Floating status

[wowiesy]

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Not in the call center industry and so this is based on my limited experience in a different environment:

I assume that the person is an employee of the company and not a contractor....Puwedeng no work no pay kung daily paid employee. Pero, dapat puwede niyang i-charge ang no work day sa kanyang leave, hanggang sa maubos ito... In which case, the company, in the absence of any foreseeable work for the person in the near future should opt to terminate the person's service, with the corresponding separation pay.

Now the second one is tricky. I assume, that is the available activity in the company for allocation. The person may or may not accept. If the person accepts, then there should be no diminution of benefits. Maybe the company wants the person to stay and so assigns the person to that set of activities temporarily... Talk to HR....



"The measure of a man is what he does with power" LJIOHF!

25.8K:shazam:

Floating status but regular employee at may bayad, vacation leave yun. Enjoy it while it lasts

Pero floating status ng regular employee at walang bayad puede magiging constructive dismissal yun



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Floating status but regular employee at may bayad, vacation leave yun. Enjoy it while it lasts

Pero floating status ng regular employee at walang bayad puede magiging constructive dismissal yun

max of 6 months. may ibang call center mautak, bago mag lapse ang 6 months pinag rereport ng isang linggo with pay ofcourse then balik floating status. maiinis ka nalang at mag-reresign.

tama ang mga points nila:

1. floating status - sa mga agency ( which call centers are similar to - where the presence of a client is essential to give you work ) management can technically put you on floating status upto a max period of six months... I dont suppose any leave package whether sickness or vacation can cover that.. so ganyan talaga... kung lumagbas ng 6 months ang option ng company ay papadukin ka uli regardless kung nay client o wala... o magbayad na ng separation pay... kung di ginawa ng company yan.. dun pa lang magiging malinaw ang kaso laban sa company..



2. in between that time... yung legal options ng tao sa case na to will also depend on how transparent management is and if it works based on good faith... kung ako HR best na gagawin ko ilatag ko yan thru a memo.. mahaba haba. pero at least transparent... altho kahit transparent nasa arbiter pa rin kung sakali yung appreciation nyan...kung ako ying tao at wala man lang communication ang anagement dito.. ay talaga magkaso agad ako... habang malaki pa chance ko na palabasin na nagpapalusot lang management...

3. sa part ng tao... gutom ang aabutin kung walang kasiguruhan yung work.. so di mo rin masisi.. balikan mo yung contract na pinirmahan mo... is it sa company talaga? or nakatali nga sa clients? .. sa kabilang banda.. yan ang legal framework e ... so may control ka din kung iaasa mo yng insecurity ng 6 months wait vs resign and find another job... kung sigurista... wag muna mag resign.m floating e... while applying elsewhere.. pag natanggap agad.. tsaka magresignmm at least sigurado.. pero you also have to respect kung may binding contracts like training or something with the former company...

4. option din yung ilipat sya but possible di nya gusto work... pero pwede na rin yun as a temporary arrangement.. at least kumikita... kungvayaw mo talaga... you have time to find other work...


good luck sa kasamahan mo...