Title: A Case Report on the Occupational Safety and Health Perspectives in the Philippine

Television and Broadcasting Industry

Research Team:
Dr. Darryl Lucian S. Bautista1, Jasmin D.C. Rivera1, Dr. Reynold Sta Ana1, Faith Carmela A.
Relente1, Engr. Melba Marasigan2, Engr. Abyguel Mercullo 3
1
Health Control Division; 2Environment Control Division; 3Safety Control Division
Occupational Safety and Health Center

INTRODUCTION
The Philippine media industry as a whole is undeniably a powerful system of
communication and information dissemination. It is also the major source of entertainment
for the Filipino masses since the shows that the entertainment industry has been producing
primarily reflect the current situation and experiences of its target audience. Inside and
outside the country, we are widely known for being avid fans of actors and actresses in
movies and primetime shows that in 1999 we became the 4th largest film industry after
producing 140 films in a year (Francisco, de Dios, Barrios and Tijam, Jr., 1998).

With the advent of technology, more and more Filipinos are now able to watch
television programs and movies that pique their interest. The current trend is that the
audience can now access media content via TV screens and online simultaneously. On
December 2014, it was reported that the TV viewing habits of audience in major cities
nationwide increased from 93% (2013) to 95% based on the Nielsen Cross-Platform Report
(“8 in 10 Filipinos Consume Media Content through Multiple Screens,” 2014).

In a country where there is a greater demand for audio-visual forms of entertainment

such as India, their entertainment industry is expected to have an average compounded annual
growth rate of 13.9% by 2019 (“FICCI-KPMG Indian Media and Entertainment Industry,”
2015). Guidelines for safety and health specifically for the workers in the entertainment
industry were already developed and promulgated by institutions and organizations such as
the Contract Service Administration Trust Fund in the United States of America (“What is
CSATF?”, 2008), Canada Ministry of Labor in Canada (“Safety Guidelines for the Film and
Television Industry in Ontario,” 2009), and Health and Safety Executive in the United
Kingdom (“Film, TV and Broadcasting,” n.d.) to help prevent all kinds of accidents in the
workplace. Guidelines pertaining to safety and health in the entertainment industry are
strictly implemented in developed countries. In UK, for example, an average fine of £9,528
was collected in 2013 for non-compliance with their Health and Safety at Work Act 1974
(“Insights into Health and Safety,” 2014).

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SIGNIFICANCE OF THE STUDY
Locally, issues on general labor and safety & health of workers in the entertainment
industry have been gaining public attention. These issues include employees’ call for work
regularization (Bernal, 2015), consecutive premature deaths of directors (San Diego, 2016;
Viray, 2016), and violence experienced by bit players during taping (“Former Forevermore
Talent”, 2016). It is for these reasons that there is a need to evaluate the prevailing work
practices in the entertainment industry in order to mitigate the effects of possible risks or
hazards which prevent employees from working in safe and healthy working environment.
The practice of safety and health in the workplace from the viewpoint of stakeholders will
serve as baseline information for the determination of the Occupational Safety and Health
(OSH) profile which may lead to the development of programs for the improvement of the
working conditions for all workers in the television and broadcasting industry.

OBJECTIVES
In order to determine the current practice of OSH in the television and broadcasting
industry, the study was performed based on the following objectives:
1. Identify the working conditions and practices peculiar to the industry
2. Determine the existence of OSH policies and programs formulated and
implemented by the companies engaged in the industry
3. Provide recommendations for the conduct of SAVE and future studies

METHODOLOGY

Pre-Assessment Activities. A series of meetings and consultations with stakeholders from the
Department of Labor and Employment (Bureau of Working Conditions, Institute for Labor
Studies, Bureau of Workers with Special Concerns, Legal Service, DOLE NCR-Quezon City
Field Office), the Broadcasting Industry Tripartite Council and two major Television
Networks were conducted. This was done to have an overview of the work processes
involved in the industry.

Tools. A survey tool was constructed, with the aid of the OSH component from the Labor
Laws Compliance Assessment (LLCA) and OSHC’s Gawad Kaligtasan at Kalusugan (GKK)
Checklists to assess the general OSH profile of the television and broadcasting industry. The
LLCA checklist is a tool used by the Bureau of Working Conditions (BWC) to assess a
company’s compliance to standards concerning general labor and occupational safety and
health (DOLE, 2014). The Institute for Labor Studies (ILS), the lead organizer of the
dialogue, together with the BWC and Bureau of Workers with Special Concerns (BWSC),
furnished its own survey tool in assessing the general labor practices and special concerns
and the results of which can be found in their research.

