can i still file neglect of duty or incompetence?

ah dapat nasa decision pala hindi mandatory. kung magbabayad yung kumpanya ano legal action pwede gawin?

mandatory yata, nahagilap ako:

me wrote:x x x

“In any event, the decision of the Labor Arbiter reinstating a dismissed or separated employee, insofar as the reinstatement aspect is concerned, shall immediately be executory, even pending appeal. The employee shall either be admitted back to work under the same terms and conditions prevailing prior to his dismissal or separation or, at the option of the employer, merely reinstated in the payroll. The posting of a bond by the employer shall not stay the execution for reinstatement provided herein.”

x x x

so tanong ditto kung ayaw na ni employee na bumalik, ibig sabihin ibibigay na kaaagad yung separation pay?
heto pala yung link:
http://www.laborlaw.usc-law.org/2010/02/20/reinstatement-pending-appeal/

Walang nakalagay dyan na dapat ibibigay kaagad ang separation pay.

di ba parati nasa clause yun na pag ayaw na ni employee or employer na ipursue employer-employee relationship, dapat ibigay na yung separation pay? medyo slight lang naman yung difference nito dahil may particular na law na iapply ang police power ng state na ibigay sahod ni employee habang nag-appeal si employer?

@hrdude and other forumers like you, I assume you are in HR kaya nawawalan ng credibility yung forum, dapat yung totoong lawyer sana mag-bigay ng opinion

kase kahit hr practitioners kayo for very long time, masyado naman kase limited experience nyo sa law, you are like work from moms na masyado malakas loob.

at sana kung lawyer, di yung lawyer ng mga agency.

The way the company would see it is this:

�How can someone like you�:
� bago sa kumpanya,
� agency employee at di regular,
� short term of service sa kumpanya,
� di alam ang business plan, process and needs ng kumpanya

mapapakita na incompetent and neglect of their duty yung 6 na tao? Pumasa sila sa performance appraisal ng kanilang managers at na regular? Pano mo ma kontra yun... mali din ba ang kanilang managers?

yup napaka currupt ng mga managers dun, all females din up to sr manager, yung intsik na naririnig ko ay matandanbg lalaki yata na bago mareach yung desk nya 15 na desk ng babae dadaanan mo muna

jonjon057 wrote:di ba parati nasa clause yun na pag ayaw na ni employee or employer  na ipursue employer-employee relationship, dapat ibigay na yung separation pay? medyo slight lang naman yung difference nito dahil may particular na law na iapply ang police power ng state na ibigay sahod ni employee habang nag-appeal si employer?

FOR YOUR INFO. Salary at Separation Pay ay magkaiba. At hindi lahat ng severance ng employer-employee relationship ay automatic ang pagbigay ng separation pay. Read your facts.

Sa naunang quote mo ng decision, walang nabanggit na Separation Pay. Read and analyze your quoted sentence carefully.

jonjon057 wrote:@hrdude and other forumers like you, I assume you are in HR kaya nawawalan ng credibility yung forum, dapat yung totoong lawyer sana mag-bigay ng opinion

kase kahit hr practitioners kayo for very long time, masyado naman kase limited experience nyo sa law, you are like work from moms na masyado malakas loob.

at sana kung lawyer, di yung lawyer ng mga agency.

Opinions are given here freely and voluntarily. You can either accept the same or not. Better visit or hire a lawyer my friend.

Sa salita mo e ang gusto mo lng marinig ang pakikinggan mo. So good luck.

jonjon057 wrote:

The way the company would see it is this:

�How can someone like you�:
� bago sa kumpanya,
� agency employee at di regular,
� short term of service sa kumpanya,
� di alam ang business plan, process and needs ng kumpanya

mapapakita na incompetent and neglect of their duty yung 6 na tao? Pumasa sila sa performance appraisal ng kanilang managers at na regular? Pano mo ma kontra yun... mali din ba ang kanilang managers?

yup napaka currupt ng mga managers dun, all females din up to sr manager, yung intsik na naririnig ko ay matandanbg lalaki yata na bago mareach yung desk nya 15 na desk ng babae dadaanan mo muna

Idemanda mo na lang yung mga taong yan o magreklamo ka sa DOLE. For sure dismiss agad complaint mo. Good Luck.

