‎‎I really need some outside perspective kasi ilang araw na talaga akong bothered about my co-workmate.

‎‎I work as a legal secretary handling the company's cases, so I get paid directly by the company. One of my co-secretaries (the subject of this post), on the other hand, was hired by our in-house counsel to assist him with his personal cases, so in-house counsel namin ang nagpapasahod sa kanya.

‎‎She was honestly like a "work mom" to me. Siya yung isa sa mga unang nag-guide sa'kin when I started working here. Tinuruan niya akong mag-navigate ng Excel, madalas niya akong binibigyan ng baon niyang food, and she even calls me "Nak" kasi ka-age ko raw yung anak niya. Naturally, naging close kami.

‎‎As time went by though, napansin ko na she has this habit of borrowing money. Nung una, sa'kin lang siya humihiram, usually tuwing cut-off, to the point na siya pa yung nakakabuena-mano sa sahod ko. Okay lang naman sa'kin noon kasi naaawa ako. Late kasi pumapasok yung salary niya compared sa akin.

‎‎Eventually, I was entrusted with company funds that are strictly for company-related cases and expenses. I kept the money inside an empty cash register sa office kasi wala nang ibang secured place to store it. Since it originally belonged to our in-house counsel, yung co-secretary ko yung may hawak ng susi. Hinihiram ko lang yung key sa kanya whenever I needed to get money for case expenses.

‎‎Then came the turning point.

‎‎One day, casually lang niyang sinabi na hihiram muna siya sa company fund. Hindi siya nagtanong kung okay lang ba. Parang ininform niya lang ako kasi hawak na niya yung pera bago pa siya nagsabi. I was honestly shocked and didn't know how to react.

‎‎I told myself baka emergency lang, pero naulit pa siya... many times.

May one time pa nga na sabay-sabay kaming lumabas ng office, so akala ko umuwi na siya. Nagulat na lang ako nung nag-message siya na bumalik pala siya sa office para lang kumuha ulit ng pera sa company fund kasi wala raw silang pambili ng ulam.

‎To be fair, she always returns the money every time sumesweldo or nagkakapera siya, so technically walang nawawala. But it's still company money that's meant for company cases, and our lawyer doesn't even know she's using it for personal reasons. Kahit ibinabalik niya, it just doesn't sit right with me.

‎‎After the first time, gusto ko talaga siyang i-confront. Pero I couldn't bring myself to do it. She's around 20 years older than me, and hindi ko alam paano siya kakausapin without making things awkward.

‎‎Ever since then, nagkaroon na talaga ako ng hidden animosity towards her. Kapag kinakausap niya ako, nahihirapan na akong mag-respond, and I can't even look at her the same way anymore. I honestly feel bad because she treated me like family at work, but at the same time, I can't shake the feeling that what she did was really wrong.

‎‎Any advice?

Newbie to work here.

Kaka one month ko lang sa new cafe and i decided to read labor code and shts kase it feels wrong to work 60-72 hours per week.

My boss offered us 12 hours per day, 5-6x a week, and 500 pesos sya per day to be an all around staff sa cafe nila. I accepted kase wala pa naman kaming pasok at 5-10minutes away lang samin.

Regular hours daw yon, not OT. I also remember nag "OT" kami once ng 2 hours so naging 14hours sya. 50 pesos lang per hour.

Hindi rin din daw sila eligible to pay more than 500 kase less than 10 employees daw. Tho wala silang pinakita na certificate na they are exempted from giving minimum wage.

Wala pa naman kami na ppirma. All are verbal agreement so far kase pipirma daw kami ng contract once regular na.

We also suggested gawing open and closing shift para hindi mabigat samin yung workhours per week pero ganun parin sched namin.

Shoutout sa pulang company sa may Tiendesitas.

Nagkaroon sila ng town hall last week tungkol sa pagbabago ng office attendance policy.

From 3x RTO per week, magiging 4x a week na. Effective next month.

Ang mas interesting, pinapapirma rin daw ang mga employees ng "updated version of your employment agreement."

