Rank-and-file employees in the private sector in the Philippines shall be entitled to the statutory 13th month pay under Presidential Decree 851. This monetary benefit is required regardless of their position, designation, or employment status, and irrespective of the method by which their wages are paid, provided that they have worked for at least one (1) month during the calendar year. The "basic salary" of an employee for the purpose of computing the thirteenth-month pay shall include all remunerations or earnings paid by his or her employer for services rendered. It does not include allowances and monetary benefits which are not considered or integrated as part of the regular or basic salary, such as the cash equivalent of unused vacation and sick leave credits, overtime, premium, night shift differential and holiday pay, and cost of living allowance (COLA). However, these salary-related related benefits should be included as part of the basic salary in the computation of the thirteenth-month pay if these are treated as part of the basic salary of the employees, through individual or collective agreement, company practice or policy. In this episode, we share on additional guidelines issued by the Department of Labor and Employment (DOLE) on how wage and wage-related benefits, such as 13th month pay, can be adjusted.