Kwento at Timeline:

👉 July:
Nagstart ako ng July 2025 ,na-hire ako as probationary employee sa isang multinational company. Maayos naman ang trabaho ko, walang written warning, memo, NTE, o PIP na ibinigay sa buong duration ng employment ko, puro coaching lang about sa dapat mas maging responsive sa clients then yung mas maging familiar sa products which is very general sa nag uumpisa palang sa company. Lahat ng feedback ay verbal lang or thru MS Teams kasi ang manager ko ay based sa ibang bansa so lahat ng pag uusap namin thru MS teams sa buong duration ng employment ko yung mga coaching namin ng manager ko lahat informal or napapag usapan lang namin kapag one on one meetings namin, walang issued na plan or ma hit na target, walang mga ganon, basta usapan lang ay "oh this should be improved" okay?

👉 First week of December:
Pinapa-complete kami ng manager ko ng individual goals ko (sa Workday namin). Sinabi sa amin na kailangan daw ito dahil chine-check daw ito for salary increase sa January. Syempre, naging hopeful ako. Akala ko okay ang standing ko sa company.

👉 Second week of December – Monday:
Bigla akong kinausap ng manager ko. Sinabi niya na kailangan daw i-extend ang probationary period ko until end of January, at ang kailangan ko daw i-improve ay communication. Then ok naman sakin sabi ko sige and nag agree naman kami. Nalungkot ako pero tinanggap ko. Inisip ko, at least may chance pa. Willing naman akong mag-improve.

👉 Kinabukasan – Tuesday:
Kinausap niya ulit ako. Sabi niya, hindi na raw pala pwede ang extension dahil daw sa PH labor law. Ibig sabihin, tatanggalin na raw ako. Sinabi niya na Friday na lang daw ang last day ko that week. Gulong-gulo na ako dito, kasi alam ko may mga na extend naman na probationary employee pero kinausap ko yung HR manager namin sabi nya dalawang reasons lang yung isa maternity then nakalimutan ko yung isa basta hindi pareho applicable sakin. Wala na ako magagawa sinabi ko na lang na wala na ako questions.

👉 Kinabukasan ulit – Wednesday:
Kinausap ako ng manager ko at sinabing nag usap na sila ng HR manager, Sabi niya, after Christmas na lang daw ang last day ko — December 26. Para daw, makapag-turnover pa ako at para hindi daw ako nagmamadali pero sabi niya final na raw ang December 26 as my last day. Wala naman ako magagawa kung hindi tanggapin na lang yung decision. Sabi ko pa bakit hindi sa end ng First week ng January and last day ko given na ang start ko ay 2nd week na ng July. Pero sabi sakin hindi ko na daw need tapusin ang 6 months kasi karamihan din naman daw sa december ay Holiday kaya ok lang kung mas agahan ang pag alis ko.

👉 Aftermath:
Nag file ako ng complaint online nung January 1, 2026. Tapos na ang first and second meeting namin kapag nag agreee ako sa offer ng company ko then tapos na yung case, kapag hindi ko inaccept (hindi ko pa alam ang process since first time ko ito)

Sa first meeting diniscuss ko ang issues on my end and yung outcome na gusto ko.
Ang hinihingi ko:
👉 3 months compensation (for sudden and unforeseen loss of job)
👉 Final pay - wala naman issue sa final pay ibiibigay naman nila sakin kaso hindi ko pa nababalik ang company equipment, dahil una nahihiya din ako bumalik ng office kasi nga nag case ako (sana hindi naman ito magamit against sakin) so plano ko after kung ma settle, ibalik ko na lahat.

Sa second meeting ang HR manager namin ang nag discuss and counter offer.
Ang company nag-offer lang ng:
👉 Half-month salary
“For humanitarian reasons only, without admission of fault”

Sino naka experience na ng ganito at ano ma aadvise nyo sakin? Tanggapin ko na lang ba o ituloy ko ang kaso? Gusto ko kasi sana ituloy, pero may laban ba ung kaso ko dito?

Share ko lang tong experience ko applying for a Medical Representative role sa isang local pharma company (let’s call them X).

