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3 ex-Shell execs file perjury charge vs 2 ex-Customs officials

THREE former executives of Pilipinas Shell Petroleum Corp., including the past chairman of all Shell companies in the country, have filed a criminal complaint against a former customs commissioner and two others for lying under oath.

Former Customs Commissioner Napoleon L. Morales, former Port of Batangas Collector Juan N. Tan and one Lourdes M. Aclan of Batangas were alleged to have committed four counts of perjury, a criminal offense punishable by imprisonment.

“In a desperate attempt to give a semblance of validity to what is otherwise a frivolous and baseless complaint, the respondents deliberately and willfully made blatantly false statements which are material to sustain their trumped up charges,” said complainants Edgar O. Chua, who previously led Pilipinas Shell, and former company executives Nigel T. Avila and Roberto S. Kanapi.

The three filed their complaint on Jan. 4, 2017 at the Quezon City Prosecutor’s Office after they were accused by the respondents of illegal importation and violation of Republic Act 3019 or the Graft and Corrupt Practices Act in a complaint filed with the Office of the Ombudsman last year.

The respondents also cited former President Benigno S. C. Aquino III and former Finance Secretary Cesar V. Purisima for allowing the company to do so.

However, the former Pilipinas Shell executives pointed out that the respondents did not submit any proof to support their allegations that the company misdeclared their importation of catalytic cracked gasoline and light catalytic to evade the payment of taxes.

They also cited other “bald-faced lies” and “absolute falsehood” including a claim that Mr. Aquino and Mr. Purisima allowed the non-payment of taxes, which happened months before they assumed their respective posts.

Let it flow

If the Duterte administration’s 10-point Economic Plan was the road map, then we now have the beginnings of a road.

The Department of Trade and Industry and Board of Investments (BoI) have just unveiled their new Investment Priorities Plan (IPP) for the next 3 years.

This evolving granularity carries that germ of a campaign promise: to make growth more inclusive, by reflecting the ambitious poverty reduction target from 21% to 16% on the back of a robust GDP growth projection of 7%-8% from 2018-2022.

The road is looking more like an arterial network stretching away from the clutches of Imperial Manila and larger corporates.

The 2017-2019 IPP, in its own preamble, will be “accessible to all Filipinos, particularly those who remain poor.” You have here a more inclusive business model, and a deliberate focus outside Manila. In parallel contrast, the PPP projects under the Aquino administration showed 80% of them in the megalopolis.

At work are centrifugal forces of decentralized, rural growth, SME development cast across a litany of key sectors, and a few do stand out:

  • Strategic Services, which include integrated circuit design, higher value IT-BPM, avionics, E-vehicles, waste treatment, Advanced EPC (engineering, procurement, construction), and as a call for better and broader telecoms — incentives for new players alone;
  • Infrastructure and Logistics, decentralized to promote Public-Private Partnership agreements at the local government unit (LGU) level;
  • Health Care, including a welcome focus on promoting drug rehabilitation centers (more in the next column);
  • Mass Housing, which specifically mandates a reduced cost of P2 million (down from the P3-million threshold; inflation be damned); and, as if investors haven’t gotten it by now:
  • SME and Rural Development, and save for modernization/upgrades of existing facilities, BoI registration and incentives will only be given to “projects located outside Metro Manila.”

Case in point: Even the sacrosanct BPO Sector isn’t getting kid gloves here, with the latest draft envisioning contact centers and non-voice business processing activities located in Metro Manila losing their investment perks by 2020.

While majority of existing BPO locators are registered in another entity, one may assume that the new PEZA Director General, herself a proud Mindanawon, may fall in line to make that message clear.

Overall, and per the BoI, the overriding criteria for making the cut will be: 1) employment generation, 2) investment and 3) technology transfer.

This reflects, as a Cambridge professor once posited, the potency of Structured Agency, roughly translated by an unworthy postgrad as: a platform where interactive change can happen in an optimal, far-reaching way. Indeed, channeling investments is like directing a water hose and sprinkler to which flower bed you want to nurture. Or, on a more relatable level, choosing from the supposedly hip, familiar friends that eventually hold you back, or spending time with underrated introverts that — to paraphrase a jiujitsu coach, are good for you, good to you, or good for your growth.

That, the Cabinet’s economic cluster and technocrats have done arguably well. Beyond the IPP, we see a more progressive set of tax reforms reflecting greater social justice; unheralded but potent sectors like agriculture and manufacturing getting a much-needed vitamin shot; and, foundational issues like responsible parenthood given some spine while keeping conscience clauses intact.

Well and good. But before we take a swig of the Kool-Aid, let’s look at the unpaved part of the pathway.

One of those technocrats, Socioeconomic Planning Secretary Ernesto Pernia, came over to the studio this week. He stood pat on NEDA’s stance that total investment levels need to rise to 30% of GDP, higher than the already ambitious 24% target for 2022, before the country can be welcomed into the fold of advanced economies where incomes sustain living standards and where poverty fades to a minor ailment versus the pandemic it’s been in the Philippines for too long.

However, the bulk of that ammunition is expected to come from the private sector, even with unprecedented government spending.

