fiasco Posted February 9, 2005 Share Posted February 9, 2005 Just in case you ever got the two mixed up. This should make things a bit clearer. IN PRISON.. you spend the majority of your time in an 8X10 cell. AT WORK... you spend the majority of your time in a 6X8 desk cubicle. IN PRISON...you get three meals a day.AT WORK...you only get a break for one meal and you pay for it. IN PRISON...you get time off for good behaviour.AT WORK...you get more work for good behaviour. IN PRISON...the guard locks and unlocks all the doors for you.AT WORK...you must carry around a security card and open all the doors for yourself. IN PRISON...you can watch TV and play games. AT WORK...you get fired for watching TV and playing games. IN PRISON...you get your own toilet.AT WORK...you have to share with some idiot who pees on the seat. IN PRISON...they allow your family and friends to visit.AT WORK...you can't even speak to your family. IN PRISON...the taxpayers pay all expenses with no work required. AT WORK...you get to pay all the expenses to go to work and then they deduct taxes from your salary to pay for prisoners. IN PRISON...you spend most of your life inside bars wanting to get out.AT WORK...you spend most of your time wanting to get out and go inside bars. IN PRISON...you must deal with sadistic wardens.AT WORK...they are called HR Managers <{POST_SNAPBACK}> so mas maganda in prison than at work... Quote Link to comment
Tokoy Posted February 11, 2005 Share Posted February 11, 2005 he he he could be, it will then all follow your choice. Quote Link to comment
sprongklonk Posted February 17, 2005 Share Posted February 17, 2005 May tanong lang ako regarding declared holidays... Declared as holiday ang Feb 25, as per Malacanang announcement. If we are required to attend a company teambuilding on this day, are we supposed to receive overtime pay ? How about if the company activity is donbe on a weekend (granting that our normal wrokday is mon-fri), should we still get compensation for that ? Quote Link to comment
bisaklatz Posted February 21, 2005 Share Posted February 21, 2005 question lang po MTC HRD... 1. may marereceive bang separation pay ang isang employee na nagsubmit ng resignation nya sa company? 2. or kung mare-retrench ang isang employee, meron bang separation pay? coz i have a friend working for almost 2yrs & 6months. she's a regular employee. One time, may isang emergency case na she had to left the office ahead of time (actually 30mins earlier lang). She told her HR about this coz that time eh wala yung boss nya, but my friend forgot to punch-out her time card. So now sabi ng boss nya eh negligence/abandonment of work daw ung ginawa nya. then now lumabas na ung iba pang issue kesyo mahilig daw sya magfile ng leave of absence kaya, kinausap sya ng HR na mag-file na daw ng resignation as advised by their boss. pero wala pang formal written notice na ibinibigay dun sa friend ko regarding dun sa case nya at kung ano yung just cause ng proposed termination/separation nya. as of now eh nagwowork pa rin yung friend ko sa office na yun at hindi pa nagfi-file ng resignation nya. what's the most appropriate thing to do na pabor sa friend ko. MTC HRD, please advise......... Quote Link to comment
sebyang Posted February 21, 2005 Share Posted February 21, 2005 question lang po MTC HRD... 1. may marereceive bang separation pay ang isang employee na nagsubmit ng resignation nya sa company? 2. or kung mare-retrench ang isang employee, meron bang separation pay? coz i have a friend working for almost 2yrs & 6months. she's a regular employee. One time, may isang emergency case na she had to left the office ahead of time (actually 30mins earlier lang). She told her HR about this coz that time eh wala yung boss nya, but my friend forgot to punch-out her time card. So now sabi ng boss nya eh negligence/abandonment of work daw ung ginawa nya. then now lumabas na ung iba pang issue kesyo mahilig daw sya magfile ng leave of absence kaya, kinausap sya ng HR na mag-file na daw ng resignation as advised by their boss. pero wala pang formal written notice na ibinibigay dun sa friend ko regarding dun sa case nya at kung ano yung just cause ng proposed termination/separation nya. as of now eh nagwowork pa rin yung friend ko sa office na yun at hindi pa nagfi-file ng resignation nya. what's the most appropriate thing to do na pabor sa friend ko. MTC HRD, please advise.........