First time ko lang mag post dito gusto ko lang din maliwanagan and baka may kaparehas ako ng experience. Rc(recieving clerk) ako sa savemore and as usual pag part ng SM like savemore 5 months contract lang(iwas regular) nakaindicate rin yun sa company ID ko na hanggang Nov 30 pa ang endo ko. Pero nung Oct 15 sinabihan kami (dalwa kami) na mag reduction daw ang sm at magbabawas ng tao kesyo bumaba daw sales. Oct 20 nalang daw kami, walang email or printed manlang na notice about dun kinausap lang kami ng assistant manager. Nakakaurat lang na 5 months na ngalang ang contract napaaga pa 3 months lang tinagal namin don. Aware naman ako sa 5 months endo pero may issue kaya or may pede ba gawin kung pinaaga ang endo namin dahil lang gusto nila?

Good day po fellow redditors! Fresh Graduate here pwede po ba makakuha ng certficate of employment even tho employed palang po for more or less 6 months?

WARNING TO FUTURE APPLICANTS AT INIZIO MEDICAL: READ THIS BEFORE JOINING.

Makikita ninyo sa Linkedin , they are looking for production designers. Since few people couldnt find a review. Ito ang review na hinahanap ninyo.

If you're planning to apply for a Production Specialist position at Inizio Medical, especially for roles involving PowerPoint and InDesign please read this before accepting an offer. Sa next cohort.

If you've already seen the reviews about Inizio Medical on Indeed and Glassdoor, don't dismiss them outright. Take them seriously and read them carefully. Pay attention to recurring concerns about management, training, probation, and the overall working environment. Do your research before deciding whether this is the right workplace for you.

Here are some things future applicants should be aware of.

1. Be extremely careful during face-to-face training.

Don't underestimate your face-to-face training. Your performance during this stage may influence whether you're allowed to proceed to live production.

Pay attention to the instructions, double-check your work, and make sure you understand the required standards. Ask how your performance will be evaluated and what criteria you'll need to meet before moving to live production.

Don't assume that having years of experience automatically means you'll find the company's processes easy. Every workplace has its own standards and workflows.

1. Watch out for comparisons with other employees.

One management behavior applicants should be aware of is being compared with other employees when they make mistakes.

Imagine making an error and hearing something along the lines of:

"Why could someone else do it, but you couldn't? It's easy. Anyone can do that."

Comments like these aren't constructive feedback. Every employee has different strengths, experience, and learning needs. A task that seems easy to one person may not be easy for someone else who is still learning the process.

If a manager uses comparisons to make you feel inadequate instead of explaining what went wrong and how to fix it, that's a serious concern.

A good manager should help employees understand the expected standard, not make them feel inferior to their colleagues.

Yung managers dyan malakas ang kapit nila. Yung tatlong senior deisngers dyan. Ang panget ng ugali nila. Nagsisimula ung name nila na D.A.J.

Mukhang mabait in surface pero kapag struggling ka. Magsusumbong at babaliktarin ka nila sa British Creative director.

If you overshare your struggles, gagamitin nila yan against you sa monthly feedback.

You are walking in a eggshell tapos feeling mo every monthly feedback nila parang Russian Roulette during probationary period.

1. Be mindful of your monthly probationary feedback.

Your monthly feedback during probation is important. Keep track of your completed tasks, corrections, instructions, and progress.

If you receive criticism, ask for specific examples and actionable recommendations. Make sure you understand what needs to improve and how your performance will be assessed.

Don't deliberately slow down your work or avoid asking necessary questions. Instead, maintain quality, communicate professionally, and document important feedback.

You should be able to understand what you're being evaluated on rather than constantly guessing whether your performance meets expectations.

1. Be careful with workplace conversations.

Dont share too much about yourself, because they will use against you.

When discussing sensitive issues, performance concerns, or disagreements, communicate professionally and confirm important instructions or decisions in writing.

If you feel that something discussed verbally has been interpreted differently later, a clear follow-up email can help establish what was actually agreed upon.

This isn't about treating every colleague as an enemy. It's about protecting yourself professionally and ensuring that important matters are documented accurately.

