During the said meeting where the alleged instruction was given, there were 7 people present including myself and the agency involved. And yet, a week after that, and even months after, the agency did not submit the affidavit nor was I followed up for the said affidavit by my direct superior (who filed the notice to explain) nor the other people present in that meeting to remind me.
On February 25 of this year, a complaint was filed against our company because of the lapse from that agency. My superior demanded for the affidavit and pointed out that this was instructed during the Oct. 6 meeting. I mentioned that my take-away during the said meeting was to defer any action until a complaint was filed. Nevertheless, I coordinated with the agency to produce the affidavit and emailed the said document to him and another manager on the next day. Fast forward to March 11, a notice of explanation was served to me. I maintained my innocence and he said that I should have "cleared" the instruction with him. What should I clear if I did not hear the alleged instruction in the first place?
I know that these can not be sufficient grounds for dismissal given the accusation of negligence and insubordination. But my boss is new with the company, needless to say, we don't see eye to eye on several issues. And i want to be show them that I am serious about suing them if this drags on further or if they plan to continue to harass me with threats like these. So I want my response to that notice to contain "legal jargons" to make it sound like I consulted my lawyer first. I am thinking of putting in words like unjust vexation and harassment into the said response.
What do you think? I think naghuhugas kamay lang yung boss ko.
Can you help me produce the said explanation?
Shall I have the said explanation notarized?
Is this sufficient ground to submit a complaint to the NLRC?
Do I have a strong case?
Help please attorney....