Gross Negligence Meaning.

Gross negligence is a just cause for termination of employment by employer under Article 282 of the Labor Code of the Philippines.

Gross negligence has been defined as the want or absence of or failure to exercise slight care or diligence, or the entire absence of care. It evinces a thoughtless disregard of consequences without exerting any effort to avoid them.

Negligence must be Habitual.

In order to constitute a just cause for the employee’s dismissal, the neglect of duties must not only be gross but also habitual. Habitual neglect implies repeated failure to perform one’s duties for a period of time, depending upon the circumstances.

A single isolated acts of negligence do not constitute a just cause for the dismissal of the employee.

However, in a number of cases, the SC upheld the validity of dismissal on the ground of gross negligence even if the act complained of was not habitual. Thus, a bank employee was found grossly negligent when she delivered newly approved credit cards to a person she had not even seen before and she did not even ask for receipts, thereby enabling fictitious persons to use these cards, causing P740,000.00 loss to the bank. (See Citibank vs. Gatchalian, G.R. No. 111222, January 18, 1995.)

Habitual Absenteeism and Tardiness.

Habitual absenteeism and tardiness constitute gross and habitual neglect of duty. Repeated acts of absences without leave and frequent tardiness reflect indifferent attitude to and lack of motivation in his work. (Valiao vs. CA, G.R. No. 146621, July 30, 2004.)

Last Edited: Friday, August 19, 2011

Caveat: Subsequent court and administrative rulings, or changes to, or repeal of, laws, rules and regulations may have rendered the whole or part of this article inaccurate or obsolete.
gross negligence, just causes, neglect of duty, Termination of Employment
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68 comments

  1. If the employee is already resigned from the company, can they still sue him?

    [Reply]

    Ted Ferrolino Reply:

    Civil and criminal suit. Yes.

    [Reply]

  2. wondering if final pay is similar to that of separation. terminology question. :0

    [Reply]

    Ted Ferrolino Reply:

    They are not similar, although we often hear them being (incorrectly) used interchangeably. Final pay may refer to all unpaid claims of employees including unpaid salary, prorated 13th month pay, SIL conversion, etc. Separation pay on the other hand refer to the amount paid to employee who has been terminated for causes authorized by law, computed on the basis of his length of service with the company.

    [Reply]

    mj Reply:

    If an employee is terminated due to excessive tardiness, is he/she entitled for a separation pay?

    [Reply]

  3. yqueyanny Comment:
    April 2nd, 2011 at 01:40 pm

    would you consider it gross neglect for someone who has been failing with her performance for the past 3 months. no performance management was conducted and no coaching session. employee was escalated by the management because of an incident raised and by her failing to perform for the past 3 months greatly affected the outcome of her evaluation. please advice

    [Reply]

    Quake Reply:

    Yes. You must be a sales employee. From the beginning, you are aware of your quota and duties, as well as the consequences should you fail to perform. performance management or coaching is not pre requisite before the management can sanction you. You, yourself know if you have performed or not. But before they can sanction you, they should have given you ample time to explain. The memo for explanation basically underscores the reason of your poor performance.

    [Reply]

    Ted Ferrolino Reply:

    Thank you for the input. Hope to receive more comments from you.

    [Reply]

    yqueyanny Reply:

    thanks for the input. it helps me alot. im with hr and this info ill use to cascade to my ops partners.

    Ted Ferrolino Reply:

    Failure to meet sales quota is considered “inefficiency” (analogous to “negligence”). Inefficiency as a ground for termination must be “gross”.
    The following criteria may be used to test whether termination on this ground is valid:
    (1) the employer must set clear performance or efficiency standards which are reasonable and not arbitrary;
    (2) the employer must state clearly that particular performance ratings can lead to dismissal;
    (3) the particular penalties for specific levels of performance should be proportionate to the acts or negligence of the employee;
    (4) the employee must be given a reasonable period to improve on his performance, or to make the necessary adjustment and self-improvement.

    (Edited: 29 April 2012)

    [Reply]

    yqueyanny Reply:

    thanks ted. :) greatly appreciate the information. is this the official an official site?

