SHOW CAUSE MEMO NEED YOUR HELP

Good pm,

Hingi lang po sana ng tulong regarding sa show cause memo na natanggap ko for gross and habitual neglect of duties regarding sa repeated absenteeism for 20+ consecutive days if anong dapat isagot or kung may laban po ba para di materminate

Una po na diagnosed ako ng clinical depression which naexperience ko start nung symptoms after ako siraan ng boss ko regarding sa performance ko at nung nalaman ko hindi totoo ung data nya nireport ko po sa upper management ung issue pero wala po silang ginawa. Umabot po to sa HR pero ang ending miscommunication lang daw po which is hindi ko po matanggap dahil 3 beses po niya eto inulit sakin at madami po sa company naming ang makakapagpatunay na nagppractice siya ng mali which lalo nagpalala ng naramdaman ko.

Ang reco po ng doctor ay ilipat ako ng department or site pero nung malaman ko po mismo sa head hr na base sa investigation nila walang mali nangyare at miscommunication lang ang lahat ay nainsulto po ako. First time ko po madiagnose ng gantong sakit at para sakin nakakainsulto na ng dahil lang sa miscommunication ay magkakaron ako ng gantong klase ng sakit. Tinanggihan ko po yung offer for a transfer dahil po if hindi pala ko nagkaron ng reco ilalagay padin nila ako sa same department kung saan tinamaan ako ng depression. For 20+ days hindi po ako makapasok dahil sa trauma sa company at walang accountability. Natatakot po kasi ako na maulit mangyare sakin eto dahil hanggang sa ngayon demoralized at demotivated padin ako para makapasok ng maayos. Ngayon po ay binibigyan ako ng show cause memo kung bakit ako di dapat iterminate

Salamat po

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Sinunod mo ba ang company procedure sa pag-notify sa mga absences mo?

Meron bang medical certificate that required you to be absent for that many days?

Nag diagnosed po ako november 2015 clinical depression after po ng issue with management. Pinayagan po ko magleave dahil nadin sa reco ng doctor then nabigyan po ako ng clearance february with reco n ilipat ako ng environment.

Feb po nagusap kami ng hr regarding sa new role n ibibigay sakin then nung tinanong ko po about sa issue ang sabi nila miscommunication lang daw po lahat. Ininform din nila sakin n if walang reco ung doctor hindi nila ako ililipat ng department so para pong nainsulto ako nademotivate nademoralize po ako sa work environment na nagcause sakin ng sakit tapos walang accountability. Kumbaga ang gusto ko sana magkaron ng justice man lang kasi ilang buwan akong may sakit at never ko p naexp to. Hindi ko po magawa pumasok after that meeting at nagnotify ako sa kanila na hindi ko po kaya dahil sa result ng investigaition. Nakakatrauma po na ng dahil walang accountable is baka maulit lang ulit ang depression ko. Kumbaga health ko po ang iniisip ko. Demotivated padin po ako at demoralized sa ginawa ng boss ko paninira sa performance ko at sa kawalan ng aksyon ng company kahit malinaw po lahat ng evidence at madaming witness

Yung meds ko po anti depressant til now ongoing which is 100 plus a day and then ung sleeping pills for insombia 191 po per tablet. Nakakainsulto po na na nagkaskit ako sa loob ng work pero wala pong accountable kahit ang linaw po ng dahilan.

Follow the company grievance procedures as stated in your employee handbook or company by-laws. Most companies have extensive grievance procedures that does not end with the HR's involvement. Avail of them and follow the rules stated therein before contemplating on filing a possible labor case.

Make sure you document everything that happened so far with the acknowledgement of the involved parties with their signatures. These will serve as possible evidence in the future.

If you have time, you may want to go to the nearest Regional DOLE office and tell them your situation and what remedies do you have in case there will be inaction or ignorance on part of the company admin...

