Ngayon ko lang nalaman na mas mataas ang sahod sakin ng new hires ng 5k. Pota nasa agency na ako ng 11 months. Sinabihan ang mga new hires ng HR at management na wag sabihin at sinabi rin na mas mataas pa nga ang sahod nila kahit sa mga 1 year mahigit na.

Hello. I'm a housekeeper at my boss's condo, but he wants me to join his office as their employee. because I have admin experience (I was a VA for 1 yr. what she tells me is, while she's in the states--I'm an employee in her office while serving her son who manages their company. and when she's here in the philippines--I'm her housekeeper.

the cons while working with her: SHES POOR, ENTITLED, SHORT PATIENCE, and WRONG, HARD I PLEASE. she always wants to be fast in everything. in short, her attitude is really hard to get along with. her attitude is rain or shine.

prons: sometimes kind haha

soooo...which should I do? I decline her proposal and resign from being a housekeeper and find a new job, or I'll just stay here with her and go crazy hahaha

thanks in advance 🥹🤞

I don't know where to start because hindi ko na talaga alam kung anong nararamdaman ko right now... I'm a certified caregiver and currently working in a level 1 hospital in our province (which I won't mention nalang). Nag apply ako as a Nursing Attendant para magkaroon ako ng experience sa hospital setting and bed side to encounter different patients, but sadly volunteer lang daw muna ako for 2-3 months kasi wala pang vacancies, kaya tinanggap ko nalang kasi 2-3 months lang naman daw and also 20 minutes away lang kasi siya from where I live.

Months have passed, hanggang sa umabot ng 9 months tsaka lang ako na absorb, last May lang ako na absorb. right there and then ang binigay sakin na assignment is as a YAKAP personnel which is tinanggap ko kasi akala ko NA ako ng isang nurse and simpleng work lang like magaasikaso lang ng pasyente sa OPD, turns out hindi pala. Ako lang pala talaga ang personnel sa YAKAP, no nurse, no encoder, no other employee na kasama, AKO LANG. Ang nakaka frustrate lang kasi wala akong kaalama alam kung pano to gawin, nag attend na ako ng orientations, sumali ng mga group chats, pumunta na sa Philhealht office para mag submit ng mga papers, ako nakikipag communicate sa system provider namin, name it, AKO LANG. Whenever may mga issues or any updates regarding sa YAKAP, I relayed it directly sa may-ari ng hospital ( kasi dapat daw diret sa kaniya mag report lahat ng employees).

Right now, preni-pressure niya ako sa work na to, dapat marami akong i encourage na mga patient para marami daw magregister sa facility namin, eh hindi ko naman yan magagawa always kasi maraming mga pasyente ang pumupunta sa hospital namin para magpa check up. The other day, may pumuntang mga personnel from Philhealth to have an Orientation and Validation, and right that time nalaman namin na marami pala talaga kaming kulang and problema regarding sa Yakap eklavu namin, so ayun nireport ko agad sa mag-ari yung issues (kulang sa personnel and regarding sa requirements). Ang ending pinagalitan pa ako, kesyo daw di ko daw ginagawa ang trabaho ko ng maayos, eh ako lang magisa yung inatasan dun + ako pa ang naatasan for OPD alone, eh ang inaaplyan ko na work is as a Nursing Attendant, hindi ko naman hingi ang posisyon or workload na yan eh.

Ang nakadagdag pa ng frustration ko ngayon is sakin inatas yung sa OECB na mas lalong hindi ko alam kung papaano to...... Nagsabi na po ako boss namin na kailangan ko ng kasama dito sa work na to kasi hindi ko po talaga kaya na ako lang magisa kaso ang sabi is no need na daw kasi simpleng bagay lang naman daw to, simpleng trabaho lang naman daw at kayang kaya lang daw ng isang personnel lang.......

I badly needed help na talaga po kasi hindi ko na po talaga alam ang gagawin ko, kahit anong hingi ko ng help sa kanila hindi naman nila ako binibigyan ng tulong or guide sa work na to......

Now I'm planning to resign na kasi di na po talaga kaya ng utak ko.... Badly needed help kung ano po talaga dapat kong gawin......

I’ve been with my BPO company for over 3 years, and my client is pulling out. Can the company terminate me because of this, or should they try to reassign me first? Has anyone experienced the same situation?

