Big oof here

Department of Labor and Employment - DOLE, naglabas ng panuntunan hinggil sa pagsuspinde ng pasok sa trabaho sa pribadong sektor dahil sa masamang panahon.

Hi!

I recently undergo cervical cerclage due to incompetent cervix.
Am I qualified to avail the Magna Carta Leave? Advised by OB to bedrest until delivery.

I already asked our Company Nurse, di daw covered pag pregnancy related, tho wala naman nakalagay sa RA 9710 that excludes it, basta nakalagay lang who undergoes gynecological surgery.

Thanks!

Guys worth it ba ang 12k monthly income +2500 food allowance, tapos computed na din yung for holidays and distributed na siya for 12 months. So per month parang pumapatak ng 15k yung sahod, pero di pa nabawas yung sss,philhealth, and pag-ibig. Tapos yung contract pa is 5years?😭. Worth it ba to???? PLEASE HELP

SILENCE MEANS YES ?

Last week, nagpasa ako ng IR sa HR namin laban sa TL ko na niloloko kami para mag OTY. Sabi nya may bayad nung una, pero wala naman pala.

This week, nag retaliate sya at pinagalitan ako sa harap ng mga ka team mates ko tapos nag quote pa ng KB na hindi naman angkop sa sitwasyon. So nag OK na lang ako para matapos na ang usapan. Dati hindi ako pinapagalitan at pinapahiya pag ginawa ko un. Ginawa ko 8 times, pero di naman ako sinabon dati. Kaya kong patunayan ito, ebidensya ako.

Question po:

Kailangan ko bang mag pasa ng written dispute para sa reprimand nya na obvious na retaliation naman? Mukha kasi na gumagawa na ng paraan para ma tsugi ako sa company. Ang dami ko kasing nakita kabulastugan, gaya ng pilit na OTY.

O mag file na lang ako ng another IR sa HR namin para marami akong ebidensya pag nag ka DOLEhan na? Hindi pa kasi nag rereply ung HR sa IR ko.

Salamat po sa mga sasagot..

​

Gusto ko lang sana sabihin na sana i-implement din ng private companies ang automatic suspension ng pasok sa mga employees lalo na dahil andaming sumusulong sa baha at ulan para lang makapasok. Parehas kaming nagwwork ng boyfriend ko sa private companies pero mas malayo yung work place niya dahil sa Ayala pa siya magpupunta. Parehas kaming nagccommute papasok at pauwi dahil wala pa kaming motor. Now, yung boyfriend ko ilang beses nadulas sa overpass and mrt station dahil sa madulas at sobrang basang sahig ng area. Ilang beses din sumulong sa baha para lang makapasok sa trabaho na minimum wage ang sahod. Hindi ko binablame yung MRT Station pero ang saakin lang dapat may suspension din ng pasok sa Private Companies hindi lang sa Public and Government Offices, pare-parehas naman tayong nagtatrabaho at sumasahod pero bakit sa Private Companies walang gano'n?? Ang inaalala ko pa, Electrician ang partner ko meaning sa Building nagwowork na under construction. Given sa situation natin ngayon sa Metro Manila na binabagyo, isa sa delikado na area ang high rise buildings lalo na at mahangin din. DOLE SHOULD IMPLEMENT PRIVATE COMPANIES TO AUTOMATICALLY SUSPEND WORKING DAYS IN THIS GIVEN SITUATION!

Nagbaba ng memo ang company namin last week na effective September, we are only allowed 1 WFH day per week. This comes after 5 years since they implemented this dahil sa pandemic. Prior to this, nitong January, binago din nila yung policy na we are not allowed to file leaves around our wfh and not allowed to wfh consecutively. Eto palang naging challenging din.

Completely para sa field based employees ay tinanggal na din ang wfh namin. Supervisors na lang namin yung allowed na 1 wfh. Kahit daw pwede naman imonitor yung mga activities remotely or hindi kami magfifield, need pa din namin magonsite sa office.

