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TULONG PO ATTY: Last Pay and Termination

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1 TULONG PO ATTY: Last Pay and Termination on Thu Feb 10, 2011 11:16 pm

HELP!


Arresto Menor

Atty Patulong po,

TERMINATION:

Atty, na-terminate po ako. itanong ko po kung "valid" po ba ang termination nila sa akin dahil sa "late" ko po. unang notice ko po.dated September 5 2010.na late po ako ng "30 mins". pangalawa po at huling notice, dated Oct 4, 2010 dahil na late po ako ng "2 mins". after that terminated na po ako after a week. wala pong naganap na "hearing na kasama ang management at HR." valid po ba ito? unang notice: ang heading po e "verbal warning". considered "din" po ba ito as "written notice" to think "verbal warning" lang po ang "heading" ng notice. then yung pangalawa at huli e "Final Warning" ang heading agad. valid po ba ang ganitong proseso?

yung ibig sabihin po ba ng "hearing" sa "due process" e dapat po may "official body po na mag-investigate at mag-interview sa akin para malaman ang nangyari?" kasi po kung ganito, wala pong ganyang nangyari at hindi po ako nabigyan ng oportunidad na ma-depensahan ang sarili at maipakita ang mga katibayan. sapat na po ba ang "one-on-one meeting with the manager" as "hearing" and valid po for "due process"??? kaming dalawa lang po kasi ng manager ko ang nag-usap at may kasama dapat na HR manager to hear me pero ni isang beses hindi siya sumipot. valid po ba na ang manager ko ang nag-issue ng final warning sa akin at sya rin ang judge at the same time?? sabi po kasi nya sa termination letter ko na "kinonsulta" nya po sa "review group" ang nasabing final warning po sa akin. nagulat na lang po kasi ako isang araw na terminated na daw po ako at hindi man lang ako nakapag-depensa ng maayos dahil yung manager ko rin lang po ang kausap ko at siya rin ang irereklamo ko. may personal na galit po siya sa akin. diba "bad faith" po yun? unang issue nya po kasi ng last warning e tungkol sa tono ng pananalita ko "raw". pero pinalitan nya etong last warning na ito at tinanggal ang personal niyang reklamo ng "tardiness" ko nga po at binahiran pa ng kung anu anong kwento na wala namang basehan na solid. anong kaso po ito? malakas po ba kaso ko dito for "illegal dismissal"???

LAST PAY

Tapos na po ako sa clearance. may certificate na rin po ako na nakapag-clear na ako sa company pagkatapo nila na i-terminate ako. ngayon po, hinohold po ng manager ko yung last pay ko dahil may gusto daw po syang itanong. tama po ba ito? wala na po akong koneksyon sa kanya o sa kompanya matapos kong makapag-clearance sa kanila. kaya sa pagkakaalam ko po, may karapatan po akong tumanggi na makipag-usap sa kanila.may RIGHT po ba ang manager o company na i-HOLD ang LAST PAY sa ganitong sitwasyon??? ano po ang dapat kong gawin? kung sakaling kasuhan ko siya, ano po ang dapat???

Sana po matulungan niyo po ako. SALAMT PO and GODBLESS! Crying or Very sad

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2 Re: TULONG PO ATTY: Last Pay and Termination on Fri Feb 11, 2011 7:51 am

council


Reclusion Perpetua
i'm curious - why did you process your clearance already if you had (or have) plans of considering filing a complaint?

You could file a complaint with NLRC for illegal dismissal. The sanction, IMO, was too harsh for the violation, and there was no due process followed.

You can also file a complaint for non-payment of wages/benefits etc.

