Illegal Termination

**CLAVEL3699** · October 1st, 2015 11:38 AM

Originally Posted by RandMcnally

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

you dont need kaagad nang lawyer kasi babagsak muna yan sa Arbiter/mediator at ikaw mismo pwede represent mo sarili mo... yun nga lang kung hindi kayo nagkasundo dun magsasampa ka na nang reklamo sa CESA... need mo na nang lawyer dun for technicalities

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Originally Posted by RandMcnally

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

you dont need kaagad nang lawyer kasi babagsak muna yan sa Arbiter/mediator at ikaw mismo pwede represent mo sarili mo... yun nga lang kung hindi kayo nagkasundo dun magsasampa ka na nang reklamo sa CESA... need mo na nang lawyer dun for technicalities

**Juan Martinez** · October 1st, 2015 11:50 AM

termination is illegal if the termination is not based on authorized or just causes (substantive) and there is violation of the two-notice rule (procedural).

**Lew_Alcindor** · October 1st, 2015 03:15 PM

what is with your job and this company that makes you want to stay with them?

If there are better alternatives, then by all means leave your current office.

**_Qwerty_** · October 2nd, 2015 08:47 AM

was she terminated or just put on floating status?? magkaiba yun..

**earthlyken** · October 2nd, 2015 08:23 PM

She was put on a floating status without any memo, any letter.

The only time she was given a memo and letter is 2 days before her last / effective day of floating and the reason is account is downsizing and the basis is the Csat result which is not even then issue of the account right now.

**dr. d** · October 3rd, 2015 08:31 AM

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Originally Posted by Lew_Alcindor

what is with your job and this company that makes you want to stay with them?

If there are better alternatives, then by all means leave your current office.

,,, errr.. it gives TS a salary..?
..finding a paying job nowadays, isn't really easy..

**wowiesy** · October 3rd, 2015 09:15 AM

Originally Posted by earthlyken

She was put on a floating status without any memo, any letter.

The only time she was given a memo and letter is 2 days before her last / effective day of floating and the reason is account is downsizing and the basis is the Csat result which is not even then issue of the account right now.

technically, 2 notice rule applies for termination..and in all disciplinary cases.. yan din ang advisable... yung 30day notice to put her on floating.. yan di ako sigurado if that is applicable since floating naman e... hindi termination.. what makes it weird is kung nag stop ang client.. pwede naman talaga mag float.. pero kung nag downsize lang.. dun papasok yung prioritykung sino mauuna iplace under floating...

sa part ng management.. it is the vagueness that causes problems... which could lead to a suit.. like this one... altho we dont really have the full information pa din...

sa ganang akin.. filing a complaint whether sa dole or sa nlrc is 50/50 at this point.. mag depende sa ebidensya hawak mo (vs sa jawak ng management) at sa galing ng abogado mo (vs sa mgmt).. but theres a chance u may win...

**wowiesy** · October 3rd, 2015 09:18 AM

I reread it... teka may memo sya before the last day of effectivity ng pagka floating nya? how long was she put on floating ? butas na yan... kung ganyan kasi.. the termination should be effective at least 30days fr rcpt of the memo... dyan malaki chance manalo sya...

**CLAVEL3699** · October 3rd, 2015 11:45 AM

Originally Posted by wowiesy

I reread it... teka may memo sya before the last day of effectivity ng pagka floating nya? how long was she put on floating ? butas na yan... kung ganyan kasi.. the termination should be effective at least 30days fr rcpt of the memo... dyan malaki chance manalo sya...

Nope... Termination can be immediately hindi kailangan nang 30days. Nakalagay naman dun malamang sa Memo ang grounds for termination.

Dahil kinakatigan nang DOLE ang rule na pagtinanggal at pinatagal maaring gumawa nang sabotahe.

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Originally Posted by wowiesy

I reread it... teka may memo sya before the last day of effectivity ng pagka floating nya? how long was she put on floating ? butas na yan... kung ganyan kasi.. the termination should be effective at least 30days fr rcpt of the memo... dyan malaki chance manalo sya...

Nope... Termination can be immediately hindi kailangan nang 30days. Nakalagay naman dun malamang sa Memo ang grounds for termination.

Dahil kinakatigan nang DOLE ang rule na pagtinanggal at pinatagal maaring gumawa nang sabotahe.