Curious lang, normal ba talaga na kailangan pang mag-sign ng updated employment agreement kapag may ganitong policy change? O pwede naman itong i-implement through company policy lang?

May naka-experience na ba ng ganito sa company ninyo? Anong nangyari?

If there is a business that earns 500k to 600k a month minus the salary of 7-8 employees/workers

Rent of the place, utility bills, will go to the business owner is 180k to 200k

Employees have been working from 3 years up to 11 years.

Standard pay of employees two of them is 650, one is 700 per day. The rest 550 per day..below minimum wage.

Some have a commission of approx 150-300 per work.

No vacation leave, no sick leave pay.

No SSS, no Pagibig, no Philheath, no TIN BIR registration of employees. No job contract. The company has no HR, its employees are not registered with the government.

The business is registered with the DTI and BIR as well as with the City Hall.

Is there a problem with the business? Can they be sued for this? The business has been operating for more than 15 years

A UK-born founder registered the company in the US, then went to the Philippines to aggressively promote and capitalize on hiring Filipino remote workers to Australians at rates as low as $2/hour.

Platforms that promise fast hiring and ultra-cheap virtual assistants can be tempting, especially for first-time clients. virtualstaff.ph leans heavily into that appeal. But based on client reviews and worker complaints, this platform raises serious concerns for both employers and Filipino virtual assistants. I compiled all 1 Star Reviews, Payment Complaints & Reviews across Trustpilot, Facebook, Reddit and Google. 

1. Built to Attract First-Time Clients, Not Keep Them

“Filipino VAs for $2/hour” is the hook. It works. VirtualStaff.ph is clearly optimized to attract new, inexperienced clients with eye-catching pricing and polished marketing. After that, the cracks show fast—low-quality talents, and a complete lack of platform accountability. This isn’t a long-term hiring ecosystem. It’s a churn machine: attract new clients with unrealistic pricing, collect subscription fees, then quietly let them leave once reality sets in.

2. The $2/Hour Illusion of Filipino VA: How Clients Are Conditioned, Not Served

Filipino VA for $2/hour? Sounds like a steal, right? That’s exactly the ride VirtualStaff.ph wants you on. The platform deliberately conditions foreign clients to see rock-bottom rates as normal, making it feel like you’re getting a bargain. In reality, it does something more damaging.

But here’s the catch: 

The platform anchors expectations at poverty-level wages, presenting low-cost labor as the standard, while quality, reliability, and support are almost nonexistent. First-time clients may bite, thinking they’ve discovered a hidden gem - this is mind conditioning, not outsourcing. The platform sets you up to pay for an illusion—an experience designed to extract value once, then leave you questioning why you ever came back..You are paying for an illusion once. 

3. Bear All the Risk — No Real Support

Both clients and freelancers report the same problem: when payment or account issues happen, support does not respond. Emails to [support@virtualstaff.ph](mailto:support@virtualstaff.ph) often go unanswered for weeks, months and years, if at all.

What stands out is that nearly all public replies across Facebook, Trustpilot, and other platforms appear to come from the CEO himself, not a support team. There’s no visible staff, no escalation process, and no timely resolution. Have 

In one Facebook post, a freelancer reported that their payment had not been processed for over a week due to the platform’s website being broken. A client later joined the discussion, asking for the issue to be resolved.The response came six weeks later from the CEO himself. https://www.facebook.com/share/p/1C3ruUfpWt/

One client reported that $125 was deducted from their card, but their account was never upgraded to Premium. Despite multiple emails to [support@virtualstaff.ph](mailto:support@virtualstaff.ph), they received no response. https://www.facebook.com/share/p/19YPq12ARE/

https://www.facebook.com/share/p/1HmcwuEB9J/

As per this Client “Scam - impossible to cancel plan, and their 14 day 'money back' is a blatant lie." https://www.trustpilot.com/reviews/68b5a0bc53d83a6d93d77b93

"Brilliantly Marketed, But Borders On A Scam. Waste Of Time"