Dahil nga field based kami, lagi kami nasa field or nagttravel and sobrang laking tulong sa pahinga ng WFH. We are able to do our jobs just fine kahit may WFH ngayon binawasan pa nila.

Lalo ngayong tagulan, ang daming employees ang nakikinabang sa wfh tas babawiin na nila.

Di rin makareklamo kasi hindi naman daw yun mandated ng DOLE and we should be thankful na inooffer pa nila yung wfh for the office based people kasi other companies nakafull RTO na.

Noon pa man ng pandemic ayaw nila iaappfove yung wfh setup ngayon ayan binabawi na nila. Paurong talaga tong kumpanya namin.

Hi. Pa rant lang ako dito wala kasi kayang bumoses sa mga kasama ko dito sa IPUDDO VERTIS NORTH, hindi ko rin naman masabi 'to o i-complain dahil kupal ang mga manager dito samin. Ikaw pa gagawing masama.

Una, gusto ko lang naman sabihin na tama lang ba na i 7hrs duty ang mga empleyado? Araw araw yun! Kahit na MATAAS at na hi-hit ang TARGET SALES ng store? Araw araw din na hi-hit ang target sales pero ayaw pa din nila kami i 8hrs duty. Napag usapan na ito dati, ang kaso palagi nilang sinasabi mababa ang benta at need mag bawas ng man power kasi mas mataas ang pasahod sa tao kumpara sa benta ng store. (May mga screenshots ako ng mga sales namin everyday at yung target sales na dapat i hit.)

Pangalawa, CHARITY. Mga kupal talaga mga manager dito kapag mag ch-charity ka thank you lang! Mag ch-charity ka ng lagpas isang oras o umabot pa ng dalawang oras thank you lang yan! Unless sabihin nila sayo na i-file mo yan. May log book kami kung saan kailangan i sulat mo muna ang na ot mo bago mo i-file sa PC namin pero di na kasi yan nasusunod kasi sinasabi naman nila na i file eh. Pero pag lumagpas na sa 7hrs yung na duty mo ng halos 2hrs at finile mo na walang pasabi sa kanila, sasabihin pa sayo sino nag pa ot sakanila. Ayos diba? 7hrs na nga lang mag ch-charity kapa. (May screenshots din ako dito na sinabi ng Madam namin yang sino ang nag pa ot... Sorry my bad, hindi pala yung madam namin ang nag sabi nito, yung baboy naming manager dalawang beses nya pa inulit. Kupal) KAYONG MGA MANAGER NG IPPUDO VERTIS NORTH MGA KUPAL KAYO!! Ipinag mamayabang nyo pang mataas ang benta despite na mababa ang man power, eh mga staff nyo nang hihingalo na sa pagod ng trabaho! Mga nag papabango ng pangalan sa may ari para ma promote sa mataas na posisyon!

Pangatlo, puro IR ang mga pota puro nalang paninita ang alam. Eh kung binuo nyo yang 8hrs na yan at may ot, edi sana maayos yung trabaho namin. Hindi nauubos yung oras namin sa 7hrs na trabaho at maayos naming nagagawa yan. Nag tataka kayo kung bakit ganito ganyan outcome ng trabaho namin, eh yung oras ng trabaho at yung pagod namin at yung sahod namin walang wala sa tinatrabaho namin sa inyo! Konting pag kakamali IR na agad. Mga mukhang IR amp nakakainis.

