Apo Abogado,
Maysaak a Site Engineer iti maysa a kompania ti konstruksion. Adda pinirmaak a kontrata iti employer-ko a Probationary Employment Contract nga epektibo iti innem a bulan (6 months).
Kas maysa a Site Engineer, siak ti mangimaton ti project site aglalo kadagiti teknikal nga aspekto iti construction, mangmando kadagiti foreman ken trabahador, mangisagana wenno mangaramid kadagiti report, mangipanamnama a maipatungpal amin dagiti health and safety protocol, ken mangaramid ken mangyimplementar kadagiti iskediul dagiti maaramid iti construction site ken dadduma pay.
Sakbay a nangrugiak iti trabahok, inlawlawag kaniak ti employer-ko no ania dagiti probationary standards wenno dagiti legal a pagbatayan wenno kadawyan nga aramidek a kas maysa a probationary employee tapno agbalinak a regular nga empleado. Inakseptarko amin dagitoy babaen ti panangpirmak iti Probationary Employment Contract.
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Ngem kalpasan ti innem a bulan, nagtultuloyak latta iti trabahok nga awan man laeng ti ania man a pakaammo wenno abiso manipud iti employer-ko no ania ti status-ko kas koma no pimmasaak wenno saan a regular nga empleado kalpasan ti probationary employment-ko.
Ita, agsangapulon a bulanko ditoy kompaniami a kas Site Engineer ket agtultuloy latta nga ar-aramidek dagiti trabahok ken obligasionko a kas empleado.
Ngem ania kadin ti status-ko, Apo Abogado? Maysaak kadin a regular nga empleado? -- Carlos
Patgek a Carlos,
Umuna unay, maibatay iti paglintegantayo, makunak a maysakan a regular nga empleado. Malaksid no adda sabali a katulagan ti employer ken empleado wenno sabali a rason a legal, ti probationary period ti maysa nga empleado sakbay nga agbalin a regular nga empleado ket innem a bulan. No kalpasan dayta nga innem a bulan ket nagtultuloy a pinagtrabaho ti employer ti empleado nga awan man laeng ti ania man a pakaammo wenno abisona no ania ti status ti empleado a kas koma no pimmasa wenno saan a pimmasa a kas maysan a regular nga empleado kalpasan ti probationary employment-na, kayatna a sawen a dayta nga empleado ket maysan a regular nga empleado.
Kasta ti napasamak kenka, Carlos. Nalpasen ti probationary period-mo nga innem a bulan ket pinagtultuloynaka a pinagtrabaho iti employer-mo; kayatna ngarud a sawen a maysakan a regular nga empleado.
Laglagipem, Carlos, a ti rason ti innem a bulan a probationary period ket tapno makita wenno maamiris ti employer no kabaelan ti empleado ti trabahona wenno makapasa kadagiti standard wenno legal a pagbatayan tapno agbalin daytoy a regular nga empleado.
Saan laeng a ti kinalaing iti trabaho ti pagbatayan; mairaman pay ti kinagaget wenno kinapintas ti ugali ti maysa a probationary employee a mabalin nga ikonsiderar ti maysa nga employer tapno pagbalinenna ti maysa a probationary employee a kas regular nga empleado kalpasan ti probationary period. Kayatna a sawen, ti employer ket kitaen wenno rukodenna amin babaen ti panangobserbarna wenno panang-evaluate-na iti empleado no rumbeng wenno kabaelanna ti agbalin a regular employee. No saan a nakapasa ti maysa a probationary employee kadagitoy nga standard wenno legal a pagbatayan kalpasan ti innem a bulan a probationary period, pakaammuan ti employer a saan a pimmasa a kas regular nga empleado. No kastoy ti mapasamak, legal no kuan a maikkat ti maysa a probationary employee ta nalpasen ti probationary employment-na ken saan a pimmasa a kas regular nga empleado.
