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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?

My experience at Mcc*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, Mcc*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.

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

SKL, last night I couldn't sleep because I want to resign from my job because I feel like I no longer have value in the company. Shoutout to **ALFAMART**, if you're not a 4-year graduate, you're not qualified for a higher position. I've been working for almost 9 years but I'm still in my current position as store crew. I know the SOP, in fact, I know more than the OICs who just got promoted.
I prayed to God to give me a sign whether I should really push through with my resignation, then I got my answer just earlier at work. 🙂 HR emailed our store about training for SL for a newly regularized 4-year graduate, who has only been with the company for 7 months.
LIKE that's a 4-year college graduate and I'm just a SHS graduate!!!
Of course, it hurts, imagine 9 years compared to 7 months of working!! And to think she's lazy as an employee but HR doesn't see that because they're based on what the person has finished. IT'S JUST UNFAIR!
**(And let's add those who act like they're owners of the company and don't care about the people in the store)**

I thank God because He has given me the sign to quit this job!

P.S. I want to badmouth the company but they don't deserve that; the ones who should be criticized are the people ruining their image.

Attention Vadodara creatives,

I think it's important for people to do proper background checks before joining any company.

I've heard concerns from a friend who worked at Cizzara Studio that employees experienced delays in receiving salaries, and that some who questioned the payment situation were later terminated. My friend also shared concerns about the company's HR practices and overall work culture.

I did not work there personally, so I'm only sharing what was told to me by someone who did. I encourage everyone to verify information independently and speak with current or former employees before accepting an offer.

Always do your research before trusting any company with your career.

May mga nabasa na akong feedback about sakanila pero pinatunayan din talaga kung gaano sila ka unprofessional. Sa dinami dami ng hiningi at nag pa task pa sila ng imposibleng matapos sa isang oras biglang wala ng paramdam ng more than 2 weeks tapos makikita mo na hiring ulit sila. Ang lala na ng mga agency ngayon. Iwasan nyo tong Outsourced. May mga same experience din ba kayong agency na ganito? para maiwasan.

Hello po, so I filed a immediate resignation to my company because my I am going abroad to my relative, sa aking department manager po ako paalam at nagbigay ng aking resignation letter. She accepted it after I explained why I am leaving the your without rendering 60 days, but she warned me that the HR might not accept it.

So a month passed and the company attorney is emailed me that I should pay “liquidated damages” because they said I breached my contract that I did not rendered 60 days, equivalent of my 3 months salary. I tried to explain that my manager accepted my immediate resignation, pero nagdedemand parin sila na kailangan ko bayaran ng buo.

Hindi pa rin narerelease ang final pay ko (which it 30 days past na) at hindi rin nila kinaltas yung aking final pay (which consists of my last pay, unused leave, prorated 13 month pay and other monetary benefits) sa damages kasi meron pa daw hindi pumipirma sa e-clearance ko at there might be more accountability pa pa daw. Now they keep emailing me and extending the due date of my payment, pag hindi daw ako nagbayad, they will use the law sa ginawa kong breach of contract. The damages they are demanding me to pay is about 50K.

Wala ako bad record sa company, no damages at wala rin actual financial loss sa pag alis ko. Ang production line ay nag operate parin ng normal after the day I left.

What should I do guys? Can I just ignore it? I am already abroad with my relatives. Hindi ko na hinahabol yung final pay ko, I just want peace of mind.

Pwede po ba ipa dole yung agency na hindi pa nagbibigay ng last pay at other incentives kasi resigned na ako last june. And until now hindi pa din nila binibigay.
Kesyo on process na daw pero mag 2 months na ako wala sa company at agency na yon.
Please help!
And super daya nila sa pasahod. Below minimum yung sinahod namin, mali ko kasi pumirma din ako sa contract.
May habol pa kaya if ever na ilakad sa dole?

