by the prospective employer or the agency, as the case may be. (Paragraph 3, Section 4, Rule II, Ibid .)

e. Employment Contract

Before the commencement of the service, a written employment contract between the Kasambahay and the employer shall be accomplished in three (3) copies. The contract shall be in a language or dialect understood by both the Kasambahay and the employer, and shall include the following:

1) Duties and responsibilities of the Kasambahay, which include the responsibility to render satisfactory service at all times;

2) Period of employment;

3) Compensation;

4) Authorized deductions;

5) Hours of work and proportionate additional payment;

6) Rest days and allowable leaves;

7) Board, lodging and medical attention;

8) Agreements on deployment expenses, if any;

9) Loan agreement, if any;

10) Termination of employment; and

11) Any other lawful condition agreed upon by both parties. (Section 5, Rule II, Ibid .)

If the Kasambahay is below 18 years old, the employment contract shall be signed by his/her parent or lawful guardian on his/ her behalf. (Paragraph 2, Section 5, Rule II, Ibid .)

Upon the request of either party, the Punong Barangay or his/her designated officer shall read and explain the contents of the contract to both parties and shall serve as witness. (Paragraph 3, Section 5, Rule II, Ibid .)

f. Standard Employment Contract

The employment contract shall conform to the Department of Labor and Employment (DOLE) Standard employment contract (Kontrata sa Paglilingkod sa Tahanan) or Form BK-1, which forms part of this IRR. Form BK-1 is downloadable and copies shall be made available to the public for free through the local government units, specifically through the barangays and the Public Employment Service Offices (PESOs). (Section 6, Rule II, Ibid .)

g. Distribution of Copies of Employment Contract

The employer shall have the obligation to furnish a copy of the employment contract to the Kasambahay and a copy to the Office of the Punong Barangay in the barangay where the employer resides. (Section 7, Rule II, Ibid .)

h. Renewal of Contract

Should the parties mutually agree to continue their employment relationship upon expiration of the contract, the parties shall execute a new contract to be registered with the concerned barangay pursuant to Rule IX of this IRR. (Section 8, Rule II, Ibid .)

Should the parties fail to execute a new contract, the terms and conditions of the original contract and other improvements granted during the effectivity of the contract are deemed renewed. (Paragraph 2, Section 8, Rule II, Ibid .)

3. Recruitment and Deployment of Kasambahay

A. private employment agencies (peas).

The DOLE shall maintain a system of licensing and regulation of private employment agencies to ensure the protection of the employer and the Kasambahay recruited and hired through the employment agencies. (Section 1, Rule III, Ibid .)

The system shall provide the qualifications of the PEAs with regard to nationality, owners and officers, office space, capitalization and other requirements, as well as non-transferability of license and prohibited practices. (Paragraph 2, Section 1, Rule III, Ibid .)

b. Requirement of License

The PEAs shall secure a license from the DOLE prior to any recruitment and deployment activities. Further, the PEAs shall also register and secure written authorization from the local government unit where they recruit. (Section 2, Rule III, Ibid .)

c. Responsibilities of PEAs

In facilitating the employment of Kasambahay, the PEA shall undertake the following responsibilities:

1) Ensure that the Kasambahay is qualified as required by the employer;

2) Secure the best terms and conditions of employment for the Kasambahay;

3) Ensure that the employment agreement between the Kasambahay and the employer stipulates the terms and conditions of employment and all the benefits in accordance with this IRR;

4) Provide a pre-employment orientation briefing to the Kasambahay and the employer about their rights and responsibilities in accordance with this IRR;

5) Ensure that the Kasambahay is not charged or required to pay any recruitment or placement fees;

6) Keep copies of employment contracts and agreements pertaining to recruited Kasambahay which shall be made available during inspections or whenever required by the DOLE or local government officials;

7) Assist the Kasambahay in filing his/her complaints or grievances against the employers;

8) Cooperate with government agencies in rescue operations involving abused or exploited Kasambahay; and

9) Assume joint and solidary liability with the employer for payment of wages, wage-related and other benefits, including monthly contribution for SSS, PhilHealth, and Pag-IBIG membership. (Section 3, Rule III, Ibid .)

d. Replacement of Kasambahay Hired Through PEAs

In case the Kasambahay was hired through the PEA and the circumstances listed below occurred within one (1) month from the first day the Kasambahay reported for work, the PEA shall provide qualified replacement at no additional cost to the employer. If such replacement is not provided, the employer shall be entitled to a refund of seventy-five percent (75%) of the deployment expenses or fees paid to the PEA. (Section 4, Rule III, Ibid .)

(a) The Kasambahay is found to be suffering from an incurable or contagious disease, or mental illness as certified by a competent or government physician (Section 4[a], Rule III, Ibid .);

(b) The Kasambahay abandons the job without justifiable cause, voluntarily resigns, commits theft or any other analogous acts prejudicial to the employer or his/her family (Section 4 [b], Rule III, Ibid .); or

(c) The Kasambahay is physically or mentally incapable of discharging the minimum normal requirements of the job, as specified in the employment contract (Section 4[c], Rule III, Ibid .).

4. Rights of Kasambahay

A. rights and privileges of kasambahay.

The rights and privileges of the Kasambahay, are as follows:

1) Minimum wage;

2) Other mandatory benefits, such as the daily and weekly rest periods, service incentive leave, and 13th month pay;

3) Freedom from employers’ interference in the disposal of wages;

4) Coverage under the SSS, PhilHealth and Pag-IBIG laws;

5) Standard of treatment;

6) Board, lodging and medical attendance;

7) Right to privacy;

8) Access to outside communication;

9) Access to education and training;

10) Right to form, join, or assist labor organization;

11) Right to be provided a copy of the employment contract as required in

Section 7, Rule II;

12) Right to certificate of employment as required in Section 5, Rule VII;

13)Right to terminate the employment as provided in Section 2, Rule VII; and

14) Right to exercise their own religious beliefs and cultural practices. (Section 1, Rule IV, Ibid .)

b. Minimum Wage

The minimum wage of Kasambahay shall not be less than the following:

1) Two Thousand Five Hundred (Php2,500.00) a month for those employed in the National Capital Region (NCR);

2) Two Thousand Pesos (Php2,000.00) a month for those employed in cities and first-class municipalities; and

3) One Thousand Five Hundred Pesos (Php1,500.00) a month for those employed in other municipalities. (Section 2, Rule IV, Ibid .)