Currently, 80% of private investment is from domestic sources. While net FDI inflows are on track to hit the central bank’s $6.7-billion forecast for the year, it shrank 59% in October, the 2nd straight month of decline. Not to mention that the year-end figure will get its biggest boost — about a third of the final projection — from commitments in April — during the Aquino administration, and right before the dust settled on the eventual winner. Despite the noise, there is some momentum that can be built on: the Economist Corporate Network’s latest Business Outlook shows 39% of international executives said they would still increase investment in the Philippines, vs. four percent who plan to retreat. Not too shabby, but still nothing to write home about given the external risks on both sides of the pond.

Pernia, who already rocked the boat with his carry-over push from academic to policy maker for his push for comprehensive reproductive health services, went at it again. The NEDA Director General advocated in no uncertain terms, the liberalization of key economic sectors to level the playing field and maximize long-term growth.

That puts the onus on Congress not to be ham-handed on Constitutional reform — lest the more prosaic economic provisions get overwhelmed in the lust for political restructuring and federalism (subject for another column).

BoI Managing Director Ceferino Rodolfo, expects 2017 investment levels to eclipse last year’s by 13% to breach the P500-billion mark, the highest in this century.

But why stop there?

Going back to the clumsy postgrad student, his dissertation does have some redeeming factors and can be downloaded below: http://cambridge.academia.edu/QuintinVPastrana

This columnist argues it is the next best thing to a prescription pill for insomnia and this new age of anxiety.

In all seriousness, here are three key findings, both conceptually, and empirically from countries that resemble us most economically and culturally:

• While one can argue that money regardless of source is still money, foreign investment is critical not just in terms of volume but potency: FDI to bring the advantages of tech transfer, global supply chain linkages, and competition to drive growth, innovation, and inclusive development.

• And, as a prelude to this columnist’s next installment, a quote used during its defense and subsequent industry presentations: “The essence of tyranny is not iron law. It is capricious law.” (Christopher Hitchens). Having worked for a Fortune 100 global corporation, a senator who helped ratify the country’s entry into the WTO and liberalize its banking sector; and helped a Trade secretary during a congressional stint to craft investment reforms in energy and technology, one common thing stands out. Investors do not need you to bend over backward ’till you bend yourself out of shape. They do not need for you, to use the old vernacular image: to give up even your grandmother’s urinola (bedpan) to make them come, spend, and stay.

• Securing and sustaining investment, as the data and real life investment treaty, dispute, and sustainability experiences globally have shown, is about being consistent, predictable, providing fair recourse when disputes occur as they usually do. You don’t liberalize everything to the hilt while providing nothing by way of enhancing competitiveness when a more level playing field finally sees worthy counterparts for oligarchs, monopolies, duopolies, or protected interests.

You do, as the Toltecs profess, the following: be impeccable with your word. Don’t assume. Never take anything personally. Always do your best.

It’s a good code for investment promotion, institution, or individual: a tried and tested way to engage, and to live well — which is the end game these policies aim for to begin with.

I’m sure we’ll find a local counterpart to make things stick. For now, with the IPP, we have something that is less catchy, more wonky, but can make a difference. And with it, the chance to buckle down to live good governance, cut the diatribes, detours, death squads, and devious plots — and galvanize the country towards inclusive development for all.

Quintin V. Pastrana is an anchor and associate producer at Bloomberg TV Philippines

Martial law provisions must be ‘retooled’: Sol-Gen

SOLICITOR-GENERAL Jose C. Calida on Thursday said the Constitution must be “retooled” regarding its provisions limiting the scope and presidential authority of martial law.

“We have to retool it. We have to make it work kasi (because) if some Constitutional provisions do not work under an emergency situation, then we have a problem,” Mr. Calida said addressing reporters in Malacanang on Thursday.

The state lawyer was referring to the martial law provisions under Article VII, Section 18 on the Executive Department which significantly limited the president’s authority, since the authors of the 1987 Constitution were evidently guided, at the time, by the country’s experience with martial rule under the dictator Ferdinand E. Marcos.

In contrast to Mr. Marcos’s indefinite enforcement of martial law under the 1935 Constitution, the martial law provisions under the present charter are limited by an extendable time frame of 60 days and are contingent upon congressional authority. Mr. Marcos’ martial law government, on the other hand, padlocked Congress and suspended the Constitution.

Mr. Calida said the present Constitution is a “reflex” action to the people’s experience under Mr. Marcos. “So it was not a normal situation when they drafted the Constitution,” he said, even as he added the martial law provisions should still have safeguards.

“In other words, the medicine must be sufficient to cure the disease,” Mr. Calida said. — Ian Nicolas P. Cigaral

Hope as communist peace talks open: Gov’t

THE PHILIPPINES expressed hope Thursday of securing a permanent cease-fire deal with communist rebels waging one of Asia’s longest insurgencies, as peace talks resumed in Italy.

The communists have been waging a “national democratic revolution” since 1968 to overthrow a capitalist system that has created one of Asia’s biggest rich-poor divides and claimed 30,000 lives, according to the military.

A new round of negotiations began in Rome on Thursday, with the government’s chief negotiator Silvestre Bello saying long-standing contentious issues could be “hurdled.”

