dismissal,,,holiday and leaves..

Dismissal


An employer may dismiss his/her worker if there are justifiable reasons (Article 23 (1) of the LSA). This means that dismissal should be justifiable in terms of both substance and form. In other words, there must be reasons so serious that labor relations cannot be maintained on the basis of social norms, and dismissal procedures must observed.
An employer should give his/her worker notice of dismissal at least 30 days in advance or otherwise pay the worker at least 30 days of his/her ordinary wages. The worker should be notified in writing of the reasons for, and date of, dismissal.
In addition, an employer may dismiss workers if it is urgently needed for managerial reasons (Article 24 of the LSA). A takeover, transfer or merger intended to prevent worsening of business is deemed to constitute the managerial reasons.
Before dismissing workers for managerial reasons, an employer should make efforts to avoid the dismissal. The employer should set rational and fair criteria for dismissal and select the workers to be dismissed according to these criteria. The employer should also notify the trade union with a majority of workers as its members or the person representing a majority of workers of dismissal at least 50 days before the dismissal.
In the past, there was a penal provision in the Labor Standards Act that criminally punishes employers for unfair dismissal. However, with the revision of the Labor Standards Act on January 26, 2007 (Act No. 8293), the said penal provision was deleted and the procedures for seeking a remedy for unfair dismissal were unified into the Labor Relations Commission's system of granting a order to remedy unfair dismissal.
In an effort to enhance the effectiveness of a remedial order by the Labor Relations Commission, the government has introduced a system of imposing charges for failures to comply with a remedial order and penal provisions giving punishment for failures to comply with a confirmed remedial order.


Wages


In principle, workers shall be paid wages in full and on a fixed date each month. If a worker asks for wages in case of emergency, such as childbirth, diseases, accidents, etc., the employer should pay the worker the amount of wages corresponding to the offered services even before the payday.
Since July 1, 1998, the government has run the Wage Claim Guarantee System under which workers retiring from a bankrupt company are guaranteed a certain portion of their unpaid wages.
In case of corporate bankruptcy, the workers are hard to make a claim for and thus secure their unpaid wages. In this case, the government pays them the final three months of their overdue wages and allowances for business shutdown and final three years of their retirement pay.


Holidays and Leave


If a worker has worked full contractual working days in a particular week, he/she shall be granted one paid holiday (weekly holiday) and if a worker has worked 80% or more of the contractual working days in a particular year, he/she shall be granted 15 days of annual paid leave. Annual leave is accrued at the rate of one day per two years to a maximum of 25 days (annual paid leave).
Before the revision of the Labor Standards Act, a worker who had worked all of the working days in a particular month was entitled to one-day monthly leave. However, with the implementation of the 40-hour workweek, monthly leave was abolished and menstruation leave was made unpaid.
The government also introduced a measure to promote the use of leave. According to this measure, in case a worker does not take leave despite that the employer actively urges him/her to do so, the employer is exempt from the obligation to make monetary compensation for the unused leave. However, in order to prevent the misuse of this measure, it is clearly stipulated that an employer shall make a written request for the worker to decide his/her leave date within the first ten days of the three months before the end of the period during which they can take leave. Besides, the government introduced the compensatory leave system that allows employers to grant leave, in substitution for paying wages, as a way of compensating workers for their extended, night and holiday work, under a written agreement with the workers¡¯ representative

sana po sa mga may problem about dismissal at iba pa ay makatulong to

mr.jrtorres prang nabasa ung sa magiging case ko kc pregnant ako di pa alam ng compony ko incase na irelease nila ako pag nalaman nila saan po ako pwede lumapit kc sa migrant ang sbi nila sana lng daw di ako ireliase pano po kung paalisin ako ng boss ko saan kya ako pwede lumapit..............

dipo kaya pwede basta irelis ng company nyo..so lapit kayo sa migrant center..hindi kayo basta basta pwede alisin..at kahit kayo manganak dito ay pwede pa rin kayo makahanap ng work..at pwede pa maextend ang maternity leave mo pag nakapanganak ka ....basta lapit ka lang sa labor....

tama po kayu dyan pag po inirelis naman po kayu eh pwede po kayu mag file ng extension ng release nyu under maternity po katulad ng friend ko ang ob-gyne report po ang ipinakita nya sa immigration kaya po binigyan sya ng extension hangang makapanganak sya..

ask ko lng po incase na di ako irelease ng sajang ko may ipafile pba ako sa labor or sa imigration pra po sa bakasyon ko.....................wla po ba akong makukuhang salary start na magmaternity leave ako wla kc akong kaltas ng goyong pohom 5months na kc itong tyan ko.

