If the Four-Fold test applies, the volunteer may be considered an employee.
Unfair labor practices are violations of the constitutional rights of workers and employees to self-organization. These illegal practices are considered inimical to the legitimate interests of both labor and management. These unfair practices are likewise prejudicial to the labor and management’s right to bargain collectively, and otherwise deal with each other in an atmosphere of freedom and mutual respect. These practices disrupt industrial peace and hinder the promotion of healthy and stable labor-management relations.
On regular holidays, the covered employees are entitled to holiday pay equivalent to a regular daily wage even if no work is done. If the employer required work on a regular holiday, the employee is entitled compensation equivalent to twice the regular rate. There is no holiday pay in retail and service establishments regularly employing less than 10 employees.
The law recognizes these various arrangements by the employer and the employee depending on the nature of the employment: regular, probationary, project, fixed-period or term, seasonal, casual.
These different setups are due to various reasons. For regular employment, the employer benefits from a full-time employee who in turn will receive all statutory and company benefits. Meanwhile, in probationary employment, the employer has the opportunity to assess the performance of the employee who will prove that he is suitable for the position. As for project, fixed-period or term, seasonal, and casual employments, the employer and the employee mutually benefits from an arrangement where neither one will be committed to continue employment after the expiration of he project, term, season, or incidental activity.
The law generally defines an employer as any person acting in the interest of an employer, directly or indirectly. It does not include a labor organization or any of its officers or agents unless they are acting as an employer.
On the other hand, an employee is likewise broadly defined as any person in the employ of another. The definition includes any individual whose work has ceased as a result of or in connection with any current labor dispute or because of any unfair labor practice if he has not obtained any other substantially equivalent and regular employment. It is not limited to employees of a particular employer, except if so explicitly stated by law.
Although labor law is based on social justice, it does not necessarily mean that the employer is left to its own devices. The Supreme Court itself has repeatedly mandated that injustice should not be done to the employer: “We cannot simply tolerate injustice to employers if only to protect the welfare of undeserving employees.”