help me, i work in resto and i get hired i work for 2days and they said they cant pay me because the training is 7 days and i only work 2 days i quit early because the job is so exhausting 2 worker for dine in and imagine the sales 200k imagine how many person is that and we only serve one person per tray is there a way i can file a complaint?

Grabe naman kung ganiyan. As in sapilitan ba magpasa ng resignation tapos maaga pinag-endo?

Hi everyone. This would have been my first time working. I signed a training agreement (service provider contract) on Oct 19, and training was supposed to start Oct 20 at 3 PM. After thinking it over, I realized the daily pay wouldn’t cover my daily expenses (transportation, food, and my own contributions), so I decided not to push through.

I sent a written withdrawal around 11 hours before the start time, plus a follow-up asking if they need anything else from me. I never started, never received equipment, and never got paid.

The contract has a clause stating that if I leave without providing 30 days' handwritten notice, the company may hold me liable for damages, including a “training cost” of ₱50,000. However, I never actually started training.

For those who’ve been in a similar situation (backed out after signing but before working):

1. Did the company send a demand letter, blacklist you, or just ignore it?
2. Did anyone actually get sued or have to attend hearings?
3. Did you pay anything, or negotiate it down? What helped?
4. Any advice on handling a demand letter if one arrives?

If you're considering a role here, I would recommend doing your research and comparing your options first. Speaking only from my personal experience, I found the compensation and benefits underwhelming for the role, and I personally found the HMO coverage quite limited.
My experience with the final pay and clearance process was also frustrating because of the delays I encountered.

Day-to-day work felt quite stressful for me. I experienced a high level of monitoring, including Hubstaff screenshots and CCTV, along with increasing KPI expectations. I personally found the management style quite micromanaging, and there were situations where the tone of meetings felt harsh to me. I also experienced instances where a manager used profanity or harsh language during meetings, which contributed to what I personally felt was a tense and uncomfortable work environment.

I also personally felt that job security was uncertain during my time there. There were situations where, from my perspective, I felt employees had limited opportunities to address or correct mistakes before facing serious consequences. During some situations involving health concerns or bad weather, I personally felt that work expectations did not always take employee circumstances sufficiently into consideration.

In my experience, I sometimes felt that accountability for operational or technical issues was placed more heavily on regular staff. I also did not personally find the team-building activities particularly meaningful, and some suggestions regarding employee benefits or perks did not seem to go anywhere. There is no work life balance because you cannot use Australian Holidays during your first three months.

At the time of my experience, HR functions were being handled by management rather than a dedicated HR team. I personally found the handling of some employee concerns lacking in consistency and effectiveness, and there were instances where I felt management could have been better equipped to address employee concerns.

The leave benefits were limited to 5 vacation leave days and 5 sick leave days. What made it more frustrating was that, in my experience, the process for handling leave requests and other HR matters was not always consistent. There were situations where the process or requirements seemed to differ depending on the circumstances, which created unnecessary confusion

Overall, based on my own experience, I did not find the workplace to be a good fit for me. I also had conversations with some colleagues who expressed similar frustrations or regret about their experience working there. Of course, everyone's experience may be different, but based on what I personally experienced and observed, I would not recommend it. I would encourage applicants to thoroughly research the company, compensation, benefits, management style, and employee reviews before accepting an offer.

https://www.reddit.com/r/AntiworkPH/comments/1wt41zb/saw_a_scheduled_job_interview_for_my_position/ link to the first post

As an update, it looks like I'm being laid off, it was confirmed that the other department that I'm handling is now going to be a separate department and, I was able to receive a news from another executive that the sole department that I'm handling is also being interviewed (without my knowledge)

So I guess that sums up everything my gut feeling me is telling me about this company.

ANOTHER TOXIC SYSTEM NA NAMAN, AND THIS TIME, MAS LALONG NAGIGING EVIDENT ANG ATTITUDE NI JACQ101# MEMA.

ANG DAMI MONG ALAM NA CHANGES AND ROTATIONS, ESPECIALLY SA MANPOWER, NA PARANG NAKADEDEPENDE LANG SA PERSONAL PREFERENCE MO KUNG SINO ANG GUSTO MONG ILIPAT. WHERE IS THE CLEAR BASIS FOR THESE DECISIONS? HINDI LAHAT NG CHANGES AY SIGN OF PRODUCTIVITY. MINSAN, MAS NAGDADAGDAG PA ITO NG PROBLEMA, LALO NA KAPAG WALANG CLEAR EXPLANATION AT WALANG CONSIDERATION SA MGA EMPLEYADONG APEKTADO.