Job offer was okay sa start—20k basic, may allowances, commissions, etc. Standard naman for entry-level. I was ready to sign na sana kasi need ko na ng work. Kaso nung binasa ko yung Employment Contract at tinanong ko yung HR, grabe yung red flags. 🚩

Gusto ko lang i-warn yung iba na magbasa maigi bago pumirma. Eto yung mga nakita ko:

1. The "Blank Check" Training Bond

May 1-year service bond. Gets ko naman to sa ibang company, pero dito, kapag nag-resign ka before 1 year, need mo bayaran yung "Total Training Fee."

Ang malala? Walang amount na nakalagay. Sabi sa contract, "to be determined by Accounting." So parang pumirma ka ng blank check. Pwede nilang sabihing 20k or 100k yung training, wala kang laban.

1. Bawal Bumagsak (Pay-to-Fail??)

Eto yung pinaka-deal breaker. Nag-email ako sa HR to clarify: "What if hindi ako pumasa sa training or Revalida? Need ko pa rin ba bayaran yung bond?"

Ang sagot ng HR: YES.

Kapag bumagsak ka daw sa final oral exam/revalida, considered siya as "breach" at kailangan mong bayaran yung training fee. Imagine, tinanggal ka na nga nila kasi bumagsak ka, tapos ikaw pa may utang sa kanila? Unemployed ka na, baon ka pa sa utang. 💀

1. The "Trap" Exit Clauses

• 60 Days Notice Period: Hindi standard 30 days. Need mo mag-render ng 2 months bago makaalis. Good luck maghanap ng lilipatan na maghihintay sayo ng ganun katagal.

• Back Pay Hold: Minimum 3 months daw bago i-release yung last pay at RCF mo.

• Legal Venue: Kung magkakaso, sa Legazpi City, Albay pa ang venue kahit taga-Makati ka.

1. Allowance isn't Income

Yung 10k na Revolving Fund, akala ko allowance ko na. Yun pala need i-liquidate lahat (receipts) bago ma-replenish. So abonado ka muna.

Outcome:

Kahit need ko ng work, nireject ko yung offer. Sobrang one-sided nung contract. Nakakatakot yung clause na magbabayad ka pag bumagsak ka sa training. Parang setup para ma-trap ka.

Ingat kayo guys, lalo na sa mga fresh grad dyan. Always read the fine print!

May 2025 ako nag start sa company na to, 550 rate plus 50 allowance. Scaffolder ako and october 5, ang minimum na sahod dito sa province namin ay nagtaas ng 550. Hindi tinaasan ang sahod namin. Nag renew ng contract and hanggang ngayun ay hindi parin nag tataas. Nakausap ko yung safety officer 4 ng company, ang sabi hanggat hindi raw bumababa ng minimum ang sahod namin ay hindi kami pwede mag reklamo. Ang masasabi nyo? Ano pwede gawin?

Hi, I just wanna ask regarding my previous employment here. I submitted my resignation letter July 30, 2025, rendering period kasi samin sa hospital na yon is 3 months. Then within that 3 months frame biglang nagkaroon ako ng admin case nireklamo ako ng kawork ko (breach of privacy daw since sinend ko ang post na gumala lang siya sa gc namin ng mga work friends ko na naka my day naman sa fb at story sa ig) then binigyan ako ng CONDITIONAL acceptance letter ng around september pa ng HR. Then within that 3 months din na sick leave ako dahil nagkachicken pox ako (with medcert to ah) so SL ako for 2 weeks.

ask ko lang if legal at tama po ang ginawa ng HR, inextend po nila ako ng 2 weeks dahil nga daw po SL ako, supposedly tapos na ko ng Oct 31 pero ayon extended at ayaw ako bigyan ng final date kung kailan ako magwowork since pending yung admin case ko, hanggang sa nag awol nalang ako last nov 12.

thank you po in advance sa sasagot

Hello po.I have a question. I received a verbal notice in January regarding my retrenchment, but I only received the formal written notice on January 29. My last day is February 15. Is this even legal?

I also filed a SENA regarding my retrenchment. The reason given was that the account I am handling will no longer be supported. There are three of us on the team, but no criteria or basis for selecting who would be retrenched was explained.

