Requirements of Procedural Due Processs.

For valid termination based on authorized causes such as installation of labor-saving devices, redundancy, retrenchment to prevent losses, and closure or cessation of operation, the employer must serve written notice to the individual employee concerned and to the appropriate Regional Office of DOLE at least 30 days before the effectivity of the termination.

Also, the employer must observe the following requirements as part of the process of termination:

  1. Good faith in the termination of employee, i.e., the implementation of the company program resulting to termination of employees must be for a valid cause and not merely a tool to circumvent the law on employee’s security of tenure;
  2. The employer must adopt a fair and reasonable criteria in the selection of employee to be dismissed; and,
  3. The employee must be paid separation pay not less than the amount fixed by law.

Criteria in Selection of Employee to be Dismissed.

In the selection of the employee to be dismissed, the employer must adopt of a fair and reasonable criteria which must be applied in good faith, such as:

  1. Less preferred status of employee;
  2. Efficiency rating; and
  3. Seniority.

Payment of Separation Pay.

In termination of employment due to authorized causes, the employer is required to give separation pay to the employee concerned. The amount of separation pay depends on the specified cause of termination.

  1. In case of termination due to the installation of labor-saving devices or redundancy – at least one month pay or to at least one month pay for every year of service, whichever is higher.
  2. In case of (a) retrenchment to prevent losses and (b) closures not due to serious financial reverses – one month pay or at least one-half month pay for every year of service, whichever is higher.
  3. No separation pay for closure due to serious business losses.
  4. No separation pay is required when the closure of business is due to serious business losses or financial reverses. (North Davao Mining, 1996.)
  5. When closure of the business establishment is forced upon the employer and ultimately for the benefit of the employees. The closure contemplated under Article 283 of the Labor Code is a unilateral and voluntary act on the part of the employer to close the business establishment. (National Federation of Labor vs. NLRC, 2000.)

Effects of Termination.

  1. If the termination is for authorized cause and the employee is given 30-day prior notice, the dismissal is valid.
  2. If the termination is for authorized cause but the employee was not given 30-day prior notice, the dismissal is valid but the employer may be ordered to pay nominal damages to dismissed employee. In Jaka Food Processing vs. Pacot, 2005, the amount of nominal damages is P50,000.00.
  3. If the dismissal is not for a valid authorized cause, the dismissal is illegal, whether or not there is 30-day prior notice. Consequently the employee shall be entitled to reinstatement and backwages, and damages if warranted.

Last Edited: Sunday, March 20, 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.
backwages, closure of business, installation of labor-saving devices, redundancy, retrenchment to prevent losses, separation pay, Termination of Employment
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340 comments

  1. paolo mojica Comment:
    May 15th, 2010 at 03:36 pm

    gud pm. ako naman narerminate last may 14, 2010. naka pag absent po kc ako ng 2 consecutive days. tapos pagpasok ko sinabihan na lang ako na terminated. tapos nung nag reklamo po ako, sabi naman nila d ko daw na reach ung quota ko sa sales, eh ung nasa pinirmahan ko na contract po naka lagay dun after 60 working days at d ko na ko nareach ung quota dn nila terminate. kaka 1month ko lang po nung april 29.2010. may mga absent din po ako sa trabaho pero d po nila ako bniyan ng warning or letters. may makukuha po ako na 1mo salary sa pagterminate saken? gusto ko din po cla ireklamo kc d po cla nakarehistro sa bir, dti, sec, sss, phil health, and kung anu pang permits. d rin po nila ako binigyan ng copy ng contract at pay slips. salamat po

    [Reply]

    Ted Ferrolino Reply:

    Mas makabubuti na lumapit ka sa abogado para malaman mo ang iyong mga karapatan. Maaring illegal termination ang kaso mo (maari ring hindi). Kung sakaling illegal termination, karapatan mo na mabalik sa trabaho at mabayaran ng karampatang sahod sa buong panahon na hindi ka pinayagang makapagtrabaho.
    Kung wala kang pambayad sa pribadong abogado, maari kang lumapit sa Public Attorney’s Office para tumulong sa iyo ng libre.

    [Reply]

    vince Reply:

    hi nag apply po ako sa isang company tapos natanggap ako. pnagresign ako sa current company ko tapos tnawagan ako para magsign ng contract. ung mga tawag sakin nung company nsa call logs ko. tapos nung pumunta na ko para magsign three hours ako nagantay tapos sabi sakin wala naman daw endorsement. tatawagan daw ako pero hindi naman ako tinawaga. tnetext ko ung point of contact nung HR nla pero d sumasagot tapos binababa pag tnatawagan ko. pwd ko ba ireklamo itong company na to?

    [Reply]

  2. makakareceive po ba ako ng notice sa kompanya 1 month bago matapos yung kontrata ko? kahit na wala pa akong kontrata na napipirmahan, sinabi lang sakin na 3 months lang ako?

    [Reply]

    Ted Ferrolino Reply:

    Kung wala kang kontratang pinirmahan, nangangahulugan na isa kang regular na empleyado. Bilang regular na empleyado, hindi ka maaring tanggalin maliban nalang kung may legal na dahilan (just or authorized causes). Pag tinanggal ka matapos ang 3 months, maari mo itong ireklamo na illegal termination.
    Mangyari pong lumapit kayo sa kakilala nyong abogado o Public Attorney’s Office (PAO) para maprotektahan nyo ang inyong karapatan.

    [Reply]

    juan lucas soliman Reply:

    naaksidente po ako at di nakapasok ng dalawang araw, pagkatapos ng dalawang araw kailangan ko ng pumasok,pero di ko pa kaya. anu po kaya ang dapat kong gawin?

    [Reply]

    nora Reply:

    Paano po akp attorney..
    Wala akong pinirmahang contrata. Walang kahit n anong benefits ang company para sa casual. 2012 dito rin ako nag trabaho. Pero ng nagpost ako tungkol sa labor code saka nila binayaran ang pasok ko simula ng feb lang. Pero nanganganib na hinde na ako makabalik. Kasi ako lang ang kumalaban sa kanila. Ano po ba ang laban ko. Isa akong proofreader.

    [Reply]

  3. May problem po ako regarding sa backpay namin. We were terminated last Dec. 24, 2009 at sabi ng HR was ma-irelease po daw yung backpay namin within 60-90 days. Pero hanggang ngayon, wala pa rin kaming natatanggap na updates tungkol sa bakpay namin. Ano po ba ang dapat namin gawin?

    [Reply]

    Ted Ferrolino Reply:

    Maari kang magfile ng complaint (money claims) laban sa employer mo. Kung P5,000 pataas ang claim mo, ang complaint ay maari mong ifile sa National Labor Relations Commission (NLRC). Kung mababa naman sa P5,000, sa DOLE ka lumapit.

    [Reply]

    Antonio C. Morales, Jr. Reply:

    Gud pm po. Hihingi po ako ng advise sa sitwasyon ko. Ako ay isang corporate sales manager sa isang kompanya. Ngayon po ay under preventive suspension mula ng June 16 dahil sa 2 allegations nila sa akin. Una ay hindi raw pagsasabi sa kanila na alam ko na raw na ang dalawa kong kasamahan na Operations Manager at Dealer Sales Manager ay nagtayo ng kumpanya nito para kalabanin ang kompanya mismo namin. Pangalawa ay ang hindi raw pag-disburse ng pera under my responsibility at di raw pagsauli nito despite daw ng directive nila sa akin. lahat po ng naturang mga allegations ay sinagot ko in writing. Dapat po ay may administrative investigation hearing po kami ng employer ko nitong July 14 pero pina-postpone ko po ito sa darating na July 28 dahil ang akin pong counsel ay masama ang pakiramdam. Tanong ko lang po : kelan dapat mag-lapse ang preventive suspension nila sa akin at makatwiran po ba na bigyan nila ako ng preventive suspension base sa 2 allegations na nabanggit ko po sa itaas. Salamat po at sana ay mabigyan nyo ako ng kasagutan

    [Reply]

    Ted Ferrolino Reply:

    Under the Rules implementing the Labor Code, the maximum period of preventive suspension is 30 days.

    The employer may place the worker concerned under preventive suspension only if his continued employment poses a serious and imminent threat to the life or property of the employer or of his co-workers.

    It is not the nature or gravity of the charge against the employee that should be made the basis for placing him under preventive suspension.

    Please read my post on Preventive Suspension During Termination Proceeding.

    [Reply]

  4. hi, ang question ko po regarding retrenchment. ksi ang company po namin ay nag-retrench dahil sa low production of work. at konti lng napasama sa listahan, binigyan kmi ng 1-month notice at nakalagay dun na 1/2 per years of service and bayad na ayon sa batas. pero di pa tapos ang 1-month notice eh tinawagan kmi upang bumalik, ngunit hindi po lahat, sa una set ng tinwagan ay marami pong ayaw ng bumalik at dahil walang gusto bumalik dahil na po sa ang iba ay may inaantay ng parating na trabaho dhil sa inaplayang ibang company at ang iba nmn po ay ayaw na dahil sa bumaba na ang kumpiyansa nilang tatagal pa sila dun dhil kung nagkaron pa uli ng line up ng retrenchment at sila na nmn po ang sigurado uli matatangal.Ang tanong ko po legal po bah ang sinasabi ng kumpanya nmin dati na pag di po kmi bumalik ay consider na resign na po yun at di na namin makukuha sa retrenchment pay na sinaad nila? saan po ahensya ng gobyerno maaring magtanong ng mga ganitong problema dahil sa wala nmn po kaming kakayahan sumanguni sa pribadong attorney?? may rights po ba kaming tumangi? salamat po.

    [Reply]

    Ted Ferrolino Reply:

    Hi thea, ang one month notice na nakasaad sa batas ay dapay ibigay sa empleyado (at sa DOLE) isang buwan bago ang effectivity ng retrenchment. In your case, sa pagkakaintindi ko sa tanong mo, lumalabas na pinatigil na sa pagtatrabaho ang mga retrenched employees kahit hindi pa tapos ang one-month notice. Kung ganito ang nangyari, bukod sa violation of procedural due process, nagkaroon na ng tinatawag na constructive dismissal. Dahil dito, marapat lang na bayaran ang mga employado ng kaukulang separation pay.
    Kung kayo ay qualified, maari kayong lumapit sa Public Attorney’s Office para matulungan kayo sa pagsasampa ng kaukulang complaint for illegal termination and/or for payment of saparation pay. Note: PAO lawyers may assist only indigent litigants.

    [Reply]

  5. Mr. Gonzales Comment:
    June 23rd, 2010 at 08:30 am

    tatanong ko lang po.iteterminate daw ako ng company ko kasi s dami po ng absent ko. 9years na po ako dun. dapat po ba nila kong bayaran ng separation pay sa length of service ko?

    [Reply]

    Ted Ferrolino Reply:

    Separation pay is not demandable if the ground relied upon for the employee’s termination is among the legal grounds enumerated in the Labor Code. Habitual absenteeism is among those grounds. So, if you are terminated because of your absences, I am afraid you are not be entitled to separation pay.
    Regardless, you are entitled to be accorded procedural due process, and to the right to question the legality of your dismissal. If, upon filing a case for illegal termination, the ground mentioned is found to be baseless, you are entitled to reinstatement to your former position or for payment of your separation pay, with backwages.

    [Reply]

    Mike Reply:

    Hi attorney pinag forced resigned po ko dahil daw po low sales ako, pero pag titignan ang sales e nasa pang tatlo lang ako at di mababa benta ko, tapos sinabi lang sa kin pagpasok ko at may kapalit na ako agad, dapat po ba mag file ako ng resignation o hintayin i terminate? Entitled po ba ko sa separation pay?

    [Reply]

  6. Help! Termination on account of poor health.

    We just had a meeting with the company executives last week and I was advised to terminate regular employees who are considered a liability to the company as they become unable to do the customary functions after an accident/injury/stroke. Aside from the huge amount spent by the company for their medical assistance, we have outsourced employees to absorb their functions.

    1. Stock Custodian (15 years of service) underwent colon operation in 2005. Since then, functions were taken away as required by his medical condition. In 2009, he was injured (fractured arm) while on duty. Again, his physical condition does not allow him to lift heavy objects. This would mean taking away some more functions.

    2. Operations Manager (10 years of service) who had a stroke 3 years ago. Since then, functions were taken away and assigned to his Assistant manager. To date, the Operations Manager has not yet fully recovered and still reporting though for work though.

    Above employees were offered early retirement (as per Company Retirement Plan) but refused to accept.

    Due process will surely be observed but may I know the legality of our termination plan? Any jurisprudence?

    Thank you very much.

    [Reply]

    Ted Ferrolino Reply:

    Poor health (not due to diseases where continued employment is prohibited) is not a valid ground for termination of employment, as long as the employee is able to perform his duties. In fact, even if poor health resulted to decrease in perfomance or efficiency, it may still not be sufficent ground.

    However, if the employee’s efficiency is greatly reduced, termination may be justified. In this case, the termination is not really because of poor health but because of the resulting ineffiency. Inefficiency is deemed synonymous to neglect of duties. As such, it may be a valid ground provided the following two conditions are met:
    (1) Inefficiency or negligence must be gross.
    (2) It must be habitual.

    [Reply]

  7. hi attorney ted. once na tinanggap ko na po ba ang separation pay ko, does it mean waived ko na po yung 30-day notice requirement to the employee and DOLE?

    [Reply]

    Ted Ferrolino Reply:

    No. The 30-day notice is a mandatory requirement. In case of failure to observe this mandatory requirement, the employer may be liable for nominal damages in favor of the dismissed employee.

    [Reply]

  8. Question ko lang po. nag issue na po sa akin ng final written warning ung company namin because of tardiness. if ever po ba na materminate ako, makukuha ko pa po ba ung prorated 13th month pay ko po? As well as ung tax refund ko this year?
    And also po, ano po ba ang difference ng nag resign sa na ternimate in terms of back pays.

    [Reply]

    Ted Ferrolino Reply:

    Yes, you are still entitled to receive your prorated 13th month pay and tax refund. Your termination will not result to forfeiture of these claims.
    A resigned employee is entitled to receive all his earned monetary claims which is due to him, e.g., unpaid wages, prorated 13th month pay, etc. The same rule applies to terminated employees.
    Back wages or back pay becomes due only in case of illegal termination. Usually, this occurs after the illegality of such termination is established in an action for illegal termination filed before the National Labor Relations Commission.

    [Reply]

  9. I want to join in

    [Reply]

  10. Hi, in relation to releasing of last pay, what is the acceptable lead time to release it? if we reach more than 30 days are we going to be liable to it?
    In relation to termination of employee, we have AWOL employees for 1 week now, we’ve been trying to call her but no response from her. I sent a return to work memo already. I will be sending a 2nd RTW to her next week. Just in case I will not still receive a response from the employee, is this a valid ground to terminate her even she’s only out for less than a month? What if she return before I send out the termination memo and plead to be reinstate how should I manage it?

    [Reply]

  11. rocksteady Comment:
    August 2nd, 2010 at 05:22 pm

    Hi,
    tinerminate po ako ng company ko dahil nagcommit daw ako ng fraud. Pero yuon po ay iniutos at pinilit lang ipagawa sa akin. Yung HR po ay hindi tinignan sa angulong ganon pero dahil ginawa ko pa rin daw yung act of fraud kaya nila ako tatanggalin. Ako lang po ang inimbistigahan pero hindi po kasama ang boss ko na nagutos sa akin at yung supervisor ko na na nagbantay sa akin habang ginagawa ko po yung pagpeke ng mga report. Yung kaso ko po ay tumagal ng almost 6 months. Sinimulan po ng January pero wala pong activity hanggang June. Bigla na lang po akong tinerminate immediately. Pagkabigay sa akin ng disposition hindi na ako pwede pumasok kinabukasan. Mananalo po ba ako kung sakaling irkelamo ko sila sa NLRC? Salamat po

    [Reply]

  12. reposting…..
    Hi atty Ted, in relation to releasing of last pay, what is the acceptable lead time to release it? if we reach more than 30 days are we going to be liable to it?
    In relation to termination of employee, we have AWOL employees for 1 week now, we’ve been trying to call her but no response from her. I sent a return to work memo already. I will be sending a 2nd RTW to her next week. Just in case I will not still receive a response from the employee, is this a valid ground to terminate her even she’s only out for less than a month? What if she return before I send out the termination memo and plead to be reinstate how should I manage it?

    [Reply]

  13. Saldevir Lou C. Dela Peña Comment:
    August 4th, 2010 at 08:14 pm

    tanong ko ako po ay isang finances supervisor may 5 credit representative and dalawa ko pong credit rep ay nakagawa ng mga fictitious accounts ang ginawa nila pagkatapos ma invistigate ang client they approved but after 12 days na discover ko fraud ang mga tao dahil i personally conducted confirmation sa field. inanim ng isa na may mga illegal transaction cla. ung mga documento na nakarating sa office ko ay pirmado na ng sales rep na nagpreprepare ng document na bgay ng credit rep. ko . the comp. dismissed them due to gross negligence after 2weeks ako naman tinangal dahil gross negligence dhil d ko na check ang dokumento. as the supervisor my function is to check the remarks of my subordinates the signature then kung completo na i counter sign. i opposed to be charged of gross negligence kc on the first two transaction from may 10 to 31 ako po ang nag take over sa area ng isa kong credit rep. with out any turnover on field ako lagi. sa june 1 to 5 as order by my area manager priority ang monthly report kc meeting sa 6 at 7 ung fictitious transaction sa 4 8 and 9 d ko na check for the reason may meeting at may mga field confirmation ako and sa 9 sunday d ako naka duty and 10 is holiday so 11 ko na nalaman na fraud ang mga transactions. i am innocent with the illegal transaction by the help of NBI na nag imbistigate nalaman namin na ung mga documento ang intentional gawa nila at un mga 13 motor ay bininta sa murang halaga at may sworn statement and pinagbntahan nila. the com. issued me board resolution for me to authorized to file a case against my to erring personnel. pero as advised by the prosecutor ang area ko po ang mga execute ng affidavit to file. after sa seminar ko friday july 16 tinawag ako at binigay ang dismissal letter ko pero i refused to received. wala akong kasalanan ginawa ko ang lahat na ma prevent kc according sa isa may pending pa cla para e release. illegal po ba ang pagtangal nila sa akin? 8.7 years na ako employed and with evidence yearly our store is recognized with good performance..

    [Reply]

  14. Saldevir Lou C. Dela Peña Comment:
    August 4th, 2010 at 08:20 pm

    sir pwede ko po bang i dulong ko ang complaint ko sa CHR? even naka docket na ang case sa DOLE

    [Reply]

  15. mutespeakers Comment:
    August 13th, 2010 at 10:53 am

    Hi, ask ko lang po valid din po ba ito sa mga outsourcing employee at contract base. meron po kami 2 years contract sa agency then ngaun gusto na nila terminate contract namin meron pa kami remaining 8moths. sabi nila iterminate na daw nila ung contract namin at hindi nila babayaran ung remaining 8moths namin. reason for termination is iclose na ung account pero binili ung account hindi naluge gusto ng bumili ng account sila magpapasok ng tao. at gusto ng agency namin applyan namin un position at kung hindi daw kami matangap hahanapan nila kami ng trabaho. dapat din ba kami makakuha ng separation pay? almost 3years na po kami sa agency thanks in advance..

    [Reply]

  16. Questions po:

    I was supposed to get my most awaited back pay yesterday after 5 long months pero may dispute pa rin ako.

    Question:
    1.) Wala raw akong makukuhang tax refund kasi ang BIR form 2316 lang daw ang ibigay ko sa current employer ko for adjustments. Is this legally correct? Kasi this has not been the case with my previous employers.

    2.) More than 90 working days na akong naghintay at akala ko nacompute na nila nang maayos ang back pay ko. Pwede ba kong magbigay ng ultimatum, let’s say within this week to make necessary corrections since more than 90 working days na ang nakalipas and lagpas na yun sa pinirmahan ko.

    Tumawag na ako ng DOLE at pinapapunta nila ako sa office to file an official complaint. Alam ko kasing matatagalan pa ang process pag nag-file ako. Hayyy…Please help po.

    [Reply]

  17. ask ko lng po if ang trial period po nmin sa handbook before regularization ay 6-14 continuous months. pwede po ba gawin na ung 2 mos is for trainee which is 75% of the minimum wage ung salary nya. and then after trainee 6 months contractual (minimum wage)and then after that if he pass the qualification, next is 6 mos probationary (minimum wage) and then regularization.

    valid po ba ung ganitong trial period before regularization.

    [Reply]

    Ted Ferrolino Reply:

    Six to fourteen months trial period is illegal. The maximum period for training (learnership) in non-apprenticeable occupation is 3 months. For apprenticeable occupation, 4-6 months. After the lapse of learnership period, the employer is obliged to hire the learner (at least as a probationary employee).
    Note: Learnership/Apprenticeship program must be approved by TESDA and the company must be duly registered to implement the program.

    [Reply]

  18. Hi Ted,

    I have a question regarding suspension days. Is it allowed to suspend employees of a private company to suspend employees on a staggard basis? Or it should be straight working calendar days? Like for example, i got suspended for 10 days and my boss scheduled my suspension on installment basis, 2 days this week, then 2 days next week and then 1 days on the 3rd week, and so on and so forth until i served my 10 days suspension.

    As per our HR,staggard or installment type of suspension is not allowed for the essence of the suspension is being eliminated thus, it should be straight working calendar days. Please shed a light on this one for I’m a bit confused.

    Thanks much!

    Bitoy

    [Reply]

  19. Good afternoon po.

    Anak po ako ng isang empleyado ng Surigao Development Corporation na pag aari po ng Puyat. Sir natanggal po ang tatay ko after 30 years of service ng wala man lang kabayaran. Alam po ng Dios na wala pong kasalanan ang tatay ko sa mga accusations na binigay nila. One sided po ang ginawa nilang investigation. Humingi na po kame ng tulong sa mga pulitiko sa Surigao ngunit wala po silang ginagawa para matulungan kame. Nagtiis po ang tatay ko sa liit ng sweldo at sa hirap ng trabaho sa loob ng mahabang panahon. Walang mga benepisyo. Tapos nabalewala lang lahat ng pagod at loyalty niya sa kompanya after 30 years. Isang taon na po ang lumipas kaya lumapit po ang tatay ko sa dole nagharap po sila pati abogado ng kompanya at ang sabi po kakausapin daw po ng abogado ang may-ari ng kompanya para mabigyan ng separation pay ang tatay. 15 days dw po ang computation nun. Tanong ko lang po kung yun po ba ang nasa batas natin? Do you think its fair enough for my father kasi po wala rin naman po kami pambayad sa abogado para ipaglaban po yung side namin. Thanks po in advance

    [Reply]

    Ted Ferrolino Reply:

    Rina, it’s really hard to judge kung fair ba ang 15 days per year of service computation, depende kasi sa sitwasyon. Halimbawa, pag may illegal termination, ang computation ng separation pay ay 1 month pay for every year of service. Pag authorized cause naman, minsan may 1/2 month, minsan may 1 month per year of service. Depende sa cause.

    Sa case ng tatay mo, kung halimbawa illegally terminated siya, dapat 1 month yan per year of service, plus may backwages pa. Ibig sabihin, kulang na kulang o unfair ang 15 days, kasi kalahati lang yan. Gayon man, hindi naman din basta-basta aaminin ng kumpanya na illegally terminated siya. Kailangan mong magfile ng kaso para patunayan ito. In short, kailangan mo munang magukol ng pera at panahon bago mo ito makuha.

    Sa kabilang banda, kung by way of compromise agreement, bigyan lang siya 1/2 month per year of service o kalahati lang ng dapat niyang matanggap, maari pa ring sabihin na fair na ito. Kasi, pag compromise wala ng kaso, wala ka ng abogado na babayaran, at isa pa, makukuha agad yung separation pay ng tatay mo.

    As a piece of advice, do consult a lawyer before making any decision. I am sure, there are many lawyers near you who can offer you free advice. BTW, you may also go to the Public Attorney’s Office to seek free legal assistance.

    [Reply]

  20. jannice apostol Comment:
    September 29th, 2010 at 04:55 pm

    just want to ask where in our labor code wherein the seminar/training certificates should be given the employee who attended it even if the employees has been terminated or had ended his/her contract.? and is it under the “proprietary right” of the company? please reply asap

    [Reply]

  21. hi,
    I have tendered my resignation and asked to be released from my employer. I told them i could not extend the usual 30 day notice and instead told them that i could only stay for about 15 days. My manager signed my resignation, however i was not able to go to work on my last day and consider my absence as AWOL. Am i still entitled for my last pay such as 13th month and tax refund? Many thanks..

    [Reply]

    Ted Ferrolino Reply:

    Yes, you may still get your last pay, pro-rated 13th month pay, tax refund, and your other unpaid monetary claims, if any.

    [Reply]

    sunshine Reply:

    meron pong retrenchment sa company na pinagtatrabahuhan ko. ang end date ko po ay sa sept 30 pa. pero nakahanap na po ako ng magandang trabaho na magsisimula sa sept 18. possible po ba na irelease na ako ng employer ko kahit hindi ko tapusin yung 30 day notice ko?.. makukuha ko prin po ba yung retrenchment package ko?..