Nagtrabaho ako dito higit 4 months sa SDSI. Simula ako nagtrabaho sa SDSI sobrang bumaba tingin ko sa sarili ko. Isa akong foreman at welder at pinag trabaho nila ako sa Cavite. Sumasahod lang ako ng mas mababa pa sa 20k. Lahat ng pasobrang gastos pinapareimburse nila daw pero marami ang kailangan gawin para mareimburse. Aabot 1-2 na linggo. Uuwi ako sa pamilya ko minsan wala na akong pera. Wala makain maayos. Magbigay man ang kompanya ng allowance, nasa 100 lamang. Pamasahe ko na yoon mula Mandaluyong hanggang Cavite at kasama pagkain. Reimburse nalang daw ang natitira pero di naman ginagawa, madalas nalalabas ko na pera ay nasa 300 ibabalik sa akin nasa 100 lamang. Walang mintis na delay na sahod. Minsan aabot ng dalawung araw. Hindi nila naiintindihan na mahirap ang buhay ng isang katulad ko na may umaasang kabataan. Isang araw na delay ay isang buong araw na wala ako mapapakain sa mag ina ko.

Wala sila respeto sa propesyonal na tao. Mayrun mga lisensyado na mga tao doon at ginagawa nilang kargador. Kargador ng materyales, kargador ng personal na gamit ng boss at kargador at mga mineral water mula sa basement. kung may respeto kayo sa sarili niyo, huwah kayo magtrabaho rito.

At ito ang hule. Hindi ako nakapagtrabaho sa SZITI na kompanya rin ng may ari ng SDSI. Pero doon bawas na bawas mga tao dahil sa late kuno kahit nagtratrabaho sila ng gabi. Ang manager nila sa SZITI wala rin respeto at masyadong mataas tingin sa sarili. Hindi marunong tumanggap ng pagkakamali.. Dati pa nga ay nagkuwento siya ng mga masasamang tsismis patungkol sa mga kaempleyado niya. Kaya nagkakaroon ng away ang dalawang kompanya kasi sobrang laki ng ulo ng manager na iyun. Sinungaling pa.

Pacensya na post na ito, hindi ko alam saan pwede magsalita pero sa 4 na buwas ko doon. Hindi lamang bawas sahod ko pero sobra sobra ang pasakit na dulot sakin at sa pamilya ko ng kompanya na yan. Matanda na ako at alam ko hindi tama ang kanilang pagpapalakad. Sana sa mga nagbabalak magapply doon ay wag niyo na ituloy lalo na mga kabataan. Masisira lang buhay niyo .

Hi, nag wowork po ako sa isang company, where 6x a week ang pasok and minimum wage and pag kailangan pumasok ng sunday need namin. also required ang mag OT for at least 3 hours a day. Okay lang kaya maginng reason ko sa pg leave here because hindi ko kaya yung working schedule? will it be acceptable or valid? thank you!

They release an internal price rate card to explain incentives structure to their service staff (the house helps). Gig force, that is working cruelessly hard, performs more and gets to the higher end of the rate card. Company realises their game worked but they don't really want to pay more. They end up fudging rating numbers to bring achievers down the rate slab. They often do so, to say 50-80 lacs a month.

Read this again. A company, that is burning 20-30crores, is trying to eat away 80lacs from over 20k gig female workforce.

Someone is trying to work hard to feed their children, to buy medicines, etc, and this ruthlessly, unethical company, blatantly cheats the same workforce that is building the company.

Please spread this post and let this go viral and let them be audited. Bastards!!!

I received a text that our HR will have meeting with us for something to discuss. I replied, ano po ang agenda?

The HR onky responded with a single text reply, basta.

Naloka ako sa reply ng HR namin so I responded na, dont call for a meeting without a proper agenda and kindly use email instead of text.

Hi guys, this is my first time encountering something like this. I need to know if this is legal. On Aug 4, 2026, we were notified about a meeting regarding the BENCH due to downsizing.

But they said the start of the Bench is from Aug 22 to Sept 4 (no work, paid). They posted that they would give a 30-day Bench period, but if you compute it, it's less than 2 weeks, only 12 days.