<{POST_SNAPBACK}> loko pala ung HR nya eh! nweis, dapat lng na may ma receive syang separation pay, if the resignationw as voluntary, all benefit should be given and if retrechment nmn ganun din! at both case, your friend should receive all the benefits due for her/him Quote Link to comment
sebyang Posted February 21, 2005 Share Posted February 21, 2005 May tanong lang ako regarding declared holidays... Declared as holiday ang Feb 25, as per Malacanang announcement. If we are required to attend a company teambuilding on this day, are we supposed to receive overtime pay ? How about if the company activity is donbe on a weekend (granting that our normal wrokday is mon-fri), should we still get compensation for that ?<{POST_SNAPBACK}> if you are referring to the 25th? which falls on a fri, walang OT pay but rather holiday pay which is 30% if an activity is done during weekend and you are working on a reg mon to fri working day, syempre entitled kayo sa OT pay equivalent 25%. Quote Link to comment
sebyang Posted February 21, 2005 Share Posted February 21, 2005 good morning sa lahat ano na balita sa iyo sebyang? <{POST_SNAPBACK}> stil waiting i miss hr work na Quote Link to comment
sebyang Posted February 21, 2005 Share Posted February 21, 2005 May tanong lang ako regarding declared holidays... Declared as holiday ang Feb 25, as per Malacanang announcement. If we are required to attend a company teambuilding on this day, are we supposed to receive overtime pay ? How about if the company activity is donbe on a weekend (granting that our normal wrokday is mon-fri), should we still get compensation for that ?<{POST_SNAPBACK}> nga pala! ot pay yes...only if u will exceed 8 hours of work Quote Link to comment
orionpax Posted February 21, 2005 Share Posted February 21, 2005 musta na ang HR thread ? Quote Link to comment
Tokoy Posted February 23, 2005 Share Posted February 23, 2005 good day HR thread will respond to query in awhile im stuff with lots of work. Quote Link to comment
bisaklatz Posted February 23, 2005 Share Posted February 23, 2005 loko pala ung HR nya eh! nweis, dapat lng na may ma receive syang separation pay, if the resignationw as voluntary, all benefit should be given and if retrechment nmn ganun din! at both case, your friend should receive all the benefits due for her/him<{POST_SNAPBACK}> thanks for the info. Quote Link to comment
Guest kizmet Posted February 23, 2005 Share Posted February 23, 2005 question lang po MTC HRD... 1. may marereceive bang separation pay ang isang employee na nagsubmit ng resignation nya sa company? 2. or kung mare-retrench ang isang employee, meron bang separation pay? coz i have a friend working for almost 2yrs & 6months. she's a regular employee. One time, may isang emergency case na she had to left the office ahead of time (actually 30mins earlier lang). She told her HR about this coz that time eh wala yung boss nya, but my friend forgot to punch-out her time card. So now sabi ng boss nya eh negligence/abandonment of work daw ung ginawa nya. then now lumabas na ung iba pang issue kesyo mahilig daw sya magfile ng leave of absence kaya, kinausap sya ng HR na mag-file na daw ng resignation as advised by their boss. pero wala pang formal written notice na ibinibigay dun sa friend ko regarding dun sa case nya at kung ano yung just cause ng proposed termination/separation nya. as of now eh nagwowork pa rin yung friend ko sa office na yun at hindi pa nagfi-file ng resignation nya. what's the most appropriate thing to do na pabor sa friend ko. MTC HRD, please advise.........<{POST_SNAPBACK}> hello bisaklatz! 