After one (1) year from the effectivity of the Batas Kasambahay and periodically thereafter, the Regional Tripartite Wages and Productivity Boards (RTWPBs) shall review and if proper, determine and adjust the minimum wage rates of Kasambahay in accordance with their rules and regulations taking into account the peculiarities of the Kasambahay employment arrangement. (Paragraph 2, Section 2, Rule IV, Ibid .)

c. Mode of Payment of Wages

The Kasambahay shall be paid his/her wages in cash. No payment by means of promissory notes, vouchers, coupons, tokens, tickets, chits, or any object other than cash shall be allowed. (Section 3, Rule IV, Ibid .)

d. Frequency of Payment of Wages

The Kasambahay shall be paid his/her wages at least once a month. (Section 4, Rule IV, Ibid .)

e. Daily Rest Period

The Kasambahay shall be entitled to an aggregate daily rest period of eight (8) hours per day. (Section 5, Rule IV, Ibid .)

f. Weekly Rest Period

The Kasambahay shall be entitled to at least twenty-four (24) consecutive hours of rest in a week. The employer and the Kasambahay shall agree in writing on the schedule of the weekly rest day but the preference of the Kasambahay, when based on religious grounds, shall be respected. (Section 6, Rule IV, Ibid .)

Nothing in this provision shall deprive the Kasambahay and the employer from agreeing to the following:

1) Offsetting a day of absence with a particular rest day;

2) Waiving a particular rest day in return for an equivalent daily rate of pay;

3) Accumulating rest days not exceeding five (5) days; or

4) Other similar arrangements. (Paragraph 2, Section 6, Rule IV, Ibid .)

g. Service Incentive Leave

A Kasambahay who has rendered at least one (1) year of service shall be entitled to an annual service incentive leave of at least five (5) days with pay. (Section 7, Rule IV, Ibid .)

Any unused portion of said annual leave shall not be cumulative or carried over to the succeeding years. Unused leaves shall not be convertible to cash. (Paragraph 2, Section 7, Rule IV, Ibid .)

h. Thirteenth-Month Pay

The Kasambahay who has rendered at least one (1) month of service is entitled to a thirteenth-month pay which shall not be less than one-twelfth (1/12) of his/her total basic salary earned in a calendar year. (Section 8, Rule IV, Ibid .)

The thirteenth-month pay shall be paid not later than December 24 of every year. (Paragraph 2, Section 8, Rule IV, Ibid .)

i. Social Security Benefits

A Kasambahay who has rendered at least one (1) month of service shall be covered by the Social Security System (SSS), Employees Compensation Commission (ECC), Philippine Health Insurance Corporation (PhilHealth), and Home Development Mutual Fund or Pag-IBIG, and shall be entitled to all the benefits in accordance with their respective laws, rules and regulations. (Section 9, Rule IV, Ibid .)

Benefits under the SSS include sickness, maternity, disability, retirement, death and funeral. A unified benefit package under PhilHealth includes Inpatient Hospital Care and Outpatient Care. (Paragraph 2, Section 9, Rule IV, Ibid .)

Mandatory premium payments or contributions shall be shouldered by the employer. However, if the Kasambahay is receiving a monthly wage rate of Five Thousand Pesos (Php5,000.00) and above, the Kasambahay shall pay the proportionate share in the premium payments or contributions, as provided by law. (Paragraph 3, Section 9, Rule IV, Ibid .)

In the event the Kasambahay avails of certain loan privileges from Pag-IBIG Fund which require the payment of additional or upgraded contributions, the said additional or upgraded contributions shall be shouldered solely by the Kasambahay. (Paragraph 4, Section 9, Rule IV, Ibid .)

The SSS, Pag-IBIG and PhilHealth shall develop a unified system of registration and enrollment within six (6) months from the issuance of this IRR. (Paragraph 5, Section 9, Rule IV, Ibid .)

j. Deduction for Loans/Debts

In case there are loans/debts, an agreement may be made to deduct from the wages of the Kasambahay an amount which shall not exceed 20% of his/her wages in a month. (Section 10, Rule IV, Ibid .)

An employer may agree to extend loan assistance to the Kasambahay at an amount not exceeding the equivalent of his/her six (6) months’ salary. (Paragraph 2, Section 10, Rule IV, Ibid .)

This Section shall not apply to working children. (Paragraph 3, Section 10, Rule IV, Ibid .)

k. Standard of Treatment

The Kasambahay shall be treated with respect by the employer or any member of the household. He/she shall not be subjected to any kind of abuse, including repeated verbal or psychological, nor be inflicted with any form of physical violence or harassment or any act tending to degrade his/her dignity, as defined under the Revised Penal Code, Violence Against Women and their Children Law (RA 9262), Special Protection of Children Against Child Abuse, Exploitation and Discrimination Act (RA 7610) as amended by RA 9231, Anti-Trafficking in Persons Act of 2003 (RA 9208), and other applicable laws. (Section 11, Rule IV, Ibid .)

l. Board, Lodging and Medical Attendance

The Kasambahay shall be provided by the employer free basic necessities to include the following:

1) At least three (3) adequate meals a day taking into consideration the Kasambahay’s religious beliefs and cultural practices.