“I am one with President (Rodrigo) Duterte’s optimism that in this round of talks, we are able to finalize and approve the joint cease-fire agreement,” Mr. Bello said at the opening of the talks.

“There are reasons to hope we can hurdle the task.”

Mr. Duterte, 71, said it was his “dream” to secure a lasting peace deal within his six-year term.

After assuming office in June last year, the self-styled socialist launched the peace process and appointed three communists to his Cabinet.

Both sides agreed to a temporary cease-fire during talks in Norway last August.

The government said then it was aiming for a final peace deal within 12 months.

However the communists said this week they would need at least two more years after negotiators agreed on a series of economic and political reforms before even beginning “serious discussions” on a final peace pact.

On Thursday, the communists” chief negotiator Fidel Agcaoili pointed out “serious obstacles” in the talks as he reiterated the rebels’ demand that nearly 400 jailed guerrillas be released.

Mr. Duterte last year released 18 top leaders to kick-start the peace process but had refused to free the rest, calling them his “aces” in a “poker game.”

“It is a matter of justice and an obligation of the (government),” Mr. Agcaoili said.

“Neither should the political prisoners be treated as trump cards to extract concessions from the (communists). Such conduct is bound to further erode mutual trust and confidence.”

In the week-long talks in Rome, negotiators will discuss some of the toughest and most complicated issues involving political, economic and constitutional reforms at the heart of the communists’ grievances.

Despite the challenges, the communists understand their best chance for securing most of their goals is during the presidency of Mr. Duterte, who has pivoted his nation’s foreign policy away from the United States towards China. — AFP

Duterte blasts Church anew

ON THE HEELS of his letter to Pope Francis, President Rodrigo R. Duterte continued on Thursday his attack on the Catholic Church for criticizing his bloody drug war.

Philippine President Rodrigo Duterte stresses a point at a ‘Narco list’, which names people involved in the illegal drug trade, while addressing the newly promoted officials of the Philippine National Police (PNP) at the Malacanang presidential palace in metro Manila, Philippines January 19, 2017. REUTERS/Romeo Ranoco

Mr. Duterte made his remarks during the oathtaking ceremony of 73 newly promoted officials of the Philippine National Police (PNP) at Malacanang, where he also reaffirmed his vow to protect cops in his war on drugs.

Kayong mga pari, mga obispo, ang gaganda ng suot ninyo, mga kotse, meron ba kayong isang bahay lang maski limang kwarto para rehab? (Those priests, bishops, all of you have beautiful clothes, cars, but do you have a house with at least five rooms for rehabilitation),” Mr. Duterte said, adding that the church had done nothing despite the “millions” of donations it gets every Sunday.

Ngayon, gusto niyong matapos ang patayan? All you have to do is to preach kasi karamihan dito, Katoliko. Kung mahusay ka na pari, ipaintindi mo, mamatay ka o umalis ka sa droga. A di nakakatulong pa kayo (Now, you want all the killings to stop? All you have to do is to preach because most people here are Catholics. If you’re a good priest, make them understand that you will die if you do not leave drugs. And then you will be of some use),” he also said.

‘MOLESTED BOYS’
Mr. Duterte said the Catholic Church had no moral ascendancy to “lecture” him and criticize his brutal war on drugs because they “cannot give justice to the small boys that you have molested in the past.”

“You expose me, fine. Ako mag-expose sa inyo (I will be the one to expose you). Bakit yung mali ninyo, okay lang, kami hindi (Why is your sins are okay, ours not)? Bullshit,” he said.

On Wednesday, Mr. Duterte sent a letter to Pope Francis to thank him for visiting the Philippines in 2015.

“Your Holiness, with profound respect, I have the honor to extend my own and my people’s warmest greetings to Your Holiness,” he wrote in his letter.

In a Facebook post, Peace Process Adviser Jesus G. Dureza quoted Pope Francis as saying: “I will also bless your President.”

Since taking office on June 30 last year, Mr. Duterte’s intense crackdown on narcotics has taken the lives of more than 5,000 alleged drug personalities, including those he acknowledged recently as “collateral damage.”

International criticisms have mounted over the spate of killings under Mr. Duterte’s government.

Meanwhile, Mr. Duterte yesterday met with the country’s governors at Malacanang to get their cooperation in his anti-narcotics campaign, where he was “calmer” compared to his previous meeting with town mayors in the same venue last week, PNP Director-General Ronald “Bato” M. dela Rosa said in an interview.

“He (Duterte) gave the same message he delivered to mayors, he’s appealing to the governors na tulungan siya sa (to help him in his) war on drugs,” Mr. Dela Rosa said.

Mas kalmado (He was calmer), more on appeal, not more on threat,” he said of the President’s mood during the meeting.

President Rodrigo R. Duterte stresses a point as he points at a “narco-list.” — Reuters

China: Duterte to visit again

PHILIPPINE President Rodrigo R. Duterte will visit China in May to attend a multilateral summit, China’s foreign ministry said on Thursday, making his second visit to Beijing since taking office as he seeks to further distance himself from Washington.

