labor laws inquiry

[jcoles21]

maaari po bang tawaging regular na empleyado ang isang workers kung bago umabot ang ika anim na buwan ng kanyang serbisyo ay pinapirma siya ng finish contract ng kanyang employer kahit tuloy parin ang kanyang trabaho at nakaka 8 buwan na siya sa kumpanya?

[dimple]

maaari po bang tawaging regular na empleyado ang isang workers kung bago umabot ang ika anim na buwan ng kanyang serbisyo ay pinapirma siya ng finish contract ng kanyang employer kahit tuloy parin ang kanyang trabaho at nakaka 8 buwan na siya sa kumpanya?

sir paki clear naman po ang tanong nyo? saang bansa po ba ito may pinirmahan po ba na kontrato bago sya magsimula nung first day? ano po nakasulat dun... ano dahilan ng pagpapapirma ng finish contract at pinirmahan nya po ba?

[jcoles21]

sir paki clear naman po ang tanong nyo? saang bansa po ba ito may pinirmahan po ba na kontrato bago sya magsimula nung first day? ano po nakasulat dun... ano dahilan ng pagpapapirma ng finish contract at pinirmahan nya po ba?

Nung mag start po sya wala siyang pinirmahan pero may inisyu I.D., payslip sa kanya ang kumpanya. Opo pumirma po sya finish contract pero tuloy parin ang trabaho nya. Now kung ilalaban po b nya ito sa Department of labor and employment (Philippines) ng reguralarization may laban po ba sya kasi 8 months na po syang tuloy tuloy na nag wowork ngayon ng walang sapat na benefits na natatanggap kagaya ng sa mga regular na empleyado.

[Habagat12]

General Rule

 Article 281 of the Labor Code

ART. 281. Probationary employment. - Probationary employment shall not exceed six (6) months from the date the employee started working, unless it is covered by an apprenticeship agreement stipulating a longer period. The services of an employee who has been engaged on a probationary basis may be terminated for a just cause or 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. An employee who is allowed to work after a probationary period shall be considered a regular employee.

Exception:

* Unless may iba pang standard na pinag usapan na pag hindi na meet yun ay hindi pa din siya ma regular.

 Section 6(d) of the Implementing Rules of Book VI, Rule VIII-A of the Labor Code

Sec. 6. Probationary employment. – There is probationary employment where the employee, upon his engagement, is made to undergo a trial period where the employee determines his fitness to qualify for regular employment, based on reasonable standards made known to him at the time of engagement.
Probationary employment shall be governed by the following rules:

........

(d) In all cases of probationary employment, the employer shall make known to the employee the standards under which he will qualify as a regular employee at the time of his engagement.  Where no standards are made known to the employee at that time, he shall be deemed a regular employee.

Personal Opinion:

In your friend's case, before six months ay pinapirma siya ng Finish Contract, so hindi niya natapos ang probationary period na six months. Then, work pa din siya ngayon dun ang issue ay di natin alam kung ano ang usapan nila kasi pwedeng probationary ulit siya for six months ulit. Kailangang makita or maalala ng friend mo kung ano ang stipulation sa contact na pinirmahan niya para mas maliwanagan tayo.

Para sa malalimang usapan patungkol dito at kung pwede nyo bang ilaban sa Labor, kumunsulta po kayo sa paboritong abogado ninyo dala dala ang papeles at impormasyon na maaring hanapin ng abogado.

[jcoles21]

Salamat Habagat and dimple. I appreciate your effort. Ito ang maganda sa PT may instant friends adviser/consultant tayo. Mabuhay kayo k PT!

[jurisprudence587]

Mga dapat itanong para iconsider ka na probationary employee:

1. Nung ngumpisa ka bang magtrabaho, may mga "STANDARDS OF REGULARSHIP" na binanggit sayo? yun yung mga dapat mong sundin mo o panuntunan ng employment mo.
kung WALA - regular employee ka (necessary and desirable yung nature ng trabaho mo with regard sa industry na pinapasukan mo)

2. Kung Meron namang standards, ilang buwan? dapat po hindi magexceed ng six (6) months. kung SOBRA - regular ka na.

3. Kung WIthin six months naman, ang sunod na tanong ay: nung pinapirmahan ka ba ng "finish contract" sinabi sayo na "BASED ON THE CRITERIA/ STANDARDS OF REULARSHIP: YOU DID NOT QUALIFY AS REGULAR EMPLOYEE". kung wala: regular kana

4. Kung may sinabi nman na ganung statement sayo, pero patuloy ka pading employed sa kumpanya - regular ka na. Employee under a DOUBLE PROBATION status is considered a regular employee.

Sana nakatulong po. Yan ang ang pinakasimpleng explanation na kaya ko. hehe

[slorjan]

ano po ang dapat kong gawin sa dati kong agency,, hindi po binayaran ang loan ko sa sss noong 2008 pa at hanggang ngayon ay wala pa ring hulog.. ang problema ko po wala na ako dun sa agency ko pero may payslip naman akong hawak,katibayan na kinaltasan ako para sa loan...

[Habagat12]

What you need to do is gather all the payslips na meron ka na kung saan ay naka reflect doon na kinaltasan ka para dun sa loan mo. Xerox mo lahat para may extra copy ka para pag hinanap syo ay may ready copy ka na.

Then,obtain a copy sa previous office ninyo nung record if any, nung contribution mo sa SSS na na-i remit nila. As much as possible request it in writing to make it official and as proof later on na nagkaroon nga ng ganung request on your part (just in case umabot sa demandahan).

