Me laban ka.
Tawag dun sa ginagawa nila, "FORCE RESIGNATION", bayaan mo, you have two things dito, dapat they should into writing lahat ng sabihin nila, remember , ang resignation, kusang loob binibigay. Bawal yan. File a case at NLRC, know your rights, expected yan na di ka pansinin, kasi sabit din supervisor mo, " PAGKAKAMALI NG ISANG ISANG IMMEDIATE SUPERVISOR" ANG DI i guide ang subordinate niya. Para ano pa ang ibig sabihin ng word na "supervisor"...continue to work, loggin/ logout sa traabho. Sila ang pasakitin mo ang ulo, di ikaw.
The company should give you a chance to explain your side. And they should follow a TWIN MEMO rule. Dito malimit " TERMINATION" letter ang ibibigay sa iyo, stating ano rason why thye company is severing your employment. Mas maganda yan, patong patong ang kaso ng boss mo, "ILLEGAL/ CONSTRUCTIVE DISMISSAL' AT " ILLEGAL TERMINATION. JUST go no NLRC, wag mo sila iinform, mismo NLRC ang magdadala ng sulat sa kumpanya mo, from the HR manager- supervisor-OPS manager pati president ng kumpanya bigyan mo.
" Dismissal of an Employee in the Philippines "
An equality of rights exists between employer and employee. While the employer cannot force the employee to work against his or her will, neither can the employee compel the employer to continue giving him or her work if there is a lawful reason not to do so. Thus, the employer may terminate the services of an employee for just or authorized causes after following the procedure laid down by law, but the employer has the burden of proving the lawfulness of the employee's dismissal in the proper forum.
Just causes are blameworthy acts on the part of the employee such as serious misconduct, willful disobedience, gross and habitual neglect of duties, fraud or willful breach of trust, commission of a crime and other analogous causes (art. 282, Labor Code).
Ang di pag hit ng QUOTA, di grounds for preventive suspension/ termination.
Authorized causes are of two types - business reasons and disease. The business reasons are installation of labor-saving devices, redundancy, retrenchment and closure or cessation of operation (art. 283, Labor Code). Before the employer can terminate employment on the ground of disease, he must obtain from a competent public health authority a certification that the employee's disease is of such a nature and at such a stage that it can no longer be cured within a period of six months even with medical attention (art. 284, Labor Code; Implementing Rules of Book VI, Labor Code).
Or magresign ka. Para tapos na. Pagtalikod mo, tuwang tuwa sila, NAKAGAGO sila ng empleyado. May God guide you.
I was also in that situation din, na dahil sa inggit, at magkakaibigan pa kami, at kaibigan din ng pamilya ko ang superviusor ko, dito pa naghahapunan minsan , ginawan ako kuwento, malas niya, me papeles ako, me ebidensya ako. SIya at HR nagresign. Di ako. Sila nagbayad, di ako. Mas matalino ka, at yung decision/findings ng NLRC exacto sa lahat ng papeles, ebidensiya na pinasa ko sa kanila. PRO LABOR sila.