KUNG BUKID AT KARAGATAN ang kinabubuhay ng magsasaka at mangingisda, para sa ordinaryong manggagawa, ito ay ang kanyang trabaho.
Kaya ang mga regular na manggagawa ay hindi pwedeng basta-basta matanggal nang walang dahilan dahil kabuhayan niya at buhay ng kanyang pamilya ang nakasalalay.
The cause for termination of employees must rest on substantial grounds and not on the employer’s arbitrariness, whims, caprices or suspicion; otherwise, the employee would eternally remain at the mercy of the employer.
Kaya may dalawang dahilan lang para matanggal siya sa trabaho. Kung siya ay pasaway (just causes) at kung magsara o magbawas ng tao ang kumpanya (authorized causes).
Mahaba-habang diskusyunan ‘to kaya unahin muna natin ang just causes para matanggal ang isang empleyado sa kanyang pinagtatrabahuan.
1) SERIOUS MISCONDUCT
Eto ay isang kilos na mali o hindi tama (improper or wrong conduct). Isang paglabag sa maliwanag na patakaran (definite rule of action) at pinagbabawal na gawin (forbidden act), kapabayaan sa tungkulin (dereliction of duty), na sinadya (willful in character), na nagpapahiwatig ng maling intensiyon at hindi lang isang maling pasya (mere error in judgment).
Kaya para maging sapat na basihan upang tanggalin sa empleyo gamit ang “serious misconduct” dapat ay:
a) Ang misconduct ay malala (serious)
Dapat talagang grabe yung ginawa tulad ng pagnanakaw o panloloko sa trabaho.
b) May kinalaman sa pagganap ng tungkulin sa trabaho (relate to the performance of the employee’s duties)
So kung ang isang empleyado ay chickboy at laging nagpapa-iyak ng mga dilag, hindi maituturing na serious misconduct yun basta hindi apektado ang kanyang trabaho.
c) Nagpapakita na ang empleyado ay hindi na nararapat magpatuloy sa pagtatrabaho (unfit to continue working) sa kanyang amo.
Syempre, kung nagnakaw na minsan, baka maulit pa.
Iba ito sa kaso ng mere error in judgment o sumablay lang sa pagpapasya. Kasi dito walang masamang intensiyon o wrongful intent. Ganon talaga, tao lang.
2. WILLFUL DISOBEDIENCE TO LAWFUL ORDERS
Bilang isang namamasukan at aliping sagigilid , dapat ay handa kang sumunod sa mga resonable at lawful na mga utos ng iyong boss na may kinalaman sa trabaho.
Kung meron kang problema sa otoridad at ayaw mo laging nauutusan, sibak ka. Magtayo ka na lang ng sarili mong negosyo kung ganon.
Kaya eto ang dapat mong tandaan:
a) Ang utos ay dapat reasonable at hindi labag sa batas (lawful). Kung isa kang CPA at inutusan ka ng boss mong bunutin ang buhok niya sa kili-kili, e hindi na reasonable yun.
b) Alam ng empleyadong may ganong utos (sufficiently known to the employee). Kaya ‘wag text ng text para may presence of mind.
c) At ang utos ay may kinalaman sa kanyang tungkulin. Nabanggit ko na ba yung pagbunot ng buhok sa kili-kili?
Isang magandang halimbawa nito ay kung ang isang empleyado ay inutusan lumipat ng ibang branch at ayaw sumunod dahil “hindi niya type“, aba e maghanap ka na ng ibang trabaho.
Basta napatunayang wala namang halong bad faith ang utos na pagpapalipat at walang baba sa ranggo, sweldo at mga benepisyo, reasonable ang ganitong utos.
3. GROSS AND HABITUAL NEGLECT OF DUTIES
Ito ay ang walang pag-iingat o kapabayaan (failure to exercise slight care or diligence), na hindi man lang inisip kung ano ang kahihinatnan (thoughtless disregard of consequences) o gumawa ng paraan para maiwasan ito (exerting any effort to avoid them).
