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  1. #1

    Default need advice about sa Labor (Code)..


    guys! need your advice..

    naa mi gamay na negosyo. weekly amo sweldo unya sundays amo dayoff. karon, naa mi mga abusado nga trabahante nga mga abusado. everyweek, mu absent jud. usually saturdays. ni dako ang ulo ba kay nag dugay naman sa amua. mga 5-10 years na ang mga gahig ulo.

    kami karon, ipit kaau mi kay amo operation, ma hunong or ma dugay mi ug trabaho kay wala man sila. naa pod uban nga gusto nalang sila bayaran para mu undang mao nag ingon ana nga ni dako ang ulo..

    Nag sige nami warning nila tungod sa absenteeism nya grounds for termination raba na.

    mao ni ako pangutana, kailangan ba mi mu hatag ug separation kung ma terminate sila? any idea sa computation ana?



    thanks istorya!

  2. #2

    Default Re: need advice about sa Labor (Code)..

    OT: Mao cgro nah sila cge absent kada weekend ky nangita pd cgro ug part-time ky d cgro pd enough ilang kita.
    Wala na cgro na nila na enjoy ilang work.
    Anyway pwde man nah nimo cgro sila ma terminate w/ out seperation ky bro
    tungod wla sila ni follow nah sa company rules. Pero sa ilang kaso murag naa ka rights bro.

  3. #3

    Default Re: need advice about sa Labor (Code)..

    I have a question therapist...

    Even if they are paid weekly, are you remitting SSS, HDMF and Philhealth ba sa ilaha considering they have been working sa inyo ug ingun ana kadugay?

  4. #4

    Default Re: need advice about sa Labor (Code)..

    @intruder: yes sir. completo man sila ana sir sa SSS, Pag-ibig and Philhealth. Above minimum gani amo gi sweldo kay tungod sa ila kadugay.. Pwede pa gani sila maka cash advance anytime.. nag abusar langjud ni sila.. OK raman namo mu hatag sa ilaha pero pila sad kahay minimum ana? ma luoy pod mi kung walay makuha..

  5. #5

    Default Re: need advice about sa Labor (Code)..

    Dapat nakapirma na sila sa inyong company policy. Aron masmadali, you make another rule, Absent before or after day-off. So for example is 1 day AWOL - Written Warning then successive ba ron lets say..1 day, 3 days, 7 days, 15days then Termination but for Absent before or after dayoff you make it heavier. Lets say first offense Last written warning dayon. After ana, pag absent gani japon make it legal. Send an AWOL notice via registered mail. Keep the receipt and a photocopy of the notice. In case musukol kana imu proof.

    No need for separation ang 13th month ra jud.

    Pero bantay ha basin imo company wa say claro remittance, backfire sad jud na nimo...hahahahaha....

  6. #6

    Default Re: need advice about sa Labor (Code)..

    Actually giving sa pabawn is not mandatory sa company prerogative ra jud na ninyo kung mohatag mo nila. Retirement ra jud ang pwede ka pabawnan sa company.

    Kamo nara ninyo kung kaluoy lang pwede ra 50% per year of service. Gulata lang una sir, ingna pili, unhan ninyo ang company or ang company ang makauna ninyo?

    Better kung moresign aron walay gubot, then make sure magpirma ug Quitclaim Form ha.

  7. #7

    Default Re: need advice about sa Labor (Code)..

    if ever sad mu resign sir, naa sad silay madawat ana? or 50% ra? tnx!

  8. #8

    Default Re: need advice about sa Labor (Code)..

    TS: Since naka violate man sila ug Company Rules ninyo... termination without pay ang dapat anang tawhana.

    Basta lang, kumpleto mo sa documents in case mo file siya ug kaso sa DOLE (etc... Attendance, Company Rules,...)

    At the same time, naay verbal warning, written warning, suspension from work... then last na ang termination.

  9. #9

    Default Re: need advice about sa Labor (Code)..

    @intruder: wala jud mi problema sa remittances nila sir. if ever mu resign, 13th month pay ghapon? walay labot sa years of service? tnx!

    nag lagot mangud ko ug huna2x kay nag sumbong mangud amo isa ka taw nga mao daw ingon ana na ila style kay pa bayad nalang daw sila.. naa pod uban magpa sakit2x dayon..

  10. #10

    Default Re: need advice about sa Labor (Code)..

    13month ra man jud ang mandatory benefit nila. You dont have to pay for their separation.

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