Jump to content


Photo

MTC HRD Thread


  • Please log in to reply
899 replies to this topic

#861 council

council

    HR Consultant

  • (04) Casual
  • PipPipPipPipPipPip
  • 207 posts
  • Gender:Male
  • Location:Adelaide, South Australia

Posted 29 April 2010 - 11:21 AM

sirs,

my friend is planning to retired this year after working 12 years, however, the company where he is presently employed has no retirement policy. What he will do in order to avail at least early retirement (or known as optional retirement)??? thanks po...


As per RA 7641, Article 287 of the Labor Code has been amended, to provide for, among other things:

"In the absence of a retirement plan or agreement providing for retirement benefits of employees in the establishment, an employee upon reaching the age of sixty (60) years or more, but not beyond sixty-five (65) years which is hereby declared the compulsory retirement age, who has served at least five (5) years in the said establishment, may retire and shall be entitled to retirement pay equivalent to at least one-half (1/2) month salary for every year of service, a fraction of at least six (6) months being considered as one whole year.



Read more: Labor Code of the Philippines (Art. 287: Retirement) - Musings on Business, Culture, Government, Law, Technology, Travel, the Philippines and others - The Council http://www.council.p...9#ixzz0mSJpMeUA
Under Creative Commons License: Attribution



#862 Ninong2

Ninong2

    Looker

  • (04) Casual
  • PipPipPipPipPip
  • 128 posts
  • Gender:Male
  • Location:Muntinlupa

Posted 30 April 2010 - 06:08 PM

As per RA 7641, Article 287 of the Labor Code has been amended, to provide for, among other things:

"In the absence of a retirement plan or agreement providing for retirement benefits of employees in the establishment, an employee upon reaching the age of sixty (60) years or more, but not beyond sixty-five (65) years which is hereby declared the compulsory retirement age, who has served at least five (5) years in the said establishment, may retire and shall be entitled to retirement pay equivalent to at least one-half (1/2) month salary for every year of service, a fraction of at least six (6) months being considered as one whole year.


maraming salamat po sir

#863 justinapay

justinapay

    Charmer

  • (05) Regular
  • PipPipPipPipPipPipPipPip
  • 448 posts
  • Gender:Male

Posted 03 June 2010 - 06:15 PM

Is it considered moonlighting to be part of an MLM organization while working on an 8-hour desk job? Recruitment/MLM-related tasks are done only after office hours because of the knowledge of this concept known as moonlighting...Please enlighten me...TIA

#864 j0hn

j0hn

    Experienced

  • (04) Casual
  • PipPipPip
  • 36 posts

Posted 06 June 2010 - 02:53 PM

i would like to ask po your opinion in this matter. Kasi i am working with a company na yung mga boss/managers ay hindi pinoy. so I usually work na meron music so nag earphones ako so that i wont disturb anyone. and hindi naman nakaka lessen ng productivity ung pakikinig sa music in my own opinion nakakadagdag pa nga ito ng productivity dahil pag badtrip ka medyo pag nakinig ka ng music ay ma rerelax ka at mas ma gagawa mo yung trabaho mo. So then eto ngyari sinita ako ng isang boss na hindi pinoy sabi nya bakit daw ako naka earphones? sabi ko namn sir i am listening to music. sabi naman nya "no listening to music.". so tingal ko ung earphones.

tapos nung ni review ko yung manual sa HR wala naman ako nakita na bawal gumamit or makinig ng music or mag earphones. So feeling ko baka ng popower trip lang sya. tapos ang ginawa ko the next day isang earphones lang ginamit ko. then sinita ulit ako, tapos tinapik pa ung ulo ko(parang binatukan), sabi nya "why are u using that, no using that." so para sa akin nakaka insulto un specially ung may physical contact.

hindi ba parang violation na un kasi pinag babawalan nya ako kahit wla naman sa rules nila. tska hindi ba parang tinatapakan nila nya ung rights ko kasi bkt nya babawalan eh wala naman sa rules ng company. tska nag physical contact sya eh, kahit tapik lang un eh napaka unprofessional nun. gusto ko sya isubong sa HR pero feeling ko mas kakampihan pa nila un kasi boss un at ibang lahi pa. FYI dito lang po ito sa pinas. Am i in the right position para mag reklamo? thanks sa mag rereply