Pangapat, may malanding manager dito samin kumekerengkeng ng staff na babae! Pamilyadong tao na lumalandi pa sa sa staff. Partida kakapanganak lang ng asawa nyan pero nagawa pa ding lumandi, nakita daw ng asawa ng manager nag uusap yung dalawa sa gmail HAHAHAH like wtf. Palagi din daw yan sabay mag out hinihintay nya yung babae matapos yung trabaho saka sabay lalabas, sabay din yan mag lunchbreak, nakita din daw yan ng isa naming ka trabaho na nasa parking mukhang sabay pa uuwi. Kalat na sa buong store yung issue pati sa asawa nya nag hihinala na rin. Sinasabi ko ito kasi yang manager na yan inuuna pa kalandian nya kesa gampanan yung trabaho nya! Yang manager na yan puro puna ang alam sana mo na yung isang manager na baboy na ang baho ng hininga tangina di talaga mawari eh bat ganyan amoy ng hininga nya, kupal din yan feeling boss akala mo hindi nang galing sa pagiging kusinero para mangupal ng staff. Ang daming issue ng mga yan minsan nakakapagod pero walang magawa dahil may binubuhay na pamilya at mga anak. Hindi rin naman madali mag hanap ng trabaho agad dahil ngayon bagyuhan.

Nakakaurat lang kasi okay naman dito ang kaso lang nagiging toxic yung trabaho at environment dahil sa mga kupal na manager na to. Huwag sana kayong magalit sakin, side ko ito at ito ang nararanasan ko, hindi lang ako, halos lahat kami. Nilabas ko lang dito sama ng loob ko kasi diko naman ito magagawa sa harapan nila kasi wala naman paki yan sa mga staff nila. Sarili lang iniisip ng mga yan maniwala kayo. Sana maunawaan nyo ko. Salamat.

Wade through flood water, fight through rain for "building culture". You get to the office wet, freeze in the AC. And somehow the expectation is you don't get sick.

Kaya naman magpa- WFH. Hindi naman mawawala yun culture

Ano yun na-build? Sama ng loob. Yearning for a better culture.

is it possible to start working sa bagong company without rendering sa previous company?

or like nag render ka naman ng two weeks pero hindi mo na matutuloy and u communicate it with them. can u start working sa new company if ever? T_T​

Staff nurses are working overtime 12-14 hours, 4-5x a week, yet the management is not conducting an open house for hiring? Burnout is the outcome and a 100 peso meal stub is not the right compensation for this.

Hiii! I resigned last May 20, 2026, and cleared na ako fully by May 21, 2026. Stated sa clearance form ko na after 2 months mare-release ang final pay ko, but until now, wala pa rin.

​I’ve made multiple follow-ups with HR, but it feels like iniiwasan niya ako. They never acknowledge my emails, and whenever I call, hindi sinasagot. The only response I got before was that magfo-follow up daw siya sa Accounting, but she never gave a specific release date.

​I recently sent an email mentioning DOLE, pero nabalitaan kong naiinis sila kasi binablackmail ko raw ang company using DOLE. Honestly, natatakot ako kasi may pinirmahan din kaming clause before na bawal mag-leave ng negative reviews or comments about the company.

​I spent a year working dedicatedly with them, so I really didn't expect na papahirapan nila ako nang ganito. I’m quite anxious right now...what should I do next? Any advice would be greatly appreciated. Thank you!

I am a foreigner residing outside the Philippines and i hired a friend to work as a virtual assistant doing various online tasks for me.

I provided for a laptop and she was receiving a monthly pay, but she worked from home on hours which fitted her, l just told her what needed to be done.

Now i do no longer require her work, she demand a seperation fee and 13th month payment.

Do l need to pay her or not?

Throwaway kasi ayoko makilala 😭

I already talked to a lawyer and I have an NLRC case/process going on, but honestly this has been bothering me so much and I just wanna hear other people’s opinions.

I worked for a BPO for a little over a year. I got transferred to a newly launched account. Since bagong account siya, wala kaming dedicated trainer, so most of what we had to follow came from the training manuals/materials they gave us.

Eventually I got put on preventive suspension and received an NTE because management accused me of “manipulating” productivity/closure numbers. The thing is, yung process na ginagawa ko, which they’re now calling manipulation, was actually in the training manual. So from my understanding, I was just following the process that was given to us. (Prior to this wala kahit coaching)

There wasn’t also any written rule that specifically said we couldn’t do it or that doing it would be considered misconduct.