    [Reply]

    yqueyanny Reply:

    question, is it gross insufficiency as what you said or gross inefficiency? :) thanks!

    [Reply]

    paolo javellana Reply:

    hi!

    may i know the case title of the supreme court decision setting the criteria for an act to constitute gross inefficiency?

    thanks,

    paolo

    [Reply]

    Myra Mato Reply:

    Hello po!

    ask ko lang po, what if wala naman po sa policy or contract na kapag hindi naka meet ng sales quota ma terminate ka na valid parin po ba ung termination ng employment? I’m a newly appointed personnel assistant, i want to protect the company and the rights of the manpower/employees. The company doesnt want to pay any dues to the employee they want to terminate. This employee is 14yrs in the company. She never receive any memo to call her attention due to her poor performance, she only contributes with an average of 50% sales on her monthly quota. What is the right thing to do?

    [Reply]

  4. In giving a notice to explain to an employee regarding such situations, how many hours or days should be given to the employee upon receiving the notice as per the Labor code?
    Practice was always 48 hours but I heard that it is now 5 days. Please enlighten me on this.
    Thank you.

    [Reply]

    Quake Reply:

    within 48 hours from receipt. 5 days is way too long, the fact that you were just about to explain. Assuming yo find 48 hours short, request, in writing, for an extension to explain your side but not too long to delay the process.

    [Reply]

    Ted Ferrolino Reply:

    In King of Kings Transport vs. Mamac (2007), the Supreme Court held that 5 days notice is necessary to give employee reasonable opportunity to explain his side. The Court explained as follows:

    “‘Reasonable opportunity’ under the Omnibus Rules means every kind of assistance that management must accord to the employees to enable them to prepare adequately for their defense. This should be construed as a period of at least five (5) calendar days from receipt of the notice to give the employees an opportunity to study the accusation against them, consult a union official or lawyer, gather data and evidence, and decide on the defenses they will raise against the complaint.”

    [Reply]

    Junelyn Galan Reply:

    I know before that it was 48 hours but can we find it in our labor code? Where can I find this 48 hours in our labor code?

    [Reply]

  5. Is repeated emotional outburst in the work place during office hours (warnings and memo regarding this behaviour has been issued to said employee)not a valid reason to terminate an employee?

    [Reply]

  6. Hi, may I seek for your advice. I was issue
    a suspension memo bec of tardiness after 2 memos of which
    one was issued more than one year ago.

    In all instances, I wasn’t informed that I
    had the chance to explain myself. My
    Question is:

    Is it right to reference a d memo to the
    Memorandum issued more than one year
    ago, to follow the internal policy
    that 2 memorandums must be served first
    before a suspension memo? And…

    Isn’t it that I wasn’t given due process of
    being suspended bec I wast given the
    Chance to explain. ( It wasn’t stated in
    the memo, and when I asked my superior if i
    need a write an explaination, she said no need)

    Please advise, as I feel being power played
    by my higher up here..

    Thank you so much and more power…

    [Reply]

  7. Hi! I would like to seek advise about general rules on retrenchment. Last June 11, i received a notice for retrenchment due to business losses. It said that my work be terminated effective 30 days from receipt hereof, which is of course July 11. On the 2nd page of that notice, was the computation of my separation pay, bearing the dates of employment: July 2004 – June 30, 2011. My question is, since the employment date covered on my separation pay is only up to June 30, will I violate anything if I work until the said date only & not wait July 11? would that be abandonment? I do not the heart anymore to continue working but i was afraid that I violated any rules..

    [Reply]

  8. Hi There I need your Advise.

    The information below shows my the termination document from my employer.

    At the next part of this document is my explanation.
    =====================================================
    Corrected Action Form (CAF)
    Date: 10 May 2011
    To: George _____
    From: ( Program Manager)
    Subject: Gross Negligence/Attendance

    A Due Process Form was issue to you regarding your excessive tardiness between January to May 2011, where you were tardy for 42 days, with 6 of those beyond one hour. You already accumulated a total of 12 points in your attendance, where the allowable for agets is only 6 points.