#865 KunehoMan

KunehoMan

    Looker

  • (04) Casual
  • PipPipPipPipPip
  • 149 posts

Posted 15 September 2010 - 10:56 PM

Sirs, tama ba na ipa ban ng isang BPO employer ang kanilang mga resigned na empleyado na pumasok sa isa pang BPO company? ex: company A & co. B?
Ang siste kase ang general manager ng company A ay dating general manager ng company B. ngaun pag may nagreresign sa company A nka ban daw sa company B. dahil napagalaman ng general manager na yung mga nagreresign sa company nya ngaun(A) ay lumilipat sa company B. sana magets nyo, ahehe bka kase naguluhan kau sa kwento ko eh. hehe thanks sa reply sirs. rgds

#866 callcenter

callcenter

    Contact Center Legend

  • (04) Casual
  • PipPipPipPipPip
  • 148 posts
  • Gender:Male
  • Location:Mandaluyong
  • Interests:Internet, live bands

Posted 12 October 2010 - 08:24 PM

Supposing an agent was dismissed illegally, did not go through the required due process. If she signs the quit claim form, because she needs to get the last pay - she needs the money being a single mom with 4 kids - can she still file a case in NLRC?

#867 jpatricks1

jpatricks1

    Chaser

  • (04) Casual
  • PipPipPipPip
  • 53 posts
  • Gender:Male
  • Location:QC

Posted 24 December 2010 - 06:58 AM

Need your advice sir,

When I signed up for my current job I was told that annually there will be an appraisal of my performance and that my annual salary increase will be dependent on said appraisal.

I worked really hard and my manager happily gave me the highest rating which would merit a 10-15% increase. Around 80% of the department didn't even get the "meets expectations" rating.

But a week after I signed my appraisal my manager told me that because we were in a new department and that there were no standard goals and also for the benefit of the majority, everyone would be given the "meets expectation" rating including me.

This would mean my salary increase would only be around 7% and less career opportunities within the company. I was hoping to transfer to a different department but my new rating automatically disqualifies me from transferring.

I just want to know where I stand. It seems so unfair after all the hard work I've put into the program.

Thanks in advance.

#868 icis

icis

    Chaser

  • (04) Casual
  • PipPipPipPip
  • 88 posts

Posted 17 January 2011 - 10:32 AM

I would like to inquire regarding the application of using contractual employees in a company.


For example:


Would all sections and departments can use contracted work and what would be the maximum time (in terms of months)



Thanks in advance

#869 saracrew

saracrew

    Devirginized

  • (03) Newbie
  • PipPip
  • 24 posts

Posted 02 July 2011 - 08:03 AM

I just came from a maternity leave. I went back to work on June 18, 2011. We are being paid semi-monthly, with a cut-off period of 9th-23rd and 24th-8th of each month. So this 30th of June, my salary is covering the cut-off of 9th-23rd of the month. My salary was computed as five days of work (18-22, 23rd being rest day) and nine days of absence. (9-17) We get paid P9, 000 semi-monthly. So my net pay for the 30th was just more than P1, 500.00. Our finance manager was insisting that their computation was correct because I was "absent" during the days I was on my ML. They said that SSS all ready paid me on those days, so they have to deduct those days against my salary. I need help on what to do. Was that even legal? Thanks!

#870 paobulous

paobulous

    Looker

  • (04) Casual
  • PipPipPipPipPip
  • 138 posts
  • Gender:Male

Posted 25 July 2011 - 01:10 AM

As per RA 7641, Article 287 of the Labor Code has been amended, to provide for, among other things:

"In the absence of a retirement plan or agreement providing for retirement benefits of employees in the establishment, an employee upon reaching the age of sixty (60) years or more, but not beyond sixty-five (65) years which is hereby declared the compulsory retirement age, who has served at least five (5) years in the said establishment, may retire and shall be entitled to retirement pay equivalent to at least one-half (1/2) month salary for every year of service, a fraction of at least six (6) months being considered as one whole year.


hi sir, you seem to be knowledgeable about this stuff. so I would like to ask you a question somehow similar to the query above. my mom is now 58 years old and she had a stroke a few months ago. Now her company is planning to retire her (more than 30 years of service) because she still has not recovered from her illness. The company has no retirement plan but agreed to give her half a month's salary for every year of service. Is there any article in the Labor Code that pertains to this?

