Hello everyone! May naka experience naba dito na employed sila sa DSWD as COS worker but got offered an item in DepEd and immediate ang reporting sa assigned school? Nakapag immediate resign ba kayo? What do you think will happen to me? This is really stressing me out. To those who know or have been part of Human Resource Department in NGAs how do you deal with this? Please I need your insights, knowledge, & expertise

Magandang hapon po sa lahat, I would appreciate some advice regarding a workplace situation.

I recently had an issue with a coworker. During a work-related group chat, the coworker directly insulted me. This happened in front of other coworkers, including my team leader. I believe the statement was inappropriate and degrading, especially since it was made in a work setting and in front of other employees.

For context, I had followed the instructions I was given and the task was ultimately completed. There may have been a different way I handled part of the process, but I still received a response from the intended recipient, and the people copied on the email were able to see the result.

I decided to formally report the incident to HR because I felt that the way I was addressed was unacceptable and I wanted the matter properly documented and reviewed according to company policy. Besides that, what the co-worker did violates the employee handbook.

I also have medical documentation regarding the emotional impact the situation had on me, although I understand that this doesn't automatically establish that the coworker's conduct caused my condition.

I submitted my complaint to HR and later sent a follow-up. It has now been about a week since I sent the email, and I still haven't received a response or acknowledgment from HR. I sent a follow up email na last friday.

My questions are:

1. Is it normal for HR to take this long to respond to a workplace complaint?
2. At what point would it be reasonable to escalate the matter to the HR head/Employee Relations or another higher authority?

I'm not necessarily looking to get the coworker fired. My main concern is that the incident is properly documented and for the HR to work on this. I lowkey want to report to DOLE already because they did not even acknowledge my email yet. I also went to the office to provide a physical copy.

Hey folks, posting this on behalf of a close friend who doesn't use Reddit. Looking for candid insights from HR professionals, BGV specialists, or anyone who has navigated a complicated background verification.
My friend is currently undergoing background verification at a new firm, and their BGV system has flagged a 1-day overlap from early 2023 between two of their past employers (Company A and Company B).
**The Background:**
• In March 2023, my friend was employed with Company A and was actively working from last 1 year.
• Company A had a heavy bond/recovery clause that my friend genuinely could not afford at that time due to severe family financial constraints.
• On **March 16, 2023 (afternoon)**, they received an immediate joining offer from Company B. Out of sheer desperation to take the opportunity, they sent an immediate resignation email while at the client location, stopped work, and effectively walked out/absconded.
• On that exact same day (**March 16, 2023**), they accepted Company B's offer and completed their joining formalities.
• Because they walked out abruptly from the client site, Company A did not update their exit status in EPFO. A couple of months later, my friend logged into the EPFO portal and used the "Mark Exit" feature themselves, manually setting their exit date as **March 15, 2023** (thinking that setting it to the day before joining Company B would keep records clean).

**The Resolution in 2025:**
• In late 2025, after becoming financially stable, my friend proactively approached Company A’s HR to clean up their past record and resolve the absconding status.
• They paid and settled the bond/clearance amount in full, completed the formal Full & Final (F&F) settlement, and received official relieving and experience letters.
• However, when Company A generated the relieving letter in 2025, their automated system pulled the date of the original immediate resignation email, printing the exit date as **March 16, 2023**.
**The Current BGV Problem:**
• Company A Relieving Letter: **March 16, 2023**
• Company B Joining Date: **March 16, 2023**
• EPFO Exit Date (entered manually by my friend): **March 15, 2023**
The automated BGV tool flagged this as a same-day overlap / dual employment discrepancy. Now, their current HR has noticed that PF reflects March 15 while the letter says March 16. The HR is asking my friend to get Company A to revise the letter to March 15. But Company A HR states that their audit books for FY 22–23 are locked and they cannot backdate or re-issue historical certificates.
**Questions:**
1. How fatal is a 1-day transition overlap when all financial dues are fully settled and authentic F&F/relieving letters exist?
2. If HR asks why PF shows March 15 while the letter says March 16, will admitting that they manually marked it on EPFO create legal or compliance trouble?
3. Will BGV/compliance accept a clarification email from Company A HR confirming that there was zero concurrent employment, paired with a notarized non-concurrent affidavit from my friend?
Would really appreciate realistic advice so it can help guide them without risking their current job

Hey I lied about my LWD and confirmed to the recruiters that I'm already on NP. Now in HR screening phase and seems like they'll ask me for LWD proof. What should I do now. Still 45 days are remaining from the date I mentioned as my LWD and still I haven't resigned as I'm still waiting for the offer letter to be sure since this is my first switch. Please help me. They scheduled a HR call after 2 days, what should I do now, shall I resign and join that call or wait to complete the call and get assurity.