Ang kapabayaan ay dapat malala (gross) at laging ginagawa (habitual). Kasama na diyan ang laging pagliban sa trabaho ng walang leave. Kaya ituloy-tuloy muna ang bakasyon mo at ‘wag ka nang bumalik.
Pero kahit isang beses lang ang ginawa, pero malaking katangahan naman, tulad ng pagkawala ng malaking pera,ay maaring pasok pa rin dito.
May tatlo pang dahilan, kaso hatinggabi na at inaantok na ko. Low Batt na. Bukas na lang uli.
To be continued…
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“We take cognizance of the fact that in any given workplace, not all of the employees perform in accordance with what is expected of them. As such, it is not uncommon that an employee’s work performance is found to be unsatisfactory. ” Eastern Overseas vs. Bea, G.R. NO. 143023, November 29, 2005.
Sources: Article 282, Labor Code; Superlines vs. Pinera, G.R. No. 188742, October 13, 2009; Herida vs. F & C Pawnshop, G.R. No. 172601, April 16, 2009; Quiambao vs. Meralco, G.R. No. 171023, December 18, 2009.
{ 66 comments… read them below or add one }
good morning tito boy, ang empleyado po ba na maraming utang sa credit card at pwede patalsikin sa trabaho?
@ms hopeful good morning
walang basehan. Wala namang kinalaman ang utang mo sa trabaho mo.
@Ms Hopeful regular ka na rin pala rito…
Tito Boy, Pano po ba mapapatunayan ang Contract of Adhesion like sa mga kompanya na nagpapadala ng kanilang empleyado sa ibang bansa kapalit ng pagpirma nito sa isang bonding contract at take note Tito Boy yung contract na pinapipirmahan meron pang signature para sa Surety from Wife / Relatives.
@Mhonski, alam ko yan. Sa Isuzu ganyan. Yung mga mekaniko nila pinapadala sa japan. Syempre gagastusan ng kumpanya, pero ang mga loko nag tnt sa japan.
Kaya yun, ang mga asawa nila dito ang dinemanda.
Ang adhesion contract ay hindi bawal per se. Eto yung mga contract na isang partido lang ang gumawa at yung isang partido naman ay “take it or leave it”. Parang promissory note sa bangko o emplyment contract.
As long as hindi naman pinilit ang tao pumirma at reasonable naman ang terms and conditions ng contract, binding pa rin yun.
atty. gud day! ano po ba ang legal na dapat gawin meron kasi kaming 2 employees na di na kayang pagkatiwalaan ng employer kasi naka assign sila sa housekeeping area c employee no. 1- thrice napo my ng complain na nawalan sila ng gamit during their cleaning duty at na suspend napo xa for 5 days for multiple infractions on attendance and no notice of absence. c employee no. 2 naman no problem with the attendance ang problema is mistrust from the employer stil same reason with no. 1 may isang student ng complain nawalan ng ring den xa ang incharge sa cleaning area.
Questions: 1. Whats the legal way to terminate an employee?
2. ano po ba ang dapat gawin considering with their incurred violation?
3. Ask nlng po ako sa attendance for non-regular employee, legal po bang di namin e accept ang reason ng employee even if na hospital ang immediate family or extended family nila even if with medical certificate attachment considering of the nature of their business we really need their presence to work? can we as employer can reprimand them as not valid reason? can we apply this for regular employee if exhausted napo ang emergency leaves nila? your guidance on this matter needed thanks so much
First, they are not considered as fiduciary rank and file employees since they are merely housekeeping, so breach of trust reposed by management does not apply.
Second, the allegations are merely circumstantial in nature. An investigation report should have been made immediately after the complaint was reported in writing. As you have said it happened thrice so there should have been a 30 day preventive suspension without pay with notice of administrative hearing. This course of action should however been taken in the 1st offense pa lang.
Third, check you Code of Conduct and see the penalties there if he is found liable as a result of your investigation and admin hearing.
