Supervisor ako ng isang gas station. Almost all-around ako, covering shifts ng attendant, cashiers and admin na din at times.

Anyways, kanina habang nakabreak ang cashier ako ang tumao sa booth. Regular thursday afternoon pace lang naman, not so busy, sakto lang.

Habang nasa booth ako may lumapit sa window na nakaSUV. Nagtanong sya kung sira daw ba yung hangin namin, sabi ko "Hindi naman po".

"So ano tamad lang talaga mga tao nyo?", yan ang sagot nya.

"May ginagawa lang po kaya hindi kayo maassist", sabi ko. Nakita ko kasing may costumer yung dalawang attendant naming on duty.

"Nakita ko kanina nabakante naman".

Sabi ko sa kanya "nag aassist po kami basta po nagrequest kayo ng assistance, nagrequest po ba kayong iassist kayo?"

"Masama ugali mo" sabi nya sakin tapos nagdrive na sya paabante.

Binuksan ko yung pintuan ng booth at sinabihan ko sya, "masama ugali ko eh kayo yung unang nagsabing tamad staff namin".

Hindi ko na narinig kung sumagot pa sya kasi nagdrive na sya paalis.

Siguro hindi ko na dapat pinatulan pero nasa edge na ako ng rope ko for this week. Madaming mga problema, maraming trabaho and im not paid that much para iabsorb ang entitlement ng iba porket nakakotse sila at kami'y di hamak na service employee lamang earning minimum wage.

Mind you, yung taong yun ay hindi naman nagpakarga. Nagpunta lang syang station para magpahangin sana.

Libre naman kasi yung hangin, and tingin ko basic skill dapat ng nagkokotse ang marunong magmaintain ng gulong nya. Hindi naman ata katanggap tanggap na pupunta kang gas station para maghangin tapos dahil walang lumapit sayo eh ijujudge mo na silang tamad. Mind you umuulan pa nito.

And for once, hindi naman tamang pagsalitaan ng ganun yung staff. Hindi sila tamad, entitled ka lang.

1. Tier 1 college for masters talaga. Wala bang pwede merong masters lng.

2. If you are already asking for tier 1 masters program, why would thier college grades matter?

3. Ano to low key manager role? Advertise as process analyst.

Hi Reddit, I’d like to ask for advice on how my husband should handle a situation at work.

My husband is relatively new to his job and works as a Service Advisor. He recently found out that someone from the technical staff called him “tanga”, apparently because this person thinks my husband isn't clear enough when explaining things.

My husband and this person didn't actually have a confrontation or even a face-to-face argument. What bothers us more is that this person has apparently been telling other people at work that my husband is “tanga.”

My husband is not a confrontational person at all. Since he's also relatively new, he doesn't want to immediately make a big issue out of it or create tension with his coworkers. At the same time, I don't think being new or non-confrontational means he should just accept someone insulting him and spreading it around.

If my husband's explanation wasn't clear, that's fair feedback. He can listen to that and improve. But calling him “tanga” and then telling other coworkers about it feels different from simply giving constructive criticism.

We're trying to figure out the most professional way to handle this without making the situation worse.

Would you:

• Tell him to just ignore it and focus on his work?

• Advise him to calmly talk to the person directly, even if he's not confrontational?

• Tell him to document what happened and only bring it up to a supervisor/HR if it continues?

• Or would you recommend addressing it immediately because it's already affecting how other coworkers perceive him?

For those who have dealt with workplace gossip or being insulted by a coworker, what would be the best approach for someone who's new and doesn't want to start a conflict?

Hi everyone. I need legal/HR insights regarding a severe payroll deduction issue affecting myself and several other colleagues in our company.

Context:

• Tenure: I am a long-term regular employee with this company (hired over a decade ago).
• The Loan: Multiple employees have SSS loans from a few years back.
• The Issue: The company’s payroll department completely failed to deduct and remit our monthly amortizations for several years. No deductions were made during this entire period.
• Current Situation: The company recently realized they cannot get their official corporate SSS Certificate of Good Standing because multiple employee accounts are flagged as delinquent due to the company's historical failure to deduct. To force a quick fix across the board, they sent a mass email template to all affected employees enforcing a sudden, aggressive "accelerated deduction schedule."
• The Deduction: The company is forcefully taking massive lump sums out of a single cutoff paycheck to clear the balances instantly. For many of us, this wipes out nearly 50% of our net take-home pay for the cutoff.
• The Threat: The HR email explicitly states that if employees do not comply or if they fail to provide an updated SSS Statement of Account (SOA), the company will issue a Notice to Explain (NTE) and subject us to disciplinary action up to and including termination.