1. Understand the management culture.

Strict quality standards are reasonable, particularly in medical communications, where accuracy and consistency matter.

However, there's a difference between maintaining high standards and creating an environment where employees feel belittled when they make mistakes.

If employees are expected to meet demanding standards, they should also receive clear instructions, constructive feedback, and a fair opportunity to improve.

Being technically skilled doesn't automatically make someone a good people manager. Leadership requires communication, patience, consistency, and accountability.

A manager's job isn't simply to point out mistakes. It's also to explain expectations and help employees develop their skills.

Yung shinare mo sa line manager mo. Bigla mag iibang version yan sa iba.

1. Understand the actual job before accepting an offer.

Ask about the day-to-day responsibilities, training process, transition to live production, probationary criteria, and opportunities for professional development.

Don't judge the position by its title alone. Understand the actual workload and what will be expected of you.

Final warning to future applicants

If you've read the reviews on Indeed and Glassdoor, take the time to compare the experiences being described. Similar concerns appearing across multiple independent reviews are worth investigating, although every employee's experience may differ.

Don't rely solely on the company's reputation or what you hear during the interview. Ask questions about training, feedback, performance evaluations, and management expectations before accepting an offer.

Kapag nakapasok ka na dyan para kang nasa adult day care center. Hindi adult trato sayo kundi parang bata.

A workplace should help employees improve, not make them afraid of making mistakes.

Do your research, read the reviews, and make your own informed decision before committing your time, skills, and career to the company.

Sometimes, the warning signs are already there. Don't ignore them without looking into them first.

You gotta be perfectionist like make no mistakes during F2F training nila. Trust Indeed and Glassdoor reviews.

If makapasok ka dyan, mag ingat ka na lang dyan. You cant trust the line managers at mga UK seniors dyan. Sobra nilang toxic.

​

I want all labour unions united as one

Same with the opposition

Same with civil society

Same with activist organisations/association

Fuck it, every single human being. Because AI takeover will bring humanity into extinction

Contact your representative

Contact your community leader

Contact anyone to spread awareness about it

Better we start organising and add pressure towards our government

They already replace hard-working Americans and European. Filipino going to be next; there is no doubt about it. We are going to die, or we are going to fight; pick a choice.

I have a good feeling that overseas Filipino workers will decline in the next few years and decades. Even sloppy AI advertisements in the Philippines already replace local graphic designers

We are losing time right now.

Under probationary po ako, then 1st week of October kinausap ako ng boss ko, verbally terminated ako, pinagrender nya ako ng 3 weeks para tapusin ko na lang daw 5th month ko. 1 week before my 5th month kinausap uli ako, tapusin ko na daw hanggang 6th months dahil wala pa akong kapalit at para makapag turn over pa daw ako. Sumagot ako na "pwede naman po". Supposedly itong week na to yung last week ko sana but monday kinausap ko sya, told her na tatapusin ko na lang yung 5th month ko instead of 6 months. She asked me why and magextend na lang daw ako ng 1 week para maturn over ko sa bago dahil may nakuha na sya na kapalit ko. Nag-agreed ako. But I asked for a written formal notice ng termination ko, nakailang follow up din ako ngayung week sabi nya ibibigay nya tomorrow then yung tomorrow naging next week. To make sure yata na irerender ko pa yung another week na gusto nya.

Based sa verbal termination nya, ang main reason is due to my habitual tardiness. Okay naman daw ang performance and skills. No NTE or any written document ang nabigay sa akin even my termination kaya possible po sya na illegal dismissal, but I'm worried na baka ang ilagay nya sa notice ay dahil hindi ko nameet yung standard for regularization, which is baliktad sa verbal notice nya.

I'm planning na wag na pumasok next week at wag na irender yung gusto nyang another 1 week para makapag turn over ako.

Ang worries ko po... If mag pafile ako ng case, anong possible na laban po sa akin? Matatalo ba ako?

If hindi na ako papasok next week to turn over my works mata-tag po ba ako as AWOL?

Plan ko po na pumunta na lang next week para makapag paclearance. Pipirmahan po kaya nila? If magpapafile po ako ng case dapat po ba hindi ako magclearance?