PARANG SOBRANG LAKI NG CONFIDENCE MO SA PAGPAPAKITA NG ATTITUDE BECAUSE YOU KNOW YOU HAVE JLC TO RUN TO KAPAG MAY HINDI NAAAYON SA GUSTO MO. PERO HAVE YOU EVER ASKED YOURSELF WHY SO MANY PEOPLE ARE ALREADY FRUSTRATED WITH THE WAY THINGS ARE BEING HANDLED? KUNG MARAMI NANG CONCERNS GALING SA DIFFERENT SBU OPS, MAYBE IT'S TIME TO REFLECT INSTEAD OF ACTING LIKE EVERYTHING IS UNDER CONTROL.
MAY MGA CONFIDENTIAL MEETINGS PA KAYONG NALALAMAN, PERO PAGKATAPOS NG MEETING, KUMAKALAT DIN NAMAN ANG INFORMATION, EVEN AMONG CSAS. SO WHAT'S THE POINT OF CALLING IT CONFIDENTIAL KUNG HALOS LAHAT DIN NAMAN AY NAKAKAALAM? MAY PA-WAR ROOM-WAR ROOM PA KAYO NI JLC, PERO ANG TANONG, ARE THESE MEETINGS REALLY SOLVING OPERATIONAL PROBLEMS, OR ARE THEY JUST CREATING MORE TENSION WITHIN THE TEAM?
SINCE YOU MOVED TO NCR, MAY MGA CONCERNS NA RIN ABOUT SALES PERFORMANCE. OF COURSE, SALES DEPEND ON DIFFERENT FACTORS, KAYA HINDI RIN NAMAN FAIR NA ISISI LAHAT SA ISANG TAO. BUT AS A LEADER, RESPONSIBILITY MONG I-EVALUATE KUNG EFFECTIVE BA ANG STRATEGIES, MANPOWER ASSIGNMENTS, AT MGA DECISIONS MO. HINDI PURO GALAW AT CHANGES ANG IMPORTANTE; DAPAT MAY POSITIVE RESULTS DIN PARA SA BUSINESS.

EVEN SOME ILS SEEM TO BE LOSING CONFIDENCE IN THE CURRENT LEADERSHIP. KUNG IKUKUMPARA SA ERA NI SIR RED, MAS MARAMING STORE PERSONNEL ANG PARANG COMFORTABLE AT MASAYA DAHIL MAS APPROACHABLE AT HANDS-ON ANG LEADERSHIP. ANG PAG-VISIT SA STORE AY HINDI DAPAT PARA LANG MASABING NAG-VISIT KA. HINDI PURO ASSIST NG KAUNTI, TAPOS KAKAIN NA NAMAN. REAL LEADERSHIP MEANS UNDERSTANDING THE ACTUAL SITUATION, LISTENING TO THE EMPLOYEES, AT PAGBIBIGAY NG SUPPORT NA TALAGANG MAKAKATULONG SA STORE.

ISA PA SA NAKAKAPAGTANONG AY ANG MANPOWER ROTATION. KAPAG MAY EMPLOYEE NA HINDI MO TRIP, PARANG ANG DALI LANG MAGDESISYON NA ILIPAT SIYA. BUT WHERE IS THE OBJECTIVE BASIS? KUNG MAGANDA NAMAN ANG PERFORMANCE AT SALES RESULTS NG EMPLOYEE SA CURRENT STORE NIYA, ANO ANG ACTUAL REASON FOR THE TRANSFER? MAY PERSONAL LIVES DIN ANG MGA EMPLEYADO, AT MAY ILAN NA MALALAYO NA ANG TINITIRHAN SA WORKPLACE NA INA-ASSIGN SA KANILA. THESE DECISIONS SHOULD BE BASED ON ACTUAL BUSINESS NEEDS, NOT PERSONAL PREFERENCES.

TELLING PEOPLE NOT TO DISCLOSE CERTAIN DECISIONS, PERO SA HULI AY KUMAKALAT DIN NAMAN ANG INFORMATION, CREATES CONFUSION AND DESTROYS TRUST. PAANO MAGTITIWALA ANG MGA EMPLEYADO KUNG HINDI CONSISTENT ANG COMMUNICATION? TRANSPARENCY AND PROPER COMMUNICATION SHOULD ALWAYS BE PART OF LEADERSHIP.
AND LET'S TALK ABOUT PROFESSIONALISM. BEING AN RSM COMES WITH A LOT OF RESPONSIBILITIES, INCLUDING HANDLING QUESTIONS AND CRITICISM PROPERLY. HINDI LAHAT NG NAGTATANONG AY KALABAN MO O UMAATAKE SA AUTHORITY MO. MINSAN, GUSTO LANG NILANG MALAMAN ANG BASIS NG DECISION. GETTING DEFENSIVE OR RUNNING TO JLC EVERY TIME SOMEONE QUESTIONS YOUR DECISIONS DOES NOT AUTOMATICALLY MAKE YOU RIGHT. A GOOD LEADER SHOULD KNOW HOW TO LISTEN BEFORE REACTING.

NAKAKAPAGOD DIN YUNG PAULIT-ULIT NA SERMONS AT PAGPAPAALALA NA MAPAPAGALITAN KA RAW NI JLC. IF THE GOAL IS TO IMPROVE PERFORMANCE, THEN FOCUS ON SOLUTIONS, ACCOUNTABILITY, AND FAIRNESS. HINDI YUNG PURO PRESSURE AT TAKOT ANG NARARAMDAMAN NG MGA TAO. YOU CANNOT EXPECT EMPLOYEES TO PERFORM WELL IF THE WORKING ENVIRONMENT MAKES THEM FEEL UNCOMFORTABLE SPEAKING UP.

