legal Free Legal Advice

[makario101]

Me ikokonsulta lang po ako. Kasi po sa company ko po ngayon (call center company), na hire po kami ng Sept 12, 2011 so supposedly dapat March 12, 2012 regular na kami. Kaso nung that week, ng regularization dapat namin, sabi ng team leader ko na di pa raw na poprocess yung papers namin for regularization dahil me mga inaasikaso pa yung HR. Nagfollowup na yung sup ko sabi magagawa na daw. Then sumunod na week, nagfollow up kami sa TL ko sabi nila wala pa ring nabbigay yung HR namin na regularization papers namin. Then lumipas ulet ung week na yun wala pa rin kaming pinipirmahang papers. Until now, sabi kung di raw this week, baka last week na ma process kasi me mga inaasiskaso pa ung HR.

 

 

Tanong ko lang: Legal po ba sa batas yung ganitong na dedelay yung regularization? yung iba naming kasama nag start sila ng Sept 6, March 1, 2012 naka sign na sila ng regularization papers namin. Me habol ba kami kung sakaling i-forward namin to sa DOLE? thanks po

[saripsa]

Hello MTC. I'm in need of lawyer services regarding BP-22 any recommendations? Sana afford ko. let me know PM me please of contact details. Thanks!

[joemigs]

I'm asking in relation to your law school days (if this is allowed in the thread)... paano niyo minememorize 'yung mga batas? Pinapamemorize sa akin 'yung part on Obligations and Contracts. 300+ provisions! How'd you memorize the law as a student?

Yikes? as in yung buong Oblicon na yan a! hehe! anyway, kanya kanyang technique yan bro! ako ginawa ko, pinasok ko sa tono ng favorite kong kanta yung provisions, tapos yun nalang! pero never kasi, in my experience ha, kami pina memorize ng isang bagsakan na ganyan kadami. Hope you enjoy the subject, ok yan, everyday mo magagamit yan! good luck panyero!

[joemigs]

Me ikokonsulta lang po ako. Kasi po sa company ko po ngayon (call center company), na hire po kami ng Sept 12, 2011 so supposedly dapat March 12, 2012 regular na kami. Kaso nung that week, ng regularization dapat namin, sabi ng team leader ko na di pa raw na poprocess yung papers namin for regularization dahil me mga inaasikaso pa yung HR. Nagfollowup na yung sup ko sabi magagawa na daw. Then sumunod na week, nagfollow up kami sa TL ko sabi nila wala pa ring nabbigay yung HR namin na regularization papers namin. Then lumipas ulet ung week na yun wala pa rin kaming pinipirmahang papers. Until now, sabi kung di raw this week, baka last week na ma process kasi me mga inaasiskaso pa ung HR.

 

 

Tanong ko lang: Legal po ba sa batas yung ganitong na dedelay yung regularization? yung iba naming kasama nag start sila ng Sept 6, March 1, 2012 naka sign na sila ng regularization papers namin. Me habol ba kami kung sakaling i-forward namin to sa DOLE? thanks po

Bro, if ever, may habol kayo, pero antayin nyo lang yung papers, baka talagang nadedelay lang. and as far as yung pag ka regular nyo is concerned, nagsimula yung nung March 12, kahit di pa pumipirma. Yung probationary status and/or contractual kasi is pwede lang i renew or i revoke within yung period before expiration nung term. since pumapasok pa din kayo after nung expiration, and wala naman kayong natatanggap na notice of termination or renewal ng contract as probationary, then regular na kayo. Dapat, sweldo nyo covering the period after Mar 12, pang regular na.

 

 

 

[Pinoymale]

Me ikokonsulta lang po ako. Kasi po sa company ko po ngayon (call center company), na hire po kami ng Sept 12, 2011 so supposedly dapat March 12, 2012 regular na kami. Kaso nung that week, ng regularization dapat namin, sabi ng team leader ko na di pa raw na poprocess yung papers namin for regularization dahil me mga inaasikaso pa yung HR. Nagfollowup na yung sup ko sabi magagawa na daw. Then sumunod na week, nagfollow up kami sa TL ko sabi nila wala pa ring nabbigay yung HR namin na regularization papers namin. Then lumipas ulet ung week na yun wala pa rin kaming pinipirmahang papers. Until now, sabi kung di raw this week, baka last week na ma process kasi me mga inaasiskaso pa ung HR.

 

 

Tanong ko lang: Legal po ba sa batas yung ganitong na dedelay yung regularization? yung iba naming kasama nag start sila ng Sept 6, March 1, 2012 naka sign na sila ng regularization papers namin. Me habol ba kami kung sakaling i-forward namin to sa DOLE? thanks po

 

Although the processing of your papers is delayed, your status as a regular employee should start/retroact to the actual date of regularization if there had been no delay. There might be a valid reason why your papers are delayed. Ask HR what the reason for the delay is and if there is something you can do on your side to speed up the processing.