2) Humane sleeping condition that respects the person’s privacy for live-in arrangement; and

3) Appropriate rest and medical assistance, including first-aid medicine, in case of illnesses and injuries sustained during service without loss of benefits. (Section 12, Rule IV, Ibid .)

For Kasambahay under live-out arrangement, he/she shall be provided space for rest and access to toilet. (Paragraph 2, Section 12, Rule IV, Ibid .)

At no instance shall the employer withdraw or hold in abeyance the provision of these basic necessities as punishment or disciplinary action to the Kasambahay. (Paragraph 3, Section 12, Rule IV, Ibid .)

m. Guarantee of Privacy

The Kasambahay shall, at all times, be respected of his/her privacy, including his/her privacy of communication and personal effects. (Section 13, Rule IV, Ibid .)

n. Access to Outside Communication

The Kasambahay shall be granted access to outside communication during free time. In case of emergency, access to communication shall be granted even during work time. (Section 14, Rule IV, Ibid .)

Should the Kasambahay use the employer’s telephone or other communication facilities, the costs shall be borne by the Kasambahay, unless waived by the employer. (Paragraph 2, Section 14, Rule IV, Ibid .)

o. Opportunities for Education and Training

The Kasambahay shall be afforded the opportunity to finish basic education, consisting of elementary and secondary education. He/she may be allowed access to alternative learning systems and, as far as practicable, higher education or technical vocational education and training. (Section 15, Rule IV, Ibid .)

The employer shall adjust the work schedule of the Kasambahay to allow his/her access to education or training without hampering the services required by the employer. Access to education may include financial assistance at the option of the employer. (Paragraph 2, Section 15, Rule IV, Ibid .)

The Department of Education (DepEd) shall ensure continued access of Kasambahay to alternative learning system education. (Paragraph 3, Section 15, Rule IV, Ibid .)

p. Membership in Labor Organization

The Kasambahay shall have the right to join a labor organization of his/her own choosing for purposes of mutual aid and collective negotiation. (Section 16, Rule IV, Ibid .)

The Kasambahay shall be afforded opportunity to attend organization meetings. (Paragraph 2, Section 16, Rule IV, Ibid .)

The Regional Tripartite Industrial Peace Council (RTIPC), chaired by the DOLE Regional Director, shall create within the council a sub-committee to ensure adequate representation of the Kasambahay in social dialogue on issues and concerns peculiar to Kasambahay work and their welfare. (Paragraph 3, Section 16, Rule IV, Ibid .)

5. Rights and obligations of the employer

A. rights and privileges of employer.

The employer enjoys the following rights:

1) To require submission by the Kasambahay of pre-employment documents (Section 4, Rule II of this IRR);

2) To recover deployment expenses (Section 3, Rule II);

3) To demand replacement (Section 4, Rule III); and

4) To terminate employment (Section 3, Rule VII). (Section 1, Rule V, Ibid .)

b. Pay Slip

The employer shall at all times provide the Kasambahay with a copy of the pay slip (Form BK-2) containing the amount paid in cash every pay day, and indicating all deductions made, if any. The employer shall keep copies of the pay slips for a period of three (3) years. (Section 2, Rule V, Ibid .)

c. Registration and Enrollment to SSS, PhilHealth, and PagIBIG

The employer shall register as employer of the Kasambahay, and shall enroll the Kasambahay to the SSS, PhilHealth, and Pag-IBIG. (Section 3, Rule V, Ibid .)

d. Prohibition Against Withholding of Wages

1) It shall be unlawful for an employer, directly or indirectly, to withhold the wages of the Kasambahay except as provided for under Section 2, Rule VII of this IRR. (Section 4[a], Rule V, Ibid .)

2) It shall also be unlawful for the employer to induce the Kasambahay to give up any part of the wages by force, stealth, intimidation, threat or by any other means whatsoever. (Section 4[b], Rule V, Ibid .)

e. Prohibition on Interference in the Disposal of Wages

It shall be unlawful for the employer to interfere with the freedom of the Kasambahay in the disposition of his/her wages, such as:

1) Forcing, compelling, or obliging the Kasambahay to purchase merchandise, commodities or other properties from the employer or from any other person; or

2) Making use of any store or services of such employer or any other person. (Section 5, Rule V, Ibid .)

f. Prohibited Deductions

Other than those mandated by law, the employer shall not deduct any amount from the wages of the Kasambahay without his/her written consent or authorization; provided that the deduction for loss or damage is made under the following conditions:

1) The Kasambahay is clearly shown to be responsible for the loss or damage;

2) The Kasambahay is given reasonable opportunity to show cause why deduction should not be made;

3) The total amount of such deductions is fair and reasonable and shall not exceed the actual loss or damage; and

4) The deduction from the wages of the Kasambahay does not exceed 20% of his/her wages in a month. (Section 6, Rule V, Ibid .)

The DOLE shall extend free assistance in the determination of fair and reasonable wage deductions under this Section. (Paragraph 2, Section 6, Rule V, Ibid .)

g. Deposits for Loss or Damage

It shall be unlawful for the employer or any other person to require a Kasambahay to make deposits from which deductions shall be made for the reimbursement of loss or damage to tools,

materials, furniture and equipment in the household. (Section 7, Rule V, Ibid .)

h. Prohibition against Privileged Information

All communication and information pertaining to the employer or members of the household shall be treated as privileged and confidential, and shall not be publicly disclosed by the Kasambahay during and after employment. Such privileged information shall be inadmissible in evidence except when the suit involves the employer or any member of the household in a crime against persons, property, personal liberty and security and chastity. (Section 8, Rule V, Ibid .)

i. Prohibition on Debt Bondage

It shall be unlawful for the employer or any person acting on behalf of the employer to place the Kasambahay under debt bondage as defined in Section 3(b), Rule I of this IRR. (Section 9, Rule V, Ibid .)

j. Assignment to Non-household Work

The employer shall not, at any point of the duration of employment, assign the Kasambahay to work whether in full or part-time in a commercial, industrial or agricultural enterprise. (Section 10, Rule V, Ibid .)

