ILLEGAL SUSPENSION

fritz, i tend to agree that suspension is harsh, but the legal remedy is to file a complaint at nlrc to question the suspension. but if i were a betting on the outcome, i'd say the company has the edge because the infraction was repetitive.

and fritz, in this forum, anyone can give an opinion because you are asking for one. don't get mad if the one given isn't the one you want.

attyLLL wrote:fritz, i tend to agree that suspension is harsh, but the legal remedy is to file a complaint at nlrc to question the suspension. but if i were a betting on the outcome, i'd say the company has the edge because the infraction was repetitive.

and fritz, in this forum, anyone can give an opinion because you are asking for one. don't get mad if the one given isn't the one you want.

I am only questioning why they can't consider us (employees) to no longer punch out/in during break time if we're not going to take our lunch. Since the tendency is, yes we do punch out, however within the course of time we are on duty and are performing our work, thus, due to busyness we tend to forget to punch in back.

We are hesistant to file a complain to NLRC dhil na rin wala kaming kasiguraduhan if may laban kami po. Kaya nung nakita ko ang forum na to nag try ako mag seek ng advise, for at least for us to know if may laban ba kami. Alam naman namin un eh, policy is policy pro may trabaho din naman kaming dapat taposin, may mga deadlines din kami, kaya we opted not to take our lunch most of the time. Anyway, may mga in betweem breaks naman kami na pwede naming gamitin kung kakain kami. Mahirap pra samin ang ganitong sitwasyon, we're not perfect may mga times tlaga na makakalimutan namin mag punch in back kasi tutok kami sa trabaho at bawal naman kami mag punch out tapos punch in agad after dpat may minutes of interval talaga.

Pro kung yan na po ang advise nyo po na magreklamo sa nlrc, cguro ganito nlng tlaga kami di makapag reklamo, we can't risk our job as of this time. Tama ung isang nag advise din, cguro maghanap nalang ng ibang work kung di namin nagustuhan ang policy.

Thank you.

Gudpm po Atty.

7 years na po akong regular employee. may dumating po saakin na suspension memo. for 5 days suspension ang rason po ay dahil sa accumulated lates.. na suspend na po ako ng 3 days last month din meron na naman na 5days. wala po notice or warning memo na may na incurred na po ako na late na ganun karami.. wala din po na memo man lang na humihingi ng paliwanag ko bsta na lang po sila nag pataw na hindi ko man lang ma depensahan sarili ko. tama ba po ang ginawa ko na nag refuse ako i-reciv yung memo? sabi po saakin subject for insubordination daw yun. i need a legal advice po..tnx po

your recourse is to file a complaint at dole or nlrc for illegal suspension

atty gudam po..
salamat po sa sagot nyo, pero as of now hindi pa po ako pumupunta ng NLRC kasi busy din ako sa trabaho.. at ito nga po ay may panibagong problema na naman, meron na naman daw linuluto ma 10 days na suspension para saakin dahil sa lates, naka usap ko po yung HR namin.. ang tanung ko lang po is, legal ba na mag back track sila, if the late incurred is too far or ibig ko sabihin is July payroll na incurred tapos ngayon pa lang november saakin ipapataw? with no warning! kung baga parang discrimination na ang nagyayari.. bat ini-ipit nila ako ng ganito? oo aaminin ko may mga late ako, at subject for a DA.. but wala ba akong karapatan ipagtanggol sarili ko? wala ba kaming rights na ipag tanggol sarili namin mga empleyado? without warning or a demand for explanation letter man lang wala... derecho agad suspension.. pwede ba yun atty?..salamat po

you should be given a notice and an opportunity to explain. again your remedy is to file a complaint at nlrc

tnx po atty

Magandang araw po sa lahat.

Ang kausapin ka and get your side prior to serving Notice to Explain about the incident ay panlalamang po ba ng kumpanya? Dahil yun din po ang inexplain ko or naisulat ko sa letter, kung ano ang nasabi ko. Tama po ba na i-disable ang account mo in a project after serving NTE? Ang iniimbistigahan na parte ng management ay nararapat po bang kasama sa Administrative Committee na binuo during the Admin Hearing? Luto po kasi ang nagyari sa whistle blower na naganap to improve management.
Ang Notice of Decision and Suspension Memo po ba ay dapat na hinahain ng personal sa employee at di via electronically way of communication? Pwede po bang magtake effect ang suspension even if there is no final document issued, the only way it was received was via email and they even send it via courier during suspension date.

Ang Saved email or PST, recorded conversation, yahoo email ay pwede po bang gamiting evidence sa case?

Please enlighten, Salamat po.

[quote="lightdefender"]Magandang araw po sa lahat.

Ang kausapin ka and get your side prior to serving Notice to Explain about the incident ay panlalamang po ba ng kumpanya?

Oo. pero hindi ito bawal, provided na totoo o may basehan and notice. Ang mahalaga ay, may mali bang ginawa ang empleyado. kung meron, dapat disiplinahin siya na dapat nasisimula formally sa notice to explain. kung wla naman (dahil nasatisfy sa verbal explanation ng employee), di na kailangan ng kumpanya ng mag issue ng notice at i drop na lang ang agad kaso. Ang process na ito ay mas convenient both sa company at empleyado.