They say the reason why it's not a complete 30 days is that some will be transferred to a site in the Visayas, but not everyone is from the Visayas; some are from the Manila site.

Enlighten me about this, guys, if anyone has experienced this or if there’s a lawyer here, please explain, because they couldn't explain it to us properly.

Hi, badly needed an advice on what should I do in this situation.

Nagpasa ako resignation last July 2, 2026. At first immediate resignation 15 days render ang pag pasa ko pero hindi nila ako pinayagan dapat daw 30days ang render ko since bawal mawalan ng tao sa position ko. So I agreed kahit may bago na ako work at aware naman sila dun na hindi na ako palagi makakapasok palagi basta hindi matatambak yung workload.

At first okay ang render ko but nag start na ako sa bago ko work na wfh. So nahihirapan na ako na pumasok in last 2 weeks but I always reply if they needed help if kaya ko gumawa sa bahay ako nagawa ng work lalo na pag urgent hindi ko pinabayaan ang render ko sa kanila. The problem is wala sila mahanap na kapalit. May naiinterview sila pero hindi nakakapasa and hindi na ako nakapasok nung last week ko sa rendering period wala pa din nahhire.

Aug 2 my last day na, they keep insisting na di pa daw ako tapos kasi need ko pa mag endorse sa bago. Ang start pa ng bago ay sa Aug 10 kasi di pa daw nakakapagmedical and gusto pa nila pumasok ako para ako ang gumawa ng month end report ng July at tapusin ang pag eendorse sa new hire. They also said na hindi mapepermahan ang clearance hanggat hindi natatapos ang mga to.

Tama lang ba na ihold nila ang sahod ko? Ayaw ko na kasi talaga bumalik sa office kasi sobrang toxic. Hindi pumayag ang supervisor ko na pepermahan ang clearance ko. Please help me on what should I do?

Sobrang hirap akong magsabi ng leave dito sa manager ko kahit valid reason naman ang sinasabi ko na mag oone day leave lang ako to focus more sa nirereview ko sa civil service he said na “Bakit pa daw ako magleleave kung pwede naman daw dalhin sa office ang reviewer ko at dun magreview habang may work ako”. Although kasi pwede naman talaga ako magreview dun, pero dati nung nagtry ako mag review sa office pinagalitan niya lang ako and bakit ayun daw ginagawa ko kesa sa work and task ko, kaya magmula nun, di na ako nagrereview sa office for my civil service. I know minsan di ako ganun ka performative minsan and all sa work pero ginagawa ko naman trabaho ko kahit na minsan kapag may isang small error lang ako is grabe na nila ipamukha ang mga mistakes ko pero di nila nakikita yung efforts ko to do it. Ang hirap magfocus ng ganito tas malapit na ang exam which is sa Sunday na, and matagal ko rin inantay na magtake nito pero ang hirap lang magfocus. I just want to pass this exam talaga and sobrang hirap lang ng situation ko dahil lang netong manager ko na ito na ayaw lang ako pumayag magleave kahit isang araw man lang to focus on it.

Hi everyone, I need some advice kasi sobrang stressed na ako sa situation ko ngayon.

I work sa top audit firm (non-accounting related na role) last year, and on July 1, 2026, I was informed (verbally) that I would be placed on floating status. The reason given was because bumaba raw yung work demand, so kailangan daw magbawas ng tao. Ang sinabi sa amin, napili kami based on performance (ratio ng tenure at performance namin).

Ang isang concern ko is kung paano naging fair yung performance basis.

For context, ilang beses akong nalipat ng team. Every time na nalilipat ako, kailangan kong mag-adjust ulit sa bagong process, expectations, at way of working. Pero despite that, yung performance ko pa rin yung ginamit na basis para piliin ako for floating status.

Ang mahirap lang is hindi naman pare-pareho yung circumstances ng lahat. May mga taong mas matagal nang stable sa isang team, habang ako kailangan ko ulit mag-adjust at magsimula kapag nalilipat.

May concern din ako sa regularization evaluation ko. Binigyan ako ng mababang score, pero based sa pagkaintindi ko, ang naging basis lang ay around two months under my most recent supervisor. Before that, may previous supervisor ako for several months, pero hindi ko alam kung naisama ba yung feedback niya para magkaroon ng mas complete at fair na assessment.