meron pa po...hanggat di nyo pa kaya magwork..pamedical lang kayo..at ipakita sa nodongbu...para mabigyan kayo ng extrang araw ng maternity leave

ganun nga po ang gawin nyu...mas maganda po kasi eh may medical certificate po kayu galing o.b para po mas mabilis po ang pag process.

marami pong salamat sa masipag ninyong pagtugon.........naintindihan ko na po now

i think der is a new rule regarding sa mga pregnant workers changing the type of visa,, u can ask dis person kase may case siya inaayus tungkul sa isang pinay na preggy kol my fren(ALONA) kung anu ginawa nya akse nakaleave siya sa company kol my fren 01023408826(pregnant po siya and she is allowed to have a bakasyon but only staying here in korea) para ma actual nyo ang inyong status kung kau ay buntis kagaya nya

ay salamat po ng madami call ko po sya mamaya...........

elow po.ask ko lang po f kelan ako pwede magfile ng maternityleave.at sa april 6months po pregnant.at 3yrs npo ako dkaya ako pauwiin ang sajang ko?saan po ako pwede magfile at kelan po pwede?

boss joseph koreano nmn po ung nasagot di ko alam ung sasabihin ko lalake sya asawa ba nya c ms.alona?

Wages


In principle, workers shall be paid wages in full and on a fixed date each month. If a worker asks for wages in case of emergency, such as childbirth, diseases, accidents, etc., the employer should pay the worker the amount of wages corresponding to the offered services even before the payday.
Since July 1, 1998, the government has run the Wage Claim Guarantee System under which workers retiring from a bankrupt company are guaranteed a certain portion of their unpaid wages.
In case of corporate bankruptcy, the workers are hard to make a claim for and thus secure their unpaid wages. In this case, the government pays them the final three months of their overdue wages and allowances for business shutdown and final three
years of their retirement pay.

Hello po..Ask ko lang po di po ba monthly ang salary natin fixed for eps. So ive heared kc mawawalan kami ng pasok from dec 25 to jan4 and take note no work no pay raw? So if magreklamo kmi dahil di kmi pumapayag 100% winner ba kmi?

Kabayan Shiningaries,

Pakitingnan po ang contract nyo kung anu nakalagay monthly b? per hour etc.

Pwede po kayo mag reklamo sa Min. of Labor, kung meron na kayo payslip sa period na sinasabi mo as ebidensya, wait nyo muna magsahod kayo.

100% mananalo? nobody knows.
Sa kaso ang baluktot pwede ituwid at ang tuwid pwede baluktutin.

Maraming slmat po .


Thanks po sa info..Merry Merry Christmas and a Happy New Year!

Merry Christmas and a happy new year![/quote]

kabayang shiningaries prepare mo lang lahat tapos punta ka sa labor...may pwesto ron para sa mga complains..may translator po don....

Pre paano kung sabi ng amo ko irerelease daw ako ng maaga pag nagparelease ako para di ako umabot ng isang taon kasi ayaw ko ng pumirma ng contrata paparelease sana ako after one year ko d2 pwede nya ba unahan ako ng release para di ako makakuha ng tegekom o 13 month pay pwede ba yun o illegal yun ????

ilang buwan ka nalang ba sa company nyo para mag one year..dika po nila pwede basta ireleas agad ng walang dahilan..at kung irereleas ka naman ay may 1 month na notice bago ka ireleas..wag kang magpatakot..blup lang yan ng company mo....tawag ka sakin pag may iba ka pang katanungan...

gwanju_korea wrote:Pre paano kung sabi ng amo ko irerelease daw ako ng maaga pag nagparelease ako para di ako umabot ng isang taon kasi ayaw ko ng pumirma ng contrata paparelease sana ako after one year ko d2 pwede nya ba unahan ako ng release para di ako makakuha ng tegekom o 13 month pay pwede ba yun o illegal yun ????

Ako din po balak ko di na pumirma after ng one year ko...pano po if irelease nila ako ng 2 weeks b4 maend contract ko, so di me makakakuha ng "tegicom" Wwahhhhuhhuhhhuhhh...sayang naman..ano po dapat naming gawin?

kabayang shiningaries...di nila pwede gawin sa iyo yon..at wag kang papayag..may karapatan po tayo..dahil bago ka irelis kailangan sabihan ka 1 month before..kung may sapat silang dahilan...

jrtorres wrote:kabayang shiningaries...di nila pwede gawin sa iyo yon..at wag kang papayag..may karapatan po tayo..dahil bago ka irelis kailangan sabihan ka 1 month before..kung may sapat silang dahilan...

Thanks po kabayang kuya jr...medyo nabuhayan me ng courage in your advice. Merry Merry Christmas!

welcome po...merry xmas din and a happy new year..