Employment cash bond question

I'm not sure if this is the right place to post this question. Anyway, I need your opinion fellow tsikoteers regarding this matter. I recently resigned from my company and they are forcing me to pay the cash bond and render 30 days grace period. I am willing to pay the bond which I believe that my back pay is sufficient enough to pay off the bond. My question is will the company can still sue me and ask for damages for not complying with the 30 notice. I really need your help guys specially those who are experts in labor laws. For additional info I'm a sales person of our company. TIA

kung may leave ka pa, yan file mo for the 30 days grace period.

Sir meron pa nga ako mga leave kaso ayaw ng company ko tangapin. Pede kaya yun under the law na di ka nila payagan to use your unused leave as terminal leave?

Baka naman kasi meron transition saka nasa contract mo na kailangan 30 days transition period

Oo nga sir nasa contract ko pero may nakalagay na pag di na follow magbabayad ako ng bond. Ok lang yung bond kasi enough na yung back pay ko ang worry ko lang e kung allowed sila ng law na isue pa ako ng damages aside sa bond.

Kung ano nasa contract yun muna sundin mo, in the first place, dapat inaral mo na contents ng contract mo bago ka nag file ng resignation.

By law ata yun 30 days eh. Malas na lang na di tinatanggap ang terminal leave.

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Originally Posted by stavros

Kung ano nasa contract yun muna sundin mo, in the first place, dapat inaral mo na contents ng contract mo bago ka nag file ng resignation.

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salamat sir sa reply. actually di na kasi makatao ginagawa nila sa employee andyan yung nadedelay ang sahod at bawas ang allowance na naka list din sa contract. im not just sure if applicable dito yung nakasaad sa labor code
art. 285 Termination of Employee
b.2. Inhuman and unbearable treatment accorded the employee by the employer or his representative

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Originally Posted by xninjax

I and it is always best to part ways with your former employers in good terms..

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This is quite important if i may add. Maliit ang mundo at magkikita at magkikita kayo.

thank you for all who responded to my query. i will be going today to seek advise from NLRC regarding the matter.

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Originally Posted by dondonposadas

salamat sir sa reply. actually di na kasi makatao ginagawa nila sa employee andyan yung nadedelay ang sahod at bawas ang allowance na naka list din sa contract. im not just sure if applicable dito yung nakasaad sa labor code
art. 285 Termination of Employee
b.2. Inhuman and unbearable treatment accorded the employee by the employer or his representative

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Doesnt matter, aalis ka na nga diba? Why not just finish the transition then Tapos na lahat, I don't think it's necessary to make a big fuss about this.

Baka naman it's your fault nagkamali ka ng assumption nag conflict starting date mo doon Sa new work you should have told your new employer regarding the transition period.

I don't understand why do you need to escalate this to the labor agency eh hinde naman malaking problema eh...ikaw lang nagpapagulo...really..

Suck it up, you can just finish the transitional period and be professional about it

+1 sa post above

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Originally Posted by shadow

Doesnt matter, aalis ka na nga diba? Why not just finish the transition then Tapos na lahat, I don't think it's necessary to make a big fuss about this.

Baka naman it's your fault nagkamali ka ng assumption nag conflict starting date mo doon Sa new work you should have told your new employer regarding the transition period.

I don't understand why do you need to escalate this to the labor agency eh hinde naman malaking problema eh...ikaw lang nagpapagulo...really..

Suck it up, you can just finish the transitional period and be professional about it

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Thank you sir for being frank. Actually it is easy to say these things but if you were in my shoes..... no offense bro just sharing my side.

*all, thank you for the response i think i already have the information i need to come out with my decision.

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Originally Posted by dondonposadas

salamat sir sa reply. actually di na kasi makatao ginagawa nila sa employee andyan yung nadedelay ang sahod at bawas ang allowance na naka list din sa contract. im not just sure if applicable dito yung nakasaad sa labor code
art. 285 Termination of Employee
b.2. Inhuman and unbearable treatment accorded the employee by the employer or his representative

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^
Q: di kaya violation din yan sa labor laws natin? :wonder:

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Originally Posted by dondonposadas

Thank you sir for being frank. Actually it is easy to say these things but if you were in my shoes..... no offense bro just sharing my side.

*all, thank you for the response i think i already have the information i need to come out with my decision.

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None taken, what I meant aalis ka na rin naman eh why not just finish the transition period which btw is in your contract? Anong manirap doon? Tapusin mo then get yur clearance...

what's the problem ba bakit ayaw mo mag transition?

i agree, kung pati ikaw hindi susunod sa contract ano pa pinagkaiba mo sa kanila. be professional and hayaan mo yung ginagawa nilang mali. if you want, escalate mo pa sa labor pero gawin mo yung dapat mong gawin. keep in mind may mga client din kayo na baka maapektuhan niyang gagawin mo.

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Originally Posted by shadow

None taken, what I meant aalis ka na rin naman eh why not just finish the transition period which btw is in your contract? Anong manirap doon? Tapusin mo then get yur clearance...

what's the problem ba bakit ayaw mo mag transition?

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Sir di naman sa ayaw kaso i will be working in 30 days without salary and worst walang back pay. Kung sana yung last pay lang ang ihold matitiis ko pa pero hindi. Yung company kasi was connected with international management pero nung nagtake over na ang may ari nagkagulo na kaya nagkaroon ng mass resignation.

bakit w/o pay? hindi naman pwede yun..

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Originally Posted by dondonposadas

Sir di naman sa ayaw kaso i will be working in 30 days without salary and worst walang back pay. Kung sana yung last pay lang ang ihold matitiis ko pa pero hindi. Yung company kasi was connected with international management pero nung nagtake over na ang may ari nagkagulo na kaya nagkaroon ng mass resignation.

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i had resigned twice and left with no notice even though my contract stipulates for me to give a 30 day notice, never got asked to serve that 30 days notice and go back to work. it is just simple common sense (on the side of the company). it is quite stooopid for a company to force someone to go back to work when that employee had already submitted his resignation. imho, they are taking risks that the employee will not sabotage their operations.

you can always tell them "Ok I will go back to work and render that 30 days transition, BUT DO NOT EXPECT ME TO DO ANY WORK. I'LL BE SITTING ON MY CHAIR LIKE A ROCK." and yeah, do sit like a rock. then they can fire you for it but what do you care, eh?

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Originally Posted by dondonposadas

Sir di naman sa ayaw kaso i will be working in 30 days without salary and worst walang back pay. Kung sana yung last pay lang ang ihold matitiis ko pa pero hindi. Yung company kasi was connected with international management pero nung nagtake over na ang may ari nagkagulo na kaya nagkaroon ng mass resignation.

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Hindi ka na nila kakasuhan, mas malaki pa magagagastos nil sa kaso kesa sa pay mo so 'wag ka na magreport.

Marami naman pala nagresign, when you apply for your next job and the question is raised, just be frank na tingin mo hindi tama ginawa nila so hindi mo na rin sinunod yung transition contract. Or if ever, 1 week lang ibigay mo.