    [Reply]

  22. Hi Mr. Ted,

    my question is, what if an employee was put under preventive suspension, but later the person was proven guilty of lesser charge not the terminable charge as previously been given to the person. the employee is entitled for basic salary and allowances, The person is on a night and shifting sched..if we are going to compensate her, are we still going to inlcude the night shift pay though she on suspension and allowance and holiday pays?

    Thank you

    [Reply]

    Ted Ferrolino Reply:

    An employee placed under preventive suspension is generally not entitled to payment of wages during the period of suspension under the “no work no pay” rule. However, if the suspension is found to be illegal, the employee is entitled to compensation during the period of suspension. The compensation should consist of his basic salary plus regular allowances and holiday pay. (Note: Even if the employee is found guilty of only a lesser offense, instead of the more serious charge, it does not necessarily follow that the suspension is illegal. The purpose of the investigation is precisely to determine the exact nature of his culpability.)
    As to night shift differential, I believe the employee is not entitled to it. Night shift differential arises only if the employee actually performed work between 10PM and 6AM, which is not the case here.

    [Reply]

  23. Thank you for your reply atty. ted, it was very informative. i have a follow up question. what if the original case was for termination and as a result she/he was put under preventive suspension, however, after the investigation, the case was found to be under a minor offense and only warrants a verbal warning or written watning. should the said employee be entitled for payment of his salary and allowances? since it would appear that there was a grave abuse of discretion because the investigating body failed to determine the gravivty and the correctness of the incident in the first place.

    Thank you atty. Ted this site has been helful for us in learning labor laws and understanding various jursiprudence

    [Reply]

    Ted Ferrolino Reply:

    You’re welcome.
    If the suspension is valid to begin with, it will remain valid regardless of the result of the investigation. That is to say, a valid preventive suspension remains valid even if the employee originally charged of a serious offense turned out to be liable only for a lesser offense.
    The real issue, therefore, is whether the preventive suspension in your case is valid in the first place.
    Under the Omnibus Rules: “The employer may place the worker concerned under preventive suspension if his continued employment poses a serious and imminent threat to the life or property of the employer or of his co-workers.”

    Note from above that the gravity or seriousness of the offense is immaterial. The real test is whether continued employment poses serious and imminent threat…

    [Reply]

  24. Thank you for this discourse atty. ted, so based on what you have said, if the preventive suspension is valid though during the course of investigation it was found out to be of lesser case, we can say that the company is of no obligation to pay any salary and benefits during the period that the employee was placed under preventive suspension. did i get it right atty. ted?

    [Reply]

    Ted Ferrolino Reply:

    IF the suspension is valid.. And that’s a big IF, given the restrictive legal requirement for valid preventive suspension: “serious and imminent threat to the life or property of the employer or of his co-workers”.

    [Reply]

    Ashley Reply:

    lg’k;gk;kg;kg

    [Reply]

  25. i have another tricky case atty. ted, based on labor code employees are entitled for 24 hours break in a week. also, the company has the perrogative to create schedule of work and restday. my question is what if an employee have restdays that are scheduled every saturday and sunday, however, due to change of program and volume of work it was transferred to tuesday and wednesday. as a result the employee worked for eight consecutive days before having his off. my question, is the employee entitled for OT pay, even he had his offs that was just transfered to other dates but it is with in the same work week? is change off valid?

    [Reply]

    Ted Ferrolino Reply:

    I believe the employee is entitled to premium pay for two days as worked rest day sometime during the eight consecutive days worked. Otherwise, the employee would be deprived of rest days during the first week of the change.
    I disagree that the employee’s off was simply transferred to other dates within the same work week. The way I see it, the first Tuesday and Wednesday rest days given to the employee fall on a different work week (which is the second work week following the week of the change) and not on the same work week.

    [Reply]

  26. tanong ko lng po almost 10years na po ako sa trabaho nag resign po ako ang nakuha ko lng na back pay nga 8000 pesos po. sapat po ba yun nakuha ko 10 years in service.

    [Reply]

  27. ask ko lang po. I should be on maternity leave for 2 months. The company paid 2 months of my salary as a benefit. included po dun ung SSS benefit ko. Then, after 6 weeks, my boss from the US asked me to report to work since she will be gone for days.. so i went to work po hoping na babayaran nila ako dahil, nakaleave nga po ako dapat… sabi ng HR, need ko po magpass ng notice to return to work, medical certificate and waiver ng ML ko.. after i passed everything, they told me, hindi ako babayaran dahil nagadvanced ung company ng 2 months materbity benefit ko. 3 weeks po ung pinasok ko na hindi ako binayaran.. ano po ang dapat gawin ko? tama po ba sila or meron po akong right na magreklamo? thank you po.

    [Reply]

  28. Hi I have a question naka 30 days suspension kaming lahat na tao sa store because of not invoicing of the service center.then under investigation pa sya. anu po ba ang pwedeng mangyari. and makakabalik paba kami sa work and kung itermintae kami may makukuha ba ako na seperation pay for 5 years. lastly in period of 30 days prevention pwede ba kami magresigned. thank you and god bless…

    [Reply]

  29. Atty,

    Naterminate po ako sa isang call center after more than 10 years ko sa kanila. I have received lots of awards and promoted several times pero nung mabenta na yung company sa ibang owner, there were times na di ko ma hit yung mga goals pero yun lang at wala na akong ibang violations. Nagfile ako ng case na NLRC at ang argument ng lawyer ko is about security of tenure.She cited that if I was really not a performer, I should not have been regularized and reached 10 years. Hawak lahat ng company ang mga papers na nagpapatunay na do ko na meet ang goals but di naman lahat ng times eh di ko na meet. Costumer service ako kaya there are times na talagang di mo ma hit ang goals lalu nat may times na may system problems. Pinagawa kami ng action plans but despite that, there are times talaga na di ko ma hit ang goals. After ko magfile at ng dalawa pang kasama ko ng case sa NLRC, di na nila tinerminate ang marami pang ibang nakasalang for termination, up to now na 9 months na yung case namin. May pag asa po ba kaming manalo? For decision na kami sabi ng NLRC this month of December. I hope masagot nyo agad ang tanung ko.

    [Reply]

  30. project-based po akong consultant, kontrata po 6 months, pero nagpasign po sila ng papel after 3 months pa lang na gagawing 1 year ang contract. pagdating po ng 7 months, dahil tapos na rin naman po ang gawain, sinabihan ako ng end of employment, ang notice po e 15 days(at verbal lang). Pinabayaan ko na lang po pero bago sweldo, ihohold pa ang last pay. patas po ba ito ayun sa ating batas? Salamat po.

    [Reply]

  31. Atty,

    Talo ang case namin. Lack of merit. Pinawalang kwenta lahat ng arbiter yung 10 years of stay namin sa company at wala kaming nakuhang separation pay. Sa nangyaring ito, marami ng tatanggalin sa trabaho dahil sa performance na diktado ng kumpanya.

    [Reply]

  32. gud day po! ask ko lang po sana kung ilang araw po ba ang dapat ibigay sa mga empleyadong tatanggalin ng employer kung ang basehan ng employer ay absenteeism?

    sa kumpanya po kasi namin ay ino-offeran kami ng 13 days/year na separation pay. kesa nmn daw magtuloy pa kami sa pagpasok till next year tapos di naman namin mapee perfect ang attendance at di na male late. dahil pag nag absent pa raw kami o na late pa uli ay tatanggalin kami nang walang makukuhang separation pay.

    makatarungan po ba yung gagawin ng amo namin?

    sana po ay mapagpayuhan nyo kami.

    salamat po ng marami and more power!

    [Reply]

  33. eden selebrado Comment:
    January 5th, 2011 at 11:34 am

    my isang emplyedao nmtay on duty ang sabi po ndi po raw obligado ung companya n mg bigay ng length of service?? mgbbigay po raw cla pro tulong lng po… tma po b yun??? may habol po b kmi??? saan po kmi dapat n ahinsya mgpunta? marami pong slmt..

    [Reply]

    Ted Ferrolino Reply:

    Work connected death is covered by Employee’s Compensation Program. Check their ECC website here.

    [Reply]

  34. Hi Sir Ted,
    binigyan po ako ng “written memo” ng Boss ko dahil na absent po ako ng 4 days kasi na ospital anak ko, pero nag text po ako sa personnel officer namin and we usually do this kapag umaabsent kami and they recognize it lalo na out of the country ang boss namin.eto po yung nakasulat sa memo

    “Please explain within 24 hours why no drastic action should be implied to you for being absent without official leave(AWOL) from February 1 to 4 2011.

    For your strict compliance.”

    Sir ano po ang dapat kong gawin in case na tangalin ako sa trabaho? at ano ang mga karapatan ko?

    Gumagalang,
    Celso

    [Reply]

  35. 3 mos preggy ako. ininform ko ung sup last week ng dec 2010 na d na ako makakapasok dahil sa lage masama pakiramdam ko at may doc’s advise ako na mag bed rest. ininform ko na din sya na nagchange ako ng address at lumipat ako sa bahay ng husband ko. tinerminate ako ng company dahil sa hindi daw ako nag return to work. nagsend daw sila ng 2 RTWs (return to work letter) at discontinuance letter.

    me and my supervisor made an agreement last jan 15 2011 na isesend ko ung med cert ko once makuha ko sa doctor (no timeframe stated). she said kung d ko daw isend un magsesend sila ng RTW. sabi ko d naman ako mgreresign gusto ko lang magleave dahil sa health issue ko na delicate pregnancy. isesend ko ung med cert ko. so ok na, in good faith naniwala ako na ok na usapan namen ng supervisor ko. feb 2, sinend ko na ung med cert ko via email (dahil d ako pede magtravel) at nagbigay din ako ng option na kung gusto nia ng orig copy pede ko isend via LBC.

    tapos, bigla nlang ako tnxt na 2 RTWs (return to work letters) and a letter of discontinuance was sent feb 1. sinabi ko na d ko natanggap all 3 letters. and i advised her a dati nagbago na address ko. is this considered illegal termination? wala nman ako pinirmahang document that i approve of any agreement to discontinue my service.

    [Reply]

  36. Hello po, gusto ko po sana tanungin kung may makukuha po akong still na backpay kung naterminate po ako. naterminate po kasi ako sa company po kasi naka violate po kasi ako ng rule na nagpapasok po ako ng non employee sa company premises. I have let an IT repair our internet po kasi sa company store tapos terminated na po ako agad the next day. Nagulat pa nga po ako kasi akala ko ko it will take at least a week to give me time. yung hindi biglaan. How long does it take for a backpay to be released din po? 5 months na po kasi pero di pa po nila inirerelease certificate of employment ko po tsaka backpay. Kelangan ko po tulong ninyo. Salamat po.

    [Reply]

  37. Magandang araw po.
    Bali ang itatanung ko lang po ay tungkol sa status o length of service ko sa kumpanya namin. Ganito po ang nangyari sa amin. Bali yung kumpanya po namin dati ay bigla na lang lumipat ng location tapos kalahati lang po ang isinama tapos yun iba ay terminated without prior notice. Bali ako po ay nakasama dun sa lumipat. Ngayun ang problema namin ay kung ang lenght of service namin sa kumpanya ay kasama pa rin yung previous namin including dun sa dati naming location. Kasi ang sabi po rito sa amin ang length of service namin ay start lang nung lumipat kami sa bago naming location. Nagdemanda po yung mga dati naming kasama at nanalo naman dahil ayun sa hatol ng labor ay iisa paring kompanya ito. Ngayon ano po ang pwede naming gawin para marecognize yung length of service namin?

    [Reply]

  38. I’m already 16 yrs. to my co. and rcvd. termination paper last Dec. 10, 2010. In scty. agency we have that contract bet. agency and the client, it was stated there that the clients is paying for our retirement pay inclusive to all their payment due to the guard/head in 12hrs. duty. Now they’re telling that we cannot get all this payment unless we reaches the retiring age, my question Atty. Ted Ferrolino is this, In what way and/or process that we could get claim of those payment by the client in our favor, which they pays per month to the scty agency in Php 757.50 ( RA 7641 )and withold by agency. Atty. Ted pls help me and guide us for these coz most of the guards did’nt know their rights to this claims

    [Reply]

  39. hello atty. me question lng po ako.regarding my current situation.almoat 7 yrs. na po aq sa company namin but hindi pa po naregular.sometime in 2008 nung nanganak aq and was on maternity leave they inform me na they will process my regularization but sad to say until now they didnt.daming alibi’s and all.ang mas masakit po kc bago lng napermahan yong kasamahan q ang papers nya for regularization sa pres. nmin from manila kc branch kng kami to think mas nauna pa akong nahired dun.ang kaibahan lng kc he has a supervisor who is happens to do anything para lng mapermahan papers nya nya that is my supervisor does’t care at all.sa sakit nang loob q kc d ko na talaga kaya i pass a resignation. if any case po can i demand a sep. pay? kc d nla aq niregular for such a long time? if they will not give me sep. pay can i file a case? pls po attt. im waiting for your response. thanks so much..

    [Reply]

  40. Hi Attorney,

    Ask ko lang po lahat ba ng empleyado ay kelangan mag render ng 30 days notice bago ang effectivity ng resignation, regular man o contractual?

    [Reply]

    Ted Ferrolino Reply:

    Yes.

    [Reply]

    Lizelle Reply:

    Sir, if ever po na hindi ako magrender ng 30 days,yung damage po ba na babayaran ko sa company is equivalent to 1 month of may salary?

    [Reply]

    Ted Ferrolino Reply:

    Not necessarily. You may be asked to pay only such damage (sustained or might be sustained) by the company which is a direct result of your resignation. For example, if the company spent for your training, they may reasonably ask you to reimburse a portion of the training expenses.

    You see, you don’t really have to worry about these things (unless your employer really invested a good deal of money for your training, etc). I say, just file your resignation letter. Make sure you craft it carefully. Cite a reason for your resignation and offer a good explanation why you are unable to render the 30 days prior notice.

    Note: The company cannot withhold your one month salary even if you fail to give at least 30 days advance notice.

  41. julius maraya Comment:
    June 3rd, 2011 at 09:03 pm

    ask ko lng po sir kung matatawag po ba talaga na voluntary resign yung ginawa ko dahil sa sobrang kagipitan nung mga panahon na namatay ang tatay ko kaya napilitan po ako mag-file ng resignation at mag baka sakaling makuha ko po ang cash bond na nasa bus company na naipon ko as bus conductor at isinulat ko pa po sa resignation letter ko na “baka pwede pong maka-vale ng kahit magkano sa aking pera sa cash bond para pandagdag sa pagpapalibing ng aking tatay” kaso wala po silang ibinigay sa akin kahit magkano, kahit na sariling pera ko na din po ang kinukuha ko para makabawas po sa problema ko. bale last august 2010 po ako nag-file at after 1 month ko pa po nakuha yung cash bond ko. pwede ko pa po bang i-apela ung ginawa nila sa akin dahil sa kasalukuyan po ay nasa NLRC pa po yung complaint ko at inaantay pa po lumabas ang decision ng arbiter… please reply po, thanks & GOD bless po…

    [Reply]

    Ted Ferrolino Reply:

    Julius, maari kang umapela kung sakaling hindi pabor sa iyo ang desisyon ng labor arbiter sa iyo. Tungkol naman sa kaso mo, mahirap magkomento lalo na’t may pending case ukol dito. Makabubuting hintayin mo nalang ang desisyon.
    Salamat.

    [Reply]

  42. Floydsantiago Comment:
    June 20th, 2011 at 05:32 am

    Hi Sir, i just filed a resignation on june 17 with effectivity date of july 17, initially i had a verbal approval from my supervisor that she will approve my last 2weeks as vacation leave, then she suddenly chnge her mind, now i hve already signed a job offer wth strt date of july 5 because i was under the impression thst everything are ok. Im currently in the night shift and my new job is a day shift, will i be held accountable should i not completed the 30 days notice? If worst scenario, is they tagged it as awol for the last two weeks of my employment. will it be legally right to terminate me even though i already tender my resignation letter?please atty. Shed me some light

    [Reply]

  43. Hi, good day po!
    I am a project base employee for a period of less than 1 1/2 year with an open-ended contract. Gusto ko lang pong malaman if i am not entitled for the separation pay kung bibigyan ako ng 2 weeks notice of termination.
    Sir, kindly, please give me some attention because I’m running out of time.

    Thanks!

    [Reply]

    Ted Ferrolino Reply:

    If the cause of your termination is the completion of the project (or the phase of the project for which you were hired), and it has beed previously agreed upon, then you are not entitled to separation pay. The same if the ground for your termination is any of the just causes (misconduct, etc.), in which case there is also no separation pay. But if you are terminated prior to completion of the project based on any of authorized causes, e.g., retrenchment, etc., then you are entitled to separation pay.

    [Reply]

  44. hello atty., nagfile po ako ng maternity leave ko april 1 at ang effectivity po nito ay april 16 to june 30 dahil nakaschedule po ako na macaesarian pero nakaya ko pong inormal delivery..nanganak po ako nung april 23..yung leave ko ay pirmado po ng manager ko pagkatapos po sinumite ko agad sa hr dept. Pagkatapos po pinapasok po ako nung june 24 dahil kapag di daw ako pumasok magpasa nalang daw ako ng resignation.. No choice po pumasok ako kahit ang leave ko ay hanggang 30. Pagkatapos po ng ilang araw sinuspindi nila ako dahil unauthorized daw yung leave kong iba..dahil nasa company policy daw namin na dapat papirmahin pa sa mga higher authority.. 30 days suspension po pinataw sakin.. Atty. ano ba ang tama, two mos.from the date of delivery dapat nagresume na ako or two mos. from the date i filed my leave. pls.help me

    [Reply]

  45. What if 3 years ka na nagwo-work and then nung vinerify mo sa PhilHealth kung ano yung PhilHealth number mo nalaman mo na walang naka-register under your name pero nasa mga payslips na narereceive mo yung kaltas saýo ng company? Pwede mo pa bang habulin yun sa company?

    [Reply]

  46. Good day po.Ako po ay isang guro sa private institution. Sixteen years (16) na po akong nagtuturo sa pinapasukan ko. Nagresign po ako dahil nagnanais po ako mag-apply sa paaralang pampubliko.Gusto ko lang po malaman kung entitled po kaya ako sa separation pay?Mayroon po ba akong benefit na makukuha sa employer ko?Ano po kaya ang benefit na maari kong matanggap sa employer ko?Salamat po.

    [Reply]

    Ted Ferrolino Reply:

    Sa Labor Code, wala pong separation pay pag nagresign ang employee. Tungkol po sa ibang benefit, depende sa rules and policies ng school. Mas makabubuting alamin mo ang rules at policies ng school tungkol sa resignation o di kaya ay early retirement, kung sakaling kayo ay magqualify dito.

    [Reply]

  47. hi
    I was put on preventive suspension just right about now for reasons stated below:
    1. instigating store managers and another personnel to transfer to another head on competitor with higher pay and benefits.
    2. Loss of trust and confidence by management
    3. Gross misconduct highly inimical to the interest of the company
    4.Due to gravity of the offense charged, and the nature of the job functions.

    I was also asked to turn over company vehicle,laptops,cellphone and revolving fund.
    I was asked to explain within 48hours why they should not terminate me given the gravity of the charge.

    Here are my questions:
    1. Is an affidavit from 2 managers and 1 personnel( a total of 85 Managers and 400 personnel ) claiming that I instigated talks valid enough to terminate me?
    2.Lost of confidence – 3 weeks ago management prevented access of all data hence I was not able to perform my allege duties since H.R was not able to provide concrete job description.
    3. Gross Misconduct – Is calling a manager misconduct? the contents of the discussion was merely me tired of the current situation after my department was not allowed to attend departmental meeting ( Im the operations manager in a retail chain)does this not jeopardizes my department?
    4. Nature of job functions – I do not have any job description yet? how can they stipulate nature of job function? in fact, all data generation were already barred 2 weeks prior to the suspension.
    5. Is turning over of company property any sign of prejudice?

    Please enlighten me sir. What is the right thing to do?

    [Reply]

  48. Darvin D. Legaspi Comment:
    August 11th, 2011 at 11:56 pm

    Im presently working in a company here in the Philippines for more than 7-years. Our company has its head office in Singapore and our head office directly hired me to work there permanently. Since I will be working already in Singapore should my present employment here in Philippines be terminated? Am I entitled for a separation pay? As I inquired this matter to our HR she told me that I will not have separation pay because Im still an employee of our company here in the Philippines and I will just be transferred at our head office in Singapore. Need your advise.. Thank you…

    [Reply]

    Ted Ferrolino Reply:

    As a rule, only separated employee is entitled to separation pay. Transfer or movement of employee within the same company does not amount to termination, hence no separation pay to speak of. However, if the movement would result to interruption of service (i.e., when years of service is not credited or goes back to zero), then the employee should be paid separation pay.

    [Reply]

  49. hi Sir Ted, I just want to ask an assistance about my case. Im actually a call center agent-regular employee.

    July 12, I was given a DPF/memo about Call Avoidance, which was also my first offense, and was put on Preventive Suspension right away. I was able to have my admin hearing July 30, which was almost 3 weeks. I was able to have my explanations which we think are reasonable. And about a week after, Aug 11, I was provided letter of discontinuance but was able to sign it on Aug 12. And another thing, it was stated on the LOD that it is dated Aug 9 and they found that those charges against me are valid.

    The thing here is, I also have a friend that was given the same charges but was reinstated to work and even had a faster process – just less than 2wks. We actually do have both the same reasons. And another thing, the company was able to inform us that the account where we were before is about to be closed. And it’s just recent that they are giving a lot of preventive suspensions to agents which they usually dont do. So we think that it is a way for them to cut us down.

    Are there any grounds that we can file a case against them such as in my case and as well as to those others that were given? I hope you can enlighten us sir ted.

    [Reply]

  50. Hi Sir,
    Sir if i have po a 5 years project hire contract with the company, pero sa ngyayari po ngayon sa company wla na po kami operation at we;ve heard na mag re-retrench po ng mga tao, specially po dun sa mga dept na hindi na kelangan sa next project..paano po ba mag compute ng separation pay namin ,,kasi contrata namin until 2014 pa,,mga 2 years lng po kami operation,,yong computation po ba ay yong 3 years na remaining sa kontrata ay masasaba ba yan Sir?,,or number of year of service lng???(one month per year of service or included pa and remaining years sa contrata namin..We are project hire employees..We hardly need your advice Sir, hope you can reply…
    Thanks
    More Power

    [Reply]

  51. Atty. Ted goodafternoon,

    After being put on preventive suspension and an initial hearing was held, i submitted my resignation letter effective August 23.
    But our H.R. Manager refuses to accept the resignation letter. He said that he will go on with the hearing.
    Today, august 22, he asked me to sign an acceptance letter which stipulates that the company reserves the right to conduct legal action after post resignation audit.

    Another thing is that, they stole all my confidential documents in my filing cabinet. Not that am afraid of anything. But, isnt this prejudicial already?

    I did not sign the letter of acceptance.
    My question is:
    1. Atty Ted, whats my status?
    2. The owner had gone ballistic to the point of threatening me that he will publish my name in the newspaper. Is this possible? I already turned over all company properties.
    3. What can I do legally to stop this harrassment? Ofcourse, talking to the owner and kissing his **** is out of the question.

    Thank you Atty Ted.

    [Reply]

    Ted Ferrolino Reply:

    To have a fair determination of your case, you may file appropriate action with the NLRC. By filing a case, you will have the opportunity to raise questions arising from your employment, including the validity of your preventive suspension. You may also ask for payment of damages if you feel that your employer has stepped on your rights.

    Termination disputes or any claims for actual, moral, exemplary and other forms of damages arising from employer-employee relations is within the jurisdiction of the NLRC (Labor Arbiter).

    [Reply]

  52. gudday Atty. Ted,
    kc project base employee ako. sept15,2009 ako hird, ngrenew ako last yr.. dis year sept15,2011 magendo ako.. nung aug 15 ako ngpaalam n d n me magrenew verbally… ask ko lng if wat mga entitle n pay ang makukuha ko,may separation pay po b?13th month? wat else pa po???
    tyka po ilan po ung leave ko??pwede ko po b pabayaran sa kanila pag d ko nagamit???tnx po sa tulong atty. more power!

