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OFW VIOLATION OF EMPLOYMENT CONTRACT, PLS ANALYZE MAY LABAN BA KAMI

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batcha


Arresto Menor
Inofferan ang friend ko ng  CEO ng dati nyang company(company x) para magtrabaho abroad, nagcommunicate sila online dahil nasa ibang bansa si CEO,  sinabihan ni CEO si friend na urgent ang position at minadali ni CEO na magresign si friend  sa current work nya (company y) at pinadalhan sya ng employment contract at inexecute nila ito tru email. Si company x ay isang IT consulting na ang main branch ay sa Australia, pero may branch din dito sa Pinas. Pinagresign sya ng CEO ng company x kasi urgent daw yung position. Kaso may isa pa palang need na paper (employment pass) bago madeploy offshore (not Australia) si friend. So nagresign si friend kasi 1. nagtiwala naman sya 2. respect kay company y (30 days notice). Then nag antay na si friend para sa employment pass na inapply ni company x sa govt ng bansang pagdedeployan, sa di malamang kadahilanan hindi naapprove ang epass ni friend, umapela ulit si company x pero di ulit naapprove. Sabi ni company x, di na daw matutuloy ang work move on na lang. Ang tanong ko po, kung icocomplain ni friend si company x ng violation of contract may laban ba sya? Direct po sila nag usap ni CEO. pwede ba sa NLRC ito? salamat po sa sasagot.

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Filia


Reclusion Perpetua
Depende yon sa kung anong nakalagay sa kontrata kasi kung nakalagay sa contract na parang time is of the essence kasi nga din urgent hiring di ba, hindi liable c company y. Moreover, ang reason naman ng di pagkaka-hire niya ay hindi naman dahil sa actions ni company y.

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technified_ex


Prision Correccional
I think, the foreign company will not be liable, your friend also does not have a case with the NLRC, since oversees employment should be with a registered placement agency here in the phil. No direct hiring is allowed from foreign countries except those enumerated by the NLRC like UN delegates, etc...

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Filia


Reclusion Perpetua
For isolated transactions, foreign companies may be sued but not with the NLRC but the regular courts.

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