Illegal Termination

[1D4LV]

Hello Fellow tsikoters,

Quick question, recently our company (call center) are laying off employee (floating).

What is the rule apply for employee that are regular?

should the last in first out still apply?

What happen is that one of my friend had a talk with our HR personnel yesterday and saying her last day is on october 1 and the basis is their team csat score, which is in the first place not an issue with the account.

If we are going to calculate overall stats..it should be different person that is going to be float but since he's a basketball player of the account he got exempted from getting float.

She's planning to consult with DOLE about this case.

May laban ba siya for illegal dismissal?

you can only be terminated if the company proves that:

a. it is bankrupt
b. it is doing a re-engineering and redundancy.

both of which, you are entitled to a separation pay.
in your case, it is still subject to the 30 day rule... announcement and effect after 30 days. your friend's csat score depends on the role of the csat to his job and responsibilities. but you have said that it is not related.

opinyon ko, may laban sa labor yan.

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Hello Fellow tsikoters,

Quick question, recently our company (call center) are laying off employee (floating).

What is the rule apply for employee that are regular?

should the last in first out still apply?

What happen is that one of my friend had a talk with our HR personnel yesterday and saying her last day is on october 1 and the basis is their team csat score, which is in the first place not an issue with the account.

If we are going to calculate overall stats..it should be different person that is going to be float but since he's a basketball player of the account he got exempted from getting float.

She's planning to consult with DOLE about this case.

May laban ba siya for illegal dismissal?

you can only be terminated if the company proves that:

a. it is bankrupt
b. it is doing a re-engineering and redundancy.

both of which, you are entitled to a separation pay.
in your case, it is still subject to the 30 day rule... announcement and effect after 30 days. your friend's csat score depends on the role of the csat to his job and responsibilities. but you have said that it is not related.

opinyon ko, may laban sa labor yan.

[Syuryuken]

idemanda nya pero siguradong mahihirapan na siyang humanap ng trabaho.

[_Cathy_]

idemanda nya pero siguradong mahihirapan na siyang humanap ng trabaho.

+1000. Choose your battles. It's easier to find a new job na lang.

[CLAVEL3699]

Floating status dapat may notice muna na Floating status then dapat meron din na memo about CSAT score nya at dapat bigyan sya nang 3x na opportunity na itaas yun.

If bagsak sya sa UNa... then warning sa pangalawa on the third warning for termination after on the 4th pwede na syang tanggalin... hindi ibig sabihin nito na sunod sunod na buwan eto pwedeng iba't ibang buwan pero sa loob nang isang taon.

Termination for not performing tawag dito... dapat lahat documented pati dialogue and coaching.

Regarding naman sa floating pwedeng i-consider na redunddancy at entitled eto sa Separation pay... 15days every year of service... 1/12 of 13th month and conversion of all un-used leaves.

or babagsak sa 22.5 days every year of service kung walang leaves na binibigay or mandatory leaves lang.

Yes... mahihirapan ka maghanap nang work kung ilalagay mo pa din ang company na demanda mo sa resume mo

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Floating status dapat may notice muna na Floating status then dapat meron din na memo about CSAT score nya at dapat bigyan sya nang 3x na opportunity na itaas yun.

If bagsak sya sa UNa... then warning sa pangalawa on the third warning for termination after on the 4th pwede na syang tanggalin... hindi ibig sabihin nito na sunod sunod na buwan eto pwedeng iba't ibang buwan pero sa loob nang isang taon.

Termination for not performing tawag dito... dapat lahat documented pati dialogue and coaching.

Regarding naman sa floating pwedeng i-consider na redunddancy at entitled eto sa Separation pay... 15days every year of service... 1/12 of 13th month and conversion of all un-used leaves.

or babagsak sa 22.5 days every year of service kung walang leaves na binibigay or mandatory leaves lang.

Yes... mahihirapan ka maghanap nang work kung ilalagay mo pa din ang company na demanda mo sa resume mo

[1D4LV]

+1000. Choose your battles. It's easier to find a new job na lang.

hindi naman siguro, for sa experiences ko sa pagharap sa mga nagrereklamong empleyado sa DOLE, hindi naman kaso kaagad, but arbitration. then pag di magkasundo dun, dun pa lang sasabihan ng DOLE ang empleyado kung itutuloy nya ang reklamo o hindi na.... around 90% of complaints gets resolved sa arbitration side pa lang dahil medyo ilag ang mga employers pag dinaan sa labor.

looking at the other side of the fence:

a. ano ang nakalagay sa kontrata na pinirmahan nyo? baka kasi kailangan talaga dun na mataas ang score nya sa exams.
b. ano ang nasa employee manual? baka kasi, talagang ganun ang practice na pwede kang iterminate anytime pag sarado na ang account. pag nasa employee manual yan, talo.... for you have agreed with the terms and conditions when you joined the company.