 

Once the processing is finished, your salary and benefits as a regular employee should also retroact to when you should have been regularized if there were no delays.

[ej_qn]

Ask ko lang din po. My relative also works in a call center pero that specific call center has had a lotta complaints for the past years. Upon further investigation from BIR, QC Hall we found out that they had no permits whatsoever found in QCH and even the BIR is after them because they're not registered into their system considering that call center branch has been in operations for nearly or more than a decade. My question is, since there are no legal permits from that company eh automatic void na ba ang contract? Marami kasing employees dun nakausap ko who are complaining about the bonds, sudden loss of benefits w/o even revising the contract... kumbaga, team huddle nalang daw, verbal broadcast and yung attendance sheet will also double as a signature of agreement. Mayrron palang ganun? Attendance signature pwede gawing Signature of consent??? Diba dapat ire-revise ang buong contract specially when it's money/benefits ang babawasan or tatanggalin? Hope you guys can enlighten me. Thanks.

[rocco69]

1. since there are no legal permits from that company eh automatic void na ba ang contract?

 

No, the existence/lack of legal permits does not affect the employees' right to salaries/wages, specially for services already rendered. It could affect the continuation of employment, since if (and its a BIG IF) the company is not allowed to continue operations, logically, the employees cannot continue working also (but they would then be entitled to separation benefits IF the company is disallowed to continue operations).

 

2. team huddle na lang daw, verbal broadcast and yung attendance sheet will also double as a signature of agreement. Mayroon palang ganun? Attendance signature pwede gawing Signature of consent???

 

Mayron, ginagawa nila, di ba, so may ganun.

 

The question is, is that legal?

 

No, that is illegal, an attendance signature is not a sign of consent.

 

Note also that under the Labor Code (see Art. 100), bawal ang pagbabawas o pagtatanggal ng mga benefits na dati nang tinatanggap ng empleyado.

 

Ask ko lang din po. My relative also works in a call center pero that specific call center has had a lotta complaints for the past years. Upon further investigation from BIR, QC Hall we found out that they had no permits whatsoever found in QCH and even the BIR is after them because they're not registered into their system considering that call center branch has been in operations for nearly or more than a decade. My question is, since there are no legal permits from that company eh automatic void na ba ang contract? Marami kasing employees dun nakausap ko who are complaining about the bonds, sudden loss of benefits w/o even revising the contract... kumbaga, team huddle nalang daw, verbal broadcast and yung attendance sheet will also double as a signature of agreement. Mayrron palang ganun? Attendance signature pwede gawing Signature of consent??? Diba dapat ire-revise ang buong contract specially when it's money/benefits ang babawasan or tatanggalin? Hope you guys can enlighten me. Thanks.

[ej_qn]

@rocco69 - thanks po sa mga sagot. May pahabol pa po kung ok lang sana? Yung sa contract nila may bond n 20K for "training expenses" so that means declared tax/liability yan. Ang problema po ngayon eh yun ang hinahabol nila sa mga employees na umaalis ng less than 6 months. Can they legally claim that 20k maski wala naman silang mga legal permits to conduct business in the first place? Also, can the employees ask the company to provide a breakdown of expenses para ma prove yung claim na 20k nga ang ginastos para sa pag training nila? Salamat po.

 

Laking tulong ng Art. 100. biro mo perfect attendance bonus nilang 3.5k per month na 1,750 per cutoff(15-30th) naging 1,500 pesos nalang for the entire month and they have to maintain 1 month na perfect attendance imbis 15-30th?

[rocco69]

1. Can they legally claim that 20k maski wala naman silang mga legal permits to conduct business in the first place?

If the training bond is provided for in the contract they signed, and if the company really did train the employee, there would be a basis for collecting on the bond. The fact that they have no permits has no relevance to the furnishing of training to the employee.

 

2. can the employees ask the company to provide a breakdown of expenses para ma prove yung claim na 20k nga ang ginastos para sa pag training nila?

 

I'd say no, as the amount of P20K is not just limited to the amount spent by the company for training the employee, but would also cover the incidental damages suffered by the company due to the premature departure of the employee.

 

@rocco69 - thanks po sa mga sagot. May pahabol pa po kung ok lang sana? Yung sa contract nila may bond n 20K for "training expenses" so that means declared tax/liability yan. Ang problema po ngayon eh yun ang hinahabol nila sa mga employees na umaalis ng less than 6 months. Can they legally claim that 20k maski wala naman silang mga legal permits to conduct business in the first place? Also, can the employees ask the company to provide a breakdown of expenses para ma prove yung claim na 20k nga ang ginastos para sa pag training nila? Salamat po.