    In your explanation, you admitted that you were tardy for the past few days, due to your part time job, a virtual office, which is home based. Your virtual office starts at 10pm to 4am. You apologized for this and commit to eliminate this. During the hearing, it was mentioned that you are a team leader, a fact which you had emphasized when your former account had closed. You mentioned that you had quit this part time virtual office work last Friday, yet you were tardy again last May 9, 2011. Also, you are having marital problem since December 2010, and thus you had a hard time coping with these issues.

    It is stated in your employment contract that ACQUIRE ASIA PACIFCI Phils. INC “ is your primary employer. Any outside activity must not interfere with your ability to properly perform your duties. You may not take another job without the prior approval of the HUMAN RESOURCE DEPARTMENT.” While you argue that your virtual office job is not in conflict with that of ACQUIRE`s, still there is a conflict considering that your duties and hours of shift work have been compromised. Also, as a Team Leader, you are expected to monitor conduct, performance and attendance of your team. And yet you continue to violate it, setting a bad precedent to your team members.

    As a Team leader, it is expected of you to arrive early for your shift. Yet your acts show utter disregard of the policy and the company`s campaign. In your explanation letter you commit not to be tardy and moving forward, yet after 3 days you were tardy again. Clearly, you have been grossly negligent and in utter violation of the attendance policy, which necessarily warrants termination.
    =====================================================

    My Explanation:

    Last April 14, I was transferred to ___abc_____ account (_____campaign) and the schedule is 10am – 7pm , Prior to my transfer my previous account was ___cba_____, which is handled by my Senior Team Leader schedule starts at 7am-4pm.

    Since it’s a new account for me I was scheduled to be on Training from April 25 to May 6. Right after the training I reported to operations by May 9 and was then issued a Memo (DPF- Notice to explain) regarding my tardiness, the program manager has back tracked all of my tardiness issues from January to May 9.

    As a Team Leader I know the facts of the company’s policies and procedures.
    I never received any Coaching, verbal notice, written notice and Final written notice document, In regards to the allegations of gross negligence due to attendance. The company policy states that an employee must receive escalated documents to prevent such infractions, Yet I never had a chance to go through this process because they had me terminated immediately. My previous Boss should have at least given me such written notice in order to prevent the infraction when I was under his command, but he never did because I make sure that my job gets done at the end of the day and that I compensate by extending hours at the office

    It is also stated on the termination document that I have compromised my duties. I never once received any infraction document regarding any failure to perform my duties and responsibilities as a team leader, I may be tardy but I ensure that my hours extend to compensate for the lost time. I even go beyond 11 hours of duty to ensure that my Job is done. I have always performed my duties as expected that is why they have never given me any infraction in regards to performance. . If I have been negligent then they should have issued a negligence of duty infraction against me.

    The termination letter also offers no memo to explain on my end regarding negligence, the memo to explain that was issued to me pertains to Tardiness and not that of Gross negligence. The CAF (memo verdict) above has no DPF (memo to explain) at all.

    Clearly they ( ER manager, Operations Manager, Program Manager) did not follow the company’s policies and procedures in regards to my issue and they had to resort to Terminating as quickly as they can without due process.

    ===================================================

    The case is already the the labor arbiter and when we had our hearing last june 27 my employer has already asked me as to how much compensation i would ask. I did not answer the question since i do not have any idea at all as to how much i would ask.

    I am a regular employee and stayed with the company for 1 year and 6months, my termination date was last May 10, 2011.

    The manner to which i have been terminated is inexcusable and of course I would to be compensated and seek justice as to has been done to me.

    Regards,
    George

    [Reply]

    George Reply:

    Sorry about some of the typo error. Also when i signed the termination document I have put a note indicating that ” I do not agree on the content of the document and it`ll be protested” – because it has been exaggerated.

    [Reply]

  9. good day,
    “Habitual neglect implies repeated failure to perform one’s duties for a period of time, depending upon the circumstances. ” QUESTION: t can the employer use weekly performance management? so in 4-5 weeks (25 working days) time we can be terminated. does “(1) the employer must set clear performance or efficiency standards which are reasonable and not arbitrary;” and “(4) the employee must be given a reasonable period to improve on his performance, or to make the necessary adjustment and self-improvement.” violated?

