Legal Grounds for terminating probation

[fyi]

kung contractual ang employment pwede sad mo reklamo og illegal dismissal kay walay notice or memos?

[epoy73]

ako nahibaw an if probationary anytime pwede ka mahawa

[ad_dur]

i report ni sa DOLE ug NLRIC ....

[Bricksand]

how about being terminated sa training period kay tungod walay trainer? legit? ingon ani ako kaagi sa intellmed.

kabuang sad ani oi klaro kaau nga violation same sad sa concern ni TS...

Even contractual you still have your rights...they must issue written warning first before dismissal...

[Scott Bernard]

Boys and girls.... listen.

If dili gani mo regular employees... let's say Contractual or Probationary employee, discretion ra jud na sa company if e hire or e regular ba mo or dili. Basta for probationary employees, dapat on the 6th month, it's either Regular ka or mamutos ka.

Basa2x pod sa inyong ge pirmahan nga kontrata oi... ayaw mo pag expect naa sa inyong side pirme ang Labor Law.

[twEATer]

TS sayop man na nga pama-agi. Kung sakto na ug utok iyang supervisor dapat kabalo siya sa process kung unsaon pag-assess sa employment sa under niya.

First, if naa problema sa task anang imu amigo. Was he even informed about it? Dapat naay developmental plan ang supervisor para i-improve ang employee and take note/discuss the plan which would include the strengths and weaknesses of the employee.

Second, after the developmental plan, was there a follow up and feedback? To see if there are some improvements and to fine tune some major/minor adjustments.

This should go along with a signed document to prove that the supervisor did his job in developing his staff. Dili ng iterminate na ayha pa mag-investigate. If wala na siya nga process, irregardless of probationary or regular employee, it is not rightful to terminate someone. Mao bitaw na ako gikamayahan sauna kato TL pa ko kay wala nako nahimuan ug developmental plan ako agent, na-regular na nuon kay dili man dyud nako materminate kay wala man koy proof.

[twEATer]

Boys and girls.... listen.

If dili gani mo regular employees... let's say Contractual or Probationary employee, discretion ra jud na sa company if e hire or e regular ba mo or dili. Basta for probationary employees, dapat on the 6th month, it's either Regular ka or mamutos ka.

Basa2x pod sa inyong ge pirmahan nga kontrata oi... ayaw mo pag expect naa sa inyong side pirme ang Labor Law.

Aw boss naa man gud sa balaod nga maski probationary ka dapat naay just cause ang pag-terminate. Company rules and regulations even the contract will never supersede the rule of law. Dili nga buot-buot ra ang company nga maka-terminate kung feel nila kay probationary ka.

"Art. 281. Probationary employment. Probationary employment shall not exceed six (6) months from the date the employee started working, unless it is covered by an apprenticeship agreement stipulating a longer period. The services of an employee who has been engaged on a probationary basis may be terminated for a just cause or when he fails to qualify as a regular employee in accordance with reasonable standards made known by the employer to the employee at the time of his engagement. An employee who is allowed to work after a probationary period shall be considered a regular employee."

source: Official Website of the Department of Labor and Employment

Ang pangutana was he even informed sa iyang weakness? Was he informed with the standards that he needs to meet? Was it documented?

[myLADY]

naa koi gpa apply sa amo company na terminated lng after 2weeks of being hired because of same reason-- Insufficient reasons.
I indeed find that the company's decision was somehow narrow kay poor ang ratings sa evaluation na ghatag pero ang tinuod diay reason ky tungod cge dw retouch and chat. To think taphaw ra pero i guess the company deserves its right to terminate the said employee.

[twEATer]

3. Gives half-assed reports and not doing tasks daw - when bosses were asked to cite instances, they just replied that they would investigate this one. I think it is stupid kay if imo na i.terminate imong taw, dpat unta kumpleto ka ug ika backup nga evidence to support your allegations dba.

Kini pa lang daan, if there was an incident that the employee was not doing his task, isn't it just right to make an incident report? Ask the employee to supply a notice to explain. Then followed by a notice of decision which will include proper coaching or mentoring on how to address such issue. If wala then this will not fall on a just cause reason to terminate.

[twEATer]

naa koi gpa apply sa amo company na terminated lng after 2weeks of being hired because of same reason-- Insufficient reasons.
I indeed find that the company's decision was somehow narrow kay poor ang ratings sa evaluation na ghatag pero ang tinuod diay reason ky tungod cge dw retouch and chat. To think taphaw ra pero i guess the company deserves its right to terminate the said employee.

Cge "daw" retouch and chat. The word "daw" makes the story puzzling. The company would have addressed that with a warning and let the employee explain. Due process dyud na tanan.