Ano po ung company grievance? Ano po kaya best n gawin ko regarding sa show cause memo. Yes sir nakadocument po lahat and malinaw na malinaw po ung inactions nila sa organization namin alam ng halos lahat un

sir nag google po ako regarding sa grievance procedures and na follow ko naman po all the way sa pinakamataas na manager but yun nga po para sakin hindi acceptable ung sinabi nila na miscommunication lang ang lahat dahil ako po ay nag suffer at na diagnose ng mental illness na sa buong buhay ko ay hindi ko pa naranasan which is depression. Malinaw din po ung mga evidence ko regarding sa mga allegations ko about sa managers and madami din po akong witness na makakapagpatunay na totoo un pero ang nangyare po hindi sila nag investigate at pinatay na agad ung issue para hindi na lumaki. sa sobrang sama kasi ng loob ko sa inactions nila nag voice out na ko sa buong organization ng mga nangyare

May labor union ba kayo? Kung meron, pwede kang magparepresent sa labor union for a possible labor case against your employer.

Meron kasing rule sa Labor Code natin na kelangan ubusin muna ang mga all possible remedies available sa grievance procedures sa company by-laws before umabot sa possible litigation. Kaya tinanong ko kung lahat ba ng procedures ay nagawa mo na.

Since may issue pa rin na unresolved, it may be time to go to the nearest Regional DOLE office with all your documents and paperwork para mabigyan ka nila ng proper advice as to how you will handle your possible case against sa company mo. Usually, they will suggest na magkaroon muna ng mediation procedures (pag-usapan muna lahat basically bago umabot sa litigation, tapos may neutral 3rd party na nakikinig na pwedeng magrecommend kung ano dapat yung gawin for both parties) before magkaroon ng arbitration procedures (either voluntary arbitration or may labor arbiter na maghahandle ng case nyo).

At this point, it is best na may legal representation ka na. You should secure the services of an attorney to handle your case. Kung budget ang problema, punta ka sa Public Attorney's Office (usually sa city or municipal hall) and seek for their help.

Good luck. Sana mabigyan ng nararapat na solusyon na fair sa lahat ng parties involved.

sir deadline na kasi sa Tuesday nung hinihingi nilang show cause memo kung iteterminate b ko o hindi ano ba dapat ko gawin? sagutin ko n ba agad eto?

Tama ka, there is a deadline. But what exactly is written as your violation which is asking for an explanation why a disciplinary action or sanction will not be imposed on you. Is it just 1 or 2 or several? Difficult to reply as your case looks like an unfavorable situation for you. Simplifying it dalawa lang ang approach: My violation of absenteeism for +20 days per your record is not a cause for disciplinary action because . . . or I acknowledge the absences recorded on xxx, xxx, however . . . For these reasons . . . The advice given you by the three practitioners are logical, practical and helpful. Try to do what they suggested within the limited time and craft your show cause memo carefully.

2 ang violation ko ung absenteeism and hindi daw pag gamit ng company email properly ng concerns ko. sir tanong ko lang pag private email mo naman ung ginamit mo para mag email sa several employees may case padin? private email ko po ginamit hindi company property

eto din po sabi nila

You may request for an administrative hearing if you so desire, during which you may be assisted by counsel of your choice. Should you choose to have an administrative hearing, please inform the undersigned no later than 14 March 2016.

phpemp wrote:
eto din po sabi nila

You may request for an administrative hearing if you so desire, during which you may be assisted by counsel of your choice.  Should you choose to have an administrative hearing, please inform the undersigned no later than 14 March 2016.

For terminable cases you are entitled to an administrative hearing without any need for any notice to them.

