Termination vs. Resignation on a Workplace?

[peejee]

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ingn ani mani cya bro, sa among team for 3 yrs ko wala jd naka dawat og memo namo, pag ingn sa among vp na naa cyay dili ganahan sa amoa gusto siya ipa fired unya ang way nila kay panagaan nami og memo para naa cla reason na ifired mi. ingnan nami sa hr na iterminate mi or mo resign, ang uban intawn hadlok mn sila ma terminate so ni resign nlng cla bisag wala cla mga sala..

@broadbandAC tnx sa rply bro..

[BroadBandAC]

I am not an HR practitioner, but I can see that what is happening now in your company is the same with what I've heard from my friends and relatives -that when there is a transition of the management- the treatment is different compared sa previous management... Basin na mis-interprete lang nimo bro... If you have the copy of your company's code of conduct and other guidelines, then refer to it the cause why they issued a memo... Then if you find nothing wrong, then I think you have to consult for a counsel.... By the way, please refer to the Code Code of the Philippines under Book 6 - Art. 279... You can visit it here: TERMINATION OF EMPLOYMENT

[peejee]

wala mn clay code of coduct bro, wla sd mi tagai og handbook. tsk. pero dako kaayo ni tabang imo gi hatag na termination og employment bro. balik2 ko diri bro og unsay status sa office bro.

[BroadBandAC]

ah ok... but I'm sure that your company has a code of conduct... You can ask them a copy.... Be careful with the revisions... Basin naay revisions sa code of conduct na wala lang mo na aware... Anyway, good luck and wish you lawful decisions...

[peejee]

bro wla mn jd code of conduct, nangutan ko sa hr namo, wa mn dw..

[BroadBandAC]

kung wala cla code of conduct, then asa man cla mag base sa ila mga sanctions.... i think we need some experts here to explain this... pati ako naglibog ko if mao na....

[naj ice]

very much true. my prev company has been terminating a lot of employees coz our stay there was based on performance then if you ddn't pass boss taste then you got terminated. Mao mostly sa q officemate there waited to be terminated than submit their resignation. but it differs to company gd, coz each companies have their own company handbook stating their guidelines.

[peejee]

wa jd cla code of conduct bro, nangutana na sdko og balik. nana sd mi memo ganina. tsk hinay2 mn mi og duslak ani nila hangtod manga terminate mi sa memo. tsk tsk

[ishboy]

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

migo i used to work in a law office where ang field of concentration or "expertise" sa bulk sa trabaho sa attorney's were labor cases. i copied/pasted important articles taken from the labor code of the phils. sigun sa akong pagsabot, mga balaod kung iterminate ka sa imong employer for your guidance and convenience. article 282 are specific grounds or just causes sa balaod nga subayon gyud sa companya para ma terminate ug legal ang empleyado. provisions of article 283 are what are called authorized causes sama sa closure of business, reduction of employees, retrenchment, redundancy kung ang usa ka position gi trabaho sa duha o tulo ka empleyado, nga unta mahimo ra sa usa o duha; closure of business due to losses or to prevent serious business losses ug ang disease nga naa sa article 284. kining sa article 285 dinhi mo apply ang resignation kay vountary ug kabubot-on man sa empleyado nga mo pahawa siya sa iyang trabaho. kining sa article 186 suspension of operation lang ni way termination o pagpanangtang sa empleyado. pero kinahanglan ang suspension di molapas ug 6 months, kay ug molapas, matawag nato ug constructive illegal dismissal na sa mga empleyado nga apektado.

akong tambag inigsoon nimo migo (kay di man ko abogado) ayaw gyud ug resign kay ma thank you ang imong length of service na 3 years mahanaw sa usa ka pamilok lamang. ang general rule anang resignation is wa gyud na siyay pabalon or separation pay or what ever you may call it, except kung naa sa CBA, company policy or gipractice na sa companya nga mohatag ug resignation pay.
ikaduhang punto usab, dili mahitabo nga tangtangon ang usa ka empleyado kung wala mo observe ang companya sa procedural due process-kinahanglan naay duha ka notisya or "2 notices rule" diin ang una nga notice must specifically inform the employee sa salaud nga iyang gibuhat or ang specific ground sa article 282 for just cause or authorized cause sa article 283 nga gibasehan sa companya pagpalagpot sa usa ka empleyado para mahibaw ug unsa ang sala nga nabuhat sa empleyado ug para makapangandam sa iyang depensa. ang ikaduha nga notice mao ang pagpahibalo sa empleyado nga nahingtungdan sa decision sa companya nga iterminate na iyang serbisyo basi sa findings sa kalapasan ug rason.

kung ang pagterminate sa usa ka empleyado sa iyang trabaho illegal, ang article 279 sa labor code ang subayon.

it is hoped nga kining akong gipost nga basics ug fundamentals diri makatabang ug daku. apas sumpay migo: naay mga decisions sa korte suprema diin gitugotan usab ang companya pag panangtang sa ilang empleyado gawas sa mga specific causes sa articles nga ako nang gituki ug gilakbitan.

Article 279. x x x . An employee who is unjustly dismissed from work shall be entitled to reinstatement without loss of seniority rights and other privileges and to his full backwages, inclusive of allowances, and to his other benefits or their monetary equivalent computed from the time his compensation was withheld from him up to the time of his actual reinstatement. (As amended by Section 34, Republic Act No. 6715, March 21, 1989)

Art. 282. Termination by employer. An employer may terminate an employment for any of the following causes:

1. Serious misconduct or willful disobedience by the employee of the lawful orders of his employer or representative in connection with his work;
2. Gross and habitual neglect by the employee of his duties;
3. Fraud or willful breach by the employee of the trust reposed in him by his employer or duly authorized representative;
4. Commission of a crime or offense by the employee against the person of his employer or any immediate member of his family or his duly authorized representatives; and
5. Other causes analogous to the foregoing.

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.
Art. 284. Disease as ground for termination. An employer may terminate the services of an employee who has been found to be suffering from any disease and whose continued employment is prohibited by law or is prejudicial to his health as well as to the health of his co-employees: Provided, That he is paid separation pay equivalent to at least one (1) month salary or to one-half (1/2) month salary for every year of service, whichever is greater, a fraction of at least six (6) months being considered as one (1) whole year.

Art. 285. Termination by employee.

1. An employee may terminate without just cause the employee-employer relationship by serving a written notice on the employer at least one (1) month in advance. The employer upon whom no such notice was served may hold the employee liable for damages.
2. An employee may put an end to the relationship without serving any notice on the employer for any of the following just causes:
   1. Serious insult by the employer or his representative on the honor and person of the employee;
   2. Inhuman and unbearable treatment accorded the employee by the employer or his representative;
   3. Commission of a crime or offense by the employer or his representative against the person of the employee or any of the immediate members of his family; and
   4. Other causes analogous to any of the foregoing.

Art. 286. When employment not deemed terminated. The bona-fide suspension of the operation of a business or undertaking for a period not exceeding six (6) months, or the fulfillment by the employee of a military or civic duty shall not terminate employment. In all such cases, the employer shall reinstate the employee to his former position without loss of seniority rights if he indicates his desire to resume his work not later than one (1) month from the resumption of operations of his employer or from his relief from the military or civic duty.

kung sa imong tan aw amigong peejee gilupigan ka, please consult your lawyer.

[nyxgorf]

ai.. among company murag wla man benefit guro.. lols.. bsan ma terminate or resign..