Aside from fake news, there were also fake (DOLE) Labor Inspectors.
I saw this article from Department of Labor and Employment (DOLE) website posted last August 2, 2017. This is very relevant to all employers or corporations who are trying very hard to comply with government requirements, who one day might also be a victim of this fake inspector’s fraudulent misrepresentation.
Based on this article, DOLE received a call from Ben-Ben Trading/Classic Particles Manufacturing Ltd. Co. – a company from Meycauayan, Bulacan – to verify the inspector’s identity and employment with DOLE. The company said that the fake officer asked for money and in return, the inspector will no longer subject the company to inspection. The inspector presented fake ID, documents and signed Notice of Assessment to the company.
If you have encountered a situation similar to this or feels like you need confirmation from DOLE about the authority of the person checking your organization, you may call DOLE Central Luzon hotline number 0925-8150214 (mobile) and (045) 455-1619 (landline) or send an email to firstname.lastname@example.org.
DOLE took action and filed a case against the fake inspector.
Most often they were interchangeably used so I decided to differentiate them visually, easier for me to discern the difference. This is for my own personal guidance as enunciated in a Supreme Court Ruling cited below.
To complete the comparison, it’s better to include the rules recently provided by the Department of Labor and Employment. It’s important to know the requirements of law before one can execute the decision to terminate based on Redundancy and Retrenchment. As stated under Department Order 147-15, to be a valid termination, the following must be present and complied with:
There must be superfluous positions or services of employees;
The positions or services are in excess of what is reasonably demanded by the actual requirements of the enterprise to operate in an economical and efficient manner;
There must be good faith in abolishing redundant positions;
There must be fair and reasonable criteria in selecting the employees to be terminated; and
There must be an adequate proof of redundancy such as but not limited to the new staffing pattern, feasibility studies/proposal, on the viability of the newly created positions, job description and the approval by the management of the restructuring.
Retrenchment or Downsizing
The retrenchment must be reasonably necessary and likely to prevent business losses;
The losses, if already incurred, are not merely de minimis, but substantial, serious, actual and real, or if only expected, are reasonably imminent;
The expected or actual losses must be proved by sufficient and convincing evidence;
The retrenchment must be in good faith for the advancement of its interest and not to defeat or circumvent the employees’ right to security of tenure; and
There must be fair and reasonable criteria in ascertaining who would be dismissed and who would be retained among the employees, such as status, efficiency, seniority, physical fitness, age, and financial hardship for certain workers.
In addition, the following must also be complied with:
A. Payment of Separation Pay
Redundancy – at least one (1) month pay or at least one (1) month pay for every year of service, whichever is higher, a fraction of six (6) months service is considered as one (1) whole year.
Retrenchment – one (1) month pay or at least one-half (1/2) month pay for every year of service, whichever is higher, a fraction of six (6) months service is considered as one (1) whole year.
OTHER AUTHORIZED CAUSES which requires payment of separation pay:
Closure or Cessation of Business Operation not due to serious business losses – one (1) month pay or at least one-half (1/2) month pay for every year of service, whichever is higher, a fraction of six (6) months service is considered as one (1) whole year. Where closure is due to serious business losses or financial reverses, no separation pay is required.
Disease -at least one (1) month salary or one-half (1/2) month salary for every year of service, whichever is higher, a fraction of six (6) months service is considered as one (1) whole year.
B. LAST IN FIRST OUT
In cases of installation of labor-saving devices, redundancy and retrenchment, the “Last-In, First-Out Rule” shall apply except when an employee volunteers to be separated from employment.
[When there are two employees occupying the same position in the company affected by the retrenchment program, the last one employed will necessarily be the first to go (Maya Farms Employees Organization v. NLRC, G.R. No. 106256, December 28, 1994).]
C. DUE PROCESS (NOTICE)
The requirements of due process shall be deemed complied with upon service of a written notice to the employee and the appropriate Regional Office of the Department of Labor and Employment (DOLE) at least thirty days (30) before the effectivity of the termination, specifying the ground or grounds for termination.
Last week, while browsing on Facebook, i encountered a story about a certain company ditching out its employee’s annual performance review. I was shocked and at the same time interested to know the reason why this company fearlessly decided to remove their yearly evaluation. It was indeed a bold move for that company.
One of the main reasons why this company opt to remove performance review is:
Rather than having managers rank and review workers once per year, the new initiative — called Performance Achievement — calls for informal reviews that can be given at the manager’s discretion, for example, after a worker has completed a specific project.
“……. The new system is intended to give workers more opportunities to get feedback from managers and coaching to improve their performance. The new system will still be used to inform decisions made about compensation and promotions, Jones added.
Companies have been doing performance appraisal every year to identify and achieve the team member’s individual KPIs. Performance appraisal is also being used to identify strengths of the employee or identify those areas that needs improvement. In short, this process is for evaluation and developmental purposes.
As an HR practitioner, i know the purpose and importance of performance evaluation. Some may perceive it differently or positively, as follows:
It encourages employees to perform better in the future
It presents an opportunity for employees to leverage positive performance for an increase in salary or promotion
During the appraisal, employees can discuss strengths and weaknesses with a supervisor, in effect, allowing employees to discuss personal concerns
It provides communication between a supervisor and employee on a regular basis to discuss job duties and issues with work performance
It allows employees to identify what skills may be lacking and need to be acquired or improved upon. There are instances when education provided by the company is a necessity to advance success overall
It holds employees accountable for their job performance, and since the employee knows that an appraisal is coming, the employee has the opportunity to prepare in advance
It provides the opportunity for managers to explain organizational goals and the ways in which employees can participate in the achievement of those goals( http://www.atessabenefits.com/atessa-blog/understanding-the-importance-of-performance-appraisals/)
The most challenging aspect of a performance appraisal is measuring the actual performance of the employee since performance will be based on actual vs target. The process itself is time consuming especially if you have several employees to be evaluated, sometimes twice, in a given year. In several instances due to the number of employees to be evaluated and lack of time management there were employees whose evaluations have been compromised and completed for the sake of compliance. You’ll only get to know the scenario once employees started to make noise or manifest dissatisfaction.This leads to the pain points of performance appraisal.