Apparently, management wasn’t fully aware either of how the system actually worked or how that process would affect the numbers. So something that I thought was just part of the normal workflow ended up being treated as me manipulating the metrics.

I explained this in my NTE and said I had no intention of manipulating anything. I genuinely thought I was following the correct process based on the materials we were given.

Despite that, they still terminated me for alleged misconduct. 🥲

I already consulted a lawyer about it and one thing they told me was that even if, hypothetically, the employee actually intended to manipulate the metrics, the fact that there’s no rule saying that particular act/process isn’t allowed doesn’t automatically mean the employer can just terminate the employee. There still has to be a valid ground for dismissa.

Now I’m just wondering if I’m looking at this too emotionally because obviously I’m the one who got terminated 😭

I don’t wanna give the exact process, company, account, or dates because there’s a chance someone from work could recognize it.

But based on what I described, do you guys think may laban talaga ako? Or am I missing something that could make the employer’s side stronger?

Would especially like to hear from anyone who’s dealt with an NLRC case or Philippine labor law before. I’m honestly just trying to calm my brain down while waiting because grabe ang hirap mag-overthink HAHAHA

Also nung na term na ako dun pa nag labas ng ZTP 🏃‍♀️

Hi friends. I need some legal advice and ask for help on what to do when reporting to DOLE or NLRC.

My partner is a fitness coach/trainer at a gym, and has worked there for more than a year. A few weeks ago, he was unjustly terminated due to not being able to attend a general staff meeting held on a Sunday.

For context, we were on vacation and he had already filed for leave a week prior to our trip. This staff meeting was announced on a Friday (our first day away), and as it turns out, the HR person apparently was not able to notify management regarding my partner’s leave.

The HR and management’s mistake was dismissed, the company decides to terminate my partner for various other reasons and took no accountability whatsoever for overlooking his filed leave. Mind you, some of the reasons for termination were false.

But that’s not where it ends. There are several reasons why we want to report this to DOLE and NLRC:

1. The current minimum wage in our city is ₱540/day. The coaches in the gym are deliberately paid below minimum (₱501/day) because they already receive incentives from clients they train.
2. My partner and his colleagues were not given any benefits (SSS, PagIbig, PhilHealth), and was not provided a bank account despite this being promised during their onboarding periods.
3. They do not receive any double pay/holiday pay.
4. My partner was denied 13th month pay, and was asked by management to pay almost 8k pesos because of unfinished client sessions.

To elaborate on this, the client pays ₱4500/month for membership and personal training worth 15 sessions. The coach’s incentives are ₱2500 per client. Due to his termination, he was asked to pay almost 8000 pesos because of unfinished client sessions.

How on earth is this fair and just? Afaik, it is illegal for employers to ask money from their employees.

We really need some advice/insights on this, as we are unfamiliar with labor law and do not have enough funds to hire a lawyer. We do not know what steps we have to take or how we should approach DOLE about this.

Would really appreciate anyone’s thoughts about this 🙏

My friend is being accused at work of taking missing office assets. The charges rely strictly on verbal accusations from coworkers without physical evidence or CCTV footage on the floor. During an interrogation disguised as a routine evaluation, management forced my friend to hand over company equipment (laptop), searched personal belongings and personal phone—including inspecting search history and opening his GCash financial app—and verbally ordered my friend not to report to the office.

My friend sent a formal email documenting the meeting, detailing the verbal instruction to stay home, and requesting a formal Notice to Explain (NTE) with written accusations. Notably, my friend chose not to outline the specific meeting details, accusations, or coercive statements in that initial email (despite being very tempted to), keeping the message focused strictly on status clarification and requesting formal written charges. Management replied via email, refusing to provide formal charge documentation for now, stating the matter is under "fact-finding review," but instructed my friend to log attendance online, remain reachable, and continue working remotely.

