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March 20th, 2013 08:00 PM #1
Good evening.
May concern yung kakilala ko. Nahatulan siya ng HR nila na ma-suspend ng 6 days. Ang ginawa nung HR, tutal, mahaba naman ang bakasyon next week (March 28-31), ipina-suspend na siya ng 3 working days from March 25-27. Nga lang, bawat isang araw dun, 2x ang equivalent na walang bayad. Kumbaga, yung 6 days na suspension nya, I-compress na lang sa 3 days, pero ang equivalent, 6 days na walang bayad. Ang katwiran ng HR nila, yung suspension daw precedes a long holiday. Legal ba ito?
Thanks!
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March 21st, 2013 10:22 AM #2This is something new sa experience ko... Curious din ako on how the other lawyers on this board see this issue....
Ano ang policy or tradition ng company in implementing employee suspensions? I think dito iikot yung sagot sa tanong mo... How rigid or how flexible they are....
On one hand tingin ko net effect ng 6days suspension is 6days no income for the employee... So the fact na in terms of calendar days ay 3days lang ang impact sa kanya pero monetary impact is the same 6days... Its not so bad... He loses out na rin naman talaga sa holiday pay for the holyweek e... in a way lamang pa nga sya (assuming mahal nya talaga trabaho nya na gusto talaga mag contribute sa company.. ) .. Because 3days worth of activities lang sya mawala... Instead of 6days na mas marami syang ma miss na action... Pero kung sya yung tipong empleyado na time in time out lang... I suppose it doesnt matter which way it goes.... Ang impacttalaga sa kanya is 6days worth of pay...
Some companies pag maramirami ang days suspension, minsan chop chop ang pag implement. Say 2-3days a week lang ang serve for say a 15 day suspension sentence... So hindi todo gutom yung tao.. Kung key person yung na suspinde.. Di ano apektado ang operation... Pero sa ganito ang flipside naman.. Minsan Tingin ng empleyado arapatan na nya na hulug hulugan yung suspension nya... Medyo d na ganun ka effective yung lesson na itinituturo ng suspension...
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March 21st, 2013 10:47 AM #3
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March 21st, 2013 03:31 PM #4
Hindi niya ipinakita sa akin yung notice of charge pero sa pagkaka-alala ko sa kuwento niya, nakasuhan siya ng gross neglection of duty, insubordination tapos nakalimutan ko na yung isa.
Ang nangyari kasi, dalawang beses daw nyang nakaligtaan yung processing ng SSS Loan ng 2 employees. Tapos naiwala rin niya yung claim stub ng isa pa.
Sunod, yung kumpanyang pinagtrabahuan niya, nag-decide na i-extend yung medicard benefits nila sa tig-iisang dependents bawat empleyado. Yung dalawa dun sa mga empleyado, nakaligtaan daw niyang i-process. Ang resulta, hindi tuloy naisama yung mga anak nung mga empleyado sa medicard.
Pangatlo, hindi raw niya nai-liquidate yung funds na inilaan sa kanya para dun sa Christmas party dati. Binigyan siya hanggang February para mai-liquidate yun kaso naiwala raw niya yung mga resibo.
Pang-apat, yung notice-of-charge niya, hindi na niya sinagot. Yikes.
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March 21st, 2013 03:37 PM #5
medyo mabigat. i think the company has the right to do so, specially yung sa case na hindi na liquidate yung funds.
gross dereliction of duty din yung iba....
and to answer the question, ang tingin ko lang na medyo questionable dyan is yung having the suspension in three days, but for six days no pay. DOLE kasi treats each day as one day talaga. Tapos, as what was stated above, sapul yung holiday pay nya dahil itinaon sa holiday.
may legal ba yung company nyo? kasi kung meron, malamang hindi naman magdedecide si HR na gawin yan, unless may backup ni legal.
this is coming from someone who has faced DOLE six times already....Last edited by 1D4LV; March 21st, 2013 at 03:39 PM.
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March 21st, 2013 05:01 PM #6
I would think its the company that would formulate the guidelines for suspension eh. I don't think the law states how suspensions are handled. Thats just based on my experience.
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March 22nd, 2013 03:05 AM #8
buti nga suspension lang, kung ako yan termination na, daming negligence.
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