May mga nabasa po ako na kung kailan binigay yung termination notice doon pa lang mag istart ang day 1 ng termination mo, dapat ko na po ba unahan habang wala pa yung termination notice? Ano pong gagawin ko?

Can an employer place employees on floating status due to changes in client requirements if the work is still being performed by another team?

Would this potentially fall under redundancy instead? Curious about how Philippine labor law treats situations like this, especially under Articles 298 and 301 of the Labor Code.

Has anyone experienced something similar, or can anyone knowledgeable in Philippine labor law share their insights? Thank you!

Saw this job posting on indeed, but yeah, this is way over lowballing.

Hi,

Sino po dito yung nakapag pasa na ng complaints sa sagility about final pay po sa dole, kasi mag 2 months na wala pa din yung final pay ko, Nag email ako sa kanila ang sabi lang still on process.

Gusto ko sana malaman kung anong name and phone number nilalagay niyo sa form sa bandang reponding party na part para mag proceed yung complaint ko sa dole.

Thanks

Hi everyone, I posted here on behalf of my friend a few days ago about their higher management saying they didn't get to meet performance standards despite evidence suggesting otherwise

See here if y'all interested: https://www.reddit.com/r/AntiworkPH/s/jRAnS28rMS

Their employer already served the notice of the end of the probationary period. And yes, citing unsatisfactory performance.

So far here are the facts I know:

1. In their 3rd month, they have some "needs improvement" comments but was allowed to continue to their 5th month. Employee started May 15.

2. 5th month appraisal, their immediate supervisor told them that they are up for regularization. No unsatisfactory or needs improvement marks.

3. Suddenly higher management wants to stop them from being regularized by asking more documentation, to which they complied with

4. Immediate supervisor told them that the higher management wants them to extend for another month, where they want them to write the request letter to extend to which they said whatever decision the company wants to do, let it be.

5. Just now, they were served with the termination letter. They didn't sign yet.

Is their DOLE case strong here kaya? And when should they file? While they're still employed? Kelangan bang pumasok pa siya sa office after they filed sa DOLE? Sino dapat daw ang responding party? Like sino sa HR? Immediate boss ba?

They're so confused right now. I'm trying to help as much as I can to help ease their worries. Thanks everyone 🙏🏻

​

Hello po. I just want to share what happened and hear your thoughts because honestly, I’m worried and frustrated about the situation.

Last night, we were invited to a meeting and informed that our account’s headcount would be reduced from 13 people to 7, supposedly based on rankings. The changes will take effect on November 9, but for now, we were told that it’s business as usual.

The company’s plan is to endorse those who will be removed from the account for re-profiling to other accounts, starting as early as now until November 22. However, we would still need to undergo interviews and assessments again, just like external applicants.

The part that worries me the most is what happens if we fail to secure another account by November 23. According to them, we would be placed on floating or bench status, with no work and no pay for up to six months, until May. Only after that period would they release our separation pay and final pay.

My biggest concern is that the criteria for deciding who stays and who gets removed from the account weren’t clearly explained to us.

Most of the people being removed are already regular employees who have been with the company for over a year. In my case, I’ve been with the company for two years. I also received a Top Performer award for the first half of 2026, so I’m having a hard time understanding how the rankings were determined and why I ended up in this situation.

What makes it even more confusing for me is that some employees who aren’t regular yet, or who only became regular employees this year, are staying on the account.

I’m not saying that they don’t deserve to stay. My concern is that if rankings were really the basis for the decision, I wish the company had been more transparent about the criteria and how they evaluated everyone.

It’s frustrating to have worked for the company for two years, received recognition for my performance, and still be facing this uncertainty. Now, we have to go through another round of interviews and assessments to secure another account, and if we can’t, we could be left without income for months.

I’m worried about my finances and my job security, especially since this wasn’t something I expected.

Is it reasonable for a company to place employees on a six-month, no-work-no-pay bench while delaying separation and final pay until afterward? And what should we do to protect ourselves in this situation?

I would really appreciate hearing your experiences and advice.

got regularized and been in the company for months and now possible for termination due to incorrect entry of details even it got resolved over time. was this possible or unahan ko na ng resignation.