When assigned to work in a commercial, industrial or agricultural enterprise, the Kasambahay must be paid the applicable minimum wage and benefits for workers in such enterprise. (Paragraph 2, Section 10, Rule V, Ibid .)

k. Extent of Duty Outside the Household

The Kasambahay and the employer may mutually agree for the Kasambahay to temporarily perform a task for the benefit of another household under the following conditions:

1) There is an agreement between the Kasambahay and the employer for the purpose, particularly on the task/s to be performed;

2) The Kasambahay is entitled to additional payment of not less than the applicable minimum wage rate;

3) The original employer shall be responsible for any liability incurred by the Kasambahay on account of such arrangement; and

4) The original employer is not charging any amount from the other household for the arrangement. (Section 11, Rule V, Ibid .)

The other household where the Kasambahay is temporarily assigned is solidarily liable with the original employer for any nonpayment of wages during such temporary assignment. (Paragraph 2, Section 11, Rule V, Ibid .)

The temporary performance referred herein shall not exceed thirty (30) days per assignment. (Paragraph 3, Section 11, Rule V, Ibid .)

It shall be unlawful for the original employer to charge any amount from the said household where the service of the Kasambahay was temporarily performed. (Paragraph 4, Section 11, Rule V, Ibid .)

l. Health and Safety

The employer shall safeguard the safety and health of the Kasambahay in accordance with the standards which the DOLE shall develop through the Bureau of Working Conditions (BWC) and the Occupational Safety and Health Center (OSHC) six (6) months after the promulgation of this IRR. The said standards shall take into account the peculiar nature of domestic work. (Section 12, Rule V, Ibid .)

6. Standards for employment of working children

A. general prohibition.

It shall be unlawful to employ any person below fifteen (15) years of age as Kasambahay. (Section 1, Rule VI, Ibid .)

b. Employment of Working Children

Pursuant to Republic Act No. 9231 (An Act Providing for the Elimination of the Worst Forms of Child Labor and Affording Stronger Protection for the Working Child, Amending for this Purpose Republic Act No. 7610, As Amended, Otherwise known as the “Special Protection of Children Against Child Abuse, Exploitation and Discrimination Act”), working children shall not be subjected to the following:

1) Work for more than eight (8) hours a day and beyond forty (40) hours a week;

2) Work between ten o’clock in the evening and six o’clock in the morning of

the following day; and

3) Work which is hazardous or likely to be harmful to the health, safety or

morals of children, as defined under existing laws and regulations. (Section 2, Rule VI, Ibid .)

c. Benefits of Working Children

Working children shall be entitled to minimum wage, and all benefits provided under the Batas Kasambahay, which include access to education and training. (Section 3, Rule VI, Ibid .)

d. Programs for the Elimination of Worst Forms of Child Labor in Domestic Work

The DOLE, through the National Anti-Child Labor Committee (NCLC) and in collaboration with the NCLC member-agencies, shall continue to implement programs to withdraw, rescue, and rehabilitate working children below fifteen (15) years of age. The NCLC shall ensure that working children and their families are provided with access to education, access to productive resources, and that measures are in place to ensure compliance with the standards for employment of children in domestic work as prescribed in this Rule. (Section 4, Rule VI, Ibid .)

7. Post-employment

A. pre-termination of employment.

1) In case the duration of employment is specified in the contract, the Kasambahay and the employer may mutually agree upon notice to terminate the contract of employment before the

expiration of its term. (Section 1[a], Rule VII, Ibid .)

2) In case the duration is not determined by stipulation or by nature of service, the employer or the Kasambahay may give notice to end the employment relationship five (5) days before the intended termination of employment. (Section 1[b], Rule VII, Ibid .)

b. Termination of Employment Initiated by the Kasambahay

The Kasambahay may terminate the employment relationship at any time before the expiration of the contract for any of the following causes:

1) Verbal or emotional abuse of the Kasambahay by the employer or any

member of the household;

2) Inhuman treatment including physical abuse of the Kasambahay by the employer or any member of the household;

3) Commission of a crime or offense against the Kasambahay by the employer or any member of the household;

4) Violation by the employer of the terms and conditions of the employment contract and other standards set forth under this IRR;

5) Any disease prejudicial to the health of the Kasambahay, the employer, or member/s of the household; and

6) Other causes analogous to the foregoing.

If the Kasambahay leaves without cause, any unpaid salary due, not exceeding the equivalent of fifteen (15) days work, shall be forfeited. In addition, the employer may recover from the Kasambahay deployment expenses, if any, if the services have been terminated within six (6) months from employment. (Section 2, Rule VII, Ibid .)

c. Termination of Employment Initiated by the Employer

An employer may terminate the employment of the Kasambahay at any time before the expiration of the contract for any of the following causes:

1) Misconduct or willful disobedience by the Kasambahay of the lawful order of the employer in connection with the former’s work;

2) Gross or habitual neglect or inefficiency by the Kasambahay in the performance of duties;

3) Fraud or willful breach of the trust reposed by the employer on the Kasambahay;

4) Commission of a crime or offense by the Kasambahay against the person of the employer or any immediate member of the employer’s family;

5) Violation by the Kasambahay of the terms and conditions of the employment contract and other standards set forth under this IRR;

6) Any disease prejudicial to the health of the Kasambahay, the employer, or member/s of the household; and

7) Other causes analogous to the foregoing. (Section 3, Rule VII, Ibid .)