    [Reply]

  10. hi good day!is being late once or twice a week also condisered as Gross and habitual neglect of duty?’coz my superior always give written reprimand with my tardiness and im a single parent too and i have the dswd’s record that im a single parent.

    [Reply]

  11. can employer impose this as a cause for dismissal even if habitual tardiness was not given any progressive disciplinary action? or if the employee was issued a memo but was not required by HR manager to submit a response to the memo, will this hold as a ground for dismissal?

    [Reply]

  12. Is it allowed in the Labor code to have a monetary repurcussion for tardiness and absences besides salary deduction? Like for every incurrence of tardiness, they will pay 5pesos and 10 pesos for absence. Such colected money will be used to buy goods for raffle or as a motivation to top performer.

    [Reply]

  13. i just noticed the contradictory answers given by quake vs ted ferrolino while browsing through some comments. which is which? just wondering ;-)

    [Reply]

  14. Is it legal to receive a disciplinary action and get suspended even if you have a valid medical certificate from a accredited doctor of the company’s HMO indicating 2 days rest?

    [Reply]

  15. I was issued a show cause for Gross and habitual negligence. I just dont understand the meaning of this provision used against me. “gross and habitual neglect of duty , or the repeated failure to exercise the standard of care that a reasonably prudent person would have exercised in a similar situation of acting or omitting to act, not inadvertently but willfully and intentionally insofar as other persons may be affected thereby, causing or tending to cause loss or damage to the company or injury to others.In the event of considerable resultant damage to the company or to others , the gross neglect need not be habitual to be accordingly sanctioned.
    For employees who are measured against specific performance targets and /or metrics , this provision include but not limited to be habitual failure to meet the monthly scorecards and/ or any critical metric provided these are discussed and documented in accordance to the policy on ”

    I failed my metric september, i pass it on october and i failed again nov and december. metrics that i failed are different each month. can they call this habitual?
    please i need your advise

    [Reply]

  16. Is it ok to demand a medical certificate from an employee who always says she has LBM? She makes that excuse once or twice a month.Before and after her dayoff, she won’t go to work saying that she’s sufferng from LBM…

    [Reply]

    Ted Ferrolino Reply:

    Management prerogative. It’s a reasonable demand for me.

    [Reply]

  17. karlyn valencia Comment:
    April 28th, 2012 at 07:36 am

    hi Ted. i noticed that your replies were in conflict with Quake or the other way around. Who to follow? :D

    [Reply]

  18. karlyn valencia Comment:
    April 28th, 2012 at 08:11 am

    what does this mean:
    (3) the particular penalties for specific levels of performance should be proportionate to the acts or negligence of the employee;

    [Reply]

  19. what if a employee has a memo compose of negligence in maintenance of his unit because his units breakdown …but it is only he’s first offense in that case and for the fact that he is regular and with 18 years in service… can he be liable for 2 weeks suspension & possible Charge for the cost…

    [Reply]

  20. what if a employee has a memo compose of negligence in maintenance of his unit because his unit breakdown …but it is only he’s first offense in that case and for the fact that he is regular employee and with 18 years in service… can he be liable for 2 weeks suspension & possible Charge for the cost…

    [Reply]

    admin Reply:

    It is employer’s prerogative to impose commensurate penalty to erring employee.

    [Reply]

  21. We are a manufacturing company and most of the violations committed by our workers is NEGLIGENCE. Would you help us define “gross” negligence in terms of how much losses it cost the employer or the company? like example a single incident of negligence with an estimated P20K losses to company, would be considered “just cause” for termination or not? Appreciate your help on this. Thanks!

    [Reply]

    admin Reply:

    Generally, negligence must not only be gross, but also habitual. That is, a single incident of negligence is not a ground for termination. However, there are instance when dismissal based on negligence has been upheld (by the Supreme Court) as valid even though not habitual. The Court, in those cases has taken into consideration the grossness of the negligence committed by the employee.