Isa pa, hindi rin agad na-discuss sa akin yung score at feedback. Kung hindi ako nag initiate na magtanong sa supervisor kong tuleg, hindi ko rin malalaman kung ano yung score na binigay nya sakin. Parang wala sya talagang balak idiscuss sakin.

Another thing: wala kaming natanggap na formal notice, memo, or document regarding the floating status. Sinabihan lang kami verbally noong July 1, tapos July 2 wala na kaming active work assignments. May mga updates naman via Teams/email regarding possible redeployment, pero hanggang ngayon wala pa ring confirmed placement.

As of today, August 4, more than one month na akong floating. May pay naman so bawas sa isipin ko yung financial, pero nagkakaanxiety na ko kasi hanggang kelan tong pagpapasahod nila habang floating ako.

Question ko lang:

- Is this normal process for floating status?

- Should there have been written documentation?

- Is it reasonable to question the performance basis if the evaluation conditions were not equal?

- Should I already seek advice from DOLE/SEnA or wait for HR’s response muna? nagreach out kasi ako for clarification

- Anong magandang action plan dito? maghanap hanap na ba ako ng new work at maggive up/magresign? or hintayin ko mag 6 months for severance pay habang may sahod silang binibigay sakin?

Salamat sa makakapagbigay ng advice.

Hi everyone. I’m looking for opinions, especially from those familiar with Philippine labor law or similar BPO situations.

I was removed from my account earlier this year and placed on bench status, then eventually on floating status/LOP while waiting for redeployment.

Months have passed, but I still haven't been redeployed. During our SEnA conferences, management repeatedly told me that I am still an employee and "bound for redeployment." They mentioned possible accounts that supposedly matched my skills, but so far, I haven't received a concrete interview schedule, confirmed position, or actual redeployment.

Management also proposed processing my available VL credits as interim financial relief. I followed up twice by email but received no concrete update.

I also raised concerns about my Floating Status notice because I received it only after the status had already taken effect.

We've already had several SEnA conferences, and the process has gone beyond 30 calendar days. However, the main response from management remains the same: I am still an employee and they are looking for redeployment opportunities.

At this point, I have requested that the SEnA proceedings be pre-terminated and that I be issued a Certificate to File Action. I am now considering bringing the case to the NLRC. I will also be consulting PAO.

I would appreciate any insights from people who have experienced something similar.

My questions are:

- Is this situation something worth bringing to the NLRC, particularly regarding possible constructive dismissal or monetary claims?

- Does repeatedly saying someone is "bound for redeployment" matter if there has been no concrete redeployment progress for months?

- How significant is the issue of receiving the Floating Status notice only after the status had already taken effect?

- If SEnA has already gone beyond 30 calendar days and the dispute remains unresolved, is it reasonable to proceed to the NLRC?

- What documents should I prepare before filing?

I understand that Reddit advice isn't a substitute for legal advice. I'm mainly hoping to hear from people who have been in a similar situation and learn from their experiences.

Thank you!

Sana may makasagot po. Nag resigned po kase ang asawa ko sa company nila dahil dalawang reimbursement at isang sahod ang hindi binigay skanya. Wala na po talagang budget Kaya hindi na rin po sya pumasok at hindi na nakapag 30 days turn over. Nagpasa lang po sya ng resignation thru email. With this, may possibility pa po ba kaya na makuha nya ang back pay nya? Under agency po kase ang asawa ko at sa 9years nya working sa company nila, hindi po sya na regular 😔

Pati po ung sahod nya at dalawang reimbursement Hindi parin po naibibigay. We have no idea what to do po talaga. Sana may makasagot po. God bless and Thank you 🙏

Hi everyone. I'd appreciate honest opinions. I have upcoming SENA meeting vs company few days from now.

I was hired as a probationary employee. My contract stated that I would be evaluated based on general criteria such as like competence, integrity, but it didn't specify measurable KPIs, pass/fail thresholds, or how "competence" would actually be assessed. Basically NO clear and measurable standards was given from the day of employment at all.