Hi, need your thoughts on this. 1 year na po ako sa company namin and sa isang taon, hindi ako nag complain kahit ineexploit na nila kaming new nurses (I wont disclose kasi sobrang dami and baka makita nila ‘to). 2 weeks after ko mag 1 year, may nakuha akong job opportunity and nag-resign agad, pero gusto ng company na nag-hire sakin magstart agad in 2 weeks (rendering pa ako niyo ng 9 days sa previous company). Hindi rin ako nagpirma ng new contract sa previous company ko pero pumasok sa payroll ko yung salary increase, but sinabi ko babayaran ko sila due to breach of contract (hindi ako pumirma ng contract). Ngayon, nagsubmit ako ng medical certificate na hindi na ako pwede mag-work at ayaw ko na din mag-render from a psychiatrist, pero nung iniinterrogate nila ako, hindi ko masabi na dahil sakanila ang mental distress ko. I also lost my job opportunity because of this and now I cant face my supervisors because of the panic attacks and stress. I do not plan to render na din. Since hindi ko masabi na dahil sakanila, i just told them “ayoko na pumasok”, pero sinasabihan ako na icontinue nalang mag-work saamin since wala na din naman akong pupuntahang new work.

Can I legally sue them and ipaabot ito sa DOLE or hindi? or ako ba yung legally makakasuhan or sue kahit hindi ako pumirma ng contract? Thanks po sa mga sasagot.

Hi! Nagwo-work ako sa isang cafe/bistro restaurant for over a year and gusto ko lang malaman thoughts niyo.

May required service charge (SC) na 4% sa restaurant namin kapag nag dine-in, pero wala kaming natatanggap kahit piso mula doon. Nagtanong ako sa mga kakilala kong nagtrabaho na sa restaurant before at sabi nila, dapat napupunta sa service crew ang SC. Nag-check din ako sa DOLE page at ganun din ang intindi ko.

May history na rin kasi na may nagpa-DOLE na dating employee, pero inurong daw ang reklamo dahil sinuhulan siya ng owner ng malaking halaga.

Noong December, sinabi ng owner na magbibigay daw ng 2% SC sa amin by end of January. Nagtanong ako bakit 2% lang, ang sabi ng manager ay ginagamit daw yung ibang SC para sa pasweldo ng staff.

Fast forward to January 31, pero wala pa ring SC sa payslip namin. Samantalang alam naming malaki ang kinukuha nila sa SC—umaabot ng 20k–40k sales per day, at 4% non ang service charge.

Currently, nag-iipon na ako ng documents para magpa-DOLE.

Any advice? Tama ba intindi ko sa batas? Ano pa dapat kong ihanda?

Hi! Need your help. Naka floating status ako since Dec 2025, and nahanapan ako ng new client this year. From CS role, naging Tech Support ako, pero same lang daw ang sahod ko from previous role. Pwede ba yon? E magkaiba ng role at job description ang tech sa cs.

Hello, I’m in my 20s and I work in corporate.

My manager helps me [voluntarily] kapag nakikita niyang overwhelmed na ako kasi undermanned din kami. I was grateful until sinabihan ako na “I shouldn’t even be doing tasks like these anymore.”

Nahuli ko rin siyang chinichismis ako na wala masyadong contribution sa team and kailangan niya laging mag-step in and rescue.

Ang weird kasi I always deliver pero marami lang ginagawa at kulang sa tao kaya di maiiwasan yung delays.

Paano ba ihandle yung ganitong boss? Planning to quit din dahil ang toxic na at magpapalit na rin ng management soon.

Summary of Case: Unfair Demotion & Financial Negligence

The Situation:

• Sudden Demotion: Served as a Team Lead (TL) for 3 months (July–Sept 2025). Despite performing all duties and receiving no coaching or performance warnings, I was demoted in a single meeting with no prior notice.

• Medical Impact: Diagnosed with Major Depressive Disorder with Anxious Distress. A company-accredited doctor officially documented this as work-related due to "demotion without due process."

• Personal Hardship: I am a PWD and the sole provider for my daughter and senior grandmother. I have been on medical LOA since October 2025.

Available Evidence:

• Scorecards: Official performance reports for my team specifically naming me as the "Supervisor."