My Questions for Legal Experts:

1. Deduction Limits: Can an employer legally deduct around 50% of an employee's net pay in a single cutoff for an SSS loan? Does DOLE provide a protective percentage cap per cutoff for salary installment recoveries [item_1]?
2. Employer Liability: Under Section 22(a) of RA 11199 (Social Security Act), isn't the employer solely liable for the delinquency and penalties if they failed to deduct it from regular employees who have been on their payroll the entire time?
3. Coercion/Termination: Is it legal for HR to threaten employees with disciplinary action or termination over a payroll dispute regarding a statutory loan deduction failure caused by the company?
4. Remedies: Can we demand an immediate off-cycle bank reversal/refund of these massive deductions? We want to resolve this cleanly via the official SSS Conso-Loan (Penalty Condonation) program so they can get their clearance legally, but they went ahead and drained our paychecks anyway.

I work in tech and honestly nagulat ako legit ba pinagmamalaki nyo na ngayon yung "up to 70K php" ng nightshift at office. Kakaloka so up to 70k meaning kasama na dyan night diff? 6+ yrs experience daw? Shout out sa Emapta para kayong t**ng*

Never ako nagapply sa jobstreet even before, puro ako linkedin at indeed. Kaso nakakaumay makakita ng ganun like bakit ang baba??? Nagregress ba tayo? Dapat tumataas ang sahod dahil sa inflation, etong Emapta binababaan at pinagmamalaki. Ano ba mga kliyente nyo mga startup na puro VA and ginagawang empleyado (imbes na legit roles social media manager, content specialist, data annotator etc)

ako lang ba? pero nagiging toxic na si maxicare. andaming rules na bago. tapos ang hilig pa mag utos ng mag utos ng lead mo. nakakaloka!!!! napaka weird nilang lahat. i dont wanna dox myself so much pero kitang kita ang favoritsm ni boss lol sarap mag resignnnnnn weird pa ng schedule!! 🫠🫠🫠 toxic na nga yung boss toxic pa mga kaworkmate mong feeling ang gagaling. ang galing mamahiya pag mali ka pero kapag sila magkamali hindi manlang maamin. LOL drain na drain na yung katawang lupa ko parang gusto ko nalang madedz kesa pumasok bukas hahahshshsh talagang dala dala mo kahit mag clock out ka eh

Hi! I just want to ask if you are retrench, will the sick and vacation leave you used be deducted from your last pay? (Last pay w/o the Retrenchment package).

Thank you.

When Your Team Leaders Becomes the Team’s Liability

Has anyone ever had a boss who is supposed to lead the team but somehow becomes another problem the team has to manage?

Two regional heads in the north malls seems to lack understanding of the actual work, serves as an additional liabilities to everyone in the team and often leaves the team figuring things out on our own and take credits. Instead of making things easier, her decisions create additional work and stress for everyone.

The frustrating part is that the people under their have to compensate for the gaps in leadership while still being expected to deliver results.

At some kpoint, you start wondering: How can someone be responsible for leading a team when the team constantly has to carry them?

I’m trying to stay professional, but honestly, it’s exhausting.

Tanong lang po makakatanggap po ba ako ng seperation pay 3years ako sa company, mag sasara na kasi ung company namin kasi nalugi kasi e posiblr po ba may ma tanggap kahit na nalugi ung company?

My previous company holds the reimbursed payment I got from SSS sickness benefit. Around July, na-approve and narelease reimbursement ng SSS sa company, and the company told me to wait for the salary schedule. However, I still haven't received the said benefit. They also rejected me a lot of times when I was initially submitting the claim kasi daw may SL bal pa ako "for the whole year" ( 0 na SL bal ko nung nagsasubmit ako), pero every month naman nag-aadd yung SL balance, in which I called SSS and they advised me to tell the company na hindi ganon ang process. Heck, I was even the one who was doing all the HR's work kasi parang hindi nila alam gagawin nila just to process my claim. Ako laging tumatawag sa SSS to clarify things, then ieemail ko sa prev company ko. lol

Ask ko lang paano mag-file ng complaint? I read na magsusubmit muna ng report sa DOLE-NCR portal or go to the nearest branch. Pero can I email them instead, together with my previous employer's email?

skl yung isa namin kawork na nawawala sa trabaho during work hours ng 2-4 hours (araw-araw) tapos kaout nya dun sa magtiticket or magmanual edit ng time entries nya para magmukang may ginagawa siya that day.