Collaboration. A letter of invitation to participate in the Roundtable Discussion was

developed by the organizers distributed to the networks coursed through the Broadcast
Industry Tripartite Council Secretariat. A team composed of the technical staff of OSHC,
ILS, BWSC and BWC collaborated during data collection. This was done thru a 1-day
workshop with the respondents of the study. The OSHC focused on inputs on the
occupational safety and health of the respondents. The output of the workshop was

2
subsequently integrated and analyzed qualitatively. During the preliminary focus group
discussion, several respondents have expressed their unwillingness to disclose information
(that was beyond the data they have presented in the group) due to the presence of their
competitors. The respondents were asked by the organizer on how they would like the
discussion to be organized in such a way that they will find it comfortable enough to share
information with the facilitators. The organizer suggested simultaneous roundtable
discussions per group and the participants agreed to their suggestion. Each group consisted of
a set of facilitators and a company’s management representatives, for a total of 3
management groups (since one company walked out after the preliminary discussion and
before the start of the RTD) and the 4th group consisted of facilitators and worker
representatives. All 4 RTDs, though conducted separately, were conducted within a single
function room and the respondents could see the other participants and hear their responses
(though not clearly).

Participants. The Quezon City Field Office disseminated a letter of invitation to major
networks to attend the roundtable discussion. The participants of the study were management
representatives who are Human Resource personnel (HR), Safety Officers (SO) and workers
of four (4) television and broadcasting networks who attended the Round Table Discussion
facilitated by DOLE staff from the Bureau of Working Conditions, Bureau of Workers with
Special Concerns and Occupational Safety and Health Center. Network 1 was represented by
their HR personnel and Safety Officer, Networks 2 and 3 were represented by their HR
personnel, while Network 4 was represented by a worker. The representatives were grouped
into four. Each of the 3 groups consisted of a set of DOLE staff and management
representatives from the networks. The fourth group consisted of DOLE staff and workers’
representatives from different networks. Using the constructed checklist on OSH, industry
representatives from each group were interviewed by one facilitator from OSHC in the last
part of the roundtable discussion. A verbal informed consent from each participant was
secured prior to the interview. Due to limited time, only the responses of the workers’
representative of Network 4 were collected.
In the interest of brevity and anonymity, we following codes were used to refer to the
representatives of each network: “MR1” to refer to the Management Representative of
Network 1, “SOR1” to refer to the Safety Officer Representative of Network 1, “MR2” to
refer to the Management Representative of Network 2, “MR3” to refer to the Management
Representative of Network 3, and “WR4” to refer to the Workers’ Representative of Network
4.

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RESULTS
The respondents were interviewed by the OSHC staff assigned in their respective
groups using the guided questionnaire on OSH. Due to the limited time allotment, the
collected data were only based on the Network representatives’ knowledge at that time on
their respective companies’ existing OSH policies, programs and services, specifically on the
company’s (1) Safety and Health Committee; (2) Occupational Health Personnel; (3) Safety
Services, Programs and Policies; (4) Occupational Health Services, Programs and Policies;
and (6) Other OSH Concerns. To determine their knowledge of the parameters presented, the
researchers coded the participants’ responses into Yes, No and No Answer using the following
criteria:
•They have the parameter
being asked YES
•They do not have the
parameter being asked NO

•They are not sure about the

parameter being asked
NO ANSWER

The responses of the network representatives were summarized in the succeeding tables and
discussions below:

Table 1. Company safety and health committee according to the representatives

NETWORK 1
SAFETY & HEALTH NETWORK 2 NETWORK 3 NETWORK 4
COMMITTEE (MR2) (MR3) (WR4)
MR1 SO1
1. Safety and Health
YES YES YES No answer NO
Policy
2. Organized Safety and
YES YES YES YES NO
Health Committee
3. The Safety and Health
Committee composed
of the Management,
YES YES No answer YES NO
HR, Safety Officer and
Workers’
Representative
4. Safety and Health
No
Committee conduct YES No answer YES NO
answer
regular meetings
5. Safety Officer
assigned in every YES YES YES YES NO
movie/TV project

Safety and Health Committee. Most of the respondents acknowledged that there is an
existing safety and health committee in their respective networks. Table 1 shows that
management representatives confirmed that the committee is organized and that they have
safety officers assigned in every project. In terms of knowledge of policy, composition and
conduct of regular meetings, three networks were not sure if these parameters exist or were
4
being done. There was discordance with the accounts of the safety officer and the
management representative of Network 1 on the conduct of regular meetings of their
committee. The management representative affirmed that regular meetings are being
conducted while the safety officer was uncertain if meetings were conducted regularly. As
for the response of the workers’ representative from Network 4, there was no existing safety
and health committee in the company.