Yung sa attendance mababaw, (that is for me) take this into consideration, humanitarian reasons. Verbal reprimand is warranted (1st offense) written reprimand (2nd offense) suspension (3rd offense) dismissal (4th offense) if your code of conduct so specifies but take note that the code of conduct must be signed by the employees as proof of knowledge for this is punitive in nature.
Ngayon kung di agency lang naman yung 2 housekeeping mo, (papalitan mo na lang sa agency). Pero actually, pede mo habulin yung agency for the actions of their employees assigned to your company.
For regular employees if ubos na SL/VL/EL/BL/PL at nagpaalam naman at inaprubahan eh di no work no pay na yun and that shall serve as his penalty. Kung di mo pinayagan at absent pa rin, AWOL (if 3 consecutive days) or insubordination.
tito boy, construction manager po namin allegedly humihingi ng pera sa contractors nami, ano process and grounds to terminate him?
serious misconduct. padalhan muna ng notice to explain. after niya magpaliwanang in writing at hindi kayo satisfied sa paliwanag, padalhan ninyo ng memo na terminated na siya supported with proof and explanations.
kung ang isang empleyado ay napatunayang nagnakaw, pero sa co-workers niya siya nagnakaw at hindi naman sa company, puwede ba siyang paalisin?
napatunayan kamo? pede due to criminal conviction, para na ring cinabi na pede nyang gahasain or patayin ang kaopisina nya na walang gagawin ang kumpanya dahil di naman cla ang inagrabyado,
commission of a crime offends the state, what more the company where the crime was committed with conviction
Sana po makapag post kayo about Mandatory leave and administrative leave. merun po ba nun dito? Pwede ba i pa mandatory leave ang empleyado kahit pa ayaw nya?
Reply
pede yan mandatory leave, just like company scheduled vacation leave
pwede ba ,po ba mag impose ng policy ang company na any employee can be required to undergo mandatory leave with pay as part of management discretion?
merun ba principle ng batas na na violate dun? Ano ba dapat mga justification para i mandatory leave ang empleyado kahit ayaw nya?
pede yan, with pay naman eh, basta walang ill-motive
So pwede lang po sabihin ng company na ” Management discretion” para i mandatory leave ka?
bakit ka ba pinag-mandatory leave?
pinapagawa ako kasi ng policy about leaves, wala specific reasons pero we need such policy talaga kapag nakapag violate ang empleyado ng policy namin ipag leleave namin with pay to avoid dusruption of the investigation. Marami kasi iba pang situation ang dumating kaya di namin i lilimit sa investigation lang ung dahilan ng mandatory leave. So pwede po ba sabihin ko lang mandatory leave as management discretion in good faith?
Preventive suspension tawag diyan. Pede yan as long as it will not last 30 days. Kapag na exonerate siya bayaran siya noong araw na suspended siya. Kung dismissed siya, hindi na babayaran. Adopt mo na lang ang nasa batas, eto:
Sections 8 and 9 of Rule XXIII, Book V of the Implementing Rules provide as follows:
Section 8. Preventive suspension. — The employer may place the worker concerned under preventive suspension if his continued employment poses a serious and imminent threat to the life or property of the employer or his co-workers.
Section 9. Period of Suspension — No preventive suspension shall last longer than thirty (30) days. The employer shall thereafter reinstate the worker in his former or in a substantially equivalent position or the employer may extend the period of suspension provided that during the period of extension, he pays the wages and other benefits due to the worker. In such case, the worker shall not be bound to reimburse the amount paid to him during the extension if the employer decides, after completion of the hearing, to dismiss the worker.