    There’s really no hard and fast rule to determine whether the negligence is “gross” enough to justify outright termination. Each case is going to be different. The court will have to weigh the losses suffered by employer and the patent lack of care on the part of employee on the one hand, and the right of the employer to security of tenure on the other.

    [Reply]

  22. hello. Im an owner of a small buisness. my 2 employee are absent frequently. they couldnt finish a week without being absent. I told them that before they wont come to work, that they have to file a leave first so we cant be caught of guard. but still they would txt me the night before or the day that they wont go to work that day.they always have excuses like they have a back ache tooth ache so I required them to give me a medical certificate, but they always told me that they didnt go to the hospital since going there will cost money and they prefer to rest. but they have a duty to the company and I personaly dont know if there just making excuses not to go to work or they are really sick. I read the articles Gross and Habitual Neglect of Duty, and I think they fall under this, we are a very small company that doesnt want to pay them if we want to terminate them since there are the one at fault. problem is we dont have a company policy does this effect anything? since the company is just small we thought that it wouldnt be necessary before. what are the step by step procedure that isnt discuss before? like should I post or give them a company policy and have them all signed? then after that? thanks in advance :)

    [Reply]

  23. Will Grimpola Comment:
    September 10th, 2012 at 03:10 pm

    hi, i was terminated by my employer recently for gross habitual neglect of duties. I have filed a case at the NLRC already. I feel that I was managed out because I was asking too many questions about tax and did not meet the sales quota. The services that the company is selling DO NOT EXIST! Also the company has a history of fraud with the SEC and was closed a few years ago and the owner was deported. It reopened under a new name but with the same business. Should I bring legal counsel during my first hearing?

    [Reply]

  24. hi sir, i`m seeking for advise
    i just recieve NTE from my employer sayi neglegence of duty, i failed to pass the metrics for the past 5 months,our metrics isbased on 18 rondom surveys from the customers if you get 3 negative surveys you will fail yours stats for the month, surveys are very subjective and even if you give everthing to them you might recieve no for a survey, not only that we are only rated for 18 survey when we recieve an average of 1200 calls a month, is it fair that we are judge for 18 calls and no’S will put my job at risk. if my employer will terminate me because of this can i bring this over to dept of labor or nlrc?

    [Reply]

  25. Hi would like to ask clarifications regarding 13th month pay. I am working in a private company. i was just wondering why managers are not receiving 13th month pay.

    It is stated in the Book 3 of the labor code, “..staff with managerial roles are not entitled to receive 13th month pay..”

    I’m serving the company almost 3 years.
    Is 13th month pay a prerogative by employers and staff with managerial roles doesn’t really have 13th month pay with the reference of the labor Code Book 3?

    Please advise.

    Thank you.

    [Reply]

  26. Can we suspend or terminate employee for his habitual absences tho he had inform employer by any means?

    [Reply]

  27. Hi, about >>> “Habitual neglect implies repeated failure to perform one’s duties for a period of time, depending upon the circumstances.”

    how long is the failure to perform one’s duties to consider habitual? example selling via phone for 3-6 months(not consecutive months) and 60% are invalid selling based on management

    IS THIS ENOUGH GROUND FOR TERMINATION based on Philippine Law or Code 283? Thanks

    [Reply]

  28. when should an employer present their decision to an employee after the formal hearing?

    [Reply]

  29. Hi,

    My employment status is contractual. Am I allowed to go for a vacation?

    I applied for leave:
    1st day = We are half day on this day and I am allowed to take a leave.
    2nd day = Christmas and my birthday. No work
    3rd day = My day off
    4th and 5th day = They are not allowing me to leave. If I didn’t show up on these days they told me that they might consider it as AWOL.

    I am aware of the NO WORK, NO PAY policy. But considering me as AWOL when in fact I submitted my leave form with my plane ticket (for vacation) attached.

    Am I not really allowed to have a leave because I am a contreactual?

    Thank you.

    [Reply]

  30. Hi,

    Good day.
    I would like to ask if you have pending disciplinary action on your previous contract (hired as seasonal employee), would this still be considered when you were hired as probationary?