Mr. Duterte’s aide Christopher T. Go confirmed on Thursday Mr. Duterte’s trip.

Mr. Duterte has carried out a stunning U-turn in the Philippines’ foreign policy since assuming office last year, making overtures towards China while berating traditional ally the United States.

In a statement issued after Mr. Duterte met China’s Vice-Foreign Minister Liu Zhenmin in Manila on Tuesday, the Chinese foreign ministry said Mr. Duterte said he was pleased with how ties had developed since he came to China last year.

“I will come to Beijing in May to attend the ‘One Belt, One Road’ international cooperation summit forum, and I look forward to meeting President Xi Jinping again,” the ministry paraphrased Mr. Duterte as saying, without elaborating.

Both sides agreed that territorial disputes in the South China Sea were a “small part” of bilateral relations and to set up a bilateral consultation mechanism to deal with issues that arise in the region, Chinese foreign ministry Spokeswoman Hua Chunying said on Thursday at a regular press briefing.

China has given few details about the summit, but diplomatic sources in Beijing say the government is expected to invite a large number of foreign leaders to attend.

China has dubbed a series of infrastructure projects stretching across some 60 countries as the ‘One Belt, One Road’ initiative, based upon resurrecting the old Silk Road that once connected China with Central Asia, Europe and beyond.

Mr. Duterte reiterated last month he wanted to avoid confrontation with China and saw no need to press Beijing to abide by a July ruling on China’s claims in the disputed South China Sea that went in favor of the Philippines. — Reuters, with I.N.P. Cigaral

High turnover of new hires

We’re having trouble in hiring and maintaining the loyalty of our key personnel. This is due to many factors rooted in the employees’ dissatisfaction level with so many things, mainly caused by our highly pressurized work environment, including our toxic bosses requiring people to work overtime even during weekends and holidays. Our HR manager suggests that we always emphasize both the advantages and disadvantages of working in our organization to applicants during the job interview process. Is he correct? — Troubled Mind.

Your HR manager is absolutely right. But let me put it this way. The best possible orientation of new employees should be done during the hiring process, and not on the first week, if not the first month of on-boarding. Otherwise, it’s already too late for the new employee to back out as he may have already resigned from his current employer.

That’s the essence of “realistic job previews” as opposed to the traditional hiring process where the emphasis of hiring managers and everyone in the organization is to sell the positive side of the organization while at the same, ignoring or keeping under wraps the real work situation.

This approach creates unrealistic expectations on the part of the new hires that could cause costly turnover, not to mention the wasted time, effort, and some money in the hiring process by the employer.

Sometimes, prospective employers exaggerate the benefits of working in their company, in the hope of getting new employees on board at the soonest possible time. The trouble is that, the sooner the new hires got to know of the real work situation, like experiencing first-hand the management style of a difficult boss, they become dissatisfied faster than the ink drying on their employment contract.

Ultimately, the employer and the applicants both become losers without realizing what hit them. As one example, the individual employee suffers career disruption and lost income in between jobs, while the employer bears the cost of lost productivity, and the additional burden of having to recruit again.

The “realistic job previews” when done objectively by a prospective employer to job applicants for key positions and sensitive posts is one solution to solving the high turnover rate of new hires. Here are some ideas that you can try for size:

One is to arrange for a plant visit and office tour for a group of applicants for different positions. This is much more objective and far more realistic than the videos or audio-visual presentations done by actors and actresses, instead of employees. To see is to believe. The plant tour is also current and there’s no need for management to offer a flimsy excuse that the video is outdated.

Two is a short interview with the union president and other labor officials. This approach is beneficial for everyone to discover their satisfaction or dissatisfaction level of employees with the organization. This is helpful if you’re hiring for the vacant post of the head of human resource department or other key department heads. It is best to arrange a “meet-and-greet” opportunity with union officials so that the applicants may decide if such job vacancy is worth pursuing.

Three is to arrange for all department heads to conduct a wolf-pack interview. It is a form of a job stress interview where the applicant or applicants are subjected in a simulated win-lose debate on the best possible answer or actual action or solution to a similar management issue in the organization. No, this approach does not include asking about the weaknesses of an applicant, but uses scare tactics like yelling and other intimidation techniques on the applicant.

Once again, these techniques may only apply if you’re doing the hiring process of applicants for key positions. You don’t have to do this in the case of entry-level positions and those jobs that are easy to fill-up.

When people join an organization, they must learn the ropes quickly and become familiar with the way things are done. That’s why the first six months of employment are often crucial in determining how well some new employees are going to fit and perform the job in the long term. The “probationary” employment is the time when the original expectations of the new employer and new employees are tested for long-lasting work relationship.

However, most of the time, six months is too short for some people. And to maximize learning the potential of an excellent work relationship, such must be verified during the hiring process.

ELBONOMICS: “Stressed” when spelled backwards is “desserts” that must be enjoyed by anyone.

elbonomics@gmail.com

Aboitiz Group preparing fifth generation for key leadership positions

THE Aboitiz group is preparing 11 fifth-generation family members as its next set of leaders within the next two years when a number of senior officials retire, people handling the conglomerate’s leadership training said.