    [Reply]

  53. Good afternoon Sir,

    Gusto ko lang pong malinawan regarding sa status ko dito sa current work ko. Isa po akong asst. building administrator at kaisa isang empleyado at reporting sa 6 na BOSS, consisting of 3 owners and 3 assigned person as Corporate Sec.,Treasurer, & Building Administrator the building po owned by 3 persons which isa po as Majority ang president at yung isa po as elected Vice president. Ive been working here for almost 2 years and a half pero since na nagkaron po ng pagbabago sa naka assigned sa ibang position tulad po ng BUILDING ADMINISTRATOR nagkaron po kami syempre ng ibang pamamalakad. ETO po ang komplikado sa lahat yung Building Administrator po eh empleyado sa isang kumpanya ng aming Presidente inassigned po sya dito sa COMPANY na pinag tatrabahuhan ko as additional duties po nya without receiving any payment. Nagkaron po ako ng problem sa attendance ko which the so called “TARDINESS AND LOTS OF ABSENCES” pero its official nagpapaalam po ako at the same time naka file po iyon as leave, pero binigyan po nila ako ng 1st memo as 1st offense..cge po tanggap ko naman na tlgang i need to adjust para hindi na malate..but then the 2nd time po nakita naman po nila na malaki ang pagbabago ng attendance ko sa lates at absences “the same official po un at naka file ng leave at supported pa po ng medical certi” but then binigyan po nila ako ng 2nd memo for explaining y again sinagot ko po ang memo pero ang ginawa po niya ay PINAGAGAWA NYA PO AKO NG SWORN LETTER NA PAG NAG COMMIT PA PO AKO NG TARDINESS EH WHAT SO EVER PWEDE NILA AKONG ITERMINATE” which ang naguguluhan po ako ang nagdecide po ng ganung sistema ay HR po ng ibang company ng president namin at hindi po ang BOARD OF DIRECTORS NG EXISTING KUNG COMPANY. Kailangan ko po bang gawin ang SWORN LETTER na eto kahit na po ang company na pinag tatrabahuhan ko ay given na WALA PO KAMI NA KAHIT NA ANONG COMPANY POLICIES SA EMPLEYADO DAHIL IN 30 YEARS AY NGAUN LANG PO 2009 NAGKARON NG EMPLEYADO. ano po kaya ang gagawin ko salamat po?

    [Reply]

  54. Hi Ted,

    Upon hiring, I was sent by my employer to US for training. They made me sign a Training Agreement prior to my flight. It was a two-year bond due to the travel and training. However, the employer failed to give me a copy of the training agreement even though I followed it up several times.

    The training agreement was only presented to me during discussion of my resignation.

    I filed for resignation last Aug 26 with effective date of Sep 30. My manager accepted it and reminded me of the unfinished training bond – I still have 9 months remaining.

    Just today, I received a notice from my Manager that my salary is on hold for Sep 15 and 30. We are following cut off period of 5-18 and 19-4. I didn’t expect this because Sept 15 covers August 19 to Sep 4.
    Is it lawful to hold my last pay (Aug 19-Sep 30) and all other receivables (VL Conversion and 13th month pay) by my present employer due to my training bond even if my reason for resignation is due to health?

    Thanks,
    Sheng

    [Reply]

  55. hello po..sobrang confused na po tlaga ko so need your help po… call center agent po ako and i got pregnant with complications (threatened abortion) and i was adviced by my OB po to have bed rest for 3 weeks (21 days)..tinext ko po ung supervisor ko (sending txt message po talag ung way ng pag iinform sa superior kung if in case hindi mkakapasok)..halos araw araw ko po syang tintxt pero hindi po sya ng rereply.. (inissip ko nalang na ganun talaga kasi sa tinatagal tagal ko na po sa team nya, hindi talaga xa ng rereply sa mga txt. kahit po sa facebook minemessage ko xa wala din reply eh actie naman xa sa fb..tapos po nalaman ko nalang, terminated na ako due to awol..and my supervisor is claiming ng wala daw xang na receive kahit isa sa mga txt ko..
    -tama po ba na iterminate ako kahit may medical certificate ako stating that i need to have bed rest for 3 weeks.?
    -at kung iterminate nga po ako due to awol, kahit po ba kusing wala akong makukuha builang last pay?
    more than 1 year na po ako sa company at regular employee na po.
    -thank you po.

    [Reply]

  56. sir,advise lang po,yung po kasing father ng friend ko,pinaalis na dun sa tinitirhan nila at the same time yun din po yung workplace,equipment guard po siya dun,binigyan lang po siya ng 10,000 kse daw po equipment guard lang siya pero yung company po ang nagpapasahod sa kanya,matagal tagal na din po yung service niya at dun na din po nagkaron ng diprensya yung tenga niya,before po kse yung site nila nasa naia terminal…me advise po ba kayo maibibigay,nasa mid 50′s na po yung father niya..thanks so much and God bless po..

    [Reply]

  57. I filed a resignation last aug 30 and ang effectively Nya is on sept 30. Lagi po ako nakakaabsent Kasi recently lagi me nagkkskit. Umabsent po ako ng fri sept 17 then the same day tinawagan ako ng company at sabi wag na ako pumasok at kunin ko po sweldo ko na lang. Terminated po b ako?

    [Reply]

  58. Hi po..mkakakuha pa po ba aq ng separation pay if i was marked as
    AWOL..but still nag clearance po aq..gni2 po kse nngyre umuwi po aq ng province for the wedding of my cousins, pero nagpaalam nmn aq.pnygn aq..
    pero ang paalam ko for 2 days lng..so dat wud be thurs.till fri. then pagka monday d aq nkpsok kse naaksidente aq..pero minor lng nmn..pero ayaw aq papasukin ng relatives ko..so umabsent aq..tnwgn aq ng supervisor ko at pngltn.sbe wag n daw aq magpakita sa office..kaya ang inexpect ko terminated na aq..after 1 month umuwi po aq para magclearance..tpos pinagclearance nmn aq..pero wla n daw aqng mkukuhang separtion pay kse because of AWOL daw..nahold pa po pala ung sahod q nung tym na umabsent aq.be4 aq iterminate ng supervisor ko..
    Ano po dpt kong gawin?..makakakuha b dpat aq ng separation pay or not?
    THANKS GOD BLESS!!

    [Reply]

    Ted Ferrolino Reply:

    Maari mo pa ring makuha ang last pay mo na binubuo ng iyong unpaid salary, proportionate 13th month pay, unused SIL conversion, at iba pang benepisyo na hindi mo pa nakukuha, kung meron man.

    [Reply]

  59. I’ve been a regular employee for 5 years now, and this year i have too many absences, lates & undertimes sa company pinapasukan ko, i have heard na pinapahanapan ako ng kapalit ko without talking to me. The Management ask me to make an explanation letter for my tardiness, which i did and also told them about the news i’ve heard, now they want me to file a resignation letter.

    May I know if pwede ko ba sila ireklamo? and also gusto ko rin po ipaalam na wala po akong pinirmahan kahit na anong contract since nagsimula ako sa company.

    [Reply]

    Ted Ferrolino Reply:

    The employer may terminate an employee on the ground of habitual tardiness or absentieesm. It is a valid exercise of management prerogative.
    However, instead of terminating the employee, the management may offer him/her a “graceful exit” through voluntary resignation. This is a recognized practice.

    [Reply]

  60. hi atty.
    gusto ko lng po itanung kung tama po ba na sabihan lng ako na terminated na kung walang formal letter? ang sabi sa kin ay magbakasyon muna daw ako. tinanung ko sila bakit? hanggang kelan ang bakasyon na yon. para sa kin ang term na yun ay tinanggal na nila ako. i wrote a letter to them ( my boss) asking kung ano ang reason why ako iiterminate. up to now wala silang sagot. hindi na nila ako pinapasok. i was there for 5 years na.. although walang contract still i need explanation pa rin. kelan ako lalapit para humingi ng legal advise?
    maraming salamat po.

    [Reply]

    Ted Ferrolino Reply:

    Ang isang empleyado ay maari lamang iterminate kung mayroong legal na basihan. Maliban dito, kinakailangang dumaan ito sa tinatawag na procedural due process o yung tinatawag na “twin notice and hearing”.

    Ang pagpapatigil sa iyo sa trabaho ng walang dahilan ay illegal. Maari kang magsampa ng kasong illegal dismissal sa National Labor Relations Commission.

    [Reply]

    ghen Reply:

    pano po atty ted kung pingfoforce resign ako ang boss ko dahil lang po i was late last monday for the prayer meeting that i wasnt aware of kc po ngkasakit ako the week before with typhoid fever. actually i wasnt really late, the security guard and i has diff time on our watches and they took the guard’s time (15mins in advance) and they accusing me of logging in the wrong time on my DTR even if the time on my watch was the same as in our office and accusing me for all sort of stuffs i never did. they never give overtime pay, 5 days service incentive leave, holiday pay, etc., kinakaltasan po kmi ng SSS pero po hnd nila tlga hnuhulugan SSS nmen.. so ask ko lang po if i will get separation pay and hows the computation? ive been working for 1yr 9mos as a senior sales agent

    [Reply]

  61. Hi attorney,
    i was fired on august 16,2011 due to habitual tardiness..They have given me fair trial..I had two hearings..first, was on june 2011 and the second was on july 2011..They told me to wait for the result after my 2nd hearing..then on august 16 2011, they inform me that this would be my last day..they told me to go home on the same day..so,i did..My question is, should i be given a 30 day notice for my termination.. and this would be different from the memo i got from my 2nd hearing..and they told me too, i could get my last pay after two months from my last day..but when i went to the office, i spoke with finance department,and they told me they had just received the clearance from TED department(the one who process employee clearance) on september 29. 2011..and they told me to wait for another two more months to get my pay..please help.thank u..

    [Reply]

  62. hi attorney

    about po ito sa asawa ko na di nakapag submit ng resignation letter sa company na pinapasukan nya.3 years na po nakalipas ..pwedi pa po kaya nya kunin un salary , 13 months pat , backpay , separation pay , kahit ganun na katagal ?Di na po sya nakapag submit ng resignation letter dahil po sa umuwi po sya dito sa probinsya namin dito pampanga..at nahihiya daw po sya bumalik noon sa company nya kasi ayaw na daw po nya makita un visor nya na naka away nya..wala po syang formal letter na mag re resign na sya basta na lang po di na sya pumasok..

    [Reply]

  63. HI Attorney,
    nasi ko po sana humingi ng advance legal advise,tungkol sa akoy mag resign na sa aking trabaho ngayong ist year of the month year 2012, ako po ay mag 10years na sa aking trabaho at anong magandang reason na ifile ko sa office, upang makuha ko ang tamang separation pay na naayon sa batas,kaya po ako sumulat ng ganito kasi nitong september 2011 lamang nag resign yung kasama ko sa trabaho at naka 12years sya sa company kaso 50thousand lang separation nya sapat lang po ba?
    kaya po ako mag resign dahil sa mga sumusunod

    1. ni abuloy wala man lamang maiwan sa family ko pag ako mamatay sa company sa tinatrabahoan ko
    2.field monitorer work ko start salary
    year 2002,250 per day
    year 2007 375 up to july 2011
    july 2011 405 per day
    atty. never po ako nakatanggap, tinatawag na backpay
    3.13th month lang ala na iba pa
    4.philhealth at sss lang ang kinakaltas sa amin atty.

    maraming salamat po and advance god bless!

    [Reply]

    Eugene Reply:

    singa po pala atty.tungkol sa separation pay kung may kontrata kaming pinapa pirmahan sa amin ng kompanya ay wala po.ang pinapa pirmahan lang po sa amin ay yung
    monthly na kontrata hanggang sa umabot ako kulang kulang sampong taon sa kompanya,at may bisa po ba yung buwanang kontrata na pinapa pirmahan sa amin.

    no work no pay po ako
    sss/philhealth lang ang may remittance
    13th month lang po wala ng iba.

    inaasahan ko po ang iyung payong legal tungkol sa
    salary at kapag voluntary resign kung anong magandang
    reason upang maka kuha ng tamang separation pay.

    maraming salamat po god bless!

    [Reply]

  64. pahabol lang po atty. habang wala pa kayong reply para isahan nalang ang kasagutan nyo. ang kompanya
    ko po pala ay may pinapa hulugang sa akin single na motor po at ito yung ginagamit kung service pang
    monitor sa area na hawak ko ang usapan po namin dito ay kalahati lang ang bayaran ko sa amount na 53,000 maging 26,500 ang pinapa bayaran sakin starting april 2003 hang 2005 natapos ko ang hulugang nabangit at agad ko kinausap ang management upang ipalipat sa pangalan ko ang motor at ang sagot ng opis,pag meetingan paraw ng management hanggang sa umabot ng taong 2008 saka pa ibinigay sa pangalan ko ang motor, sa tagal ng meeting nila 2008 na natapos huhuhu.

    “walang ka dala-dala” dahil sira na po ang motor pinakuha ako muli ng tmx-155 cash amount 68,000 at ang thirty four thou 34,000 ay hulog-hulugan ko na naman sa office,starting deduction april 2008 hanggang ngayon sa araw na oct.20,2011 nag tapos ang binabayaran kung motor sa opis.

    1.ang tanong ko po may mahahabol ba ako sa office,doon sa nauna kong motor.

    2. dito po naman sa pangalawa kong motor anong maganda kong gawin para mapasa pangalan ko ang motor.

    wala po kaming kasulatan sa usaping ito at nasa paysleep ko po ang lahat ng deduction ng motor.

    muli maraming salamat po.

    [Reply]

  65. are part-time employees under philippine labor laws entitled to similar benefits as full time workers?

    if a utility worker who was engaged to clean an ofc. 2hrs. in the morning and 2 hrs in the afternoon not covered by any contract, serve beyond 10 mos. in the org, does he have to be already considered a regular employee?

    [Reply]

  66. Hi! isa po akong Medical Representative. Inissuehan po kasi ako ng Hr namin ng Employees notice to explain 3 weeks ago, and they gave 5 days to explain. when my boss handed me the ENTE i was shocked kasi immediate na din yung preeventive suspension ko when i chosed to explain my side, ang allegation po nila sa akin ay, bakit ko pa daw nacocover yung isang Doctor from my assigned hospital the fact na nag graduate na sya as a cardio fellow and he practicing his clinic in Mindanao. Since si doctor ay nasa Master list ko pa at hindi ko pa sya nadelete sa list ko pag nagvivisit sya sa heart center kino cover ko sya, since fresh grad sya as cardio fellow he sometimes visit his coleagues and friends. so i got this opportunity na macover ko si doctor. Now, they noticed na yung doctor na yun ay nagcliclinic n sa mindanao ay binigyan nila ako ng preventive suspension na imposible ko daw na macover si doctor since ang area ko qc and si doctor nagcliclinic na sa mindanao. ang tanung ko lang po tama po ba na ipreventive suspension nila ako agad na hindi pa nila nadidinig ang side ko kung panu ko nacocover yung doctor?

    [Reply]

  67. Hi atty, ask ko lng po if what is the acceptable time frame for processing the final pay. Un mga ibang ngresign ahead of me they got their final pay after 30 days. Ang advise kc ng HR 45 days. When I followed it up they say n 45 WORKING days n and they told me n kaya nkuha nung ibang employees ng mas maaga un final pay nila kc inexpedite un process. When I asked if pwede din mgrequest para mexpedite un process, HR told me n hindi daw pde and non disclosure dw un. So I asked a former colleague n nakkakuha ng final pay within 30days lng if there is such process n iexpedite, wla dw ganon ang they were not of advised of that said process. Sa totoo lng po I was expecting n 45days lng tlga so I booked a flight n going back home s Mindanao and un contract s apartment n tinitrahan ko will end this week. More than 30days n un backpay q.HR is insiting 45 Working days and they cannot expedite such process.
    Thanks po.

    [Reply]

  68. hi i want to know if illegally terminated ako kasi i was working for my last company for almost 8 mos. then tinerminate nila ko dahil nag awol ako ng 5 days due to a big problem. what they did is hinold pa nila yung last salary ko just because may bayarin pa daw po kasi yung isang client ko. entitled din po ba ko sa backpay?

    [Reply]

  69. hi po gusto ko lagn pong malaman na kong my makukuha pa kong separation pay. 2yrs mahigit po ako sa company ko under ng zmags (client po namin yan) kaso tinerminate ng zmags ung contract nila sa company nmin nung july 2011. dhil regular employee kame nilipat kame ng department ng officemate ko ako ginawang hr assistant ung officemate ko sa bpo. 3months po akong hr assistant after 3months etong november lang po finorce resign ako hindi daw po kase ako fit sa position ko. pinagfile ako ng resignation letter. ang tanong ko po bukod sa 13th month ko my makukuha pa po ba kong separation pay or ibibigay po ba skin ung 2yrs of service ko sa company??

    [Reply]

  70. hi, nagbreach ako ng contract from my previous employer. 2months after humihingi ako ng backpay, sabi nila hndi daw macompute kasi wala akong clearance. tinatanong ko ano kelangan ko gawin para ma clear ako sa company but they refuse to answer and coordinate. possible ba na makahingi pa rin ako ng form 2316?

    [Reply]

  71. ardie valmadrid Comment:
    November 29th, 2011 at 10:50 am

    good morning attorney,
    Pwede po ba makahingi ng advice, nag work po ako sa isang company as sales agent, at nagtrain ako ng papalit sa akin, sa pagtrain ko po sa kanya makalipas ang 5araw, sya na po pina handle ko at kasama po nya lang ako sa request nya, nagkataon po na hindi na masingil agad yung kliyente po. at sa resibo ay sya na ang nakapirma. tumagal halos isang taon, ng kukuha ako ng clearance, pinasesetle po sa akin na may halaga na 6K Plus PHP M0NEY. bilang kasama nya lang po ako at hind na ako ang incharge sa receipt that time, ano po ba maari ko gawin para makakuha, or maari gawin kung hindi ako bigyan ng Certificate of Employment? Salamat po sa pagtugon.

    [Reply]

  72. Good day… Ask ko lang po kung dapat ba talagang mag-deduct ng Cash Bond sa mga salesman at if ever magresign or ma-terminate sila, pwede pa bo ba nila ito makuha? Thanks in advance.

    [Reply]

  73. kelan po,(anong year and month) yong last income tax deductions ng mga minimum wages.tnx

    [Reply]

  74. Good Day!

    i just wanna ask if it’s legal and appropriate for companies to include “CASH BOND” on their contract? applicable po ba ito dito sa Pilipinas?

    i was actually being hired by a retail company and signed a contract stating some employment rules and their cash bond thing worth php 30,000 with a 2 years bond contract.
    Now, dahil sobra po akong naoffend sa boss namin sa gnawa nyang pamamahiya/panduduro sakin during our managers meeting at sa sobrang pagod po na nararansan ko sa store because the store requires us to work for 12-13 hrs (due to lack of manpower), nagdecide na po akong mgresign. i filed a resignation last nov.9 and my last day was dec.1..chineck ko po ung account ko nung nov.30 kung naibigay nila ung sweldo ko mula nov.1-15, pero to my surprise, 1 month na sweldo ko pala ung hinold nila. kung alam ko lang po na 1month na sweldo pala ang ihhold nila sakin, sana pala nagawol nalang ako after ko nakuha ung sweldo ko.pero since im trying to make a graceful exit, pinilit ko tapusin ang dec.1..

    do you think sir na it is fair na magkaron ng cash bond ang mga companies dito sa pilipinas at ihold ng company at ang 1month salary ko?
    di pa kasi ako nakakapagclearance dahil wala silang instruction nung last day ko kung paano ang clearance procedure nila.

    thank you sir.

    [Reply]

  75. Tina Pacampara Comment:
    December 5th, 2011 at 06:28 pm

    good evening atty., san ba po ako pwede pumuntang public attorney’s office. nagfile napo ako sa nlrc pero nde lang ako nagfile dun kse akala ko makakakuha ako ng private lawyer. ang address po ng company na finile ko is sa pasig city. thank you

    [Reply]

    Ted Ferrolino Reply:

    Punta ka lang sa PAO office dyan sa Pasig City. They will assess your case if it is meritorious and determine if you are qualified to avail of PAO’s representation.

    [Reply]

  76. gud am po.dati po akong kahera sa isang fast food chain,nag awol po ako ng isang beses then kinabukasan po nagpunta po ako sa trabaho ko para magpasa ng resignation letter ko pero di po ako hinarap nang store manager namin ang humarap po yung assistant manager po,terminated daw po ako tapos ayaw po ako i clearance at bigyan ng certificate dahil terminated daw po ako.wala din daw po ako makukuha na back pay dahil terminated daw po ako

    [Reply]

  77. Gud evening atty.Itatanong ko lang po kung nasa batas po ba yung swap-day-off. may pasok po kasi kami kahit Sunday. Dati po kasi ay may additional na 30 percent sa sweldo kapag kailangang pumasok sa araw ng linggo. Nang nagpalit na po ang company ng GM ay ini require na kami na pumasok ng linggo na wala ng 30 percent na dagdag sa sweldo kundi swap day-off na lang.At ang swap day off pa po ay hindi pwede ng sabado at lunes. Ganun din po kapag holiday, overtime lang po ng 8 hours ang binabayaran sa araw na yon at hindi double pay. Tama po b ang mga ito. Thank you po.

    [Reply]

  78. alfred moraleda Comment:
    January 25th, 2012 at 01:05 pm

    good day po sir ted,, gusto q sanang malaman kung may karapatan ba akong lumapit sa dole kung ako ay tapos na sa aking kontrata sa trabaho…kasi po pagkatapos ng aking contract eh nag decide ako lumipat ng company na papasukan ko.bukod kasi sa mababang pasahod eh 12hours pa ang pasok q s knila without O.T sabagay sa pinirmahan kong contract eh fix na yung 250 for 12hours hirap kasi maghanap ng work.kaya nag-hintay na lang ako na matapos ang contract ko para humanap ng iba,,ngaun po nakahanap po ako ng mapapasukan sa katabing restaurant ng nalaman ng dati kong amo sinugod nila ung isang company at kinumpronta pinigil nila ang application ko para huwag magtrabaho sa iba.tanggap na po ako sana sa trabaho na yun kung hindi lang sa dati kong amo…korean po kasi sila at moral rules daw nila yun na bawal magtrabaho ang isang emplayadong galing sa katabing tindahan… masakit dun tinanggap nman po ako sa kabila eh at hindi ko alam ang tungkol sa rule n yun kasi wala naman sa pinirmahan ko na contract yung about dun..

    [Reply]

  79. alfred moraleda Comment:
    January 25th, 2012 at 01:14 pm

    may karapatan ba akong habulin ang ilan man sa mga benepisyo na dapat sa isang mang-gagawang pilipino. tulad ng 13th month pay overtime payment.kasi talagang naapektuhan ako ng malaki sa nang-yari sobrang hirap mag-hanap ng trabaho araw-araw nag-hahanap ako ng mapapasukan pero hangang ngayon hirap pa rin.kaya naiisip ko sayang ang pag-kakataon na yun na may trabaho na sana ako na maayos..nagugutom tuloy ang pamilya ko at ang anak ko napapa-absent na dahil nagigipit na ako. sana po nagyon nakakasweldo na ako dun sa bago kong iaplyan.

    [Reply]

  80. Angelsharena Orcine Comment:
    February 2nd, 2012 at 08:22 pm

    gud pm po,,, tanung ko lng po… may pagkakaiba ba ang sahod sa aweldo? bakit? tnx po.. need ko po ksi yan para bukas

    [Reply]

  81. M. Pamintuan Comment:
    February 3rd, 2012 at 04:26 am

    Good day sir i would just like to seek for advice, i reported back to work coming from a 5 days vacation, when i went back a 10day suspension was presented to me. Most of the violations that are sanctioned to me are grave violations. This is the first time i knew my violations, I was never given a verbal warning nor a written memo. Some of the violations they gave me are acts that were consented by my boss and was referred to as a good job so its confusing that they are praising me for doing a good job and now they are making it a violation. Is my suspension legal? And also if I will resign or be terminated am i entitled for a certificate of employement?

    Thank you. Your response will be very much appreciated

    [Reply]

  82. Samuel S. Danabar Comment:
    February 3rd, 2012 at 05:35 pm

    ask ko lng poh, aqo po ay pinag force resignation ng company. 3 years na poh aqo regular worker dun, ang reason po ay pinapili aqo dahil matatanggal ang manager at cashier nmen, dahil hindi nakuha ng cashier ang reciept na ginagmit qo na dapat xla ng manager ang mag iingat. may karapatan poh ba aqo na habulin ang seperation pay qo?iba pa poh ba ang voluntary resignation sa force resignation.

    [Reply]

  83. ano po ba ang batas sa absent without official leave?
    kasi po inabutan po ako ng appendix sa biyahe, driver po ako, tapos diniretso ako sa ospital, tapos binayaran ko po ang ospital bill, tapos po binigyan ako ng suspension sa pag absent ko habang nagpapagaling ako sa ospital at sa bahay? more power and GOD BLESS

    [Reply]

  84. Good afternoon sir!

    Isa po akong empleyado sa manufacturing company..regular employee na po ako for almost 10 years.Itong mga huling taon, NS-no schedule na po ako lagi, nakakapasok lang po ako kong may order na marami sa company namin.Naitanong ko po sa boss ko kong bakit NS naman ang skedule ko,ang sagot po ay sa kadahilanang walang order na marami. Tama po ba iyon atty. Ted?almost 2 years na po ang ganitong sitwasyon.
    Sana nga po bigyan na lang ako ng separation pay, kesa ganito na mag aantay kong kilan ang maraming order.Minsan pa po alternate ang pagpapapasok sa amin.Actually po hindi lang sa akin kundi sa iba ko ring co-workers.
    Ano po ba ang dapat kong gawin?Mahirap naman po mag antay lang eh kawawa naman ang mga anak ko,buti po sana kong may side job ako eh high school grad lang po ako.
    Sana po matulungan nyo ako kong tama po ba ang ganong sitwasyon na ginawa ng aking employer at para na rin po sa iba kong kasamahan.
    Salamat po.

