About my Resignation po help

Please give me advice po about my problem.

Dalawa po kami nagresign ng katrabaho ko bale OJT po kame tapos natuwa si boss samin tapos inalok kami magtrabaho sa company nya, tinanggap namin yung offer kasi nangangailangan din kame and we signed a contract sila lng ang may copy pero ang tanda ko "Probationary" kame dun sa contract. Tapos todo kaltas sa late pero wala namang bayad ang OT araw araw kami OT dun dahil sa sankaterbang trabaho.

Nung tumagal na naglalabasan na yung ugali ng Office Admin namin pati na ang boss. Andyan yung nagsisinungaling sila para di mapagalitan, tapos ang bilis magpataw ng penalty sa accident ng wala manlang investigation ayun yung mga bagay na idinahilan namin sa resignation kaya umalis kami.

Pero ang ginawa kasi namin hinantay lng namin yung sahod namin tapos umalis na sa opisina at nagiwan na ng resig letter. Tapos kaninang madaling araw nagtext yung boss ko sakin gagawa daw sila ng legal action for what we did daw kasi daw po corporate sabotage daw po ang nangyari and bibigyan nya po hanggang ngayong araw para magcomply then gagamitin yung letter as evidence po laban samen.

Di po ba pag pangit ang naging experience pwede maging effective immediately ang resignation?

Thank you po sa tutulong sakin i need help po tlga ASAP

Please help me po , Willing naman po ako makipag-coordinate sa kanila need lng tlga ng advice mula sainyo

Sinabi ba ninyo sa kanila ang dahilan ng inyong pag-alis?

(b) An employee may put an end to the relationship without serving any notice on the employer for any of the following just causes:

1. Serious insult by the employer or his representative on the honor and person of the employee;
2. Inhuman and unbearable treatment accorded the employee by the employer or his representative;

3. Commission of a crime or offense by the employer or his representative against the person of the employee or any of the immediate members of his family; and

4. Other causes analogous to any of the foregoing.

Lahat po ng reason namin nakalagay po sa resignation letter

wyn12344 wrote:Lahat po ng reason namin nakalagay po sa resignation letter

'Economic Sabotage' Nananakot lang yan. Di applicable ang 'economic sabotage' na yan sa sitwasyon mo. Hintayin mo yung formal na complaint laban sa inyo pra masagot mo ng deretcho kung ano yung allegations sa complaint nila. Its premature magbigay ng advise sa iyo.

what do you mean po na premature?

Ang problem is if yung reason mo doesn't fall into any of these categories:
(b) An employee may put an end to the relationship without serving any notice on the employer for any of the following just causes:

1. Serious insult by the employer or his representative on the honor and person of the employee;
2. Inhuman and unbearable treatment accorded the employee by the employer or his representative;

3. Commission of a crime or offense by the employer or his representative against the person of the employee or any of the immediate members of his family; and

4. Other causes analogous to any of the foregoing.

You have to render 30 days or ma-awol ka

lukekyle wrote:Ang problem is if yung reason mo doesn't fall into any of these categories:
(b) An employee may put an end to the relationship without serving any notice on the employer for any of the following just causes:

1. Serious insult by the employer or his representative on the honor and person of the employee;
2. Inhuman and unbearable treatment accorded the employee by the employer or his representative;

3. Commission of a crime or offense by the employer or his representative against the person of the employee or any of the immediate members of his family; and

4. Other causes analogous to any of the foregoing.

You have to render 30 days or ma-awol ka

ano po bang penalty sa AWOL?

pwede ka nilang i-charge for damages if you failed to render 30 days. Yung damages ay depende sa position at job function mo. For example if sa sales ka, the company can say yung daily sales output mo is so much, because you left without rendering the full 30days nawalan sila ng income for 5 days and your share is equivalent to X amount of pesos. It depends.

Don't worry ni-take into consideration din ng court your capacity to pay. If ordinary employee ka lang, hindi pa naman ako nakadinig ng million peso judgement

ganun po ba, dun po kaya sa mga reasons ko above may nagfall ba sa excemption ng immediate resignation?

in my opinion hinde but you can ask a lawyer

wyn12344 wrote:

lukekyle wrote:Ang problem is if yung reason mo doesn't fall into any of these categories:
(b) An employee may put an end to the relationship without serving any notice on the employer for any of the following just causes:

1. Serious insult by the employer or his representative on the honor and person of the employee;
2. Inhuman and unbearable treatment accorded the employee by the employer or his representative;

3. Commission of a crime or offense by the employer or his representative against the person of the employee or any of the immediate members of his family; and

4. Other causes analogous to any of the foregoing.

You have to render 30 days or ma-awol ka

ano po bang penalty sa AWOL?

Pwede kang ma-terminate by reason of Job Abandonment. Pero kung meron kang naipasang resignation letter, aprobado o hindi, at natanggap ng management mo ay hindi ka pwedeng i-terminate for Job Abandonment. WALA SA BATAS na pwedeng mag-terminate ng empleyado kung hindi magrender ng 30 days.