minsan kasi, madaming abusadong employer din na kailangan ma escalate to this process. although i am on the management side of things, i believe that the best resources that a company has is its human resources, and kailangan walang maargabyado in terms of compliance with the labor law. madami ding employers na kung makakalusot, lulusot and i think its quite unfair to the affected employee.

blacklist and mahihirapan makakita ng work? its a thing of the past. a good hiring manager can see the difference between a problematic employee and a performing employee. most of the time, sa recruitment pa lang, madami ng skills mismatch and kung magaling naman and match yung skills nung co-worker mo sa job opening, ma hire yan. although kung medyo sira ulo yung HR nyo dyan ngayon and your co-worker uses them as reference, pwedeng gaguhin din. pero kung everything was ironed out professionally, walang magiging problema or if the person was there for six months, pwede ng hindi ilagay sa CV para maiwasan ang background check and referencing.

an advice though to your co-worker. tell him/her to take it and approach it professionally. hwag bastusan, hwag angasan. weigh all the options available. madaming BPO ngayon na naghahanap ng tao (ourselves included - hehehehe). kung satisfied na naman sya dun sa severance pay na ibibigay, mas worth it na hwag ng i escalate sa labor and move forward with his/her life.

pero in a BPO setting (like accenture), tama yung mga sabi dito sa thread na ito.... an employee can be put in pool or floating status at max for 6 months kung walang account and the status is to be reviewed kung talagang walang paglagyan account. if the floating employment is to be terminated dahil exhausted na lahat ng means, then the employer would have the right to terminate employment provided there is a severance pay. di pwedeng uuwing luhaan. and di rin pwedeng abrupt termination without a previous announcement or movement to the floating pool.

[_Qwerty_]

You can float an employee for not more than 6 months. Legal yan kung nawalan nang account.

[lsalapare]

Tell your friend na magpa redundiate na lang siya, less hassle sa part nya compared sa mag sasampa ng kaso. Halos same lang din makukuha nya kapag nagpa DOLE siya at nag request ng redundancy.

And no, it's not true na mahihirapan mag hanap ng work kapag ang file siya ng case sa DOLE.
Been working in a BPO industry na for over 6 years kaya familiar nako sa mga ganyang kaso ng mga call center agents.

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Tell your friend na magpa redundiate na lang siya, less hassle sa part nya compared sa mag sasampa ng kaso. Halos same lang din makukuha nya kapag nagpa DOLE siya at nag request ng redundancy.

And no, it's not true na mahihirapan mag hanap ng work kapag ang file siya ng case sa DOLE.
Been working in a BPO industry na for over 6 years kaya familiar nako sa mga ganyang kaso ng mga call center agents.

[earthlyken]

thank you sa mga reply,

nakakalungkot sa friend ko, kasi tuesday lang sinabi tapos wednesday lastday na.

nag downsizing kasi yung account namin ngayon..

sabi ko nga sa kanya na mag consult ka sa lawyer kasi may mali yung process sila or bayaran nalang siya para sa redundancy.

pero mahina kasi loob niya...kaya natatakot...

[RandMcnally]

thank you sa mga reply,

nakakalungkot sa friend ko, kasi tuesday lang sinabi tapos wednesday lastday na.

nag downsizing kasi yung account namin ngayon..

sabi ko nga sa kanya na mag consult ka sa lawyer kasi may mali yung process sila or bayaran nalang siya para sa redundancy.

pero mahina kasi loob niya...kaya natatakot...

Sa layoffs talaga, mabilisan ang pagtatanggal. Yung iba, same day yung last day. Kasi iniiwasan nila na manggulo pa yung mga disgruntled employees. Pero dapat may separation pay pa rin yan kahit ano mangyari

Ang problema sa paghahabla ay mapapagastos ka pa rin. Kailangan mo magbayad ng lawyer at pupunta ka sa hearings with DOLE. If sabihin ni DOLE na dapat ka bigyan ng separation pay, baka ipambayad mo lang yan sa abogado at mga expenses mo. Though nakarinig na rin naman ako ng mga kaso na terminate sila dahil sa performance kuno. If performance, dapat maprove ng employer yun. If redundancy, legal naman dapat bayaran nga lang ng separation pay

[aioshin]

well, on the bpo i know, there is always a labor code info drive, and what I learned, if you are terminated, then there should always be a ground, and process. If no process involved, and its not stated on your contract that you will be out if the client is out, then walang habol si employee, but if you are a regular employee, and its on a paper that you are a regular, then meron kang habol. Though still, consult a lawyer or legal advise from dole, and prepare the things that will show that its unfair on your side that you are terminated. SOme cases, complainant got a positive side, and they were paid by the company that terminated them those months that they were laid off, other cases, they were re-instated as labor dictate.