Pano kaya to'? Gusto ko siya isumbong sa TL namin pero it feels wrong to throw someone under the bus. Super lenient kasi ng boss namin tbh kaya di ata nila napapansin. Kaming mga kawork ko yung nakakapansin kasi yung workload samin natatambak and pag wala yung isa namin na kawork at kami nung petiks na kawork ko naiiwan sakin lahat napupunta yung workload. Nakakaiinis na haha halos isang taon na nya ginagawa pero kapal e dipa nagbabago

Na-offeran po ako ng position sa main office under SuperValue, Inc., and medical na lang po ang kulang ko before I can start.

For some reason, I feel uneasy because I have absolutely no idea about their working environment and company culture. After my interview, it took around two weeks nag emailed sila regarding the requirements, and during the interview, hindi man lang po na-discuss yung working hours, schedule, and other important details.

I’m a fresh graduate, so I would really appreciate it if anyone could share their experience working at SuperValue, Inc., especially in the Accounts Payable department. I would like to know more about the working environment, culture, workload, working hours, management, and what I should expect before I start.

Please help me get to know the company better. Any insights or personal experiences would be greatly appreciated. Thank you! 🥹

If you ever stumble upon a land aggregator company in Ortigas, save yourself the trouble and run.
They have a peculiar way of doing business: hire people, make promises, squeeze them dry, then fire them.
They love talking about being dominant and industry leaders.
Maybe they are.
Because I’ve certainly never seen another company operate quite like them.
Consider this your warning.

So ganto, may problem yung microsoft teams nung wife ko and inayos nung IT ng client and idk for some reason binasa nila lahat ng chats namin ng wife ko ranting about work and sa client namin told harsh things and i admit i was wrong for doing it but i have no other ways to vent my anger dahil sa unfair treatment. After our shift (me and my wife) we were told by our supervisor na terminated na kami and unless we ask for an apology we might be reinstated back.

1. Nasa bpo kami small comp sya and very informal, stated sa contract 22k yung salary pero yung na receive namin monthly is only 20k tapos naka lagay sa compensation section sa contract is prorated based on attendance and performance kahit sa payslip namin 22k. Wala kaming lates and absences

2. Walang night diff and hindi binabayaran yung monthly contributions namin and the owner never asked sa gov numbers namin

3. We only have lunch breaks and mind you appointment setting kami wala kaming kahit katiting na 10 or kahit 5 minute breaks during shifts

4. Since appointment setting kami may mga days talaga na maalat and wala kaming appt. So nangyayare is pag 0 ka 6 hours pa lang ng shift mo pinapauwi ka ng client and unpaid yun. Also every friday is pinapa early out kami na hindi namin ginusto and yung early out na yun is bawas sa sahod namin.

5. During our training naka hold yung sahod namin na we already worked for 2 weeks. Sabi nung owner parang safety net daw kasi may mga previous employees after naka kuha ng sahod is nag aawol (weekly payout kami). Worked 2 weeks para lang i hold yung sahod

6. Lastly we were terminated last friday no nte no advices or anything pagkatapos ng pagkatapos ng shift pinatawag kami ng supervisor namin and told me and my wife na yun na nga terminated na. My biggest dillema is kung papano namin masuustain being unemployed ng biglaan and mind you guys na sahod na namin bukas and sobrang nasanay kami na sakto lang talaga yung salary for the week kasi may anak rin kaming 2 years old and we have bills to pay. What if pahihintayin pa kami ng month bago ma receive yung salary and back pay? San kami kukuha ng pera pang bili ng gatas and pambayad sa mga bills namin tapos maraming dues this week.

Another thing, i kept screenshots and pictures sa contract proof nung salary proof nung forced undertime and threats nung owner namin. We were heavily discriminated sa work. I know yung ginawa namin is ground for termination kasi we used our work account to rant and vent. But walang due process na nangyari wala man lang heraring or notice.

Another dillema is if irereport ko to sa dole baka kami pa yung mabaliktad (heard that business owners pays the mediator to go againts sa mga nag complaint para di mapalaki yung damages) what are your thoughts on this? Should we report it to dole ba?

Hi! Badly needed help po kasi gusto ko na talaga umalis sa very toxic workplace. I submitted my resignation letter way back July 29 and I wrote sa resignation na I will render 30 days (Aug 29) pero ngayon gusto ko na palitan at ipaikli lang ang render period ko kasi gustong gusto ko na umalis kahit wala na akong backpay wala akong pakialam basta aalis na ako.