On Jan. 19, companies under holding firm Aboitiz Equity Ventures (AEV) are to send their top officials to what will become an annual leaders conference, which is one of many initiatives geared at preparing young family members for their future roles.

“We wanted to bring together all the 180 leaders across the Aboitiz group to start to think of leadership as a collective effort,” said Mia B. Zamora, AEV assistant vice-president for talent optimization.

“We want to promote that awareness of collective leadership and we also want it to be a learning experience for them, that’s why we brought in Bob Anderson,” she said, referring to Robert L. Anderson, chairman and chief development officer of The Leadership Circle.

Mr. Anderson said leadership training for corporate leaders needs “a more comprehensive approach,” which he said involves a process of transformation that requires them to make a “profound shift to gain a deeper understanding of themselves, the world, and their relationship to others.”

Participants in the conference are the top officials of Aboitiz-led companies, from chief executives and presidents down to vice-presidents.

The Aboitiz group is probably the “most ready organization I’ve encountered here and coming at it in a way which is much more like what you’d see in a first world country,” said Cliff Scott, director of The Leadership Circle, a consultancy.

Ms. Zamora said the fifth generation Aboitiz family members fall within an age range of 25 to around 43 years old. They have completed their college studies, worked previously in non-Aboitiz companies, or joined the conglomerate as management trainees.

“There is one who is joining us very soon, like in a few days. He will be the youngest. His name is Julian Aboitiz. Usually, they start out with us as management trainees, so we don’t know yet where he will be assigned,” she said.

Management training with the human resources department gives the newcomer a chance to be assigned to various projects and departments. His eventual role depends on discussions with the organization’s leaders, which will also cover his educational background and “the best fit” for him.

“They will give them [trainees] six months to a year to rotate,” she said. “Their preference is considered but it’s really a collaborative decision… They can’t pick any job.”

Previously the youngest of the group was Jaime Moraza, 27, who works as market risk manager for SN Aboitiz Power, the joint venture of SN Power of Norway and Aboitiz Power Corp.

The eldest at 44 years old is Cebu-based Anton Perdices, chief operating officer of Visayan Electric Co.

Ms. Zamora listed the rest as Carlos Aboitiz in power generation, Rafa de Mesa and Eduardo Aboitiz in real estate, Danel Aboitiz in the oil business, Ana Aboitiz-Delgado in banking, William Paradies and Jokin Aboitiz in the food group, and Sandro and Tristan Aboitiz in corporate finance.

Jaime is the son of Antonio R. Moraza, president and chief operating officer of AboitizPower. A child of Erramon I. Aboitiz, AEV president and chief executive officer, has yet to enter the business.

“Usually what happens is they finish college. They work first in different companies [outside the Aboitiz group], sometimes abroad, they join the company and some years later they can go to graduate school. They have those options,” Ms. Zamora said.

Asked about the next vacant position to be filled by a fifth generation Aboitiz, she said there was “no definite move yet, but we’re experiencing — like many other companies in the Philippines — what we call an executive retirement stage where a large number of them are all retiring at the same time.”

Ms. Zamora said several executives are nearing 60 years old in the next two years “so there’s a greater demand to develop from within our talent.”

“It doesn’t matter where in the group we get them as long as we are able to accelerate leadership, that’s why we’re investing in these efforts in leadership development,” she said.

She said the organization “is very objective” when it assesses the chances of a non-Aboitiz to move up the ladder, adding that family ties are not a factor.

“Of course, they do have development plans for the fifth [generation] but when choosing a successor for a role, it’s all fair, it’s all objective,” she said.

The highest position currently filled by a non-Aboitiz is chief financial officer for AEV, held by Manuel R. Lozano, and executive vice-president and chief operation officer of AboitizPower’s power generation group, held by Emmanuel V. Rubio. — Victor V. Saulon

Think tank warns of risks of raising minimum wage

HIGHER across-the-board wages run the risk of limiting the employment prospects of less experienced workers and women, according to a paper published by the Philippine Institute for Development Studies (PIDS).

In “The Impact of Legal Minimum Wages on Employment, Income and Poverty Incidence” by researchers Vicente B. Paqueo, Aniceto C. Orbeta, Jr. and Leonardo A. Lanzona, it was found that increases to the legal minimum wage adversely affect the very groups the government is trying to help.

According to the authors, a higher legal minimum wage is “likely to reduce the work hours of the average worker, can be disadvantageous against the very groups that [the wage is] intended to protect, decrease the employment probability of the young, inexperienced, less educated and women laborers and tends to ironically reduce average income and raise household poverty rate.”

In the Philippines, the number of work hours fell and an 8-22% decline in the probability of gaining or retaining employment was seen following an increase in the legal minimum wage.

“Hours of work significantly declined, and the probability of gaining/retaining employment fell by about 8% to 22%, following an increase in the legal minimum wage,” PIDS said.

Meanwhile, disadvantaged groups particularly the young, the inexperienced, the less educated and women showed lower productivity compared to their older, more educated, experienced and male counterparts for jobs.

“Using the fixed effects model alone, an increase in the legal minimum wage of 10% would lead to declines in labor participation rate (negative elasticities) by -6.36% (for all workers), by -5.97% and -3.64% (among teenagers and young adults relative to 50 years old and over), and by -2.36% (no schooling relative to college educated),” said PIDS.