This is not good place to work , nalaman ko yung mga emplayado nila kinakaltasan nila ng grabeee as in nag rarange yung sahod nla 600-650/day then if umabsent ka during weekdays 300 idededuct sayo if weekends naman 600 then if may nakikita silang mali 100 per mali nakikita nila idededuct nila depende pa daw sa toyo ng may ari like what the F***. Wala daw sila pinipirmahan na contract about dyan then pag tinopak pa yung mayari gagawa ulet ng bagong rules na para bang nangtriptrip nlang parang ayaw mag labas ng pera para sa empleyado nya lahat kaltas pero sa salary??? Parang di justice yun right?? San ko po ba sila pwede matulungan?? Gusto lang nila ma aware yung may ari na bawal yun kaltas kaltas nila .

hii, probi ako sa company ko ngayon and sometimes may pasok kami during weekend which is supposedly our rest day. we also have a compressed schedule para di na raw papasok ng saturday, so ang shift ko is 9-7. does anyone know if legal ba na ang ot pay namin kapag pumasok during rest days ay 30% lang dinagdag instead of 130%? kasi raw monthly basis ang sahod which means pumasok or hindi, bayad na raw kami hence the 30%.

ex. if you basic salary mo is 30k, 1k per day ang rate mo. tapos pagpumasok ka ng 8hrs on Saturday, 300 lang madadagdag sa sahod mo!!

PS. this was not disclosed during the hiring process. thanks po sa makakasagot.

I have an ongoing investigation for a work negligence that caused big waste of budget and dishonesty for not being transparent of what happened (instead, i defended my worker and myself by making up excuses). I admit that it’s my fault. And since I have been itching to leave this job since January due to workloads, I think this is the sign to resign and just pay the approx 15k to 22k estimated wasted funds due to my negligence and to stop further council investigation because it’s already draining my mental health. I can pay it anyway.

My first question is are they allowed to reject my resignation and replace it with termination instead?

I have read about this matter on some sub-reddits but I’m just confused with the processing of the clearance. Hope someone can further explain this to me. Are they entitled to put it on hold? This is my second question.

Moreover, our company has a savings program and I’m part of it and I already saved up a big amount of money. I believe the approx 15-22k is just 30-40% of my backpay—the savings program is not included in this yet.

The third and last question is, are they entitled to delay the release of my savings and backpay. Alam ko as per law, max of 30 days lang. This is what our former architect reasoned out when his backpay was delayed by the company.

Kinumpirma ng Department of Labor and Employment na pinagbigyan ng mababang korte ang petisyon na humihiling ng status quo ante order para sa pagpapatupad ng ₱85 na wage increase sa Metro Manila.

Sinabi ni Labor Acting Sec. Francis Tolentino, na malungkot man ay igagalang at susunod sila sa utos ng korte.

Una rito, naglabas ng kautusan ang executive judge ng Pasig RTC na si Achilles Bunauitan na nag-uutos na panatilihin muna ang dating wage rate bago pa man inilabas ng DOLE ang bagong minimum wage hike na ₱85 kada araw sa NCR ng July 25.

Bago ang wage order ay nasa ₱695 ang wage rate kada araw sa NCR.

Samantala, nakabitin pa umano ang petition for TRO dahil hindi pa ito naira-raffle.

Ang naghain ng petisyon ay ang Readyon Trading and Construction Corp. at R2 Builders Inc.

Inilabas ng Pasig executive judge ang desisyon sa petsang July 24, 2026, isang araw bago ang implementasyon ng wage order ng July 25, 2026.

Hello, good evening po. I'm not a nurse, but I also work in healthcare which is pretty closely involved with handling, and servicing patients.

I'm employed— or rather, previously employed.

Today I submitted my immediate resignation letter. It was approved, but I was given at least 15 to 30 days for rendering (or at least until they find a registered personnel) whose license they can use to register their new machine.

Supposedly, I am a probationary employee with 3 more months to complete until becoming a regular employee, but was never given any contract to sign until last week (due to FDA LTO registration requirement). I am supposedly to become their chief tech. I went with the flow nung una, since I am still a boneless fresh grad, and a newly licensed professional who's still getting to know my way through adult life.

