Termination vs. Resignation on a Workplace?

[chang]

ok ra na uy... dako gihapon ka ug makuha if mag pa terminate ka... ..

inig ka terminate nimo.. kiha dayun sa labor.. tagaan raman ka ug form didto..then checkan ra nimo ug unsay mga violations or reklamo nimo sa companya hihih.. checkan sad nimo tanan.. human patawag dayun ang arbiter ug meeting.. then settlement dayun hihi.. pero ug mukiha mo ..cguroa nga inyung companya walay klaro..ug walay klarong doucmentation para.. mosugot gyud na ug settlement hihih..

pero don't try this ha.. kay.. we shouldn't be burning bridges.. basin ikaw unya mapaso in the long run..

i really agree.

[chang]

oh by the way... here's a situation from my previous employer...

there were more or less 23 employees (working for one dept. on the company) that were terminated "On the spot" within his/her shift. reason is that simply those employees were not performing anymore. but here's what happened...

one of the employees that were terminated told me that while she was taking a call (company is a call center) she was then asked to disconnect the customer or drop the call (supposively is not allowed in a call center) & was then asked to log out from her station by one of the company's TOP executives & was told that she is already terminated, pack-up & go home, your immediately cleared from the company & that she will never be allowed to enter the department's building anymore, ever.

she even never had any disciplinary action from her previous team leaders. bottom line; there was no process that took place for it to be enough as a ground of the termination of her employment.

my question is: employees who are in the same situation as hers have a say if they escalate the case to DOLE? well, according to the law before the termination, there should be a process that has to be followed (like disciplinary action memos---something like that).

even if those employees were not performing anymore or shall we say of no use to the company anymore. the company should have been professional enough to inform the employee and so before ending his/her service.

[nodols3]

depende man tingale na sa contrata bro..

[griffon_tizoc]

lisod jud materminate kay ma BAD ENDING ka ana

[r3roble]

mas maayo man ang resignation vs. termination.

it's a clean and legal way without complications ang resignation.

[onlyvic]

it depends with the reason sa termination. pero usually man gud karon ang nahitabo, being terminated denotes a negative feedback sa imong records,kay a company would never take away an asset. better if mu-resign na lang. pero if yeah,ang reason for termination kay ang company would close down or any reason nga dli due sa employee's performance, dako jud kag makuha, all the separation pay especially if tarung ka sa company.

[mr_flames]

of course, resignation rather than being terminated. not all resignations means something "bad" happened.

just my 10 cents.

[cgofil1]

sakit ang termination, ang resignation ok ra coz choice nimo na

[peejee]

goodpm, wla ko kibaw og asa ni nko ipost mangutana lngko sa mga expert...

mag 3yrs nko sa akong company unya ni uli ang VP diri sa pinas unya iyang gipang tang2 ang mga employees nga wala niya na uyonan, unya dili mn cla maka terminate diha2 dayon kay hadlok cla ma kiha. ang ilahang gi buhat kay tagaan nami og memo, pangitaan mi og sala para naa cla ma memo, stressful kaayo kada adlaw mag cge ka og bantay sa imong lihok. gamay sala nimo ilang i memo. naa kay ma sipyat gamay sa imong trabaho ila kang i memo. hangtud ma terminate naka nila. sakto ba ni mga bro? gi advice.an ko sa akong TL na maypa mo resign nlng dw ko.. nia akong decision kay dili ko mo resign kay wala mnkoy sala, gi himoan rko og sala nila. mura manta criminal ani.. tabangi nia ko mga bro.. tnx

[BroadBandAC]

disciplinary actions are all based on your company's code of conduct.... Kanang istorya na pangitaan ug sala, it will not work... Advise nako nimo is to review the Code of Conduct... Then, you have the right as an employee to refuse signing the memo, unless you're aware that you really committed a mistake...

No offense, but you must also learn that there are hotlines for the Code of Ethics... You are responsible on how to get the contact info. of your company's Ethics Hotline... Don't worry, they will not disclose who reported the issue... What is important is that Higher Management will be notified about the problem... It's usually a tool free service... It's where you will directly report any inappropriate actions taken by the management....