    Hiniey

    [Reply]

  85. hi,

    i had an employee and she had been AWOL for almost3 weeks now,we’ve been trying to reach her to ask what happened but heard nothing from her…One day her mother texted and explained that her daughter had problems with her boyfriend running away with another girl, that is why they flew their daughter to hongkong to stay with his father because of stress and haven’t reported for work since then…..and the mother is asking for the last pay of her daughter…..what shall i do….our head office is in canada….

    [Reply]

  86. hi atty.ask ko lang po kng sakali po ba na may nakita silang nilabag na company rules (kahit na wala namang handbook or company policies na written talaga,)sa panahon na terminated na ako ay me ika kaso pa sila sa akin?may kinukuha po akong pera sa kanila,umg sss pag ibig contribution ko po na hindi nila hinuhulog dahil hndi namn cla registered dun..alam po ng acounting namin yun,kaya ng i terminate ako alam ko magkano makukuha ko,pero ung maneger ko gusto pa ako kausapin at ayae bigay yung binigay ng acounting nma pera ko dahil me nilabag daw ako during my stay,nakita nya yun terminated na ako ng 2 mos.ME KARAPATAN PO BA SYA NA I HOLD ANG PERA KO NA ILEGAL DIN NILA DINE DEDUCT SA SWELDO KO?PLS.REPLY PO..im confused..need your reply badly po..salamat po.

    [Reply]

  87. hello gud day po nagapply po ako sa isang job tinangap po ako pero minsan lag po ako pumasok kc hindi ko po nakaya ung job!!dnapo ako pumasok kinakabukasn my mgiging problema po ba ko if hindi nko pumasok!!tnx hoping for ur good reply and advice

    [Reply]

  88. good evening,

    Sir ako po ay under probationary sa pinapasukan kong kumpanya. dumating po ako na kung saan ang papalitan ko po ay ilang araw na lamang ay paalis na sa kumpanya. ang problema ko po habang kina kabisa ko ang trabaho ramdam ko po ang walang suportang ginagawa ng kumpanya sa akin. mga isang linggo pa lamang po ako sa kumpanya samot samot na pong pang hihiya ang naririnig ko. ramdam ko pong nagmumuka akong tanga sa kumpanya sa paraan ng pakikipag usap po nila. marami pong di naituro sa akin ang pinalitan ko at kung naturuan po ako madalian lamang. may pag kakataon po na kinakagalitan na po ako agad samantalang di ko pa po talagang kabisado ang trabaho sa kanila. gusto ko na pong umalis kas sobra na din po sila dahil di po nila hinuhulugan ang SSS at philhealth ng mga tao ng 9 months na po. nagtitiis po ako sa kanila kahit po walang bayad ang overtime ko at sa totoo lang po mag iisang buwan na po ako wala pa po akong suweldo na natatanggap. maari po ba akong umalis na sa kumpanya ng walang notice dahil sa mga kadahilanan na ito? wala din po silang suporta para matutunan ko at maiayos ko ang trabaho. pinipilit ko lang po tapusin ang trabaho sa araw araw pero di nama po nila pinahalagahan ang pagsisikap ko.

    [Reply]

  89. sir ted ano pong dapat kong gawin kung di ko na po gusto pa ang ginagawa nila sa akin? kasi abonado po ako sa bawat pag pasok ko kasi kahit personal load ko madalas gamitin para sumagot sa mga text at tawag nila kasi parte po daw ng trabaho yun na wala naman po kasing job description talaga. warehouse supervisor po ang apply ko pero dumating ako sa kanila tila encoder po ako sa buong mag hapon.

    [Reply]

  90. May Cardenas Comment:
    February 25th, 2012 at 01:46 am

    Home-based employment. We are more or less 50 Filipino online (home-based) employees by a U.S. company working as writers,editors,I.T./marketing specialists,hr,accountants,etc. and being paid a regular salary of USD500-1000 (depending on the position)thru Paypal. Prior to assumption of our duties, we underwent a 2-month paid training online and were asked to sign a contract which the company drafted, indicating that we are not employees,and to be treated only as independent contractors.However,in contradiction to the terms of the contract, each of us is given a task to complete each day as contained in our assignment sheet for the day, with all the instructions that we have to do and how to do our tasks in detail. If we haven’t met the output that the employer company wanted, we would be ask to redo our tasks. If we would not submit our report, even if we have completed our tasks, we would not be paid.We operate just like working in a physical office where there are co-employees, supervisors,managers,small boss,medium boss and big boss.No work on Philippine holidays and we are entitled to 4-8 days of paid off per year. Our work and productivity are being monitored and we are mandated to submit a daily and weekly productivity report indicating the work we performed. For instance,the writers will each have to submit a daily productivity report (also in the employer’s own template/format)indicating all the articles they have written, the number of words,the time used in writing for each article,etc. and submitted to the hr and the managers. We are also required to work for a full 8 hours daily,excluding the breaktime, Mondays thru Fridays. Just imagine how a real physical office operates, that’s how we are. The employers’ representatives from the US (project managers) come to Manila regularly to meet with the Filipino contractors for bonding,socialization,trainings and additional instructions. Recently, I noticed that the daily workload being given to us has significantly increased. Even though we submit our daily productivity report indicating that we have worked, for instance, for 12 hours that day, we are not being paid overtime. It could have been pardoned if done for a single instance;but, the bulk of work just increase and increase each day,having us to work even beyond 12am. Worst of all, at their own whims and caprices, the employer can just terminate our contract at any time (even if we have been working for more than 6 months with them)… That’s what a lot of us have been suffering from. In my case, my contract was terminated after 7 months of working with them, for a supposed “plagiarism”. I asked them to give me a copy of the supposed plagiarized unpublished article,but they couldn’t show me anything. Also, the employer has full control of our work. What protection can we have should our work be slyly sabotaged to justify their end? I would like to file a case for illegal dismissal because of this, for the benefit of the other employees who suffer from injustice and oppression. Now,the next question is on jurisdiction about cases like this.

    [Reply]

  91. mark andrew cobardo Comment:
    February 29th, 2012 at 05:14 pm

    Hi,
    magtatanong lng po sana. yung installment po ng retrenchment ko ay nag start po ng november til apriil .
    bale nakuha ko na yung 13th month pay at unpaid salary simula nov. til jan. ngayob ping feb mkukyha ko na sana yung unang hulog nf retrenchnent ko pero ang nang yari 30% lng yung ibibigay tapos sa may 30 yung 70%. at yung 2nd at 3rd hulog for march and april ihuhulog nila pa sa jyne and july.
    nakasaad po sa kontrata ay mula nov til april bale wala po kami makukuha ng april and march

    [Reply]

  92. Hi Sir,

    Nagresigned po ako last August 15, 2011, I gave my resignation letter to my Manager Last August 4. Pero ung nalagay ko sa RL ko is dated ng Sept. 15, 2011 instead of August 15, 2011, pero ng-informed naman po ako sa Supervisor ko xe xia ung immediate superior ko, thru text and verbal na till August 15, 2011 nalang ako. Kaso ung VP ng Department nde nainform ng dalawang kong boss at ginawang AWOL ako ng VP dahil daw biglaan ko daw iiwan ung duties ko xe nde nainform ng Dalawang kong boss ung VP agad, at nainform lng ito nung August 15, 2011 lng. Pero nung August 13, 2011 ngkausap na kami ng supervisor at manager ko na dahil wala pa akong kapalit pg dumating ung kapalit mg-tuturn-over ako after dun sa nilipatan ko, so last August 18, 2011 pumasok n ung kapalit ko, nag-tuturn-over n ako.. pero inawat ng VP.. at inakusahan ako ng AWOL at Deniny nya ung 10yr Financial Assistance ko. Till now po nde p rn me cleared with the company at gsto akong i-charge ng VP ng 29,400.00 for the damages dw xe nasayang ung oras ng Supervisor ko dw xe xia ng-turnover pero samantalang c VP nman ng-bawal sakn n ituloy ung turnover xe against xia sa agreement between me and the supervisor and manager.

    May laban pa bo ako dto para makuha ung last pay ko at ung 10yr Financial Assistance…?

    Salamat po

    [Reply]

  93. should reprimands and disciplinary memos to employees be duly received by the employee for it to be effective legally?

    [Reply]

    Ted Ferrolino Reply:

    Yes, a copy of written reprimands and disciplinary memos must be given to the employee to make it legally effective.

    If the employee refused to personally receive it for whatever reason, there are several ways you can deliver it to him. For example, after he refused to receive it, you can leave a copy on his table, and have two witnesses sign an affidavit attesting to the fact that the memo was handed to him personally, but he refused to receive it. Additionally, you can post it at conspicuous places within the company premises. If he is no longer reporting to work, it may be mailed to his residence if known, preferably by registered mail.

    [Reply]

    aldrinbee Reply:

    Thank you.

    [Reply]

  94. sir 5 months po ako suspended bec. of personal matter
    pede po b yung gnon katagal…sinama po nila un case ko a long time ago about false accusations re-various complaints. dapat termination since 10 years n po ako they consider it…can i file any case s company po?

    [Reply]

  95. Good day ask ko lng po kung legal po b sa isang company n magbawal mag absent sa knilang worker ng 3 days approve or dis approve leave with in a month at idinadagdag p nila kung halimbawang may absent k ng 1st mon. ng 1 day then the next mon. n 2 days at sa mga sususnod pang mga buwan ay kailangan prin nilang ipagbawal ang pag absent ano pong kaso pwede nilang ibigay sa worker since may notice nman at approve leave nman po ang mga leave ng mga workers.

    [Reply]

  96. Good day!

    Quick question lang po.

    I submitted my resignation and requested for a immediate resignation but my employer says I have to render 30 days after 30 days they are extending it for 5-10 days. Is this legal?

    [Reply]

  97. Good day!

    Quick question lang po.

    I submitted my resignation and requested for a immediate resignation but my employer says I have to render 30 days after 30 days they are extending it for 5-10 days. Is this legal?

    [Reply]

    Ted Ferrolino Reply:

    You are obliged to give no more than 30 days prior notice under the Labor Code. Your employer cannot legally compel you to extend.

    [Reply]

  98. ako po ay isang empleyado ng efi under kkk agency sa pampanga.1 month po ako ng work sa knla na hired po ako ng march 26, 2012 tpos po april 26, 2012 po knausap ako ng boss ko ang sb my letter dw ang kkk agency at hnggang 25 nlng dw ako ng april ang dhiln dw ay tardiness ko,since ng start aq wla po ako contract n pinirmahan sknla at orientation anu b ung mga terms and conditions ng company.eto b ay mttwag nting illegal termination sir?khit wla clang written memos n binbgy or warning?n biglaang pgtterminate sken.at ung kkk agency hndi nla agd inaasikaso ang atm ko nkdlwang sahod n po ako wla p din kya nkikiride ako sa iba.anu po b ang mgndang gwin?at isng beses png cla ngbgay ng payslip smen.sna po mtulungn nyo po ako sir..

    [Reply]

  99. Hello sir Ted,

    Good day! ako po ay kasalukuyang empleyado ng kompanya for all most 9 years, ok naman po sana ang sahod at mga benepisyo ng isang regular na employee. and hindi ko lang po talga matangap ang sobrang pag ka masungit ng manager ko actually wala kasi siya boy friend at ang minsan bansag pa nga sa kanya na naririnig ko ay tomboy, kasi po na paka hilig niya maki pag kaibigan sa isang babae at isa na nga dito ang kanyang pinu protktahan niyang babae na director namin nagagalet siya or napapahiya siya dito. kaya naman lagi maiinit ulo niya sa amin pag may kausap na ibang babae ang kaibigan niya director nag iinit ang ulo at kami ang pinag bubuntongan ng galet. hindi kasi kinikibo at bigla nalang mag sisigaw. kaya naman po gusto ko na po sna mag resign parang hindi na po ako kasi masaya sa aking trabaho kung gnayan lagi mode niya pa iba iba. matagal ko na kasi iting tinitiis. Tanong ko lang po anu pa po ba ang matatangap ko bukod sa 13th month na benepisyo if ever po na mag decide ako mag resign. at anu anu po ba ang mga posible na gamwin ko para mabayaran po ako pag umalis ako. may mga maliit pa po kasi ako ng anak. need ko lang po talga lumipat ng work para maging masaya lang po ang aking araw araw na pamumuhay. Salamat po sir ted!

    [Reply]

  100. Magandang Araw po!

    Sir, may probationary po na empleyado na magtatapus ng contrata sa katapusan ng buwan at hindi na icontinue ng kompanya ang kanyang serbisyo. Tama po bang hakbang ang ginawa ng kompanya na hinold ang nalalabing isang buwang sahod niya?

    [Reply]

  101. Nerrilyn Bautista Comment:
    June 8th, 2012 at 01:26 pm

    Good Day!
    Sir/Ma’am, magtanong lang po aq regarding sa case ng husband ko. he was employed for 6 years and ngayong ung team nya ay madidisolve na. team leader cya. ung team nya talagang mawawalan na po ng trabaho. cya ay inooferan na magmaintain as programer na lang for 1 year and after that mawawalan na din po sya ng trabaho. hindi po nya tinanggap ung offer and now he was planning to look for another job. May right pa po ba syang makakuha ng seperation pay ngyn?

    thank you

    [Reply]

  102. magandang araw po, sir ako ay 5 years mahigit ng empleyado ng isang kumpanya. tatanggalin na po kami ngaung july sa walang kadahilanan, kada limang buwan po pumipirma kmi ng kontrata… sir my makukuha po ba ako na separation pay?

    [Reply]

  103. hello, meron pa rin bang makukuhang tax refund at backpay pag naterminate sa work?

    [Reply]

  104. I am currently in italy right now, but i was still employed with our company based in Manila. they did not allow me to resign, instead they have installed all the programs I needed in our work so that i can continuously work homebase. I am connected with ISS-GMT Manila, one of the top travel agency in Manila which caters seacrew passengers. I worked as a travel agent for 6 yrs now in the company. It’s been my pleasure to have the opportunity to work still home base even if im out of the country. Nothing’s change, and we have no written agreement at all, it’s just that as if i am still working in Manila. I have links with our emails to communicate with our clients needs, we also communicate thru yahoo messenger, and i also have link with our AMADEUS/GDS, it is the system we used to book flights and issue tickets. and some other programs needed for our reporting, everything have been installed in my computer before I left Manila.

    Now, I’ve been here in Italy for 10mos already, yet still, unfortunate to find other job even part times because of their language, they requires fluent in their language. And what I am earning in Manila is the budget I am using to support my son’s needs and to assist my brother in his schooling. I did not demand anything with pur company, I recieved the same salary in peso, paying my taxes in Manila as well. But, unfortunately, managemant have changed. And the new management wanted to take back this opportunity. I asked for their reconsideration since I have been working well and got no problems with my job. They wanted me to resign, but I refused because I have explained it to them that this is the only thing where I earned and I wanted the job so much. I’ve heard that they are planning to terminate me by JUL10, yet I did not recieved any notices from them about the said termination. I was able to talked with our Accounting head, and asked him what will be their grounds for my termination. He simply answered, “your item is dissolved.” and i also heard that they are not going to pay anything for me aside from the 13th and 14th month pro rated. will that be all legal??? I told them back, what if I did not file any resignation at all??? will termination of my employment be legal as well??? do they have any right to file AWOL as well??? even though i’ve never been absent with my job at all??? and I am still recieving my salary regularly and paying all the taxes required as well??? please help me…

    [Reply]

    admin Reply:

    If “your item is dissolved”, there is what is called partial closure of business. It is one if the authorized causes of termination. The employee shall be entitled to separation pay equivalent to one month pay or at least one-half month pay for every year of service, whichever is higher.

    [Reply]

    rubiline Reply:

    thanks for replying. What if they dont want to pay my years of service? Is it legal? Can you refer me into any public attorney who could help me for I cannot afford to pay for such filing a case against my employer if needed.

    [Reply]

  105. hi, i just want to ask, kasi my friend ako, di pumasok for 1 week sa work pero nagpasabi sya na mag reresign na po sya pero di pa nakakapag pasa ng resignation letter, sabi pde pa sya magpasa untill 2 weeks, pero nung mag papasa na po sya , sabi nila AWOL na daw status nya. paano po ba matatawag na AWOL na ang employee and ano ang process ng pag AWOL sa employee? please po i need an answer for this and something in the law that will support my concern

    [Reply]

    admin Reply:

    Dadaan pa din sa termination process yan.. twin notice and hearing. Una, notice to explain. Then, hearing para mabigyan ng pagkakataon magpaliwanag. Tapos yung notice of termination kung mapapatunayan yung ground.

    [Reply]

  106. thanks po, may laban pa po ba yung mga na AWOL ng basta basta? after a week na di sila nakapasok, declared as AWOL na daw kasi sila

    [Reply]

  107. hannah cruz Comment:
    June 27th, 2012 at 11:29 pm

    Hello po,

    May employee po kami i pumasok almost 3 days na until now nakasagutan nya yun superior nya then hindi na siya pumasok ang sabi nya dun na lang daw sa pinaka boss sya mag sasabi na nag kataong out of the country, then since driver ang position nya maraming naapektuhang delivery dahil sa di nya pag pasok and nag text pa siya sa visor nya n saka na sya papasok kasi utusan lang daw siya ano po kayang pwedeng gawin sa kanya at gusto na rin siyang tanggalin.

    Salamat po

    Anna

    [Reply]

  108. viki Pena Comment:
    June 29th, 2012 at 09:16 am

    good day! ask ko lang po kung ano talaga ang category ng Cash Bond na pera ng tao o sweldo na binawas sa kanila na may pahintulot at eto ay nilikom para maging savings nila parang lumalabas ay paluwagan. pinahiram or lending po eto pero lahat naman eh nasingil at naibalik na sa bawat tao. ang tanong ko lang po eh eto po bang cash bond ay pera pa ng kompanya na masasabi? may koneksiyon pa po ba eto sa kompanya?? salamat po

    [Reply]

  109. thess domingo Comment:
    July 3rd, 2012 at 11:05 am

    good day po itatanung ko lang po sana kung ano po ang dapat kong gawin dahil po tinanggal ako sa trabaho nung june 25, 2012 wala po akong kaalam alam tinawagan na lang po ako ng may ari na hapon na hindi na ako pwedeng pumasok dahil ayaw sa akin ng gf niya na pilipina, admin manager po ako sa company, at hindi po ako pinasahod ng katapusan ng june 2012, wala din po akong holiday pay nagtitiis lamang po kaming mga empleyado duon dahil sa hirap maghanap ng trabaho hindi din po minimum ang mga tao dun kahit 1 yr, 2yrs, at 5 yrs na cla at kahit 1 yr na hindi pa din po regular sana po ay matulungan ninyo ako at aking mga kawawang kasamahan na naiwan pa duon at nagtitiis. maraming salamat po….

    [Reply]

  110. good day po..nag trabaho po ako ng 2years and 8 months sa isang boutique, nag resigned po ako last july 22, 2011 and until now wala pa akong nakukuhang back pay..lagi akong ngpa follow up ng clearance ko until nakarating na ng agency..the last time i called sabi nila wala na daw po akong makukuha dahil negative pa daw ako dahil sa mga losses na charge saken ng store. yun po ang dahilan ko kung bakit ako nagresign dahil di na kami nauubusan ng losses. nakakatanggap po kami ng incentive pero dun din nila kinakaltas yung losses ng store. so ok lang saken yun dahil di ko naman pera yung incentive na yun. ngaung pati sa backpay ko kakaltas parin nila parang ayaw ko naman pumayag nun dahil pera ko na yun pinagpaguran ko na yun. 300 pesos na contingency fund every cut off..at isa pa wala naman kaming pinipirmahan na any contract na kami ang magbabayad ng loss items ng store. marami po kami na wala na sa company na yun pero wala pang nakukuhang back pay..ano po ba dapat naming gawin? kaya pa po ba itong ipaglaban? salamat po.

    [Reply]

    Erik Reply:

    Try mo pumunta sa NLRC sa Banawe,QC, mag file ka na ng complaint….

    [Reply]

  111. good day,, gusto ko lang po malaman kung ilang days ba talaga ang standard na releasing ng baypay almost 6mos na kasi wala pa rin feed back tungkol sa backpay ko, ung ibang na end contract sa amin 8mos bago nila nakuha. 5mos lng poh contract ko.

    [Reply]

  112. Papaano po ba ang tamang computation kapag illegal terminate po?

    [Reply]

  113. 1 yr po ako sa work ko 2011 – 2012, 12000 sahod q monthly. 12000 divide 30 days 400 per day.. below minimum po.. pero may tax parin sila binabawas.. sa 12k.. ngayon po at resignd na ako, may makukuha po ba ako na tax refund? ngpafollow po ako pero palagi “next week” follow up uli ako pero wala nmn..at minsan ala sagot.. papaano po ba ito? tnx

    [Reply]

  114. hello po,
    tanung lang po kc wala po akong msyadong alam sa mga labor laws. palage nalang po kc late ang pasahod samin. at ung 13th month pay po namin eh sinasabay na daw every sahod namin. ok lang po ba un? o may mali sa ginagawa ng agency? salamat godbless.

    [Reply]

  115. Ricardo J. Negara Comment:
    July 27th, 2012 at 06:44 am

    Sir tanong lang po ako…in my position po production superVisor po ako sa company namin e may new project na pumasok at ang systema ng project more on analitikal process tapos guinawa ng employer namin inilagay ako sa tauhan ng isang team tapos guinawa nila akong temporary na ncoding ulit na new project na toh..pinag sabihan ako na mandatory daw ang overtime at dapat na pumasok ako sa overtime pra madaling matapos ang new project e ayaw ko kasi maraming dahilan isa na ang travel expenses kasi pag gabi na akong uuwi wla na kaming masasakyan papasok sa amin so dapat mag hire ako ng motorsiklo eh ang pamasahe kalahati na sa overtime pay ko…subrang lugi ako don sir need ur advice…pls add me in ur account tdc...@yahoo.com or sa FB account ko nlang pra makasuhan ko ang company na toh....@yahoo.com tnx.

    [Reply]

  116. Macky Hinolan Jr. Comment:
    August 2nd, 2012 at 10:43 pm

    Hi Atty.,

    I would like to inquire the following items;

    History:
    I filed a resignation letter dated 04 June and willing to render 30 days. Our company accepted by resignation the next day, 05 June 2012. Our HR Manager talked to me last 22 June and told me that its my last day but the company will pay me until 29 June. I insisted that the company must pay me until 03 July as my last day.
    Q1. Is it legal that the company will pay me until 29 June instead of 03 July?

    Q2. HR Manager told me that may final salary payment will be provided by end of July. Until now, my final salary payment still in process and they can not commit when they can provide it. What will be the proper leadtime for the final salary payment? Can I demand that they must give my final payment within 5 days since I need to pay my utility bills?

    Q3. The company provide a one-time gift(performance bonus)for almost 5 months last 29 June, can I claim for that gift/bonus?

    Q4. Can I claim for a separation pay since I voluntarily resign from my work due to health reason? I experienced hypertension for 2x due to conflict in my work and I had a medical record..

    Thanks in advance,
    Macky

    [Reply]

  117. my question is,how long it will take to get my retirement pay from the company.?kasi po pinapasa pasa nila ako sa lahat ng department..tapos basta na lang ako pinga resign ng sapilitan hindi ko man lang na depend ang sarili ko. pag di daw ako nag resign un daw ay hindi pag sunod sa boss. tama po b yun. salamat po ang kompanya po na tinutukoy ko ay invida philippines inc sa taguig

    [Reply]

  118. Good day Mam/Sir

    Isa po akong contruct labor ng kumpanya,nagkagrounds po ako nung july 3 dahil po sa nakita ako ng manager na nagpapahinga.tama po ba na iterminate ako agad?sabi ng employer ko ilipat na lang daw ako,at pinaaply nila ako sa mall ngunit hindi ako natangap dahil 27 na ako at 25 lang daw ang limit sa mall.hanggang ngayon po ay wala pa rin akong trabaho at walang aksyon ang employer ko.hindi po ba dapat na ipaglaban nila ako sa kumpanya.saka humihingi po ako ng certificate of employment para mkapag apply sa iba,hanggang ngayon hindi pa rin ako mabigyan.dapat na po ba akong magresign?saan po ba ako pwedeng lumapit?salamat po..more power.!

    [Reply]

  119. Good day Mam/Sir

    Isa po akong contruct labor ng kumpanya,nagkagrounds po ako nung july 3 dahil po sa nakita ako ng manager na nagpapahinga.tama po ba na iterminate ako agad?sabi ng employer ko ilipat na lang daw ako,at pinaaply nila ako sa mall ngunit hindi ako natangap dahil 27 na ako at 25 lang daw ang limit sa mall.hanggang ngayon po ay wala pa rin akong trabaho at walang aksyon ang employer ko.hindi po ba dapat na ipaglaban nila ako sa kumpanya.saka humihingi po ako ng certificate of employment para mkapag apply sa iba,hanggang ngayon hindi pa rin ako mabigyan.dapat na po ba akong magresign?saan po ba ako pwedeng lumapit?salamat po..more power..

    [Reply]

  120. sir tanong ko lang po kasi po umattend po ako ng seminar may return service agreement po ako may right po ba akong mag resign kahit may return service agreement ako? may makukuha din po ba akong certificate of employment?