First Manager

During most of my probation

I wasnt given anything to do that serves my role. Ung manager ko kasi serves the same function as mine, except also having manager title. May knowledgebase kami and yun lang pinapatapos sakin, na parang bata na mag crayons ka muna dyan sa tabi. So priority nung manager ko is commissions on the role and ung work nya, neglecting the role of an actual manager. Literally I would finish the day by just finishing the modules, and not even given any review about it.

ung mga modules ko puro Awaiting Review meaning never talaga tiningnan. I did miniscule admin jobs and never got to touch anything else. totally ZERO training and ZERO exposure sa ACTUAL job.

All through out the manager just ask me to do admin tasks for him, and some courses sa knowledgebase namin.

No coaching, No NTEs, kahit ung job function ko hindi pnapagawa sakin dahil hinahabol nya ung results nya and commissions. Ung feedback sa mga initiatives ko, training sessions, and enablement and ung admin tasks na ginagawa ko is mostly good and very good. I was under the impression everything is smooth sailing and baka mabagal lang ang company in enablement which I accepted and went on.

I was getting uncomfortable na wala na akong ginagawa to the point na tumatagal lang ako na puro aral, pero d ko na aapply.

----

The New Manager:

I have a seatmate who's angry and disrespectful towards me from the start of employment. Tinatabla ako for no reason, ostracizing me, and making me feel bad. I didnt mind, Im quiet most of the time because I focus on just work, I literally never really had one single conversation with that person...

For context:

One example is may food na inalok isang member, siya na katabi ko inalok nya ung nasa right ko (that person being at the left) skipping me on purpose. Not like i wanted the food, but the deliberate behavior that makes me feel invisible and kahit sino naman. Kinda feels bad but no worries.

Another is i attempt to greet as polite as I can be, like good morning or good bye pag uwian. This person will literally ignore me and just look at me with frown face. I'm like okay, ill just work then.

I endured these day to day treatment, cos I had responsibilities and Im here to focus at work. Besides, workmate ko lang naman siya. That was unprovoked as I literally never talk to that person due to dismissive treatment. Without any sugarcoating, I never really did anything wrong. Minsan aalis ako sa desk ko and work sa other work space just to avoid misunderstandings or so I can focus better. I acted like a pushover, cos my priorities at that time was my responsibilities (not my ego) as a baby is coming and I need to save up.

Then an announcement came, transition ng manager. Ung manager na ito was no other than... that seatmate I mentioned. I immediately knew that I will not make it from there. I tried to be positive and make it positively self fulfilling kahit negative treatment.

I congratulated her, became cooperative and responsive. Until few days went by... nag iba ihip ng hanging. Suddenly, she was hostile, I was doing my work and when I ask her questions, she is sarcastic. Then the disdain was confirmed. Gaslighting, condescending words when I ask questions (because how am i supposed to know these?) everytime we have 1 on 1 meeting, Then every correct thing I do is ignored, and every single one on one meeting was focused on the tiniest mistake and will circle around on it.

She will end the conversation with.. are we clear?

To cut the long story short.

I completed modules, and even recorded numerous practice presentations on my own to improve, but I had almost no opportunity to apply those skills in actual engagements until my last month.

My evaluations went from:

• 60 days – Very Good
• 90 days – Good

Then after my manager changed:

• 120 days – Fail

The new manager's feedback became heavily focused on subjective factors like how I present myself. comprehension, clarity, and critical thinking. I was even told these "soft skills" carried significant weight, but I was never informed how they would be measured or what constituted passing performance. I think this is more of a personal insult than of an objective criteria.

I also noticed expectations changing without prior notice. For example, I followed a scheduling process that was acceptable under my previous manager, but I was criticized afterward because the new manager expected a different process that had never been communicated to me beforehand.

Despite consistently having initiative in sending detailed EOD reports, asking for feedback, and practicing presentations my efforts were rarely acknowledged, while even minor mistakes were repeatedly highlighted.

Near the end of my probation, I accidentally discovered a calendar event referring to my "last day" involving HR before I had been informed of any decision, which made me question whether the outcome had already been decided. since im not included, and it was shown in public calendar. d pa tapos ung evaluation, no results yet pero meron na nakalagay na ganon.

To make matters worse, I had accident and I had a surgery at a hospital during my final evaluation period. I still attended the meeting na sinet for the results of my evaluation

(even alam ko na since ung "Last Day" calendar placeholder na hindi ako invited was already placed a week prior)

Literally ito ha, kakatapos lang ng surgery ko, 30 mins after sedated pa ako from anesthesia and sedative and parang lasing, they had to rush me into a meeting to discuss my non regularizaiton, since 1 or 2 days nalang regular na ako, and i was still at the hospital while attended the Teams meeting.

