LMCC Activities

KJFC Officers Meets JCT @ JB PLaza,Ortigas [07-04-2013]

Team Bldg. @ La Luz Beach Resort, Laiya Btangas [05-31/06-01-13]

Planning 2014 @JB Plaza, Lunch at CITY BUFFET

Source: alevars 

https://sg.screen.yahoo.com/ge2015-lee-li-lian-workers-090439409.html

HAPPY BIRTHDAY BUDDY!

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PRIMER ON CONTRACTING AND SUBCONTRACTING ARRANGEMENT - CHAN ROBLES VIRTUAL LAW LIBRARY

PRIMER ON CONTRACTING AND SUBCONTRACTING ARRANGEMENT - CHAN ROBLES VIRTUAL LAW LIBRARY



a. Article 248 (c) which disallows contracting out of services or functions being performed by union members when such will interfere with, restrain or coerce employees in the exercise of their rights to self-organization;

b. Article 280. which classifies employees into regular, project or seasonal employees;

Source: http://www.chanrobles.com/dolecontractingsubcontractingprimer.html

LMCC

Source:AVR

Staff voluntarily resigns, employer need not give separation pay

Persida Acosta

Dear PAO,
I have an office staff who has been working for me for around three years already. She recently told me of her intention to resign sometime next year. In preparation for her planned resignation, I want to know if I am required to give her a separation pay aside from her salary and 13th month pay which I give regularly and on time. I will appreciate any advice on this matter. Thank you!
Kip

Dear Kip,
Whether you are required to give your employer a separation pay primarily depends on the manner of the termination of the services of your office staff. From your narration, you mentioned that your staff plans to resign soon. The act of resignation is considered a voluntary mode of severance of an employee-employer relationship to which the Supreme Court ruled that:

“Resignation is defined as the voluntary act of an employee who finds himself in a situation where he believes that personal reasons cannot be sacrificed in favor of the exigency of the service and he has no other choice but to disassociate himself from his employment.” (Virgen Shipping Corp. vs. Barraquio, G.R. No. 178127, April 16, 2009 citing Valdez vs. NLRC.)

Considering this, it is important to note that the Labor Code of the Philippines does not contain a provision granting separation pay to voluntarily resigning employees. Separation pay is granted only in cases where the reason for separation from employment is beyond the control of the employee such as in cases of retrenchment or dismissal by the employer. Since your staff voluntarily resigned, her separation from employment is completely within her control. Therefore her voluntary decision to severe your employer-employee relationship does not entitle her for a separation pay.

There are, however, certain occasions when an employee who voluntarily resigns is entitled to a separation pay such as when grant of separation pay to resigning employees has been an established business practice by the employer or when a written agreement to such effect has been made between the employer and employee. As held by the Supreme Court:

“ . . . separation pay need not be paid to an employee who voluntarily resigns. However, an employer who agrees to expend such benefit as an incident of the resignation should not be allowed to renege in the performance of such commitment” (Alfaro vs. Court of Appeals G.R. No. 140812, August 28, 2001).

Thus, if you have an agreement or practice of giving separation pay to resigning employees, then you can still be required to give a separation pay to your resigning employees, otherwise the law does not oblige you to give them separation pay.

Again, we find it necessary to mention that this opinion is solely based on the facts you have narrated and our appreciation of the same. The opinion may vary when the facts are changed or elaborated.

We hope that we were able to enlighten you on the matter.

SOURCE: Editor’s note: Dear PAO is a daily column of the Public Attorney’s Office. Questions for Chief Acosta may be sent to dearpao@manilatimes.net

Voluntary Resignation and Separation Pay

Resignation is defined as the voluntary act of an employee who finds himself in a situation where he believes that personal reasons cannot be sacrificed in favor of the exigency of the service and he has no other choice but to disassociate himself from his employment. (Virgen Shipping Corp. vs. Barraquio, G.R. No. 178127, April 16, 2009 citing Valdez vs. NLRC.)

The key is that resignation must be a “voluntary act”, and that the employee must have knowingly and voluntarily dissociate himself from his employment for his own personal reasons. It does not cover cases where the employee is forced to resign with the use of threats, intimidation, coercion or manipulation, or where resignation is imposed as a penalty for an offense.

The common practice of allowing an employee to resign, instead of terminating him for just cause so as not to smear his employment record, also fall under the category of voluntary resignation. (See J Marketing Corp. vs. Taran, G.R. No. 163924, June 28, 2009).

Resignation Notice

The Labor Code requires the employee to give an advance notice to the employer of his intention to resign. The notice of resignation must be in writing and must be served to the employer at least one month prior to the effective date of his resignation.

Resignation notice usually takes the form of a letter (commonly called “resignation letter”) addressed to the employer, expressing the employee’s intention to terminate his employment. It must state the date when resignation is to take effect because of the 30-day notice requirement under the law. It may also contain the reason or justification of the employee for filing his resignation, although legally, this is not important. The employee may resign for whatever reason, or even for no reason at all. Thus, in legal parlance, voluntary resignation is also called “termination by employee without just cause.”

Resignation letter normally contains explicit words expressing employee’s intention to terminate his employment. However, lack of explicit words stating the employees intention to resign is deemed not crucial, as long as the employees intention to resign can be deduced from letter itself. In one case, the Supreme Court held that a memorandum written by the employee containing his deep resentment towards his superior juridically constituted a letter of resignation. Even if the employee did not expressly indicate his intention to resign (neither of the words “resign” or “resignation” was mentioned), the resentful and sarcastic tone of the memorandum was held to be sufficiently indicative of such intention.

Effect of Failure to Tender Resignation Notice

If the employee fails to give the employer one month advance notice of his intention to resign, he may be held liable for damages.

Instances when Notice of Resignation is Not Required

The employee may resign even without serving any notice on the employer for any of the following reasons:

1. Serious insult by the employer or his representative on the honor and person of the employee;
2. Inhuman and unbearable treatment accorded the employee by the employer or his representative;
3. Commission of a crime or offense by the employer or his representative against the person of the employee or any of the immediate members of his family; and
4. Other causes analogous to any of the foregoing.

Resignation under any of the instance enumerated above is also called “termination by employee with justcause.”

Separation Pay

An employee who voluntarily resigns from his work is not entitled to separation pay. There is no provision in the Labor Code which grants separation pay to voluntarily resigning employees.

Separation pay as a rule is paid only in those instances where the severance of employment is due to factors beyond the control of the employee. Thus, in case of retrenchment to prevent losses where the employee is forced to depart from the company due to no fault on his part, separation pay is required by law to be paid to the dismissed employee.

The case is totally different in case of voluntary resignation where severance of employment is due to employee’s own initiative. The law does not oblige the employer to give separation pay if the initiative to terminate employment comes from employee himself.

However, by way of exceptions, there are at least two instances where an employee who voluntarily resign is entitled to receive separation pay, as follows:

PLEASE READ  http://sc.judiciary.gov.ph/jurisprudence/2009/april2009/178127.htm

SOURCE: http://sc.judiciary.gov.ph/jurisprudence/2009/april2009/178127.htm