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Flour Daniel Cebu


This discussion is about "Flour Daniel Cebu" in the "Career Center" forums.
Originally Posted by pepponeskie daghan ug trabaho sa oil and gas field karon. kabuang ug pangita ug tawo...OT halos kada adlaw. pero ang pangutana, kanusa ...

  1. #1961
    Elite Member nodols3's Avatar
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    Quote Originally Posted by pepponeskie View Post
    daghan ug trabaho sa oil and gas field karon. kabuang ug pangita ug tawo...OT halos kada adlaw.

    pero ang pangutana, kanusa ra kaha ni kutob?
    Mao gyud na ang problema sa Oil and Gas industry bro, kay cyclical man ang Oil and Gas industry.

    Dili rana sa Fluor mahitabo, even other large companies nga mga ilado, the only thing with Fluor lang is it is quite conservative when it opens an office. Last time I heard, they will allocate funds for at least 10 years operation at a loss, before sila mag open ug office.

    If ganahan gyud ka ug steady nga work, mas maayo sa public like sa government positions, pero mao lage lisod man mosulod. If didto pud ka sa Mepza nga production, on and off man.

    Even if ngadto ka sa gawas on and off man gihapon ang work. The only thing protecting us diri sa Philippines is that naa tay balaud nga nag protect sa atong tenure, once ma regular naka.

    Pero mao lage na, ana man gyud nang panarbaho, suerte2x.

    Ang naka nindot ra sa makasulod nakas Fluor, is more or less marketable na imong skills. Pero mao lage, job security looms while you are still a contractual employee.

  2. #1962
    C.I.A. pepponeskie's Avatar
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    Quote Originally Posted by nodols3 View Post
    Mao gyud na ang problema sa Oil and Gas industry bro, kay cyclical man ang Oil and Gas industry.

    Dili rana sa Fluor mahitabo, even other large companies nga mga ilado, the only thing with Fluor lang is it is quite conservative when it opens an office. Last time I heard, they will allocate funds for at least 10 years operation at a loss, before sila mag open ug office.

    If ganahan gyud ka ug steady nga work, mas maayo sa public like sa government positions, pero mao lage lisod man mosulod. If didto pud ka sa Mepza nga production, on and off man.

    Even if ngadto ka sa gawas on and off man gihapon ang work. The only thing protecting us diri sa Philippines is that naa tay balaud nga nag protect sa atong tenure, once ma regular naka.

    Pero mao lage na, ana man gyud nang panarbaho, suerte2x.

    Ang naka nindot ra sa makasulod nakas Fluor, is more or less marketable na imong skills. Pero mao lage, job security looms while you are still a contractual employee.
    not at large companies boss...Halliburton, Weatherford, GE, Subsea 7, etc, even more layoff jud na basta magkalisod na. remember, you are just a number sa big companies, first in, last out ra jud na.

    sa atoa, pwede ra ka ma terminate kung regular ka basta magkalisod na. Sa gawas, labe na sa Europe, di ka basta2x ma terminate, mo agi pa ka ug abogado, dayun social security usa ka ma terminate. Kung e terminate ka nga walay rason, kailangan ka bayran ug 1yr salary.

  3. #1963
    Elite Member nodols3's Avatar
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    Quote Originally Posted by pepponeskie View Post
    not at large companies boss...Halliburton, Weatherford, GE, Subsea 7, etc, even more layoff jud na basta magkalisod na. remember, you are just a number sa big companies, first in, last out ra jud na.

    sa atoa, pwede ra ka ma terminate kung regular ka basta magkalisod na. Sa gawas, labe na sa Europe, di ka basta2x ma terminate, mo agi pa ka ug abogado, dayun social security usa ka ma terminate. Kung e terminate ka nga walay rason, kailangan ka bayran ug 1yr salary.
    I might have said it the wrong way.. I would have meant Oil and Gas Contractors. Contractor man gyud ang Fluor ug imo siyang tanawon, because Fluor offers services rather than products, raw materials and the like.

    I think bisan asa nga company basta magkalisod na manangtang man gyud, others pa gani manirado gyud. That is just the nature of business, which is to make money for the shareholders.

    Sa atoa if regular ka, pwede ra gyud kaayo ka mo adto ug abogado or magpatabang sa DOLE if walay "just cause" ang pag terminate nila nimo basta regular ka. Even gani contractual pwede kaayo if tanaw nimo nag breach sa contract ang imong employer.