    I would really appreciate your prompt reply.
    Thank you very much.

    [Reply]

  31. Hi,

    It may be a little off, but do I have the right to refuse a penalty given by the employer if I have not been trained, informed, and have not signed any document about a certain work process that I failed to do on time? (I managed to do it; I was just late for 3 days because I had to find out how the process worked).

    It just didn’t seem fair to be accountable for something I was not even aware of–and what’s more, the offense was done more than a month ago.

    They don’t even have a process manual. :(

    [Reply]

  32. Lina Villablanca Comment:
    February 26th, 2013 at 01:53 pm

    Hi,

    Can an employee be given a written warning instead of a verbal warning considering she already incurred 5 consecutive weeks of 3 or more days each week? Our policy states that 3 days of tardiness in a week is considered habitual in nature and shall be subject to the following reprimands:

    1st Offense – Verbal Warning\
    2nd Offense – Written Warning
    3rd Offense – 3-days suspension
    4th Offense – 7 days suspension

    Hope you could share your thoughts. Thanks.

    [Reply]

  33. Hi, I find your site very helpful. I have a question though, an employee received DSAT’s every now and then, like every month he has a dsat or two. That employee reached out to his Team Lead and asked for help on how to improve but was not attended to. They do have coaching sessions though but just to point out the DSATs. This month he got another DSAT and his supervisor which is gay, was ranting on the floor telling the Team Lead that he doesn’t want this employee anymore and he wants him terminated. The poor employee feels threatened by the words of the Supervisor. He is a Technical Support which handled Customer Support calls, he is not trained to do CS calls that’s why he keeps on getting DSAT’s. How can this be treated or what case should he file against the Supervisor who was just recently hired. Power tripper if I may say. Looking forward for your response. Thanks!

    [Reply]

  34. what if a person is terminated due to serious accident and majority loss, can he receive his salary separation pay?

    [Reply]

    HR Adviser Reply:

    Yes you can. You just have to furnish your clearance. If it is a Work-related accident, you could ask for additional pay. Please check DOLE’s ECC for list of bebefits and SSS for the requirements

    [Reply]

  35. I am a senior executive for a business process outsource. I have been given a performance plan for 3 months by my manager who is located in a different country. We conduct our coaching every week and although we have been meeting, my manager seems she is bent to terminate me. Most feedback she uses against me are hearsay and impression-based. We do not have any written guidelines about procedures and processes but she continuously sends out memos in the past months on gross negligence of duty. There has been no impact financially and results-wise.
    I am due for another talk this week and frankly am confused on what to do. I have been told by my manager last time that my options were to resign to get terminated.
    Does this count as constructive dismissal?
    Should I wait for the another period of time and wait for their decision to terminate me? or should i consider resigning?
    Does termination happen after 3 months or is there supposed to be another 3 months to ensure the employee is given a chance to succeed?

    appreciate your professional advise

    [Reply]

  36. alcris edradan Comment:
    July 1st, 2013 at 04:32 pm

    Is it allowed for the company to deduct my BASIC SALARY because of being absent? I just learned that I can only be absent 4 times for 6 months and I was absent 6 times. I agree that they take away my pay on the day that I was absent and I agree that they did not give my “attendance incentives” but the company wants me to pay a penalty of 50 dollars because of being absent (because I exceeded the allowable absences). It will be deducted to my basic they said. Please help.

    [Reply]

  37. Hi our employer has a new rule this year that if you are late for 15 minutes you will be deducted equivalent to half day and 30 minutes late equivalent to 1 day absent. Is this acceptable. ? Please advise. Thanks

    [Reply]

  38. Is it possible that the company can suspend the person in different days?

    [Reply]

    admin Reply:

    I think it would fall under management prerogative. Yes.

    [Reply]

  39. We only have 5 days leave in 1 year.. is it possible sir?

    [Reply]

  40. When can we get our last pay after termination?

    [Reply]

  41. Hi. We’ve been required to work for 12 hours in the office both nightshift and morningshift If we leave work at the end of our shift and we there are still things to do (which is the next shift can handle) can we be issued a notice of negligence? Thank you.