1. If your friend opted to resign the company is required to give her/him the benefits due to him/her... payment for the services rendered; accrued leaves... 2. Let me quote existing Phil Law on Retrenchment ART. 283. Closure of establishment and reduction of personnel. - The employer may also terminate the employment of any employee due to the installation of labor-saving devices, redundancy, retrenchment to prevent losses or the closing or cessation of operation of the establishment or undertaking unless the closing is for the purpose of circumventing the provisions of this Title, by serving a written notice on the workers and the Ministry of Labor and Employment at least one (1) month before the intended date thereof. In case of termination due to the installation of labor-saving devices or redundancy, the worker affected thereby shall be entitled to a separation pay equivalent to at least his one (1) month pay or to at least one (1) month pay for every year of service, whichever is higher. In case of retrenchment to prevent losses and in cases of closures or cessation of operations of establishment or undertaking not due to serious business losses or financial reverses, the separation pay shall be equivalent to one (1) month pay or at least one-half (1/2) month pay for every year of service, whichever is higher. A fraction of at least six (6) months shall be considered one (1) whole year. regarding her/his case, di ako maka-comment... ask her/him to review their Company rules and regulations muna. .. Nevertheless, he/she deserves due process sa case nya... have a nice day! Quote Link to comment
Tokoy Posted February 26, 2005 Share Posted February 26, 2005 May tanong lang ako regarding declared holidays... Declared as holiday ang Feb 25, as per Malacanang announcement. If we are required to attend a company teambuilding on this day, are we supposed to receive overtime pay ? How about if the company activity is donbe on a weekend (granting that our normal wrokday is mon-fri), should we still get compensation for that ?<{POST_SNAPBACK}> although this response came in late, allow me to elaborate the aspect of training done on a holiday and on day-off. contrary to most practices, trainings and other developmental activities done on these days should be paid according to the required premium payment by the law. if it falls on holiday or on day-off the staff who undergone training should be paid accordingly. this is the reason why HR practitioners should schedule activities as much as possible in normal working days so as to avoid payment of overtime. Quote Link to comment
Tokoy Posted February 26, 2005 Share Posted February 26, 2005 here's my response to your inquiry per item: question lang po MTC HRD... 1. may marereceive bang separation pay ang isang employee na nagsubmit ng resignation nya sa company? on a normal scale, an employee should receive his/her last pay, tax refund and other benefits that are convertible to cash i.e. leaves and others. employee could also get a retirement pay if he/she qualify the vesting period for a retirement pay let's say 5 years or depending on the company's retirement policy. 2. or kung mare-retrench ang isang employee, meron bang separation pay? yes, there's a compensation for that. but i dont think your friend would qualify to the term retrenched. you know, retrenchment can only be done in a situation where a company is losing and would implement a cost-saving measure in order to continue its operation in this case the law would allow it but this is subject to DOLE's approval. the concerned company must request approval from DOLE for at least 30 days with the list of employees due for retrenchment.what happened to your friend could be termination due to cause. but this "cause" should be subjected to a due process first before your friend's employment could be terminated. thanks coz i have a friend working for almost 2yrs & 6months. she's a regular employee. One time, may isang emergency case na she had to left the office