NAKAKAPAGTAKA RIN KUNG BAKIT MAY MGA EMPLEYADONG NILILIPAT KAHIT MAGANDA NAMAN ANG SALES PERFORMANCE SA KANILANG CURRENT STORE. KUNG MAAYOS NAMAN ANG RESULTS, WHY CHANGE WHAT IS ALREADY WORKING? KUNG MAY VALID BUSINESS REASON, THEN EXPLAIN IT CLEARLY. DESERVE NG EMPLOYEES NA MALAMAN ANG BASIS NG MGA DECISIONS NA MAY DIRECT IMPACT SA KANILANG TRABAHO AT PERSONAL NA BUHAY.

PATI SA MGA RSM HANGOUTS, KUNG PURO SERMON AT PRESSURE LANG ANG NANGYAYARI, MAYBE IT'S TIME TO ASK WHETHER THESE DISCUSSIONS ARE REALLY HELPING THE TEAM. HINDI DAPAT LAHAT NG MEETING AY PARANG WARNING SESSION. LEADERSHIP SHOULD MOTIVATE PEOPLE TO IMPROVE, NOT MAKE THEM FEEL LIKE THEY ARE ALWAYS DOING SOMETHING WRONG.

KUNG MAY CONCERNS NA RIN ANG MANAGEMENT SA PARAAN NG PAGHAHANDLE NG OPERATIONS, THEN MAYBE IT'S TIME TO LOOK AT THE ROOT CAUSE. HINDI DAPAT ANG FOCUS AY KUNG SINO ANG NAGTATANONG, KUNDI KUNG MAY BASIS BA ANG MGA DECISIONS. HIDING OPERATIONAL CONCERNS FROM BRAND TEAMS DOES NOT MAKE THE PROBLEMS DISAPPEAR. KUNG MAAYOS NAMAN ANG MGA GINAGAWA, DAPAT KAYA ITONG IPALIWANAG AT PANINDIGAN THROUGH TRANSPARENCY AND ACCOUNTABILITY.

JACQ101# MEMA, REAL TALK LANG. HINDI DAHIL MAY AUTHORITY KA AY AUTOMATICALLY TAMA NA LAHAT NG DECISIONS MO. LEADERSHIP IS NOT JUST ABOUT GIVING INSTRUCTIONS OR MOVING PEOPLE AROUND. IT'S ABOUT MAKING FAIR DECISIONS, LISTENING TO CONCERNS, AT PAGTIYAK NA ANG MGA GINAGAWA MO AY NAKAKABUTI SA BUSINESS AT SA MGA TAONG PINAMUMUNUAN MO.

AND HONESTLY, HOPING TALAGA NA MAIBALIK KA NA SA PROVINCIAL AREA. PERO KUNG MAY PAGPIPILIAN MAN, BAKA SA MARAWI KA NA LANG MA-ASSIGN INSTEAD OF PAMPANGA. MAYBE A DIFFERENT ASSIGNMENT WOULD BE BETTER, ESPECIALLY KUNG MAKAKATULONG ITO PARA MAGING MAS MAAYOS ANG WORKING ENVIRONMENT SA NCR.

AT SINO ANG NAKAKAALAM? BAKA MARAMI RING MATUWA SA PAGKAKAROON NG CHANGES SA LEADERSHIP SETUP, ESPECIALLY SA BACK OFFICE TEAM, KUNG MAY MGA TAONG NAKAKARAMDAM NA HINDI NA HEALTHY ANG CURRENT WORKING ENVIRONMENT. OF COURSE, MANAGEMENT SHOULD MAKE THESE DECISIONS BASED ON ACTUAL PERFORMANCE, BUSINESS NEEDS, AND OBJECTIVE EVALUATION.

MAYBE IT'S TIME TO REFLECT ON HOW YOUR LEADERSHIP STYLE AFFECTS THE PEOPLE AROUND YOU. HINDI LANG POSITION ANG IMPORTANTE. MAHALAGA RIN KUNG PAANO MO TRINATO ANG MGA TAO, KUNG PAANO KA TUMANGGAP NG CRITICISM, AT KUNG PAANO MO HINAHANDLE ANG MGA DECISIONS NA MAY EPEKTO SA BUONG TEAM.

AT THE END OF THE DAY, REAL LEADERSHIP IS NOT ABOUT POWER, CONNECTIONS, OR HOW MANY PEOPLE YOU CAN TRANSFER. HINDI SUKATAN NG MAGALING NA LEADER ANG DAMI NG CHANGES NA GINAGAWA NIYA, KUNDI KUNG MAY IMPROVEMENT BA SA BUSINESS, KUNG FAIR BA SIYA SA MGA EMPLEYADO, AT KUNG NAKUKUHA BA NIYA ANG RESPETO NG MGA TAONG PINAMUMUNUAN NIYA.
REAL TALK LANG. A TITLE CAN GIVE YOU AUTHORITY, BUT YOUR ACTIONS, DECISIONS, AND TREATMENT OF PEOPLE WILL DETERMINE WHETHER YOU TRULY DESERVE THEIR RESPECT.