Laglagipem pay, Carlos, nga amang nga ad-adu dagiti benepisio ken maited a legal a proteksion iti maysa a regular nga empleado no maidilig iti probationary employee. Mairaman dagitoy kadagiti benepisio ti regular nga empleado: dakdakkel a sueldo, dakdakkel a 13th month pay ken bonus, vacation leave, sick leave, emergency leave, salary loan, rice allowance, transportation allowance, meal allowance, laundry allowance, Health Maintenance Organization (HMO), security of tenure, ken dadduma pay. Ngarud, tarigagayan la ketdi ti maysa a probationary employee a kas kenka ti agbalin a regular nga empleado.
No maipanggep iti probationary employment, kastoy man ti kuna ti Article 281 iti Labor Code of the Philippines:
Art. 281. Probationary employment. Probationary employment shall not exceed six (6) months from the date the employee started working, unless it is covered by an apprenticeship agreement stipulating a longer period. The services of an employee who has been engaged on a probationary basis may be terminated for a just cause or when he fails to qualify as a regular employee in accordance with reasonable standards made known by the employer to the employee at the time of his engagement. An employee who is allowed to work after a probationary period shall be considered a regular employee.
Ngarud, babaen ti Article 281 of the Labor Code of the Philippines, ti pagpatinggaan wenno kinaatiddog ti probationary employment ket innem a bulan a mangrugi a bilangen manipud iti petsa a nangrugi a nagtrabaho ti maysa nga empleado. No ti employment wenno panagtrabaho ket saan a naisardeng wenno na-terminate ti employer kalpasan ti innem a bulan a probationary employment, ti maysa nga empleado ket maikonsideran a kas regular nga empleado a kas iti napasamak kenka, Carlos.
Maysa pay, mainaig iti kasasaadmo ti maysa a legal a pagbatayan a maysakan a regular nga empleado ket isu ti mismo a posisionmo a kas Site Engineer ta konektado daytoy iti construction a negosio ti employer-mo. Naibagamon ti job description wenno dagiti ar-aramidem wenno obligasionmo a kas maysa Site Engineer ket dagitoy, importante wenno kasapulan iti negosio ti employer-mo. Manen, nagtultuloy a nagtrabahoka kalpasan ti innem a bulan a probationary employment-mo. Akseptaren man wenno saan ti employer-mo, maysakan a regular nga empleado, kas maibatay kadagiti nadakamat a paglintegan.
Dagiti sumaganad a desision ti Korte Suprema ket tratarenna met dagitoy naibagak kenka:
1. Test for regular employment
a. Reasonable connection
Under the definition, the primary standard that determines regular employment is the reasonable connection between the particular activity performed by the employee and the usual business or trade of the employer; the emphasis is on the necessity or desirability of the employee’s activity. Thus, when the employee performs activities considered necessary and desirable to the overall business scheme of the employer, the law regards the employee as regular. (Universal Robina Sugar Milling Corporation v. Acibo, G.R. No. 186439, 15 January 2019, emphasis supplied)
The connection can be determined by considering the nature of work performed and its relation to the scheme of the particular business or trade in its entirety. (Abasolo v. NLRC, La Union Tobacco Redrying Corporation, G.R. No. 118475, 29 November 2000)
b. Perform activities that are usually necessary or desirable
The standard, supplied by the law itself, is whether the work undertaken is necessary or desirable in the usual business or trade of the employer, a fact that can be assessed by looking into the nature of the services rendered and its relation to the general scheme under which the business or trade is pursued in the usual course. It is distinguished from a specific undertaking that is divorced from the normal activities required in carrying on the particular business or trade. (Basan v. Coca-Cola Bottlers Philippines, G.R. No. 174365-66, 04 February 2015, emphasis supplied).
Sapay koma ta nakatulongak kenka. –Apo Abogado
(Palagip: Kadagiti legal a saludsodyo, ag-e-mail-kayo ken ni Apo Abogado iti [email protected] wenno saan, mabalinyo nga ipatulod babaen ti koreo iti: Apo Abogado, Bannawag Magazine, Manila Bulletin Publishing Corp., Muralla cor. Recoletos Sts., Intramuros, Manila. Ilanad met iti suratyo ti adres ken numero ti selponyo. Saan a maipablaak ti pudno a nagan ti nagsurat malaksid no adda pammalubos daytoy.)
