Probationary Employees Who Failed To Perform May Be Extended Upon Mutual Agreement; Sample Notice Of Extension In Filipino

Probationary Employees Who Failed To Perform May Be Extended Upon Mutual Agreement; Sample Notice Of Extension In Filipino

Probationary employees refer to those who undergo a trial period. Art. 296 [formerly Art. 281] of the Labor Code provides that 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 Labor Code of the Philippines 2018 Edition (re-numbered and updated)

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.

The 6-month period is critical because the law operates to make the employee automatically regular when that period arrives and the employee is still connected with the company. The period of six months is the general rule. This can be extended according to the Supreme Court (SC).

In the case of Mariwasa Manufacturing, Inc. vs. Dazo (G.R. No. 74246 January 26, 1989), the SC held that an extension may lawfully be covenanted, notwithstanding the seemingly restrictive language of the cited provision. Citing Buiser vs. Leogardo, Jr, the SC ratiocinated that the Court recognized agreements stipulating longer probationary periods as constituting lawful exceptions to the statutory prescription limiting such periods to six months, when it upheld as valid an employment contract between an employer and two of its employees that provided for an eighteen-month probation period.

The employee should be informed of his failure to perform. The extension may be communicated as a form of humanitarian consideration considering the difficulty of getting an employment.

Below is a sample Notice of Extension of Probationary Status in Filipino:

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Human Resource Forms Contract and Notices by Atty Elvin B VillanuevaTo:                  DINA K. APURMA
                        Probationary Clerk

From:             HR Manager

Date:              ________________________

Subject:         NOTICE OF EXTENSION OF PROBATIONARY STATUS
                        (ABISO SA PAGPAPALAWIG NG PROBATIONARY STATUS)

            Ito ay tungkol sa iyong estado na isang Probationary Employee na kung saan unang nabanggit sa iyo na sa loob ng anim (6) na buwan ikaw ay sasailalim sa isang trial period o susubukin ang iyong kapasidad.

             Binanggit din sa iyo noong ikaw ay nagsimula na ikaw ay sasailalim sa performance evaluation o pagsukat sa iyong kakayahan na maaring buwanan o sa anumang maaring maging karapat-dapat na panahon. Ang mga batayan ng iyong performance evaluation ay ang sumusunod:

    • (Resulta ng trabaho)                                                                                                 30%
    • Pagpasok ng maaga at pagsunod sa oras at araw ng trabaho                      20%
    • Mga pag-uugali sa trabaho                                                                                     20%
    • Pakikipagtulungan sa ibang Empleyado                                                             20%
    • Pagkukusa                                                                                                                    10%

            Sa unang buwan ng iyong pagiging pansamantalang empleyado, ikaw ay hindi pumasa. Ganun din ang nangyari sumunod na buwan hanggang sa ngayon, na panlimang (5) buwan. Nabanggit sa iyo na dapat ang iyong iskor o rating ay hindi bababa sa 75% dahil ang ibig sabihin nito ay bagsak.

            Ayon sa record ng kumpanya, ang mga naging rating mo ay ang sumusunod:

Month No.                  Month                         Rating                     Remarks

1                                  January                     65%                            Fail

2                                  February                   70%                            Fail

3                                  March                         71%                            Fail

4                                  April                            72%                            Fail

5                                  May                             73%                            Fail

            Dahil sa mga nabanggit, ikaw ay maari nang tanggalin sa trabaho dahil sa hindi pagpapsa sa mga pamantayan para maging isang regular o permanenteng empleyado. Subalit, ang kumpanya ay handang magbigay sa iyo ng pagkakataon para patunayan ang iyong kakayahan. Kung ikaw ay papayag ikaw ay sasailalim sa extension of probationary status o pagpapalawig ng iyong probationary period na tatlong buwan pa mula sa pagtatapos ng iyong ika-anim na buwan.

            Kung ikaw ay sang-ayon, maari mong pirmahan ang pagsang-ayon sa ibaba nito at ang kontratang nakalakip para rito. Kung hindi ka naman sang-ayon paki pirmahan din ang hindi pagsang-ayon sa ibaba nito. 

                                                                        Very truly yours,

                                                                         Maria Sucatin
                                                                        HR Manager

Sang-ayon ako sa Extension                    Hindi ako Sang-ayon sa Extension 

_______________________                  _________________________

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