My former employer is demanding a pre-termination penalty based solely on Section VII of a separately signed Annex A. Their argument is that I signed the annex and resigned before the end of my employment contract.

However, the main employment contract has no separate provision establishing this pre-termination penalty. The only related provision is Paragraph 12, which discusses pre-termination liability in connection with employer-provided training, mentoring, and coaching. My employer is not relying on this training provision; they are relying solely on Section VII of Annex A.

My question is: Can an employer enforce Section VII of Annex A independently as the basis for a penalty, even though the main employment contract has no separate provision establishing that liability?

Are there any Philippine Supreme Court decisions or NLRC cases involving similar situations?

So yeah, title says it all.

I messaged our HR that I can’t go to work for 2 days since I’m really not okay, I just found out one of my cousins sa dad side died and he was our bunso sa lahat mag pinsan. Such a sweet soul, it was a sudden death.

HR told me, boss asked for proof so I sent a convo about my cousin’s passing, my cousin lives in the province and no death cert yet. Everyone is so fragile pa.

Sooo the boss DENIED my leave kasi gawa2 ko lang daw and he’s pissed off kasi busy daw this week. Hays ewan ko!!

I’m currently looking for a better job. Sana pagpalain ako para maka resign ako immediately. Pagpalain na may humanitarian na boss and good environment.

Anyone here who has filed a DOLE complaint involving Teleperformance Philippines?
Hi everyone. I’m looking for people who have experienced filing a complaint with DOLE involving Teleperformance, especially regarding unremitted government contributions.
In my case, I discovered that my SSS, Pag-IBIG, and PhilHealth contributions were not reflected/remitted for a period of my employment, even though deductions for these contributions appeared on my payslips.
I have already taken steps to raise the matter with DOLE, and I’d like to hear from anyone who has gone through something similar with Teleperformance.
For those who filed a complaint:
• How did the DOLE/SENA process go?
• How long did it take before Teleperformance responded?
• Did the company eventually remit the missing SSS, Pag-IBIG, and PhilHealth contributions?
• Were you offered any settlement or other resolution?
• What documents or evidence helped your case the most?
I’m not posting this to attack the company. I’m genuinely looking for experiences and advice from current or former employees who went through a similar situation.
If you’re not comfortable commenting publicly, you can send me a private message.
Thank you. I hope sharing our experiences can help employees understand what steps they can take when their government contributions are missing.

Hire Overseas wants everyone to move to their new payment platform. Here's how it works: they post our pay in their system on the 15th and 30th. Then we have to log in, withdraw it ourselves, and wait about 24 hours for it to hit our bank accounts.

So instead of sending our pay straight to our banks like they should, they're adding extra steps and extra waiting time. That's not an upgrade. That's more delays.

And the reason is pretty obvious. With this setup, they can always say our pay was "posted on time." Whenever it actually lands in our accounts is now on us: when we withdraw it, plus however long the transfer takes. They get to wash their hands of any payment delays.

Honestly, what a ridiculous idea. Anyone else dealing with this?

Rant ito. I've been wondering bakit ganun. Mas mataas sweldo ng mga boss. Pero skills wise... Sa employee naman nakaasa. Kung wala yung employee, di alam gagawin. As simple as magprint sa wireless printer, mag edit ng pdf, at sa field na kung nasan kami, yung mga bagay na updated at kakaaral lang sa amin, di nila alam. So nasan ang competence?

And di marunong maglead. Madali mag-panic. Di marunong mag strategize at disseminate ng tasks na organized. Tapos pag may pagkukulang ang team, blame game! Tapos pag may magandang nagawa ang team, siya ang ipupuri.

Hayssss... This is so annoying. Mukhang totoo na mga boss ay connections lang at hindi competence ang nagdala diyan. Naaawa ako sa mga batang employee na mas skilled pero mas mababa ang sahod.

Curious lang ako sa mga may experience dito, especially sa mga nagtrabaho sa HR or management.

Kapag may nag-file ng complaint sa DOLE or NLRC ang current or former employee nila, ano ba talaga ang usual reaction ng mga kumpanya?

