Constructive Dismissal

atty,

Ask ko lang po kung may right po ba ang company na idemanda ako dahil sa mga emails na sinend ko sa ibang tao na may mga derogatory remarks about sa supervisor ko. Nag-away po kasi kami nun, actually sya yung nauna, yung private reply ko sa kanya sinend niya sa buong team tapos kinabukasan nagpa-team meeting sya para lang siraan ako sa buong team. Nung ni-report ko sa HR namin as abuse of authority ako pa yung tinakot nila na pwede daw sila mag-file ng case against me. Tapos pinagalitan po ako ng HR manager kasi daw bastos ako sumagot sa supervisor ko. Eh asshole naman po kasi talaga yung supervisor, not to mention negligent and incompetent. Tapos nag-send pa po sya ng email sa buong team (hindi ako sinali and yung friend ko sa team) para sa meeting right after namin mag-usap kaharap yung operations manager, dun po sa conference na yun sinabihan niya ako na kung nahihirapan na ako, it's time for me to "consider other options". tinanong pa niya yung operations manager kung pwede i-transfer na lang ako sa ibang team (kaharap ako).
Yung mga emails ko po na yun na sinend ko sa ibang tao, na-send po sya nung time na hindi ko na-e-escalate sa HR yung issue. And ginawa ko lang po yun in retaliation sa ginawa niya na sinaraan niya ako sa harap ng buong team. Hindi po ako nag-attend nung team meeting na yun kasi po alam ko na kung anong pag-uusapan nila, tinakot pa po ako ng HR na pag di daw ako umattend ng meeting kahit hindi work related, insubordination daw po yun. And insbordination po sa code of conduct namin is on work related stuffs lang.
Enough po ba ito para makapag-file ako sa NLRC for constructive dismissal and pwede po ba nila ako kasuhan dun sa mga emails na sinend ko sa ibang tao na may derogatory remarks about dun sa supervisor kahit na in retaliation lang yun sa ginawa niyang paninira sa kin?

i can't agree that this already constitutes constructive dismissal.

eh ano po pwede kong ikaso sa kanila? harassment or unjust vexation?

plus can an employer issue a memo for insubordination on non-work related matters? like team building activities?

i consider team building a work related matter. a company outing is considered work related.

you should be more prudent in your actions. if you found the actions of the supervisor to objectionable, you could have filed a complaint with HR.

focus on filing an explanation. if you want to keep your job, you may have to swallow your pride and apologize.

so basically I have no choice but to suck it up and put up with a power tripper of a supervisor?

you have many choices. this is the one i recommend. good luck.

You say team building is work related. Is it mandatory to attend a team building even without workpay?

team building is a company program with the intention of creating team work and synergy among team members. I think the company your working is very good in providing such program. kindly pray and ask God to enlighten you and give you guidance.

i think the problem is your wrong interpretation that team building is not a work related , plus i am seeing some attitude problem.

This is just a perception