Tama po ba na i-disable ang account mo in a project after serving NTE?

oo, kung may mali ka.



Ang Notice of Decision and Suspension Memo po ba ay dapat na hinahain ng personal sa employee at di via electronically way of communication?

Generally dapat personal service. Pero depende narin sa klase ng trabaho, (halimbawa, tutok kna naman sa PC mo, pupwede to, ayon na rin sa rule na liberally dapat i construe and admin cases. Ang importante na notify ka.


Ang Saved email or PST, recorded conversation, yahoo email ay pwede po bang gamiting evidence sa case?

pwede na po sa ngayon.

Salamat po sa kasagutan Pedro Parkero.

Ang nangyari po kasi ay merong concealment ng issues sa office, favouritism na rin, ang iba ay grave offenses, involved ang buong management (manager, leads, atbp.,) dito at hinahanapan ng butas ang mga di sang-ayon sa pamamalakad nila. May mga allegations na di nila mapatunayan and yet nasa 201 file at kahit di mo na acknowledged or signed or mag agree sa decision nila kasi nga po eh walang basehan, i push through pa rin nila kasi nga salungat ka sa mga baho nila, may irregularities din po sa due process na sinusunod nila. Kinausap po si Employee ng HR ng Mother Company at binibigyan ng ng option about redundancy, think of thy career daw po "SELFISHLY" na kapag nag-apply si employee sa iba eh tatanungin sila, it's another way of saying na umalis na or mag-resign (recorded po ito). Tinanong pa si employee kung magkano kelangan kung magpa redundant dahil wala daw po pera si Mother Company compared ke client/project na based sa Europe. IT Related Services po kasi ito.

Tama po ba na alisin si Employee sa project/client while under suspension at wala pong nakalagay or memo sa notice of decision na you will be suspended for 15days at di po nakalagay kung saan mandated na policy? May threat pa nga po na ang gusto ni client/project head ay i terminate na ang contract ni employee pero di daw po sila (Mother Company) pumayag kasi masyado daw harsh, eh mali naman po talaga kasi dapat po ay due process.

Nagiging personal na po ito at sa tingin po ni Employee eh di siya tatantanan hanggat di siya napapaalis. Please enlighten, Salamat po.

light defender, if you want to contest the suspension, you can either file a motion for reconsideration with your management or file a complaint at nlrc for illegal suspension. however, i would not focus on just the process, but on whether what you did was proven with substantial evidence

@ attyLLL : Salamat po sa inyong kasagutan at suhestyon.

mahirap po kung mag file ng reconsideration dahil ang HR at ang Management ay magkakampi at obvious na obvious po na kanila itong pinoprotektahan at sinasang-ayunan dahil lahat po ng desisyon ng HR ay nanggagaling din po sa mismong Manager na European na inatasan ng kalahi nya na pamunuan ang itatayong branch dito pero eto pong si Manager ay empleyado pa rin po ni Mother Company at hindi rekta ng client/project. Kumpleto po ang ebidensya (emails, voice recordings, documents, etc.,) Nag file na rin po si Employee ng complaint sa NLRC at may follow up appointment po this December (this week na po). Will send an update po on this thread. For settlement daw po muna yun pero ang nabanggit po ni Employee ay Case na sana. We'll see po on the next action taken by NLRC kung magiging ok or hindi.

Case Status:
Filed on: Nov. XX, 2012
Current status: COMPULSORY MEDIATION

Nawa'y mabigyan nyo po ng suhestyon sa mga susunod na aksyon na maari pang gawin. Salamat po.

Updates:

Mediation Hearing was rescheduled next year (Jan 2013) for the arbiter assistant lost the folder/files/documents (misplaced maybe), Employee provided original copy and they took it replaced by a xerox copy for the employee. Summons may not be sent but told that it was a good thing that Employee showed up in a hearing. They (NLRC) apologized anyway.
...

light, welcome to the nlrc, or the legal world for that matter. be careful of accusing any arbiter without proof.

Thank you attyLLL for your concern.

message will be relayed to Employee and to stop accusations... and to protect, will edit post. Apologies...

atty. may memo po saakin noon matagal na halos mag 8 months na DEMAND FOR EXPLANATION, ngayon accept ko naman ito at nag reply ako.. ngayon nabalitaan ko na hindi raw tinanggap yung rason ko dun sa reply ko.. at papatungan na naman ako ng suspension.. grabe na po, pang gigipit na ata ginagawa nila. tanong ko lang po if legal yung ginawa nila.. kasi matagal na yun na case, bakit wala agad sila reply saakin noon pa at ngayon lang lumabas.. at tsaka simple lang na attendance & punctuality yung case na yun, kasi na limutan ko mag time out.. hindi man lang na consider, pano po gagawin ko? sa mga pang iipit nila saakin.. salamat po