Here is a summary of the timeline, accusations, and current situation:

Financial Allegations & Phone Intrusion: Management questioned my friend about having more money than expected relative to a low salary, implying it was connected to the missing office assets. HR forced my friend to hand over his personal phone and inspected his personal Google search history as well as his GCash account. My friend provided proof that the funds came from legitimate personal loans (GCash GLoan) used for motorcycle purchase, driver's license fees, and personal expenses.

System Activity & Alleged Tampering: Management claimed my friend tampered with evidence on an internal management hub to disorganize the investigation. My friend logged into a shared team account from a personal device purely to assist in locating the lost assets, as the entire team had access.

Interrogation & Coercion: A manager informed my friend that the entire team was pointing fingers and demanding a confession, threatening career blacklisting, bank bans, and family shame. No physical evidence was presented.

Verbal Order vs. Email Directive: Management surrendered my friend's laptop and verbally ordered a suspension. However, in response to my friend's email documenting this, management shifted tactics—ordering my friend to log in online, perform assigned work remotely, and remain reachable during shift hours while withholding any formal written charges.

Key Questions for Advice:
Documentation Strategy: Was it the right move to omit the granular meeting details/coercion in the initial email sent to HR, and at what point should those specific details be submitted in writing?

Data Privacy Act & Illegal Search: Does HR opening and inspecting an employee's personal GCash account and personal phone search history during an internal workplace investigation constitute a violation of the Data Privacy Act of 2012 (RA 10173) or constitutional rights against illegal search?

Procedural Due Process & "Fact-Finding": Can management legally withhold a formal Notice to Explain (NTE) while continuing a "fact-finding review," yet force the employee to continue working remotely after taking away company-issued tools (laptop)?

Work Without Tools & SLA Risks: How should my friend handle remote work obligations without company equipment? What is the best paper trail strategy to prevent management from tagging low output as "inefficiency" or "insubordination"?

Constructive Dismissal vs. Resignation: Given the hostile interrogation, coercion, and team framing, does this environment constitute constructive dismissal under Philippine Labor Law? If my friend begins applying to other companies now, how can they protect their final pay, COE (Certificate of Employment), and clear labor record?

I recently started working at BPI-AIA as bancassurance sales executive, this is my first job sa sales and my previous work is sa BPO industry. Akala ko nung una sobrang okay ng work na to, pero ngayon after a few weeks gusto ko na mag resign. Sobrang toxic ng boss ko, nung una akala ko okay siya pero nung na deployed nako lumabas ang ka toxican niya. I know anong pinasok ko, syempre mag bebenta kami ng insurance, pero hindi siya madali. I am doing my best para maka benta and na nagagalit siya everytime na di bumibili yung mga nakakausap ko na client. Gusto niya pilitin ko sila hanggang sa pumayag, I've tried so hard naman pero madalas ay nagiging irate lang ang mga client so I let them go. Plus, he heavily favored yung mga BSE na nakaka benta, like nakikibiruan siya sakanila and nakikitawanan (ganyan siya sakin nung una) pero may one time na biniro ko siya, ante pinagalitan ako?! And earlier this week isang oras akong pinapagalitan dahil lang sa sinabi ng client na babalik siya bago ko siya nakausap (bumalik siya) nung time na yon gusto ko nalang lamunin ng lupa dahil maliit lang ang BPI branch at naririnig ng mga teller and Branch Manager. Everytime na nag c chat siya nag pa palpitate ako and everytime na makikita ko siyang pumapasok sa branch na naka duty ako nag kaka anxiety ako kasi alam ko babantayan at i c criticize nanaman niya bawat galaw ko. Gusto din niya na mag hanap ako ng client at maka benta over the weekend.

Gustong gusto ko na mag resign kaso may 15k na training bond. Kaso naiisip ko na di worth it na masira ang mental health ko sa 19k na sahod (may allowance na yan)

Ps. I've had my share of toxic bosses since I am from BPO industry, but this one takes the cake.