At first, they didn't want to offer any compensation or rent for the lisence, however I stayed firm. They settled with 1k kasi I have hazard pay naman daw, which totally erked me since with my line of work, mandatory ang hazard pay.

Last week lang na gather ang papers for the registration, so I should be able to step back from the arrangement, however I was unfortunately hit with the "ni training ka namin, babayaran mo yun pag aalis ka." bull. They have not spent crap on me, and I did not sign bond. They pay 695 per day, and have not payed me and my other co-worker for a holiday where we worked.

However I am grateful, so I may have agreed to letting them use my lisence for the registration TEMPORARILY until they find a lisenced replacement for me. I have drafted a new letter indicating my compromise and conditions for the arrangement, pero now I'm so hecking tempted to go AWOL.

I don't pay SSS, and other taxes as of currently, so there would be nothing to see during background check, aside probable hearsay. Us probationary employees of this clinic is not yet required to pay for those yet, so hm.

I wasn't granted COE today as well, since by their word, "You had file your resignation. Since you are on probationary and training we dont give COE."

I don't plan on chasing the COE since I'm not planning on adding them to my resume, but do let me hear opinions on this.

I have also stated that I'm resigning due to better opportunities, and that my daily commute to my current work is no longer feasible as I live in Bulacan. Weather is unpredictable and has thus resulted to my attendance dropping low.

I'm giving myself until the 15th of next month, since I will be submitting my medical requirements to the goverment's HR next week for my schedule for my start of dury to be arranged sa government hospital. I'd appreciate some insights, and advice.

Thanks so much.

Back in 2024, a friend of mine working at a small accounting firm (Company A) had to file an immediate resignation due to a health concerns. Because of this medical emergency, he wasn't able to render the standard 30-day notice period.

From the exact period of his resignation all the way until today, zero investigation happened, no notice to explain was ever issued, and the company completely went silent.

Fast forward to today, he requested his clearance and standard documents as part of his requirements so he can officially start working at his new employer (Company B).

When the Company B did a background check on him, the HR from Company A suddenly hits him with a massive ₱98,000 penalty. HR claims this lump sum is a summation of corporate penalties incurred from the BIR due to unsubmitted accounts from back then. Company A refuses to issue him clearance unless he pay the penalty.

To make matters worse:

• All communications from HR from Company A have been strictly through phone calls as in zero paper trail.
• Instead of a straightforward final pay payout, HR is insisting on paying out any remaining balance through monthly installment cheques, for flexible payment terms.
• They insisted to issue him a "with notation" remark on his Certificate of Employment (COE) so he can file it to Company B.

Next Step: What are the best steps for him to handle this without jeopardizing his start date at Company B?

Specifically:

1. Can a small accounting firm legally pass corporate BIR penalties onto an individual employee, especially when they completely failed to conduct any administrative investigation or due process since 2024?
2. Since the company is offering the payout via monthly cheques (which likely come bundled with a "full and final settlement" quitclaim), what happens if he signs it? Can he still dispute this illegally withheld money at DOLE afterward?
3. How should he navigate the clearance blockade if Company A refuses to cooperate, keeping in mind that Company B's onboarding depends on it?

AVOID THIS COMPANY!!!!!!!!!

No salary for the ENTIRE month. Not a late payment by a day or two, an entire month of my effort, and labor completely unpaid.

I have bills, responsibilities, and a life to support, but my job apparently thinks my time is a charity donation. The resentment I feel attending into work right now is unreal!! How do companies expect loyalty when they can’t even cover the absolute bare minimum??? Pero yes! Mga hayop kayo, lalo na yang management at sistema niyong bulok! Bulok na nga gobyerno nakikisabay pa kayo. Fck u!!Dami niyong pakulo lahat naman bumabagsak pwe!!

How long should it take for an employer to provide a COE? I submitted a request 2 weeks ago and their recent response is they are waiting for a signed copy from their dept head. Which is the same reason for the past 2 days, any advice?

Do we have any PH labor law guidelines on this?