If the employer dismissed the Kasambahay for reasons other than the above, he/she shall pay the Kasambahay earned compensation plus indemnity in the amount equivalent to fifteen (15) days work. (Paragraph 2, Section 3, Rule VII, Ibid .)

d. Invalid Ground for Termination

Pregnancy and Marriage of the Kasambahay are not considered valid grounds for termination of employment. (Section 4, Rule VII, Ibid .)

e. Employment Certification

Upon the termination of employment, the employer shall issue the Kasambahay, within five (5) days from request, a certificate of employment (Form BK-3) indicating the nature, duration of the service and work description. (Section 5, Rule VII, Ibid .)

8. TESDA skills training, assessment and certification

A. training for local-hired kasambahay.

To promote the training of the Kasambahay, the Technical Education and Skills Development

Authority (TESDA) shall adjust the existing training regulations for issuance of National Certificate (NCII) on housekeeping and customize them for local-hired Kasambahay within six (6) months from the issuance of this IRR. (Section 1, Rule VIII, Ibid .)

b. Skills Training, Assessment and Certification

To ensure productivity and assure quality services, the DOLE, through the Regional/Provincial or District Offices of TESDA, shall facilitate access of Kasambahay to efficient training, assessment and certification based on TESDA Training Regulations for Household Services NC II. (Section 2, Rule VIII, Ibid .)

The competencies to be achieved for NC II consist of: (a) cleaning living room, dining room, bedroom, toilet, and kitchen; (b) washing and ironing clothes, linen and fabric; (c) preparing hot and cold meals/food; and (d) serving food and beverage. (Section 2[a], Rule VIII, Ibid .)

TESDA Training Regulations for other qualifications can be accessed at the Regional/Provincial or District Offices. (Section 2[b], Rule VIII, Ibid .)

c. Requirements for Training

Kasambahay intending to be trained and certified for Household Services NC II must possess the qualifications specified in the customized local-hired Kasambahay training regulation of TESDA. (Section 3, Rule VIII, Ibid .)

d. Skills/Competency-Based Pay System

The National Wages and Productivity Commission (NWPC)/RTWPBs shall coordinate with TESDA on the development of a skills/competency-based pay system in line with the thrust to

professionalize the Kasambahay. Wage advisories containing a range of wage increases on top of the minimum wage shall be issued by the RTWPBs taking into consideration the competency standards set by TESDA. (Section 4, Rule VIII, Ibid .)

9. Registration system for Kasambahay

A. employer’s reportorial duties.

Every employer shall register a Kasambahay under his/her employment in the barangay where his/her residence is located. The Punong Barangay shall be responsible for the Registry of Kasambahay within his/her jurisdiction. (Section 1, Rule IX, Ibid .)

b. Start-up Registration

The Punong Barangay, together with SSS, Pag-IBIG and PhilHealth representatives, shall conduct a common registration of all Kasambahay nationwide. The start-up registration shall be held in a City or Municipal Hall or Plaza, organized by the City or Municipal Mayor, during the celebration of Labor Day. The Department of Interior and Local Government (DILG), through the National Barangay Operations Office (NBOO), shall issue a circular prescribing the standard Registration Form and Protocols as guide for registration, which may contain personal, education, family, and work information. (Section 2, Rule IX, Ibid .)

The DOLE-Regional Office shall ensure facilities for one-stop registration for Kasambahay during job fairs. (Paragraph 2, Section 2, Rule IX, Ibid .)

c. Continuous Registration

The Punong Barangay shall designate a Registration/Kasambahay Desk in the Barangay Hall to accommodate continuous registration by the employers. (Section 3, Rule IX, Ibid .)

d. Kasambahay Masterlist

The Punong Barangay shall maintain and update the Kasambahay Masterlist in the barangay. The barangays through the Kasambahay Desks shall submit reports to the local government units

(LGUs), through the PESOs on data regarding registration of the Kasambahay.

The LGUs shall submit a monthly report to the DILG for monitoring and data analysis. The report shall be made available to the DOLE and other concerned government agencies. (Section 4, Rule IX, Ibid .)

e. Disclosure of Information

The processing of personal information under this Rule shall be allowed, subject to compliance with the requirements of Republic Act No. 10173 (Data Privacy Act of 2012) and other laws allowing disclosure of information to the public and adherence to the principles of transparency, legitimate purpose and proportionality. (Section 5, Rule IX, Ibid .)

10. Rescue and rehabilitation of abused Kasambahay

A. rescue of abused kasambahay.

Any abused Kasambahay shall be immediately rescued by a municipal or city social welfare officer in coordination with the concerned barangay officials and the proper law enforcement personnel. (Section 1, Rule X, Ibid .)

b. Definition and Coverage of Abuse

Abuse shall refer to any act or a series of acts committed by an employer or any member of his/her household against any Kasambahay which results in or is likely to result in physical, sexual, psychological harm or economic abuse including threats of such acts, battery, assault, coercion, harassment or arbitrary deprivation of liberty. It includes, but is not limited to, the following acts:

1) Physical violence refers to acts that include bodily or physical harm;

2) Sexual violence refers to an act which is sexual in nature, committed against a Kasambahay. It includes, but is not limited to:

a) Rape, sexual harassment, acts of lasciviousness, treating the Kasambahay as a sex object, making demeaning and sexually suggestive remarks, physically attacking the sexual parts of the

Kasambahay’s body, forcing him/her to watch obscene publications and indecent shows or forcing him/her to do indecent acts and/or make films thereof.

b) Acts causing or attempting to cause the Kasambahay to engage in any sexual activity including prostitution by force, threat of force, physical or other harm or threat of physical or other harm or coercion.