Lumang proseso na yang pag-terminate ng empleyado dahil hindi nag-render ng 30-days. Hindi na applicable ngayon yun dahil kung pinipilit ka na magtrabaho o pumasok sa trabaho kahit ayaw mo na e 'involuntary servitude' yun. bawal yun sa batas dahil labag sa Constitution ng Pilipinas.

Kahit ang presidente ng Pilipinas e hindi ka pwedeng piliting magtrabaho kung ayaw mo, ano pa kaya sa isang employer lang. Ang karapatan lang ng employer e mag-sampa ng kaso for damages laban sayo. YUN LANG ang nakalagay sa batas.

Maraming salamat po sa mga tulong at sagot nyo, napakalaking tulong po talaga nito

pwedeng ma terminate if hindi nag render ng 30 days. Hindi ma classify as force servitude kasi tineterminate ka nga. Ibig sabihin hindi ka pinipilit mag trabaho dahil tinatanggal ka nga sa trabaho. If you want to confirm, you can ask the public attorneys office. Free naman dun.

lukekyle wrote:pwedeng ma terminate if hindi nag render ng 30 days.  Hindi ma classify as force servitude kasi tineterminate ka nga.  Ibig sabihin hindi ka pinipilit mag trabaho dahil tinatanggal ka nga sa trabaho.  If you want to confirm, you can ask the public attorneys office.  Free naman dun.  

Your logic is misplaced my friend. You are living in the old world. Let me show you the difference between a practitioner and practitioner/law student.

Kapag pinilit mo ang isang tao na magpatuloy magtrabaho kung ayaw na niya, ito ay Involuntary Servitude. SAME AS kapag pinilit mo ang isang tao na nag-resign at magrender pa ng 30 days kahit ayaw na niya, ito ay Involuntary Servitude.

Note that the 30-day turnover period is NOT absolute. This is only a suggestion because this can be lengthened or shortened. Hence, NOT absolute. Sabi niyo kapag hindi nag-render ng 30 days ay ite-terminate ang empleyado. On what ground... Abandonment of Work?

Decisions of the Supreme Court state that Abandonment of Work must show that the INTENTION of the employee is to abandon his work. How can you consider the intent to abandon when the real intent is to resign? Can you deny the non-existence of the resignation letter? APPROVE or NOT, there is a resignation letter.

You cannot force an employee to render 30 days more kung ayaw na niya. NOT even the president of the Philippines can force an employee to render 30 days. Ang pwede lang gawin ng employer na nakalagay sa Labor Code ay 'File for damages' at hindi i-terminate si empleyado, yun lang.

Sir HRDUDE ano po ba ung steps to file for damages against an AWOL employee? Kelangan ka ba muna iterminate bago sila makapagfile ng damages against you?

Separate and independent Civil Action for Damages ang ifa-file sa empleyadong nag-AWOL. Sa korte na yan pupunta. Hindi ka nga dapat ite-terminate kung may resignation letter ka. Pre-requisite ang severance ng employer-employee relationship para makapag-file ng Civil Action for Damages. Kailangan muna maputol ang employer-employee relationship mo at ng iyong employer bago makapag-file.

So for not rendering 30days notice they will charge you AWOL?AT pra makapagfile sila ng damages iteterminate ka muna nila? Pero bago ka iterminate bibigyan ka notice na bumalik at mgpaliwanag kasi un ung due process tama po ba?

What if pra maging severance e hintayin nlng by employer matapos ung kontrata bago magfile ng charges against sa eemployee possible po b un Sir?

HrDude wrote:

lukekyle wrote:pwedeng ma terminate if hindi nag render ng 30 days.  Hindi ma classify as force servitude kasi tineterminate ka nga.  Ibig sabihin hindi ka pinipilit mag trabaho dahil tinatanggal ka nga sa trabaho.  If you want to confirm, you can ask the public attorneys office.  Free naman dun.  

Your logic is misplaced my friend. You are living in the old world. Let me show you the difference between a practitioner and practitioner/law student.

Kapag pinilit mo ang isang tao na magpatuloy magtrabaho kung ayaw na niya, ito ay Involuntary Servitude. SAME AS kapag pinilit mo ang isang tao na nag-resign at magrender pa ng 30 days kahit ayaw na niya, ito ay Involuntary Servitude.

Note that the 30-day turnover period is NOT absolute. This is only a suggestion because this can be lengthened or shortened. Hence, NOT absolute. Sabi niyo kapag hindi nag-render ng 30 days ay ite-terminate ang empleyado. On what ground... Abandonment of Work?

Decisions of the Supreme Court state that Abandonment of Work must show that the INTENTION of the employee is to abandon his work. How can you consider the intent to abandon when the real intent is to resign? Can you deny the non-existence of the resignation letter? APPROVE or NOT, there is a resignation letter.

You cannot force an employee to render 30 days more kung ayaw na niya. NOT even the president of the Philippines can force an employee to render 30 days. Ang pwede lang gawin ng employer na nakalagay sa Labor Code ay 'File for damages' at hindi i-terminate si empleyado, yun lang.

Pasensya na po but i will not argue with you. Advice ko nalang po dun kay Gemslangyan, ask ka sa PAO. Dun ako nagconsult.