I just want to share my experience here because I know a lot of people in this subreddit are going through similar situations with their employers.

For a while, I was fighting to get what I believed was rightfully mine from my former employer. The issue involved my retroactive allowance and an erroneous laptop deduction.

It wasn't just about the money. It was about the principle. We work hard for our salaries, allowances, and benefits. We have bills to pay, families to support, and responsibilities to fulfill. We shouldn't have to struggle just to receive what we're rightfully owed.

After trying to address the matter, I eventually filed a Request for Assistance (RFA) with DOLE through the Single Entry Approach (SEnA) on September 4, 2026.

There were follow-ups, waiting, and moments when the process felt exhausting. I attended the scheduled conferences, communicated with the parties involved, and kept pushing for a resolution. Honestly, situations like these can make you feel powerless, especially when you're just an employee trying to make ends meet.

But today, October 19, 2026, I can finally say that MY CASE HAS BEEN RESOLVED.

Both my retroactive allowance and the amount from the erroneous laptop deduction have been fully credited to my bank account.

I want to express my sincere gratitude to the DOLE officer who assisted me throughout this process. Her professionalism, patience, and hard work in facilitating the discussions deserve recognition. I also appreciate the assistance of the representative from my former employer in helping bring this matter to a close.

I'm sharing this not to attack anyone, but to remind fellow workers that YOU HAVE RIGHTS, AND YOU DESERVE TO BE HEARD.

If you believe your employer owes you money, don't be afraid to ask questions, keep records, send proper written follow-ups, and explore the appropriate legal channels. Learn about your rights. Document everything. Be professional, but stand your ground.

I know not everyone's case will have the same outcome, and I don't want to pretend that the process is always easy or that every dispute gets resolved quickly. But there are channels available to help workers seek a fair resolution.

To everyone currently fighting for their backpay, final pay, unpaid wages, allowances, or other employment benefits:

DO NOT LOSE HOPE.

You worked for that money. You deserve to have your concerns taken seriously. Don't give up on pursuing what is rightfully yours just because the process is difficult.

Today, I'm not just relieved that I finally received my money. I'm grateful that I stood up for myself and saw the process through.

Know your rights. Keep your receipts. Document everything. And don't be afraid to speak up.

Mabuhay ang mga manggagawang Pilipino. 🇵🇭

HR PRACTITIONERS / LABOR LAW ADVICE NEEDED

Hi, would like to ask for insights regarding an attendance concern involving a project-based technician.

The technician was unable to report to work because his wife was reportedly unwell and he needed to accompany her for a medical check-up. The technician informed management/HR regarding the reason for his absence.

The concern is that the Operations Manager instructed HR to require the technician to submit a medical certificate of his wife as supporting documentation for his absence.

My questions are:

Is it legally/HR-wise appropriate for the company to require a medical certificate belonging to the employee's spouse, considering that the employee himself was not the one who was sick?

Does DOLE prescribe a requirement for a medical certificate in this type of situation, or is this generally dependent on the company's existing leave/attendance policy?

Since the employee is project-based, does this affect how the absence should be handled?

If there is no specific company policy stating that a medical certificate from a dependent/spouse is required, would a written explanation or other reasonable supporting document be sufficient?

Would requesting the spouse's medical information raise any Data Privacy Act concerns, considering that health information is sensitive personal information?

For context, the company does have an attendance policy, but there is no specific provision that I am aware of requiring a medical certificate of a family member for an employee's absence. I would appreciate insights from HR practitioners, labor-law practitioners, or DOLE-related experience on the proper and fair way to handle this.

Not looking for a way to excuse the absence automatically—just want to clarify the proper documentation and process. Thank you!

Context:

I signed a 3-yr employment bond with my company with a penalty of xxx,xxx.xx if I resign within the specified period. Recently, I sent my resignation letter and stated that I'm willing to render for 30 days. However, HR replied that my resignation and clearance will not be finalized unless I settle the penalty. Any legal advice or personal experience tips for this situation?

PS. I did not receive any training/certification/signing bonus from them.

Hindi ko alam saan pwede itanong to, pero nafrufrustrate ako para sa kaibigan ko.

For context, na-hire si friend nung May, and inearly regularization siya ngayong October. Sinabihan na siya ng immediate supervisor niyang for regularization na siya, pinapirma na nung evaluation form at all para ipasa sa HR. Take note na may picture si friend ng form na all satisfactory ang performance niya, signed and endorsed by the supervisor.

Susunod na araw, nagsabi yung supervisor niya na may hinihingi pang documents sa kanya (can't say what, baka mahalata kasi na tungkol sa friend ko to e maliit lang yung team nila) as paper trail lang. Nireassure siya na for paper trail lang talaga 'yun. Ginawa naman ni friend yung pinapagawa sa kanya.

The week after, kinausap ulit siya. Kesyo baka di raw siya magregular ng management kasi baka mas prefer nila someone with better performance. Na I hope you understand blah blah.

