Usapang AWOL

[zap.FREEDOM]

Hello Tsikoteers,

A friend of mine was did AWOL on her previous job (she lasted for 9 months only)...dunno what's the reason, I guess personal matters ata may nambastos/nabastos daw siya according to some close friends...that's why she can't resist to stay for period of 30-day (diba yun naman ang tama 30 day notice before resignation para may proper turn-over ng task na maiiwan?)

since kayo naman ang mga batikan pagdating sa ganito can I ask some question? (Btw, thank you for those wonderful advice on my previous thread Career Shift Advice -- I had a successful transition of form my prev. job to a new job, enjoy naman ako ngayon sa bago kong work. )

*What are the consequences of being AWOL? What happens pagnag-AWOL?

*Diba mahirap makapag-apply kapag na-tagged ka as AWOL of your previous employer? What proper action/diskarte to do if she wants to apply again for a new job?

*May nakaexperience na ba mag-AWOL dito as in bigla na lang umalis sa pinagttrabahuhan niya? When I was still on my previous job, dun sa kabilang department namin meron din biglang nag-awol, 2 employees din...yung pala lumipad na sila pa-abroad.

Hope my friend can access this forum so she can read your sermon, pangaral and advice

[1D4LV]

the following may be the consequence:

a. depending on the contract of employment, the employer may sue you.... however, napakaslim ng chance na mangyari ito....hindi na ito gagastusan ng company.
b. the employer will not give you a clearance... kung naka declare yung company na yun sa CV/past employment history ng tao, hahanapin ito ng new employer.
c. if by chance that the employee transfers to another company of the same industry, there is a slim chance na naka blacklist yung tao... some industries share employment databases (e.g. insurance sector, banks).

best thing to do is to have the AWOL person not to declare the company, para hindi na hingian ng clearance ng new company. however, she lasted for 9 months, which is significant. itatanong yan ng new company like "ano ginawa mo for the past 9 months?, etc...."

however, talagang merong mga nagaawol na empleyado... meron nga kami dito, nag AWOL.... hindi binalik ang laptop and Samsung Note 3 eh..... hindi na rin namin hinabol, but we did not give the clearance and the last pay.. sayang lang ang oras pag hinabol eh. wala rin namang mangyayari.... naka black list lang sya sa Group of Companies namin... i don't know where she is now, kung dineclare nya yung company namin as past employer, etc.

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the following may be the consequence:

a. depending on the contract of employment, the employer may sue you.... however, napakaslim ng chance na mangyari ito....hindi na ito gagastusan ng company.
b. the employer will not give you a clearance... kung naka declare yung company na yun sa CV/past employment history ng tao, hahanapin ito ng new employer.
c. if by chance that the employee transfers to another company of the same industry, there is a slim chance na naka blacklist yung tao... some industries share employment databases (e.g. insurance sector, banks).

best thing to do is to have the AWOL person not to declare the company, para hindi na hingian ng clearance ng new company. however, she lasted for 9 months, which is significant. itatanong yan ng new company like "ano ginawa mo for the past 9 months?, etc...."

however, talagang merong mga nagaawol na empleyado... meron nga kami dito, nag AWOL.... hindi binalik ang laptop and Samsung Note 3 eh..... hindi na rin namin hinabol, but we did not give the clearance and the last pay.. sayang lang ang oras pag hinabol eh. wala rin namang mangyayari.... naka black list lang sya sa Group of Companies namin... i don't know where she is now, kung dineclare nya yung company namin as past employer, etc.

[jodski]

Halos lahat na cover na ni 1D4LV...

Sayang lang papangit record nya kaso if its something about harassment hindi ba sya nag escalate sa HRG??

Medyo mahihirapan lang ng konti yan paglipat kasi new employer will verify. There are two sides of the story naman kaya she has to be open about it when applying for a new one

[dreamur]

One should serve full notice and work on a transition plan which the company deserves. All company assets should be returned and unserved bonuses repaid. It would show how courteous and professional your friend is despite the manner he/she was treated.

[zap.FREEDOM]

the following may be the consequence:

a. depending on the contract of employment, the employer may sue you.... however, napakaslim ng chance na mangyari ito....hindi na ito gagastusan ng company.
b. the employer will not give you a clearance... kung naka declare yung company na yun sa CV/past employment history ng tao, hahanapin ito ng new employer.
c. if by chance that the employee transfers to another company of the same industry, there is a slim chance na naka blacklist yung tao... some industries share employment databases (e.g. insurance sector, banks).

best thing to do is to have the AWOL person not to declare the company, para hindi na hingian ng clearance ng new company. however, she lasted for 9 months, which is significant. itatanong yan ng new company like "ano ginawa mo for the past 9 months?, etc...."

however, talagang merong mga nagaawol na empleyado... meron nga kami dito, nag AWOL.... hindi binalik ang laptop and Samsung Note 3 eh..... hindi na rin namin hinabol, but we did not give the clearance and the last pay.. sayang lang ang oras pag hinabol eh. wala rin namang mangyayari.... naka black list lang sya sa Group of Companies namin... i don't know where she is now, kung dineclare nya yung company namin as past employer, etc.