HrDude wrote:

jonjon057 wrote:di ba parati nasa clause yun na pag ayaw na ni employee or employer  na ipursue employer-employee relationship, dapat ibigay na yung separation pay? medyo slight lang naman yung difference nito dahil may particular na law na iapply ang police power ng state na ibigay sahod ni employee habang nag-appeal si employer?

FOR YOUR INFO. Salary at Separation Pay ay magkaiba. At hindi lahat ng severance ng employer-employee relationship ay automatic ang pagbigay ng separation pay. Read your facts.

Sa naunang quote mo ng decision, walang nabanggit na Separation Pay. Read and analyze your quoted sentence carefully.

bakit kaya hanggang ngayon wala pa decision, malakas ba yung evidences na mga events na nangyari after dissmissal? dunnkase nakasentro reply nila tsaka yung ayaw nila irecognize na may employee-employer relationship from the start, tapos sabi nung lawyer ko yung power to control ay andun as the most important element in determining whether theres employee- employer relationship

mayron pa sila inilagay dun na twice ako na admonish which makes me an underperforming employee at naasiwa na raw sila sa akin kaya di sila makatagal, kase yung first na sabi nya na admonish ay dahil yung mga kausap sa client nila napaka unprofessional nga akalain mo ba na may ibinigay sya na specification sa akin so sinunod ko naman tapos nung natapos ko yung job sabi nya mali mali daw tapos tinignan ko yung mga sinabi nyanf mali eh wala dun sa specs na ibinigay nya so di ko ginawa, dapat hindi mali kundi new requirements so di ko ginawa tapos kinausap nta ako sabi yun nga dapat new reqs yun gawa sya panibago specs para dun tapos natanong ko kung nakit madami kulang? at tinsnong ko rin kung napag isipan ba nya maigi or di lang nta alam kung panu ilagay sa soecs yung mfa yun at nagsugfest ako na reviewhin nya yung subject nya sa college na technical writing makaki tulong nun, dun na raw sya naoffend at inereport nya kay agency na pinaniwalaan kaagad ni agency. tapos yung pangalawa naman ay yung isa rin na kausap eh jaghandle sya ng maraming tasks na kasama ako tapos puro issues as in pabalik balik so nung inaaraw araw nya na ganun di nagsuggest ako na kulang pa sya sa skills at di pa nya nameet yung minimum skills requirement ng position nya, akalain mo sabihin offensive daw yun at inereport nila kaagad kay agency

kaya ko nasabihan yung 2 na tauhan ni client ng ganun ay para malaman nila na di talaga nila ma meet yung minimum skills and knowledge requirement ng kanilang position base sa mga errors, incompleteness ng mga specs na ibinibigay nila and eventually iraise ko na sa hr, yung managers nila kase kasabwat nila kaya wala mangyayari. magrereact lang yun pag may extreme damage na nangyari, eh hihintayin pa ba yun? heto nga at everyday or lahat ng tasks nila puro palpak?

may na experience na ako na ganyan sa iba kong project pero magisa lang sya. pero grabe di ako narenew dahil sa kanya. pero pinabalik ako twice sa kanila at naretenew naman ako dun tolerable naman kase yun kase magisa lang nya, lshat naman sila nagwork ng maayos tapos may totoong team lead sa kanila na taga assign ng task

pero ha bilib talaga ako dun sa dati kong kawork same kami position. ang nangyari sa kanya emergency leave sya 3days, eh yung time na wala yun dapat magpapirma sa mga managers ng attendance, eh delayed sya nung pagbalik nya kaya nagalit sa kanya yung manager na nakaharap kami pero di sya sumagot at very cool lang sya masasabi ko na kahit sa agency, mataas ang quality ng mga tao. ang mga pasaway lang talaga mga clients

may idedemolish na commisdion si pd30, nlrc kaya yun? madami daw chismis na furrupt mga arbuters