Ang akin lang, pwede ba siya hindi iregular due to unsatisfactory performance... kahit may proof siya na all satisfactory ang performance niya? Sabi ko ipa-DOLE niya pag sinibak siya. May pruweba siya na okay ang performance, signed by their immediate supervisor, then sasabihin AFTER na possibleng di siya mareregular dahil feeling nung boss nung supervisor na hindi maganda ang performance?

Title as stated, bawal magkasakit sa va agency na napasukan ko, 2 na yung tinanggal nila na kawave ko dahil nagkasakit kasama diyan yung top performer namin sa wave.

Problema ngayon may sakit din ako at hinaharass ako ng mga boss namin na pumasok ginawa ko pumasok ako kahapon kahit linagnat ako sinubukan ko pa din pero nung umakyat ng 39 lagnat ko sabi ko sa VA Agency na hindi ko na kaya —-ang sagot sa akin eh eto:

“Please take this as your warning that we will not match you to a client, you will not be prioritized because being sick shows unreliability”

Hindi ko na screenshot kaagad nawala na yung message ngayon ang nakalagay nalang eh “ok come back when you are well”

Pag naka float ka kasi nag cacalls ka pa din, sales call para dun sa pinaka client company nila tapos may allowance ka na 5K, 8 hours outbound calls ikaw gagawa ng leads mo na sarili pero yung mga closed mo sila kumikita. Lahat ng leads ikaw din maghahanap, so lahat ikaw, on cam din the entire shift ang CR 2 mins lang max 3 mins etc

Ang tanong ko: worth it pa ba ituloy sa kanila o hanap na ng iba? Yung isang natanggal nakausap ko at ang sabi sa akin bigla nalang daw nawala ang credentials niya sa MS Teams walang sabi sabi kahit documented naman na may sakit talaga siya. At parang ganon na din ang gagawin sa akin kahit may mga documents ako.

Working po ako sa clothing store sa mall in Metro Manila. Di ko na sasabihin kung anong store haha

Nagcompute po ako ng sweldo ko at kulang po ng 300+ yung total ng sweldo ko base sa computation ko po, at itong computation ko po ay para sa 695 a day + 108.59 na ot. Pero pag 755(simula nung Sept. 26) a day + 117.96 na ot, ay kulang naman ng 900+. Humingi na ako ng payslip nung Wednesday pero di naman ako sinendan.

Question:

1. 695 pa rin po ba sweldo sa Metro Manila?

2. Ano po pwede kong gawin kung sinabing 695 pa rin po kahit inannounce na 755 na po nung Sept. 26?

Thank you po

Tanong lang. I've been working for almost 3 years na since I turned 18, pero until now, I still don't know much about my rights, benefits, and protections as an employee. I've worked in different fields, mostly sa food industry. I have this habit na kapag sobrang toxic na ng workplace or it's affecting my mental health, I choose to leave. Wala pa akong diploma, so I'm willing to take any decent job basta marangal at kayang bayaran ang bills ko.

Currently, I'm working in the food industry and magse-seven months na ako, pero hindi pa rin regular. I want to raise a complaint about our manager and the unfair workplace rules. Bawal kaming umabsent, pero kapag siya, she does whatever she wants. Late siyang pumapasok at maagang umuuwi, pero eight hours pa rin ang bayad sa kanya. Kapag kami ang nagkakamali, kahit maliit na bagay, pinalalaki niya. Minsan, nadadala pa niya sa amin ang personal problems niya, making the workplace uncomfortable and toxic.

I know naman na may pagkukulang din ako as an employee, pero ang hirap mag-speak up kasi she takes criticism as a personal attack. Marami rin kaming workmates na may concerns tungkol sa treatment niya. Sobrang dami pa niyan kung tutuusin. Pero minsan naawa rin ako saknya kais sa situation niya sa bahay pero anlala niya na talaga.

I'm trying to endure everything until makuha ko ang 13th-month pay ko kasi natatakot akong baka hindi ko makuha kapag nag-resign ako, especially since wala akong written employment contract.

My questions are: What are my rights under Philippine labor laws? Can I file a complaint against our manager or report the unfair treatment to our employer or DOLE? Am I still entitled to my 13th-month pay if I resign, even without a written employment contract? Also, what legal protections do I have against unfair workplace policies and treatment?

Article: Indonesia fights fire with dry ice as toxic haze spreads across region | Indonesia

Imagine mo, papasok ka ng office at ganyan ang hitsura sa labas. (I don't think it will be but humor me.) Tapos sa office gusto pa rin ng leadership sa office pa rin daw mag-trabaho.

I applied for a Business Development Manager position at Filinvest Land, and here’s how the recruitment process went:

1st interview: HR - done

2nd interview: Head of Business Development - done

3rd interview: Head of Finance - done

4th interview: Business Unit Head - done

5th interview: HR Director - done

After my fourth interview, HR informed me that there would be a change in the job description, and the position would be changed from Business Development Manager to Project Development Manager. I was okay with the change since my previous role involved both business development and project development.

After my interview with the HR Director, I was told that the final interview would be with the company president.