Some pain points of performance evaluation as quoted in Yahoo’s article:
Criticism of performance reviews is ubiquitous among academics who study workplace management. Their main pain points: the system wastes time and money, alienates employees, and is all-in-all redundant, since any good manager is already keeping an eye on employee performance without a system in place. A whopping 95% of managers said they are dissatisfied with their performance review process, according to a 2014 survey of 10,000 workers, also conducted by CEB. Nearly 60% of employees said they felt reviews weren’t worth their time. CEB also estimates that for a big company with more than 10,000 workers, annual reviews can easily cost upwards of $35 million with less than stellar results. Ninety percent of HR professionals surveyed by the firm said they did not feel performance review results painted an accurate picture of workplace productivity. (http://finance.yahoo.com/news/accenture-is-the-latest-major-company-to-ditch-dreaded-annual-reviews-192428343.html)
Do we really need yearly performance evaluation?Is performance evaluation helpful to the business? Is it time to look for a more creative and practical ways of evaluating employees?
Ariva has an upcoming event which includes performance management and other HR Topics. Please check out these interesting subjects and inspiring speakers at Philippine HR Congress to get creative innovations about HR global transformation.
If you need to know more about performance management, gain knowledge in other facets of HR, plus network with Resource Speakers and Event Delegates including: CHROs, SVPs and VPs for HR, COOs, CFOs, Directors, Executives, Deputy Directors, Managers, and Team Leaders with responsibilities in:
I was at Lucky Chinatown when i discovered this yummy Chinese restaurant that offerss 50% on dimsum everyday from 3-5pm and 9pm-12mn. Its interior is quite intimidating but don’t be misled, that’s just a glimpse of how good their foods are.
So we tried their hakaw,
steamed fish with beancurd,
and two more, spareribs toppings and steamed seafoods.
We ate all of these for:
Not bad if you’re looking for quality dimsum!
Total Savings P260
Three weeks after we visited King Chef , but on a different location, we discovered that they they also have a branch in Banawe, Quezon City(near Starbucks) so we tried it once more, together with friends, and all i can say is i will definitely come back. 🙂
SM Cinema gives back to its loyal patrons with another FIRST in Philippine cinema history—the FREE MOVIE DAY event, a grand movie blow-out slated to happen this December 8, 2012.
This SM Cinema event will offer free movies in all of SM Cinema’s 246 Digital Theatres in all 45 branches nationwide! The line-up of movies will include the horror-thriller House at the End of the Street, Stolen, the latest Nicolas Cage action flick, the biopic Supremo: The Andres Bonifacio Story, crime drama film Deadfall, the popular Step Up Revolution and the restored version of Ishmael Bernal’s Himala. Apart from these six movies, two independent films courtesy of the Film Development Council of the Philippines will also be a part of the line-up.
Registration for SM Cinema’s Free Movie Day is from November 22 to December 6.
Just follow these five easy steps:
1. Like and Register at our e-PLUS Facebook Fan Page (www.facebook.com/eplus.sm) 2. Click on the Free Movie App. 3. Choose your Cinema, Time and Movie 4. Print the confirmation email. 5. Surrender the printed confirmation email at your preferred SM Cinema branch for your free two tickets.
SM Supermalls will have another sale event this coming week. You can avail of up to 70% discount on selected great items plus you can have a chance to win Asus Laptop from Aug 3,4 & 5, 2012, . A total of 15 winners can win this very interesting treat from SM . The SM Supermalls 3-DAY SALE will happen on the following SM shopping malls:
Guidelines on the Issuance, Use and Redemption of Gift Checks, Certificates or Gift Cards in accordance with Republic Act No. 7394 or the Consumer Act of the Philippines, and for other Purposes
Gift Check/ Certificate/ Card – an instrument issued by a supplier to an individual, partnership or a juridical entity for monetary consideration evidencing a promise by the issuer that consumer goods or services will be exchanged in favor of the bearer upon presentation of said gift certificate/ check/ card to the value, credit, specific good, service or event shown in the instrument. It represents value held in trust by the issuer/supplier/distributor, thus DTI intends to regulate its use to protect consumers and ensure that they are not unduly deprived of their money
Upon effectivity of the order, 16 July 2010, all gift checks/ certificates/ cards issued must bear a date of issue and an expiry of two (2) years.
Starting 01 July 2012, all suppliers, issuers, distributors and sellers are prohibited to issue and/or sell gift certificates/check/cards with an expiry date.
Gift certificates/checks/cards that are distributed to consumers under awards, loyalty or promotional programs are not covered.
All gift checks/certificates/cards with no expiry dates shall be redeemable until used by the bearer.
Holders of unused and unexpired gift check/ certificates/ cards after June 30, 2012 shall be entitled to replacement after revalidation by suppliers.
Terms and conditions of unused gift checks/ certificates/ cards issued before the effectivity of this order shall be honored; but those bearing expiry dates beyond June 30, 2012 shall be subject to revalidation or replacement.
Goods and services that are paid with gift certificates/check/card are qualified in promotional sales activities, loyalty programs, warranties, return policies for cash purchases, and discounts for senior citizens/persons with disability.
The suppliers cannot be held liable for gift certificates/ checks/ cards under that are:
(a) lost due to no fault of the supplier; and
(b) mutilated or defaced due to no fault of the supplier and such damage prevents the supplier from identifying the security and authenticity features thereof.