when saving jobs are no longer possible, what to do next?
If an employee failed to observe the rendering period s/he promised, will this lead to the abandonment of work?
Management oversight in monitoring the timeline and missing the performance feedbacking schedule for proby employees is common. When it happens, what will be the consequence?
The state of calamity due to COVID-19 was extended for one year in the Philippines. Can employees still invoke the right to refuse work?
How to measure the ‘human’ in people management. Should the issues escalated by employees for hr action a fair indication?
Management is cautiously excited to re-open business after the lockdown. But an employee refuse work for fear of COVID-19 infection. What can be done?
After the COVID-19 lockdown, re-opening biz is a challenge. With the slump and added cost on safety measures, how will you address employee oversupply?
I’ve been receiving Qs since companies are now reopening. Can employee refuse work because of COVID-19? Can an employer sanction the employee?
Accountability eliminate gray areas. Define who are accountable, have it acknowledged and you will minimize finger pointing situations in the future.
To hold or accept? Resignation of employee under investigation is always a hot topic with passionate ideas coming from both ends
Terminating employees require both soft and technical skills to minimize human harm, and avoid unnecessary cost on labor case.
When both substantive and procedural due process are met, management can proceed with retributive or corrective actions even without the admission of guilt.
Sex and the Human Resource- one of the FAQs I am receiving is when either HR or someone in leadership position gets into an intimate relationship with an officemate– from plain exchange of body fluids to one involving the heart.
In situations like these, should HR get involve? Why and how?
Since the signing of DOLE Department Order 174, HR practitioners are seeking clarifications. Here’s a comparative table for reference and guidance.
Preventive suspension is a measure to protect company’s property pending investigation of any alleged malfeasance or misfeasance committed by an employee
A notice of decision memo is the 2nd of the twin notice rule. It contains the decision arrived after conducting an administrative investigation.
One interpretation is 6th month employment anniversary; Another interpretation is 180 days, counting 30 days for each month. But which one is correct?
Extension of probationary period is possible but not the general rule, lest it becomes a ploy to take advantage of the employee.
An ADMINISTRATIVE MEETING is necessary in termination cases to ensure employee under investigation is afforded all opportunity to due process
Admin meeting is a formal forum to prove an incident or case.
Ending endo is akin to relationship status- it’s complicated.
NOTICE TO EXPLAIN is a legal requirement, the first of the two-notice rule.