Legal Grounds for terminating probation

[Scott Bernard]

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^^ Brad, bisan unsaon ninyo ug pangugat dinha, or makig lalis nako... Ing ana jud na sa real world.

Kasagaran diri, post2x ra ug labor law, pero sa actual experience wala pamo naka suway ana sa reality. Those two companies that I have experienced are top companies of the Philippines, daghan silag corporate lawyers para ma justify ang ilang reasons.. which are justifiable.

Mao na ang reality brad... I'm sorry. If naa moy concerns lage, reklamo mo sa DOLE to prove me wrong.

[tsunade]

^^ Brad, bisan unsaon ninyo ug pangugat dinha, or makig lalis nako... Ing ana jud na sa real world.

Kasagaran diri, post2x ra ug labor law, pero sa actual experience wala pamo naka suway ana sa reality. Those two companies that I have experienced are top companies of the Philippines, daghan silag corporate lawyers para ma justify ang ilang reasons.. which are justifiable.

Mao na ang reality brad... I'm sorry. If naa moy concerns lage, reklamo mo sa DOLE to prove me wrong.

Lear Corp. is one of the top international companies pero pirdi man.. kabayad pa gali.

[twEATer]

^^ Brad, bisan unsaon ninyo ug pangugat dinha, or makig lalis nako... Ing ana jud na sa real world.

Kasagaran diri, post2x ra ug labor law, pero sa actual experience wala pamo naka suway ana sa reality. Those two companies that I have experienced are top companies of the Philippines, daghan silag corporate lawyers para ma justify ang ilang reasons.. which are justifiable.

Mao na ang reality brad... I'm sorry. If naa moy concerns lage, reklamo mo sa DOLE to prove me wrong.

At least factual akong post about sa labor code and completely naay basis dili ng top companies nga ikaw ra nakabalo kung tinuod. Stories nga ikaw ra nakabalo kung tinuod. No need to prove you wrong kay witness ko first hand nga nagprevail ang labor code against sa company in favor of a probationary employee.

[noy.juan]

Boss dili man dyud na pwede nga ang employer ra makabalo unsay reason for termination. And I quote again (see below). Whatever reason it is why an employee fails to qualify to be a regular employee should be made known by the employer/company to the employee.

The reason being naay 3rd month and 5th month review para dili na hulaton ang 6th month kay molapas gani ug 1 day lang after the last day on his/her 6th month probationary period, automatic, regular dyd ng employee.

"...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."

sayop imo sabot sa akoa point... i obviously commented it in 3rd person... since im not there , we are not there... so sila ray kabalo... you are not even there

[noy.juan]

on my case before i was a freelance then contractual i have 3rd and 5th month evaluation sa akoa mga kadungan kay unlucky... 3rd palang paksit na... reason... like i said in 3rd person... sila ray kabalo...

from what ive known.... DOLE are always PRO Labor.... tagsa ray mo daog nga employer... ang pangutana lang... unsay compensation....

[twEATer]

sayop imo sabot sa akoa point... i obviously commented it in 3rd person... since im not there , we are not there... so sila ray kabalo... you are not even there

Aw inuon boss pwede pud third person ang point atong statement nimu. Lisud dyud if ang discussion is through text lang. Naay neglection of stress on importance and direction.

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Kana boss PRO-Labor tuo dyud ko ana. Siguro 9 out of 10 in my own opinion, they would listen and act accordingly to the complainant (mostly employees).

[Scott Bernard]

mao lage...

If naa moy reklamo adto mo sa DOLE.

[Deanmonyo]

seek advise sa lawyer or adto dole mao rana makatabang niya

[jethro-tull]

I smell some personal motives.

[epoy73]

bitaw kasagaran ang e raason oi its companys discrepancies d sila musulti if what .