    [Reply]

  121. gud day, nagwowork po ako sa isang call center at mag3 mos pa lng po ako sa company, unang beses po akong umabsent ng halos 1 week dahil tinrangkaso po ako at may valid med cert nman po ako, at nag iinform nmn po ako sa supervisor ko na pinagrest ako ng doctor for 6 days, nung 2n week supposedly papasok npo dapat ako, un naman po yung time na dumating si habagat at napakalakas ng ulan at lahat ng pwde ko daanan papunta sa ofis ay baha kaya naginform po ako na di ako mkakapasok, safety lng po ang gsto ko kaya di rin ako pmasok at mahirap na rin at delikado sa kalsada lalo na at madaling araw po pasok ko, nun 1st 3 days sa 2nd week kong absent nkapaginform po ako sa supervisor ko sa 4th day lng hindi, tpos balak ko na po tlga bumalik sa work sa 5th day dahil wala nang baha at wala na din ulan, pero tinext lamang po ako ng sup ko na tinanggal npo ako sa kumpanya meaning terminated nako, di nman po nila ako pinapapunta sa ofis pero ngpunta na din po ako sa ofis para malinaw dahil text lng ang notice, kaso pagpunta ko sa ofis ay termed na daw pla ako, nun lng ako pinapirma ng disciplinary action pero may option po dun na i disagree at dun ako pinapirma, for immediate po ako tinanngal at di man lng po nila pinakinggan ang side ko or pinagexplain man lng, di ko rin po nkausap ang boss ko, valid po ba yun?

    [Reply]

  122. gud day, nagwowork po ako sa isang call center at mag3 mos pa lng po ako sa company, unang beses po akong umabsent ng halos 1 week dahil tinrangkaso po ako at may valid med cert nman po ako, at nag iinform nmn po ako sa supervisor ko na pinagrest ako ng doctor for 6 days, nung 2n week supposedly papasok npo dapat ako, un naman po yung time na dumating si habagat at napakalakas ng ulan at lahat ng pwde ko daanan papunta sa ofis ay baha kaya naginform po ako na di ako mkakapasok, safety lng po ang gsto ko kaya di rin ako pmasok at mahirap na rin at delikado sa kalsada lalo na at madaling araw po pasok ko, nun 1st 3 days sa 2nd week kong absent nkapaginform po ako sa supervisor ko sa 4th day lng hindi, tpos balak ko na po tlga bumalik sa work sa 5th day dahil wala nang baha at wala na din ulan, pero tinext lamang po ako ng sup ko na tinanggal npo ako sa kumpanya meaning terminated nako, di nman po nila ako pinapapunta sa ofis pero ngpunta na din po ako sa ofis para malinaw dahil text lng ang notice, kaso pagpunta ko sa ofis ay termed na daw pla ako, nun lng ako pinapirma ng disciplinary action pero may option po dun na i disagree at dun ako pinapirma, for immediate po ako tinanngal at di man lng po nila pinakinggan ang side ko or pinagexplain man lng, di ko rin po nkausap ang boss ko, valid po ba yun? if not where can i file a complaint?

    [Reply]

  123. Hello po and good day, may isang employee, nasa probationary period of 6 mos po siya pero 3 days na lang mareregular na siya. 3 days before siya maregular tsaka siya kinausap na ieextend daw yung probationary period nya ng another 3 months because he did not perform to the expectation ng company. May nilalabag po ba yung kumpanya, parang hindi po kasi makatwiran na 3 days na lang tsaka sasabihin na kelangan i-extend. Hindi po siya ininform kahit minsan na hindi siya nagpeperform sa standards ng kumpanya at any time during his probationary period aside from nung kinausap siya 3 days prior to his regularization. Thank you po.

    [Reply]

  124. nagtatrabaho po ako sa isang garments, binigyan po ako ng disciplinary action dahil law efficiency daw po noong last may2012 at now palang nakalkal, at may 3 days suspension, wala po ba silang nilalabag noon?tnx

    [Reply]

  125. Hi, I tried searching for any article about how long should back pay be issued from date of termination or clearance, but i can’t find any in the internet, even in the DOLE website wala din. Is this subject to employer discretion? Kaya hindi stipulated sa Labor Code?

    [Reply]

  126. tanung ko lng po ako po ay maraming absent n sa kompanyang pinapasukan ko naka 3 notice na po ako pag ako po ba tinanggal sa trabaho my makukuha po b ako n termination fee.

    [Reply]

  127. Joseph M. delos Reyes Comment:
    August 30th, 2012 at 03:18 pm

    Ask ko lang po, asa batas po ba na ung Training Certificate ay hindi ibinibigay ng Employer sa Empleyado. sa kaso ko po kasi nagtraining po ako noon, so nakabind po ako ng 1 year sa kumpanya, pero natapos ko naman po ung 1 year binding ko saka po ako umalis sa kumpanya para mag-abroad. kaso di nila ibigay sa akin ang original copy ng training Certificate bagkus ay xerox/scan copy lang, which is di pwedeng gamitin abroad kasi paano paniniwalaan ung xerox/scan copy na certificate. May nilalabag bang kaso ang kumapanya sa ganitong pangyayari o talagang may karapatan ang kumpanya na huwag ibigay ang training certificate.

    [Reply]

  128. Tanong ko po kung makukuha ko pa yung pinasok ko na isang cut-off dahil awol po ako pero nagpasa naman ako ng resignation hindi ko lang po na tapos ang 15 araw na palugit, maraming salamat.

    [Reply]

  129. Good day!

    Atty. relay ko lang po situation ko.. isa po akong sales sa isang automation company, nagkaroon po ako ng mga absences nitong mga nakaraang linggo sa kadahilanang nagkasakit po ako at hindi po lingid sa kaalaman ng kumpanya dahil nagpapasa po ako ng medical certificate.. nito pong isang araw na pagpasok ko kahit may nararamdaman pa kong sakit sa katawan ko kinausap po ako ng president nmin,in short force to resign po ang nangyayari kaya nagpasa po ako ng resignation na effective next month ngunit di po pumayag dahil baka di rin daw po ako magpapasok at binigyan nya ako ng 4 na araw ngunit ginawa ko na pong effective kinabukasan at tinanggap naman nya. tanong ko po, tama po bang hindi ako isinama sa release ng komisyon ngayong buwan na dapat sana ay naibigay isang araw bago ako magresign? di rin naman po lingid sa kaalaman nya na inaasahan ko ang perang makukuha ko para sa medication ko. sinabi rin po sakin na pwede daw po akong di bigyan ng komisyon dahil sa aking performance gayong wala po akong contract na pinirmahan na nagsasaad ng ganung sistema pagdating sa komisyon o anu mang kontrata na nagsasaad na ako’y empleyado ng kompanya kahit po nung naregular ako. ano po ba ang mga karapatan ko bilang isang empleyado sa sitwasyong ganito?

    Maraming salamat po

    [Reply]

  130. Good Day po.Nagwowork po ako sa isang Motorcycle Company contractual lang po ako.Sinabi po sakin ng mnager ko na

    wag na daw ako pumasok kasi tanggal na ako pero di pa naman tapos kontrata ko at di ko alam kong bakit ako

    tinanggal ang sabi lang po sakin ay lagi daw akong late eih sa pinirmahan kong kontrata ay sakin ang oras ko

    saka wala akong pinipirmahan na DTR .Saka pwede po bang ireklamo ung sasabihan ka ng halos di makain na salita

    sa harap ng mga kaworkmate mo?ung mga salitang P*T*N*G *n* mo.anu po bang dapat kung gawin tnx po.. first job ko

    lng po kasi eto.

    [Reply]

  131. gud po

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  132. gud day po ask ko lng kung pede po ba maghabol sa company n pinasukan ko nito lang endo po nila ako ngayon katapusan ng buwan october sa kadahilanang ako po ay naaksidente sa loob ng company namin 4 months na po ako dito. sa aksidente nanagyari sa akin ay nalagyan po ng bakal ang dalawang daliri ko sa ngayon po sila po sumasagot sa mga gastusin ko sa hospital.. pero kahapon po sinabi po sa akin na ako endo na samantalang yung isa ko po kasama ay REGULAR na sabay lng namn po n hire….anu po ba ang pede kung gawin… maraming salamat po

    [Reply]

  133. hi sir ako po si melchor regular employee ng isang private company may tanong po ako umuwi po akong province emergency at nagkasakit nanay ko din binigyan nila ko ng memo na awol na daw ako kahit nagpaalam ako sa boss ko. gusto ko po pagbalik ko mag tender agad ng resignation immediately makakukuha ko ba ung back pay ko kahit immediate resignation ang gagawin ko at may awol na ako? please help me. thank u and godbless

    [Reply]

    admin Reply:

    I am not sure what you mean by “backpay”.. What you can still get though even after you tender resignation are all your earned wages and benefits, proportionate 13th month pay, and other benefits you are entitled to under CBA or employment contract.

    Regarding the memo, you cannot be legally terminated until you are given opportunity to explain your side. This is called “procedural due process”. It means that you must first be given a notice to explain, an opportunity to confront the witnesses and evidences against you, and if you are proven to be at fault, a separate notice of disciplinary action/termination.

    [Reply]

  134. hi po! ask ko lang po kung may unfair labor practice ba sa company. kasi trainee pa ako tpos bago lng ako nag 2 mos. pina exam nila ako tpos after 1 week nag send sila ng letter sakin na terminate na dw ako ksi hindi ako nakapasa sa exam ko pero nakapakadali lng ng exam pra mabagsak tpos nag send cla ng letter sakin the day na ma teterminate ako. diba dapat prior pa sa termination ko nila sinend yun? tpo syung isa kong kasamahan na lamang lang sakin nag 1mos ay hindi pa lumabas ang result nya. feeling ko plinano na nla noon pa ang pagterminate sakin.

    [Reply]

  135. Good day!

    nagtatrabaho po ako sa isang private sector as a supervisor ng 9mons tapos nilipat nila ako temporarily OIC sa isang department para ayusin ang proceso doon pero after 2mons na okay na yong department nagdecided sila na gawing ako permanent doon sa department na ang position ko is team leader pero wala ako document na pinirmahan dumating sa point na d na ako masaya dahil sa mga nangyayari para ako na vi-pas na at d ko na nagagawa yong dati kung nagagawa as team leader or supervisor. ano po ba dapat kung gawin kinausap ko na yong boss ko pero walang pagbabago plano ko na sana magvoluntary quite, may makukuha po ba ako separation pay?

    [Reply]

  136. gud afternoon sir ask q lang kc my fast food resto kame nagkaroon ako ng crew 5 months cia palagi syang late as in,kaya nag rules kame ng 5 pesos per mins.na gagamitin din nmn namin sa xmas party,agree nmn lhat ng crew tpz ung nag kaltasan n ng sahod nagagalit cia dahil bkt daw cia kinaltasan,e nung nag meeting kame wala nmn nag reklamo 1month bago ako nag kaltas sa sahod,tpz nun hnd n cia pumasok 5months palng cia smin,pang 2weeks nya na hnd nag rereport kaya inAWOL n namin cia,palagi din kc cia nag aabsent kaso puro unreasonable mga dahilan nya,maghahatid,my sakit ang syota etc.kaya tinanggal n nimin cia para makapag hanap ng kapalit.tpz pumunta cia nung 15 para kunin ung last shod nya so binigay namin,nagtatanong cia bout sa 13th month,entitled parin b cia sa 13th month?at pwd b namin cia ireklamo or ipa band?

    [Reply]

  137. 1. What if the serving of show cause and suspension was done on the same day, then the hearing was done 4days after?
    2. On the RTWO, letter was dated 15th of. Nov that I need to attend a decision hearing on the 16th but accdg to timestamp from the courrier, it was sent on the same day of the scheduled hearing and I received it on the 19th.
    Then the letter of termination, letter was dated 16th of. Nov that termination will take effect on 17th but accdg to timestamp from the courrier, it was sent on the 20th.
    These circumstances, do they still qualify in following the termination process or procedure? Please reply immediately.
    Thanks and more power.

    [Reply]

  138. Good evening po, Atty.
    Would it be considered that not reporting for work for several weeks and until this present time be considered AWOL? Would that worker be considered resigned without tendering written notice?
    With this latest status, would this certain worker be entitled to a 13th month pay?
    Thanks in advance for your reply.

    [Reply]

  139. gud am po…pag po ba na termanate po ako now mamakaka kuha pa rin po ba ako ng 13monthpay? kc po nakita po ako ng manager namin na nakatog po ako..lc po 1month po kami pang gabi. thank u po.

    [Reply]

  140. Good afternoon po atty,

    sir, hindi po ako at mga kasamahan ko pinapapasok dahil nag positive daw po kami sa mandatory drug test, ang advise po sa amin ng HR at management for a graceful exit eh mag resign daw po kami, tama po ba na mag resign? regular employee po kami. gusto din po namin itanong kasi hindi po pinakita sa amin ang result, basta kinausap lang po kami. Noon po araw ng drug test, ok lang po ba na ang magkapkap sa mga empleyado eh ang manager namin? at ok lang din po ba na maglabas pasok po siya sa laboratory? salamat po.

    [Reply]

  141. Hi atty.,

    I would like to ask for advice regarding my employment situation. About 3 days ago I received a call from the employer asking me to go to their office. Upon arrival to the office, I was given a schedule and was told that I could commence work. However, there was no signed agreement or contract, no information was given to me regarding compensation, working hours and my duties. I only learned all of these by asking the staff in the office but I have been coming to work for 3 days now. After learning the compensation and system of their company today, I have made a decision to withdraw my employment since I was not previously informed of anything before I started coming to work.
    I sent a text message to the employer since no other contact info was given to me, stating my decision.
    If the employer refuses to reply or does not contact me regarding this, may I immediately cease to come to their office to work without liability? Thank you.

    [Reply]

  142. Ako po ay isang watchman sa isang condominium. Sumasahod ng minimun wage lang po. Sinabihan po ako 21 days ago na ililipat na daw po ako sa security agency. Ite-terminate nila ako pero napag usapan po na ang makukuha ko lang ay 1/2 ng aking sweldo sa kada isang taon ng aking pagiging regular. Hindi naman po bankrupt ang association. Hindi po ba nararapat na ang matanggap ko po ay 1-month kada isang taon ng panunungkulan? Tulungan nyo naman po akong maliwanagan. May apat po akong anak at napag-alaman ko po sa security agency na ibababa po sa minimum ang aking magiging sahod. Maraming salamat po.

    [Reply]

  143. Ask ko lang poh tama poh b na hndi ibgay nang agency ko ung req ko kc poh sbi po nla ibbgay daw po un after 1month kaso po nid ko na po xa mkuha kc pohtme pag bbgyan poh aq na company at required din po un sken kas6 po ang problema ko po ayaw pa poh ibgay sken sbi po nid ko pa daw poh na mag request para daw po mkuha ko..tama po b un?kc orinal na copy po kc un ska po 2years po na nsa knlapo un.pwd k6 po b mkuha un agad?

    [Reply]

  144. pagpasok ko po sa call center company na to sa bulacan
    may sinasabi silang 15days na pondo may ganon po ba talaga?
    unang account ko po ito sa kumpanyang ito naterminate po ako due to low performance
    wala pong 30 days notice sinakto po nila na iterminate ako 1sang araw bago magsweldo ng atrenta

    pinapirma kami ng bagong cntrata sa ibang account
    may pondo na naman 15days..
    naterminate po ako ng walang 30days notice due to 4 seperated absences and low performance.. sinakto po ulit nila na isang araw bago mag sweldo..

    sabi nila 60days daw bago makuha yung backpay..
    kinakaltasan nila ako ng philhealth at pagibig wala pa naman aq binibigay sa kanila na account numbers ng mga ito..
    ano po pwedeng gawin sa isan company n to

    [Reply]

  145. hi po, ask ko lng po..im a contractual employee po.. bale na end po ung unang contract ko nung jan 2013 and then nirehire po ulit aq for another contract nagclerance na po ako kdun sa unang contract ko. absent po aq ngaung araw at ang sb nila iaawol na daw po aq.. db para madeclare na awol kelangan po 3 day consecutive absences? at d q na daw po makukuha ang last salary ko..gusto q pong ipaglaban ang right ko, thanks po/

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  146. attorney i am a security guard tanong ko lng base po ksi sa contract between company at ung agency namin 18,000.00 per mos. per guard
    for security guard 14,989.96 ang per mos.namin tapos 3,010.03 ang sa agency fee ang lumalabas po ksi 404.00 lng po ung ibinibigay n rate po sa amin equivalent po 12,120.00 lng po nkukuha namin per mos. ito b ay legal

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  147. hello po..tanong ko lang po..what legal advice po..hindi po ako binigyan nang salary dahil po hindi ako nagsign nang contract.pag di daw nag sign nang contract no salary daw po.I was working for 7 years already nagaun lang cla nag pa sign nang contract.

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  148. elow..ask ko lang po kung makukuha ko ba ang pinagtrabauhan ko ng 6 days kung sakaling magresign na po ako?wala p po akong napipirmahan na kontrata as of now…gusto kong magresign kasi pinapa-undertime kame ng nd naman namin kagustuhan…tnx po.

    [Reply]

  149. rose santos Comment:
    February 5th, 2013 at 06:30 pm

    pano po pag walang reason yung pag terminate sayo sinabi na lang sayo ng employer mo na tanggal ka na, at wag ka na pumasok. 4 yrs po ako nagtrabaho sa establishment na to. am i entitled po ba sa 1 month or half month salary for every succeeding year? pls answer po.

    [Reply]

  150. tanong ko lang po sana kung nakakuha ng more than 3 memos yung empleyado (iba’t ibang kaso po) tapos tinerminate namin pero nung inabot po yung last memo nya sinabihan po sya na hintayin na lang po ang desisyon sa status nya tapos kakaregular lang nya nun nung tinerminate sya may mali po b? kasi po sa policy namin pag may nakuhang 3 memo sa iba’t ibang kaso eh termination halos kasi lahat naviolate sya

    [Reply]

  151. hello po nireview ko po lahat ng records po at yung mga documents bago naterminate yung empleyado. Nabigyan po sya ng tsansang magexplain kahit sandali tapos po sinabihan sya na isulat yung nangyari sa kanya sa biglaang pagabsent nya tapos after few days binigyan sya ng memo at nasabihan sya na hintayin ang desisyon ng boss tungkol sa status nya pagkatapos ng ilang araw, tinerminate sya pero prior to those memos and meeting, naaabisuhan po sya tungkol sa iba pa nyang problema katulad nang wala sa puso nya ang pagtatrabaho nya, nahihirapan na ang kumpanya sa pagvaviolate nya ng rules and regulations at iba pa.may mali po ba sa termination nya? sana po masagot nyo po ito para may liwanag po.salamat

    [Reply]

  152. tanong ko lng po naterminate po ako s company nmin dhil po s mga absent ko, 7yrs n po ako s company,.. may matatanggap po kaya akong seperation pay o backpay? paano po b ang pag compute ng seperation pay o backpay. salamat po sana masagot nyo po ang aking katanungan.

    [Reply]

  153. hi atty. ted
    good morning,
    i filed for immediate resignation last jan21 because i dont have a yaya and the company decline my LOA or leave of absence because according to them the call center or in oor LOD we are understaff thats why i cannot file for LOA. and also they said that when i submitted my appliction that time its a friday and the SOM or the senior operations manager is not around.–thats why i talked to may manager and team lead that if their is no option– i will really resign because my kids is important. they decline my immediate resignation and said that i need to render 30 days- i told them that i will render 30 days but on those days i will be absent most of the time because my kids need me and kids is also sickly lately.they are aware about my situation — on feb 2 ,2013- i receive a letter from HR tagged me AWol date jan 21-31, 2013 which is i was shocked becasue i called in and i know SOM, OM nd my team lead knew about my situation and in fact i was very vocal and told them that i cannot be present thos days which my OM agrees to that- tama ba na mag heahearing pa sila abput my absenteeism which in fact tumatawag ako sa office MOD namin to tell them na mag aabsent ako with the same reason– i have also some resetas from my kids pedia proof na my kids is sickly.
    my resignation will be effective feb 21, 2013.

    [Reply]

    molly Reply:

    i called our HR as well telling them that my senior manager and my team lead knew my situation and i know that my managers are aware that on that 30 days na pinaparender nila sakin– talagang puro absent talaga ako dahil maghahanap pa ako ng magbabantay sa kids para makawork-
    how come they \tagged me awol if they are aware about my situation-.tama ba yung mag heahearing sila eh effective feb 21, 2013 na lng ako sa company. i want a graceful exit kaya nagng open ako sa boss ko about my situation.

    [Reply]

  154. Hi we are forced to sign a final warning for attendance without knowing that we already reached the limit. we are not given written and verbal warning process. tama po ba to?

    [Reply]

  155. good day sir…isa akong security guard mg 10 years n po akong ngserbisyo sa isang banko, ngayon bigla akong pinaalis kasi ngplit ng bagong manager at inilipat ako sa maliit n sahud,,pwede ba ako makaclaim ng retirement pay s kalagayan ko sir? sino b dapat managot ang cleinte o ang agency ko????? please help me sir salamat.

    [Reply]

  156. hi umalis po ako sa work ko sa kdahilanan pinaginitan po aq ng boss q dhl sa d ko pag dalo sa meeting….pero dpt dadalo aq ng text lng po boss q na umuwi na aq at wag na umatend…pag pasok ko snbhn aq ng boss q na dapat tanggal kana sa trbho mo…then another day pag pasok ko sbi ng boss ko bukas lilipat kana….agad agad po aq ni lipat sbi ko nag txt me sa boss q humingi me na kung pwd monday na me lipat para maka adjust kasi 1 to 10 pasok ko tpos pag lilipat me sa isang branch 5 pask ko kina bukasan….reply sya sbi gawa na sched d pwd nag rotation tyo….nag rotation daw pero me lang nmn ang nag rotate…then nag decide na lng me nag mag resgn ksi pinag iinitan na aq dhl sa d pag dalo ko sa mtg…dn txt aq sbi ko mag rresign na aq den reply sya sbi mag reresign ka 30 days bgo ma approved… i decide na lng na wag na pumasok……pano kyo po yun my 2thou plus pa me sasahudn makukuha ko po b yun? tpos underpay pa sla….eh mnila rate dapat….tpos no benefit na makukuha….. please help po salamat

    [Reply]

  157. hello! good day..

    gusto ko pong malaman kung ako po ngaun ay regular na, dahil ntapos n po ung 6 mos contract ko sa agency n inaplyan ko, pero hanggang ngaun po ay ngtatrabaho padin ako sa company without any notice. ngaun po ay nine mos. n ako n nandito. pero sa agency p din ako kumukuha ng sahod ko ng wala namn akong napermahang contract pagkatapos ng sex months. ako po ay ngtatraho dito bilang encoder, pero pati po pagpiprint ng resibo, pagpa-file, pagko-colection, pag babangko, pati po ang pagmi-mentain ng mga weighing scale sa every outlet ipinapagawa n sa akin. ngtatrabho po ako alas 3 ng hapon hanggang 3 ng madaling araw pero wala pong bayad ang overtime at pati night deferential. kagagraduate ko lang last year, at ito po ang unang trabaho ko..

    ako po ay ngpasa ng resignation letter last month, pero hind po ako pinayagan, hanggang ngaun po ngtatrabaho padin ako sa kanila.

    nagdemand po ako sa salary pero ayaw naman nilang ibigay. hanggang ngaun nasa minimun rate padin po ako.

    [Reply]

  158. Hi! Good day! Sir, tanong ko lang po.may kaso po ba ang gumagawa ng payroll accounting kapag nakiusap lang ang empleyado na huwag muna ideposit ang salary nya sa atm account nya sa halip ihulog na lang sa kasamahang empleyado na pumayag na duon muna ideposit sa kanyang account? Halimbawa po kasi yung empleyado pala nakasanla ang atm nya ngayon dahil hindi nahuhulugan ang atm nya. nagreklamo yung pinagsanlaan at pinalalabas na hindi pinapaswelduhan ang empleyado. Ngayon, gusto po palabasin ng taong pinagsanlaan na may obligasyon ang payroll accounting. pwede ba makasuhan ang payroll accounting at ang company dahil walang maipakita na naghuhulog ng salary ang company sa atm ng nakapangalan na empleyado. tanging ang kasamahan lang po na empleyado na pumayag na sa kanya muna ihulog at sa kanya din kukunin ang suweldo ng nakiusap na empleyado? tama po ba ang ginawa ng payroll accounting? ano po ang rights?

    [Reply]

  159. Hello Sir,
    ano po ang dapat naming gawin? more than a month n kasi kami di pinababalik sa work nmin? earlier kc ngdeclare ang pabrika nmin ng temporary close, kahit wlang prior notice? at hanggang ngayon dpa naibbigay ang kabuuan ng aming 13th month pay at higit sa lahat my kalahating taon ng wlang hulog ang aming SSS PREMIUM and loans? kung tuluyan ng magsara ang pabrika, mkukuha pa rin ba ang amingt seperation pay? ont what part sa article 283 ang computation ng aming seperation pay? thank for your time and i do hope masgot nyo mga katanungan ko Salamat Sir………..