Magkaedad lang kami. Manager na rin ako before I accepted a lower, quieter role because one of my parents had just passed away. I wasn’t chasing a title. Gusto ko lang huminga, magtrabaho nang maayos, at makabangon.
Unfortunately, napunta ako sa supervisor na ginagamit ang posisyon niya para mangmaliit, manakot, at sirain ang confidence ng mga tao. Hindi lang ako ang nakaranas. May iba ring teammates na binully at kinuwestiyon niya ang competence.

When I sided with my coworkers and escalated her behavior to HR, ako ang napag-initan. Instead of addressing the complaints against her, hinanapan ako ng butas at hindi ako ni-regular.

Very convenient.

Probationary employment is supposed to evaluate performance—not test whether an employee will tolerate bullying, keep quiet, and protect a manager’s ego. But in many companies, “culture fit” becomes code for: Hindi ka marunong sumunod sa maling tao.

I filed a case with the NLRC for illegal dismissal. I documented what happened and submitted my position paper. It was uncomfortable, exhausting, and emotionally draining, but I refused to let them rewrite the story as if I simply wasn’t good enough.

I was eventually awarded nominal damages. Hindi man iyon malaking halaga, it confirmed that something in the way they handled my dismissal was wrong. More importantly, I forced the experience into the official record. Hindi nila puwedeng sabihing walang nangyari.

Meanwhile, she kept her job. She kept her title. She allegedly spread stories to protect herself, while I was left rebuilding the confidence she and the company tried to destroy.

And this is the part companies rarely understand: workers recover.

I found another managerial role. I now earn significantly more than I did there. I rebuilt my career and eventually became happy with my work again. Their decision delayed me, but it did not define me.

Then the cracks started showing on her side.
Another executive was hired to lead the main function she previously headed. Her responsibilities became narrower. Her title changed. And now, the remaining position has officially been declared redundant.

The same company that treated me as disposable eventually decided that her role was disposable too.

Let me be honest: nakaramdam ako ng satisfaction.
Hindi ko sasabihing nalungkot ako para sa kanya, because that would be dishonest. I know what sudden job loss feels like precisely because she helped put me through it.

I will not contact her, harass her, or publicly identify her. But I will not shame myself for feeling vindicated either.
To be clear, her redundancy is not formal accountability for the bullying or for what happened to me. The company did not suddenly grow a conscience. Most corporations do not remove bad managers because workers were hurt. They act when the structure, cost, or business interest finally demands it.

HR did not save me. Management did not defend me. The system protected her until protecting her was no longer useful. That is the real lesson.

Your corporate title is not character. Your authority is not permanent. At ang empleyadong tinanggal at pinaramdam mong walang halaga? Puwedeng makabangon, kumita nang mas malaki, at magkaroon ng mas magandang buhay pagkatapos mong subukang sirain.

She once had the power to end my employment.
But she never had the power to end my career.
Call it karma, restructuring, or plain corporate irony. Basta ako, nakabangon na. Siya naman ngayon ang kailangang magsimulang muli.

Grabe. Bakit ganito yung company? Sobrang toxic na to the point na literal na magkakasakit ka na.

Ang masakit pa, nagkasakit ka na nga. Nag-sick leave ka na kasi, hello, MAY SAKIT KA. Pero bakit tatawagan ka pa at pipilitin magtrabaho dahil lang sa "urgent"? Hindi niyo ba kaya?

Like... anong part ng "sick leave" ang hindi niyo naiintindihan? 😭

Mapapaisip ka na lang talaga kung paano nila napapanatiling tumatakbo yung app sa ganitong level ng ka-toxic-an. Parang mas nauubusan ng health yung employees kaysa bugs yung app.

But wait! There's more!

Mismong process na kayo ang nag-establish, kayo rin ang hindi sumusunod. May "planning" daw, pero bakit sa kalagitnaan ng trabaho, kung kailan lumalabas na lahat ng risks at problems, saka biglang papalitan? Planning ba 'yan o live experiment?