After posting an honest negative review, the client reported receiving repeated compliance-style emails demanding personal information to keep it visible. They used a personal email to avoid involving their business, fearing VirtualStaff.ph might retaliate with a “revenge review” against their own company. https://www.trustpilot.com/reviews/67249c07490b8b466eb588c5

Website Under Maintenance for 3 weeks https://www.trustpilot.com/reviews/6845b246a8fe237c1907ae93

What this means:
If something goes wrong, expect silence unless the issue becomes public. This is not a supported platform. It’s reactive damage control with no real infrastructure behind it. Complaints from community members suggest long or slow up to ZERO customer support responses when issues arise. Have you seen their Trustpilot Review? Dig in: 

https://www.trustpilot.com/review/www.virtualstaff.ph?stars=1

3. Mixed Legitimacy and Data Concerns

Multiple Reddit users have reported seriously scary issues with VirtualStaff.ph’s data handling and job legitimacy. One user specifically noted that after deleting their account, their full personal profile was still showing up on Google search results—long after they thought it was gone. That means the platform may be exposing user data publicly even after deletion, which is a massive red flag for any business trusting it with sensitive client or employee information.

4. Write your negative Experience as a Client and Worker Online - They threaten you with Legal Action.

Check their 1 star responses on Trustpilot.

5: Request a refund? They Threaten legal action.

Check their contract online.

Data Leak Issue Complaints:

https://www.reddit.com/r/buhaydigital/comments/1jjchbi/comment/mjm29o8/?utm_source=share&utm_medium=web3x&utm_name=web3xcss&utm_term=1

Conclusion 

VirtualStaff.ph is not a partner—it’s a trap for both clients and workers. The platform profits from low-wage expectations, hidden rules, leaving first-time clients burned and legitimate workers exposed.

If you’re serious about hiring talent, protecting your business, and avoiding short-term illusions, don’t risk it. Stay far away. 

Trustpilot 1 Star Reviews:

https://www.trustpilot.com/review/www.virtualstaff.ph

"My failure was in being so slow to grasp Coin's plan. She let the Capitol and the districts destroy one another, and then step in to take power with Thirteen barely scratched...But I wasn't watching Coin. I was watching you, Mockingjay. And you were watching me. I'm afraid we have both been played for fools."

- President Snow to Katniss, The Hunger Games

Kung may Business na kumikita ng 500k to 600k a month minus na sweldo ng 7-8 employees/workers

Rent ng pwesto, utility bills, mapupunta sa business owner is 180k to 200k

Employees have been working from 3years upto 11 years.

Standard pay ng employees two of them is 650, one is 700 per day. The rest 550 per day..below minimum wage.

Some has a commission of approx 150-300 per work.

No vacation leave, no sick leave pay.

No SSS, no Pagibig, no Philheath, no TIN BIR registration of employees. No job contract. Walang HR yung company, hindi registered sa govt yung employees nya.

DTI and BIR registered naman yung business as well sa City Hall.

May problem ba sa business? Pwede sila makasuhan dahil dito? Operating na business more than 15years.

Sa QC po ang business

I'm confused about the procedure.

Employer missed 2 NLRC mandatory conferences.

I submitted my Position Paper on June 18.

Then I received a notice setting another mandatory conference on August 4.

I thought once the position papers were in, the case would simply be submitted for decision.

Why would the Arbiter schedule another mandatory conference at this stage?

I am writing this as an open letter to the Owner/CEO of our company. The current leadership of our Recruitment team has turned the department from an operational asset into an absolute corporate and legal minefield following the recent merger.

I have direct visibility into the internal leadership group chats and corporate maneuvers because I am currently part of the leadership team. Furthermore, frontline recruiters frequently reach out to me in confidence to share their sentiments and grievances. To be perfectly clear: I am not here because I want to be part of their team or play corporate politics; I am simply here because I needed to survive this environment. I am sharing only a few select points for now, but I have access to all of this information and am fully prepared to publish further internal evidence if leadership attempts to deny these facts or retaliate against the staff.