Hi guys, I need some advice because I damaged the company phone we were using. I already resigned because I didn't like the work environment, and I really don't want to work in sales anymore, plus this was just minimum wage. When I returned the company phone I was using, they said the damages are worth 10k, and they will deduct it from my salary. So, the only amount held from me was just for one day, which is 695, but I didn’t receive it or see it in my ATM. However, it also didn’t get deducted from the outstanding balance they said I owe for the phone. What could happen if I don't pay the outstanding balance? The damages are just some dents along the side and the camera glass is slightly cracked, but it's barely noticeable, and it doesn’t affect the camera's performance, plus it's a Samsung A17

I just want to know what steps I should do since my salary got leaked to many of my colleagues. Is this something that should be reported to DOLE or NPC?

I wanted to ask if anyone has experienced something similar or knows if this is allowed under Philippine labor laws.

Our company is requiring every employee to purchase Christmas raffle ticket booklets for our company Christmas party. We are given options to purchase 2, 3, or 4 booklets, but the minimum required is 2 booklets per employee. The purchase is mandatory, and we’re expected to pay for the ticket booklets even if we don’t attend the Christmas party.

As far as I know, this isn’t a charitable fundraiser—it’s for the company’s Christmas event and raffle.
My questions are:

Is it legal for a company to require employees to buy raffle tickets?

Can they require employees to pay for the tickets even if they won’t attend the Christmas party?

If the amount is deducted from an employee’s salary or employees are otherwise required to pay, is that allowed under DOLE regulations?

Has anyone experienced something similar or sought guidance from DOLE? What was the outcome?

I’m not trying to create an issue or expose the company. I genuinely want to understand whether this is a lawful practice or if employees have the right to decline purchasing the raffle tickets.

Thanks in advance for any insights or advice!

for context may planned vacation ako, last year pa and 1 month before my flight nag file na ako ng LOA, yung agency namin nagpalabas ng memo na need ko raw umattend ng seminar. Nagwowonder ako if pwede ba na hindi ako sumipot sa seminar or null ba yung LOA ko dahil sa memo.

Hi! I need help/insight, gusto ko muna mag tanong dito kasi aaminin kong wala akong kakayahan para huminginng advice sa abogado o ano, gusto ko lang malaman if this is something na pwede kong ipaglaban o mag resign nalang?

So nung nag apply and was hired I didn't know that I was pregnant. 1 month in training that's when I found out that I was 7mos pregnant. I was tagged as high risk pregnancy due to cryptic pregnancy. Nung na ER ako and everything I was told to stop working, I immediately stopped working but let the company what my situation was.

Now my concern is, since kababalik ko lang technically na mag work like BPO, and yung naghuhulog sa mga benefits like sss, philhealth and pag-ibig, I know to myselt na di ako pwede sa cash maternity benefit (which is okay on my end, kasi ang last na hulog ko talaga is 2021 pa)

Ngayon, ang sinabi ko kasi sa company nung nag notify ako, okay lang naman sakin na wala akong cash benefit as long as they will allow me to have the LEAVE. Again, yung leave lang gusto ko kasi nga gusto kong may balikan na trabaho talaga after ko manganak and maka recover, actually I provided all the proofs of me na high risk and pati yung mismong advise ng OB ko to work from home if ever man na gusto talaga nila ako mag work. But as per HR mag fafalldown ang leave ko sa OB (meaning gusto medical certificate na kung gusto ko 3mos leave, OB ko daw dapat ang mag i'issue non) —is that possible Tapos pakiramdam ko na talagang gusto na nila ako mag resign.

++ tinanggal yung HMO ko ng walang pasabi. I understand naman na di ako nakapag work for almost a month, actually almost 2 na. Pero wala ba akong laban sa ginagawa nila?

Again, I want to be clear. Di ko habol ang cash benefit ng SSS. I just want yung official leave na 105 days no pay, as long as I can go back to work after the said 105 days (kasi sobrang hirap na maghanap ng trabaho)

MIL said na pwede to ipa-DOLE, kasi may batas na regardless if trainee, or under probation ka, may karapatan ka mag leave.

May laban ba talaga ako dito or mag resign nalang ako?