PREVENTIVE SUSPENSION ELAPSED

Hi! I am new on this forum. I would like to ask for a legal advice on what to do next.

I was given a preventive suspension last July 17, 2013 due to falsification of documents and fraud. I already gave my written explanation last July 19. Admin hearing was set last July 31. My preventive suspension memo did not indicate any date of until when my suspension will end.

Until now, I have no update as to what happened to my case. I already made a follow up to my immediate supervisor last Aug 19. He said no update as of this moment.

Please help on what will be my next step.

Thank you

According to the labor code, preventive suspension should only be until 30days if not, the employer must pay your salary even if you are not working (payroll reinstatement).

Thanks for the reply. Should I be getting a memo for payroll reinstatement? Do I need to file a complaint immediately at NLRC?

And how long should I wait before they will give the decision on my case? Thanks again

It is not stated in the labor code but should be paid after 30days

Should I receive a memo from HR that i am reinstated in payroll? I haven't received my payroll for Aug 15. Should I be getting my pay on the 30th already? Thank you

You courteously send a letter to your HR that according to the labor code ( http://www.chanrobles.com/implementingrulesofthelaborcode5.html#.UhXOQ9Jgdic), you should be paid after 30 days of your preventive suspension. Ask for a back payment from August 18 up to present.

If they failed to pay you, go to DOLE and request for a SENA hearing

Kung ako ay nasa sitwasyon mo ganito gagawin ko.

1.) Alamin ko muna kelan nag start ang suspension ko?
2.) Tapos compute ko 30 days.
(Sana documented)

3.) Kung walang notification sa iyo na bumalik kna at lumagpas na ng 30 days. Pumasok ka sa office nyo. Kapag pinauwi ka o hindi ka bayad sa araw na yon.

Constructive dismissal na yun. Punta ka ng NLRC file ka na ng kaso.

Wag kang bibigay sa mga malalambot nilang salita. Baka maka 700K ka sa award after 2 yrs. Malakas kaso kapag ganon.

Witness statement lang at konting documents may position paper ka na ng malakas.

Kung ako ay nasa sitwasyon mo ganito gagawin ko.

1.) Alamin ko muna kelan nag start ang suspension ko?
2.) Tapos compute ko 30 days.
(Sana documented)

3.) Kung walang notification sa iyo na bumalik kna at lumagpas na ng 30 days. Pumasok ka sa office nyo. Kapag pinauwi ka o hindi ka bayad sa araw na yon.

Constructive dismissal na yun. Punta ka ng NLRC file ka na ng kaso.

Wag kang bibigay sa mga malalambot nilang salita. Baka maka 700K ka sa award after 2 yrs. Malakas kaso kapag ganon.

Witness statement lang at konting documents may position paper ka na ng malakas.

Thanks @rocksteadyian. My suspension started last July 17 and natapos ng Aug 16 (30 calendar days).  I asked for an update pero according to my supervisor... "none as of this moment"

I have the documents ready with me and witness statement.

Yun pala eh.

August 22 na. Dapat pumunta ka sa HR hindi sa Supervisor mo. Walang pakialam ang Supervisor kung sa totoo lang.

Tanungin mo kung may every attempt ba sila na contact ka nila. Kapag wala, ibig sabihin hindi nila inaasikaso kaso mo. Dapat bayad kana August 17 hanggang ngayon except rest day.

Kapag hindi nila honor yan.

Punta ka ng NLRC sa Kanto ng Banawe sa QC. at aralin mo tong Process Flow

Panalo kana dyan. Mag file ka ng immediate resignation at lumipat kna ng company.

Pagulungin mo yung kaso hanggang max 2 yrs may award ka na hindi liliit sa 500K.

(Nagawa ko na yan)

@rocksteadyian should I be getting my salary on the 30th? If I file for immediate resignation ngayon, wala ako makukuha clearance from the company kung di nila accept resignation?

Sa tingin ko makukuha mo pa yan. Pero ang tanong may makukuha ka ba?

Depende sa cut off, Meron iba ang cut off ng 30th eh 11th to 25th pay out 30th. Depende yan eh.

So kung 11th to 25th nga ang cut off nyo para sa 30th. dapat may sweldo ka ng August 17 to 25th.

Para mabayaran ka appeal mo yan sa HR nyo. Kapag hindi ka inasikaso yan. Kasuhan mo na sa NLRC corner Banawe QA. Aralin mo tong process nila NLRC process flow

Kasi wala ka na mapapala sa opisina na yan. Tapos kausapin mo yung PAO duon for additional references kung tama pa na mag resign ka kasi mag apply kna sa iba. Kamo hindi ka pwede mabakante bread winner ka.

HI @HR ADVISER. What is a SENA hearing?

@rocksteadyian Sige I will ask the HR sa cutoff. I joined the company kasi on the 15th day of the month. As far as I can remember I already received my 1st payroll on the 30th of the month.

@rocksteadyian would you know how much it will cost me to file a case in NLRC? Thank you

Kung natatandaan ko yung experience ko dati.

Alam ko xerox lang binayaran ko sa NLRC. The rest libre na.

Kumuha ako ng abugado ko kasi gagawa ako ng position paper namin. Ibang bayarin na yun.

Kung wala ka pambayad, sa PAO ka na pa consult.

Eto yung ibang fees http://nlrc.dole.gov.ph/content/legalfees.pdf

Single Entry Approach- It is designed to mediate between employee-employer problems. It doesn't need a lawyer and it is fast since the both parties should come up with a resolution after a month. If no resolution would come up, that will be time time you can push it through NLRC

Memo or no memo, you should be asked to return to work after the lapse of 30 days from the time you were preventively suspended. If the company does not reinstate you, you must be reinstated in the payroll even if you do not report to work.

Otherwise, go to the NLRC and file a complaint for constructive dismissal, reinstatement, and non-payment of salary.

In this case, claim for reinstatement because if you don't that would be an indication of abandonment.

I already have the result and it was termination. Can I file a case already?

It depends. It would help if you state the reason/s why you think you have the right to file a case. All I can see so far is that you have the right for backwages from Aug 18 to 23, like HR Adviser said.

There is no basis for a 700k or 500k award. Be wary of who you take your advice from.

Do not file your resignation letter. On the contrary, ask for reinstatement if you think that your dismissal from employment was not valid.