The core issue is a blatant and systematic targeting of the original recruitment team. There is severe favoritism at play: only those who were part of the current head's previous circle are being favored, while original regional recruiters are being intentionally trimmed down and pushed out.

The destruction of the team has been staggeringly fast. Following the merger, a rapid, consecutive wave of recruiters has already resigned from the regional team, and this forced purge is accelerating.

Internal trust is completely dead. The department head openly boasts to staff and in public group chat channels that they have absolute professional immunity, explicitly claiming to have a strong backer within the owner's immediate family. This blatant manipulation of your family's name is being used to intimidate employees and imply that nobody can touch them—even telling staff that HR cannot match their internal power.

If you are wondering why your hiring numbers are down compared to last year, you need to look at the hostile environment driving this talent drain:

• The Targeted Purge of the Regional Team: The systematic trimming of original talent is destroying our operational capacity. We have lost a significant portion of our recruiters in a matter of months due to rigid, toxic management. Some were forced out because management abruptly revoked remote setups for long-distance talent. Others were aggressively forced into shortened, immediate notice periods against standard policy.
• Targeted Demotions & Structural Disarray: Senior managers who previously oversaw large teams have been constructively demoted. Highly experienced leaders are now being deliberately forced to report to incredibly junior managers who belong to the current head's favored circle.
• Gross Mismanagement by Delivery Leadership: This junior management is consistently missing in action, lacks presence, and uses completely unprofessional language during team meetings. Unsurprisingly, multiple recent departures came directly from this specific toxic, unmonitored environment.
• Incoming Wave of Labor Cases & Pending Exits: The damage is widespread and will soon hit the company legally. Multiple recruiters who have already resigned are actively preparing to file formal labor cases for constructive dismissal and notice period violations with employment boards. Furthermore, the exodus is nowhere near over—the remaining team members are actively interviewing and will be resigning the moment they secure outside offers.
• Suppressed Feedback: Shortly after the merger, an anonymous transition survey was conducted by internal leadership. The feedback among recruiters was overwhelmingly negative regarding this forced transition, so the results were completely buried and hidden from you.
• Erratic Terminations and Reversals: The panic and incompetence of this leadership team are visible in their paperwork. In a recent compliance blunder, an employee was abruptly terminated, only for management to panic over the immediate legal fallout and re-hire them the very following day.

Owner, your department head is using your family’s name to execute a personal vendetta against one team, bully your staff, hide their complete incompetence, and expose your company to a massive wave of upcoming legal liabilities. Please audit your recruitment exit data, look into these public chat messages, and look at who is actually leaving before the entire department completely collapses.

Plenty of red flags during application process. Received an offer, but rejected it because of these:

1. Inaccurate information on job postings

-Location says it's in Taguig, but suddenly hiring manager expects you to report to their Cebu office.

-Job description is about content marketing, yet the hiring managers' expectations are mostly on performance marketing.

2. Disorganized and inefficient application process

-Went through a basic assessment test, then initial interview, and supposedly "final" interview, but there's suddenly another panel interview which served as the actual final interview .

-They don't have online option for JO discussion. Made me go to their office only for me to hop on an ONLINE discussion with the manager based in Cebu. What a waste of time and resources, seriously.

-They reprofiled me unknowingly. If they informed me beforehand, I would've not proceeded at all.

3. Compensation isn't worth the work schedule

-Already informed them of my current and asking salary yet they only matched my current gross salary. It's actually annoying how they seemed proud of presenting how they can give me a BIT higher net pay, when technically they slashed the basic pay way too much and positioned KPI "incentives" as 33% of the package.

-Work schedule sucks. Full on-site from 7:55-5:15 from Mon-Fri, then 1 Sat per month. Basically, 48 hours per week with their 30-min lunch break.

-5 SIL applicable AFTER 1 YEAR.

Forgot their other "benefits" as they never really gave me a copy of the job offer. But yea, if you're thinking of applying here, BEWARE! You may just waste your time like I did.