However, after waiting for about a month and sending several follow-ups regarding the status of my application, I received no response from HR. I tried reaching out through emails, text messages, and phone calls, but they completely stopped responding.

For context, I previously worked for a competing real estate developer, so I have experience and knowledge of the industry.

At this point, I’m wondering if they were genuinely considering me for the position or if they were just trying to gather information about my previous company through the interview process.

I understand that companies can change their hiring plans or decide not to move forward with a candidate. I just find it strange that I made it through five interviews, was told that I was moving on to the final interview, and then got ghosted without any update. Three days ago, I also noticed that they posted the same position I applied for on LinkedIn.

What do you guys think? Has anyone experienced something similar? Is it possible that they were just trying to gather industry insights from me, or am I overthinking this?

I only worked for 2 days, and my body and my mind can't keep up with the daily commute and stress im having. got fatigue, and namaga ang lower body ko. might be really sound weak to some, but I need to rest kesa naman ipilit ko.

I dont want to continue work, it would really affect my performance. i want to quit but the contract stated bonds, (no actual value of money stated though). will they go after me if i immediately resign? and dont want to render the 30 days because i really cant take it anymore.

I also dont need to turnover since no equipments were given and i dont have that much role on my work, i just follow my apprentice.

will the HR accept my reason? help a girlie out.

3 months pa lang ako as an externally hired AM, pero badly want to resign dahil sa toxic environment. Below expectations rating sakin ng boss ko and puro negative feedback yung naririnig ko from my Manager and my team (puro parinig during working hours na buti pa daw si previous AM ganito ganyan).

I also have an upcoming reassessment with my Manager end of the month and possible na di matuloy probation ko so i'm thinking na magresign na lang. Lahat nalang napupuna ng buong team sakin kaya I'm considering resigning and requesting a shorter notice, kahit busy season. Super drained na ko.

Should i treat this as an adjustment period or di talaga ako fit? it seems like my team can't accept that a person with lesser experience than them was given the AM position that's why they don't respect me.

Nag-work ako sa isang sikat na franchise food company. Nag-start ang training namin noong September 28 hanggang October 1, tapos diretsong work na sa store noong October 2–4. Nag-off ako noong October 5, pero pagkatapos non, wala na akong naging day off.
Kaya nagtanong ako kung bakit wala akong day off, at binigyan lang ako ng off noong October 14. Pero ang kapalit naman, ginawa nilang 16 hours ang shift ko today October 15. Dahil dito, hindi na ako pumasok ngayon.
Ngayon, awol na daw ako at inalis na rin ako sa group chat. Sinasabi pa nila na wala akong makukuhang sahod, kahit nagtrabaho ako mula September 28 hanggang October 14, minus two days na hindi ako pumasok.
Ang tanong ko, legal ba na hindi nila ibigay ang sahod ko sa mga araw na pinasok ko, kahit sabihin nilang AWOL ako?

Since tapos na last day sa first work ko sa wakas, just wanted to share/rant about some of the awful shit I experience at work

1. Barely above minimum salary

-This should be an obvious red flag kaso napilit ako ng parents ko na tanggapin trabaho e. Ika nga nila, dapat daw di mapili sa first job. The salary was barely above minimum after ng kaltas wala na halos natitira sakin

1. Stingy Yearly Salary Increase

-Matutuwa na sana ako e kasi lagi g may increase pero depota sa sobrang liit kinakain lang ng mga kaltas. Halos wala naramdamang increase daig pa ang placebo

1. Bullshit Promotion Policies

-Gets ko na minsan alanganin hiring or regularization date kaya di kasama sa yearly appraisal. Pero yung bullshit na policy na required ka magrender ng x amount of years sa company bago ipromote(kahit recommended ng sup, manager and head) is utter fucking bullshit. Traditional companies with this policy sucks ass. Kill motivation.

1. Attire Restrictions

-Gets ko na disente dapat damit, pero yung naka black shoes, long sleeves and black slacks in this fucking weather? Really? Are we in the 90's?

1. Weather and Duty Announcement

-Ikalulugi niyo ba na di pumasok ang mga empleyado ng isang araw? Lusong ket may bagyo and kahit binabaha na ang lobby ng building

1. Might be too risky to share pero cost cutting

-I can't go into details on this as much pero grabe gung cost cutting. Kawawa yung empleyado kala mo talaga ikakalugi ng kumpanya e every year record breaking profits kuno daw lmao

1. Employee Retention/Discipline

-Ang weird dito. Pag me tao na problematic ayaw tanggalin o idisiplina. Solusyon? Hayaan na umalis yung naagrabyado. Yung nahaharass. Baliktad e lupet HAHAHAHAH

1. Item Accountability

-Lupet ng accountability dept dito lol. Di nila chine-check muna yung sinusubmit ng empleyado. So tanong. Paano pag nagsubmit si empleyado accountability and may nasama na mali. Di nacheck ni employee? Surpriseee pag aalis ka na ket error yon hahanapin and kakalatasin sayo yon. Yeheyy!