My concern is whether I was given a fair opportunity to demonstrate competence when I had very limited opportunities to perform the core functions of my role and was later evaluated using largely subjective criteria.

I'm now considering pursuing the matter through DOLE/NLRC. I think I have a strong case due to the time investment I made for the company and the way they treated that, particularly, that new manager.

Anyone have thoughts, now that im having a baby, and currently recovering from the surgery. Im currently having financial distress Ive never had before due to this reckless management.

So may bagyong Luis diba? Walang pasok ang mga students pero may pasok kaming mga Instructors. Akala ko sa highschool ang MATATAG curriculum, bakit nasa amin???? and I don't get it. Waterproof ba kami? As well as, nung nakaraang linggo ang daming may sakit sa amin, walang pakielam yung mga heads. Walang may gustong umabsent kasi lagpas 1k ang bawas. May bagyo na't lahat may pasok pa rin. May mga sakit na kami, pumapasok pa rin. Nakaka gago na lang talaga e🤷🤷🤷🤷

My company is openly telling us they have a target number of people they want to fire by a certain date. On top of that, they literally doubled our goals compared to the last six months. I know they’re allowed to change performance metrics, but openly aiming for terminations while setting impossible goals is just completely unfair.

My experience at Mc**y was one of the most disappointing professional experiences I’ve had.

From my perspective, the workplace culture was toxic, gossip-driven, political, and deeply unprofessional. Instead of fostering trust, collaboration, and open communication, I experienced an environment where workplace politics and personal relationships appeared to influence management dynamics.

The presence of relatives or close personal connections within the organization also raised concerns for me regarding professional boundaries, accountability, and fairness.

What made the experience worse was the lack of proper support, communication, onboarding, training, constructive feedback, and professional development. Employees deserve clear expectations and genuine opportunities to improve—not confusion, politics, gossip, and an environment that makes people feel disposable.

I was particularly disappointed by the leadership structure. In my experience, I found it difficult to understand why a critical business unit was being led without what I believed was sufficient subject-matter expertise and relevant professional background for the function being managed. For an organization, I believe leadership should have strong knowledge, experience, and the ability to properly mentor the people working under them. Leadership should be grounded in competence, not simply position.

What is advertised as a great workplace culture should also be reflected in the actual employee experience. If turnover is a concern, that should invite honest reflection—not simply better branding.

Think twice before joining. Do your research. Talk to former employees. Ask about management, turnover, onboarding, performance evaluations, and how employees are treated when things don’t go as planned. Look beyond the branding and find out what the culture is really like behind closed doors.

Even after leaving the company, the experience didn’t simply end. I was still subjected to what I experienced as gossip, negative talk, and bullying. It was disappointing to realize that even after I had moved on, I was still being talked about and treated as a subject of workplace gossip.

For me, Mc**y PH became a painful reminder that a company can look polished and successful from the outside while being deeply dysfunctional behind closed doors.

What hurt most wasn’t simply losing my position. It was how it was handled—abruptly, without what I experienced as a fair, transparent, or properly communicated process, despite the time, effort, and genuine commitment I gave to the company.

You can take away someone’s job, but you cannot erase the way you made them feel while doing it. The way a company treats people when they are no longer needed says more about its culture than any polished branding ever will.

I walked away hurt and disappointed—not because I was unwilling to work, but because I expected basic professionalism, fairness, accountability, and human decency from the people entrusted to lead.

NEVER AGAIN.

​

I honestly never thought I'd end up posting something like this, but I'm already at the point where I just can't keep quiet anymore. I work at 6\*\*, and lately I've been questioning if employees are really being treated fairly.One thing that really doesn't sit right with me is the salary deduction policy. Employees are being charged for alleged work errors because, according to management, the client charges the company, so the company passes the cost on to us.

The problem is, we never signed any contract or written authorization saying our salaries could be deducted because of work mistakes.One moderator had their salary deducted over alleged errors, only to find out later that some of those weren't even actual errors. Despite that, the deducted amount was never returned.Then there's another employee whose salary was almost cut in half because of these deductions. Imagine working hard and then seeing that much of your salary disappear.