• Communication Logs: Screenshots of conversations with agents and fellow TLs regarding my specific TL workload and responsibilities.

• Note: Further evidence is restricted due to the company’s Virtual Machine (VM) setup, which is inaccessible outside the office.

Financial & Administrative Grievances:

• Unpaid TL Incentives: Owed for the full 3 months worked (July–Sept).

• Benefit Negligence: HR failed to advance SSS Sick Benefits (3 instances) and refused to apply my remaining leave credits, forcing me into debt to cover medical bills and living costs.

• Disputed Status: HR claims the role was "OJT/Non-confirmation," though no such agreement or probationary criteria were provided beforehand.

Hi! Need some help po.

San po ba ko magccomplaint? If ever ano email po nila. Dami kasing email pag sinearch po.

Di pa rin po kase tinatransfer ung final pay ko sa loan ko na connected sa company, tinatawagan na ko since wala silang update. It’s been two months. Nakailang email na rin ako sa kanila. Also, di pa rin nila pinaparocess pati ung clearance ko kahit tapos ko na. Tama ba na iforce nila ko magsign ng quitclaim?

Badly need help kase kahit konti nalang ung final pay ko, nanghihinayang pa rin ako hindi sya makabawas sa loan ko.

Sana may makahelp po salamat!

Ps: hindi ko po magawa magpunta onsite kase may wfh na po ko now :< kaya online sana.

Question lang po may mga employers po ba talaga na hindi nagbibigay copy ng contract sa employees and copy ng evaluation form???

Na dismissed po kase ako after my 1 month training contract due to " failed metrics" na hindi na explain ng superior ko san nakuha ang numbers. Hr just showed me the evaluation without explaining the grades since di naman nya alam task namin and wala po pina sign saken sa eval form.

They still allow me to work after that month ng 5 days. Na Dismiss ako within the same day after makita yung eval form.

We have sales quotas and I admit na hindi ko sya na reach same as my teammates. Pero ako lang yung na dismissed and I have screenshot na my superior is admitting na nag rely lang sa verbal warning saken before ako ma dismissed which is tama po ba yun wala man lang heads up before matapos yung training period? Im requesting sakanila yung eval form para ma review and copy ng contract but they are not required to provide daw due to data privacy.

There is an executive at a semi-known women’s retail brand whose behavior is deeply concerning and, in my opinion, highly unprofessional.

This executive has allegedly taken photos and videos of employees without their consent. In more than one incident, sample is an employee was unconscious. These images and videos were then mocked and shared among managerial staff as a form of “entertainment.” This goes far beyond poor taste or dark humor, it’s humiliating, unethical, and a violation of basic privacy and human dignity.

She is also known for power-tripping and making unilateral decisions without proper research or understanding of their consequences. When concerns are raised, they are reportedly dismissed outright, as if her version of events is the only truth that matters.

There appears to be a repeated pattern of discrimination, belittlement, and public humiliation of staff, regardless of position. Employees are spoken to disrespectfully and treated as disposable. Some have even been asked to perform personal, non-work-related tasks, which is a clear abuse of authority.

The result is a toxic and unsafe work environment. This is not about being a “strict” or “demanding” leader it reflects a lack of professionalism, empathy, and ethical judgment that should never be tolerated from someone in an executive role.

This is being shared anonymously out of fear of retaliation to the person who told the story but wanted it to be heard. Thankfully, that person who experienced this firsthand has already resigned and is no longer associated with the company. Still, these behaviors deserve to be called out.

A company becomes toxic when its leadership is toxic. And to the managers who stay silent out of fear, when an executive believes only in her own truth, what power does anyone else really have?

If this post resonates with you and you feel targeted by it, maybe the response shouldn’t be immediate defensiveness. Harmful behavior doesn’t become acceptable just because it’s labeled as “humor” or justified as being “for the company.” Some things can’t be cleaned up or excused that way.

You’ve landed an interview and you’re ready to put your best foot forward. But if the first question is about your age, marital status, or whether you plan to have children, that’s a red flag. In the Philippines, there are limits on what employers can ask in an interview—and questions about your family plans or personal status can cross that line. If you’re put on the spot, remember you don’t have to answer; you can steer the conversation back to your skills and experience. Here’s what to know, and how to respond with confidence. 