Marami pa to e kaso too risky to share yung iba. As in sobrang lala HAHAHAH. Anyway ayun lang. Ingat kayo guys sa pag pili ng first job niyo.

Hi everyone. I just want to share my recent experience with a prominent tech/BPO company here in Cebu (NCR Voyix/NCR Commerce Philippines) to warn others facing chronic illness/PWD discrimination, and to get insights from anyone who has gone through the DOLE SENA process for this.

I was recently hired for an M1 Leadership role. I passed all the interviews, accepted the formal job offer, and was given a decent basic pay with a confirmed start date of October 26, 2026. Because everything was locked in with an official start date, I acted in good faith and stopped all my other job applications to prepare for day 1.

I am a dialysis patient, and I have always been completely transparent about my health. On October 3, 2026, my attending nephrologist issued an explicit medical certificate clearing me as stable and 100% Fit to Workfor a desk-bound leadership role.

However, because of Stage 5 Chronic Kidney Disease, I have anuria (meaning I cannot physically produce a urine sample for their standard clinic pre-employment drug screen). My specialist explicitly noted this on my medical paperwork and formally requested that the company utilize alternative testing methods instead (like a blood-based or saliva drug test).

Instead of providing a basic, reasonable accommodation under the Magna Carta for PWDs (R.A. 10524), their HR field partner sent me an official letter completely rescinding my job offer, citing that their company-designated physician flagged me as "unfit" due to their rigid medical fitness standards.

They basically pulled my livelihood out from under me just two weeks before my start date—leaving me completely stranded right as the year-end holiday hiring freeze kicks in. They even wrote in the letter that they are "under no obligation to provide compensation".

I didn't let them push me around. I immediately went to the portal and formally filed a Request for Assistance (RFA) under DOLE SENA for medical/PWD employment discrimination and breach of pre-contractual good faith. I am demanding a full financial settlement to cover my lost wages, pro-rated allowances, and moral damages for the severe emotional distress they caused me right before the holidays.

My questions for the community:

1. Has anyone else successfully fought a medical "Not Fit to Work" rescission with a BPO/tech company at DOLE SENA?

2. For those who have been in my situation, how did the mediation go? Did the company offer a settlement, or did you have to escalate it to the NLRC?

I wanted to post this to get insights, but also to remind everyone: Don't let these corporate clinics intimidate you into thinking company policy overrides national labor laws. We have rights.

Sagility BIG BOSSES need to seriously reevaluate how they treat their employees. The workplace culture is giving bully behavior disguised as professionalism. Let me give you some insight: they will tear you down, make you question your own capabilities, and make you feel like you’re not good enough at your job, even when you’re genuinely trying your best.

The current management, especially the female freak boss who always seems to look for what’s wrong instead of recognizing what’s being done right, needs to understand that recruitment is NOT just about quantity. It’s not just about how many agents you can endorse, how many candidates you can source, or how fast you can fill a position. QUALITY MATTERS. Candidate experience matters. The recruiter’s workload matters. And the people doing the actual work matter, too.

At this rate, the recruitment culture is starting to resemble the same toxic environments people complain about in companies like Alorica and Teleperformance. The excessive pressure, unreasonable expectations, questionable work ethics, and lack of consideration for employees are becoming increasingly frustrating.

And let’s talk about the salary. ₱15,000 to ₱20,000? In THIS economy? With all the responsibilities, metrics, pressure, sourcing demands, follow-ups, and expectations placed on recruiters? You expect people to perform like machines while offering compensation that barely reflects the amount of work being demanded. The audacity.

And the disrespect? Some people in positions of authority act as if their titles automatically make them better than everyone else. Leadership isn’t about intimidating your team, humiliating people over mistakes, or constantly making employees feel inadequate. Professionalism should go both ways. You cannot demand respect from your employees if you don’t know how to give it. You cannot demand quality if all you care about is quantity.

If your entire management strategy revolves around criticism, pressure, and making employees feel like they’re never enough, maybe the problem isn’t always your employees. Maybe it’s the way you lead.

.Nakakapagod yung sistema na parang ang goal is to squeeze every last bit of energy out of employees tapos kapag napagod ka, parang kasalanan mo pa.

I get it. We’re paid to do our jobs well, and nobody’s asking to be spoon-fed or excused from accountability. Pero kung araw-araw ka na lang hahanapan ng mali, bawat galaw mo may puna, at parang lahat ng ginagawa mo kulang pa rin, how do you expect employees to stay motivated?

The problem isn’t being corrected. It’s HOW you correct people, how you manage them, and how you make them feel like no matter how hard they work, it will never be enough. You can hold people accountable without making them feel incompetent every single day. You can demand quality work without creating an environment where employees are constantly anxious about making the smallest mistake.

And honestly, ang ironic lang na companies expect employees to show commitment, initiative, and dedication, pero nasaan yung consideration and respect in return? Gusto nila productive ka, responsive ka, mabilis ka, accurate ka, and always available ka, pero kapag employees na ang may concerns, parang ang arte or reklamo lang. They want people to act like they care about the company, but they forget that employees are human beings with limits, too.

