BPO Campaign Pull-Out: Redundancy vs Floating Status Rules (PH)
What a BPO employer can lawfully do with agents after a campaign or account pull-out: floating status within six months, or redundancy with notice and separation pay.
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BPO Agent No Call, No Show (AWOL): Employer Rules in the Philippines
A BPO agent who goes no call, no show has not automatically resigned. Here is the abandonment test, the WFM and return-to-work evidence HR needs, and the twin-notice steps before dismissing an AWOL agent.
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How to Terminate a BPO Agent for Chronic Tardiness in the Philippines
Repeated late logins can justify dismissing a BPO or call center agent only when the tardiness is gross and habitual. Here is the WFM evidence to keep, the pay rules on late logins, and the twin-notice steps HR must follow.
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Work-From-Home Injury Claims in the Philippines: ECC Coverage, Evidence and Process
Can a work-from-home injury qualify for Employees’ Compensation in the Philippines? Review ECC coverage, work connection, evidence, claim steps and employer duties.
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Can an Employer Require You to Return to the Office in the Philippines?
Can an employer require employees to return to the office in the Philippines? Review RA 11165, telecommuting agreements, management prerogative, employee rights, evidence and next steps.
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Company Clearance in the Philippines: What Employers Can Require Before Releasing Final Pay
What can a Philippine employer actually require during company clearance before releasing final pay — and where does the law draw the line? This guide covers the 30-day final pay rule, lawful wage deductions, and the Supreme Court’s Milan v. NLRC ruling.
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Lunch Break Rules in the Philippines: Is the 1-Hour Break Paid?
Philippine law requires a 60-minute meal break that is generally unpaid, but only if the employee is completely free from duty. Learn the legal test, the narrow 20-minute shortening exception, and the Supreme Court cases on interrupted or on-call breaks.
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Floating Status in the Philippines: 6-Month Rule, Pay and Constructive Dismissal
Floating status lets a security agency keep an employee on the books without pay while waiting for a new client assignment — but only for a maximum of six months. This guide covers the Article 301 legal basis, the Supreme Court’s six-month rule and burden of proof, red flags for abuse, and what happens once floating status ripens into constructive dismissal.
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Can Your Employer Require or Ban ChatGPT at Work? AI Tool-Use Policies in the Philippines
Yes. A Philippine employer may generally require, restrict, or ban the use of ChatGPT and similar generative AI tools at work, and may discipline an employee who violates that policy, because setting workplace tools and rules is part of management prerogative. This power is not absolute: the policy must be lawful, reasonable, made known to…
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Can an Algorithm Legally Fire You? AI in Hiring, Scoring, and Termination Under PH Law
Yes — but only within the same legal framework that governs a decision made by a human manager. Philippine law does not treat AI scoring, screening, or termination-flagging tools as a separate legal category. If an algorithm’s output leads to hiring rejection or dismissal, the employer must still show a valid just or authorized cause…