3) Psychological violence refers to acts or omissions causing or likely to cause mental or emotional suffering to the Kasambahay such as but not limited to intimidation, threats, harassment, stalking, damage to property, public ridicule or humiliation and repeated verbal abuse;

4) Economic abuse refers to the withholding of the Kasambahay’s wage or a part of it or any act which induce the Kasambahay to give up any part of the wage by force, stealth, intimidation, threat or by any other unlawful means whatsoever;

5) Any other act which limits the Kasambahay’s exercise of his/her rights as provided for in the law. (Section 2, Rule X, Ibid .)

c. Parties who can Report the Abuse

The following may report any act of abuse committed against a Kasambahay:

1) Offended Kasambahay;

2) Parents or guardians of the offended Kasambahay;

3) Ascendants, descendants or collateral relatives within the fourth civil degree of consanguinity or affinity;

4) Social workers from the LSWDOs or the DSWD Field Office;

5) Police officers from the Women and Children Protection Desks;

6) Barangay Officials;

7) Lawyer, counsellor, therapist, or healthcare provider of the offended Kasambahay; or

8) At least two (2) concerned responsible citizens of the city or municipality where the abuse occurred and who has personal knowledge of the offense committed. (Section 3, Rule X, Ibid .)

d. Persons to Whom Report be Made

Any act of abuse committed against a Kasambahay may be reported to the following:

1) Any official of the barangay where the abuse occurred;

2) Any social worker from the LSWDO or the DSWD Field Office;

3) Any police officer from the Women and Children Protection Desks; or

4) Any officer of the PESO. (Section 4, Rule X, Ibid .)

e. Conduct of Rescue Operations

Upon receipt of any report of abuse, the abused Kasambahay shall be immediately rescued by a municipal or city social welfare officer in coordination with the concerned barangay officials and the proper law enforcement personnel. (Section 5, Rule X, Ibid .)

At all times, the rescue team shall ensure the full protection of the rights of the abused Kasambahay and the accused while under their custody and control. (Paragraph 2, Section 5, Rule X, Ibid .)

No action or suit shall be brought, instituted or maintained in any court or tribunal or before other authority against any: (a) social worker; (b) law enforcement officer; or (c) person acting in compliance with a lawful order from any of the above, for lawful acts done or statements made during an authorized rescue operation, recovery or rehabilitation/intervention, or an investigation or prosecution of an abused case involving a Kasambahay: Provided, that such acts shall have been made in good faith. (Paragraph 3, Section 5, Rule X, Ibid .)

f. Role of Local Social Welfare and Development Offices (LSWDOs) in the Rehabilitation of Abused Kasambahay

The LSWDOs, in coordination with concerned government units, shall make available the following services for abused Kasambahay:

1) Temporary shelter;

2) Counselling;

3) Free Legal Services;

4) Medical or Psychological Services;

5) Livelihood and Skills Training; and

6) Other relevant services as necessary. (Section 6, Rule X, Ibid .)

In the event that the above-mentioned services are not available at the local level, the LSWDOs may seek the assistance from the DSWD to provide such services to the abused Kasambahay. (Paragraph 2, Section 6, Rule X, Ibid .)

At all times, the LSWDOs and DSWD shall adopt a gender responsive, rights-based and culture-sensitive approach to service delivery to facilitate the recovery, rehabilitation and reintegration of the Kasambahay in mainstream society. The LSWDOs shall also ensure that the necessary after-care services are made available at least for the next six (6) months for the reintegrated Kasambahay. (Paragraph 3, Section 6, Rule X, Ibid .)

11. Settlement/disposition of labor related-disputes

A. mechanism for settlement of disputes.

All labor-related disputes shall be filed before the DOLE Field/Provincial/Regional Office having jurisdiction over the workplace. Such disputes shall go through the thirty-day (30) mandatory conciliation-mediation to exhaust all efforts for settlement. (Section 1[a], Rule XI, Ibid .)

Issues unresolved through settlement shall be referred to the proper DOLE Regional Office for decisions. The same shall be appealable to the Office of the Secretary of DOLE, whose decision shall be final and executory. (Section 2, Rule XI, Ibid .)

c. Other Cases

Ordinary crimes or offenses committed by either party under the Revised Penal Code and other special penal laws shall be filed with the appropriate courts. (Section 3, Rule XI, Ibid .)

12. Unlawful acts and penalties

A. unlawful acts.

The following acts are declared unlawful:

1) Employment of Children below 15 years of age (Section 16, Batas Kasambahay);

2) Withholding of Wages of the Kasambahay (Section 28, Batas Kasambahay);

3) Interference in the Disposal of the wages of the Kasambahay (Section 27, Batas Kasambahay);

4) Requiring deposits for loss or damage (Section 14, Batas Kasambahay);

5) Placing the Kasambahay under Debt Bondage (Section 15, Batas Kasambahay); and

6) Charging another household for temporarily performed tasks (Section 23, Batas Kasambahay). (Section 1, Rule XII, Ibid .)

b. Administrative Penalties

Commission of any of the foregoing acts shall be punishable with a fine of not less than Ten Thousand Pesos (Php10,000.00) but not more than Forty Thousand Pesos (Php40,000.00), to wit:

Php10,000.00 – 1st offense

Php20,000.00 – 2nd offense

Php30,000.00 – 3rd offense

Php40,000.00 – 4th and succeeding offenses and for violation/s committed against working children. (Section 2, Rule XII, Ibid .)

The penalties herein shall be without prejudice to the filing of the appropriate

civil and/ or criminal action by the aggrieved party. (Paragraph 2, Section 2, Rule XII, Ibid .)

c. Penal Sanction for Offenses against Working Children

Any employer who has been sentenced by a court of law of any offense against a working child under the Batas Kasambahay shall be meted out with a penalty one degree higher and shall be prohibited from hiring a working child. (Section 3, Rule XII, Ibid .)

13. Special provisions

A. information dissemination and training program.

Immediately after the enactment of this IRR, the DOLE, in coordination with the DILG, DSWD, SSS, ECC, PhilHealth and Pag-IBIG and other stakeholders, shall develop and implement a continuous information dissemination program on the provisions of this IRR, particularly to build the capacities of local government units and officers assigned to the Kasambahay Desks in fulfilling their mandate. (Section 1, Rule XIII, Ibid .)

