The occupational safety and health of Filipino migrant workers have been subject to increasing concern globally, as they have played a significant role in supporting the local and global economy. With the emergence and spread of the COVID-19 pandemic in 2020, the working conditions and safety and health of Filipino migrant workers, particularly in the hotel industry, have been greatly affected. This research determined the general changes in occupational safety and health conditions (OSH) of Filipino migrant workers in the hotel industry in Singapore before and during the COVID-19 pandemic, focusing on their physical, biological, and psychological hazards. It used qualitative research methods through in-depth interviews and online surveys to gather necessary information. The findings revealed that the occupational safety and health hazards faced by Filipino migrant workers have become increasingly complex. The physical hazards are still prevalent even with the onset of the pandemic because of the additional workloads that cause them to have injuries and be prone to accidents. In terms of biological aspects, the threat of infectious diseases, particularly COVID-19, has loomed large, as workers often find themselves in close contact with both colleagues and guests, increasing their risk of exposure. Psychologically, the heightened stress and anxiety have intensified due to fear of illness and too much isolation. Overall, the existing vulnerabilities of these hazards were aggravated by the COVID-19 pandemic. The study also highlighted the effectiveness of government and company interventions as they implemented safety protocols that helped alleviate some of the pressures they faced and the incentives offered to help the workers with challenges posed by the pandemic. In light of these findings, the study recommended that other countries glean essential lessons from the Singapore government's proactive role in ensuring the workplace safety and health of migrant workers in the hotel industry.

This study examined the impact of the Philippine government's Public Utility Vehicle Modernization Program (PUVMP), more recently coined as Public Transport Modernization Program (PTMP), on public utility jeepney (PUJ) drivers, operators, cooperatives and transport unions in Metro Manila and Visayas with emphasis on socio-economic equity and labor dynamics, and the extent to which the internationally recognized Just Transition principles of the International Labor Organization (ILO) had been integrated into the program. Utilizing a series of interviews and focus group discussion approach involving key informants from selected trade unions and transport groups and drivers, the study sought to gather and evaluate their perceptions of and experiences on the implementation of the PUVMP. The findings of the study identified mixed perspectives and varied approaches of the organizations of drivers and operators towards the jeepney modernization program, reflecting their strategic choices---from cooperation, to conditional acceptance, to critical engagement, and to opposition. However, despite these varied approaches, the participants of the study shared common concerns such as the high costs of replacing the traditional jeepneys with imported electric mini-buses, inadequate financial support/subsidy from the government, lack of social protection support for the affected drivers and operators, top-down implementation of the PUVMP that favors big companies, lack of meaningful involvement of drivers' and operators' organizations in the development and implementation of the program, and lack of capacity-building programs to facilitate the consolidation process, particularly establishing and running a transport cooperative. The study also found the important role of trade unions in reforming the program to address these concerns. Overall, the PUVMP failed to integrate the Just Transition principles, which puts into question the inclusiveness and sustainability of the program in the medium and long-term. In light of this, the PUVMP failed as a Just Transition program; what it actually conveyed is "unjust transition".

Recommendations are provided to make the PUVMP more worker-centred and to enable a smoother transition to a greener and ecologically sustainable public transportation system.

The concept of side hustle has gained immense popularity over the years due to the rise of technology and economic events but its widespread existence around the globe can also be traced on the changing work preferences of younger generations, specifically the Gen Zs. They engage in these side hustles to satisfy not only their financial needs but more importantly, their intrinsic needs that they may not experience in their full-time job. But despite the high prevalence of this activity and what it gives to employees, traditional employers in the Philippines are still oblivious and have generally mixed attitudes towards it. There is a general belief that platform-enabled side hustles negatively impact one's full-time job or functioning at work.

Through the employment of quantitative and qualitative analyses, the paper aimed to determine how the intrinsic needs satisfaction from platform-enabled side hustles impacts the full-time job of Gen Z employees working in the BPO sector. Findings showed that Gen Zs have high intrinsic needs satisfaction from doing platform-enabled side hustles as well as high organizational commitment level. It is worth noting that they have low burnout level in their full-time job suggesting that their platform-enabled side hustle do not negatively affect work outcomes. Gen Zs defined and perceived intrinsic needs as having pleasurable work, finding purposeful activity, seeking sense of belonginess, building self-worth and drivers of workplace success. Platform-enabled side hustles provide Gen Zs with opportunities to exercise psychological freedom, closely collaborate with stakeholders, have a balanced workplace culture, acquire continuous growth and development, attain work-life integration, and gain financial security. They can also satisfy specific needs such as celebrating individuality, affiliation, self-esteem, autonomy, and flexibility. This satisfaction then leads to not only favorable outcomes for Gen Zs but also positive and significant impacts to their full-time job in the BPO industry. To improve the workplace experience of Gen Zs with platform-enabled side hustles, employers must gain awareness on the unique experiences of the group, be informed of the possible consequences of prohibiting side hustles, create clear written side hustle-related rules on company policies, encourage openness and support among leaders or management, execute considerate and reasonable performance management, and introduce flexible work arrangements.

This study investigated the employment opportunities for persons with disabilities (PWDs) at the University of the Philippines Diliman in Quezon City and the factors that influenced their employment. These factors included attitudes toward PWD workers, compliance with the Magna Carta for Persons with Disabilities, strategies for hiring individuals with disabilities, and the support systems provided for employees with disabilities. The four factors---attitude, compliance, strategies, and support systems---served as the independent variables, while employment opportunities constituted the dependent variable.

To better understand these factors, the independent variables were divided into related elements. The first variable, attitudes toward PWDs, focused on perceptions and biases affecting them. The second variable, compliance with the Magna Carta, comprised one element: the organizational commitment to fulfilling the 1% employment reservation for PWDs as mandated by the Magna Carta. The third variable, strategies for hiring PWDs, included two elements: recruitment methods to attract PWD applicants and retention methods to ensure that PWD employees remained in the institution. The fourth variable, support systems, encompassed three elements: training for employees on disability-related issues, accommodations provided to employees with disabilities, and organizational policies promoting the employment of PWDs.

Data were gathered through in-depth interviews using a prepared questionnaire. These interviews were conducted with selected Deans, Unit Heads, and Directors at the University of the Philippines Diliman who were responsible for recommending personnel hires.

This research takes into account the study of one of the more avant-garde theories in industrial relations – Social Partnership, an approach which promotes productivity and at the same time effective human resources management in an idyllic system built on common trust and interest, effective communication and a harmonious working environment between management and its employees.

Social Partnership as an industrial relations tool have been applied and researched in varied sectors. To expand the study, this thesis focused on its implementation in educational institutions particularly in three (3) schools in South Metro Manila, namely: PAREF Southridge School for Boys, Elizabeth Seton and Blessed Trinity School of Las Pinas using case study approach.

To enrich research findings, five additional industrial relations models were used as reference in assessing the effectiveness of the implemented Social Partnership programs in the participating schools, which are: Joint Consultation, Joint Management, Mutual Gains, Employee Involvement/employee Participation and Labor-Management Cooperation. The research also took into account the relationship between the school administrators, teachers and parents as well as the effect of other variables like that of organizational culture.

The success of a well-implemented Social Partnership was measured through its outcomes, in this case: low-teacher grievance, stable enrollment, parent satisfaction, and school and student achievement.