Liquidation Obligation

Help po. Pano kung manager sa isang company naghandle ng company event during 3-month stay sa company, so may budget na binigay sa kanya. After ng event, nag immediate resignation dahil sa pagod at pangit na treatment, then nag turn over ng mga OR for liquidation but forgot na humingi ng signed document na na-receive na ni company yung mga receipts. Now pinapalabas ng company na walang binigay na receipts and sinisingil si manager. Yung ibang OR na binigay ni manager nakakuha na ng copy from suppliers through affidavit pero yung company staff ang nagasikaso na hindi si manager.

May kutob kasi na nananadya owner ng company. Either nawala nila yung mga OR or tinatago nila para ipalabas na walang binigay si manager.

According daw to company policy si manager daw ang magbabayad pero wala namang pinirmahang papers na may ganung policy, kahit sa contract walang liability na ganun. May laban ba to?

It is standard that the manager in charge of the event is liable / accountable for all the cost incurred, specially if that manager signed to receive the money for the expenses. That's why they are called "managers", to manage and to take into account everything that they are responsible for, and that's also the reason for their pay which is much higher than the rank and file.

if the company policy is existing even before the manager came in the organization, the manager doesn't need to sign anything.

Thank you sa reply sir. Yung fact ba na nakakuha ng OR sa ibang suppliers can somehow prove na may mga nawalan OR ang company? Or ilalaban lang rin nila na hindi binigay sa kanila. Wala talagang proof na binigay kasi and mukhang gumaganti lang si company dahil sa immediate resignation ni manager.

On a separate note, pwede ba ipa-Dole kung si manager working daily 12 to 16hrs per day. Ang pwede pa ba ihabol ng reimbursements yung mga di nya pina reimburse nung nasa company pa siya?

Yung fact ba na nakakuha ng OR sa ibang suppliers can somehow prove na may mga nawalan OR ang company? wrote:

- No, It will go back to you say / he say. but at the end, you will lose because you don't have proof that you had the company received your liquidation.

Wala talagang proof na binigay kasi and mukhang gumaganti lang si company dahil sa immediate resignation ni manager. wrote:

it is hard to prove that the company is retaliating against the manager. Fault wise, it can be seen its the fault of the manager, because whatever the reason (tired, overwork or poor treatment), it is a poor way to separate from a company via immediate resignation. It will affect the managers future application with other companies.

pwede ba ipa-Dole kung si manager working daily 12 to 16hrs per day. wrote:

- Managers are hired based on Trust and Results. They are not rank and file that are paid by the hour work. Thus, it is inherent that a manager will work more than 8 hours a day, sometimes 7 days a week. If this is your basis for filing a complaint against DOLE, they would state the same.

pwede pa ba ihabol ng reimbursements yung mga di nya pina reimburse nung nasa company pa siya? wrote:

- This is the best course of action.