DOLE’s Labor Advisory 06 s. of 2020 mandate private companies to release the final pay of separated employees, whether resigned or terminated, in 30 days. In the same advisory, DOLE advised companies to release employees’ certificate of employment, 3 days after receiving the request.
Gaano katagal niyong nakukuha ang jnyo g certificate of employment? Ayon sa Labor Advisory No. 06, "The employer shall…
Posted by National Wages and Productivity Commission on Monday, February 3, 2020
Finally!
The Direct Manager and the Accounting and/or Payroll will no longer have an excuse to delay the process of the clearance and final pay of separated employees. Likewise, weaponizing the Certificate of Employment (COE), will be reduced if not eliminated.
Before this advisory. R/F employees who are expecting roughly P 3,000 to 6,000 worth of final pay will have to wait 60 to 90 days just to get their final pay. Employees, likewise, are being threatened not to be given COEs if they will AWOL or not agree to the extension of employment until a replacement is found.
These injustice are commonly experienced by R/F employees after they are resigned, terminated or contract is ended.
However
The timeline given by DOLE may be too tight for employees who have greater responsibilities. Those occupying positions of trust and confidence, or those whose accountabilities observe cycles and cut-offs. It may take 30 days before all accountabilities with monetary component (ex. billing cycle of post paid mobile, in-house credit facilities for retail companies) can be factored. 45 to 60 days timeline is more realistic
Likewise
Appropriate attention (and action) needs to be given to employees who left the company in bad faith. These employees are those who
- Abandon work
- Resigns but did not render 30 days.
At these situations. employer is at the disadvantaged because the civil liability is not a good deterrent. Employees do not mind the risk and the corresponding consequence to them is bearable.
And…
Some HR professionals are expecting difficulty in the implementation of this advisory because it failed to factor-in the processing of clearance. Could have been better, they said, ‘if 30 days will start after the completion of clearance’.
My take on this is for companies to conceptualize or adopt a policy that will ensure clearance, computation and payout will be completed in 30 days.
It may also help if the policy can clarify when a clearance should be processed (during rendering or after separation) and by whom (concerned employee, hr or accounting/payroll). What to do in situations when employee is not cooperating in the clearance process. And the steps required by law to proceed deducting from the employee’s final pay the monetary equivalent of the uncleared accountabilities when employee is not cooperating in the clearance process.
You can download your copy of LA 06 s.2020 at DOLE website.
What is your take in this advisory, do you think the 30 days timeline is doable?
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What will dole do to the employer if i file a complaint? it’s beyond 60 days since i processed my clearance and my employer hasn’t released my final pay and other documents. Been sending weekly email follow ups and they always reply that it’s not yet available.
if your complaint will not be resoleved amicably and became an active case, you can demand for damages for violation of your right for just payment
Hi! Last year po nag resign ako sa company ko. Let’s say nag pass ako NG resignation letter Dec 30, then 30days PA ako papasok which makes my last day on January 30. But the company did not approve my last day and want me to render for 2months. I said Yes kasi nakiusap sa akin ang HR. Pero after January 30 di na po ako pumasok, so they tag me as AWOL. Now, I am asking for COE and ayaw Nila ako bigyan kasi AWOL nga daw po ako. Okay Lang po ba un na di Nila ako bigyan… Read more »
whether you render 30 days or not, you are entitled to COE. likewise, your obligation is only to render 30 days, any extension is subject to your concurence