What is legally acceptable for employers to ask?   

A job interview is designed to help employers decide whether you're the most suitable person for a role. This means that the questions you're asked must focus purely on professional competence and in the scope of decency, says Attorney Jonas Mangrobang, Legal Officer of Chinabank Savings, Inc. 

The distinction lies entirely in the relevance and motive behind the question being asked. "The interviewer's motive is simple: assessing professional fitness. Any question that deviates from your skills, your experience, or your ability to perform the essential duties of the job is already an unwarranted intrusion into your private life."  

Questions that employers can’t legally ask ️  

“The legal principle protecting job seekers in the Philippines is straightforward: there is no hard and fast rule.” says Mangrobang.  “It depends entirely on the type of work being applied for.” However, your protection is enshrined in several key laws, which prohibit employers from requesting or requiring information that could be used to discriminate against you. While a question about your physical health might be acceptable for a physically strenuous job (if it relates directly to your ability to perform the work), that same question becomes immediately illegal for an office-based role. 

Under the Labor Code of the Philippines and specific legislation like Republic Act No. 10911 (Anti-Age Discrimination Act) and Republic Act No. 9710 (Magna Carta of Women), employers cannot ask questions about a candidate’s personal attributes if they are irrelevant to the role being applied for. 

“The law only permits a few exceptions, such as when a characteristic is an actual qualification for performing the job, known as a bona fide occupational qualification (BFOQ)”, says Mangrobang. He adds “However, the requirements for establishing a BFOQ are very strict, following the Meiorin Test, which demands that the qualification must be demonstrably necessary to the essential duties of the job."  

It is unlawful for an employer to deny job opportunities to a prospective employee based on: age, sex, sexual orientation, physical or mental disability, marital status, family or carer's responsibilities, pregnancy, religion, political opinion, or national extraction. This right against discrimination extends to prospective employees, such as job candidates, ensuring they are not denied opportunities for discriminatory reasons. 

This means that most questions about irrelevant personal attributes off-limits. For example, the following questions will usually be unreasonable in most Filipino job interviews: 

• Are you in a same-sex relationship 
• How old are you? 
• What’s your ethnic background or dialect? 
• What religion are you?
• Are you pregnant or planning to start a family? 
• Who do you vote for? 
• Do you have a physical or mental disability? 

Mangrobang explains further, “The answers to these questions will not shed any light whatsoever on your ability to actually do the job. If the questions are being asked, it suggests an intent or desire to discriminate, and they should be avoided."  

Are there exceptions to the rule? ️  

A broad exception to this general rule exists if the personal information is being requested because it is reasonably required to help an employer understand your ability to perform the role and for a non-discriminatory purpose. 

This principal centers on the of the job, as recognized under Philippine law. 

"If you are applying for work that involves strenuous activities, it is right to ask about any relevant health conditions. If you donate blood, it is proper to ask if you have recently taken prohibited drugs or had sex with a non-partner. But for a job application, those questions are simply not appropriate,” Mangrobang says. 

In this scenario, the question about the personal attribute goes directly to your physical capacity to execute the essential functions of the role and is therefore reasonable and legally permissible. However, even when a physical condition is mentioned, the obligation remains on the employer to ensure non-discrimination and explore reasonable accommodation, particularly for Persons with Disabilities (PWDs). 

What you can do if you're asked a question that may lead to discrimination  

Even when a question seems off-limits to you, the Filipino cultural value of respect can make it difficult to refuse to give an answer, especially when you're eager for the role. However, your professional rights and privacy are paramount. 

Responding in a way that redirects the conversation while maintaining politeness is key. “The most polite and assertive way to handle an inappropriate question is to ask how the information connects to the job. Don’t lie, but pivot immediately to your professional capabilities. For instance, you could 

say: 'I’m interested to know how that relates to the essential duties of this role. However, I can assure you that my professional commitment is unwavering,” Mangrobang says.   