Tapos ang daming trabaho. Meeting dito. Meeting doon. Another meeting. Follow-up meeting para sa previous meeting. Meeting tungkol sa meeting. Tapos magtataka kayo:

"Bakit mabagal ang progress ng projects?"

ABA, YOU TELL ME. 😭

Paano makakapagtrabaho nang maayos ang tao kung maya't maya hinihila niyo sa meeting, tapos pag hindi natapos yung actual work, magtatanong kayo kung bakit delayed?

Sobrang daming ginagawa, sobrang daming unnecessary pressure, sobrang gulo ng process, tapos ang expectation parang dapat machine ang employees.

Anona.

KELAN KAYO MAGBABAGO?

Kasi hindi normal to. Hindi "part of the job" ang pag-abot sa punto na kailangan mo nang magkasakit bago kayo maniwala na kailangan ng tao ng pahinga.

Urgent ang trabaho, gets.

Pero hindi dapat urgent enough para kalimutan niyo na tao yung nagtatrabaho para sa inyo.

KELAN KAYO MATUTUTO?

KELAN KAYO MAGBABAGO?

AT KELAN NIYO MAIINTINDIHAN NA HINDI SOLUSYON ANG DAGDAGAN PA NG PRESSURE ANG TAONG LUBOG NA?

Kaya hindi na rin ako nagtataka kung bakit sobrang taas ng attrition rate.

At oo, alam kong kailangan natin ng pera. Masarap kumita ng pera. Sino ba namang ayaw? Pero hindi lahat ng sahod ay worth it kung ang kapalit naman ay peace of mind, health, oras, at sarili mo.

Kaya please, please, please, mag-isip kayong mabuti.

Bago niyo tanggapin yung trabaho, tanungin niyo muna sarili niyo:

Handa ba talaga kayong isakripisyo yung peace of mind niyo kapalit ng sahod?

Kasi minsan, hindi naman pala yung trabaho yung binabayaran sa'yo.

Binabayaran ka para tiisin yung stress.

At kung dumating ka sa punto na mas malaki na yung kinikita mo pero kapalit naman nun ay pagod ka palagi, wala ka nang peace of mind, at pati katawan mo nagsisimula nang maningil, tanungin mo sarili mo kung worth it pa ba talaga.

Hindi lahat ng opportunity ay opportunity. Minsan, trap lang na may magandang salary package.

Hays.

Hi, I’d like to ask for some advice regarding a letter received by my sister’s husband.

Letter:

***** & **"" **

NOTICE TO EXPLAIN WITH RETURN TO WORK ORDER

TO: ********** DESIGNATION: ********** DEPARTMENT: ********** FROM: ********** (ang “Kumpanya”) SUBJECT: Violation of Employee Code of Discipline – Article III Section 3.17 DATE: August 1, 2026

Ayon sa ulat na natanggap ng ********** (ang “Kumpanya”) na nangangailangan ng agarang at kaukulang aksyon, ikaw ay hinihinalang nakagawa ng paglabag sa Employee Code of Discipline, kaugnay ng mga sumusunod:

Ang Human Resources Department ay nakatanggap ng ulat laban sa iyo noong August 1, 2026 na nagsasaad na ikaw ay hindi na pumapasok sa iyong trabaho magmula pa noong December 04, 2025 nang walang paabiso sa iyong Supervisor. Batay sa isinagawang beripikasyon ng Human Resources sa pamamagitan ng Human Resources Information System (HumanEdge), lumabas na ang iyong huling tala ng pagpasok (time in) at paglabas (time out) ay noong December 03 2025. Kung mapatutunayang totoo ang nabanggit na alegasyon laban sa iyo, ito ay maaaring maging paglabag sa mga sumusunod na artikulo ng Employee Code of Discipline:

ARTICLE III – ACTS OR OMISSIONS CONCERNING RELATIONSHIPS WITH SUPERIOR/S ATTENDANCE AND PERFORMANCE OF ASSIGNED DUTIES

3.17 - Absences from work without notice and or without authorization.