Table 2. Safety services, programs and policies according to the representatives

SAFETY SERVICES, NETWORK 1

NETWORK 2 NETWORK 3 NETWORK 4
PROGRAMS AND
(MR2) (MR3) (WR4)
POLICIES MR1 SO1

1. Conduct of fire safety

YES YES No answer YES NO
training

2. Trained personnel on
fire and emergency YES YES YES YES No answer
evacuation procedures
3. Conduct of emergency
evacuation and fire YES YES YES YES YES
drills
4. Safety induction is
given before the start YES No answer No answer YES No answer
of work
5. Procedural guidelines
in reporting YES YES No answer YES YES
incidents/hazards

In-house YES No answer

YES No answer YES
reporting system

DOLE
YES NO No answer No answer NO
reportorial procedures
6. Appropriate safety
training for No
YES No answer YES No answer
talents/workers answer
involved in stunts
7. An established
guideline for
cancellation of
production in case an No answer No answer No answer No answer No answer
unforeseen event
happens during
production

Safety Services, Programs and Policies. With regard to the safety services, programs and
policies implemented in the networks, Table 2 has shown different accounts per network. A
more heterogeneous set of responses were observed. The variation in accounts show what
safety practices are implemented per network and the diversity reflects each network’s
priority in practicing safety measures. There is again discordance in the accounts of the
safety officer and management representative of Network 1 as to the conduct of safety
5
induction prior to the start of work while most of the accounts of the workers’ representative
from Network 4 on the parameters asked were unsure. Fire safety trainings and conduction
of fire and emergency evacuation drills are common among the networks with trained
personnel to conduct the activities. However, most respondents were not sure whether safety
trainings are also conducted among those talents or workers involved in stunts during
production while all of the respondents have neither confirmed nor deny the existence of an
established guideline for cancellation of production in case an unforeseen event happens.
Procedural guidelines in reporting accidents, illnesses and hazards especially on reportorial
procedures to the Department of Labor and Employment (DOLE) were either non-existent or
not being implemented at all.

Table 3. Occupational safety and health personnel according to the representatives

NETWORK 1
OCCUPATIONAL SAFETY NETWORK 2 NETWORK 3 NETWORK 4
& HEALTH PERSONNEL (MR2) (MR3) (WR4)
MR1 SO1
1. At least one (1) First
Aider is present
YES YES YES YES NO
throughout the course
of production
2. The First Aider(s)
is/are trained under No answer YES YES No answer NO
Philippine Red Cross
3. A first aid kit is always
available in the YES YES YES YES NO
workplace
4. First Aider(s) have
immediate access to YES YES YES YES NO
the kit

5. Nurse YES YES YES YES YES

6. Physician YES YES YES No answer YES

7. Safety Officer YES YES YES YES No answer

8. Assigned personnel
to accompany
YES YES YES YES No answer
employees in case of
emergencies

Occupational Safety and Health Personnel. Table 3 shows the availability of occupational
health personnel among the respondent networks. All management representatives, with the
exception of Network 3, conveyed that the occupational health personnel present in their
respective networks include first aiders, nurses and physicians. The management
representative of Network 3 were unsure if they have a physician in their workplace. For the
workers’ representative, however, it was noted that only the nurse and the physician are the
occupational health personnel present in their workplace.