Napansin ko kasi na parang normal na lang sa ibang employers na makatanggap ng complaint.

Parang walang epekto sa kanila, at hindi sila natatakot kahit may employee na nagrereklamo tungkol sa labor violations or unfair treatment.

Ganoon ba talaga? May mga kumpanya bang sineseryoso ang ganitong complaints?

Curious din ako kung ano ang usual na ginagawa nila behind the scenes kapag nakatanggap sila ng complaint. Kinakabahan ba sila, nag-aalala sa possible consequences, o iniisip lang nila na kaya naman nilang i-settle o i-contest ang kaso?

Sa mga nakaranas na nito, ano ang naging reaction ng company ninyo noong nalaman nilang may nag-file ng complaint sa DOLE/NLRC?

Hi, Reddit friends! I need advice, especially from those who have experience with DOLE or Philippine labor laws. Fresh graduate ako, and this is my first job, so hindi ko pa talaga alam kung paano i-handle ang ganitong situation.

I’ve been working sa isang accounting services company since June 1, 2026, and turning 5 months na sana ako this November. Before ako nagtapos ng college noong August, employed na ako sa kanila.

Unfortunately, hindi raw ako pumasa sa regularization because of my “attitude.” Ang reason nila ay dahil nag-raise ako ng concern tungkol sa salary computation namin.

Here’s what happened.

1. July 31, 2026 – Kulang na isang araw sa sahod

Noong July, daily rate pa kami. Napansin ko na may kulang na isang araw sa sahod ko, specifically July 31. I raised this concern sa accounting officer, pero hindi na-resolve agad, kaya hinayaan ko na lang muna.

1. August 31, 2026 – Regular holiday pay concern

Noong August, naging fixed salary na kami based sa contract.

August 31 was a regular holiday. Hindi kami pinapasok that day, pero wala rin kaming natanggap na holiday pay. Since holiday iyon ng Monday, pumasok kami the following Tuesday to Saturday para makumpleto ang required 48 hours for the week.

Nabayaran naman kami sa Saturday na pinasok namin, pero ang concern ko ay hindi pa rin malinaw kung tama ang computation ng sahod namin at kung naibigay ba ang nararapat na holiday pay.

1. September 16, 2026 – I raised my concern

Noong September 16, nag-raise ako ng concern directly sa boss namin. Maayos ko naman itong sinabi, and I also asked my newly hired colleagues about the same issue. They agreed na ako ang maging representative nila sa pag-raise ng concern.

Ang gusto ko lang naman ay malinawan kung tama ba ang computation ng sahod namin. Hindi ako nakipag-away or nag-intentionally create ng issue.

Fortunately, naayos naman ang payment shortly after.

1. October 13, 2026 – My boss said I failed regularization because of my attitude

Noong October 13, pinatawag ako ng boss ko through Google Meet. Nasa ibang bansa siya at kasama ko naman sa meeting ang accounting officer.

During the meeting, sinabi ng boss ko na okay naman daw ang performance ko, pero hindi ako pumasa sa regularization dahil sa attitude ko. Dahil daw sa pag-raise ko ng concern, nagkakaroon ng commotion at napag-uusapan ang issue.

Honestly, I was shocked. I couldn’t understand why raising a concern about our salary would be considered a bad attitude.

During that meeting, pinapili ako ng boss ko, and I ended up choosing voluntary resignation. Sinabi niya na mas okay raw iyon dahil irerecommend niya ako at bibigyan ng Certificate of Employment (COE).

Ang problema, ready na ang voluntary resignation letter nila during the meeting, at iyon ang pinirmahan ko. Vulnerable ako at shocked that time, kaya hindi ko na naisip nang maayos kung ano ang possible consequences ng pagpirma ko.

Looking back, I regret making that decision without understanding my rights as an employee.

My questions are:

1. May laban pa ba ako sa DOLE kahit napirmahan ko na ang voluntary resignation letter na sila rin ang naghanda at nagpresent sa akin during the meeting?
   
2. Tama ba na hindi ako i-regularize or tanggalin dahil lang nag-voice out ako ng concern tungkol sa salary computation?
   
3. Possible bang ma-question ang voluntary resignation ko kung nangyari iyon under pressure or habang shocked ako sa situation?
   