ahead of time (actually 30mins earlier lang). She told her HR about this coz that time eh wala yung boss nya, but my friend forgot to punch-out her time card. So now sabi ng boss nya eh negligence/abandonment of work daw ung ginawa nya. then now lumabas na ung iba pang issue kesyo mahilig daw sya magfile ng leave of absence kaya, kinausap sya ng HR na mag-file na daw ng resignation as advised by their boss. pero wala pang formal written notice na ibinibigay dun sa friend ko regarding dun sa case nya at kung ano yung just cause ng proposed termination/separation nya. as of now eh nagwowork pa rin yung friend ko sa office na yun at hindi pa nagfi-file ng resignation nya. what's the most appropriate thing to do na pabor sa friend ko. MTC HRD, please advise.........<{POST_SNAPBACK}> Quote Link to comment
Barenaked-NoMre Posted March 1, 2005 Share Posted March 1, 2005 Hello to the HRD practitioners here! ;-) Not exactly the appropriate thread ... who knows. ;-P Should you have a need for an SMS/text-based application software or know of someone/companies interested in such, I am just a PM away. ;-) I am an independent reseller for the product ... we can work on some kind of referral fee (on a closed sale). ;-P Hey, we don't know everyone ... this is where the 6th degree of separation comes into play ... ;-) Quote Link to comment
digindash Posted April 7, 2005 Share Posted April 7, 2005 We are in need of: GRAPHIC ARTIST for Web and Print Knowledgeable of any of the ff: Photoshop Dreamweaver Macromedia Flash Corel WAP Programmers [ Undergrads and Part-timers are welcome] Please send your resume to: just_gnz@yahoo.com Text or Call : 0919-8862733 / 027433950 ATTENTION: GRAPHIC ARTISTS / WEB DESIGNERS Quote Link to comment
icetip Posted April 16, 2005 Share Posted April 16, 2005 If your a manager of a company. Pwede ka bang tanggallin ng management just like that? Quote Link to comment
Patricio Posted April 25, 2005 Share Posted April 25, 2005 May mga tanong po ako. Sa aming kumpanya, walang unyon, walang CBA, kaya walang garantisadong annual across-the-board wage increase. Sa amin, ang annual salary increase mo ay naka-base sa annual performance rating mo. 1. Halimbawa, kung ang isang tao ay nagkaroon ng rating na "4" (bale, "above average" o "performs above expectations") on a scale of 1 to 5 noong 2003, at binigyan siya ng increase na 12%. Tapos sa 2004, "4" pa rin ang rating niya pero ang increase niya ay 8% na lang -- pwede ba iyon? Dapat ba siyang mag-reklamo? 2. Paano naman kung magkaalaman sila ng mga co-worker nila, at makitang ang ibang may "4" ay may mas mataas na umento (halimbawa, 9% o 10%), dapat ba yung ireklamo? 3. Di ba ang salary increase ay nagsisilbing gantimpala para sa magandang performance ng isang empleyado noong nakaraang taon? Pwede bang liitan ng kumpanya ang ibinigay na mga annual increase ngayong taon dahil magiging mahirap daw ang negosyo sa 2005 (kahit na napakaganda ng negosyo nito noong 2004)? 4. Matino bang ang salary increase rate ay mas mababa pa sa inflation rate? Paano kung you meet or exceed expectations pero ang increase mo ay katiting lang eh di para ka nang na-demote noon, di ba -- kahit pa nga ikaw ang best employee nila? Kung baga, ni hindi ka nila tinulungang ma-retain man lang ang value ng sahod mo, much less i-reward ka for your past performance. Sana po'y paunlakan ninyo ang aking mga makukulit na tanong. Salamat po! Quote Link to comment
butchick Posted April 26, 2005 Share Posted April 26, 2005 Question: 1. how much is the basic pay for a 40 bed hospital in metro manilamine's paying 214 per day (8 hours)plus 30 pesos COLA if the employee render 10 hours am i underpaid? 2. if so, what should i do to get paid right? Quote Link to comment
elbarax Posted April 28, 2005 Share Posted April 28, 2005 ako po ay may katanungan......wala ba talagang nadedemanda or nakukulong pag umalis ka sa company ng hindi mo nabayaran ung ginastos nila for training you? thanks Quote Link to comment