    [Reply]

  160. Please help,
    I work for 5 years on a private company, filed voluntary resignation last year 2012, the company accepted my resignation well. But i am still waiting for the promise of my employer that he will give me separation pay, wala po kming written contract about the separation and recently according to my former officemates the HR is emphasizing to them na walang matatanggap na separation pay ang mga empleyado na magreresign kasi according to them in LAW its the companies prerogative kung magbibigay ng separation pay..that is why its bothering me baka po indi na nga nila ibigay kc its been 3 months na…so please enlighten me the evidence i have is only the conversation i have with my boss after i resign thru text messaging. pls help..
    P.S. Is it legal for a person accepting SSS retirement benefit to still be working as an HR? (she 62 and monthly receiving the SSS pension)
    Thanks please help po…

    [Reply]

  161. need your advice regarding with my previous employer because we don’t have any separation pay. I was employed from January 2010 – December 2012 (Coterminous-employment status) and it’s a manpower services that provides employees to a big manufacturing company Coca-Cola Bottlers Phils. Inc. we are terminated because the contract of our agency to Coke was ended, it means end of contract. as what our supervisor said that we don’t have any separation pay. is it true? please need your advice. Thank you for your immediate response.

    [Reply]

  162. pwede po bang itermenate ako dahil lang sa selos na wala namang proweba?

    [Reply]

  163. Hi Sir,

    One of our Department was dissolved. I believe there is a 30 day notice to Employee and Dole. But what is 30 days is no longer relevant, and employee also want to transfer to new company, willing to leave immediately. Is there a way we could impose termination effective immediately?

    Thanks,
    Verde

    [Reply]

  164. Hi! Good day! I used to work in Call Center Company but already not associated with the Company because my Operations Manager put me on an AWOL status. After hospitalization I wasn’t able to report back for work. Also, on the day I was hospitalized my Operations Manager sent an email blast telling ALL members who needs to be absent needs to report for work first for him to see and from there he will decide if the member will be sent home! I went to the office that day even I was severely dehydrated and waited for my Operations Manager till 2AM. When we finally met, my Operations Manager saw me so pale and dry but he didn’t sent me home right away instead he asked me if I can still work till end of shift. I told him that the clinic personnel had given a sent home notice because i am really pale, severely dehydrated, and needs to be admitted to the hospital right away.After hospitalization I didn’t report back to the office because of that experience.
    I just want to ask if there’s any legal action I can do against my Operations Manager and the Company.

    Thanks!

    [Reply]

  165. ask ko lng po, kung ang postion ba na-hired ka at nkalagay sa contrata mo ay hindi nasusunod ng employer mo? may habol po ba ang employee don?

    [Reply]

  166. ask lang po nagwowork ako sa isang restaurant ng almost 9 months na po wala me pa kontrata na pinapirmahan wala kami benepisyo,below minimum kami 40 pesos lng a day namin wala payslip nagsabi po ako sa kanila na manganganak ako sa jugne kaya nid ko mgleave nung april 9 pumasok p ako then naospital ako kinabukasan dhil sa preterm labor nanganak ako 7 months lng po sinabihan po ako sa office na pag-icipan pa daw nila if pwede pa po ako makabalik pwede ko po ba sila ireklamo wala namn po ako ginawa tinanggal nila po ako n walang dahilan may proof ako naospital po ako nasa ospial pa din baby ko til now dahil po sa premature

    [Reply]

  167. 404 lang po sahod namin a day correction po sa nauna ko comment dami pa nila deductions na walang basehan pati po service charge namin installment ng 2 months samantalang kinukuha nila sa guests ang 10% sa bill may karapatan po ba ako na magcomplain sa kanila?

    [Reply]

  168. Hi,I am almost 5 years in our company, we are in sales that why we had quotas, I met the quotas before but this year due to many circumstances, I did not meet the quotas., they just called my attention and told me to pass a resignation letter. If Im going to be terminated, Am I entitled of separation pay? anyway nasa contract po namin na if we did not meet our monthly quota for 4 months we are be terminated or need to resign. But they didn;t give me any memos or undergo due process. Thank you and God bless ..

    [Reply]

  169. Dear Atty Ted,

    Good day…

    Project based po ako,from april 2011 to december 2012,renewable every six to quarter.I was confident enough na ma renew ako for this year but, unluckily termination of contract na with the reasons of not in good terms with staff,not qualified on the position and not complying with the reports.Even on the very short notice of my status,I do process for my clearance which start at my regional supervisor.Turn-over all the equipments that I been using and endorsed to my supervisor the workload and activities to be done and have my clearance signed.Then sent my clearance to technical office in manila and to my employer also based in Manila.After constant follow-ups on the status of my clearance and inquiry for my end pay.still on hold dahil my concrn daw yung suprvisor ko regarding ng endorsement after the span of time.Personally,attorney,I don’t want to face my supervisor .I feel humiliated and degraded.And im afraid na ano anung mga hinihingi niya.

    Inquiry ko lang after clearance signed ng supervisor ko ,puede pa ba ma hold yung final pay ko and certificate of employment ko ?Iam afraid for span of 4 months kung anu-ano nlang hinihingi niya and at this time job searching andjless pa.
    Hoping po na malinawan po ako dito

    [Reply]

    admin Reply:

    Your employer can neither withhold your last pay nor refuse to issue certificate of employment.

    [Reply]

    Maria Liwayway Fernandez Reply:

    Dear Atty Ted:

    Until now I have not received my final pay and no certification was given to me.I am still looking for job and or even livelihood I could not start any because I have no enough money because it was a sudden and I was not prepared for this scenario that could be happening to me. Wala kasing memo nor email man lang galing sa office ng manila na I could not be renew sa job ko na Im serving for two and half years.

    May i asked for any legal advice and process.
    Thank yu,hoping for your reply.God Bless.

    [Reply]

  170. Jaymee Eusebio Comment:
    May 6th, 2013 at 12:43 pm

    Good Day Sir!

    I’ve been browsing the net to search for answers. I also checked and read DOLE’s labor codes. Tanong ko lang po,I was terminated. I received my final pay, the only computation was for my tax refund of 2,628.83

    there’s no basic salary included in the computation.

    I have VL’s and SL’s unused. I have stayed with the company for only 8 months. I just want to know if those leaves I earned should be converted and included in my final pay?

    I asked some of my colleagues who had same issues, but they have complete computation and was able to receive unpaid leaves.

    The reason I’m so concerned about this is because im a single parent, and that’s the only thing I expected so I can enroll my child for preschool, and to provide my other 2 children (1st HS & 6th grade) their school supplies.

    Please advise. Thank you and God bless!

    [Reply]

    admin Reply:

    SIL under the labor code is given to employees who have rendered at least one year of service.

    [Reply]

  171. Gud day sir teD,

    eto po situation q, employed po aq for almost 6yrz. s isang private coMpany, recently nagkatampuhan kami ng boss ko.. nabastos daw sya sa sa sagot ko sakanya na “wait lang po mam, gagawin q naman guzto mo agad-agad” ( may hinahabol po akong work sss) den she gave me a memo about it and dinamay pa pati tardiness q ksi po working student aq.. working froM 8-3:30pm but failed to comply kc 9Am na ako nakakareport.. (di q po tinanggap ang memo) kc po pag di q daw na-comply it wil lead to my termination daw) wala po siyang sinabi na magresiGn aq.. pero mas mabuti n daw na we should “Part ways” and ang sagot q willing naman po aq magtrain ng kapalit ko po.. tutal babalik naman na aq ulit s skul sa june..

    anu po ba magandang hakbang para mkatanggap aq ng separation pay para pang support ndin sa pag-aaral q?

    and wat grounds ang pasok s situation ko para may makuhang benefits?

    anu-ano po makukuha kong benefits kung magreresiGn, or dapat po ba aq mag file ng resignation letter? or just wait for terminatio?

    no contract, no work, no pay po kami, wlang VL, SL na binibiGay.. salamat po s sagot..

    God bless..

    [Reply]

  172. hi po. nag resign po ako last apr 12 last day ko. 2years po ako sa company. ask ko lang po kasi nasa 16k yung na withold na tax sakin year to date. marerefund ba lahat un included sa backpay

    [Reply]

  173. good day po.. I just want to ask about my last pay.. my boss terminated me last Jan 18, 2013.. i still have not received my last pay til now.. the reason they are saying is that, madam president wants me to pay the amount that they lost or the fee that they were not able to collect on a client.. for me, if she wants me to pay that amount, she would have not terminated me and deducted it from my salary.. but the real question is, is it even legal to collect the said company loss to me?

    [Reply]

  174. jonnard liam Comment:
    May 29th, 2013 at 10:45 pm

    Sir ask ko lang po..

    pag under AGENCY po ba

    after 8 months na andun kpa i aabsorb kna?

    [Reply]

  175. Hi atty. good day! ask ko lang po sana sa case ng redundancy, nagdecide ang employer na assign ka sa ibang account or line of business nila. May karapatan po ba ang employee na tumanggi? In case mas gusto ni employee ng redundancy, pwede po ba proactive na isuggest sa employer? thanks po.

    [Reply]

  176. Hi po sir..
    Ako po ay under probationary …nakasaad sa contract ko na 6months ang contract to work..ngayon po, May 31,2013 (2moths and 2weeks po na nasa company ako ) sinabihan ako na last day ko na po ang June 15, 2013(15 days notice prior to the last day duty) kc the company can no longer afford to regular another employee..Sabi nla it will be better daw na mag resign ako kaysa EOC(End of Contract). Tanong ko po,
    tama ba na mag resign? may makukuha po ba akong separation pay if ever? ano po ba ang mas nararapat na gagawin?

    [Reply]

  177. may tatanong lang ako poh kasi hindi ko po magawang mag sampa ng kaso sa aking pinag trabahohan kasi may kapit sila sa DOLE lagi na lng po dimiss ang kaso wala na ngang benefits tapos liit pa ng sweldo hindi pa minimum.,.anu po ba ang dapat kong gawin?tulongan nyo namn po ako.

    [Reply]

  178. Hi Atty.,

    Your expertise is highly appreciated!

    QA po ako at sinabihan na I will be out of my position because of the ratio requirement. Kaso po walang valid reasons kung bakit ako ang napili, hindi naman po ako bottom performer and have been in the position for 2 yrs. My Senior Manager said why ako kc he knows daw po na kung saan man akong ‘temporary assignment’ ilagay within the company eh I can perform and can pull off the work at if ever ung iba ang ipull out nya eh mapapahiya daw po cya at ang boung QA team kc pihadong hindi mgapeperform. Tama po ba ito? Ang lagay eh kung pinagbubutihan mo pla trabaho mo, mamaligro pa rin.

    Thanks po sa reply!

    [Reply]

    admin Reply:

    Ang movement ng employee ayon sa pangangailangan ng kumpanya ay saklaw ng tinatawag na management prerogative. Kasama dito ang karapatan ng management na maglipat ng empleyado mula sa isang posisyon papunta sa ibang posisyon. Karaniwang itinuturing ang ganitong mga bagay na labas na sa saklaw ng batas.

    Sa iyong sitwasyon, mahirap sabihin kung tama o mali ba ang gagawin ng employer mo kasi hindi pa naman natin alam talaga kung saan ka ililipat. Maaring ikaw ay mapromote o di kaya ay malipat sa isang kaparehong posisyon (equal rank and salary).

    Ang hindi maaring gawin ng management ay tanggalin ka o di kaya ay i-demote sa mas mababang posisyon (lower rank or salary).

    [Reply]

  179. Hello Atty.

    We were terminated last March 29, 2013. A week after nagclearance po kami. Ang sabi po samin is to wait for 45-60 days for the back pay. May 27 po ang 45th day namin at nung nagupdate po kami ang sabi samin ngayon ay next month pa daw po namin makukuha dahil hindi daw po finorward ng HR sa finance yung clearances namin kaya hindi nila naayos agad. Ano po ang legal actions ang pwede namin gawin tungkol dito?

    [Reply]

  180. Hi Sir,
    I have been with a multinational company for more than 10 years and holding a managerial position. The company is finding it expensive to maintain my position due to administrative costs incurred fromoutsourced services. Am told they are contemplating on transferring my employment to an agency. is it possible for them to transfer my employment to an agency as a contractual employee but salary remains the same? am told there may be changes in my benefits and may no longer get the same benefits. I am a well performing employee and continue to perform with a year-to-date growth in what I handle. Is this legal or possible for them to transfer my employment to an agency?

    [Reply]

    admin Reply:

    Transfer of regular employee to an agency may be tantamount to termination. As such, there must be a valid cause. Also, the employee transferred should be paid the appropriate separation pay.

    [Reply]

    Ronnie Reply:

    Thank you for the feedback.

    [Reply]

  181. Dear Atty.,

    I resigned from my work just few Months ago, as part of clearance my employer issued an email that i should have to settle my monetary accountability from them. ( budget for a certain proj deposited to my account and then liquidated to the company the receipts etc thru by mail courier) my problem was that there were amounts receipts being forwarded to them w/o me informing that there were amounts na nabago. merung nabawas at nadagdag daw. Kaya lumalabas ngayon merun pa ako isasauli sa comp. to have this be settled hinahanap ko mga copy of documents but no where to be found na, lumalabas wala ako maipakita sa kanila na supporting docs but its supposed done na. I am planning my 13th Month at last pay ko ibabayad ko nalang. Subalit kukulangin pa ito. Gusto ko lang malaman po. May kaso ba sila ipapataw sa akin, na may problema naman sa liquidation processes?

    [Reply]

  182. hi po…ask ko lang po kung pwede akong iterminate almost one month na po ako sa work ko ngayun po tatanggalin na daw po yung basic salary namin tapos magiging commision basis nlang daw po ngayun kung hindi daw po ako pumayag termination daw po ang ipapataw saakin…

    [Reply]

  183. Good afternoon po.. Atty. ask ko lang po kung tama po bang iconsider akong AWOL ng employer ko pag di na ko pumasok even I already submitted my resignation 45days ago before I leave the company? Pinapacomply po kasi ako ng 90 days turn-over kasi daw may company policy pero wala naman po silang maibigay na policy ng manghingi ako. May habol pa po ba sila sakin?

    Thanks a lot:)

    [Reply]

  184. Hi!

    had resigned with 30 days noticed and my boss accepted it. However i was not able to report for a week or 2. I know im considered awol. am i still entitled for last pay, 13 month and certificate of employment? thanx

    [Reply]

  185. Dear Atty.,
    I resigned from my work just few Months ago, as part of clearance my employer issued an email that i should have to settle my monetary accountability from them. ( budget for a certain proj deposited to my account and then liquidated to the company the receipts etc thru by mail courier) my problem was that there were amounts receipts being forwarded to them w/o me informing that there were amounts na nabago. merung nabawas at nadagdag daw. Kaya lumalabas ngayon merun pa ako isasauli sa comp. to have this be settled hinahanap ko mga copy of documents but no where to be found na, lumalabas wala ako maipakita sa kanila na supporting docs but its supposed done na. I am planning my 13th Month at last pay ko ibabayad ko nalang. Subalit kukulangin pa ito. Gusto ko lang malaman po. May kaso ba sila ipapataw sa akin, na may problema naman sa liquidation processes?

    [Reply]

  186. nag-close po yung store namin last 2005 ng biglaan nawalan po kami ng trabaho. Tanung ko lang po may makukuha po ba akong backpay? 3 months pa lang po ako nuong bigla pong nagsara yung store na iyon ng greenwich.

    [Reply]

  187. Ask ko lang po, nagapply po ako sa isang call center then may 6 weeks training sya. Pero sa third day ko po ng training ay kinausap ko yung trainer ko na di ko na itutuloy yung training kasi di ko talaga kaya yung work. Gusto ko na lang sana umalis na lang ng bigla pero sa contract may fee na babayaran kapag ginawa ko yun,, tingin nyo po ba sisingilin talaga nila ako? at mga magkano po kaya aabutin kung singilin nila ako,,

    [Reply]

  188. ERICA JEANE Comment:
    June 24th, 2013 at 12:05 pm

    kahit ba nagresign ako sa trabaho karapatan ko po bang magkaroon ng certificate of employment.

    [Reply]

  189. Solana Simone Comment:
    June 24th, 2013 at 05:31 pm

    Ang empleyadong may mataas na sweldo po ba ay pweding gawin basis ng termination of employment ng isang kumpanya? Transparent and very vocal naman ang GM na hindi magsasara ang kumpanya, kailangan lang magbawas ng tao dahil “hindi na kaya ng kumpanya ang sweldo ko” dahil natanggalan ng produkto. Pero hindi sila nag-file ng retrenchment sa DOLE. Kinakausap nila ang empleyado para mag resign. Tama po ba ito?

    [Reply]

  190. Pag po ang isang empleyado ay na terminate dahil may bad attitude at may mga nagawang mali na nakaapekto ng matindi sa company at low performance level, entitle po ba ang empleyado na yun sa separation pay?

    [Reply]

  191. kapag po ba ang empleyado ay naterminate dahil sa masamang ugali at nakagawa ng pag kakamali na nakaapekto ng matindi sa compay at low performance at madami nang ginawang offences, dapat po ba tumanggap ng separation pay iyon? thanks po.

    [Reply]

  192. Dear Atty.,
    I resigned from my work just few Months ago, as part of clearance my employer issued an email that i should have to settle my monetary accountability from them. ( budget for a certain proj deposited to my account and then liquidated to the company the receipts etc thru by mail courier) my problem was that there were amounts receipts being forwarded to them w/o me informing that there were amounts na nabago. merung nabawas at nadagdag daw. Kaya lumalabas ngayon merun pa ako isasauli sa comp. to have this be settled hinahanap ko mga copy of documents but no where to be found na, lumalabas wala ako maipakita sa kanila na supporting docs but its supposed done na. I am planning my 13th Month at last pay ko ibabayad ko nalang. Subalit kukulangin pa ito. Gusto ko lang malaman po. May kaso ba sila ipapataw sa akin, na may problema naman sa liquidation processes?….

    [Reply]

  193. Gud day po;

    nais k po sana magtanong about s termination process? ang tatay k po kc na d na po cia pinagbakasyon ng six months sa kadahilan ng s kanyang skit. automatic po ba yn na tanggal na po cia. salamat po

    [Reply]

  194. Good day attorney! :)
    Ano2 po ba ang process for termination para sa employee na sinasabi ng boss ko na hindi nmn daw po regular sknila? Under probationary pa daw po xa. Hindi na po pumasok simula nung June21, 2013 until now. Nagtext xa last June 24, 2013 na hndi dw xa mkkpasok dhil nanganak dw ang misis nya. Then June 26 tumawag xa sa boss nmin at nagsabi sa July 1, 2013 na dw po xa papasok. Ngayon, nagdedecide na po sila na i-terminate na xa effective immediately. Bibigyan po nmn xa ng Notification Letter by July 1.
    Any violation of law?

    [Reply]

  195. atty..nag apply po ako sa isang airlines company at natanggap ako after ng interview tapos nilipat kami under ng agency,mga 60 employee kami lahat pero bago kami makapag start sa airport kailangan muna namin mag AVSEC Training cost 3k at aviation license cost 2k..ang problema yung iba nahirapan magahanp ng pera para sa required training pero sabi ng agency malaki daw sahod namin above minimum…During our briefing with the press and vice head from agency sabi nila 550/day/8hrs a day,nakapagtraining po kami lahat at nakapag OJT na din ng 5days na walang allowance,ang problema po namin attorney ay binago nila yung sahod namin 456/day/8hrs a day nalang daw after namin ma completo lahat ng kailangan at gastos na napakalaki para lng makapasok,ang dami na pong nagrereklamo sa amin kaso nagagalit ang agency kasi daw OJT palang nagreklamo na…last day po nang OJT namin ngaun sa terminal 3

    MAY KARAPATAN PO BA KAMI NA MAGREKLAMO SA DOLE TUNGKOL SA SAHOD NAMIN KASI PO PARA NILA KAMING NILOLOKO DAHIL SA PANGAKO NILA NA SAHOD,KAHIT PO ANG CLIENT NG AGENCY NAMIN ALAM NILA NA MALAKI ANG SAHOD NA IBIBIGAY SA AMIN AT LAGI DIN PO NILA YUN NABANGGIT SA AMIN DURING ORIENTATION OR HOUSE RULES NG AIRPORT.
    AT WALA DIN DAW PO KAMI CONTRACT SA AGENCY NAMIN,LEGAL PO BA YUN ATTY. NA WALA KAMING PERMAHAN NA KATUNAYAN NA KAMI AY KANILANG EMPLEYADO ANG HAWAK LANG PO NAMIN AY I.D. NG AGENCY DEC 30 2013 ANG EXPIRY

    SALAMAT PO

    ANG TANUNG KO PO NGAYUN

    [Reply]

  196. atty..nag apply po ako sa isang airlines company at natanggap ako after ng interview tapos nilipat kami under ng agency,mga 60 employee kami lahat pero bago kami makapag start sa airport kailangan muna namin mag AVSEC Training cost 3k at aviation license cost 2k..ang problema yung iba nahirapan magahanp ng pera para sa required training pero sabi ng agency malaki daw sahod namin above minimum…During our briefing with the press and vice head from agency sabi nila 550/day/8hrs a day,nakapagtraining po kami lahat at nakapag OJT na din ng 5days na walang allowance,ang problema po namin attorney ay binago nila yung sahod namin 456/day/8hrs a day nalang daw after namin ma completo lahat ng kailangan at gastos na napakalaki para lng makapasok,ang dami na pong nagrereklamo sa amin kaso nagagalit ang agency kasi daw OJT palang nagreklamo na…last day po nang OJT namin ngaun sa terminal 3

    MAY KARAPATAN PO BA KAMI NA MAGREKLAMO SA DOLE TUNGKOL SA SAHOD NAMIN KASI PO PARA NILA KAMING NILOLOKO DAHIL SA PANGAKO NILA NA SAHOD,KAHIT PO ANG CLIENT NG AGENCY NAMIN ALAM NILA NA MALAKI ANG SAHOD NA IBIBIGAY SA AMIN AT LAGI DIN PO NILA YUN NABANGGIT SA AMIN DURING ORIENTATION OR HOUSE RULES NG AIRPORT.
    AT WALA DIN DAW PO KAMI CONTRACT SA AGENCY NAMIN,LEGAL PO BA YUN ATTY. NA WALA KAMING PERMAHAN NA KATUNAYAN NA KAMI AY KANILANG EMPLEYADO ANG HAWAK LANG PO NAMIN AY I.D. NG AGENCY DEC 30 2013 ANG EXPIRY

    SALAMAT PO

    [Reply]

    elaine Reply:

    gud day po atty.may tanong lang po ako nagtatrabaho po ako sa isang garments.nahired po ako ng nov.2010 sa brendonies garments jan.2012 nagulat po ako dahil pinapirma po ako ng contract ng 6 months dahil ililipat daw kami sa 3bees garments.di lng po ako marami po kami n kasamahan ko n pinapirma .yun isa po 2yrs n a half n s ya pero 3 months lng contract na pinapirma s kanya may mali po b dito? yun mga kasamahan ko po n iba 4 to 12 yrs n pero wla clang pinirmahan.s kaltasan nman po pili at kun cno lng po ang may gusto magpakaltas d po b karapatan namin kahit bago lng kami cla po ang dapat magasikaso nun? isa p po city n po kami d2 s bacoor pero ang sahod namin 250 pesos ang pinakamataas may karapatan b kami magreklamo?

    [Reply]

  197. pamapatcu Comment:
    July 11th, 2013 at 09:56 pm

    I would like to inquire if its legal to extend the 60 days period if you get sick at that time and the cause of resignation is health issue.I resigned due to have uncontrollable hypertension,galstone,fatty liver.And cant concentrate to my work because of hypertension.

    [Reply]

  198. Gud day po,
    Atty,regular ako sa work ko for 11 years as delivery man ng computer,ngayon po ginagamit kami sa isang kompanya bilang delivery din at minsan ako mismo rin ay ginagamit sa ibang deparment bilang messenger na labag sa kalooban ko dahil ang inaplayan ko po na trabaho ay delivery man at doon po ako naregular. at point ko p po e malayo ang duty ko pag messenger ako.
    Ask ko lng po if di po b bawal n gamitin kami sa ibang kumpanya bilang manpower samantala yung i.d at payslip ay sa adti p rin marami n po kami umaangal dapat po b bayaran kami tsaka itransfer sa ibang kumpanya? At pwede po b ako magreklamo sa ginagawa sa akin kung saan saan n department pina pa duty hirap n po ako sa schedule oras ng byahe at pamasahe dahil malayo pag pinaduty ako sa ibang department.

    [Reply]

  199. Rovik Reyes Comment:
    July 15th, 2013 at 05:18 pm

    Good Afternoon.
    I have been working on a BPO company for almost 2 years now, in short I am a regular employee. Recently, I admit na mababa ang stats ko sa work. Nagulat na lang ako na biglang sinabi sakin na wag na ako mag log-in sa tools namin. That exact day, an HR representative approached me and informed me that nka RFI status ako. The reason is performance. A Final Written Warning and 30 days notice daw and binigay sakin which is wala namang na issue sakin. Wala akong pinirmahan at wala akong narinig sa mga Supervisors ko about dito. Any legal actions I can do?