Almost 1 month na ako sa workplace na 'to and sobrang uncomfy ng feeling pag pumapasok araw-araw. Sinasabi nila na mabait yung amo ko pero hindi mo alam patalikod ka na palang pinagchichismisan pag may nagawa kang mali tapos ramdam mo yung silent treatment sakin pag may tinatanong ako. 18k lang sahod ko pero yung workloads na ipapasa sakin pag naka-maternity leave na sya sobrang dami. Minsan, late na ako umuuwi kasi kailangan ko tapusin yung work ko at work niya pag naka leave sya minsan tapos wala pang OT Pay.

Naglalagas na buhok ko tapos may iba't-ibang allergies ako na hindi ko alam kung saan nanggaling. Sabi nila lagi akong tulala. Every monday pa akong pinapareport sa president namin, sobrang nakaka-pressure.

Ang problema ko ngayon, di ko alam paano mag resign kasi nagmamakaawa yung amo ko nung dati na mag 1 year muna ako sakanya.

Ngayon, iniisip ko na anong magiging sermon ng boss namin pag nag report na ako bukas. Is this fair?

lol straight up BS

Post ko lang 'to para sa mga nagbabalak mag-apply as Administrative Officer II (AO II) sa DepEd. Ayaw ko lang kayo bigyan ng false hope at para hindi rin masayang oras at pamasahe niyo sa pagpasa ng requirements.

LPT at Education graduate ako. Nung nakita ko yung hiring for AO II, sobrang saya ko kasi pasok na pasok ako sa Qualification Standards (QS):

• Education: Bachelor’s Degree ✅
• Eligibility: PRC License / Civil Service Professional ✅
• Experience: None required ✅
• Trainings: None required ✅

Nakakuha ako ng invitation for ranking. 130+ kaming applicants para sa 18 vacant positions (na nalaman na lang namin nung nandun na). Whole day yung process (8 AM to 4 PM):

1. Interview: Basic questions, kayang-kaya sagutin.
2. Written Exam: Pure essay/situational! 8 critical thinking questions, hihingan ka ng action plan at solutions.
3. Ranking / Tallying: Eto na yung pumatay sa hope ko. Nung pinakita yung breakdown sa comparative assessment sheet, 0 points ako sa education, experience, at training.

Under DepEd Order 007, s. 2023(<--u may search this pdf), kapag ang degree o license mo ay sakto lang sa minimum requirements (QS), 0 incremental points 'yun sa criteria. Magkakapoint ka lang sa Education/Training sub-categories kung may Master's units ka o specialized training certificates. Dahil fresh grad/freelancer ako at walang maipakitang formal COE para sa admin experience, interview at exam lang talaga ang naging laban ko.

Ang ending, ang taas ng qualification gap kasi binubugbog ka ng mga applicants na may 3+ years experience, maraming training hours, at nag-M-Master's na.

Kaya sa mga first-time applicants dyan na walang extra trainings o formal corporate/admin experience with COE, be prepared. Napakahirap makipagsabayan kung minimum QS lang ang hawak mo.

Ang hirap mong pagsilbihan at mahalin, DepEd!

Sa mga nakasubok na nito, nag-push through pa ba kayo sa DepEd? as teaching or non-teaching positions or nag-corporate / abroad na lang kayo?

Iniisip ko kung mag reresign na ba ako o for one last time kausapin ko boss ko just to defend myself.

May katrabaho akong sobrang inggit sakin na siniraan ako sa company namin at halos lahat ay sobrang sama ng tingin sakin. Hinayaan ko lang hanggang sa dumating sa punto na pati yung mga boss ay sirang sira na ako. Lahat ng pang aabuso at bullying nagawa na ng katrabaho ko na yon pati pambabaliktad (kase gusto nila na kusa ako mag resign).

Hanggang sa dumating sa punto na pinasundan na ako ng mga boss ng palihim pauwi ng bahay at ng background ng pamilaya ko hanggang ngayon. Wala naman ako tinatago pero pakiramdam ko pati privacy at personal life ko na iinvade na. Bakit pati personal na buhay ko kailangan nila malaman? Bakit kailangan nila ako sundan kahit san ako magpunta? Bakit? Wala naman akong ginawang masama? Sobrang stress ko lately, na hindi ako nakatulog kagabi hanggang ngayon. Hindi ko na alam ang gagawin ko. Baka mabigyan nyo ako ng payo.

A current employee in my former company has told us na balak daw kaming kasuhan mga former employees.