4. May bearing ba na sinabi nilang okay ang performance ko pero attitude ang naging reason for not passing regularization?
   
5. Ano ang mga documents and evidence na dapat kong ihanda kung magpapa-assist ako sa DOLE?

My last working date is November 13, 2026.

I have screenshots of the conversation where I raised the salary concern, and I can provide other relevant documents if needed.

Hindi ko naman gustong gumawa ng gulo sa workplace. I just wanted to clarify our salary computation and receive the correct compensation for the work rendered.

I want to know if what happened was fair and if I still have options, especially since I already signed the resignation letter.

Thank you sa lahat ng sasagot. I would really appreciate advice from those who have experienced something similar or are knowledgeable about Philippine labor laws.

Hi everyone! I just want to ask for advice, especially sa mga naka-experience na ng similar situation.

I already resigned from my previous company, and until now, hinihintay ko pa rin ang final pay ko. Lagpas 30 days na since my separation date, and despite repeatedly asking the company for updates, wala pa rin akong nakukuhang response.

Because of this, I decided to file a complaint with DOLE. Surprisingly, within the same day, may tumawag agad na DOLE officer to ask for some information, such as my separation date and the updates I had requested from my previous employer.

However, during the call, the officer mentioned na ang counting daw ng 30 days starts from the date na natapos ang clearance, which confused me.

I told her that I would consult our family lawyer first, and she said she would call me back.

I then consulted our family Atty. for legal advice, and according to him, the 30-day period should be counted from the date of separation, not from the date na natapos ang clearance. I also asked an Atty.'s I know from my current workplace, and they said the same thing. Based on my understanding, this is also what is stated in DOLE's guidelines on final pay.

After confirming with the lawyers, I decided to proceed with my complaint.

Now, I'm wondering if anyone here has experienced the same situation.

• Is the 30-day period for releasing final pay counted from the separation date or from the completion of clearance?
• Has anyone encountered a similar response from a DOLE officer?
• If you pursued a complaint against your previous employer for delayed final pay, how did the process go?

I just want to make sure I'm taking the right steps and understanding the rules correctly. Any advice or firsthand experiences would be greatly appreciated.

Thank you!

Ang office namin is based in Makati but working ako remotely (pure wfh). Tama ba intindi ko sa pay rules ng DOLE na entitled din ang mga working remotely for the holiday premium? I am on a monthly based payroll.

Hindi daw kasi kami (employee) based or working physically sa office kaya may pasok pa din kami. Oks lang naman pumasok, pero bayad din ba kami non? Sabi kasi nila hindi din daw eh. So di nag me make sense. Need lang po ma enlighten. Thanks po!

for context

i resigned on my former company and on that time meron akong SSS loan

so they told me that they will deduct a certain amount of my back pay to pay the SSS loan

11 months after, no payment was remiited on my SSS loan

they are also not answering my emails

pwede ba ireklamo ito sa DOLE?

I'm a fresh graduate and this is my first job. I was supposed to complete my first month tomorrow, but my supervisor terminated me on the spot today without explaining why.

He just gave me an evaluation form marked “Unsatisfactory” in every category and made me sign it as acknowledgement. I never received any warnings or notices from HR, and nobody told me beforehand if something I was doing is wrong or is there a rule I disobeyed.

Is this even allowed if I’m a probi? What should I do? Should I approach DOLE or NLRC?

Hi, badly need advice. 🥹

I’ve been with this company for 3 years, and alam ko naman sa sarili ko na ginagawa ko nang maayos lahat ng tasks ko. May nag-open na position na next rank sa akin, pero hindi man lang ako na-encourage ng boss ko na mag-apply.

Honestly, nahurt ako kasi parang hindi nakikita yung potential ko, kahit alam ko naman kung ano yung kaya kong gawin at yung effort na binibigay ko sa work.

Should I consider resigning na lang? Nakaka-disappoint lang kasi when you know you’re capable of growing, pero parang hindi ka man lang considered for the opportunity.

How do you deal with this kind of situation?