    Thanks po.

    [Reply]

  200. Good day, Atty.

    I’m an HR practitioner and currently doing policies for our company.

    I just like to ask if libel (gossiping) can be a legal ground for termination?

    Yung employer ko po kasi wanted to dismiss employees na sobrang chismoso. I just I’m not sure if this is legal or not.

    You’re advise will be highly appreciated.

    Thank you.

    [Reply]

  201. morning po,tanong ko lang po ,1 year and 3 month na po ako nagwowork,nagagampanan ko naman po ng maayos ang trabahong iniatang sa akin,dajhil sa nakakkita na po ako ng mga suliranin ,di tamang pagpapsahod,walang night differential,kung sakali po bang tanggalin ako ng walang sapat na dahilan ano po ang dapat gawin??gayun wala po akong pinirmahan kontrata o kasunduan sa aking employer? salamat po…god bless!! sana po ay matugunan ang akingkatanungan…thank you po!!!

    [Reply]

  202. morning po atty.almost a 1year and 3 months na po ko ngwowork under Agency as Quality assurance,sa isang printing company.which is required by the Company to insured best quality of there product and to handle the manpower.mula po ng nagsimula ako sa trabaho ay wala pong pinapirmahan kontrata sa akin ang agency,?ganun nababalitaan ko na tatanggalin na po ako?ano po ang dapat kong gawin?salamat po….salamat po!!!

    [Reply]

  203. 1 year na pong akomg nagwowowrk pero mula po simula wala ponga akong kontrata na pinirmahan,may laban po ba ako kung sakaling tanggalin po nila ako?tnx po!!!!sana po matulungan nyo po ako!!!!god bless po!!

    [Reply]

  204. Good day,
    May question po ako ung husband ko po kasi nagwork sa isang werehouse . Ngayon po ung frnd nya nagtanong kung may opening sa kabila sabi ng asawa ko pumunta na lang sa office magwalkin kasi di nya sure. Ngayon pumunta ung kaibgan nya para maginquire. Dumating ung sahod walang nacredit sa account ng husband ko. Check nya sa mga kaofficemate nya meron naman daw. Tinawagan nya ngyn ung hr
    Sabi ng hr hold nila sahod ng asawa ko dpat daw ksi sinbi sa knila ñmagmagaapply. Di nla alam o balak nung asawa ko kung magreresign. Baka humanap daw ng kapalit nya bago umalis. Ngyn sumunod na issue nagserve na di mareregular husband ko sinabi nla a week before nung huling day nya. Dun sa last week nya 2 beses sya di pumasok ksi may ntrvw na sya sa ibang company. Tumawag ung hr sa bahay sis ko nakasagot hinahanap asawa ko sbi nung sis ko pumasok. Sbi nung hr san pumasok may bago na ba siyang work. a po ngyng tinanong ng hr kung nasan ako sbi ng sis ko wala sbi ng hr wala ba tlga ako ayaw ako ausap tinataguan ako. Eh ung asawa ko nasa office ng 8:15am

    [Reply]

  205. Good Day!
    My mom has been working in a construction firm for about 14 years now. And yesterday she was shocked when she was informed that she needs to sign a quitclaim and clearance because their payroll will charged to a different project site but still under the same company. This is not the first time that the charging will be transferred however this is the first time that she was asked to file a clearance and sign the quitclaim. Doubtful yea? So I was on the web the whole day to find the answer if it is legal or not. Because she was informed today that if she will not sign those papers, she will lose her job effective today. My mom did not sign the papers cause she doesn’t want her 14 years of service be in to trash and wants a further explanation about the company’s intention, not knowing that she will lose her beloved job at once. And just to add up, for 14 years that she had been on that company, she was never regularized and kept on signing a “monthly contract”, I am not even sure if our law permits that. Are there any legal actions that we can do? Thanks so much for your time and I am sincerely hoping for your response. God Bless!

    [Reply]

  206. jc sitchon Comment:
    August 5th, 2013 at 10:01 pm

    ask ko lang po ano po ba dapat kung gawin mali po yung nabayaran ko kanina dapat po start po ako ng august to december tapos po nung nakauwi na ako sa bahay tsaka ko lng po napansin na july to december ung siningil sakin kakamember ko lang po kanina ano po dapat kung gawin?

    [Reply]

  207. Good Morning Sir/Ma’am,

    I would like to ask if the 5 days Mandatory Leaves are convertible to cash and was to be included on the Final Pay if the employee was only a Probationary Employee? I know that the 13th month was included but i have no idea if such Leaves are to be included also. Please confirm if this must be paid by the company. God bless and have a fruitful day ahead :)

    [Reply]

  208. Willie Liray Comment:
    August 13th, 2013 at 04:36 pm

    Hi Atty.

    Tanong ko lang po, pwede po bang i labor ang manager, owner at assistant manager ng isang pinapasukang kumpanya?

    Salamat po!

    [Reply]

  209. Magtatanong lang po.. Gusto ko na po kasi umalis sa work ko ngayon. Pero ayaw po ibigay ng agency na pinagttrabahuhan ko ang lahat ng original documents na pinasa ko sa kanila. Ano po ba gagawin ko ? Pede po ba nilang gawin sakin un? Ayaw po nila irelease ung mga documents kahit prior to that wala naman akong pinirmahan na kahit anong kontrata sa kanila ?Thanks

    [Reply]

  210. In times of cessation are the employees prioritized to be paid in terms of salaries, separation before the creditors.

    thanks

    [Reply]

  211. mag tanung lang po ako kung anu po ba ang rigths ko dahil ako po ay sales and marketing assistant at nka saad po sa contrata ko na may mga hawak ako na mga tao at mga shops pero tinangal po sakin un ng walang sabi sabi at lahat ng mga tao ko ay ndi na po pinag rereport sakin ni wala manlang po due prosses na ng yari anu po ba ang tawag sa ginawa nila sa akin kinausap na po ng hr supervisor namin ung chinesse pero hanggang ngaun po wala parin ng yayari dahil wala na ako ginagawa sa office pero ang akin naman po bakit po ganun ang ginawa nila parang ilegal demotion po ang ginawa nila saakin dahil wala man lang written warning 1st offence or second offence sana po matulungan nyo po ako salamat po.

    [Reply]

  212. Please answer this question Attorney.

    I am a Supervisor. We have this employee who was not following directive and disrespectfully answered back to me infront of our guests and some staff. During our discussion, I asked him to stop but he never did. I already gave him a memo entitled, ‘Insubordination’. Is it possible to terminate him because of his actions?

    Please help me.

    http://injury-claims-help.org.uk/content/payouts

    [Reply]

  213. Hi Atty.,
    Ang kumpanya namin ay mag re retrenchment, ang kaso lang , yung presidente ay pinili lang yung mga taong di niya ka alyado, at lahat ng cronies niya na iwan or yung mga taong kayang kaya niya pa ikutin, TAKENOTE, eto presiedente na ito, ay halos wala pang isang taon as presidente, at matagal na naming ka kontra or me invisible war, nung manager pa lang siya, KAPWA namin siyang manager pero dahil namatay ang presidente ng kumpanya kami ang bumoto sa kanya, mas PIONEER pa kami at 6 years na kami siya ay baguhan lang…ngayon kami ang i re retrench at iiwan niya yung mga tao niya..LANTARAN na din ang pang aabuso nila, sa mga pansariling lakad na nag i INN sila, we are all under a TOP management from taiwan. ano ba magandang gawin at ma pag laban namin karapatan namin.

    [Reply]

  214. tanung lang po!
    kung may karapatan po ba akong magreklamo sa employer
    ko.inaamin nagkamali ako kc isa akong bartender
    at umabsen ng hnd nagpaalam.xmpre po may reason naman po.kc pina check up nmn yung pader ko sa manila kaya lumuwas po kami at biglaan kaya ako hnd nakapag paalam.
    ngayon nag apologize po ako hnd nila ako pinakingan.
    ang kinocomplain ko po sana nmn binigyan manlang nila ako ng notice o kaya suspended hindi po ba.

    [Reply]

  215. kahit mayroon akong pinakitang resita galing sa manila.
    no explain po yung ginawa nla sa akin

    [Reply]

  216. Good day po! Eto po situation ko. Na employ po ako sa company last June 4, 2012. Na regular po ako last Dec 4, 2012, nag kli-claim po ako ng Service Incentive Leave kasi naka one year of service na po ako, kaso ang ina-allow nila kalahati lang ng SIL ang ibibigay nila kasi naka half year pa lang daw po akong na regular. Tama po ba yun? Kasi po dati sa mga previous company na napasukan ko ibinigay nila agad ung 5 days service incentive leave pag naka one year of service na. Samantalang d2 sa company ko half lng binigay nila.
    Pls. help me. Thanks!

    [Reply]

  217. Dear Atty. Ted,

    One of my friend sa job ko na call center is terminated. Nag sick leave sya for one day, tapos pinapunta sya ng immediate supervisor nya sa work on the following day. She was informed na terminated na sya and she’s no longer required to come in to work on the same day and no need to provide medical documents. No written warning was provided prior to the terminaion date. 11 months syang nagwork. Is she still entitled to receive her prorated 13th month pay, tax refund, one month salary, etc?

    [Reply]

  218. Good day ask ko lang po sana tama po ba na kapag ing terminate ka ehhh bayadan m yung cash bond policy ng school which is 15 thousand. Nasa batas po ba iyon , oo alam namin nasa amin ang mali kaya ayos lang na i terminate kami pero yung pag bayadin pa po kami ng 15 thousand eh makatwiran po ba iyon. Nag hanap na po kasi ako ng sagot sa DOLE website kaso hndi ko po masyado maintindihan . Please help . Godbless and thank you.

    [Reply]

  219. im working as a graphic artist,,,
    assigned to work from 1:30 – 10:00 pm, i always wished to my employer to let me work at an earlier time… para may overtime naman ako… pero ang sinasabi palagi ay wala job sa umaga kaya di dapat ako mag pang umaga, but lahat ng co-artist ko ay morning ang schedule and umaabot pa minsan ng 10 pm… kahit wala ginagawa sa umaga at pag dating ng jobs sa hapon ay mag overtime pa sila… sa gabi lagi ang dating ng jobs so ako lagi ang bugbog sa trabaho… when i asked my employer na bigyan ako ng kasama sa gabi ay lagi nila sinasabi na di daw kailangan kasi ala naman jobs gaano, pero ayaw nila na may maiiwanan na job sa gabi, pag may naiwan ako ay sermon ang inaabot ko,… i-overtime ko daw kahit ano oras abutin basta kailangan matapos… paano na ang family ko?… they they always say na wala gano job kaya di dapat mag dagdag ng pang gabi… the last feb 2013 nag patupad sila ng 5 day work week kasi wala daw gaano job kahit nakikita ko kung gaano katambak ang jobs namin… and hindi lahat ay isinama sa 5 days work week… kasi ayaw ng owner, even ayaw din sila pabigyan ng job kasi dapat lagi open sa jobs ng owner so sa akin halos nakatambak ang jobs… and dun sa kasama ko na nabawasan ng araw ng pasok ay ako kailangan ang gumawa ng jobs nya pag wala sya… imbes na dun sa mga di kasama sa 5 days lang pasok… di po ba discrimination yun…. and pag nagkakamali sila ay ok lang sa supervisor namain samantalang ako pag may naiwan lang na jo o pag mali ang layout na na-email for approval pa lang naman ay sermon agad at pina pipirma pa ako ng memo sapagpapabaya daw sa job dahil kailangan daw hindi nagkakamali… samantalang pag yun iba ay ok lang sa kanila… and sa lates ay nabigyan na din ako ng memo… samantalang yun mas marami lates sa akin ay hindi naman binigyan ng memo…, lagi ako sinesermonan sa maliliit na pagkakamali o di nagawang job dahil di ko pag overtime… and still ayaw nila ako bigyan ng kasama sa gabi para matapos ang mga jobs… last june 2013 ay nag reklamo ako sa 5 days work na pinatupad nila and ang sagot sa akin ay kung gusto ko daw ay babayaran nalang ako for me to resign… pumayag ako sa usapan namin ng owner na 30 days per year that i worked, pero pinigilan ako ng visor namin at nangako na by july ay babalik na ang 6 days namin… pero till now ay pinatutupad pa din ang 5 days… and last night sept. 10, 2013, may insidente na nag talo kami ng co-worker ko about a job ng other artist na pinapagawa sakin, so di nagawa ang job at pag pasok ko next day ay sinabihan nako ng pwner na babayaran na daw ako…. pero dapat daw mag resign ako at 15 days lang ang ibibigay sakin…di gaya nun una na alok sakin na 30 days… kasi resigned daw ako at di naman tinanggal…. pero lahat po ng kilos nila ay para mapilitan ako mag resign… di po ba pwede ko mag file ng constructive dismissal now… di naman ako nag reresign.. tinangap ko lang alok nila na bayaran ako… dahil sa mga discrimination na natatanggap ko from my co-workers and supervisor…. malaki po ba chance ko na makakuha ng morale damage at mapatunayan na tinanggal ako at di resigned… tnx in advance and pasensya sa long question…

    [Reply]

  220. melvin t.maputi Comment:
    September 14th, 2013 at 06:04 pm

    Gd pm atty.tanong ko lng po isa po aqng security guard natapos na po ang contrata namin sa isang company tapos hindi binigyan ng duty ng agency after wla kaming duty after 6months my karapatan ba kami mg labor?at anong ikaso namin sa agency.salamat po.

    [Reply]

  221. ask ko lang ano po ang gagawin ko kasi ung mga ibang agency na pinasukan ko ay hindi po pala hinuhulog ang sss contribution koh?

    [Reply]

  222. ask ko lang po mahohold po ba yung maternity benefits ko pag naterminate ako sa work bago ako makapanganak?

    [Reply]

  223. Lloyd Martin Luciano Comment:
    October 10th, 2013 at 03:34 pm

    Tanong lang po, nag work po ako sa convergys, kapag po ba dismassal yung kaso po, may back pay pa rin po ba yun?

    [Reply]

  224. rico espino Comment:
    October 12th, 2013 at 01:12 am

    ask ko lng po, if legal po ba ang tanggalin sa work, if hindi kami nakakareach sa binigay saming quota ng company namen..im working for 7yrs as salesman sa IT company,at meron na pong silang tinggal n kasamahan ko na hindi rin nakaka quota sa kadahilanang mahina ngaun ang IT industry, meron po silang pinaprimahan na kontrata samin na stating n pag hindi kami naka kota ng 6 times sa loob ng 1yr. eh maari kami nilang tanggalin this year lng po nila pinapirmahan yung kontrat na ganito..legal po ba ito or ilegal..sana po ay matulungan nyo po ako sa katnungan kong ito..salamat po…

    [Reply]

  225. Marc Lester Santos Comment:
    October 15th, 2013 at 05:17 pm

    Good Day!

    Ask ko lang po kung anu tamang procedure in case na kailangan na tanggalin ang isang empleyado due to serios sickness and poor eye sight, driver pa naman siya.

    [Reply]

  226. Fred Laguardia Comment:
    October 16th, 2013 at 04:19 pm

    Atty. Question po about sa company namin mag 3yrs na po kasi akong nag wowork at sa performance ko naman po ok sila .. pero unil now hnd pa din ako nag reregular tapos ang last na pinirmahan kong contract is last april2013 pero ang nakakapag taka po kasi eh yung mga hinire nya na kamag anak nya na mas nauna pa kami eh regular na agad.. gusto ko po kasi sana maregular para may allowance ako kasi medjo nagigipit na din ako .. kung resign ba ako may makukuha ako? Or kung materminate ako simula nung pumasok ako wala pa akong absent at palagi akong nauuna sa kanila.. napaka unfair lang po kasi hanggang ngayun hnd pa din ako nagiging regular..balak ko nalang sana mag pa terminate kung sakaling walang makukuhang payback pag nag resigned anu po ba ang magandang solution dito regarding sa mga question ko thanks.. sabi din daw kasi nila na may nabasa ang boss ko na pwedeng hnd mag regular kahit mahigit 10yrs na.. nabasa niya ata yung sa LA California iba babyun dito sa pinas?

    [Reply]

    Fred Laguardia Reply:

    Atsaka po pala hanggang april lang yung contract ko pero mag 6months na akong walang pinipirmahan pero wala pa din naman saking pinapipirmahang for regular na contract

    [Reply]

  227. atty may tanong po ako..ive working 2 1/2 years sa isang company dito sa carmona cavite..ineevaluate nila kami kada 6months, ngayon po ay tinanggal nila ko dahil may naka iringan po akong line leader. mejo personal po ang nabasa ko sa aking evaluation,meron po akong 4 absent,0 tardiness at 0 late..dapat ba talaga nila akong tanggalin dahil sa ganung dahilan.humingi nmn ako paumanhin saking nagawa at sa palagay ko ay hindi nmn dapat nila ako tinanggal sa ganung dahilan,wala naman po akong problema sa mga products at mga machine na inaasign nila sakin..please reply po atty. salamat.

    [Reply]

  228. My 30-day suspension has lapsed, and I havent heard anything yet from my employer as to what is my status by now. Should I follow up? In this situation what charges can I file against my employer?

    [Reply]

  229. hi good morning! may brother in-law po akong nagwork sa isang restaurant for ten years. sa kasalukuyan siya any nagkaron ng tb meningitis at hindi niya na kayang magwork dahil sa kanyang sakit at kalagayan. entitled po ba siya na mabigyan ng separation pay sa company na pinasukan niya ng 10 taon? sabi daw po kasi ng manager ng restaurant hindi daw sila magbibigay ng separation pay at ang ibibigay lang daw nila ay pakonsuwelo lang! ano po ba ang dapat gawin ng brother in-law ko? thanks and more power!

    [Reply]

  230. Jeffrey A. Custodio Comment:
    October 29th, 2013 at 04:12 am

    ako po ay isang regular na empeyado, napaghinalaan po ako na nagnanakaw ng langis na pangbenta sa mga sasakyan na nakaplastik sa loob ng garbage bag at inialagay ko sa bag ko bago umuwi kasabay naman nun yung hindi ko pagpapa Frisking sa gurd namin inimbistigahan nila ako at napatunayan ko naman sa kanila na hindi po ako magnanakaw sapagkat ang laman ng inuwi kong garbage bag ay mga resibo na paulit uit kong tinatrabaho sa bahay,,maging ang management ay hindi na naniwala sa bintang sa akin ngunit kaylangan parin daw masunod ang aming table of penalties and offenses(T.O.P)ang aking paglabag na nagawa ay di ako nagpa frisking kaya te nerminate po ako sa trabaho.,,,sapat at makatuwiran po ba yun? kung legal man po ang pagkakatanggal sa akin may mga dapat po ba akong makuha tulad ng separation pay or 13th month pay? marami pong saamat..

    [Reply]

  231. Hi atty., ask ko lang po, nag submit po ako ng resignation at nilagay ko po dun na I will render 30 days po. mag stop na kasi po ako from working at bblik na po ako sa provincepara mag aral ulit. Biglaan po kasï. Yung 30 days ko po kasï na notice 1 month b4 po ng flight ko. Pero di po pumayag manager. Di daw po nila approve ang resïgnation, masyado daw po k asï maaga. Ang sabi po sa akin Dapat ang effectivity daw po ng resignation ko eh eh close sa date ng flight ko. Tama po ba yun? May karapatan po ba company na di approve resignation ng employee? Thanks po.

    [Reply]

  232. Danny Rovero Comment:
    November 29th, 2013 at 07:16 pm

    Hi, Good day.. tanong lang po ako.. ito po ay isang case ng empleyado namin na ala po na binigay na BIR 2316 ang previous employer niya. ang naging kaso nya po kasi ay awol po sya … itatanong po namin kung entitled pa rin po ba sya na makuha ang kanyang BIr 2316 sa preious employer niya.. ang naging situation pa nga nya ay almost 5 years sya don at ala man lang silang natatanggap na tax refund at hindi man lang sya naregular.. please advise how he could proceed with this matter.

    maraming salamat po..

    [Reply]

  233. sir tanong ko lang kung makakakuha pa ako ng 13 month pay kasi nagAWOL po ako. ganito po kasi yung nangyari:

    nagpass ako ng resignation letter sa boss ko na nagsasabi na magreresign na ako pero hindi ko matatapos yung 30days turn-over. tapos kinausap ako ng boss ko about my resignation letter. ayaw nya pumayag na hindi ako makapag render ng 30days tapos binibigyan pa nya ako ng bagong project na sa totoo lang kahit 30days pa ako magrender e hindi kaya tapusin. ang gusto nya matapos ko daw yung bagong pinapagawa sakin bago mag30days at papayag na daw siya na magresign ako. no choice po ako kaya nagsabi ako na “sige po boss no choice naman ako igrab ko nalng yung deal mo sakin at susubukan kong matapos. after po ng 15days nagAWOL na ako kasi magsstart na ako sa bago kong wwork. pero lahat ng kailangan kong iturn-over tulad ng uniform,cellphone, project files at etc. ay naibigay ko ang hindi ko lang na tapos e yung pinapagawa saking bagong project na ibinagay lang sakin after ko magpass ng resignation letter. 2 years at 2months po ak nagtrabaho doon. at eto pa. hangang ngayon po hindi pa nila nababayaran ang SSS, Pagibig at philhealth ko. kompleto po ak ng payslip simula ng pagtrabaho ko dun. ang tanong ko po. makukuha ko po ba yung 13month ko na from jan to august 2013 pati ang mga benefits na di nabayaran? pano po ba ang dapat gawin?

    [Reply]

  234. Hi ask ko lang po, nag immediate resignation po ako sa company n pinapasukan ko last Oct. 3 2013 i’m a regular employee po i stayed there for 1yr and 1 month. Gusto ko po malaman kung legal na ibawas sa backpay ang worth of 15days na hindi mo nairender sa kanila? alhough it is stated naman po sa contract na may ganun silang policy pero pakiramdam ko kasi ninakawan ako ng company dahil dun kaya nais ko po malaman. Maraming salamat po.

    [Reply]

  235. Gud pm po hinge lang po ako ng advice,if my laban ako sa kaso if ipalabor ko ang employer ko..,1yr & 8 month na po ako sa work ko,tenerminate po ako ng manager ko noong August 11,2013 hindi po kc ako pumasok kc Aug. 10,2013 Nag celebrate ako ng birthday ko, hind ko kinaya kya hnd ako nakapasok,pero nagtext ako sa manager ko noong Aug. 11.2013 na hnd ako makapasok,hnd po sya nagreply,nagtxt ako sa kasamahan ko sa work,pumayag nman ang kasama ko na sya nlng mag straight duty para skin,kinabukasan Aug.12 nagtxt sa akin ang manager ko na tanggal na daw ako..AWOL daw ako..one day lng ako hnd pumasok..AWOL na po ba kapag 1 day hnd ka pumasok.. ang alam ko 3days na hnd ka pumasok at hnd nagpaalam..Aug 12,2013 11am tumawag sa akin ang boss ko,ang pinaka my ari,sbi nya skin nagtxt daw si manager sa kanya nag AWOL ako, sbi ko nman po sa boss ko,nagtxt po ako ky manager na hnd ako makapasok,nagtxt din ako sa store sa kasma ko pumayag nman na mag straight duty para skin,sabi ng boss ko kausapin ko c manager..,kinausap ko c manager ang dami na niya bintang sa akin,tulad ng NON PUNCHING,tinanong ko if pano nia nasbi na hnd ko pinapunch,ang sbi skin my customer daw nagsbi sa kanya,na kahit cia hnd nia kilala ang customer na nagsbi daw sa knya,my CCTV ang store,hnd nia nakita na ebedinsya na hnd ko pinapunch ang item.2.VARIATION yes my variation ako pag na short kaltas sa salary,pag over sa kanila na un hnd ko nman kinukuha,yan daw ang dahilan kung bakit ako tinangal,pero ang sabi skin AWOL DAW AKO..hindi pa nila binigay ang last salary ko..nagtxt ako sa boss ko kinukuha ko ang sahod ko,wla na daw ako sahod,automatic na daw un wlang sahod kapag umalis..nagtxt skin c manager na magpasa daw ako ng resignation later para may makuha ako..nagpasa din ako,nagtxt ulit ako ky boss about sa resignation ko,sabi nia wait lng daw ako ipa compute daw nia sa accountant naghintay nman ako.tnitxt ko ung boss ko hnd na ako nireply,umabot na ngaun December wla parin..Ung SSS ko 6month ako kinaltasan pero 3month lng ang pumasok,sa pag-ibig ko kinakaltasan ko,wla nman ako pangalan sa pag-ibig.. gusto ko sana ireklamo pero hnd ko alam if paano,at kanino..Until now wla parin akung trabaho..hnd ko alam kung bayaran pa nila ako o hndi na..

    [Reply]

  236. wala po ako makita o mabasa tungkol sa retirement..pano po ba ang computation dito??