    I think mao ra gyud unta na itanum sa mga tawo sa atoa nga pwede ra gyud kaayo mo adto ug abogado magpatabang labi nag regular ka. Pwede kaayo ka mo contest sa imong unjust dismissal or unjust termination of tenure, and out from that pwede gyud ipasaka as kaso, and collect a hefty sum for damages, more than even your annual salary.

    Pero mao lage, that is hardly a reality sa Pilipinas, kay dawat raman dayon pud ang empleyado ug unsay decision sa mga labaw. I think laws are more established sa Europe.

    Could be sa Europe imong pasabot naa sa ilang balaud nang 1 year salary pero dili lang pud ko sure. I could be wrong, If I may ask unsa nga mga country or company sa Europe ang nag offer ug 1 year salary kung regular employee ka then gi offeran ka redundancy package? That is not a trick question, nag ask lang ko kay I genuinely wanted to know.

    Kay as I know sa Canada, ang government ang mo offer sa imoha ug 6 months nga support at a certain dollar value, but ingon sa uban dili gyud daw parehas ka taas sa imong salary, just enough to tide you over the lull para mangita na pud kag lain trabaho. I'm not really sure sa Europe. But hey, Europe is a big continent. Unya lahi pud ug pamalaud, chances are pwerteng nindota gyud sa ilang redundancy package.

  4. #1964
    C.I.A. pepponeskie's Avatar
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    Quote Originally Posted by nodols3 View Post
    I might have said it the wrong way.. I would have meant Oil and Gas Contractors. Contractor man gyud ang Fluor ug imo siyang tanawon, because Fluor offers services rather than products, raw materials and the like.

    I think bisan asa nga company basta magkalisod na manangtang man gyud, others pa gani manirado gyud. That is just the nature of business, which is to make money for the shareholders.

    Sa atoa if regular ka, pwede ra gyud kaayo ka mo adto ug abogado or magpatabang sa DOLE if walay "just cause" ang pag terminate nila nimo basta regular ka. Even gani contractual pwede kaayo if tanaw nimo nag breach sa contract ang imong employer.

    I think mao ra gyud unta na itanum sa mga tawo sa atoa nga pwede ra gyud kaayo mo adto ug abogado magpatabang labi nag regular ka. Pwede kaayo ka mo contest sa imong unjust dismissal or unjust termination of tenure, and out from that pwede gyud ipasaka as kaso, and collect a hefty sum for damages, more than even your annual salary.

    Pero mao lage, that is hardly a reality sa Pilipinas, kay dawat raman dayon pud ang empleyado ug unsay decision sa mga labaw. I think laws are more established sa Europe.

    Could be sa Europe imong pasabot naa sa ilang balaud nang 1 year salary pero dili lang pud ko sure. I could be wrong, If I may ask unsa nga mga country or company sa Europe ang nag offer ug 1 year salary kung regular employee ka then gi offeran ka redundancy package? That is not a trick question, nag ask lang ko kay I genuinely wanted to know.

    Kay as I know sa Canada, ang government ang mo offer sa imoha ug 6 months nga support at a certain dollar value, but ingon sa uban dili gyud daw parehas ka taas sa imong salary, just enough to tide you over the lull para mangita na pud kag lain trabaho. I'm not really sure sa Europe. But hey, Europe is a big continent. Unya lahi pud ug pamalaud, chances are pwerteng nindota gyud sa ilang redundancy package.
    Norway to be precise...we call it perseverance package. Kung terminated ka tungod naglisod ang kompanya, naay uban mo hatag ug 3-6months package. Naa pod voluntary resignation nya 3-6months salary.

  5. #1965
    Elite Member nodols3's Avatar
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    Quote Originally Posted by pepponeskie View Post
    Norway to be precise...we call it perseverance package. Kung terminated ka tungod naglisod ang kompanya, naay uban mo hatag ug 3-6months package. Naa pod voluntary resignation nya 3-6months salary.

    You might mean to say severance package bro. I've read it from here.

    But according sa information given here:

    https://knowledge.leglobal.org/termi...cts-in-norway/

    According sa article:

    Is severance pay required?
    There is no statutory right to severance pay in Norway. The only payment that the employee is entitled to is ordinary salary payment and additional contractual benefits during the period of notice in accordance with the terms of employment. Many undertakings are immediately bound by different collective agreements to offer employees severance pay. In addition, employers who are not bound by any collective agreement may choose to offer some kind of severance package including, for instance, job-training, education, release from the duty to work, severance pay, etc. The right to such benefits is normally conditional upon the employee entering into a termination agreement whereby the employee, inter alia, waives the right to institute legal proceedings pursuant to the Employment Act. Termination agreements may be entered into before the employee receives notice, or the parties may reach an agreement after notice is given.
    Wala may statutory right to severance pay sa Norway. Meaning walay balaud naka stipulate nga naay right to severance ang mga employee. Pero naay daghan exeptions ana. As what is stated sa ubos nga bahin sa article.