To clarify, the following should be considered in terminating the services of employees:

(1) The first written notice to be served on the employees should contain the specific causes or grounds for termination against them, and a directive that the employees are given the opportunity to submit their written explanation within a reasonable period. Reasonable opportunity under the Omnibus Rules means every kind of assistance that management must accord to the employees to enable them to prepare adequately for their defense. This should be construed as a period of at least five (5) calendar days from receipt of the notice to give the employees an opportunity to study the accusation against them, consult a union official or lawyer, gather data and evidence, and decide on the defenses they will raise against the complaint. Moreover, in order to enable the employees to intelligently prepare their explanation and defenses, the notice should contain a detailed narration of the facts and circumstances that will serve as basis for the charge against the employees. A general description of the charge will not suffice. Lastly, the notice should specifically mention which company rules, if any, are violated and/or which among the grounds under Art. 282 is being charged against the employees.

(2) After serving the first notice, the employers should schedule and conduct a hearing or conference wherein the employees will be given the opportunity to: (1) explain and clarify their defenses to the charge against them; (2) present evidence in support of their defenses; and (3) rebut the evidence presented against them by the management. During the hearing or conference, the employees are given the chance to defend themselves personally, with the assistance of a representative or counsel of their choice. Moreover, this conference or hearing could be used by the parties as an opportunity to come to an amicable settlement.

(3) After determining that termination of employment is justified, the employers shall serve the employees a written notice of termination indicating that: (1) all circumstances involving the charge against the employees have been considered; and (2) grounds have been established to justify the severance of their employment.

Sagutin mo ng derecho ang tanong nila.

Bakit, kahit mahigit na sa 20 na ang absences mo, hindi ka dapat ma-terminate?

sir kaya hindi ako makapasok dahil ako po ay nadepressed sa ginawa ng manager ko with evidences po plus ung inaction ng company. Wala pong accountability n nangyare puro hindi malinaw explanation sakin so papano po ako papasok kung wala naman accountable sa sinapit ko sir natatakot ako na maulit po eto lalo n po nalaman ko na kung walang reco ung doctor hindi nila ako ililipat ng work environment

So ang pinaka the best po ba ay sagutin ko muna ung written explanation then lapit po ako bukas sa labor?

Ask ko lang din since violation ko daw is pag gamit ng company property ng hindi maayos e personal email naman po ginamit ko. Tama po b na pati personal email ko ay hawak nila?

phpemp wrote:Ano po ung company grievance? Ano po kaya best n gawin ko regarding sa show cause memo. Yes sir nakadocument po lahat and malinaw na malinaw po ung inactions nila sa organization namin alam ng halos lahat un

Labor relations framework na maaring makatulong sa iyo.
Ang kumpanya lalo na ang may maraming empleyado may rules and regulations. May rules may sanctions o penalty. Sumangayon ka dito bago ka mapasok sa payroll. Ang worker's rights ay protektado ng DOLE thru the labor code. Obligasyon ng bawat empeyado na sumunod sa rules and regulation at magreport ng violation. Mahalagang role ito ng supervisor o manager. Pero di basta bastang nagpapatupad ng sanction. May due process base sa ebidensya, facts at pagdinig. May reported violation, isusulat sa iyo. Hihingi ng show cause memo. Bakit ka di dapat parusahan? Mahalagang ebidensya ito. Susuriin ang memo mo ng management at isang body. Puedeng husga agad. Puedeng pagdinig uli. Iyan ang grievance process. Malaking tulong na may union na magbaback up sa iyo. At kaalaman sa proceso. Alamin ang worker's right c/o DOLE. Alamin din ang prerogative ng management. Bago makarating sa termination, marami pa ring steps.

sir tanong ko lang kung pwede ba ilagay sa defense ko na mali na sinabi nila na ginamit ko company property to publicly attack if in fact personal email ko ginamit ko at wala po sa intention ko na mang attack ng kahit sino man

phpemp wrote:sir tanong ko lang kung pwede ba ilagay sa defense ko na mali na sinabi nila na ginamit ko company property to publicly attack if in fact personal email ko ginamit ko at wala po sa intention ko na mang attack ng kahit sino man

PWEDE, lahat na ng maisip mong rason o alibi para sa depensa mo ay ilagay mo na lahat.