To clarify, the following should be considered in terminating the services of employees:

(1) The first written notice to be served on the employees should contain the specific causes or grounds for termination against them, and a directive that the employees are given the opportunity to submit their written explanation within a reasonable period. "Reasonable opportunity" under the Omnibus Rules means every kind of assistance that management must accord to the employees to enable them to prepare adequately for their defense. This should be construed as a period of at least five (5) calendar days from receipt of the notice to give the employees an opportunity to study the accusation against them, consult a union official or lawyer, gather data and evidence, and decide on the defenses they will raise against the complaint. Moreover, in order to enable the employees to intelligently prepare their explanation and defenses, the notice should contain a detailed narration of the facts and circumstances that will serve as basis for the charge against the employees. Lastly, the notice should specifically mention which company rules, if any, are violated and/or which among the grounds under Art. 282 is being charged against the employees.

(2) After serving the first notice, the employers should schedule and conduct a hearing or conference wherein the employees will be given the opportunity to: (1) explain and clarify their defenses to the charge against them; (2) present evidence in support of their defenses; and (3) rebut the evidence presented against them by the management. During the hearing or conference, the employees are given the chance to defend themselves personally, with the assistance of a representative or counsel of their choice. Moreover, this conference or hearing could be used by the parties as an opportunity to come to an amicable settlement.

(3) After determining that termination of employment is justified, the employers shall serve the employees a written notice of termination indicating that: (1) all circumstances involving the charge against the employees have been considered; and (2) grounds have been established to justify the severance of their employment.

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3 Re: TULONG PO ATTY: Last Pay and Termination on Fri Feb 11, 2011 9:54 am

HELP!


Arresto Menor
salamat po.

RE: CLEARANCE

i was asked po to complete it para makuha ko daw po ang last pay. ako naman po hindi ko naman po alam ang gagawin dahil devastated po ako sa desisyon dahil hindi ko man lang nadepensahan sarili ko ng maayos at mapakita ang mga katibayan ko. sa kagustuhan ko rin po na makuha ang last pay, no choice po ako kundi gawin yung bagay na yun.

meron po bang RIGHT ang manager/company para i-HOLD and LAST PAY ng employee kung may certificate of clearance na siya? ang reason daw po ay may "inquiry" daw siya sa akin. pero ayoko na pong makipag-usap ng kahit anu sa kanila sa kahit anung bagay maliban na lang po sa sweldo ko po at sa nangyari sa akin. yung inquiry po kasi yun e wala sa mga nangyari. may RIGHT naman po ako tumanggi sa ganitong pagkakataon po tama?


HEARING or OPPORTUNITY TO BE HEARD

sir, gusto ko pong malinawan, anu po ang ibig sabihin nito sa labor code? dun po kasi sa final warning na binigay sa akin, yung manager ko po walang directive na binigay na dapat sagutin ko yun within 5 days ayon sa pagkakaintindi ko sa taas. wala rin pong pagtitipon naganap kung saan present po ang buong management team para dinggin ang depensa ko. manager ko lang po at ako ang nag-uusap. sapat na po ba ito sa "opportunity to be heard"???? panay po kasi schedule niya sa akin ng meeting para macheck kung may progress po at meron naman until such time na na-late po ako ng 2mins bago ang last day ng "observation". pero pagkatapos po nun, wala namang sinabi o binigay sa akin na mag-explain o depensahan ang sarili at magkakaroon ng "official hearing na kasama ang management team". sabi po niya dun sa termination letter e "he will consult the review group for the decision" po. tama po ba ito? tinanong ko po yung hr manager kung may due process at sabi nya raw e nasunod naman po. at sabi niya nabigyan daw po ako ng opportunity to be heard pero pinalagpas ko raw po. gulat naman po ako kasi ni hindi nga siya umaattend sa meeting namin ni isang beses. ni hinidi niya po alam kung anu talaga nangyari. pwede po ba yun, manager ang nagbigay sa iyo ng final warning, manager din ang judge? ang sa akin lang po, yung "hearing" na pagkakaintindi ko po ay may kasamang "grupo" na didinig ng depensa ko pero wala pong grupong duminig. tama po ba pagkakaintindi ko???


