Probationary Period
Swift and stable hiring policies are key to achieving small firms’ success. Confidence of achievement of hires offers the first message to the initiate, and therefore promotes the individual to stay on a year—and to invest time and resources in that initial company. Success as a conferred individual from an under-represented group—an employee that best embodies the terms of the diversity and merit presumption should boost supervisor morale, encourage their investment in the company, making them significantly stronger devotees of the firm’s cause. Further, it is likely that a highly performing confer should be on track for rapid and/or lateral promotion, rendering their tenure and investment in the company significantly stronger, so long as their advancement options stay even-handed and roadblocks are removed. The acceleration of the acceleration occurrence (nurturably, at least) is the crucial closeness of the inter-relation among employee confidence, job security, and job retention/testify to the concepts outlined earlier in this section—return on the same principles—capturing taxation incurred on the employee’s investments labor.
Most workers in the Philippines are on probationary status for six months, which is the period set by the law. The Civil Service Law, as applied to both public and private schools, also imposes a six-month probation. The same is true for security of tenure in the private sector and for public school teachers. Probationary periods of less than six months constitute an act of labor only in relation to union work or the employment of new members. In security of tenure, the most obvious labor relations aspect of the six-month period is the allowance for a separate and discrete probation. Prior to formal entry, the pertinent committee screens new recruits. During that period, it has become established practice for management to appraise the understanding of the initially goals and corresponding objectives of initiates in the company, summarized in a job description, based on performance evaluations conducted at regular intervals. This assessment is subsequently used as the ultimate determinant of whether or not an initiate’s employment will be formalized at the diversity. Being on probationary status typically implies a trial period during which an employee’s performance and suitability for a permanent position are evaluated by the employer.
Just Cause and Authorized Cause
Conditions are required because not all based on are accepted or authorized by the law. CRS can be legal. Employees are only unfair or illegal. This may be found in the following articles and Civil Code. Just cause to the cause, power of the employer to the employee after filing and seriousness under selected in under the law. Furthermore the employer some, and so discipline only to be reduced to be expected in a department, agency, or any outside to a group or association. Apart; by the employee, it is a power only having to when the employee, disciplinary action has become necessary HOPE will suggest a cause – the disciplinary penalty to be applied.
The just cause is the cause that arises from an employee and results in the cessation of employment – discipline runs all scale from neglect of duty to the other and committed by the employee. The authorized cause results from the installation of employment by employer – retrenchment, installation, disease, or illness. In either case, the CRS should not be arbitrary, malicious, costly, or to the prejudice of the employee. To summarize, the test for whether an installation retrenchment of activities of business will cause for termination is the basis of examination deemed unjust. Just cause and authorized cause are legal grounds for terminating an employee’s contract, with just cause referring to valid reasons related to the employee’s behavior or performance, while authorized cause pertains to reasons recognized by law or company policies.
Notice to Explain
A notice to explain is a formal communication given to an employee requiring them to provide a written explanation or clarification regarding certain actions or behaviors that are under scrutiny by the employer. One of the most important things about the NTE is that it should be in writing and should be written in an informative way. Notification to Explain (NTE) is the communication usually written that an employer serves on its employee who commit an offense or a gross misconduct. The purpose of this NTE is to get facts from the employee concerned and to apologize for the committed deviations. Usually, the concerned employee is put aside from his/her work while conducting fact findings as a part of severity it has caused which may lead to slight negative effect to the entire establishment. Furthermore, NTE is also one of the formidable means of informing the person who were violated and also to describe the allegations detailed and inferences associated with a given policy and its efficient management system.
An employer cannot legally dismiss or ask an employee to leave his job just like that or without a reason. Just like the employee who cannot just leave his/her job in a blink of an eye. Employers need to serve the employee the due process first before he can force the employee to leave which is called Notice to Explain (NTE). The company where we are currently connected has its rules and regulations just like any other companies. If we cannot follow this policy, then we have to suffer the consequences. The unfortunate thing is that other employees are usually in the heat of anxiety when it comes to breaking the rules and/or regulations because they have to face the people in authority and need to clarify things which they cannot deny just like that. That means they have to undo things first which usually affects the work schedule. Moreover, NTE has its consequences, whether a mere suspension or formal letter of termination. We have to be wise enough for this documentation is critical in the employee records and will kept for a couple of years and might affect the credentials of the employee in future applying endeavours. The employee records will be checked by the possible future employer if we have records like performance appraisal, character building and moral values as defined by the company.
Employee Rights
First, an employee is entitled to a written contract that stipulates the terms and conditions of employment, rights, privileges, and obligations of both parties expected to see after. Both parties are advised to keep a copy of the contract. The employee has the right to be free from any kind of discrimination. An employer is prohibited from discriminating an employee including to hire, fire, promote, training, and compensation because of their race, gender, age, religion, political belief, benefits, or disability status. Lastly, threat and conduct of termination or suspension are classified as illegal. An employee has the right to receive compensation. It is the employers’ responsibility to pay their employees in accordance with the Republic Act No. 6727 which should not be lower than the prescribed minimum wage rates provided under the law. All opinions, decrees, and laws that are in conflict with RA No. 6727 are hereby repealed and amended. The term of the wage as defined in this Act: Commissions or incentives per month, All types of allowances, and Benefits provided under existing laws. Employees do not have the right to receive deductions.
More often than not, employees are not aware of their rights. Former Department of Labor and Employment (DOLE) Secretary Patricia Sto. Tomas has released a new guide to help employees and employers to know what the rights and laws are at the workplace. It is on this guide that I based my research to further inform employees. The following is what I have collected on the guide for the employees.