    Basin ang kanang inyong severance fee is sa company na mismo ninyo, sort of benefits package arising from your employment contract. Basin naa nakabutang didto unsay inyong madawat in case mag offer ug severance package ang company.

    Ang kanang gi ingon sa taas is naa kay entitlement sa ordinary salary pay, ug diri pana sa Pilipinas, mao nay gitawag ug last pay.

    Unya, sa ako pud pagsabot ani, basin ang inyong company is naay gitawag nato diri sa Pilipinas ug Collective Bargaining Agreement, mao na usually ang gitawag ug worker's union, diha sueto kaayo ang mga ALU-TUCP, nindot man ang idea sa anang mga union2x, kaso lang naa lang gyud daghan nag corrupt sa idea, maong dili na ganahan ang mga employers nga naay masulod anang union2x diri.

    Most probably, strong ang laws ninyo diha pro sa employees, for being a Democratic Socialist country, laban gyud na permi sa empleyado ang mga laws basta socialist.

    Kanang imong gi ingon nga 3-6 months salary, most probably sa contract na ninyo sa company, kay dili man kaha tanan makadawat ana. Kay kung sa government pana, most probably walay pili, basta mawagtangan ug work hatagan dayon.

    But I could be wrong.

    Ang nakabati lang gyud diri, because weak pa atong balaud sa employment, mag lisod nag pasar ang 3-6months nga salary, or even ang company dili tingale mo offer ana, tungod sa kadaghan tawo nga pwede mo puli sa imoha nangita ug work.

  6. #1966
    C.I.A. pepponeskie's Avatar
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    Quote Originally Posted by nodols3 View Post
    You might mean to say severance package bro. I've read it from here.

    But according sa information given here:

    https://knowledge.leglobal.org/termi...cts-in-norway/

    According sa article:



    Wala may statutory right to severance pay sa Norway. Meaning walay balaud naka stipulate nga naay right to severance ang mga employee. Pero naay daghan exeptions ana. As what is stated sa ubos nga bahin sa article.

    Basin ang kanang inyong severance fee is sa company na mismo ninyo, sort of benefits package arising from your employment contract. Basin naa nakabutang didto unsay inyong madawat in case mag offer ug severance package ang company.

    Ang kanang gi ingon sa taas is naa kay entitlement sa ordinary salary pay, ug diri pana sa Pilipinas, mao nay gitawag ug last pay.

    Unya, sa ako pud pagsabot ani, basin ang inyong company is naay gitawag nato diri sa Pilipinas ug Collective Bargaining Agreement, mao na usually ang gitawag ug worker's union, diha sueto kaayo ang mga ALU-TUCP, nindot man ang idea sa anang mga union2x, kaso lang naa lang gyud daghan nag corrupt sa idea, maong dili na ganahan ang mga employers nga naay masulod anang union2x diri.

    Most probably, strong ang laws ninyo diha pro sa employees, for being a Democratic Socialist country, laban gyud na permi sa empleyado ang mga laws basta socialist.

    Kanang imong gi ingon nga 3-6 months salary, most probably sa contract na ninyo sa company, kay dili man kaha tanan makadawat ana. Kay kung sa government pana, most probably walay pili, basta mawagtangan ug work hatagan dayon.

    But I could be wrong.

    Ang nakabati lang gyud diri, because weak pa atong balaud sa employment, mag lisod nag pasar ang 3-6months nga salary, or even ang company dili tingale mo offer ana, tungod sa kadaghan tawo nga pwede mo puli sa imoha nangita ug work.

    yes, severance pay d i boss.

    wala sa balaod, pero maka demand ka sa imong abogado ngano gi tanggal ka nga walay rason...in the end, they will settle it that pay..sa ako nabaw an 3-6 months jud na.

    pero kung gi tanggal ka tungod kay ga binuang ka, wala jud nay compensation.

    sa atoa boss, dehado jud ang empleyado bisag unsaon...kana last pay, wala sd na sa balaod sa atoa, sabot2x ra na or naa sa kontrata...I know when you work in Fluor kung lapas 8hrs considered as OT na. pero naa uban kompanya nga 8am-6pm ang trabaho pero dili na OT.

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