Note: Iba ang preventive suspension sa suspension as a penalty.
i do not see anything wrong about that, for in the end, should there be any violation as a result of that policy, such policy cannot supplant the labor code and labor laws are generally construed in favor of labor
yung preventive suspension, w/o pay, stated in the notice of violation with show cause order or notice to explain is pretext of an investigation and a scheduled administrative hearing of the erring employee
Ah so with out pay ang preventive suspension? di po ba dapat with pay dahil presumed innocent parin si employee?
the term without pay only means that it is suspended during investigation, and it will be paid for when his guilt is not proven,
actually the erring employee is even declared “persona non grata” during the period of investigation
for preventive suspension…pwd po bang i-take effect ang suspension in real time?..as in madaling araw or late night for call center industry..we all know po na 4 provinces transportation is not 24hours compared in manila..is dat legal?
real time? isa lang naman time sa pinas a? Kapag nakalagay sa suspension ay “effective immediately” ibig sabihin nun effective na.
In case na inamin ng employee pagkakamali niya, nag file na siya ng resignation para maka alis sa company, then futile na ang investigation, pwede ba i reject ng employer ang resignation letter?
yes
Hmmm, i dont think mapipigilan ang isang employee sa pag resign, otherwise involuntary servitude ang kakalabasan nito.
Pero kung mahalaga sa image/ego ng company na maparusahan ang empleyado, pwedi na “provisional” ang pag tanggap sa resignation habang hindi pa nareresolba ang admin case laban sa resigning employee. Dapat i- “reserve” ng Management ang karapatan nitong bawiin ang naunang desisyon, at sa halip ay i-dismiss ang empleyado kung sa bandang huli ito ay napatunayang nag kasala at dapat na i-terminate sa trabaho.
Subalit…
Sa tingin ko, 30 days lang ang palugit sa kompanya para gawin ang mga hakbang sa taas. Ito yung 30 days na dapat pang manatili ang isang empleyado bago maging epektib ang resignation nya. Pweding gamitin ang panahon na ito para maisagawa ang imbestigasyon at maresolba ang kaso. Otherwise, matapos makapag bigay ng 30 days notice ang empleyado, wala na syang obligasyon manatili pa sa kompanya kung ayaw na nya. Hindi na sya empleyado at wala na ring karapatan ang kompanya para imbestigahan sya.
Ang natitirang remedyo siguro para sa employer ay ang pag tangging mag issue ng employee clearance dahil may unresolved case ang empleyado.
Or pwedi rin mag file ng criminal o civil case laban sa empleyado kung ang ginawa nyang admin offense ay isang krimen or a ground para mag claim ng damages ang employer.
wala na po imbestigasyton! note po na inamin na ng empleyado yung mali nya..
Kung Bar Examiner si Padrino, siguro na bwi$&t na ‘to sa una kong sagot, hindi kasi straight to the point ahihihi!
Pweding di na tanggapin ng employer ang resignation letter kung maliwanag naman na idi-dismiss na ang empleyado (di na nya kelangan mag resign, diba?)
Ang point ko lang, kung dismissal ang dahilan para i-reject ang resignation, kelangan maliwang din na nag comply sa due process ang kompanya, hindi sapat na umamin ang empleyado sa kasalanan nya.
Baka kasi bumaliktad ang empleyado at mag file ng illegal dismissal. Dapat may iba pang ebidensya ang employer at may proof na nag comply ito sa “two notice rule”- 1st notice to explain why employee should not be sanctioned; second notice that the employee is being terminated after being found guilty of the offense charged. Sa illegal dismissal cases, nasa employer palagi ang burden to prove na legal ang pakakadismiss sa empleyado.
what if ngbigay nga ng reventive suspension ang company at notice to explain, however, meron nrn nmng judgment about the employee..un bng ngbigay lng cla ng nte para masabi na ngcomply cla with the labor code but in reality iteterminate rn nla ung employee
Ganun na nga yun, gusto lang nila mag-comply sa batas. Pero hindi nila aaminin yun, Just file an illegal dismissal case in NLRC if you feel aggrieved.
@ puzzlemind- elaborate ko lang, hindi lang kasi “procedural due process” ang dapat i comply para masabi na legal ang pagkaka dismiss sa isang empleyado.
Kelangan din na may sapat na ebidensya laban sa empleyado at nararapat na patawan sya ng termination.