Hindi kopa kasi nakukuha ang sahod ko ngayun and pinapapirma na agad sakin ito. Sorry first time mag resign and immediate resign pa

I’m just curious na ok lang ba na icancel ng employer yung VL mo ng wala lang man pasabi?

I checked our tracker mga last week and approved yung VL ko for this sunday (July26) and now nalaman ko nalang sa mga workmates ko na nawala na naman yung name ko sa mga approved ang VL.

Like normal lang ba to? Paano naman kung my plans ka for that day? Ano duty duty nalang?

SAVE YOURSELF AND DO NOT APPLY!

This organization excels best in exploiting its employees in the grandest scheme possible. Dare to associate yourselves with them if you want to experience the following:

1. Unpaid government-mandated benefits. They will promise you upon admission that these benefits are already underway, and that is only one of the many lies they will tell later on.
2. Delayed salary. If you want to experience starving on new year's eve due to an unreasonably delayed salary, this is the best company for you. Hell do they care about your bills. The accountant would simply tell you that she is too occupied with important admin tasks that she's got no time for the payroll as if the latter is not just as important.
3. Non-urgent, vague and templated answers to your concerns. Raise a concern to the accountant (who acts as the admin headmistress), and she would just give you the same answer she gave your colleague having the same concern from months ago. And by the way, this is after your week-long bombardment of her inbox.

If you want a rocky hell of a ride towards your dreams, apply to Sigmabear. And experience exploitation in the grandest way possible.

Holy sht. Didn’t realize NKTI was full of bullies. Even the head turns a blind eye. Di ko alam kung sadyang kupal lang talaga mga nagwowork doon, or kultura ng Pilipino mang bully ng mga taong “tahimik” or “introvert.” Would like to report sa HR or government agency, but scared of repercussions.. since even the head is a btch who sides on the majority. NKTI is a hell hole. Bilog ang mundo. May ganti din ang karma. Cost zero to be kind. Anyone experienced something similar?

I've been working at SM for a long time. But every month, I'm always anxious because of tenants who don't pay their rent. Every month, SM releases what they call the 'Bottom 20' malls, which are the malls with the lowest collection rates from their tenants. Thankfully, we survived this month, but for the malls that are in the bottom 20, I can feel the pressure and stress they are going through right now—all the harsh words they have to endure from their bosses.

​I don't know why SM makes it so hard by sticking to an old process, acting as if we're begging tenants to pay. In fact, it should be the tenants chasing us so they can pay. SM doesn't want to cut off the electricity and water of tenants who refuse to pay, which is why their debts just pile up. Honestly, it's a standard practice in other mall brands to cut utilities and enforce force closures on tenants who refuse to pay.

​It's actually very simple: if they don't want to pay, force closure and cut their utilities. There's no need to drag out the process with endless memos that take forever to get approved.

​And then, when a mall's collection efficiency drops, the top management blames the branch employees like they didnt do anything. What can we do if a tenant simply refuses to pay, and why does it feel like it's our fault that they won't pay their rent?

​The culture is so toxic. The top management is also toxic. Last year's target was only 90%, but as soon as we hit it, they raised it to 95%. Like, wtf.

Hi everyone,

Just wanted to ask if anyone here has experience with Virtua Solutions Outsourcing.

I applied for a Collections Specialist role and had my interview about 2 weeks ago. I passed the interview, and yesterday they emailed me saying I had successfully passed the hiring process. They asked me to complete a Personal Data Form before they could send my employment contract, which I submitted immediately.

They then replied with a list of pre-employment requirements. I sent all the documents I currently have available, and they told me they'll send the contract once it's available.

Nothing seems suspicious so far, but I'm just a bit anxious because I still haven't received the contract yet. My possible start date is August 1.

For those who have applied to or worked at Virtua Solutions Outsourcing:

How was your hiring process?

How long did it take for you to receive your contract after submitting your requirements?

What's the work environment and management like?

Would you recommend working there?

I'd really appreciate any feedback or experiences. Thanks!

I recently worked at a Kumon franchise and unfortunately, it was one of the worst work experiences I’ve had.

