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RETURN TO WORK ORDER- Sample format

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1 RETURN TO WORK ORDER- Sample format on Tue Oct 04, 2016 4:33 pm

SHELLAORCERA


Arresto Menor
Good day..

Im an HR assistant and i was asked to issue a return to work order for one of the supervisors in our production who was on leave since march 9, 2016.

She filed a leave because of her husband...Palagi syang ginugulo ng kanysang asawa habang nasa trabaho sya..nasa labas ng gate....at nagtitext sa company cellphone, nagmumura at nagbabanta. kapag pauwi na sya, inaabangan at binubugbog. One time sya ay nasa loob ng pagawaan, ang kanyang asawa ay nakapasok at sinaktan sya. tinulungan siya ng kanyang mga tauhan, subalit ang asawa nya ay may baril...tatlong tauhan ang nasaktan.
Dahil dito, kinabukasan ang kanyang mga tauhan ay ayaw puasok sa loob ng pagawaan dahil nasa labas na naman ang kanyang asawa. natatakot silang pumasok uli ito at sila ay madamay.

mayronn na syang isinampang kaso sa kanyang asawa subalit wala pang desisyon ang korte.

Dahil dito, sya ay pinag leave ng pamunuan... sa kanyang leave form ay nilalagya nya lamang na family problem...so, simula march 9, 2016 up tp present ay hindi sya pumapasok pa. Gusto ng kumpanya na bumalik sya at gusto nya rin, subalit ang kanyang asawa ay nagtitext at gumagala pa rin sa paligid ng kumpanya. so, hindi pa rin sya makapasok sa trabaho.

Masyado na pong mahaba ang 7 months, pinagagawa ako ng aming lawyer ng retrun to work order stating condtions na if after december 2016 ay hindi pa rin ma settle ang kanyang problem, she will be subject for termination....

mayroon po ba kayong sample format ng return to work order para sa ganitong pangyayari?

thanks

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2 Re: RETURN TO WORK ORDER- Sample format on Tue Oct 04, 2016 5:15 pm

council


Reclusion Perpetua
Malabo siguro ang sitwasyon na i-te-terminate nyo sya pag hindi nakapasok pagkatapos ng Dec 2016.

Gusto nyang pumasok pero hindi magawa.

Bakit hindi kayo tumawag ng pulis para asikasuhin ang sitwasyon ng asawa nya sa inyong pagawaan?

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3 Re: RETURN TO WORK ORDER- Sample format on Tue Oct 04, 2016 9:26 pm

payoneer


Arresto Menor
SHELLAORCERA wrote:Good day..

Im an HR assistant and i was asked to issue a return to work order for one of the supervisors in our production who was on leave since march 9, 2016.

She filed a leave because of her husband...Palagi syang ginugulo ng kanysang asawa habang nasa trabaho sya..nasa labas ng gate....at nagtitext sa company cellphone, nagmumura at nagbabanta. kapag pauwi na sya, inaabangan at binubugbog. One time sya ay nasa loob ng pagawaan, ang kanyang asawa ay nakapasok at sinaktan sya. tinulungan siya ng kanyang mga tauhan, subalit ang asawa nya ay may baril...tatlong tauhan ang nasaktan.
Dahil dito, kinabukasan ang kanyang mga tauhan ay ayaw puasok sa loob ng pagawaan dahil nasa labas na naman ang kanyang asawa. natatakot silang pumasok uli ito at sila ay madamay.

mayronn na syang isinampang kaso sa kanyang asawa subalit wala pang desisyon ang korte.

Dahil dito, sya ay pinag leave ng pamunuan... sa kanyang leave form ay nilalagya nya lamang na family problem...so, simula march 9, 2016 up tp present ay hindi sya pumapasok pa. Gusto ng kumpanya na bumalik sya at gusto nya rin, subalit ang kanyang asawa ay nagtitext at gumagala pa rin sa paligid ng kumpanya. so, hindi pa rin sya makapasok sa trabaho.

Masyado na pong mahaba ang 7 months, pinagagawa ako ng aming lawyer ng retrun to work order stating condtions na if after december 2016 ay hindi pa rin ma settle ang kanyang problem, she will be subject for termination....

mayroon po ba kayong sample format ng return to work order para sa  ganitong pangyayari?

thanks


Although employers should be compassionate towards their employees, such compassion should subject to limitations such as when the company's interests are being compromised through the acts (or situation) of an employee.

That being said, your employee's continued absence should already be subject to administrative proceedings. Please note that should your bosses want to terminate this employee already, you, as the HR Representative should observe the two notice rule and the proper administrative proceedings before terminating her employment.

As for the template, uhm... your legal department should have one of those already. If you don't have one yet, pm me. hehehe

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