The employers, Kasambahay association or organization, civil society groups and labor organizations shall be tapped in the dissemination of information on the provisions of this IRR. (Paragraph 2, Section 1, Rule XIII, Ibid .)

b. “Araw Ng Mga Kasambahay”

Every 18th day of January shall be designated as “Araw ng mga Kasambahay”. (Section 2, Rule XIII, Ibid .)

14. Miscellaneous provisions

A. transitory provision.

All existing arrangements between a Kasambahay and the employer shall be adjusted to conform to the minimum standards set by this IRR. (Section 1, Rule XIV, Ibid .)

b. Non-Diminution of Benefits

Nothing in this IRR shall be construed to cause the diminution or substitution of any benefits and privileges currently enjoyed by the Kasambahay hired directly or through an agency. (Section 2, Rule XIV, Ibid .)

c. Oversight Function of the National Tripartite Industrial Peace Council (NTIPC)

The NTIPC created under Executive Order No. 49, Series of 1988, as amended, shall serve as the oversight committee to verify and monitor the implementation and enforcement of the provisions of this IRR. (Section 3, Rule XIV, Ibid .)

▪ Republic Act No. 10361, “Domestic Workers Act” or “Batas Kasambahay”

▪ Implementing Rules and Regulations of R.A. 10361 | DOLE | ILO

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Moscow (Moskva)

Moscow (Moskva), Russia (RU)

Moscow (Moskva) is a beautiful city in Russia . It is a pearl of the Europe , where merged together history and modernity, culture and science. There are important and usefull airports in Moscow (Moskva). The most important, modern and largest airports in Moscow (Moskva) are:

Bykovo (More info...)
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Leningradskiy Railway Station (More info...)
MATFMC of Russia (More info...)
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IATA and ICAO codes of airports in Moscow (Moskva)

Airports of Moscow (Moskva) have international codes of IATA and ICAO . An IATA airport code is a three-letter code designating many airports around the world (including Russia), defined by the International Air Transport Association (IATA). The characters prominently displayed on baggage tags attached at airport check-in desks are an example of a way these codes are used.

The ICAO airport code is a four-letter alphanumeric code designating each airport around the world. These codes are defined by the International Civil Aviation Organization. The ICAO codes are used by air traffic control and airline operations such as flight planning. They are not the same as the IATA codes encountered by the general public, which are used for airline timetables, reservations, and baggage handling.

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You’ll go over the moon for post eclipse sky-watching fun in the region’s dark sky park: Valley Views

Published: Apr. 14, 2024, 9:40 p.m.

You can get a close up view of the cosmos in person at Observatory Park.

Joan Rusek, special to cleveland.com

CHAGRIN FALLS, Ohio – Now that the total eclipse is over, don’t stop looking up. Observatory Park in Montville Township is offering a full schedule of dark sky events this spring. The region’s dark sky park is open 6 a.m. to 11 p.m. through Memorial Day, then 6 a.m. to 1 a.m. through Labor Day.

Take a full moon hike led by Geauga Park District naturalists Tuesday, April 23, for the spring peepers moon, Thursday, May 23 for the whippoorwill moon, and Friday, June 21 for the strawberry moon. If the sky is clear stick around for guided night sky viewing using park telescopes from dark through 11 p.m.

Park naturalists also offer walk-up guided night sky viewing from dark until 11 p.m. Fridays and Saturdays April 26 and 27, May 10, 11, 24, and 25 and June 7, 8, 21 and 22 using a variety of park telescopes. If it is cloudy there will be a planetarium show.

Speaking of that, planetarium shows are offered at 2 and 3 p.m. Sunday April, 28, May 26 and June 23 inside the Robert McCullough Science Center. Register for your seat for these popular 45-minute shows at geaugaparkdistrict.org .

Special programs exploring the moon for children are offered on Friday or Saturday May 3 or 4 for ages three to five with an adult. Older kids ages six to 11 can sign up with an adult for a program Saturday, May 4. Check the website for times and availability.

In addition. members of the Chagrin Valley Astronomical Society will host walk-up night sky viewing from dark until 11 p.m. May 18 and June 15 on clear nights at the Nassau Astronomical Station. Park naturalists offer walk-up guided night sky viewing from dark until 11 p.m. Fridays and Saturdays April 26 and 27, May 10, 11, 24, and 25 and June 7, 8, 21 and 22 using a variety of park telescopes. If it is cloudy there will be a planetarium show.

Bring blankets, lawn chairs, refreshments and bug spray to watch a movie under the stars. “Raiders of the Lost Ark” with Indiana Jones will be shown at dusk, Saturday, June 15. It will move indoors in case of inclement weather.

Don’t forget your horse. You can register to ride yours with a naturalist on a trail ride during the morning or afternoon Thursday, May 30.

Contact geaugaparkdistrict.org or 440-286-9516.

Dust off your kites: Crossroads Health is holding its second community “Soaring Hearts” fundraiser noon to 4 p.m. Saturday, May 18 at Headland Beach State Park as it seeks to break a record for the most kites flown simultaneously at the beach. The number to beat is 2,000.

Admission is free. There will be entertainment, games, food trucks and a DJ. Register at crossroadshealth.org/soaringhearts . Sponsorships are available. The event is held in partnership with the park, the Ohio Dept. of Natural Resources, City of Mentor police and fire departments, the Lake County Sheriff’s Office and others.

Crossroads Health is a a non-profit behavioral and primary health care center providing specialized services, case management, hotline an crisis intervention for patients and their families with two locations in Mentor, as well as in Pepper Pike and Painesville.