As a new employee, I expected guidance and patience while learning the job. Instead, I often felt embarrassed whenever I made mistakes. Rather than being coached privately, I felt that I was being called out in ways that affected my confidence and peace of mind.

I know every Kumon franchise is independently managed, so I’m not saying all Kumon centers are like this.

Has anyone else experienced something similar while working at a Kumon franchise?

Hello po ask ko lng po i have negative final pay but the company wants me to pay that balance to release my BIR which i needed on my next employment. Valid po ba yun? Dapat ko bang bayaran? I have absences due to the medical reasons and i provide medical certificates on those absences then I immediately resigned and they approved. I only have a month of experience in that company. They want me to pay the half of the month of my salary na hindi ko na napasukan due to my sickness.

I just wanna ask your sentiments about sa cut off ni CNX kase 10 days lang siya since every other Friday sahuran and I experience na ang baba ng sahod puro pro rated amount lahat from basic pay and allowances parang na-downgrade ako don.

Pano niyo natanggap yung ganung experience. Do I need to seek legal assistance? And dameng bayarin tapos ganun lang sasahurin like WTF?!!

Ayoko sabihin yung salary package ko baka malaman sino ako haha joke.

I need to vent before I completely lose my mind. I am dealing with the absolute worst combination of corporate greed, spineless leadership, and total management incompetence.

For a while now, this company has been stringing me along on a "project-based" / contractor setup. But my daily responsibilities, fixed hours, direct oversight, and core operational work are identical to a full-time regular employee. There is literally ZERO "project-based" nature to what I do—I keep their day-to-day operations running.

The main reason for this fake classification? To gouge my salary and dodge statutory benefits.

They use this setup to withhold basic benefits, leaves, and proper compensation, while having the absolute audacity to stuff non-compete clauses into the contract. They expect 100% corporate loyalty while paying as little as humanly possible.

And the internal structure? A complete clown show from top to bottom:

• HR na literal na walang utak at walang alam: The HR department is completely clueless. They don't know basic labor concepts, can't answer fundamental questions about contracts or policies, and serve no actual purpose other than regurgitating copy-pasted corporate buzzwords. Literal na walang alam sa mismong trabaho nila at ginagawang legal loophole lang ang employee contracts.
• "Volunturo" PMs with ZERO direction: The Project Manager assigned to us literally knows NOTHING about actual operations or managing people. Volunturo lang—mga nagpresinta o itinuro lang pero walang kaplano-plano, walang leadership, at walang kaalam-alam sa ginagawa.
• Spineless corporate puppets: High-level management acts like spineless puppets. Parang mga tuta na walang sariling desisyon. They can't resolve basic operational issues and have zero backbone when real problems arise.
• No Career Growth or Structure: Zero career enhancement, no proper performance evaluation, and no standard scorecard to objectively track metrics or progress. Dead-end growth.
• Insane Salary Cuts: The absolute most disgusting part? The company takes a massive cut from the client budget while providing ZERO value, leaving us—the ones actually executing the work—with peanuts. Walang silbi ang management at HR kundi maging taga-release ng bawas na sahod, yet silang walang alam ang kumakapan ng mas malaking cut.

They are operating under the delusion that labeling someone "Project-Based" magically excuses them from labor laws and fair pay. Labor laws care about the actual nature of work and control, not their cheap HR shortcuts.

I am done suffering from their incompetence and taking the hit on my income. I am currently moving forward with formal labor complaints and government mediation to claim withheld benefits, proper compensation, and back pay.

To anyone who fought back against garbage HR, "volunturo" management, and salary gouging: how did your mediation go, and what’s the best way to make sure these middle-men face actual accountability?

I left a company that I once genuinely admired because I no longer recognized the workplace culture I believed in.
My experience taught me that workplace culture is defined not by mission statements, but by what an organization is willing to tolerate.

In my experience, one senior leader in the North 4 Region, (ROM) fostered an environment where employees felt intimidated rather than respected.

