RELEASE AFTER REHIRE....

maylene21 wrote:gud day mo sa ating lahat... gusto ko lang po mag tanung tungkol sa release ko after kong marehire or recontract... mag 3 years kasi ako march 2010, balak ko po mag parelease agad after kong makapirma ng recontract at mag karon ng bagong arc... so pwede po ba na mag parelease agad ako kahit na araw palang ang nakakaraan after kong marehire? sabi kasi ng iba or balibalita na need mo pa mag intay ng 3 months para makapag parelease... note po rehire po ako at may plus 1year and 10 months at no problem naman sa amo ko papayag naman yun if ever na mag parelease ako... ang problema eh sa batas ng labor kung pupwede nga po ba?

GOOD DAY po Sir Dave : same situation goes with me.Mg-3 yrs na ako by July 20 same/one company,at na-process na rin po ang reemployment ko today. Ask ko lng din po sana advise nyo kc gusto ko mgpa-release at the end of this month. Anu po ba ang magandang procedure? MAGPAALAM MUNA SA OPISINA or MAG-FILE MUNA NG COMPLAINT SA LABOR??? Baka kc di ko na makuha benefits ko pag na-release na ako kc mahina nmn company ngayon at mukhang madali magpa-release(i.e. Annual/ Monthly paid leave & severance pay from samsung plus Ot). Ang reason ko lng for release ay 27 months lng po naihulog sa NPS ko instead of 36 at racial discrimination (i.e. Other benefits like bonus 95% ang difference w/ Korean).Looking forward for your prompt feedback and advise. Thank you , God bless & Mabuhay!

mga sir ako naman po ayaw ako i relis sabi nila ppuwiin daw ako o kya ggwin nilang tnt. sir advce po ku nang mganda kong gwin,tnx po.

un nga sir ok nmn un co.nmin kso ang main reason ko lng why ako mgpprilis.kc
walang ot.wala nmna ako mkita pra mreklamo cla.kso ang lit kc ng sahod pg walang ot.tpos puro dayshift lng ang psok.advice ppo mga sir.pro sure b n dnila tu kya p uwin ng pinas o kya tnt man lang?tnx po...

tnx po sir dave,sir un po bang pg absent2 eh pede nilang mging ground ko para m pa uwi ako o dkya dhilan ng pgiging TNT ko.kc yan po 1 diskarte ko n blak gawin,ung pala absent.

Lakay wrote:GOOD DAY po Sir Zack. How about po kaya sa case ko Sir? Pag voluntary ako irelease ng company, hindi kaya gawin nilang dahilan yun na wla na ako koneksyon sa kanila at baka di na ibigay or di ko na makuha pa yung mga benefits ko (other than Toegicom kc sa Samsung naman yun kinukuha) esp. yung Monthly/Annual Paid Leave ko w/in 3 yrs na di ibinibigaypag nag-file ako ng Claim para doon? Di bale na po yung kakulangan nilang 9 mos. share sa Kukmin ko at yung 95% difference w/ Korean co-workers about bonuses within 3 yrs ko ay siguradong di ko yun mahahabol pa.

@boysoverflower: Kabayan, anu-ano ba ang mga benefits na nakuha mo, nag-file at nakakuha ka rin ba ng Monthly/Annual Paid Leave mo? Totoo ba talaga ang tungkol dito? Kasi yung kasama ko na ngpa-release last year naka-2 yrs din xa eksakto sa company pero wla nmn nakuha.

Kaya po ako humihingi ng advise sa previous post ko kung anu ba ang mas magandang gawin, whether kung Magpaalam muna na magpa-release sa company or Mag-file muna ng claim habang nasa company pa para sabay release na rin?

Salamat po sa inyong magiging katugunan.Mabuhay po kayo...

Some foreign workers
asked a question to us, "Are Bonus differentials between Korean workers
and foreign workers not discriminatory treatment?

Please find our reply to
this question as follows:

o According
to Article 8 of the Act on the protection, etc. of the Fixed-Term and
Part-Time Employees and Article 22 of the Act on foreign workers'
employment,etc, 'without Justifiable reason', an employer shall not give
discriminatory treatment to the fixed-term workers like a foreign
workers in comparison with regular workers with open-ended labor
contract in the same or similar jobs in terms of wages and other working
conditions

o And
according to Article 6 of the labor Standards Act, an employer shall not
give discriminatory treatment to on the ground of nationality.

o It
is difficult to give a correct answer to your question because we don't
know about your working conditions from only your question. In case of
bonus, there is no provision in the Labor Standards Act, if the amount,
the conditions, target employee, and the method of its payment are
prescribed in the collective agreement or the rules of employment, etc,
or if such payment has been customarily paid to the workers at a certain
rate and at a certain time every year, thereby a worker in the company
expects such payment naturally out of a social common notion, it is
deemed appropriate that the obligation to pay such payment is imposed on
the employer. So, in this case, it falls under "wage and other working
conditions" for which a discriminatory treatment is prohibited.

o If a
fixed term worker or foreign worker doing the same or similar job as a
regular worker is paid bonus at the lower rate than the regular
worker(or Korean nationals), it is required to look into whether there
is a fair reason to do like that. As a bonus is paid in various ways
depending on the business, individual and concrete examination shall be
needed.

o In
case of a foreign worker, factors affecting the job performance such as
unskillfulness in comparison to regular worker(Korean worker), language
problems, lack of long service, or difficulty of improving
productivity, etc and free accommodations and free meals, etc which can
be regarded as part of labor conditions shall be taken into conditions
as a reasonable reason.

We
hope that this counseling will be helpful for your understanding on
Korean Labor Laws.

tom_morelo2001 wrote: un nga sir ok nmn un co.nmin kso ang main reason ko lng why ako mgpprilis.kc
walang ot.wala nmna ako mkita pra mreklamo cla.kso ang lit kc ng sahod pg walang ot.tpos puro dayshift lng ang psok.advice ppo mga sir.pro sure b n dnila tu kya p uwin ng pinas o kya tnt man lang?tnx po...

"Can
the employer dismiss a worker who shows poor work attitudes and
performance"

According
to Article 23 of LSA stipulates that "an employer shall not dismiss,
lay off, suspend or transfer a worker, cut his/her wages or take other
punitive measures against a worker without justfiable reasons."

The
exercise of an employer's right to take disciplinary action should not
go beyond the boundaries necessary to achieve the purpose of keeping
order in the company. Disciplinary action can be justified only when it
is taken by a duly authorized body in a fair manner in accordance with
collective agreements or employment rules.

Poor
work attitudes refer to acts which reduce work efficiency or production
output as a worker fails to concentrating on his/her own duties.
However, dismissing a worker just on the ground of his/her work
attitudes or temporarily poor performance can be seen as too harsh a
disciplinary action.

However,
if it is objectively proved that the worker's performances is
considerably poor, and he/she neglects or fails to make improvements
despite that the employer has ordered the worker several times to
correct his/her attitude or participate in training, dismissal of such a
worker is considered to have justifiable reasons.

tom_morelo2001 wrote: ble 2x nako nakiusp sa amo ko la padin effect eh.pnu b tu nila i rereport n nag comamndo?
anytime pede cla mgreport ng gnun.khit minsan2 lng ako hndi pumapasok.

chad19 wrote:magandang araw po sa inyong lahat,ask ko lang f pde na magparelease kahit hindi ko pa natatapos yong 3 years ko?sa august 28 pa ako mag-3 years at karereemploy me lang last tuesday.sana masagot nyo po ang aking katanungan,maraming salamat mga kabayan at more power to sulyapinoy!!!!!!