Illegal Termination

[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.