ala_ey Posted April 28, 2005 Share Posted April 28, 2005 Hi people this might sound out of line but this is the nearest thread I can think of to post HR services namely PVC ID printing or biometric (fingerprint scanner) availability for your respective companies, we can also do customized HRIS and related software tools. Just send me PM thx Quote Link to comment
Tokoy Posted May 26, 2005 Share Posted May 26, 2005 magandang araw sa inyo patricio sana ang sagot na ito ay magbigay nang liwanag sa mga katanungan mo. May mga tanong po ako. Sa aming kumpanya, walang unyon, walang CBA, kaya walang garantisadong annual across-the-board wage increase. Sa amin, ang annual salary increase mo ay naka-base sa annual performance rating mo. 1. Halimbawa, kung ang isang tao ay nagkaroon ng rating na "4" (bale, "above average" o "performs above expectations") on a scale of 1 to 5 noong 2003, at binigyan siya ng increase na 12%. Tapos sa 2004, "4" pa rin ang rating niya pero ang increase niya ay 8% na lang -- pwede ba iyon? Dapat ba siyang mag-reklamo? pwedeng mangyari yun. actually, ang dahilan nyan ay ang budget ng kompanya para sa salary increase siguro nagkataon lang na for the year 2004 mas mababa ang budget for salary increase. hirap kasi ang buhay kaya lahat binabaan. 2. Paano naman kung magkaalaman sila ng mga co-worker nila, at makitang ang ibang may "4" ay may mas mataas na umento (halimbawa, 9% o 10%), dapat ba yung ireklamo? actually ang salary ay confidential dapat sana yun but then tayong mga pinoy ay mahilig makipag compare sa iba. mahirap gamitin mong basis sa reklamo ang salary sa ibang worker sa companya dahil by its nature ang sahod at ang increase ay conditional mayroong tinatawag na management prerogative kaya nga as much as possible confidential yun 3. Di ba ang salary increase ay nagsisilbing gantimpala para sa magandang performance ng isang empleyado noong nakaraang taon? Pwede bang liitan ng kumpanya ang ibinigay na mga annual increase ngayong taon dahil magiging mahirap daw ang negosyo sa 2005 (kahit na napakaganda ng negosyo nito noong 2004)? pwede as long as the pervading daily rate sa kompanya nyo is within the minimum standard 4. Matino bang ang salary increase rate ay mas mababa pa sa inflation rate? Paano kung you meet or exceed expectations pero ang increase mo ay katiting lang eh di para ka nang na-demote noon, di ba -- kahit pa nga ikaw ang best employee nila? Kung baga, ni hindi ka nila tinulungang ma-retain man lang ang value ng sahod mo, much less i-reward ka for your past performance. the main purpose of merit increase is really to reward good worker. but again lets take into consideration the budget alloted for that purpose by the company. Sana po'y paunlakan ninyo ang aking mga makukulit na tanong. Salamat po! <{POST_SNAPBACK}> Quote Link to comment
mr.bukol Posted May 27, 2005 Share Posted May 27, 2005 gud day! ask ko lang kung pano magstart ng hr department? im serious ! anybody can help me? yung mga pros dyan HELP, puro sakit ng ulo tao namin eh , p.m me nalang contact no. kahit may fee Quote Link to comment
Tokoy Posted May 31, 2005 Share Posted May 31, 2005 gud day! ask ko lang kung pano magstart ng hr department? im serious ! anybody can help me? yung mga pros dyan HELP, puro sakit ng ulo tao namin eh , p.m me nalang contact no. kahit may fee<{POST_SNAPBACK}> starting an HR? why what issues do you have? maybe we can start from there Quote Link to comment
mr.bukol Posted June 4, 2005 Share Posted June 4, 2005 starting an HR? why what issues do you have? maybe we can start from there <{POST_SNAPBACK}>sa pag hire ng tao , pag bigay ng contract kc parang nag sho-shopping lang ung mga newly hired o trainees, tapos ang mahirap dito sis. ko lahat ang nag hi -hire, nag interview, lahat lahat kaya iniicip ko kung mas maganda kung may hr department, diba,? pati pagtrain ng promo dicers cya din, one man army, yun lang, ano kaya kailangan namin ? sobrang stress ns sis. ko nakakkalbo na ata! tnx Quote Link to comment
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