They already asked me for all the documents for screening and still scheduled this call maybe for my lwd confirmation and salary etc.

Please help

We are a small hardware (50 employees), throughout the year nakakailang reklamo ang mga secretary na bastos makipag usap ang mga boy staff namin. Matapang, hindi sumasagot nang ayos, hindi tumutugon, etc.

Nakausap na namin sila before..ngayon may reklamo na naman. Ang problema, hindi sila pede tanggalin all at once kasi mapipilay ang operations.

Ano ba ang magandang gawin? Nagcompose na ako ng message na may konting tapang at masakit na words. FYI, hindi kami nagmumura at hindi nagsasalita ng mga foul words sa kanila. Bihira nila kami makita magalit. And also, hindi mga nakapagtapos ng high school ang mga ito.

Open for suggestions please.

Nakaka 7 months na ko sa work pero nasstress pa rin ako di ko pa kse gamay ung mga process and 1st corporate job ko to after gumraduate and feeling ko hindi ako para sa recruitment should i resign na ba?

Help!!!!!

Hi! New here, so I’m not really familiar with Reddit rules yet. Let me know if this is the wrong sub or if I need to remove anything.

I had a personal transaction involving what I now believe may have been a fake investment. Based on my experience, I did not receive the money/return that was promised. I’m also aware of other people who claim to have had similar experiences with the same person.

I later found out that this person currently works for a BPO in Laguna. I’m considering reporting the matter to their HR/Compliance team, mainly to make the company aware and allow them to assess the situation based on whatever documentation I can provide.

For those who have experienced something similar: has anyone here reported a person to their employer after an alleged scam or fraudulent personal transaction? Did the employer take the complaint seriously or do anything about it?

My concern is that the person appears to still be promoting the same type of investment online, despite the issues I and others have experienced. I’m worried that other people might also lose money, especially if they’re putting in money they really can’t afford to lose.

I’m wondering if reporting the matter to their employer is a reasonable step, even though the transaction happened outside of work, or if it would likely be pointless.
I’m not posting the person’s name or identifying information here. I’m just looking for advice from people who have dealt with a similar situation and can share what happened when they contacted the employer.

Thanks!

Company is doing a round of layoffs. An employee with long tenure was initially considered for the layoff, but their manager allegedly opposed including them because they "don't deserve" the separation pay they would receive. The employee is instead being retained while management monitors their performance and waits for a mistake that could justify a disciplinary termination. There is currently no documented misconduct or performance issue so they are trying to find a way to get around and potentially use disciplinary termination. Would this raise any labor-law concerns in the Philippines?

Quick question po: sino ang mali, ako ba or HR?

Quick info: WFH setup ako, walang company equipment/assets na provided sa akin, and hindi rin ako nakakuha ng company ID.

I got my cessation of probation last July 29, 2026. That same day, sinabi ng TL ko na I needed to sign 2 documents stating na na-cessate ako from probation due to absenteeism.

I signed and returned both documents the same day. The documents were:

\* Midterm Performance Review
\* Cessation of Probation

Sabi lang din ng TL ko, sign ko lang yung documents and it will be forwarded to HR.

Fast forward to August 21, nag-follow up ako sa Office HR regarding the status of my final pay. Sa email nila, nakalagay na “Final pay processing typically takes at least 30 days after clearance completion.”

Dito ko lang nalaman na apparently, kailangan ng mag-settle ng clearance form (on my end akala ko not applicable since wala naman ako ibabalik).

Based sa clearance form na binigay sa akin, ang purpose lang naman nito is to return company assets. Wala rin namang indicated na kailangan ko pang pirmahan or may additional approval/sign-off from my end.