Listen to Beethoven : The Snowbelt Symphony presents an evening of Beethoven 4 p.m. Sunday, April 21 at New Promise Church, 8671 Euclid-Chardon Rd. in Kirtland with Lindsey Leonard as the featured soprano. Conductor Greg Hillis leads Beethoven’s Coriolan Overture and First Symphony along with Richard Wagner’s work, Siegfried Idyll, which was composed as a gift to his wife after the birth of their son. Lindsey Leonard is the featured soprano. Tickets are $30 for adults, $25 for seniors and $8 for students. Contact snowbeltmusical.org or 440-296-9610.

Jumper Classic turns 75 : The Chagrin Hunter Jumper Classic celebrates 75 years this year as it returns July 5-14 at Chagrin Valley Farms in Bainbridge. The tradition began in 1949 at the Metroparks Polo Field in Moreland Hills when the Chagrin Valley Trails and Riding Club launched a two-day, all-breed English and Western horse show as a fundraiser.

The horse show offered classes for carriage driving, western riders and gaited horses, while keeping, hunter and jumper competition as the main focus. By the 1960s, it was a prestigious national hunter/jumper show, attracting exhibitors and spectators as one of the largest outdoor shows in the nation. The local chapter of the Professional Horseman’s Association took it over as the Chagrin Valley PHA Horse Show benefitting the United States Equestrian Team.

Known today as the Chagrin Hunter Jumper Classic, since 2022 it has been hosted at Chagrin Valley Farms It is one of a few elite horse shows designated as a U.S. Equestrian Federation Heritage Competition. Contact chagrinhunterjumperclassic.org for more information.

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COVID-19 Fraud Enforcement Task Force Releases 2024 Report

The Justice Department’s COVID-19 Fraud Enforcement Task Force (CFETF) today released its 2024 report detailing the efforts of the task force and its member agencies in response to widespread fraud involving many COVID-19 relief programs targeted by fraudsters and other criminals who sought to exploit the government’s relief efforts for their personal gain.

“Since I established the COVID-19 Fraud Enforcement Task Force three years ago, we have charged more than 3,500 defendants, seized or forfeited over $1.4 billion in stolen COVID-19 relief funds, and filed more than 400 civil lawsuits resulting in court judgements and settlements,” said Attorney General Merrick B. Garland. “Our work is not over. We will continue our efforts to investigate and prosecute pandemic relief fraud and to recover the assets that have been stolen from American taxpayers.”

To date, the efforts of the task force’s member agencies has led to criminal charges against more than 3,500 defendants for losses of over $2 billion, civil enforcement actions resulting in more than 400 civil settlements and judgments of over $100 million, and over $1.4 billion seized or forfeited.

“Working with law enforcement and the Inspector General community, the Department of Justice has deployed a data-driven prosecution strategy to combat COVID-19 fraud—to the tune of over 3,500 defendants charged and more than $1.4 billion seized or forfeited,” said Deputy Attorney General Lisa Monaco. “But the time is now to ensure law enforcement has what it needs to finish the job. The statute of limitations must be extended and the necessary funding and data analytic tools secured for our prosecutors to recover hundreds of millions of dollars more in fraud proceeds, bring remaining offenders to justice, and disrupt criminal networks that continue to victimize our citizens.”

“While I am incredibly proud of the work of the CFETF and the significant law enforcement accomplishments, much work remains in the fight against COVID-19 fraud,” said Director Michael C. Galdo of the COVID-19 Fraud Enforcement Task Force. “The CFETF and its member agencies have ongoing investigations into hundreds of identity thieves, transnational fraud and money laundering networks, large-dollar individual fraudsters, and the businesses that facilitated these crimes. CFETF member agencies have improved their data analytics capabilities and are using these new skills to investigate fraud more efficiently and effectively.”

In addition to the efforts noted above, the CFETF has established five strike forces to focus on the most complex and harmful pandemic fraud—often committed by overseas, organized, or violent actors. Those strike forces, located in the U.S. Attorneys’ Offices across the country including the Districts of Maryland, New Jersey, Colorado, the Southern District of Florida, and a joint task force co-located in the Eastern and Central Districts of California, are responsible for indicting 250 defendants to date, including gang members, inveterate fraudsters, and overseas rings committing a myriad of cyber-enabled fraud against our citizens and government programs.

CFETF members also established the National Unemployment Insurance Fraud Task Force, a first-of-its-kind task force that developed a data sharing and lead development process within OCDETF’s International Organized Crime Intelligence Operation Center (IOC-2), using data from pandemic relief programs. The NUIFTF has used that process to disseminate over 100 leads and intelligence associated with over $3 billion in suspected pandemic fraud.

In May 2021, the Attorney General established the COVID-19 Fraud Enforcement Task Force to marshal the resources of the Justice Department in partnership with agencies across government to enhance efforts to combat and prevent pandemic-related fraud. The task force bolsters efforts to investigate and prosecute the most culpable domestic and international criminal actors and assists agencies tasked with administering relief programs to prevent fraud by, among other methods, augmenting and incorporating existing coordination mechanisms, identifying resources and techniques to uncover fraudulent actors and their schemes, and sharing and harnessing information and insights gained from prior enforcement efforts.

The CFETF members include Justice Department components, including the Criminal Division, Civil Division, U.S. Attorneys, Executive Office for U.S. Attorneys, FBI, Organized Crime Drug Enforcement Task Forces, Office of the Inspector General, National Unemployment Insurance Fraud Task Force, and INTERPOL Washington; and key interagency partners, including Homeland Security Investigations, IRS Criminal Investigations, U.S. Secret Service, U.S. Postal Inspection Service, and multiple representatives of the Office of Inspector General community, including Department of Labor, Department of Treasury, Tax Administration, Department of Homeland Security, Small Business Administration, Department of Health and Human Services, Department of Veterans Affairs, Social Security Administration, Federal Deposit Insurance Corporation, Federal Housing Finance Agency, Federal Reserve Board, Special Inspector General for Pandemic Relief, and the Pandemic Response Accountability Committee.

CFETF 2024 Report

Fact Sheet