If the employee and manager give their consent and the human resources department agrees, a telework project is prepared and signed by all parties and a three-month trial phase begins. All informal telework arrangements are concluded on a case-by-case basis, with a focus first on the business requirements of the organization. In addition, a specific procedure is needed to implement formal teleworking. The employer is required to provide its employees with „relevant written information” about the terms of the agreement, and the DOLE must be informed of its acceptance using a requirement of. It is interesting to note that the corporate report that the DOLE must submit to employers who adopt other work arrangements during the CTS is a different form from the prescribed telework report form. Employers should notify the Ministry of Labour and Employment („DOLE”) of the acceptance of all telework agreements. Although the definition of telework appears to limit its applicability to work involving the use of telecommunications technologies and/or computers, DO 202-19 seems to recognize its potential applicability to other situations, as it provides that sectors in which pilot programmes will be implemented by DOLE, from high-tech sectors to sectors where it is unlikely: that they work from home, vary. In accordance with the employer`s responsibility to assimilate teleworkers, the law expressly states that workers: Note that this is not a telework agreement between the employer and an employee. This document serves only as a guideline for the development of this telework agreement. Temporary telework arrangements can be approved for circumstances such as bad weather, special projects or business travel. These agreements are approved only if necessary, without a lasting continuation being expected. The reinforcement of the quarantine or the lockdown imposed by the government to mitigate the contagion of the coronavirus disease in 2019 (Covid-19) highlights a series of laws that could have been adopted a posteriori pending such a scenario. One of them is the Public Health Emergencies Act of 2019.
Another is the 2018 telework law, including alternative home-from-home work schemes. Prior to entering into a telework agreement, the employee and manager, with the assistance of the Human Resources DEPARTMENT, will assess the adequacy of such an agreement and consider the following areas: one intervention to address it is the Telework Act introduced by the Philippine Congress.  The latter came into effect on December 20, 2018 and was implemented three months later on March 26, 2019 as the Department of Labor and Employment (DOLE) Department Order 202, Series of 2019 (DO 202-19). . . .