NLRC

problema ko po pag nagfile po ako ng illegal dismissal at non payment of last pay and benefits, kelangan po ba akong personal na umattend ng hearing sa kaso? o dapat kumuha ng abogado at siya na lang ang umattend? o sapat na po ang NLRC ang mag-represent para sa akin? mag-tatrabaho na lang po kasi ako sa ibang bansa kaya hindi ko po alam kung kelangan andun po ako lagi sa hearing ng NLRC para sagutin personal ang mga katanungan nila. pano po ang tamang dapat gawin at hindi ko naman po kaya na umuwi ng pinas at mahal po ang pamasahe sa eroplano at hindi ko rin po alam kung papayagan ako sa tabaho ko sa ibang bansa na mag-leave po para dito. pano po kaya dapat gawin??

SALAMAT PO NG MARAMI ULI.

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4 Re: TULONG PO ATTY: Last Pay and Termination on Fri Feb 11, 2011 11:42 am

HELP!


Arresto Menor
atty, patulong din po. salamat.

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5 Re: TULONG PO ATTY: Last Pay and Termination on Fri Feb 11, 2011 12:33 pm

attyLLL


moderator
i recommend you file a complaint at the nlrc if you wish to contest your dismissal. you have to personally file the complaint. there will be a series of mediation conferences and then filing of position papers if there is no agreement reached. it's either you or your lawyer who can attend.


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6 Re: TULONG PO ATTY: Last Pay and Termination on Fri Feb 11, 2011 1:21 pm

HELP!


Arresto Menor
Marami pong SALAMAT, AttyLLL.

itanong ko na rin po kung malakas po ba ang laban ko? illegal dismissal at non-payment of wages/benefits lang po ba ang pwede kong i-file base dito? meron pa po bang iba gaya ng moral damages, atty fees, separation pay at backwages??

tama rin po ba pagkakaintdi ko sa "hearing at opportunity to be heard"???

SALAMT po uli sa walang sawang pagtulong niyo po sa mga empleyadong tulad ko. Godbless po.

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7 Re: TULONG PO ATTY: Last Pay and Termination on Sun Feb 13, 2011 2:57 pm

attyLLL


moderator
i do not comment on merits, but it will be the employer's burden to prove that you were validly terminated.


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8 Re: TULONG PO ATTY: Last Pay and Termination on Mon Feb 14, 2011 5:44 pm

HELP!


Arresto Menor
anu po bang mas papanigan ng korte/arbiter: yung "merit" po ba o yung "proseso" ng termination? kasi po wala pong naganap na hearing with management para makapag-explain at makapagdepensa po ako.

tsaka po, anong kaso po ba dapat unahin kong i-file? money claim o illegal dismissal?

SALAMAT PO ULI.

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9 Re: TULONG PO ATTY: Last Pay and Termination on Mon Feb 14, 2011 10:25 pm

attyLLL


moderator
under current case law, a termination can still be valid even if there was a flaw in the process. in this case, the employee will not be reinstated but will be entitled to nominal damages


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10 Re: TULONG PO ATTY: Last Pay and Termination on Wed Feb 16, 2011 11:22 pm

HELP!


Arresto Menor


gaano po katagal pwede mag-file ng case from my TERMINATION DATE po?

pwede pa po bang mag-file ng reconsideration pag lumagpas na sa validity period?


SALAMAT PO NG MARAMI ULI AT GODBLESS.



Last edited by HELP! on Fri Feb 18, 2011 9:39 am; edited 2 times in total

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11 Re: TULONG PO ATTY: Last Pay and Termination on Fri Feb 18, 2011 9:36 am

HELP!


Arresto Menor
magtatrabo po kasi ako sa ibang bansa at hindi ko po alam kung ma-afford ko po ang oras para maka-attend ng mga hearing.tyetyempo lang po ako kung sakali.

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12 Re: TULONG PO ATTY: Last Pay and Termination on Sat Feb 19, 2011 10:31 am

attyLLL


moderator
you have 4 years to file the case


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