Is termination valid

Employed ako nung May 2017. starting november nag absent ako hanggang nung january 14, 2018. Umalis kasi ung yaya ng baby kaya walang mag aalaga sa. Hindi ako nakapag paalam pero mga mid december text ako sa supervisor na baka malapit na akong bumalik pero hindi sya nag respond.

pagbalik ko binigyan ako ng NTE, ang paratang sakin ay hindi daw ako nag file ng leave bago umabsent. sabi ko dahil first offense dapat suspension muna, hindi kagad termination. Ang sagot nila is may nakuha ng kapalit dahil sa tagal kong nawala.

May katwiran ba ako? May pag asa ba akong manalo if magreklamo ako sa dole?

since hindi ka nag file ng leave, this is considered "Absence Without Official Leave" or unauthorized absences.

there is a maximum absences na ang company will allow an employee to render. napaka tagal ng 2months. kaya nag hanap na sila ng iba.

next time secure an approved leave before rendering it.

yes sir i understand na nag AWOL ako, now that im returning my point is dapat may supsension muna or ibang parusa and next incident ang termination, so yung pag terminate po sakin ay valid or not?

it will depend on the gravity of the offense, and in this case the number of days you are "AWOL"

Check your policy,

Kung 1 to 2 days, maybe warning to a few days of suspension

But 2 month?? yes they have the right to terminate you kahit 1st offense siya, as long as they observe proper procedure - 2 notices required by DOLE.

fundylarky wrote:yes sir i understand na nag AWOL ako, now that im returning my point is dapat may supsension muna or ibang parusa and next incident ang termination, so yung pag terminate po sakin ay valid or not?

Your logic is misplaced.

Ang ibig mo sabihin e iintindihin ng Management ang pag-AWOL mo at suspension lang ang dapat ibigay? Hanapin mo sa Code of Conduect nyo yung term na 'Depending on the gravity of the Offesnse'. Kung meron yan e hindi applicable ang suspension lang.

At kung wala yang term na yan, pwedeng gamitin ang provisions ng Labor Code laban sayo.

Yung pag-AWOL mo, analogous yan sa gross and habitual neglect of duty. Isa yun sa mga grounds for termination na Labor Code mismo ang nagprovide. Kung swerte kang sinuspend ka lang, prerogative yun ng employer mo na maging mabuti at maintindihin sayo. Pero kung magdecide ang management na i-terminate ka na, legal yun at wala kang laban. Pero siguraduhin mo na lang na dapat tama ang pagproseso sa termination mo, kasi kung hindi, dun ka may laban. Basahin mo to, sana lang makatulong sayo. https://www.alburovillanueva.com/dismissal-termination-employment