Late Incident Report/CCTV

Good pm. Question lang po. For example, I made a company violation back in June. Then this week, they notified me of the violation and the management is serving a NTE/coaching log. They said, na yung violation was caught during review sa CCTV without me knowing it.
Questions:
1. Need ba ng employer na iinform lahat ng employee na may CCTV sa company?
2. Is that a legal action of my employer?
3. Legal padin ba yung NTE/coaching log na sineserve kahit months na nangyari yung violation?

P.S.
This month is my perfromance review for regularization. I can't help to think that since the CCTV footage and the picture was kept for couple of months, then forwarded to my manager just this week. It's very malicious. Hope someone can help me with this.

Violations are: sleeping inside the working area, bring food and phone inside the working area.

1. no need. actually, all companies now have cctv inside offices. it is rare to see companies that don't
2. yes it is legal action.
3. yes it is legal. di porket lumipas na yun eh walang "violation" nangyari.

i doubt its malicious intent. it is well known that companies are slow in their own administration.

Malicious? Prove it. If you cannot, you are just speculating.

HrDude wrote:Malicious? Prove it. If you cannot, you are just speculating.

I'm looking for answers, not another question or confusing argument.

Thanks, anyway.

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walang malicious sa pangyayari kung may violation ka naman talaga. tulad ng sabi ni mikos23, irrelevant kung kelan nangyari yung incident since it does not change the fact that it happened.

xtianjames wrote:walang malicious sa pangyayari kung may violation ka naman talaga. tulad ng sabi ni mikos23, irrelevant kung kelan nangyari yung incident since it does not change the fact that it happened.

As far as I know, incident report should be served ASAP. Coaching should be served ASAP to assure incident won't happen again. So, if the employee let's say did it 5 times and employer reviewed and gathered all the cctv footages in one day. The employee will be terminated automatically? Malicious in terms of, instead of keeping the footage for long time, why serve it during the employees regularization performance review. Why wait for 3 months, if you have the details of the violation?

What you're stating is an ideal setting. However, in reality its a different matter. Some companies I've been the backlog in Disciplinary Action is 3-5 months. (ie AWOL happened 5 months ago was currently process). This is because recorded number of violations per day is more than 1 staff can process the DA.

So what might have happened is that they were late in checking the cctv, or late in reporting (the monitor reported to HR late) or the report was late checked and just now it is being processed.

So i guess its just your bad luck that the DA was processed during the review of your probationary period.

At least hindi ka pinarusahan or ni terminate kaagad (if grounds for termination yung violation mo).

Ang rights mo as it pertains to this scenario:
1. That you be informed of the charges against you before you are disciplined.
2. that you be given a chance to explain yourself
3. you be informed of any disciplinary action to be meted against you.

Hindi kelangan kaagad. Ang factor lang sa time ay dahil baka hindi na ma recall accurately yung incident, but since meron cctv footage this isn't applicable

Anyways if ang paratang mo ay hindi ka naman talaga paparusahan at ginagamit lang itong insidente dahil sa personal na dahilan then pwede kang mag file ng complaint sa NLRC.

Just make sure you have evidence to prove it.

As stated. You are only speculating. If you claim that malice exist, prove it.