    [Reply]

  237. Hi, I have a friend na tagged as awol/terminated na kasi hindi na sya pumasok dahil nakahanap na sya ng magandang work. She actually tried to pass her resignation prior to being tagged as awol pero ayaw i-accept nung manager. Then her supervisor told her n wala syang makukuhang backpay dahil nagawol sya.. She worked from Jan – Sept and I keep on convincing her na meron pa syang makukuhang backpay bukod sa prorated 13th monthpay and almost half month na pinasok nya. Pede po ba ireklamo to sa DOLE cause as far as I know Separation pay and hindi matatanggap kapag nagawol but not the BACK pay. Right?

    [Reply]

  238. tanong ko lang if pwede ba ko iterminate ng company ko kahit buntis ako dahil sa mababa ang stats ko sa trabaho

    [Reply]

    admin Reply:

    The Labor Code offers special protection to pregnant women. If it is your pregnancy that is directly adversely affecting your stats, (e.g., if your job requires you to stand up for extended period of time while working, and your pregnancy prevents you from doing this), it is illegal to terminate you on this ground. Besides, stats alone is not a sufficient ground for termination. There has to be gross and habitual neglect of duty.

    If your pregnancy is affecting your stats, what your employer should do is assign you temporarily to a position where your pregnancy cannot hamper your performance.

    [Reply]

  239. marilou engracia Comment:
    February 16th, 2014 at 09:41 am

    Atty, after working 10 months, hindi ako na regular dahil mag change management and wait and see lang muna daw because its the new management to approve the appointment. Can i demand for my regularization as school accountant from the new management? Kindly comment pls. Thank u.

    [Reply]

  240. Hi! I’ve been terminated 2 years ago due to fraud. I accidentally disclosed the account owner to the person I was talking to on the phone whom I wasn’t sure if they are one and the same. Although I was offered due process, the company gave me a head’s up that I will just end up terminated still even if I go through the process and it’s just time consuming. So, I agreed to leave quietly with “terminated” as the status. However, now that I am looking for a job, I always end up getting pulled out from the training as everytime they verify my separation with the company where I was terminated, they always get a negative feedback. My question is, is it legal that the company who terminated my service provide negative feedback on me everytime a company does a background check with them? Until now, I don’t have a decent job because of this.

    [Reply]

  241. sir…kung voluntary resign ba ang isang empleyado wala po b siyang karapatan na mkatanggap ng seperation pay?

    [Reply]

    admin Reply:

    Hi Jojie, wala pong separation ang nag voluntarily resign na employee.

    [Reply]

  242. Sir,
    Ntangggap po ako sa work last feb 6 2014 sa bagong set up na company, kaso wala po akong napirmahang contract.Sinabi po sa akin ng operation manager na 3 mos probationary. Naasign po ako sa US account, since wla pang ginagawa sa US account inassign po ako sa pang umaga na japanese account pra tumulong na lang sa isang csr nila. Feb 18, kinausap ako ng Customer Service manager na binibigyan ako ng hanggang March 18,2014. Nagulat ako Feb 25 discontinue na employment ko dahil wala pa nmn ginagawa masyado dahil hindi pa settled ang US account saan dapat maasign ako. Sinabi po nila na discontinue na ang employment ko effective Feb 25 since un ang cut off ng Feb 28. habang nandon ako nagtatawag pa sila ng applicant at kelan availability nila. Tama po ba pagkakatanggal sa akin?

    [Reply]

    admin Reply:

    A probationary employee may be terminated if he fails to qualify based on reasonable standards made known to him at the time of his engagement. If this is not the reason you were terminated, then there may be violation. Please consult your lawyer on this matter.

    [Reply]

  243. Hi we have an employee who has been terminated to her service last December and she is demanding the Company to issue her clearance. Company rule only COE will be issued to a terminated employee once accountabilty has been settled. Can we still issue a clearance certificate despite that she has been terminated because of gross negligence?

    [Reply]

  244. hi sir/madam…

    gusto ko lang po malaman kung tama po ba na iterminate ka na within a day mo pa malalaman na tangaal ka na pla at na ang sinabing rason ng kompanya ko ay hindi ko lang daw tinanggap ang offer nila na pagiging roving reliver pero ang evaluation nila sakin ay ” good at work” pano po mangyayari na bigla ka na lang tatanggalin ng wala man lang notice kahit 1 week man lang? 4months na po ako ng tanggalin nila at 5months po kontratang pinirmahan ko sa kanila..anu po dapat kung gawin? an sabi pa po nila 3months ko pa daw makukuha back pay at coe ko…

    [Reply]

  245. Cielo Santos Comment:
    March 10th, 2014 at 11:53 pm

    Good day sir! May i ask a question? Nag end of contract po kami ng mga ka-batch ko last Nov. 30 2013.. and until now ay hindi pa rin po naibiigay sa amin ang aming cash bond.. its been three months.. every payday po ay bnabawasan po kmi swhich started march of 2013? Buntis po kasi ako at nais kong makuha man lang ang halagang para sa akin bago man lang mkapanganak. At kada tatawag po kami para magtanong ang sagot po ay wala pang advice or sabi ng hr ay hindi lang daw po kami ang kompanyang hawak nila which is not our problem.. ano po ba ang mgandang gawin dito? Pls reply sir.. thank you and God bless!

    [Reply]

  246. Hi po,ask ko lang po kung legal ang ganitong tenure set up
    training – 1 month to project – 3 to 5 mos to probationary – 6 months- total tenure before regularization is 10 months.

    please enlighten

    [Reply]

  247. need your advice lang po…i signed a contract for two years that will end this march.ngayon nagpasa ako nang resignation as end of contract 3rd day of the month kasi end ko will be on 24th…its a contract project employee….humihingi ang office namin nang extension for two weeks?ayaw ko kasi end contract na ako and my work is more than i expected sa pinirmahan ko sa contract….do i have the right to leave?am i supposed to give a resignation letter eh end of contract naman po ak?

    [Reply]

    admin Reply:

    It is best to check your contract. Look for the provision regarding contract terms and extensions.

    [Reply]

  248. May problem po ako nag work ako as secretary for 6 years starting salary ko po is 5000 month hanggang dahil narin po sa tumagal ako umabot yun salary ko sa 15,000 month w/o benifits po so buo ko po nakukuha yun sahod ko, wala po sss, philhealth etc. Ngayon po nag resign ako humihingi ako ng separation fee, wala po akong contrata pinirmhan so wala po ako katunayan panu po kaya pwede ko gawin? o wala po talaga ako makukuha sa loob ng anim na taon kong serbisyo sa kanila?

    [Reply]

  249. Good day Sir!
    may question lang po ako regarding sa separation pay or severance pay. ngayon po kasi ay regular employee na ako sa isang call center. kailangan daw po magbawas sa headcount ng account namin. binigyan po kami ng 30days notice at para mai-redeploy. ire-redeploy daw po kami sa ibang account within the company pero kung hindi kami makapasa sa standards ng ibang account, the company will let us go on the 31st day. pero ang hindi po malinaw ay kung entitled kami sa severance pay or as you call it separation pay.
    hoping for an imeediate response. Thank you.

    [Reply]

  250. bryan paulo contreras Comment:
    April 6th, 2014 at 05:15 pm

    Ung case ko po e nagstart aq ng may 3,2010 tpos i was terminated due to tip pocketing and passing out items or pilfirages on march 10, 2014.my makukuha pa po ba qng back pay kht na ndi nman nla napatunayan? Kc dey sed na prerogative lang ng isang company ang mgbgay ng back pay. Parang im getting just my 13th month pay, so that wud be mor or less 2000 pesos. Thanks

    [Reply]

  251. March 10 poh hbang nakaduty knausap aq ng mga managers tpos after dat pinauwi na poh kgad aq parang accused na kgad, wla pang 1 wik ngpdala ng letter of termination. Un po ung ngng hatol sakin.

    [Reply]

  252. Sir tanong ko lang po regarding sa kasong dismissal sa employee dahil sa habitual absenteeism. Na dismiss ako noon pang 2013 may dumating na papel bandang june 2013 mula sa aking employer stating their final decision. Pirma ako ngunit ito ay for receiving that letter lamang at d pag sang ayon. Wala ko aksyon (questions about the decision). Maari ko pa ba i file ito sa NLRC at may posibilidad pa bang mareinstate ako? Di na ako inalalayan ng union namin at pinanghinaan pa ako ng loob sa mga advices ng presidente kesyo taon daw ang bibilangin para umusad ang ganitong klase ng mga cases (about absenteeism). Ano po b pde ko gawin?

    [Reply]

  253. alexandra Comment:
    May 3rd, 2014 at 11:07 am

    Sir,

    Good day. I would like to ask po sana.isa po akong regular employee sa isang healcare facility. i informed my superior po na wala ako ng April 16 hanggang which is absent po ako since wala na akong leave and 21 na po resume ko since holy week na nag po from 17 to 18. sat and sunday wala po akong pasok. ngayon po nastranded po kami ng April 21 sa pier going back to Manila na.pero tinry po namin na makasakay during Monday po para sna by Tuesay makapasok kami..but unfortunatley dahil sa dmai ng pasahero tuesday na kami nakaskay at tuesday po ngtext po kami sa company celfon na by wedenesday na ang pasok namin dahil ng sa di na kami aabot ng pasok ng Tuesday dahil po estimated time ng dating namin is 8 pm. i thot po ok naman na at ininform ko naman po sila pero po may nakapagsabi po sakin na my notice of violation daw po akong matatanggap dahil daw po AWOL daw po ako which in fact nagtxt naman po ako sa kanila na di ako makakapasok na ng tuesday at aware naman po ang immediate superior ko na wala na nga po ako ng wednesday at monday ang tuesday lang po tlaga ang di ka naipaalam prior sa pag absent ko since di naman planned na wala ako ng tuesday. wala pa naman po akong natataggap ng notice pero ano po kaya dapat kong gawin if ever po na matanngap ko ang notice of violation na yon?ano po gagawin ko if isuspend ako o iterminate. pls reply po. your answer will be highly appreciated. thank you.

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  254. Dear Sir,

    Good day! Ask ko lang po kung gano katagal po naming pwede ihold ung back pay ng resigned and terminated employees po namin. meron po bang estimated date un kung hanggang kelan lang ihold, for example 1 month na silang resign pero 4 months na silang resign bago nmin naibigay. okay lang po ba yun? Thank you.

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  255. Priscila grace torda Comment:
    May 11th, 2014 at 08:20 am

    Dear sir
    Last march 16 2014 my boss texted me na ipaalam nalang Nya sa akin if my work na .so I took a vacation then last May 9 nag txt sya sa akin na presumed Nya na my nahanap na akong iba ng work eh I am just waiting na sabihan Nya ako bumalik ..tapos mgsign daw ako ng termination notice and quitclaim form babasa ko na yung mga to dto sa site..then Sabi dpt 30 days notice.elegal po ba yun

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  256. posting in behalf of my partner
    he was terminated and tagged as AWOL by his manager by being absent for 1 day because of diarrhea and fever. and by the way he used to work in a restaurant.
    a. we have contacted his manager 1 hour before his shift to tell her that he will not be able to go to work because of diarrhea and fever, we also have a medical certificate stating that he needs to rest for the day.
    b. even though we have already told the manager that he was sick, they still insist him to go to work. they even called several times that day.
    c. he was told that he will be tagged as AWOL and be will be terminated if did not go to work today. was also advised to coordinate with their agency because he will not get his salary
    d. He was not able to get his salary for that cut off since it was a few days away from his pay day. lets say his cut off is every 5th and 20th of the month and he was just absent on the 16th.
    c. he just started at work. about 2 months and this was the only instance that he did not go to work because he was sick.

    We really don’t know what we should do for this. we really feel that it is not fair since there are a lot of his co workers who has been absent and did not even have a medical certificate but did not got terminated.
    I also heard from my partner that even though some of his co workers have fever, the manager still lets them go to work and handle food.

    personally speaking, if I am their customer I wouldn’t eat in their restaurant knowing that their cook or server is sick because I might also get sick.

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  257. HI Atty
    tanong ko lng po kung ilang days meron ang isang company para i para ibigay ang back pay ng isang resigned employee?

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  258. hi good day po . ask ko lng. . illegal terminate po bang matatawag na halos lahat kami sa planta ay di na pinabalik matapos magpalit ng agency nila wala na po yung agency namen at halos lahat kami hindi alam kong makakabalik pa sa plantang pinagtatrabahuhan nmen. 7 years na po ako dun . salamat po san po kay pwede mag reklamo

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  259. Hi po..
    magtatanong lang po sana ako.
    nag-pasa po ako ng resignation ng may 7. 2014. ang sabi po sakin ng HR namin ay ayusin ko daw po yung mga accountabilities ko..may ibinigay po sya sakin na CLEARANCE FORM. inayos ko po lahat. naibalik ko na din po yung mga gamit na ini-ssue nila sakin. napirmahan na po ng mga officers yung clearance ko except po sa CEO namin. 5days na po since nung na-forward sa CEO namin yung CLEARANCE FORM ko.. may dapat po ba akong gawin or hihintayin ko na lang po na mapirmahan? yun na lng po kasi ang hinintay ko para makapag-start sa new company na in-applyan ko..

    Maraming Salamat po..

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  260. JALIBERT S. VICENTE Comment:
    June 16th, 2014 at 04:53 pm

    tama po ba ang g nawa ng employer ko, na ikalat ang larawan ko sa buong municipyo at sa ibang lugar, na ako ay hindi na connectado sa companya na pinag tatrabahoan ko, kasi sa tingin ng mga tao sa akin ngayon para akung may kaso, pero nag resign lang po ako sa companya.

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  261. JALIBERT S. VICENTE Comment:
    June 16th, 2014 at 04:54 pm

    sana po, tulongan nyo akong bigyan opinyon, salamat

    [Reply]

  262. arnell eton Comment:
    June 20th, 2014 at 09:09 am

    Hi atty,
    I was terminated due to redundancy and they’ ve given me one month notice period. Within the one month notice period i was absent because of illness. Are my sickleaves be paid by the company even if i no longer have remaining sickleave?. If within that one month notice mag aabsent ako to process papers para mag apply ng work dapat rin bang mabayaran ako sa absent ko. Actually, within my one month notice period i was just assigned to a task which is to reasearch an application kasi swamp daw ang mga IT team at walang gagawa for the said research at para may gawin lang ako but this has nothing to do with my position talaga which is a project supervisor. Before i recieved my redundancy notice period, tapos na talaga ang work ko as project supervisor after na redundant din yung mga team members ko. Before yung mga na retrench na nga kasama ko, papasok man sila or hindi fully paid na yung one month notice period nila pero ako walang ganung sinabi kasi yung admin ngayon is parang di kami close. Please i need your opinion about this. Thanks in advance!

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  263. Meron bang tax ang komisyon? Di ba salary lang ang may tax sa isang empleyado? Correct nyo po ako if mali ako, salamat…

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  264. hi po!I was advised that I was terminated on July 3 2014 due to unauthorized absences. Prior to that absences I was able to submit a medcert to rest for 6months due to persistent back pain and an immediate resignation letter dated June 13 2014. A recommendation letter from an ortho to rest as well was provided as required by the company! how can I dispute this?

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  265. Ronney G. Cawaling Comment:
    July 7th, 2014 at 07:06 pm

    hello po atty ,ako po si Ronney 20 yrs na po sa isang photography shop napag iinitian po kasi ako ng secretary vice pres namin gusto ko na po sana mag resign kaya lang iniiisip ko yung length ng service ko din na masasayang ano po kaya pinakamagandang gawin ko para makakuha ako kahit papano pag resign ko thank you more power po.

    [Reply]

    admin Reply:

    Ang isang taong nag resign ay hindi entitled sa separation pay.

    [Reply]

  266. Hi, what was the decision?

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  267. Hi,

    I just want to ask if it is valid if my current employer holds my salary because I was not able to submit BIR form 2316. For this calendar year I have only worked for my previous employer until January 21, 2014. My clearance from my previous employer is still on-going, so i still don’t have the form 2316 which will be attached at my last pay check.

    [Reply]

  268. Sheila Mae Tupas Comment:
    July 14th, 2014 at 02:02 am

    Hindi ko po alam kung ano ang gagawin kelangan ko rin po sana mkuha ang sahod ko,, sana po matulungan nyo ako,,salamat po.

    [Reply]

  269. BRYAN SANAGAR Comment:
    July 17th, 2014 at 02:24 pm

    hi,gd pm ako po c bryan 25 years old,,may tanong lang po admin..nag resyn po ako last wek tapos nalaman nang agency q na may mga absent ako na hindi nila nalalaman tapos sabi nila completo dw ang sahgod q wlang absent ,..ang prblema q po ngyon huminge cla nang bayad po sa lahat nang natangap kong sahod with in 5 months ..eh unfair po kasi admin kc ilang buwan ako nag tarbho ..aaminin ko naman may mga days absent aq pero gstu nila bawiin nila ung sahod q pls rply tnx..

    [Reply]

  270. Gud Day po.

    Ask ko lang po kung ilang buwan po ang process ng quitclaim po pag ng end of contract na..ung isa ko pong dating katrabaho 2 months na pero wala parin..ako po 1 month na ngayon..thanks po

    [Reply]

  271. Hello,

    I was an employee of a Call center here in Davao, last December 5, 2013 I signed a contract saying that I will be evaluated within 6 months. On the 3rd week of May,2014 I was told that evaluation results will be provided on the last Saturday of the month and that was on May 31, 2014, I was told that I may be extended for probation or to regularize, but what happened was I was terminated and was told not to be on duty by Monday on June… what happened was on the evaluation it was written that i have not reached the said quota, the evaluation includes the performance from January until April, and if I should be terminated on May , why did they provided me certificate appreciating my performance? what upset me most is that most of my wave mates have stayed and got regular, i know that they are better in terms of sales but I have good ways on my own too. Some of them were transferred to another account and we had the same errors as we have been on the job as before. So aside from the fact that I was not warned I will be terminated a month before they terminate me, I am also upset as I was not given a chance to stay with the company or extend probationary. Another thing is as I am still waiting for my Backpay, my clearance was submitted by end of June, as promised I should get it within 2 months but it looks like it will be much longer. I was also told not to get COE yet or any proof I am no longer connected to this company, I have asked even a simple note as I was to apply with Pag Ibig loan cause I am left with no money, in this request the HR has told me it will be either I’ll receive a back pay or I will pay them 10,000Php for the cash bond.

    I am still waiting for the 3rd month now, On August,. What should I do if Back pay is not yet available on that time? please advice . Thank you..

    JO

    [Reply]

  272. 2 days po akong hindi pumasok then on 3rd day ay pumasok po ako… AWOL daw po yung two days ko dahil hindi ako nag paalam at dahil dun ay tatanggalin daw po ako pero hindi pa sa ngayon… anu po maganda ko gawin?
    1.) gusto ko po sana na makakuha ng COE pero hindi daw pwede dahil dismissed daw po.
    2.) anunbg monetary calim po ang pwede kong habulin?
    3.) anu po yung pinakamatagal na hold ng last salary ko po.
    Thanks

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  273. Rina Malagoplo Comment:
    July 27th, 2014 at 12:15 am

    Good day po..tanong ko LNG po makatarungan ba ang pagsususpendi Ng 1 month?ninakaw kc diesel sa truck na minamaneho Ng aswa ko Habng natutulog sya.pero Hindi nila pinakingan pliwanag Ng aswa ko..at ano po ang guidelines para masbing habitual absenteeism?

    [Reply]

  274. ask ko lang po kung dapat ba akong ma AWOL dahil sa d ko pagpasok ng isang araw lang kasi d daw naapprove ung leave ko. May mga reasons nman ako pero wlang konsiderasyon ang TL ko. AwoL n po bang mtatawag dun? agadagad po? thanks po

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  275. macoconsider po bang AWOL kapag d ka pumasok ng holiday? pero required ka pong pumasok. nagtxt nman po akong d ako mkakapasok at nagsbi nman ako ng mga dahilan ko pero AWOL n raw po un. Maraming salamat po at sana masagot nyo po ang aking katanungan. More power. :)

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  276. Hello Atty.!

    I recently submitted my resignation (with 2 weeks notice) to my current company, and they said that they won’t release my clearance unless i find a replacement for my position.

    I understand that I should undergo proper turnover before the effectivity of my resignation, but can they not release my clearance for the grounds that I don’t have a replacement yet?

    I would really appreciate your reply atty., I am in dire need of assistance. Thank you!

    [Reply]

  277. Virmund Rubio Comment:
    August 18th, 2014 at 07:23 pm

    Hingi po sana ako nang tulong kung ano po ang dapat kong gawin. Bago pa lang po ako dito sa Manila, nag apply po ako as graphic artist kay VICTORIA MASCETTA sa Pasig. Nung hiningan ko po sya nang kotrata pero hindi po nya ako binigyan. Nung ika 15days ko po sabi nya delayed lang yung pera hangang isang buwan na hindi pa rin nya ako nabibigyan nang sahod.

    Ginawa ko po ang bagong Magazine for Derek Ramsay, Renato Corona at may 2 pang iba. tinatawagan ko at tinitext hindi po sumasagot. Pinupuntahan ko po sa condo nya na gnagawa nyang opisina hindi na po ako pinapa-akyat. Pinaghirapan ko din naman po yung pagtrabaho sa kanya.

    May habol po ba ako? Maraming salamat po.

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  278. Good morning Atty. I would like to seek advise po. I am currently facing a no call no show notice from my team lead because of the 3 days leave I incurred last August 15,18 and 19. Our company policy states that no call no show is failure to inform your leave. However po in my case it is a planned leave and duly filed po. My team lead told me on the 14th just an hour before my shift ends that he is hesitant to aprove because our manager told them to not allow long leaves. However I Explained to them that i need to pursue with my plan. He actually even approved one of my leaves on the 18th of the month and suddenly retracted it on the 19th without informing me. I need your help Atty on this matter as thisis the first time i am experiencing this and never in my entire career that i will violate any rules.

    Hoping for your feedback on this matter. Thank you.

    [Reply]

  279. Benjamin Castilla Comment:
    August 22nd, 2014 at 12:58 pm

    Magandang umaga po sa inyo.

    Ako po si Benjamin B. Castilla, 60 years old nung April 1, 2014, ay nahihirapan makakuha ng pension ngayon, na dapat po sana nag umpisa na akong magpensyon nung April 2014 pa po. Inasikaso ko po lahat ng mga requirements na hinihingi ng SSS para sa pagproseso ng Pension. Isa sa mga kailangan po ang Certificate of Separation na manggagaling sa dati pong employer, J/A Cleanwell Maintenance Services Inc. na kasalukuyan pong nasa San Juan. Ang problema po matagal na po nagtatago ang employer, nagpalipat lipat ng opisina para hindi sila matunton, dati sa Makati, lumipat ng Riverbanks hanggang sa wala na po kaming balita mula sa Agency. Sa kabutihang loob po ng SSS Employee na nag aasist nung nagpasa ako ng mga requirements, ibinigay po nya yung kasalukuyang address ng Agency at mula po nung April 2014 na nakikipag usap kami sa agency hanggang ngayon wala pa rin po akong natatanggap mula sa kanila. Si Mr. Rusty po ang lagi namin kausap sa Agency, 722-9880 at 0922-8496032 po ang contact numbers nya. Ang idinadahilan po nila na wala na daw po silang record kung hanggang kelan ako sa kanila nagtrabaho. Pero sa SSS Remittances po nila nahulugan pa po nila ako hanggang December 2004, kaya sabi po namin na baka pwede po sa petsang iyon nila ilagay, ngunit hanggang sa ngayon ay ayaw pa din po nila magbigay. Siguro po isa sa dahilan ay dahil hindi naman sila nagbigay ng Separation Pay sa tatay ko kaya ganun. Makikita po sa SSS record na pati buwan buwan na hulog ay laktaw laktaw ang hulog nila, pati din po sa SSS Loan ay hindi rin nila hinuhulugan, kaya nagkapatong patong na din po ang problema sa SSS. Nakalakip po sa sulat ko ang record ni papa sa SSS. Pero sa ngayon po sana kahit man lng sana yung Certificate maibigay po nila para kahit po konti may tulong na makukuha ako SSS. Ayaw nila kami asikasuhin dahil siguro maliit lang kami at wala silang dapat ikatakot kaya pwede nila kami baliwalain. Ano po ba ang iba namin pwede gawin para sa kasong ito. Lubos na nagpapasalamat, BEnjamin Castilla.

    [Reply]

  280. susan truyal Comment:
    August 26th, 2014 at 02:03 pm

    Hi, Good afternoon. Bumili ako ng star mobile cellphone unit brand new last August 20, 2014 afternoon then i found out sira yong camera and video ng unit sinaoli ko yong unit August 22,2014 afternoon, sales lady told me to replace another new phone but not the same unit i bought. Sabi ko i want the same unit kc wala nakong pangdagdag kapag pinalitan ko pa ng ibang unit na mas mataas. ibabalik na lang daw nila sa star mobile yong unit para macheck pero ndi nila alam kung kelan pa kunin. so i asking kung pwede refund ko na lang yong pera since wala naman silang mabigay na unit, hindi daw pwede sila mag refund kc no refund nakalagay sa resibo. So sabi ko cge hintayin ko yong bagong unit nyo na ibibigay hawak ko ng resibo ko at hwak nila yong unit.but until now its august 26 na wala pa rin. anung pwede ko gawin may rights ba na makuha pa yong perang binayad ko. pls help thankyou.

    [Reply]

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