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ah i see, yan din nga po ang insights ko for her, not put her previous employer kasi baka mag-background check yung current company na aapplyan niya, ma-reject lang siya on his application on the other hand, an HR staff friend gave an advice na i-mention na lang yung work experience since 9 mos. din yun, She told that be honest, tell the truth why gone awol or the other way around don't focus on the reason why she awol instead highlight the abilities/strenghts that will make her desireable for an employer to hire.

hahaha! i gave him this advice, kapag tinanong siya anong nangyari sa loob ng 9 mos na bakante siya...."nagbusiness po kaso di na-sustain ayun nag-shutdown din, nagtravel sa iba't-ibang probinsya, nagpahinga" hehehehe!

[_Qwerty_]

Kung hindi nya ilalagay sa CV nya yung past work nya.. pano yung SSS / Pagibig Contributions nya?? Makikita yun.. so lalabas na nagsisinungaling sya..

[dreamur]

Remember, 9 months is equivalent to a full term fetus. So.....it pays to be honest.

[BratPAQ]

Sana man lang nagbigay ng official resignation na effective immediately. At least di sya awol. May chance na pumayag yung company. He can even waive his last pay ang bonuses para immediate yung resignation.

[Juan Martinez]

Remember, 9 months is equivalent to a full term fetus. So.....it pays to be honest.

Bro may nambastos daw that forced her to go on awol, not because she's on family way

[shadow]

Bro may nambastos daw that forced her to go on awol, not because she's on family way

Dreamur meant 9 months is too long to not declare it on her CV. [emoji23]

[_Cathy_]

Kung hindi nya ilalagay sa CV nya yung past work nya.. pano yung SSS / Pagibig Contributions nya?? Makikita yun.. so lalabas na nagsisinungaling sya..

That was what I was thinking too.

I really don't understand people who go on AWOL. This isn't school when you can stop when you want to. You have to be responsible and turn over your work properly even if going to the office feels like hell. I have gone through that phase too when I got transferred in a department with a mean boss (crying daily while driving on my way to work)

She should have talked to her boss about the harassment or let her family deal with that bully (sumbong niya sa tatay or kapatid niya hehe). What kind of harassment ba? Ang bully naman nangbu bully lang sa kaya nila (and normally bullies are weak without a group) pag pakita mo lalaban ka, titigil din yan. There will always be bullies at work and going on AWOL everytime you get bullied won't solve the problem. Mahirap lang pag higher level na kalaban niya, diyan walang panalo (as my boss would say)

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Kung hindi nya ilalagay sa CV nya yung past work nya.. pano yung SSS / Pagibig Contributions nya?? Makikita yun.. so lalabas na nagsisinungaling sya..

That was what I was thinking too.

I really don't understand people who go on AWOL. This isn't school when you can stop when you want to. You have to be responsible and turn over your work properly even if going to the office feels like hell. I have gone through that phase too when I got transferred in a department with a mean boss (crying daily while driving on my way to work)

She should have talked to her boss about the harassment or let her family deal with that bully (sumbong niya sa tatay or kapatid niya hehe). What kind of harassment ba? Ang bully naman nangbu bully lang sa kaya nila (and normally bullies are weak without a group) pag pakita mo lalaban ka, titigil din yan. There will always be bullies at work and going on AWOL everytime you get bullied won't solve the problem. Mahirap lang pag higher level na kalaban niya, diyan walang panalo (as my boss would say)

[Calistro]

Not everyone's the same and handle things differently. Going AWOL always has its repercussions, which varies with each company and their policies

[Juan Martinez]

obviously, AWOL is absence without official leave. sometimes we use loosely the term "awol" in reference to an employee who had not report for work anymore. yung bigla na lang nawala at di na nagpakita sa trabaho. but in its strictest sense we apply the term AWOL to an employee who made an unauthorized absences but who reported back to work.
this is so because under the labor code an employee has the right to terminate his employment with or without just cause by serving his employer a written notice one month in advance. the employer upon whom no such notice was served may hold the employee liable for damages.
although the employee could be held liable for damages for not informing his employer one month in advance, the employer could not force the employee to report back to work without infringing the constitutional provision against involuntary servitude.
with respect to the employee who made unauthorized absences (AWOL), the management may exercise its prerogative to dismiss him from its employ on the ground of habitual and gross neglect of duty. but the dismissal must comply with the "twin-notice requirement," as follows:
a) first notice: notice to explain why the employee should not be dismissed for habitual and gross neglect of duty.
b) hearing or formal investigation. a hearing during which the employee concerned, with the assistance of counsel if he so desires, is given the opportunity to answer the charges against him, present his evidence or rebut the evidence presented against him.
c) second notice: notice of decision. a written notice of dismissal served on the employee that upon due consideration of all the circumstances, grounds have been established to justify his dismissal.
please take note that a dismissal without complying with the "twin-notice requirement," the dismissal is valid but the employer may be required to pay nominal damages (pegged by jurisprudence at Php30k?) to the dismissed employee.
however, if there is no just cause for dismissal (because she was indeed ***ually harassed that forced her to go on AWOL), whether or not there is prior notice and hearing, the dismissal is illegal. The employee is entitled to reinstatement, backwages and damages.
hope this helps.

[Syuryuken]

may last clear chance ka pa naman siguro pag nag-AWOL ka:angel3:

[dreamur]

may last clear chance ka pa naman siguro pag nag-AWOL ka:angel3:

Move on bro. We want to learn and share new things in this forum.