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Hi Atty,
I'm currently a probationary employee, working as Customer service specialist under sales department and I started Feb 1, 2014.
I work for a company which services motor repair, rewinding etc. Just last month there was incorrect delivery made to one of my critical client. Fault was made by warehouse dept for not following the order form and carrying on with what they thought was good enough.
Then I was called by my assistant manager to send an email of apology and reconcile the mistake made. And I also got the same instruction from one of the team leaders, so I went ahead and did as instructed out of good faith and to show accountability.
After a couple of days, my assistant manager was questioning why I sent the email. That protocol was not followed.
Just today, my assistant manager informed me that my last day of work will be until the end of the month. Basis of non-regularization was because of that email which I firmly believe is not a ground for termination.
Apart from that, he gave me my performance evaluation but didn't explain how he came up with that. Only the commission scheme was indicated in the job offer. No set expectations of % was shared to me. The evaluation form he shared with me was showing generally that I have met expectations.
No documentation has been given to me yet about the end of contract, but is this good enough grounds to file a case at NLRC for illegal dismissal? If not, what else can I do? I think they have been unfair with their evaluation.
Thanks,
GAbe28
I'm currently a probationary employee, working as Customer service specialist under sales department and I started Feb 1, 2014.
I work for a company which services motor repair, rewinding etc. Just last month there was incorrect delivery made to one of my critical client. Fault was made by warehouse dept for not following the order form and carrying on with what they thought was good enough.
Then I was called by my assistant manager to send an email of apology and reconcile the mistake made. And I also got the same instruction from one of the team leaders, so I went ahead and did as instructed out of good faith and to show accountability.
After a couple of days, my assistant manager was questioning why I sent the email. That protocol was not followed.
Just today, my assistant manager informed me that my last day of work will be until the end of the month. Basis of non-regularization was because of that email which I firmly believe is not a ground for termination.
Apart from that, he gave me my performance evaluation but didn't explain how he came up with that. Only the commission scheme was indicated in the job offer. No set expectations of % was shared to me. The evaluation form he shared with me was showing generally that I have met expectations.
No documentation has been given to me yet about the end of contract, but is this good enough grounds to file a case at NLRC for illegal dismissal? If not, what else can I do? I think they have been unfair with their evaluation.
Thanks,
GAbe28