Kung wala silang maibigay, ayoko  magrunung runungan, kaya I will recommend na pumunta ka sa SSS at pwede kitang I-recommend sa VP for Public Affairs and Special Events, kay Ma'am Suzie Bugante.PM nyo po ako and bigay true name nyo sa akin para ma-relay ko concern ninyo and set an appointment for you sa office ni Ma'am Suzie.Hopefully nasa NCR ka lang kasi dito sa QC ang main office ng SSS.

Salamat.

[dimple]

ano po ang dapat kong gawin sa dati kong agency,, hindi po binayaran ang loan ko sa sss noong 2008 pa at hanggang ngayon ay wala pa ring hulog.. ang problema ko po wala na ako dun sa agency ko pero may payslip naman akong hawak,katibayan na kinaltasan ako para sa loan...

2008 papala bakit ngayon mo lang nadiskubre.. sure ka ba na nasa usapan nyo at malinaw sa payslip na hawak mo kinaltas ba ang contribution mo lang or pati ang loan mo? But anyway it seems your in good hand kay Sir Habagat... at makakakuha ka pa ng referral sana maayos nyo po ito it seems big money involve not mentioning mga interest and penalties! Naku mga ka PT sana maging aral ito sa atin na dapat chinecheck po natin ang mga ganitong bagay lalo na invlolve ang pera sa usapan.. at ugaliing magtago ng mga documents including receipts, payslip, etc...

[jcoles21]

ano po ang dapat kong gawin sa dati kong agency,, hindi po binayaran ang loan ko sa sss noong 2008 pa at hanggang ngayon ay wala pa ring hulog.. ang problema ko po wala na ako dun sa agency ko pero may payslip naman akong hawak,katibayan na kinaltasan ako para sa loan...

Non-remittance of SSS premium is considered estafa under the law. punta k lang sa SSS office at ipakita mo mga payslip mo katunayang kinaltasan ka then iveverify nila yan sa SSS record mo kapag napataunaan ngang wala sila niremit sa during those time na kinaltasan ka e SSS mismo ang my obligasyong magsampa ng kaso againts your employer/agency. In my own experience naisyuhan pa nga ng warrant of arrest yung employer pero bandang huli naareglo din nila pero atleast na I update ang SSS premium ko.

[dimple]

Non-remittance of SSS premium is considered estafa under the law. punta k lang sa SSS office at ipakita mo mga payslip mo katunayang kinaltasan ka then iveverify nila yan sa SSS record mo kapag napataunaan ngang wala sila niremit sa during those time na kinaltasan ka e SSS mismo ang my obligasyong magsampa ng kaso againts your employer/agency. In my own experience naisyuhan pa nga ng warrant of arrest yung employer pero bandang huli naareglo din nila pero atleast na I update ang SSS premium ko.

[mico]

maaari po bang tawaging regular na empleyado ang isang workers kung bago umabot ang ika anim na buwan ng kanyang serbisyo ay pinapirma siya ng finish contract ng kanyang employer kahit tuloy parin ang kanyang trabaho at nakaka 8 buwan na siya sa kumpanya?

actually as long as 6 mos na and tuloy padin ang work it is automatically regular, kaya mostly ng mga contractual 5 mos lang kasi ma tetechnical sila sa labor my contract or wala as long as my proof ang employee na nagtratrabaho siya during the 6 mos period as employee although minsan case to case basis din, let's use this case as example:

In the recent case of Dusit Hotel Nikko vs. Gatbonton (G.R. No. 161654, 5 May 2006), the Supreme Court found that the employer failed to present proof that the employee was evaluated or that his probationary employment was validly extended.

In this case, the employee was hired for a 3-month probationary period (the period provided by law is six months, but this may be shortened or, in appropriate cases, extended by agreement between the employer and the employee). For its defense, the employer claimed that the 3-month probationary employment was extended for another 2 months because the employee was not yet ready for regular employment. The employer presented, as proof, a Personnel Action Form containing the recommendation.

However, the Supreme Court noted that the Personnel Action Form: (1) was prepared on only in the fourth month, well after the 3-month period provided under the contract of employment; (2) the recommended action was actually termination of probationary employment, and not extension of probation period; (3) the action form did not contain the results of the respondent’s evaluation; (4) the action form spoke of an attached memo that allegedly contains the recommendation for extension, but the memo was not presented; (5) the action form did not bear the respondent’s signature.

Therefore, in the absence of any evaluation or valid extension, there is no basis to show if the employee indeed failed to meet the standards of performance previously set.

and kung pagbabasihan naman ang article 281:

ART. 281. Probationary Employment. – Probationary employment shall not exceed six (6) months from the date the employee started working, unless it is covered by an apprenticeship agreement stipulating a longer period. The services of an employee who has been engaged on a probationary basis may be terminated for a just cause or 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. An employee who is allowed to work after a probationary period shall be considered a regular employee.


source: paralegaladvicedotorg

[salvediaz]

ang isang probationary ay dapat pumasa sa standard na ibinigay at the start of probationary period. kung pakatapos ng probationary period, s'ya ay patuloy pa rin sa gawain dahil wala namang sinabing s'ya ay di nakapasa sa pamantayan, ang empleyado ay isang regular employee...
 

[karlkutu]

maaari po bang tawaging regular na empleyado ang isang workers kung bago umabot ang ika anim na buwan ng kanyang serbisyo ay pinapirma siya ng finish contract ng kanyang employer kahit tuloy parin ang kanyang trabaho at nakaka 8 buwan na siya sa kumpanya?

wait wait wait...i think tignan po natin yung employment contract nya. Then lets presumed end ng contract of what ever king nung ika 6months. pero tuloy parin sya sa pag work. ibig sabihin may employer-employee relationship parin?  hmmmmm may conclusion ay regular na sya.

[theo]

ganon po ba wat if my pinirmahan syang k0ntrak after 5 months