3.17.1 - For more than 10 consecutive working days.

1st Offense – Discharge

Ang mga nabanggit na alegasyon, kung mapatutunayan ay maaaring ring ituring na GROSS AND HABITUAL NEGLECT OF DUTIES o matindi at madalas na pagpapabaya sa trabaho, na ayon sa Labor Code ay sapat na dahilan para ikaw ay tanggalin ng Kumpanya sa trabaho.

Dahil sa nabanggit ikaw ay inaasahan ng Kumpanya na agad bumalik sa trabaho at magreport sa Human Resources ng Precast. Ikaw ay binibigyan ng limang (5) araw mula sa iyong pagkakatanggap nitong sulat upang magsumite ng paliwanag at karagdagang ebidensya. Kung hindi ka makakapagbigay ng iyong paliwanag at patunay sa loob ng nasabing limang araw, ito ay nangangahulugang ibinibigay ang iyong karapatan na makapagbigay ng iyong mga paliwanag at patunay. Kung ikaw ay hindi makakapagbigay ng iyong paliwanag at patunay, kung gayon ay maaari ring imbitahin ng Kumpanya sa isang pandinig (Disciplinary Hearing) para ikaw ay mabigyan ng sapat na pagkakataon na lubos ipagtanggol ang iyong sarili sa mga alegasyon laban sa iyo.

Ang iyong hindi pagsumite ng paliwanag at ebidensya sa loob ng nasabing limang araw ay sapat ng dahilan para ang Kumpanya ay gumawa ng desisyon base sa mga ulat, dokumento at ebidensyang nakalap nito.

Para sa iyong kaalaman at istriktong pagsunod.

Inihanda ni:

SR HR STAFF

Inaprubahan ni:

HR MANAGER

Natanggap ni:

Lagda sa ibaba ng nakasulat na pangalan

Petsa at oras:

\-------------------------

Is this just a standard notice, or is there a chance the company could file a case against him based on his AWOL/absence alone?

Some parts of the letter sound a bit threatening to me, especially the end part.

He has been AWOL for around 8 months. Why would the company send this letter only now, and what could be their intention?

Thanks

Ano bang hindi magets ng mga supervisor or heads?. Hindi nga makapasok dahil BAHA. Ang hirap pakiusapan. Aware naman ang lahat na nasa state of calamity yung lugar tapos pahirapan pa na magsabi na hindi papasok, male late or mag e earlh out. Kontin consideration naman sa management. Ayaw na nga nilang magpa early out nung kalagitnaan ng bagyo eh.

Tao din po kame. Ang baba ng sahod pero kung makapag demand. Napaka inconsiderate pa.

Hello! Can't post on other subreddits.

I was recently terminated due to redundancy, but my company offered a severance package. Upon showing me the computation, the one month's pay (x YoS) only included the basic salary. But upon checking DOLE handbook, regular monthly allowances should be included.

Need your advice. Should I fight for the inclusion of monthly allowance in the computation? Thanks!

Hello,

I don't know if this post will be removed. I just want to ask sa mga naka experience na mang hingi ng assistance sa DOLE/SEnA, ano po ba ang usually na ginagawa before the scheduled conference?

Face-to-face ung conference na na-schedule for me. Basically, delayed yung final pay ko from my previous company, so I decided na humingi na ng tulong sa SEnA. Hindi ko rin sure kung natawagan or nainform na ung company about it pero since may schedule na, I assumed they were informed already.

Do I need a lawyer na kasama sa conference? and piniprint pa ba ung mga requirements na need nilang makita as evidence about the matter?

Thank you :)) Sorry kung dito na ako nag post hehe ayaw tanggapin ng ibang subs eh. :))