At the end of the day, trabaho lang ’to. We can be professional, meet our responsibilities, and do our jobs properly without sacrificing our peace of mind just to satisfy management that keeps moving the goalpost. A paycheck is compensation for our work, not a license to treat employees however you want.

You cannot keep draining people, nitpicking every mistake, making them feel replaceable, and then expect them to stay motivated, loyal, and passionate about their jobs. Sometimes, the reason employees stop going above and beyond is because they’ve finally realized that no matter how much extra effort they give, it will never be enough for people who only know how to point out what’s wrong

Na relocate kasi kami and we were convinced to try for a few weeks yung new site before we decide kung mag reresign or hindi, so I did try pero nahirapan ako sa commute super. Especially with our current commute system sa Pinas tas nag taasan pa yung pamasahe.

And then, nagka family issue kasi kaya kailangan ko muna tumira sa bulacan while working sa qc for the meantime. Lalong humirap kasi 5 days a week, 8-10 hrs byahe balikan depende sa traffic at bilis maka sakay. To the point na nagkakasakit na ako regularly. Nalalate na ako araw araw ng 1-2 hrs almost everyday.

Kaya I decided na mag resign na kasi nakakahiya na sa manager ko, di narin okay sa health ko at bulsa ko sa pamasahe, at feel ko di ko rin na kaya mag adhere sa schedule ko dahil sa layo. Balak ko sana mag render ng 30 days pero sinabihan ako ng manager ko na baka yung tardiness ko yung reason kaya ako materminate.

Naisip ko na baka during my 30 days render, dahil sa lates ko baka materminate ako bigla which is bad sa employment record ko. So I'm deciding na mag immediate nalang. Pero sabi ng coworker ko na mattag ka daw na AWOL pag nag immediate ka kahit may reason ka naman.

Nag search ako sa google, legal daw yun. Totoo ba??

Hi need advise.

3mos palang ako dito bilang HR & Admin, pero nung inevaluate ako last week binigyan ako ng notice of non regularization.

Dedicated at hardworking ako sa trabaho. Ginagawa ko ng maayos at maaga ang mga trabaho ko na kahit hindi ko na trabaho ay ginagawa ko dahil 16 employees lang kami kaya wala masyado workload sa HR. Wala silang hr before and hindi nila alam ang tamang proseso, at di nila alam na mali na pala ginagawa nila. Hindi din pala dumaan sa evaluation ang mga employees nila bigla nalang naregular kasi natapos na ang probationary contract.

Kampante ako na okay ang evaluation ko kasi alam ko naman sa sarili ko na di ako nagkulang. Hindi naman ako magaling, pero kapag hindi ko alam nagreresearch ako or nagtatanong ako. Pero napansin ko kapag galit ang owner sa isang employee padalos sdalos sya kung ano ang naisipan nya na sanction yun na yon, so ako bilang hr, cinocorrect ko sya at sinasabi ko na hindi pwede ang ganto, kelangan dumaan sa due process. Wala akong supervisor, during my probationary walang nagtetrain sakin. 1 yr and half yr palang exp ko sa hr kaya nangangapa pa ko. So kung ano natutunan ko sa prev work ko inaapply ko dito. Pero nagulat ako nung discussion ng evaluation puro mali ko ang mga binanggit ng boss ko/owner, kahit simpleng bagay pinalaki nya at hinanapan nya ko ng rason para bigyan ako ng 2 out of 5 na rate. Grabe pang iinsulto sakin, wala ko narinig na positive, puro pang iinsulto at pagbaba ng dignidad ko. Below the belt na mga sinasabi nya. Hindi ko lang maintindihan, hindi naman sya lagi nasa office para malaman nya na poor ang performance ko. Kulang ang basis nya. Nagbased sya sa isang scenario lang na nagrecommend ako nung holiday last aug na i-offset para tuloy tuloy yung walang pasok tapos minasama na nya at loss of trust daw yun. Then narealize ko na parang hinahanaapn ako ng mali para matanggal ako. Power tripping ginagawa nya! At kung ano anong masasakit na salita pa.

Ngayon, binigyan ako ng notice of termination/non regularization and maximum of 30days nalang ako dito para makahanap daw ako ng malilipatan.

Ano ba pwede ko i ifile na case dito? Grabe sirang sira mental health ko sa kanila.

Need ko din po ng work bago matapos ang render ko dito, sobrang nakakapanghina andami kong bills and ako ang breadwinner sa family kaya walang wala akong savings. Gustong gusto ko magpahinga muna pero pano kami? Pano anak ko nagaaral pa. Kung pwede lang na magpahinga muna, grabe ang mental health ko, everyday umiiyak ako kinukwestyon ko sarili ko kung may nagawan ba kong mali para ganito mangyari sakin.

Congrats daw pero ilang linggo update after 3 weeks bigla sasabihin na may nakuha daw sila internal. Nagbigay ako ng details na sa kanila bigla babawiin.

Binigyan nila ako ng open roles at pinangako na wala na tech interview. Pero meron pa pala. Sayang oras nyo dito papaikutin lang kayo kaya wag na kayo mag aksaya ng panahon dito