#871 bhooglees

bhooglees

    ETO SAYO......

  • (07) Avid Member
  • PipPipPipPipPipPipPipPipPipPipPipPipPipPip
  • 1,869 posts
  • Location:manila
  • Interests:0%

Posted 11 September 2011 - 11:30 AM

I just came from a maternity leave. I went back to work on June 18, 2011. We are being paid semi-monthly, with a cut-off period of 9th-23rd and 24th-8th of each month. So this 30th of June, my salary is covering the cut-off of 9th-23rd of the month. My salary was computed as five days of work (18-22, 23rd being rest day) and nine days of absence. (9-17) We get paid P9, 000 semi-monthly. So my net pay for the 30th was just more than P1, 500.00. Our finance manager was insisting that their computation was correct because I was "absent" during the days I was on my ML. They said that SSS all ready paid me on those days, so they have to deduct those days against my salary. I need help on what to do. Was that even legal? Thanks!


I think its a yes. The maternity benefit you got from SSS covers your salary for the time that you were in ML. THoug if you have VLs available, you could've filed part of your ML through that. hope I helped

#872 council

council

    HR Consultant

  • (04) Casual
  • PipPipPipPipPipPip
  • 207 posts
  • Gender:Male
  • Location:Adelaide, South Australia

Posted 03 October 2011 - 10:27 PM

hi sir, you seem to be knowledgeable about this stuff. so I would like to ask you a question somehow similar to the query above. my mom is now 58 years old and she had a stroke a few months ago. Now her company is planning to retire her (more than 30 years of service) because she still has not recovered from her illness. The company has no retirement plan but agreed to give her half a month's salary for every year of service. Is there any article in the Labor Code that pertains to this?


ART. 284. Disease as ground for termination. An employer may terminate the services of an employee who has been found to be suffering from any disease and whose continued employment is prohibited by law or is prejudicial to his health as well as to the health of his co-employees: Provided, That he is paid separation pay equivalent to at least one (1) month salary or to one-half (1/2) month salary for every year of service, whichever is greater, a fraction of at least six (6) months being considered as one (1) whole year.

http://www.council.ph/legal/?p=93

#873 wildswans

wildswans

    Cutie

  • (04) Casual
  • PipPipPipPipPipPip
  • 233 posts
  • Gender:Male

Posted 13 February 2012 - 09:14 PM

good day sir.

i'd like to know if DOLE entertains anonymous complaints of an employee against his or her employer regarding working longer than 8 hours without pay, not having sss and other mandatory benefits, no vacation leave and no sick leave, and no 1 hour lunch breaks? especially if the employee is still working in the company.

thanks.

#874 MartyMart

MartyMart

    Looker

  • (04) Casual
  • PipPipPipPipPip
  • 169 posts

Posted 17 February 2012 - 09:34 PM

good day sir.

i'd like to know if DOLE entertains anonymous complaints of an employee against his or her employer regarding working longer than 8 hours without pay, not having sss and other mandatory benefits, no vacation leave and no sick leave, and no 1 hour lunch breaks? especially if the employee is still working in the company.

thanks.


You can try sending an anonymous letter to the DOLE's Bureau of Labor Standards which is mandated to inspect companies to ensure that they comply with existing labor laws and policies. Just make sure that you cite specific cases that could be verified from the companies records or confirmed by other employees whch would serve as basis for whatever action the bueau may take against your employer.

#875 game_boy

game_boy

    Lover

  • (07) Avid Member
  • PipPipPipPipPipPipPipPipPipPipPipPipPipPip
  • 1,884 posts
  • Gender:Male
  • Location:Makati, PH
  • Interests:Travelling, Watching Concerts, Sports, Spa and Wellness

Posted 25 July 2012 - 03:44 PM

can somebody help me get a copy of the latest pmap directory?