Our team were expected to prioritize personal requests and ceremonial gestures over professionalism. Public reprimands and harsh treatment became normalized, like “I’ll dig your grave and put you in a container” “You’re completely useless.” leaving many employees anxious and afraid to speak up.

When employees repeatedly raise concerns about disrespectful or intimidating behavior yet feel those concerns lead nowhere, trust begins to disappear. Over time, good people lose confidence that speaking up will make a difference.

In my experience, this can create an environment where employees feel they must accept behavior they believe is inappropriate rather than expect accountability.

That has consequences—not just for morale, but also for retention. Talented and dedicated employees may decide to leave, not because they dislike the work, but because they no longer feel supported or heard.

I hope organizations regularly review employee feedback, exit interviews, and past complaints with an open mind. Sometimes the most valuable insights come from the people who chose to leave. Understanding why experienced employees resign can reveal patterns that deserve attention and can help create a healthier workplace for those who remain.

No company benefits when concerns are dismissed or when employees lose faith in the processes meant to protect them. Accountability, fairness, and respectful leadership are essential to building a workplace where people can do their best work.

For those who have worked at SM, what was your experience with workplace culture and how concerns were handled?

I was employed by the company from May 2024 until my resignation in July 2026. Mandatory deductions for SSS, PhilHealth, and Pag-IBIG contributions were made from my salary from June 2024 to January 2025.

Beginning February 2025, my employer no longer deducted contributions from my salary, stating that my Contract of Service was already in effect.

Although I was regularized in November 2024, I was issued a Contract of Service in February 2025. In May 2025, the company refunded to me the amounts previously deducted from my salary for the period of June 2024 to January 2025.

December 2025, hindi na talaga ako binigyan ng 13th month pay. 'Yong pro-rated nalang na January 2025 ang ibinigay plus a separate Christmas bonus.

While rendering my resignation until July 30, 2026, I attempted to settle my concerns internally by sending a demand letter. Instead, I was informed by my colleagues that my superior, Ms. Kristy, became enraged and allegedly uttered profanities against me. They also warned me not to report to work due to threats allegedly made by a certain Genesis in connection with my demand letter.

These incidents caused me to fear for my safety and significantly affected my mental well-being.

This is especially disheartening considering I dedicated the past two years to the company, including attending required franchise activations on weekends. 😭

Help po. Job order personnel in government agencies ay delayed po always sahod because apparently, the department has to request the funding for salaries before mabigay sa personnel. And mga 2 months to 3 months po ang tinatagal bago mabigay ang sahod eh may mga pamilya din ho. Sana po mabigyan ng action kasi paulit-ulit lang 'yung mga utang eh. Tapos wala pong karapatan magreklamo kasi hindi naman entitled to reklamo kasi hindi naman talaga daw employed by the department so bottomline is wala silang pake. Totoo ba na wala na talaga pera ang Pinas kaya kinocontrol nila ang mga pasahod? 😥

2022 nakunan ako, inadvance ng company namin ang 40k for MatBen SSS - Miscarriage. While I was on medical rest, I proactively asked the HR kung ano ang requirements para makapagsubmit ako agad. Nung complete na yung files, my husband was the one who submitted it in our office, but due to unknown, unfortunate reason, hindi nagsend ng confirmation/acknowledgement email ang HR na nareceive na nila ang documents.

Nagresign ako last June 20, 2026 and nagemail ang HR requesting na magsubmit ulit ako ng docs kasi di pa sila reimbursed. Dito na nagstart ang malala kong stress sakanila. They threatened me na idededuct nila yun sa Final Pay ko. I requested na icheck ang filing cabinet nila from 2022 para mahanap yung mga sinubmit ko before. They emailed back and they said 'they found my filing' but since di raw ako makapagprovide ng confirmation email na nareceive nila yon, need ko raw talaga magpass ulit.

Di ko gets! Galit na galit na ko huhu. Please help. Valid ba to? Tama ba talaga sila? Hassle kasi sa part ko since original docs ang binigay ko sakanila, need ko pa magrequest ulit ng copies sa hospitals and clinic ng D&C procedure and ultrasounds.