Can BPO/Call center companies fire an employee for not adhering the (EOP) English Only Policy?

[naturalborn_loser]

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And if the answer is "YES" what is the right process to fire an agent?

[insearchforjustice]

YES they can but it should undergo some reprimands before terminating an agent. First well, be verbal counselling, second is written warning, then final written warning then termination. During termination you should explain during the admin hearing why you should not be terminated and its up to the body to justified if your convicted or not. Have more questions? feel free to ask. The Inter Call Center Association for Workers ( ICCAW) is very much willing to assist and give some assistance to any BPO labor related concerns.

[zairon1988]

sa eper ni ? lols

[Moving_Forward]

And if the answer is "YES" what is the right process to fire an agent?

as to your question na pwede ba mofire ug agent for not adhering to EOP ... is that in their manual and orientation? If not, then dili na pwede. Insearchforjustice is right, naay saktong process before an employee can be termed. The management has to go through that process especially for BPOs. Dapat tagaan pa ang employee ug chance to explain his/her side why he/she should not be suspended or terminated.

[cloudduster]

Here's what I'm thinking.

If you were caught smoking while on duty inside sa CR sa usa ka call center company, no doubt e reprimand ka nila.

But... if you were caught smoking while nag duty sa usa ka oil processing refinery, no doubt, lagpot jud ka.

In short, depende na sa company.

[sammedriano]

To elaborate your response further, bro.

Call Center's medium of instruction is English; hence the EOP was implemented. If your company is as strict as hell, then three acts of non-compliance to this major rule is definitely a ground for termination. Why? It's not for the companies benefit, but to your's!

Excellent communication is as important is air in the call center industry. One best way to improve your communication skills is constant practice. Without this training, you will definitely encounter language barrier issues during the call, which will reflect on your metrics.

So, why not just adhere to this rule and stop worrying about you getting terminated for not following this pretty simple and easy to follow rule?

#JustSaying

Here's what I'm thinking.

If you were caught smoking while on duty inside sa CR sa usa ka call center company, no doubt e reprimand ka nila.

But... if you were caught smoking while nag duty sa usa ka oil processing refinery, no doubt, lagpot jud ka.

In short, depende na sa company.

[starcatch]

uu, pde jd kaayo kay mao jd na ilang gina required if naa ka sud sa company premises so if ako pa nimo sunod nlng sa pama.agi..

[Nami_1217]

lagpot diay mi tanan ani sa kumpanya ug ani ka strikto ang EOP sa amo.. hehe

[CocoCrunch]

YES they can but it should undergo some reprimands before terminating an agent. First well, be verbal counselling, second is written warning, then final written warning then termination. During termination you should explain during the admin hearing why you should not be terminated and its up to the body to justified if your convicted or not. Have more questions? feel free to ask. The Inter Call Center Association for Workers ( ICCAW) is very much willing to assist and give some assistance to any BPO labor related concerns.

The sanctions should always be under the code of conduct of the company. It's not always verbal, written, final then termination. Not all companies have the same level of sanctions/reprimands to offenses.
Depending also on the grave or the weight of the offense, the company can and will impose the sanctions and termination if it falls under the code of conduct.
The company should have all the evidence and proof that you were properly reprimanded with signed/valid documents before terminating you. (signed Disciplinary forms, NTEs etc)
The company can also terminate your tenure easily if you are not a regular employee/probi or if you caused too much damage or frustration (still under coc though).lol

From my previous company EOP was never an offense.

IMO, gahi siguro kag ulo, bisan siguro pila na kawarning wala ka maminaw. Tingali Insubordination or Neglect of duty na nafall imong sanction.lol