Legal ba ang Forced Leave w/out Pay?

**BoyL3** · November 18th, 2008 01:40 PM

hello tsikoteers, ask ko lang sa mga may alam sa labor code, pinapatanong lang nung fren ko dahil may bago kasi iniimplement ang company nila na forced leave w/o pay sa kanila na employees and marami ang apektado... iniimplement kasi ang forced leave sa mga non performers sa metrics sa kanilang callcenter, ibig sabihin pag di sila nagmeet sa performance metrics, pahinga muna sila pero walang bayad at pwede na bumalik sa work kung may bagong client, magpapasko pa naman kawawa ang mga taong na mawawalan ng trabaho.

**tidus1203** · November 18th, 2008 01:52 PM

Pwede ata yun because kung downscaling ang rason ng kumpanya I think pwede silang mag force leave, buti na nga yun kaysa lay-off para at least kung kailangan ka ulit pwede kang tawagin ulit. Pero I think better ask someone knowledgable about labor laws.

**russpogi** · November 18th, 2008 01:54 PM

I am not really sure but maybe this may help:
http://www.chanrobles.com/implementi...eliminary.html

**jedi** · November 18th, 2008 02:12 PM

regular employees ba sila? if Yes... hindi dapat ganun... kung madami sila... they should consult a labor lawyer for them to be aware of their rights... kung hahayaan nila yung forced leave.... baka sa susunod forced resignation na kasunod.

imho its an unfair labor practice... lalo na kung ngayong december tatapat yung leave nila... at walang pay... it means pati yung sa christmas, new year and rizal day... hindi sila mababayaran?

sa call center industry, with so many benefits... mararamdaman lang na agrabyado na pag dumadating yung mga ganitong situation...

that is one of the reason kung bakit maraming manggagawang pinoy ang nagrarally because of those bad practices made by their employers... sila mababa na sweldo naaagrabyado pa.

its either iforce na lang ng employer na magresign yung mga tao at icompensate at bayaran kung ano man ang dapat bayaran lalo na sa mga regular employees... or wag nila ituloy ang forced leave.

**BoyL3** · November 18th, 2008 02:32 PM

regular employees naman sila sir, iniisip nga nila na isang paraan lang daw yun para magresign na lang sila, iwas separation pay nun ang employer.

**jedi** · November 18th, 2008 02:52 PM

Originally Posted by BoyL3

regular employees naman sila sir, iniisip nga nila na isang paraan lang daw yun para magresign na lang sila, iwas separation pay nun ang employer.

wag sila pumayag... kung tanggap na nila sa sarili nila na magreresign sila... dapat hayaan nila company na tanggalin sila ang give them separation pay... kung hindi,... magreklamo na sila sa labor..

**BoyL3** · November 18th, 2008 03:29 PM

oo nga sir eh, kaso wala na daw sila interest kasi mapupunta din sa wala, kasi nung na acquire ang company nila ng isang bpo company dito sa atin, kahit na absorb sila ng bagong company walang binigay ang dating employer kahit ano, samantalang yung janitorial services nila ganun din nangyari, inacquire ng ibang company at inabsorb, meron silang natanggap na pay dun sa dating employer

**1D4LV** · November 18th, 2008 04:01 PM

Originally Posted by BoyL3

oo nga sir eh, kaso wala na daw sila interest kasi mapupunta din sa wala, kasi nung na acquire ang company nila ng isang bpo company dito sa atin, kahit na absorb sila ng bagong company walang binigay ang dating employer kahit ano, samantalang yung janitorial services nila ganun din nangyari, inacquire ng ibang company at inabsorb, meron silang natanggap na pay dun sa dating employer

imho, coming from a business owner with lots of experience in operations including HR, forced leave without pay is illegal. the owner of the company has two options: to terminate with separation pay if the business is losing or to enforce a forced leave, but with pay. the second option decreases costs of operations but in other way like consumption of electricity, etc.

i would suggest going to a labor arbiter in this, kung ano sabihin nila, yun na yun.

**jedi** · November 18th, 2008 06:55 PM

+1

punta na sila sa DOL, well kung gusto nila makuha what is right for them.

Originally Posted by 1D4LV

imho, coming from a business owner with lots of experience in operations including HR, forced leave without pay is illegal. the owner of the company has two options: to terminate with separation pay if the business is losing or to enforce a forced leave, but with pay. the second option decreases costs of operations but in other way like consumption of electricity, etc.

i would suggest going to a labor arbiter in this, kung ano sabihin nila, yun na yun.

**wowiesy** · November 19th, 2008 02:34 AM

sa pagkaka intindi ko... legally... from both sides of the fence (employer and employee):

Employee:

Forced Leave - meaning ayaw mag leave, pero walang schedule na ibinibigay ang management para pumasok ako. At syempre, pag walang schedule, walang pasok, pag walang pasok, no compensation. Maaapektuhan di lamang daily income, pati 13th month, retirement (kung meron), etc... Agrabyado employee kahit ano pa man dahil nawawalan siya ng kita...

Employer:

Forced Leave - huwag bigyan ng schedule ang empleyado para walang dahilan pumasok ang empleyado. Pag walang schedule, walang pasok, pag walang pasok, hindi babayaran (especially pag no work no pay). All the other benefits ay magkakaroon ng impact dito.

Legal o Illegal?

IT DEPENDS. On what?

1. THE REASON WHY NAG FORCED LEAVE - even if you are a regular employee, kung walang client o walang benta ang kumpanya, you can't force the management to give you schedule para lang mabayaran ka kahit wala kang gagawin. (In the same way that you can't force the worker to work even if he doesn't want to - forced servitude) Ang remedy dito I think can be one of 2.. the first.. if the management has the budget.. mag declare na agad ng early retirement or something to that effect.. kelangan bayaran yung tenure ng mga maaapektuhan... the employee gets a lump sum (yung iba ginagawang installment)... pero hindi lahat ng kumpanya kaya ito... hindi lahat ng kumpanya may excess liquidity for this.. so what other companies do? forced leave... legally (i think), management can do this upto a maximum contiguous period of 5 months ... so kung within 2 - 3 weeks mahina benta.. pwede mag forced leave... subject to rules of seniority (mas senior mas priority sa schedule)... pero pag peak season uli, silang mga na forced leave ang priority to be given full schedule, before management can hire new people to fill in the slack... kung umabot na ng 5 months na ganun ang situation... then management is legally bound to pay the employees separation pay... ang problem dito is if a worker has to wait for 5 months ... ano ang kakainin ng pamilya nya during that time? It may be easier said than done, but the worker here is allowed (by the essence of fair play) to find some other jobs during this off - peak period... then kapag pinatawag na uli .. balik uli.... however, in the current Philippine economic setting.. this is definitely easier said than done... masyadong theoretical...

2. TERMS OF EMPLOYMENT BETWEEN THE EMPLOYER AND EMPLOYEE - it's possible na kahit regular ang empleyado, he can still be classified as "regular project" employee. Meaning, basta may project, regular ka.. pero pag walang project, pahinga muna... again, during off season.. pahinga.. pag peak season.. yung mga "regular project employee" ang priority na ma-hire, before the employer can hire other people to fill in the slack... check your appointment papers... kung you are classified as regular project employee... chances are... ito ang position ng management ng company nyo...