Unapproved Absence

Hi Atty,

What if an employee suddenly informs the day before he should resume work (from christmas holiday)that he cannot attend work until after 15 more days as the ship/flight booked coming back from the province can no longer be moved to avoid the rebooking fees? even though that was not the original information verbally given to HR prior to new year vacation? (we still have no proof whether his booking dates were really such as employee still has not reported back for work).
what sanctions are possible? since we received the details over text message only and we replied to acknowledge receipt (but we do not approve of it). Would this constitute AWOL? how about termination? is it strong enough to be used as case for termination? so far our CRR does not indicate a maximum number of leave nor what constitutes awol, it only stipulates that the employee needs to inform at least a day before the absence, but in this case, this is already abusive given that employee knows very well when office will resume. Our CRR only states that major grounds for termination include: insubordination, theft, etc. so can this also count as insubordination?

Moving forward, Is it ok to explicitly state in the CRR a maximum number of leaves regardless of reason (say, 12 or 15days cumulative for a year) including the government mandated 5 day leave? except maternity leave and hospitalization cases of course.
Wish you can share your thoughts on this
thanks

i dont think it falls on insubordination.. absences as well as tardiness.. has to be habitual.. to constitute gross negligence of duty.. it has to be properly documented.. so dapat warning.. then suspension.. then suspension ulit.. tsaka pa lang final warning.. pag inulit pa ulit.. yan siguro pwede na due process..

A single isolated act of negligence do not constitute a just cause for the dismissal of the employee.. sasabit kayo dyan..

For unapproved absences, is it legal to withhold salary?

halimbawa may leave credits pa?? yes this is company prerogative.. kahit may leaves pa sya.. if hindi naman filed.. considered absent yun.. so without pay..

yoshakim12 wrote:For unapproved absences, is it legal to withhold salary?

pero pinayagan po ako kasi namatay ang brother ko and i had to go home pa Mindanao. Hindi ako nakabalik agad kasi sobrang mahal ang ticket nung January 2. bali 4 days yung absent ko. Tapos nagpadala sila ng Return to Work Order. Hindi naman po ako nag AWOL kasi alam nila sitwasyon ko.

ahh iba kasi yung case mo don sa nagtanong sa thread..

yoshakim12 wrote:pero pinayagan po ako kasi namatay ang brother ko and i had to go home pa Mindanao. Hindi ako nakabalik agad kasi sobrang mahal ang ticket nung January 2. bali 4 days yung absent ko. Tapos nagpadala sila ng Return to Work Order. Hindi naman po ako nag AWOL kasi alam nila sitwasyon ko.

Sir, may pinost po ako the other day yung WITHHELD SALARY kaso wala pong sagot. Sorry po, sana matulongan nyo din po ako. Thank you

but does this count as AWOL? so puedeng issuhan ng suspension? since vacation lang and initial permission about returning date was not followed gusto sana namin malaman ano po ung usual practice kapag ganito ung abuse sa pag-aabsent since kahit the past year marami rinng absences without pay but usually nagpapaalam nalang morning same day ng absence via text message.

ano po ung prevention ng ganitong behaviour?

Patok wrote:i dont think it falls on insubordination.. absences as well as tardiness.. has to be habitual.. to constitute gross negligence of duty.. it has to be properly documented.. so dapat warning.. then suspension.. then suspension ulit.. tsaka pa lang final warning.. pag inulit pa ulit.. yan siguro pwede na due process..

A single isolated act of negligence do not constitute a just cause for the dismissal of the employee.. sasabit kayo dyan..

tolentinocarolyn wrote:but does this count as AWOL? so puedeng issuhan ng suspension? since vacation lang and initial permission about returning date was not followed gusto sana namin malaman ano po ung usual practice kapag ganito ung abuse sa pag-aabsent since kahit the past year marami rinng absences without pay but usually nagpapaalam nalang morning same day ng absence via text message.

ano po ung prevention ng ganitong behaviour?

Patok wrote:i dont think it falls on insubordination.. absences as well as tardiness.. has to be habitual.. to constitute gross negligence of duty.. it has to be properly documented.. so dapat warning.. then suspension.. then suspension ulit.. tsaka pa lang final warning.. pag inulit pa ulit.. yan siguro pwede na due process..

A single isolated act of negligence do not constitute a just cause for the dismissal of the employee.. sasabit kayo dyan..

7/15/30 day suspension ay pwede na. dapat samahan ng warning na kapag inulit niya ulit ang ganyang behavior e mas mataas na ang parusa 15/30/ 60. at kapag inulit pa ulit, magbalot balot na siya

masyado kasi kayong maluwag.. dapat mag issue kayo nang memo tungkol dyan.. na ang leave pwede lang gamitin upon proper filing..

ngayon kung absences without leave.. mas mataas dapat kaso nito.. so dapat may suspension.. say 3 days muna..tapos 5 days.. tapos 7 days.. tapos 15 days.. hanggang paulit ulit.. pag umabot na sa point na ganon pa din.. pwede nang final warning yan.. tapos due process na for termination.. basta kailangan documented lahat..

usually dyan pag may na terminate kayong isa for habitual absences.. titino na din yung mga ibang employees kasi malalaman nila na pwede sila mawalan nang trabaho..

yung ibang company may 3 strike rule lang.. 3 beses ka lumabag.. for termination ka na..

tolentinocarolyn wrote:but does this count as AWOL? so puedeng issuhan ng suspension? since vacation lang and initial permission about returning date was not followed gusto sana namin malaman ano po ung usual practice kapag ganito ung abuse sa pag-aabsent since kahit the past year marami rinng absences without pay but usually nagpapaalam nalang morning same day ng absence via text message.

ano po ung prevention ng ganitong behaviour?