AWOL Warning Notice As Penalty in Filipino
AWOL or Absence Without Official Leave is a form of neglect of duty. However, not all instances constituting neglect of duty warrants dismissal as a penalty.
Neglect of duty, to be a ground for dismissal under Article 297 [formerly Article 282] of the Labor Code, must be both gross and habitual. (Nissan Motor Phils., Inc. vs. Angelo, G.R. No. 164181, September 14, 2011, 657 SCRA 520, 530; Cavite Apparel, Inc. vs. Marquez, G.R. No. 172044 February 06, 2013)
Gross negligence implies want of care in the performance of one’s duties. Habitual neglect imparts repeated failure to perform one’s duties for a period of time, depending on the circumstances. (Valiao vs. Court of Appeals, 479 Phil. 459, 469 (2004), citing JGB & Associates, Inc. vs. NLRC, 324 Phil. 747, 754 (1996).)
Hence, AWOL is not the same as abandonment of work which is a “terminable” offense.
In the previous post, a sample notice to explain was provided for one day of AWOL. Since the sample case stated here involves just one (1) day of absence, the penalty should only be warning and not dismissal.
See more sample notices and contracts from the book HR Forms, Notices & Contracts Volume 1.
Since the penalty is just warning, there is no need to conduct administrative conference prior to imposition of the said penalty as the administrative hearing requirement applies only to cases where penalty imposed is dismissal (affecting security of tenure [Article 294 of the Labor Code]) or suspension.
Get an updated and re-numbered copy of the Labor Code 2018 Edition
Below is a sample Warning Notice in Filipino:
To: PELE G. INGWALA
Encoder
From: HR
Date: _______________________
Subject: BABALA (WARNING)
Ito ay may kinalaman sa sulat ng pamunuan sa iyo tungkol sa iyong hindi pagpasok sa trabaho nang walang paalam. Kung iyong matatandaan, ayon sa talaan (biometric/bundy clock record) ng kompanya ikaw ay hindi pumasok sa trabaho noong ika ____ ng Setyembre 20_____. Nang sinuri ang mga leave forms, wala kang naisumite na papel para sa iyong pagliban sa trabaho.
Binanggit din ng iyong department head na si ___________________ na ikaw ay walang tawag o text na ikaw ay hindi papasok sa trabaho.
Noong ika ___ ng Setyembre 20_____, ikaw ay binigyan ng Notice to Explain (NTE) upang ipaliwanag ang pangyayari at may direktibang dapat kang bumalik kaagad sa trabaho. Nagsumite ka ng sulat na iyong paliwanag sa mga nangyari. Ayon sa iyong sulat, kaya hindi ka nakapasok dahil sa sumakit ang iyong ngipin. Hindi ka rin nakatawag dahil wala kang load.
Ayon sa mga alituntunin ng kompanya kung ang dahilan ng pagliban ay biglaang mga pangyayari (medical emergency, calamity, fire, flood) dapat na tumawag sa opisina bago mag alas-dose ng unang araw ng pagliban. Ito ay hindi mo nagawa. Kahit sabihin pang wala kang load, maari mong pakisuyuan ang iyong kamag-anak o kaibigan na kontakin ang opisina.
Dahil dito, napagpasyahan ng pamunuan na walang sapat na dahilan upang ikaw ay lumiban sa trabaho ng walang paalam. Kung kaya ikaw ay pinapatawan ng parusang WARNING ayon sa Code of Conduct ng kompanya bilang babala. Kapag naulit pa ang ganitong paglabag o anumang paglabag na may kinalaman sa kapayabayaan, ito ay maaring mag-resulta sa mas mabigat na parusa.
Para sa iyong mahigpit na pagsunod.
ANNE GRAY BEERD
HR Manager
Cc: Department Head; 201 File; File
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