Kahit meron pang notice to explain at final notice, kung di naman maipaliwanag ng management ang kanilang desisyon, maaring illegal dismissal pa rin ang ngyari.
tito boy, ask ko lang po kung ano ang pedeng gawin dito sa issue na ito.
Nag AWOL po ako sa dati kong company ng April 1, 2010. Nakareceive ako ng letter from them (Return to work order) last April 12. Pero di ako sumipot(pasaway). Ngunit pagdating ng April 15, may nagreflect po na sahod sa account ko ngunit di ko mawithdraw dahil pinahold nila. Nag issue din po sila ng payslip sa akin for that pay pero ni singko wala akong nakuhang sahod. May bond po ang company namin, kaso ang understanding ko, if ang company ang nagterminate ng contract di kami liable dun sa bond. May habol pa po ba ko dun sa sahod na yun at sa iba pang mga benefits na dapat kong makuha? Thank you!
Pasaway!!!!
what if nglapse na ung 30day preventive suspension then walang nre2civ na return to work or letter stating that the accused has been dismissed by the company..what are the possible legal actions?
Back to work na! As if nothing happens.
kapag po ba na dissmiss or na terminate ang isang empleyado e may sulat po ba sya na dapat na matanggap from the company or employer stating about why he/she is being terminated?
Halimbawa po na wala syang sulat na matanggap, anu po mga pwedeng manyari or gawin ng empleyadong yun?
Twin Notice Rule palagi prior to dismissal.
anu po ba yang notice na yan Sir? written or verbal? tsaka panu po halimbawa wala kang natanggap na notice? anu pong pede mong gawin?
Isa pa pong tanong.. Yung Ate ko po kase e empleyado ng isang electronics company sa Laguna. Mag aapat na taon na po sya doon ngunit hanggang ngayun e contractual pa din ang status niya doon. Nung nalaman ko yun sabi ko sa kanaya na kapag lumagpas na ng anim na buwan na empleyado ka pa din ng isang kompanya e automatic dapat regular ka na ayon na din sa mga natutunan ko dito. Pero bakit ganun mga Sir? Sapat bang dahilan na hindi ka pwedeng iregular ng isang kompanya dahil sa ikaw ay under Agency at hindi direct hired ng company para di ka maging regular sa isang kompanya? Sa katunayan po di lang nag iisa ang ate ko, marami sila… Sana masagot po ito kasi marami akong kakilala at kaibigan na ganito.. Salamat po.
http://panyero.net/category/labor/job-contracting/
wow! may ganito palang Pinost si Sir atty. Bat di ko to nabasa?? Nice! Salamat sa link Sir Granger! Sa makatwid e empleyadong regular pala ng kompanya nila maituturing ang Ate ko. Taena sila! mauutak na mga Kapitalista! Sasabihin ko to sa ate ko. Salamat po ulit at ke Sir Atty.. Astig!
basa mode ng iba pang post dito.. mukang marami akong di pa nabasa..
It should be in writing otherwise the dismissal is illegal.
Sir, tama po ba na ang utang ng aking mga pamangkin sa school fees ay ibawas sa aking retirement benefits? Ang Honorarium po ba ay di kasama sa computation ng aking benefits? 20 yrs. ako sa private company. Nalaman ko lately na ang ginamit nilang res. certificate for Quit Claim notarization ay ang luma kong sedula na
naka file. Salamat at pls. advice.. God Bless
Salamat in advance sa
Sir, tama po ba na ang utang ng aking mga pamangkin sa school fees ay ibawas sa aking retirement benefits? Ang Honorarium po ba ay di kasama sa computation ng aking benefits? 20 yrs. ako sa private company. Nalaman ko lately na ang ginamit nilang res. certificate for Quit Claim notarization ay ang luma kong sedula na
naka file. Salamat at pls. advice.. God Bless
Salamat in advance sa
No unless there is an agreement to the offsetting. Honorarium is not part of compensation income so it is not part of the computation of retirement benefits.
wat if walang natanggap na notice pero ayaw pabalikin sa work?
writing?..so it should be mailed right? is this applicable to BPO industry as well?