#876 juicylici0us_is_back

juicylici0us_is_back

    Prodigal Member

  • (05) Regular
  • PipPipPipPipPipPipPipPipPipPip
  • 602 posts
  • Gender:Female
  • Location:Laguna
  • Interests:add me: https://www.facebook.com/mtcjuicylici0us

Posted 17 September 2012 - 03:27 AM

I'll just pm you council hehe it's very confidential
oh your message box is full
might as well post it here:



I currently work 12 hours but I just get an 8-hour salary. There are many discrepancies in our office. We are working under government but we are only a part of a department so we are "contractual" workers. We are also "no work, no pay" meaning for holidays and other emergencies, we don't usually get our salaries. The administrator and our cashier is her daughter. No one dares to expose the anomaly. As I remember in the Government Code there shouldn't have any relatives up to the 3rd consanguinity in the same department. We never get our salaries on time. We are under a contract but some of us are working for 4 hours only. They sign the payroll 8 hours but they only get 4 hours from it. Meaning the admin gets all of the excess salaries. There has been another anomaly about resigned employees. They never inform the HR about it. I knew an employee who resigned to go abroad for 2 years, the admin has been getting all his salary while he was in the other country. And the school supplies provided are not properly distributed to the teachers. Is there a way we can somehow voice it out. It's really hard because even the people in the municipal office are mum about it because I think it is because of the ___________ who is a very good friend of the administrator.

Edited by juicylici0us, 17 September 2012 - 03:32 AM.


#877 juicylici0us_is_back

juicylici0us_is_back

    Prodigal Member

  • (05) Regular
  • PipPipPipPipPipPipPipPipPipPip
  • 602 posts
  • Gender:Female
  • Location:Laguna
  • Interests:add me: https://www.facebook.com/mtcjuicylici0us

Posted 17 September 2012 - 03:41 AM

As per RA 7641, Article 287 of the Labor Code has been amended, to provide for, among other things:

"In the absence of a retirement plan or agreement providing for retirement benefits of employees in the establishment, an employee upon reaching the age of sixty (60) years or more, but not beyond sixty-five (65) years which is hereby declared the compulsory retirement age, who has served at least five (5) years in the said establishment, may retire and shall be entitled to retirement pay equivalent to at least one-half (1/2) month salary for every year of service, a fraction of at least six (6) months being considered as one whole year.





what if contractual lang po, may kasamahan kasi ako na forced resigned ksi old age na daw. 64 ata sya nung hire sya then now 68 n sya hindi n daw sya irerenew. So pano po yun? Di ko rin alam if kabilang kami dyan ksi nga contractual kami are we under DOLE ba?

#878 Tokoy

Tokoy

    bliss personified

  • (08) Fanatical Member
  • PipPipPipPipPipPipPipPipPipPipPipPipPipPipPip
  • 2,752 posts
  • Gender:Male
  • Location:beautiful cebu
  • Interests:Existence, nature, books, video, music, travel, photography, cars, tech gadgets and a lot more ...

Posted 20 November 2012 - 01:43 PM

Wow! I've been out of this thread since I moved out of the country. Lot's of things have changed.

#879 hav0k

hav0k

    Chaser

  • (04) Casual
  • PipPipPipPip
  • 71 posts

Posted 11 August 2013 - 04:55 PM

ask ko lang kung ano habol ko kc nasa company ako for 5 years na (head tech) nag hire sila nang HR eh naglabas ng contrata yung pagkaka intindi ko sa contrata probi ulit ako bali na bali wala yung 5 years ko pag stay sa company ano habol ko doon?

#880 pekto*

pekto*

    Looker

  • (04) Casual
  • PipPipPipPipPip
  • 163 posts
  • Gender:Male

Posted 09 September 2013 - 02:25 PM

ask ko lang kung ano habol ko kc nasa company ako for 5 years na (head tech) nag hire sila nang HR eh naglabas ng contrata yung pagkaka intindi ko sa contrata probi ulit ako bali na bali wala yung 5 years ko pag stay sa company ano habol ko doon?



Sir anong status mo ba sa company nung 5 years na na-mention mo? (project based or regular) If project based ka (being Head Tech) and ngayon they are eyeing you for a regular employment in a different position or department or function, i think legit yung ginawa nilang probationary status mo. Pero in practice talaga, we do consider that tenure for you to be a regular employee. though prerogative talaga ng employer yun.




1 user(s) are reading this topic

0 members, 1 guests, 0 anonymous users