Puwede nga bang maging rason ng pagkatanggal sa trabaho ang attitude problem?
Ayon sa isang desisyon ng Supreme Court, pwede.
Sa batas natin, limitado lang ang pinapayagang just causes for termination:
Ayon sa Article 297 ng Labor Code:
“Termination by Employer.— An employer may terminate an employment for any of the following causes:
- (a) Serious misconduct or willful disobedience by the employee of the lawful orders of his employer or representative in connection with his work;
- (b) Gross and habitual neglect by the employee of his duties;
- (c) Fraud or willful breach by the employee of the trust reposed in him by his employer or duly authorized representative;
- (d) Commission of a crime or offense by the employee against the person of his employer or any immediate member of his family or his duly authorized representatives; and
- (e) Other causes analogous to the foregoing.”
Wala nga sa listahan ang attitude problem.
Pero- ayon sa Supreme Court, pasok ito sa “other analogous causes,” o mga basehan o rasong katulad ng mga nakalista dito.
Ayon sa korte:
“An employee who cannot get along with his co-employees is detrimental to the company for he can upset and strain the working environment. Without the necessary teamwork and synergy, the organization cannot function well.
Thus, management has the prerogative to take the necessary action to correct the situation and protect its organization. When personal differences between employees and management affect the work environment, the peace of the company is affected.
Thus, an employee’s attitude problem is a valid ground for his termination. It is a situation analogous to loss of trust and confidence.”Supreme Court
Kung talagang nakaka-apekto sa work environment at sa pag-function ng opisina ang attitude ng empleyado, maaaring katanggap-tanggap at makatwirang basehan ito para sa pagtanggal sa kanya.
Pero- kahit pwede itong maging rason para sa pagtanggal, pinaalala rin ng korte ang requirements na dapat sundin ng employer sa anumang termination:
- Just cause must be duly proved; and
- Twin requirement of notice and hearing must be complied with
Una- dapat, mapatunayan ng employer with clear and convincing evidence na talagang may problema sa empleyadong nakaka-apekto sa trabaho;
At pangalawa- dapat sundin nito ang twin-notice requirement- termination- dapat, may 1st notice sa empleyadong tatanggalin na nagsasabi ng pagtanggal, may oportunidad ang empleyadong ipaliwanag ang kanyang panig, at dapat may 2nd notice kung sa kabila ng paliwanag ay nag-desisyon ang employer sa termination.
Kaya- pwedeng cause for termination ang attitude problem.
Pero- importanteng may sapat na patunay dito, at dapat sundin ang tamang proseso sa pag-terminate.