6
 Table 4. Occupational health services, programs and policies according to the representatives
OCCUPATIONAL HEALTH NETWORK 1
NETWORK 2 NETWORK 3 NETWORK 4
SERVICES, PROGRAMS AND
MR1 SO1 (MR2) (MR3) (WR4)
POLICIES
1. Pre-employment examination for
YES YES YES YES YES
all new talents/workers
2. Pre-employment examination
a YES YES YES YES YES
includes all necessary exams
3. Follow-up exams on
talents/workers having medical YES No answer YES YES No answer
problems
b
4. Fitness-to-work examinations YES No answer YES YES No answer
5. Workers undergo periodic
YES YES YES YES YES
examinations
6. Workers undergo special
YES No answer YES No answer No answer
medical examinations
7. Transfer examinationsc NO NO NO No answer NO
8. Separation examinationsd NO NO NO No answer NO
9. Talents/workers are informed
about the results of their health YES YES YES YES YES
examinations
10. Health education and
YES No answer YES YES No answer
counselling
11. Immunization program YES YES YES YES YES
12. Medical recordkeeping YES YES YES YES YES
13. Ergonomics program YES No answer NO YES No answer
14. Drug-Free workplace policy and
YES YES YES YES YES
program
15. HIV/AIDS Prevention and
NO No answer No answer No answer No answer
Control
16. Hepatitis B Prevention and
NO No answer YES YES No answer
Control
17. Tuberculosis Prevention and
NO No answer YES YES No answer
Control
18. Smoke-free workplace policy
YES No answer YES YES No answer
and program
19. Wellness program YES YES YES YES YES
20. Job hazards identification NO No answer YES No answer No answer
21. Procedures for reporting
harassment in the workplace YES YES YES YES No answer
and counselling
a
medical history and physical examination, complete blood count, chest X-ray, urinalysis, fecalysis
b
done after medical treatment/ operation/confinement
c
done whenever a talent/worker needs to be transferred to a different nature of work/area/division (e.g. from office
work to field work)
d
done whenever a talent/worker resigns or retires from work

Occupational Health Services, Programs and Policies. Table 4 shows the provided services
as well as health policies and programs per respondent networks. Pre-employment and
annual medical examinations are being done. Medical consultations on workers having
medical problems and fitness to work examinations are also done and workers are informed
of the results although there was a dissonance between the accounts of the management
representative and the safety officer of Network 1 where the management representative
7
affirmed while the safety officer was unsure of the provision of the said services. The
workers’ representative from Network 4 also had the same account as that of the safety
officer. Special, transfer and separation medical examinations were not commonly provided
among the respondent networks. As for the health policies and programs implemented, it was
observed that immunization, wellness and drug- free workplace are the most commonly
provided programs while ergonomics, HIV and AIDS, Tuberculosis and Hepatitis B
programs are the least furnished programs.

Most Common Accidents and Illnesses. Accidents and illnesses that were reported according
to SOR1 were Bell’s palsy, aneurysm, vehicular and electrical accidents, and lastly, stress
and anxiety which are evident especially in the newsroom. WR4 identified stress, anxiety and
miscarriage as the most often health-related issues experienced by workers especially in their
news department. For accidents, all networks provide hazard or risk pay for their employees
depending on assignment and calamity pay for those assigned to places under calamity. The
most commonly reported illness is the flu according to MR2 despite their provision of flu
vaccines for their workers. Only MR1 and MR3 claimed that accidents and illnesses are
reported to DOLE, respectively.

DISCUSSIONS
The television and broadcast industry is part of an industry generally known as the
Creative Industry. It is a unique industry that operates in a different environment and context
from that of traditional industries (Oughton, 2011). As such, it presents diverse types of
occupational hazards. Although occupational safety and health is generally competently
managed in established enterprises, the intricate set-up of the industry may contribute to
erratic implementation of OSH and at worst, non-existence of its practice. The importance to
determine if OSH is adequately implemented and managed by enterprises in this industry is
very clear and there are very robust reasons why it is so.
These include:
● Increase in industry sustainability;
● Enhanced well-being of industry practitioners and stakeholders;
● Improved corporate governance and due diligence;
● Decreased potential for possible future litigations;
● Provision of effective defences for employers, managers and workers in the event of
prosecution;
● Minimized potential for bad publicity due to work-related accidents, injuries and
illnesses;
● Increased morale and productivity of workers;
● Reduction in lost time and absenteeism caused by injury and illness;
● Reduction in the loss of experienced and skilled practitioners through injury, illness
and possible premature retirement;
● Enhanced potential for business profits by lowering production and overhead costs
● Increase in industry compliance with the national occupational safety and health
standards; and
● Provision of a working environment where industry practitioners understand that
their well-being and skills are valued.

8
 The respondents were asked with questions pertaining to OSH practices implemented
in their respective networks. The data gathered were based solely on the responses of the
respondents and their answers were determined whether OSH parameters asked are present,
absent or lacking in terms of implementation. The data was analyzed by comparing the
accounts of respondents who represent the management side of the networks with the
accounts of respondents who represent the workers’ side.