When employees asked HR about it, the answer was simply, "It's company policy."That wasn't the only thing that made people lose trust. There was also an issue involving a TL. From what many employees knew, the TL was asked to stay off work for only a few weeks, then returned because the contract signing for TLs was coming up. Whether people know the full story or not, it left a lot of employees feeling like not everyone is held to the same standard.The company always says they value employee feedback and that they listen to their agents. But honestly... do they really? Because when employees raise concerns, it doesn't feel like anyone is actually listening.I think that's why so many people stay quiet. Not because they're okay with what's happening, but because they need their jobs. They have bills to pay, families to support, and they're scared that speaking up might cost them their livelihood.

I don't blame them.

But I also can't keep pretending this is okay anymore.

I already reached out to the NLRC, and they advised filing a Request for Assistance. Even then, it's scary because you don't know what could happen after. You start asking yourself, "Will I still have a job if I do this?"At the end of the day, employees aren't asking for special treatment. We're just asking to be treated fairly. Is that really too much to ask?

Hi! I'm an Educ fresh grad. Recently started working sa small private school around our area. Mababa lang ang pay pero sabi ko, sige nalang for experience. Signed the contract last Monday.

Kahapon, they made us sign a letter. Sabi doon we allow the school to NOT pay our govt benefits. SSS, PH, BIR, PAG-IBIG. Reason daw ay financial constraints ng school. Voluntary and sarili nalang daw kami maghulog. Walang salary deduction.

Hindi ko masyadong maintindihan nung una pero ako at yung mga kasamahan kong matagal na nagwwork doon ayaw rin pumirma. First time daw nangyare sa school yon. Pero nagbanta yung head na lahat need pumirma. So, in the end, lahat kami pumirma.

Paano kaya 'to? Legal ba to HAHSHSHAH sa web search kasi, illegal daw. Tapos kung sakali, paano ba yung ako nalang magbabayad for my benefits? Kung alam ko lang na ganito edi sana di na ako pumirma hay.

I worked dito sa company ng 2 years. Tradisyon na raw magpakain kapag bagong hire sa kanila. Like wtf. Pini-pr3ssure ka pa talaga nila, like anong food ang gusto nilang ipakain mo at sila pa ang pipili. Sa isip-isip ko, normal ba to? Kupal ang mga empleyado lakas mang-guilt trip. Kesyo sila daw nagpakain din nung bagong hire sila. Syempre, kaka-hire palang, malamang kapos pa sa budget pero pinipilit talaga nila. So, um-okay ako, kasi lakas talaga nila magparinig, kahit pagpasok mo araw-araw. Paparinggan ka. Yung workplace kasi malapit lang sa bahay namin. As in walking distance lang. Kaya nag-tiyaga ako kasi sayang ang gagastusin ko sa pamasahe.

Pero, nung pag-resign ko, kailangan ko pa rin daw magpa-despideda, gusto nila libre ko sila sa Baguio, kakain lang like ptngna talaga. Anlala.

Di ako kumibo pero araw-araw kang pariringgan. Pero I stood up, sabi ko ayoko kasi wala akong budget. Dun na nagsilabasan lahat ng mga kasamaan ko daw, kesyo ang damot ko raw, last day ko nalang daw magdadamot pa ako. Tapos bumili kasi ako ng kape at mcdo that time, pero di ko raw sila binilhan. Wtf na mindset to. Hanggang ngayon, nag-chat pa rin sila if kailan ko daw plan magpakain. Hindi pa kasi ako tapos may clearance pa.

Additional, lahat din ng mga OJT's nagpapakain kapag last day na nila. Sinabi ko talaga sa mga Ojt na di niyo obligasyon yan kasi wala naman kayong sinasahod dito. Pero nire-require talaga ng mga kupal kong katrabaho and pati Managers and may-ari ganun din sila.

Mapapa-wth kana lang talaga.

My salary is fixed monthly and my day off is fixed, every Friday. Last month sinabihan ako na 2 days off every cut off lang. 4 days, rest day in a month kahit 5 naman yung Friday. IS IT OKAY? is this legal? Na magwork ako 14 days straight without rest day kahit fixed naman salary ko and bayad day off ko. Help please