Sample Suspension Notice for AWOL in Filipino

Sample Suspension Notice for AWOL in Filipino

Suspension as penalty for administrative offenses may only be meted upon employee at the termination of the investigation or the final disposition of the case. (PAL vs. NLRC, G.R. No. 114307, July 8, 1998)

In the previous post, sample NTE for AWOL punishable with suspension, and the Sample Notice for Hearing/Conference for said offense, were provided as reference.

Get more sample disciplinary notices from HR Forms, Notices & Contracts Volume 2

Following the same procedural due process, below is the final notice to be given to put closure to this case.

The sample notice below is for suspension due to the said AWOL.

To:                  LAGINA LANGWALA
                        Encoder

From:             HR

Date:              _______________________

Subject:         SUSPENSION

            Ito ay may kinalaman sa iyong pagliban sa trabaho ng walang paalam. Lumalabas sa talaan (biometric/bundy clock record) ng kompanya na ikaw ay hindi pumasok sa trabaho kahapon, petsang _____________, 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. Ikaw ay binigyan ng pagkakataon na sagutin sa pamamagitan ng nakasulat na paliwanag ang nasabing insidente. Nagsumite ka rin ng iyong paliwanag.

Nagkaroon ng pagdinig tungkol dito noong _________________. Sa nasabing pagdinig hindi mo nabigyan ng sapat na paliwanag kung bakit ka lumiban ng walang paalam.

Ayon sa alituntunin ng kompanya ang lahat ng liliban sa trabaho ay dapat magpaalam dalawang (2) araw bago ang hindi pagpasok. Kung ang dahilan naman 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.

Sa record ng kompanya makailang beses mo nang nilabag ang patakaran tungkol sa maayos na pagpaalam bago lumiban sa trabaho. Kung kaya, matapos ang masusing pag-aaral sa kaso at sa mga ebidensyang nakalatag sa kaso, napagtanto ng pamunuan na may sapat na batayan upang ikaw ay patawan ng parusang pagkasuspinde (suspension) nang tatlong (3) araw epektibo ngayon.

Para sa iyong mahigpit na pagsunod.              

                                                                        ANNE GRAY BEERD
                                                                                    HR Manager

In case the employee failed to attend the hearing/conference, below is the sample notice of suspension stating such fact of failure:

To:                  LAGINA LANGWALA
                        Encoder

From:             HR

Date:              _______________________

Subject:         SUSPENSION

            Ito ay may kinalaman sa iyong pagliban sa trabaho ng walang paalam. Lumalabas sa talaan (biometric/bundy clock record) ng kompanya na ikaw ay hindi pumasok sa trabaho kahapon, petsang _____________, 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. Ikaw ay binigyan ng pagkakataon na sagutin sa pamamagitan ng nakasulat na paliwanag ang nasabing insidente. Nagsumite ka rin ng iyong paliwanag.

Nagkaroon ng pagdinig tungkol dito noong _________________. Subalit ikaw ay hindi dumalo kahit na naipadala sa iyo ang paanyaya o sulat na may impormasyon sa nasabing hearing.

Ayon sa alituntunin ng kompanya ang lahat ng liliban sa trabaho ay dapat magpaalam dalawang (2) araw bago ang hindi pagpasok. Kung ang dahilan naman 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.

Sa record ng kompanya makailang beses mo nang nilabag ang patakaran tungkol sa maayos na pagpaalam bago lumiban sa trabaho. Kung kaya, matapos ang masusing pag-aaral sa kaso at sa mga ebidensyang nakalatag sa kaso, napagtanto ng pamunuan na may sapat na batayan upang ikaw ay patawan ng parusang pagkasuspinde (suspension) nang tatlong (3) araw epektibo ngayon.

Para sa iyong mahigpit na pagsunod.                                                                       

                                                                        ANNE GRAY BEERD
                                                                                    HR Manager

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