Yes.
1. The law applies to all otherwise none at all.
2. Walang kai-kaibigan, walang kumpare.
3. Walang wang-wang.
wat if lets say after 30days walang notice na nrecive …then ayaw pbilikin si employee…then a month after pa uli nkareciv ng sms c employee na report xa sa office for the employer to serve the termination…is that valid?
Yes as long as the twin-notice rule is observed and termination is for just or authorized causes.
SIR I WAS READING YOUR EXPLANATION ON just cause artikel 282 bcoz that was thecompany’s reason for terminating me , sensya po di ko nakita ung last 3 pang explanation,;pwede pong makuha ung 3pang explanation,gusto ko pon himaymayin kung saan po ako dun pwedeng dumipensa, ngaun po ibinigay ung termination and today din po ang effectivity
2nd po ung preventive suspension of another offense, pwedeng offset-an ng ibang offense, ganun po ung ginawa nila sa akin.ibig po bang sabihin nun ay cleared na po ako sa old offense ko and ung other 2nd offense ay prerogative po nilang iimplement na ioffset sa preventive suspension na supposedly ay bbayaran po nila ako, today po ang pagsusubmit ko ng grievance re these 2 issues, sana po mapaliwanagan po ninyo ako salamat po
i was placed on preventive suspension because i violated internet security policy of the company (web browsing) another reason was me my colleagues were alledgedly bad mouthing our superiors. Are these grounds for PREVENTIVE SUSPENSION?
Check your code of conduct, if it is prohibited then management may place you under preventive suspension during the period of investigation.
can that be a reason for termination. wala pa akong kahit na anong memo and what happened was a lapse of judgement and unintentional. the company has disabled all my log ins and was tagged in a report as resigned. i have yet to submit my NTE pero parang wala na silang balak pabalikin ako. do i have a case if i get dismissed?
intention is not necessary in acts mala prohibita, as long as it is prohibited it is an offense when violated
if the employer decides to extend the suspension period, isn’t it that the employee should be well-informed?
Yes, of course. Otherwise, the employer may arbitrarily extend the suspension of the employee short of dismissal from employment.
i was put into preventive suspension..on their accusations i was told to submit my nte 5days after receiving it and will be on suspension for 30days..i complied with it..after i submitted my nte i heard nothing from the company…on the 53rd day, i received a txt msg informing me that i was terminated. there wasn’t a single hearing made. is that still legal? are there any demands that i can ask from the company?
Twin Notice Rule was violated, illegal dismissal.
tnx for your reply..
can i ask then for damages? and issuance of my coe?
SIR tanong q lang… nung jan. 27 2010 nag file po ako ng resignation latter.. nag resign aq dahil lilipat kami sa laguna pero hndi na 2loy… after 5 days.. gus2 q bumalik sa trabaho q… pero nag file na q ng resignation.. makakabalik pa ba aq? pano yung letter na nagawa q? marereject po ba yun??? help plzzz
jan.. 2011 po… sorry nag kamali
hello po. possible po ba may mas malala png gawing ang employer s employee nya na nagnakaw ng malking halaga…but willing nman niya itong byaran lhat… kahit installment. thanks
Sir,
Question lang po, I was terminated by my employer due to my absences and minor tardiness.. I’m a regular employee by the way.. My absences was due to a health concern but whenever I’m absent I always provide them med-cert. My question now is can they just terminate me without being suspended? I mean, I Do recieved memo but none of them indicate that im up for suspension or anything like that.. The operation manager was also suprised with he heard the incident.Sadly he can’t do anything about it since, It was HR Decision to terminate me. And to make the matter worst, I just recieved an email from HR that I need to pay them 80K (Bond) after deducting my backpay… The bond is for one year and I was with the company for 10months.. They require me to pay the balance in full (Not pro rated)..
sir tanung ko lang po… pwede po bang matanggal ang isang empleyado due to financial sa company. which is a mere error or judgment ng isang empleyado… unang beses lang po nangyari..
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