Methodological issue affecting the disclosure of respondents

During the preliminary focus group discussion, several respondents from the
management side have expressed their unwillingness to disclose information due to the
presence of their competitors. The respondents agreed to the suggestion of the organizer to
conduct the RTD in 4 groups.
Basing on Surveillance Theory (Noris in Simon, 2005), the participant’s responses in
a research may or may not reflect the actual reality of the topic being investigated which
might be due to the participant’s awareness that he/she is being observed by a higher or
dominant individual/s. The respondents might have had this institutionalized perception about
the capability of 2 dominant groups present in the room: (1) DOLE as an institution which
can reprimand non-compliance to labor laws and (2) their own superior/s or colleague/s who
was/were aware of their presence and may unintentionally hear their responses (especially the
negative ones) about their company, workplace or co-workers. Hence, the responses may
have been influenced by the subconscious fear of being watched over or the possibility of
being reprimanded in case they would have had to disclose sensitive information about the
company. Another factor to be considered is the possibility of having participants in the
discussion who, in some of the questions, gave biased responses in the forms of under-
reporting bad (or lack of) workplace practices or exaggerating good (or presence even if there
was actually none) workplace practices in order to prevent negative consequences. Such
circumstances would be examples of Social Desirability Bias, a type of response bias which
can affect data validity (King and Bruner, 2000).
Some management representatives’ initial unwillingness or resistance to provide
essential information about the company they work for can also be explained by the social
psychological phenomena called Reactance Theory developed by Jack Brehm in 1966. The
theory suggests that people, in general, have this perception that they possess certain
freedoms to do as they please and when these freedom-based thoughts or actions are
threatened by an internal or external source, they begin to feel certain stimulation in the form
of reactance. This negative feeling of reactance “is an unpleasant motivational arousal that
emerges when people experience a threat to or loss of their free behaviors” and serves as “a
motivator to restore one’s freedom” (Steindl, 2015; p. 205). The management representatives
may have felt a threat on their independence in the industry (i.e. freely operating without
DOLE supervision since time immemorial) which resulted to their expression of resistance
through non-disclosure of information. All of the issues that surfaced, including the lack of
appropriate respondents attending the discussion, may explain why the representatives failed
to give answers to very important components of safety and health policies and programs.

9
Status of Development and Implementation of OSH Policies and Programs
It is stated by Rule 1040 of the Philippine Occupational Safety and Health Standards,
as amended (OSHS), that the health and safety committee plays a very important role in
eliminating work hazards and as such its primary function is to plan, make policies and
develop programs in all matters pertaining to safety and health in the workplace. It is also
tasked to make sure that these policies and programs be implemented and applied to all
sectors of the workplace, from the management to the rank and file workers. The
Management representatives of this study confirmed the existence of a functioning safety and
health committee but the workers’ representative indicated otherwise.
The importance of having occupational health personnel in the workplace cannot be
excluded. In fact, the primary function of these personnel is to provide occupational health
services in the workplace. Rule 1961.02 of the OSHS defines these services as “services
entrusted with essentially preventive functions and responsible for advising employers, the
workers, and their representatives, in the workplace of the requirements for establishing and
maintaining a safe and healthy environment to facilitate optimal physical and mental health in
relation to work, and ensure adaptation of work to the capabilities of workers in the light of
their state of physical and mental health”. It was not determined if these personnel, except
for first aiders, have the appropriate training and qualifications to conduct occupational health
services but nevertheless, the presence of these personnel on most responses of the
representatives would mean that occupational health services must consequently be provided.
Rule 1961.03 of the OSHS requires that the following basic functions in the provision of
occupational health services must be implemented:
● Surveillance of work environment and risk assessment;
● Health surveillance and health examinations;
● Advice on preventive and control measures;
● Health education and promotion, as well as promotion of work ability;
● Organize, and maintain first aid and emergency treatment;
● Participation in analysis of occupational accidents and occupational diseases; and
● Record keeping