“Further along, larger increases in the legal minimum wage tend to reduce average household income and raise the prevalence rate of poverty.”

“The total income of a household with just one minimum-wage earner is likely to be smaller than a household where the wife, and perhaps the older children too, can also work but at lower, market-determined wages,” said PIDS.

It was also found that quicker hikes in the legal minimum wage increase poverty incidence by 1.7 to 3.0 percentage points.

PIDS said government policies to increase the minimum wage cause firms to lay off some of its workers because “continuing to employ them would cost the firms more than the revenue they are expected to bring in” and thereby have a negative consequence on employment.

Currently the average daily minimum wage ranges from P235-P491, according to the Current Labor Statistics January 2017 Issue of the Philippine Statistics Authority (PSA).

Moreover, the authors noted the adverse effects of increases in LMWs on employment by firms with average assets below P1.1 billion to be higher compared with larger corporations with an asset size above P1.1 billion.

PIDS called for a policy review to temper both demands for larger increases in the legal minimum wage and its effects by “decentralizing the setting of minimum wages to regional authorities to take into account differences in regional conditions.”

Furthermore, the government should also address the discriminatory impact of the legal minimum wage on the poor, the young and inexperienced, the less educated and the women by developing and testing “compensatory interventions that would reduce, if not completely reverse, the discriminatory effects… to promote greater inclusiveness.”

“Equally important is the need to study empirically the impact of tightening the design and implementation of the current six-month regularization law and labor contractualization” as the government still lacks data to review the impact of the legal minimum wage on employment opportunities and the disadvantaged. — Danica M. Uy

“The Impact of Legal Minimum Wages on Employment, Income and Poverty Incidence,” it was found that increases to the legal minimum wage adversely affect the very groups the government is trying to help. — BW File Photo

2 cops, others charged over Korean killed in Crame

ICK JOO JEE, the Korean businessman and former Hanjin Shipping executive abducted last October 2016, was strangled to death inside the Philippine National Police (PNP) headquarters in Quezon City, according to a resolution by the Department of Justice (DoJ) on Thursday.

This was confirmed later that day by PNP Chief Director-General Ronald M. dela Rosa in a press briefing at Malacañang.

The alleged circumstances of Mr. Jee’s death were disclosed, in particular, by a sworn statement by Special Police Officer (SPO) 4 Roy Villegas, which the DoJ cited in its resolution dated Jan. 17 and released yesterday.

In the said resolution, the DoJ found probable cause to charge SPO3 Ricky M. Sta. Isabel, Ramon V. Yalung, Mr. Villegas and four others, with kidnapping for ransom with homicide over the abduction and killing of Mr. Jee.

In his sworn affidavit, Mr. Villegas detailed how Mr. Jee was killed by Mr. Sta. Isabel.

“From the residence of the victim, they (the indicted officers and party) proceeded to Camp Crame where the female person was transferred to the car of respondent Sta. Isabel,”read the resolution, which also referred to Marisa D. Morquicho, Mr. Jee’s house servant.

At Camp Crame, Mr. Villegas recalled Mr. Sta. Isabel approaching a “Sir Dumlao” and overheard Mr. Sta. Isabel telling the fellow: “Sir, ang alam ko ay kilala niyo ang mga ito dahil ang pagkakaalam ko ay sanction niyo ito (Sir, I heard that you know these people because this is a sanction [order] under you).”

He added that Mr. Sta. Isabel brought packaging tape and surgical gloves. “He finally recalls seeing [Mr.] Sta. Isabel strangling and killing the victim,” the resolution read in part.

Mr. Sta. Isabel then called a certain “Ding” to receive Mr. Jee’s body in exchange for P30,000 and a golf set.

“He (Mr. Villegas) reiterates that he thought all along that the surveillance and police operations which he participated in are legitimate police operations. When he realized it, he did not resist, and instead, he obeyed the instruction of [Mr.] Sta. Isabel for fear of his life and that of his family,” the resolution stated.

The case stemmed from the Oct. 18, 2016 abduction of Mr. Jee and Ms. Moriquicho at his residence in Angeles City, Pampanga.

In Ms. Moriquicho’s sworn statement, she recalled that she and Mr. Jee were taken by two men who identified themselves as police officers and brought to Manila on board a black Ford Explorer. During the trip to Manila, the men informed them of Mr. Jee’s alleged involvement in illegal drugs.

Ms. Moriquicho was released the following day, and she proceeded to report the incident to the Philippine National Police-Anti-Kidnapping Group (PNP-AKG) in Camp Crame, Quezon City. During the investigation, she identified respondent Messrs. Yalung and Sta. Isabel.

Also included in the resolution is a sworn statement by Police Officer (PO)2 Christopher B. Baldovino who narrated that he was part of a surveillance operation with Messrs. Sta. Isabel and Villegas.

“He joined the operation as he believed then that the operation is a legitimate police operation against the herein victim who, according to [Mr.] Sta. Isabel, is involved in illegal drugs,” the resolution read.