 

Laking tulong ng Art. 100. biro mo perfect attendance bonus nilang 3.5k per month na 1,750 per cutoff(15-30th) naging 1,500 pesos nalang for the entire month and they have to maintain 1 month na perfect attendance imbis 15-30th?

[Kazekage.Gaara]

Mga maesters, may itatanong lang po.

 

Kung ang respondent sa isang labor case ay hindi umattend kahit isang hearing noong preliminaries pa lang, at napunta ang kaso sa commission, gaano kalaki ang chance na manalo ang complainant?

[Pinoymale]

Mga maesters, may itatanong lang po.

 

Kung ang respondent sa isang labor case ay hindi umattend kahit isang hearing noong preliminaries pa lang, at napunta ang kaso sa commission, gaano kalaki ang chance na manalo ang complainant?

 

Nakapag-file ba ang respondent ng position paper and reply paper?

[Kazekage.Gaara]

Nakapag-file ba ang respondent ng position paper and reply paper?

 

Hindi tinanggap yung position paper nila dahil late ng 3 weeks. So wala ring reply. Nakapaglabas na ng decision yung Arbiter at the time and then saka sila nag-appeal sa commision.

[rocco69]

dahil hindi naman ganun ka-istrikto ang procedure sa labor cases, it actually depends on whether the complainant really has a valid complaint against the employer.

 

lamang ang complainant sa labor cases, dahil nga may bias para sa employee ang batas, lalo na sa kasong ito na nakapag-desisyun na ang arbiter in his favor. Kaya lang, kung wala naman talagang violation, at ito ay mapapatunayan on appeal ng employer, maaaring ma-reverse pa rin yung decision ng arbiter.

 

pero, kung tutoong agrabyado ang empleyado, mas malamang sa hindi, panalo ka pa rin sa Commission.

 

Magpasalamat ka pa nga na umapila, at mas madali ang pagkolekta ng award pag nanalo ka (para maka-apila ang employer, kailangan niyang magdeposito ng cash o surety bond equivalent sa amount ng award, ito yung pwede mong habulin pag nanalo ka na sa Commission, di ka na maghihirap sa paghahanap ng assets ng employer).

 

Hindi tinanggap yung position paper nila dahil late ng 3 weeks. So wala ring reply. Nakapaglabas na ng decision yung Arbiter at the time and then saka sila nag-appeal sa commision.

[Kazekage.Gaara]

dahil hindi naman ganun ka-istrikto ang procedure sa labor cases, it actually depends on whether the complainant really has a valid complaint against the employer.

 

lamang ang complainant sa labor cases, dahil nga may bias para sa employee ang batas, lalo na sa kasong ito na nakapag-desisyun na ang arbiter in his favor. Kaya lang, kung wala naman talagang violation, at ito ay mapapatunayan on appeal ng employer, maaaring ma-reverse pa rin yung decision ng arbiter.

 

pero, kung tutoong agrabyado ang empleyado, mas malamang sa hindi, panalo ka pa rin sa Commission.

 

Magpasalamat ka pa nga na umapila, at mas madali ang pagkolekta ng award pag nanalo ka (para maka-apila ang employer, kailangan niyang magdeposito ng cash o surety bond equivalent sa amount ng award, ito yung pwede mong habulin pag nanalo ka na sa Commission, di ka na maghihirap sa paghahanap ng assets ng employer).

 

Ang nangyari kasi, ipinipilit ng employer na hindi ako regular employee at the time na hindi ako pumasa sa probation period for a promotion, wherein bago pa ako nag apply, 1 year na akong employed sa kanila.

 

Usually po ba, ilang weeks ang tinitingnan natin for a review by the commission? Feb pa sila nag appeal.

[Pidro_Pilyo]

Hi sirs and madams, need some serious advise.

 

Im an OFW po and i acquired a house&lot 2 yrs ago from a developer in mamplasan, binan laguna. I availed thru bank financing scheme (bank loan).

 

Para mapabilis po ang turnover i paid spot cash more than the amount of the downpayment, it should save me a year kasi under normal conditions ay 1 year to pay yung DP.

 

Then i paid 12mos amortization sa developer which finished last december. Approved na po ang bank loan ko at nag lapse na ng dalawang beses so i have to resend documents to the bank which is quite a hassle coz i need to go to our embassy to authenticate the docs.

 

The problem is nakaka 4 inspection na po kami ng unit at hindi ma turn over kasi puro defects ang unit. Kaya po hindi rin ma release ng bank ang loan kasi hindi pa naka pangalan samin ang unit kasi nga di namin ina accept.

 

Kahit anong pakiusap namin sa coordinator parang binabaliwala lang nya kami. Laki na din ng gastos namin kasi we need to book a flight just to inspect the unit.

 

Can someone advise if we have the option to pull out from the contract or baka puedeng Lot na lng kunin namin.

 

Thanks po ng marami.