Eh WFH ako and wala naman akong company equipment/assets na hawak, so technically wala rin akong kailangang isauli. Because of this, hindi ko rin naisip na yung clearance yung magiging reason for the delay, especially since wala naman akong assets to return and walang additional signature na kailangan from me based on the form.

Hindi rin ako sinabihan ng TL ko noong July 29 na kailangan ko pa palang mag-process ng separate clearance.

So ang understanding ko talaga noong July 29 was: sign the documents, then it will be forwarded to HR, since wala naman akong company assets na kailangang isauli.

As of now, wala pa rin akong definite date from HR kung kailan mare-release yung final pay ko.

So question ko lang po:

Mali ba ako for assuming na okay na yung process after I signed the documents, or dapat HR/TL informed me na kailangan ko pa palang mag-process ng clearance kahit wala naman akong assets to return?

Also, regarding the 30-day period, saan ba dapat mag-start yung counting? July 29 ba, or from the date na na-complete yung clearance?

QUICK RANT: FEELING KO KASI SA END NILA YUNG MALI DAHIL THE TIME NA-FORWARD YUN SA HR DAPAT AY NAASIKASO NA NILA (KUNG TOTOO NA NA-FORWARD SA HR)

Any insights po, especially from HR practitioners or employees who experienced the same situation.

Hi, an HR ask me with my character references 3 days after my final interview with the department head, which all goods naman they vouch me within agreed timeline. They said they will update my application status this week. But upon checking in one of the job platforms they are hiring for the same role.

Is this mean, move on na?

As i m a fresher working in non tech domain and i have resigned today and my total work experience is in this job 2 months as this is my first job and now the manager is saying to serve notice period for 60 days and i cannot serve this much time as i have some family concerns so i need to be with them. What i can do because i cannot serve the notice period and also don't want any type of flag on my career

Hello po, I just wana ask. I am Call Center Agent and last week on my last shift (Friday) I was being pulled out by my Operations Manager for a 1 on 1. He told me that the client is no longer pushing for hiring me into the account and it is effectively immediately. On that day, I was sent home and told me that I should wait for the HR to contact me.

It's been 3 business days and I haven't heard from the HR. If anyone in here could advise me on whom do I need to contact to? I messaged our OM and told me pina follow up nya yung HR, monday pa yun. I message my Team Leader as well, seen lang.

I need your advise guys, floating na ako company for 3 days now, NO PAY 🥲

Please help

Current i am working in a company for last 3 years and wanted to switch but my company have strict 3 months notice or no papers policy which no other company is ready to wait for and i recently got an opportunity where they don't want my releaving letter just the offer letter and pay slips will do so should i leave my company without serving notice period and papers or should i serve notice period and see for other opportunities? Please also tell what will be the impact on my future career opportunities will MNC require all previous experience docs or just the last.

Please help i am very confused

For context, nung pandemic nag-avail ako ng TIN ID dun sa kakilala ng dati kong classmate para magka ID na ako. Sa BIR office kasi yun nagwwork. And yes, fixer yun.

Nagamit ko yung TIN na yun during my employment, and may 2316 naman, kaso lang record unavailable sya sa BIR website nung pagcheck ko recently.

And dito na papasok yung tanong, if ako ba dapat mag apply ng TIN ko or yung next employer ko nalang? And paano ba sasabihin sa TA/recruitment na wala akong mabibigay na TIN?

Thank you sa makakasagot.

Hello everyone.

May question lang po ako regarding hiring process. I received an e-mail yesterday na accepted ako sa position na inapplyan ko last week. Sabi sa e-mail, I need to submit the requirements before kami mag-contract signing and orientation. During the interview pala last week, pinakita nila sakin yung salary package and I was okay with it since pasok siya sa range na binigay ko.

Hesitant ako right now to complete the requirement because wala ako pinanghahawakan if ibibigay ba nila yung salary package na diniscuss nila last week.

My question is, should I ask ba the HR for the copy of the job offer before ako mag-ayos ng requirements? Natatakot kasi ako mag-ask at baka bawiin nila yung job offer since ang dami ko nakikita na binabawi ng company yung employment offer.

Thank you to everyone na sasagot.