The resolution also noted that the wife of Mr. Jee, Kyunjin Choi, paid a ransom of P5 million at Central Town Mall, on Oct. 30, 2016, 12 days after Mr. Jee was killed.

The DoJ said in the resolution: “The narration of [Ms.] Morquicho and that of [Mr.] Villegas narrating in detail how respondents abducted and killed the victim is sufficient enough to establish that the victim was kidnapped and his liberty was restrained against his will.”

“The demand for money in the amount of [P8 million] made by the abductors as well as the delivery of [P5 million] as partial delivery and payment in exchange for the release of the victim proves that the abduction was for purposes of extorting money from his family.”

“The special complex crime of kidnapping for ransom with homicide is committed when the person was killed on the occasion, in connection, in the course of or subsequent to his detention, regardless of whether the killing was purposely sought or was merely an afterthought,” the resolution further read.

The seven-page resolution was penned by Senior Assistant State Prosecutor Olivia Laroza-Torrevillas.

Mr. Sta. Isabel is currently under the protective custody of the National Bureau of Investigation (NBI) following his surrender last Jan. 15.Still, the DoJ issued an Immigration Look Out Bulletin Order on him three days later.

Justice Secretary Vitaliano N. Aguirre II, for his part, walked back an earlier statement that government protection may be offered to Mr. Sta. Isabel. In a text message sent to reporters yesterday, Mr. Aguirre said: “We will not put [Mr.] Sta. Isabel under our Witness Protection Program.”

Mr. Dela Rosa, for his part, said, “I will protest kung gagawin nilang state witness “yung gago na yun (if they make that fool a state witness).”

Kung pwede lang matunaw ako ngayon sa kinalalagyan ko sa hiya (If only I can melt in my shame). It happened sa loob ng (inside) Camp Crame,” the PNP chief also said in his briefing on Thursday afternoon at Malacañang.

“I am very sorry na nangyari itong krimen na ito at mga tao ko pa” yung (that this crime happened and my people are) involved,” he added.

“I will give them the proper explanation in due time.”

Kung sa Korea, yung kanilang customs sa tradition nila doon na magharakiri sila kapag sobrang hiya, ako di ko kaya gawin yan kasi ang sakit, masakit yan kapag gawin ko. Gusto ko na lang matunaw (If in Korea, their tradition is to commit harakiri out of shame, I can’t do that because it’s painful. I just want to melt),” he said of the Japanese custom.

In his response to this crime, Senate minority leader Ralph G. Recto said: “The cruelty and impunity inflicted in crimes like the one that victimized the Korean is beginning to define what a heinous crime that may be punishable by death is.”

“Heinous complex crimes like these… will set up a powerful emotional argument for death penalty, ” added the senator. — with Ian Nicolas P. Cigaral and Lucia Edna P. de Guzman — By Kristine Joy V. Patag

 

High turnover of new hires In The Workplace

In The Workplace — Rey Elbo

We’re having trouble in hiring and maintaining the loyalty of our key personnel. This is due to many factors rooted in the employees’ dissatisfaction level with so many things, mainly caused by our highly pressurized work environment, including our toxic bosses requiring people to work overtime even during weekends and holidays. Our HR manager suggests that we always emphasize both the advantages and disadvantages of working in our organization to applicants during the job interview process. Is he correct? — Troubled Mind.

Your HR manager is absolutely right. But let me put it this way. The best possible orientation of new employees should be done during the hiring process, and not on the first week, if not the first month of on-boarding. Otherwise, it’s already too late for the new employee to back out as he may have already resigned from his current employer.

That’s the essence of “realistic job previews” as opposed to the traditional hiring process where the emphasis of hiring managers and everyone in the organization is to sell the positive side of the organization while at the same, ignoring or keeping under wraps the real work situation.

This approach creates unrealistic expectations on the part of the new hires that could cause costly turnover, not to mention the wasted time, effort, and some money in the hiring process by the employer.

Sometimes, prospective employers exaggerate the benefits of working in their company, in the hope of getting new employees on board at the soonest possible time. The trouble is that, the sooner the new hires got to know of the real work situation, like experiencing first-hand the management style of a difficult boss, they become dissatisfied faster than the ink drying on their employment contract.

Ultimately, the employer and the applicants both become losers without realizing what hit them. As one example, the individual employee suffers career disruption and lost income in between jobs, while the employer bears the cost of lost productivity, and the additional burden of having to recruit again.

The “realistic job previews” when done objectively by a prospective employer to job applicants for key positions and sensitive posts is one solution to solving the high turnover rate of new hires. Here are some ideas that you can try for size:

One is to arrange for a plant visit and office tour for a group of applicants for different positions. This is much more objective and far more realistic than the videos or audio-visual presentations done by actors and actresses, instead of employees. To see is to believe. The plant tour is also current and there’s no need for management to offer a flimsy excuse that the video is outdated.

Two is a short interview with the union president and other labor officials. This approach is beneficial for everyone to discover their satisfaction or dissatisfaction level of employees with the organization. This is helpful if you’re hiring for the vacant post of the head of human resource department or other key department heads. It is best to arrange a “meet-and-greet” opportunity with union officials so that the applicants may decide if such job vacancy is worth pursuing.