Recording and reporting accidents and illnesses at work is an important consideration

in the practice of OSH. This system, according to the responses of the representatives, is
being implemented by their respective networks. However, the comprehensiveness of the
systems implemented was not determined in this particular study. Accident and illness
recording and reporting is a legal requirement under Rule 1050 of the OSHS. Workplaces in
the Philippines, through responsible persons such as the HR, supervisors, managers, safety
officer and occupational health personnel, must record and report certain incidents, injuries,
diseases and dangerous occurrences involving employees. The information provided through
recording and reporting enables the workplace responsible persons to identify where and how
risks arise and to investigate serious accidents and injuries. The conduct and implementation
of Hazards Identification and Risk Assessment Controls (HIRAC) would greatly help in
identifying hazards and risks specific to the workplace which results to crafting of critical
policies and programs on safety and health tailor-fit to the needs of the workers in the
workplace. This is noticeably lacking based from the responses of the representatives
regarding awareness of a job hazard identification procedure as shown in Table 4. The
HIRAC also helps in monitoring and evaluation of the implemented programs. Recording
and reporting also enables enforcing authorities like the DOLE, to help and provide advice on
10
how to reduce injury, and ill health in the workplace. Such surveillance data can also be used
to put forward an evidence-based rationale for crafting and introduction of new guidelines
and/ or legislation. Furthermore, presence of reporting and recording procedures have big
implications to acquisition of employee health benefits as this may serve as basis for
establishing a causal relationship between the occurrence of injuries and illnesses and work.
The extent of coverage of the safety and health programs to employees whose
services are acquired through concessionaires, contractual or subcontractual basis including
project based and seasonal employees was not determined in this particular study. The OSHS
requires employers to ensure that all workers doing work inside their workplaces are safe and
free from illness. This parameter would need further investigation.

The accounts of the respondents on the availability of occupational safety and health
practices in terms of presence, absence or lack thereof are attributed to either of the
following:
1) The reliability of the respondents. Establishment of the respondents as key
informant needed emphasis in this study. The information gathered was based
solely from the accounts of these respondents and the similarities or differences in
their accounts must be on the basis that their accounts are highly reliable. Also
noteworthy to mention are the issues discussed at the beginning of the discussion.
2) The inadequacy of dissemination and implementation of OSH policies and
programs to the rank and file level. The discordance of the response of the safety
officer and the management representative of Network 1 gives additional premise to
this observation. However, it cannot be considered a rationale at this point because
the response of the workers’ representative was not substantiated nor contradicted
with response of the management representative of the same network. This goes the
same with the other respondents.

CONCLUSIONS
Several issues have surfaced as discussed earlier which are important to be addressed
in conducting future research and visits to establishments. Ultimately, the practice of OSH
from the viewpoint of stakeholders will serve as baseline information for the determination of
the movie and TV industry’s labor profile. Any information extracted from participants of
government-initiated research activities, such as the RTD, enables and helps enforcing
authorities, like the DOLE, to help and provide advice on how to reduce injury and ill health
in the workplace. Through the preliminary discussions and the RTD with stakeholders, the
researchers were able to have a general idea on the industry’s occupational safety and health
status. The preliminary meetings and discussions served as a platform for the representatives
of the management side and workers’ side to share their knowledge on the current OSH
practices in their respective workplaces.

RECOMMENDATIONS
A more thorough data gathering process involving larger number of respondents is
recommended to ensure the reliability and validity of responses. Methodology can be further
improved with the use of key informant interviews and validation of responses using walk-
through surveys and document reviews. Increasing the number of key informants from the
sides of both workers and management is highly recommended to have a more holistic profile
11
of the Philippine television and broadcasting industry. It is also important to investigate the
level of awareness on occupational safety and health policies, programs and services of both
management and workers in the industry. Monitoring and evaluation of OSH programs can
also be explored with the participation of key informants including but not limited to human
resource personnel, safety officers, supervisors, workers of the industry. Adequate time
allotment for the interview to extract necessary information from respondents and presence of
a documenter and an interviewer is also recommended.

SCOPE AND LIMITATIONS

This report is only preliminary and is limited to the responses of the representatives
who were present in the Round Table Discussion organized by the Institute for Labor Studies
on November 23, 2016. The data gathered may not comprehensively represent the whole
industry due to factors such as the limited time and unavailability of documents at hand to
support participants’ claims on their responses to the questions during the discussion, hence
the recommendation on further validation in the form of walk-through surveys, document
reviews and larger number of respondents from workers and management (including but not
limited to Human Resource personnel and Safety Officers). Moreover, the responses from the
participants, who were not key informants but mere representatives of the companies and
workers’ groups, were not validated. Workers under concessionaires, contractual or
subcontractual basis including project based and seasonal employees was not specifically
addressed in this particular study.

12
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