    [Reply]

  42. I would just like to ask if your absence is supported by a valid medical certificate can your supervisor still declare it UNAPPROVED ABSENCE and issue you an infraction?

    I would also like to ask, is there a free consultation for labor concerns available? Most of the time employers get away with implementing unreasonable policies and terminate employees because employees cannot afford to go to court due to financial constraint. Where is justice in that? virspec

    [Reply]

  43. Myra Mato Comment:
    March 8th, 2014 at 04:13 pm

    Hello po!
    ask ko lang po, what if wala naman po sa policy or contract na kapag hindi naka meet ng sales quota ma terminate ka na valid parin po ba ung termination ng employment? I’m a newly appointed personnel assistant, i want to protect the company and the rights of the manpower/employees. The company doesnt want to pay any dues to the employee they want to terminate. This employee is 14yrs in the company. She never receive any memo to call her attention due to her poor performance, she only contributes with an average of 50% sales on her monthly quota. What is the right thing to do?

    [Reply]

  44. Hi! ask ko lang po if an employer can still reprimand an employee who no longer works in their company?

    Notice for case conference is sent 3 months after the end of contract. Required p ba ang employee mag-comply to whatever they require? Thanks po.

    [Reply]

  45. Hi. It was just this Sunday when I checked my schedule for the next day cause my shift starts from Sunday to Thursday and we have different shift every Monday but I was surprised when I found out that I don’t have any schedule for the whole week. I checked two of my tools to confirm and asked my colleagues if they do have sched already. They do and I’m the only one who don’t have. I went to work the next day (Monday) I just followed the schedlue that I had last Monday then another colleague told me that she doesn’t have any schedule which made me worry more cause we both had executive complaint with the same customer. I work as a Customer Service Representative of an Airline by the way. Now, this Monday after shift I talked to our MC (Mission Control) to ask him why I don’t have any sched since my Team leader cannot give me an answer and surprisingly we found out that me and my colleague are both on the list for termination. I texted my colleague to set her expection. Yesterday (Tuesday) I still came to work and my colleague came to me crying and told me that our team leader has confirmed that we are for termination but she cried because she was touched cause our supervisor is looking for a way to help us. Cause what the client wants is to terminate us right away but it is noted in the blue book of the company itself that we should be given 30days notice. It was discussed to us the reason for termination is because of the exexutive complaint. Five agents had this executive complaints but only three of us will be terminated including me and my friend who is in the same company. The reason why we are included cause we are the one who disclosed info which for us won’t harm the account or is not really a serious matter that will result to termination. I was only able to disclose the number of passengers (which I’m not aware I cannot disclose because it was not clearly discussed to us) but after that I insisted on the caller that there’s no other info I can provide for privacy policy. Same thing with my friend, she disclosed a number of possible passengers with this particular nationality but she emphasized that what she’s giving is just a “possible” number of what the caller needs to know since we don’t have a way to find out if how many passengers with thia nationality are on that flight. We were able to explain our side with the HR however they told us we cannot take calls until today (Wednesday) but may be able to take calls on Thursday. Said that we still need to wait for the result. My friend texted me saying that our supervisor texted her cause no result yet and we still don’t have any schedule. Can you please advise of what to do? what is the timeframe for our case? Is the 30-day notice of termination still applicable? I told my supervisor that if the client doesn’t really want us to take calls anymore then I can accept to be tranferred to another account. Please help me cause I cannot wait any longer specially that I’m just a bed spacer I need to work. Thanks. Another thing, I already reached my 6month tenureship just this July 21. Thank you.

    [Reply]

  46. wanna ask something regarding this matter sir..what if a company send me a notice that i have to report for the company for my long days of absent and need to present evidence and written explanation about this..and need to report within 5days..what if i didnt come to the company?..what will happen?

    [Reply]

  47. is the employer has the right to announce through social media like facebook for an employee who absent on duty for a longer period of time without any text any news from him/her?

    [Reply]

  48. looking forward for your immediate response. thank you so much. God Bless

    [Reply]

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