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Knowing your rights: Philippine labor laws

May 12, 2007

I have worked for my present company for several years. My position has given me the opportunity to oversee the work of several employees. And in all those years, I have witnessed my share of new hires, experienced hires, resignees, and applicants.

Because of my work and my position, I have learned a lot about the Philippine labor laws. Add to that, my brother is in the human relations industry and has even been the head of labor relations for a multinational company.

More here…

Written by ApplesH · Filed Under Careers, General, Personal 

Comments


One Response to “Knowing your rights: Philippine labor laws”

  1. Angela on October 24th, 2008 12:29 pm

    I have a concern to raise and I need an advise. I work in a call center owned a by a Filipino with Australian Client. Ive been with the company for about a month now and as I could see how the system goes here, everything seems to be wrong. I wanna know my rights and so I could dispute all the unjustifiable charges given to all the employees. To start with, I was on 7am-4pm schedule and as a policy we have to notify our direct Team Leader in case we need to be absent or late. Oct 13, 2008, I texted my Team leader as early as 4AM that I will be late due to allergic reaction, I dint get response till I was already on my way to work at 7:30 AM saying that the Australian Clients would send everyone who came in late without prior notice. And so I was sent home, the next day I was given a citation form for No Call No Show as my Team Leader claims that she did not receive my text. First of all it wasnt my fault if she did not receive my text so I disputed the charges providing a copy of a sent message as a proof. The sanction was then voided however they did not consider the absence as paid. Then again it was not my intention not to report to work as I was illegally suspended. Although I am not too knowledgeable about the labor law but in my understanding if the company unjustifiably suspended an employee, they then should pay for the damages equivalent to how many days they put an employee on suspension.

    Can anyone help me in this situation as I want to know what my rights are. Thanks.

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