Three is to arrange for all department heads to conduct a wolf-pack interview. It is a form of a job stress interview where the applicant or applicants are subjected in a simulated win-lose debate on the best possible answer or actual action or solution to a similar management issue in the organization. No, this approach does not include asking about the weaknesses of an applicant, but uses scare tactics like yelling and other intimidation techniques on the applicant.

Once again, these techniques may only apply if you’re doing the hiring process of applicants for key positions. You don’t have to do this in the case of entry-level positions and those jobs that are easy to fill-up.

When people join an organization, they must learn the ropes quickly and become familiar with the way things are done. That’s why the first six months of employment are often crucial in determining how well some new employees are going to fit and perform the job in the long term. The “probationary” employment is the time when the original expectations of the new employer and new employees are tested for long-lasting work relationship.

However, most of the time, six months is too short for some people. And to maximize learning the potential of an excellent work relationship, such must be verified during the hiring process. ELBONOMICS “Stressed” when spelled backwards is “desserts” that must be enjoyed by anyone. elbonomics@gmail.com 

Aboitiz Group preparing fifth generation for key leadership positions labor management Aboitiz AEV leader leaders leadership

THE Aboitiz group is preparing 11 fifth-generation family members as its next set of leaders within the next two years when a number of senior officials retire, people handling the conglomerate’s leadership training said.

On Jan. 19, companies under holding firm Aboitiz Equity Ventures (AEV) are to send their top officials to what will become an annual leaders conference, which is one of many initiatives geared at preparing young family members for their future roles.

“We wanted to bring together all the 180 leaders across the Aboitiz group to start to think of leadership as a collective effort,” said Mia B. Zamora, AEV assistant vice-president for talent optimization.

“We want to promote that awareness of collective leadership and we also want it to be a learning experience for them, that’s why we brought in Bob Anderson,” she said, referring to Robert L. Anderson, chairman and chief development officer of The Leadership Circle.

Mr. Anderson said leadership training for corporate leaders needs “a more comprehensive approach,” which he said involves a process of transformation that requires them to make a “profound shift to gain a deeper understanding of themselves, the world, and their relationship to others.”

Participants in the conference are the top officials of Aboitiz-led companies, from chief executives and presidents down to vice-presidents.

The Aboitiz group is probably the “most ready organization I’ve encountered here and coming at it in a way which is much more like what you’d see in a first world country,” said Cliff Scott, director of The Leadership Circle, a consultancy.

Ms. Zamora said the fifth generation Aboitiz family members fall within an age range of 25 to around 43 years old. They have completed their college studies, worked previously in non-Aboitiz companies, or joined the conglomerate as management trainees.

“There is one who is joining us very soon, like in a few days. He will be the youngest. His name is Julian Aboitiz. Usually, they start out with us as management trainees, so we don’t know yet where he will be assigned,” she said.

Management training with the human resources department gives the newcomer a chance to be assigned to various projects and departments. His eventual role depends on discussions with the organization’s leaders, which will also cover his educational background and “the best fit” for him.

“They will give them [trainees] six months to a year to rotate,” she said. “Their preference is considered but it’s really a collaborative decision… They can’t pick any job.

Previously the youngest of the group was Jaime Moraza, 27, who works as market risk manager for SN Aboitiz Power, the joint venture of SN Power of Norway and Aboitiz Power Corp.

The eldest at 44 years old is Cebu-based Anton Perdices, chief operating officer of Visayan Electric Co.

Ms. Zamora listed the rest as Carlos Aboitiz in power generation, Rafa de Mesa and Eduardo Aboitiz in real estate, Danel Aboitiz in the oil business, Ana Aboitiz-Delgado in banking, William Paradies and Jokin Aboitiz in the food group, and Sandro and Tristan Aboitiz in corporate finance.

Jaime is the son of Antonio R. Moraza, president and chief operating officer of AboitizPower. A child of Erramon I. Aboitiz, AEV president and chief executive officer, has yet to enter the business.

“Usually what happens is they finish college. They work first in different companies [outside the Aboitiz group], sometimes abroad, they join the company and some years later they can go to graduate school. They have those options,” Ms. Zamora said.

Asked about the next vacant position to be filled by a fifth generation Aboitiz, she said there was “no definite move yet, but we’re experiencing — like many other companies in the Philippines — what we call an executive retirement stage where a large number of them are all retiring at the same time.”

Ms. Zamora said several executives are nearing 60 years old in the next two years “so there’s a greater demand to develop from within our talent.”

“It doesn’t matter where in the group we get them as long as we are able to accelerate leadership, that’s why we’re investing in these efforts in leadership development,” she said.

She said the organization “is very objective” when it assesses the chances of a non-Aboitiz to move up the ladder, adding that family ties are not a factor.

“Of course, they do have development plans for the fifth [generation] but when choosing a successor for a role, it’s all fair, it’s all objective,” she said.

The highest position currently filled by a non-Aboitiz is chief financial officer for AEV, held by Manuel R. Lozano, and executive vice-president and chief operation officer of AboitizPower’s power generation group, held by Emmanuel V. Rubio. — Victor V. Saulon