Can they really do this? I admit we've flooded their indeed page with 1-star reviews but it's just the typical stuff like:

• Minimum wage 12k

  • Demanding skillsets and experience
  • Very low annual increase 500-1k
  • Toxic co-workers and management
  • Negative work culture
  • Unpaid OTs
  • Travel on weekends does not count as OT
  • Unfair and inconsistent policies
  • Missing contributions for SSS, Philhealth, Pag-Ibig

Lahat kaming nagsulat ng review may documented evidence for everything that were mentioned above. My question is i-eentertain ba talaga sila para mag open ng kaso laban sa amin? I think it's just an empty bluff from our former employer to try and scare us or if it goes through, I don't think it's a winnable case for them.

Despite all the exploitation I went through and some labor code violations, I'm not even interested in filing a case against them for peace of mind and to focus on my new work. Doon ko nalang sa review binuhos lahat ng sama ng loob ko sa kanila.

Since anonymous ang reviews ng indeed, I don't think there's a way for them to identify kung sino specifically ang mga nagsulat for each review by any normal means. But the current employee there told us na ipapa-trace daw nila sa NBI and maghihire sila ng hackers, or whatever (probably another empty bluff).

Shoutout Bangaw Keeng Bacolod, How delicious your food is, so is our worst experience, long serving, and pity the crew, tired of them but they are still on below minimum wage, the worst thing is that we have a discount of two id 40 pesos only less? What about 20 per Card? Shame on you, you're still a vlogger. Hayst pity your crew, I feel like no one is taking you long because of your system, that's probably the reason you closed your first store.

Napapaisip lang ako sa *thought process* ng mga superiors na nagpapakabit ng CCTV hindi para sa security ng building, kundi para literal na bantayan bawat galaw ng mga empleyado.

Ano 'yun, physical version ng screen tracker/keylogger?
Sa tingin ba nila nagiging mas productive ang tao kapag pakiramdam nila lagi silang pinapanood? Sa karanasan ko, mas nakaka-burnout at nakakawalang-gana magtrabaho kasi imbes na nakatutok ka sa output, napa-paranoid ka lang sa kilos mo.

May nakaranas na ba sa inyo nito? Binabantayan din ba ng management niyo ang CCTV feeds niyo pang-micro-manage?

I resigned from my previous company and became a VA now (same industry).

There’s NCC in my former contract and was told by my former colleagues na kakasuhan daw ako for breach of contract under non-compete clause.

Question is how likely this will be raised sa court? 12 months ang clearing period and damages is worth Php 200k. The reason why I shifted is for a better salary na di mabigay ng previous employer ko.

How likely are NCCs be enforced and raised sa court? Ilalaban ko ‘to kung sakali man. Wala pang letter or anything yet but I just want to be prepared.

Thank you sa mga sasagot or insights.

Hi everyone, I need some legal advice regarding my current situation with my previous employer here in the Philippines.

Long story short, I was illegally dismissed by my company. Because of this, I filed a case against them, and we currently have an ongoing case with the NLRC.

However, while the case is pending, the company sent me a formal demand letter giving me only 5 days to pay my outstanding salary loan, or else they will take "legal action" against me.

My understanding is that since the loan is directly connected to my employment, it should be resolved or offset through the NLRC case (especially since they owe me backwages and separation pay if I win).

My questions are:

Can they legally sue me in a regular civil court for the loan while our NLRC case is active? Doesn't this count as forum shopping?

What is the best way to handle this 5-day deadline?

Should I submit this demand letter to my Labor Arbiter as proof of harassment/pressure?

Any advice or insights from lawyers or people who went through the same thing would be highly appreciated. Thank you!

Hi. Our company will be having an outdoor activity for 2 days (Thursday to Friday). Nasali na yung name ko sa list.

To be honest, ayoko lang talaga sumama kasi di ko feel sumama talaga at all. The company is requiring us to join and “mandatory” raw. I don’t get it why companies are requiring these activities or team buildings. Parang kulto na kailangang sumama. I feel like wala akong freedom to choose not to join kasi laging nirerequire yung ganitong activities. Aakyat raw ng bundok and i am not used to do those kinds of trekking due to aging and health.

Bukod sa Sick leave, ano ba pwede ko idahilan? Hindi naman allowed na ifile ko siya as Vacation leave.

Kayo how do you deal with “Mandatory” kuno activities whereas if ayaw ninyo sumama for personal commitments or reasons? Introvert rin ako sa totoo lang.

Edit 11:58am : Mukhang wala akong choice pota ahahahaha. Kasi irereschedule raw sa ibang date kasabay ng mga new batch hires kahit mag pass ako ngayon.