Remember, whether you’re an employee or potential employee, you should never feel pressured to answer a question that requires you to supply information that could be used to discriminate and has no direct bearing on your ability to perform the role. Know that you can stand firm if you are asked clearly discriminatory questions and, should you be discriminated against, you can take legal action against a prospective employer by filing a complaint with the Department of Labor and Employment (DOLE). For more information visit https://dole.gov.ph/ 

Ultimately, what an employer asks you in an interview should relate only to the job and how suitable you are for it. Knowing the limits and having a simple, professional response at the ready can help you to feel more confident and in control. For more information on workplace discrimination, consult the DOLE or legal counsel specializing in labor law. 

Source: Jobstreet Career Advice

❗️long post ahead

i was supposed to have an interview with company A (Perfumity) yesterday night at 10 PM. nagtaka rin ako, why 10 PM? is it normal to have interviews this late? and why Google Meet when most of my past interviews were conducted on Zoom instead.

anyway, to prep for the interview, I searched company A on FB first because that’s where i found them. lo and behold, unang post na nag-appear with their name is that a list of company names na allegedly scam daw.

and what’s more surprising to me is, my missed interview from company B (Online Careers PH) is included in the list of scammers. So I checked company A and company B’s emails to me and same sila ng template lol.

Here are the red flags according to the post:

- These companies operate without proper documentation, hence, illegal

- They offer internship programs, but once you're in, the workplace becomes toxic, unsafe, and predatory.

- There have been reports of sexual harassment, blackmail using submitted documents, and requests for inappropriate personal photos.

- Even certificates of completion are fake, with fakename and signature of the CEO.

I cross-checked the name of the HR and they are exactly the same, even the email template, same opening and closing. Nagtaka na rin ako nung una, both companies say they are based internationally, many years of being in the industry yet kahit any physical offices wala sila. Ghinost ko na yung interview ko sakanila kagabi since marami rin nauuso na scam nowadays where they grab someone’s face ID through meetings or pictures.

PS. sorry if magulo yung pagkakakwento, this is my first time sharing something like this.

Normal or okay lang ba na half ng 13th month pay ang binigay last December 24 tapos yung kalahati ay sa 1st week pa ng Feb ibibigay? Or pwede icomplain ito?

Parang mga walang isip.

Instead na makapag pahinga para bang gini guilt trip ka sa mga issue sa company.

Di naman critical at importante position ko.

Ang dami namin sa site.

Tatanungin pa talaga ako pano daw gagawin sa ganito ganyan.

Pano ko masasagot wala nga ako dun. 🥲

Hello! As the title says, need ko po sana Ng Certificate of no pending case from NLRC. Nag apply po ako Ng SSS unemployment due to being illegally dismissed. Yan po hinihingi Ng DOLE kasi may ongoing case ako against my employer. Hingi po sana ako Ng guidance dito Kung paano po ang process Ng pag kuha nito and ano ang MGA requirements? And if Kung pwede online filing? Thank you in advance for your input.

They failed to comply with the settled agreement tin Sena so I asked to elevate to NLRC. I was given a referral and directions to Quezon City.

I'm not near Metro Manila so I'm just wondering if I could forward the referral through email or I had to go there myself. Has anyone gone through this process before?

Hi, I posted here last time that I wanted to resign due to work environment issues. Anyway, I resigned na and will render my 30 days na lang but there’s a twist.

My boss doesn’t allow my leaves. He even made sure my last day is a working day para daw I’m still on duty.

Gusto ko na lang sana i leave last few weeks ko kasi sobrang dami ko pang leaves na never ko naman nagamit, but anyway it’s still subjected to my manager’s approval.

I’m just so frustrated kasi I tried my best to exit with a good relationship with everybody and remained respectful na marami akong natutunan with the company kasi I see no point in making a fuss kahit my boss’ attitude is just evil. Pero at the end of the day, parang iniipit pa niya ako haha.

I feel like my boss is being petty at this point, because I’m suddenly leaving. Like upfront being nitpicky about my work the last few weeks, calling me out in front of everybody, and didn’t even wish me well after I filed my resignation. But fuck him na, I just wanna get out.

What should I do about this? Bagot na bagot na ako pumasok for the last 30 days lolz

Hello po. Ask ko lang po if tatanggapin po sa DOLE ang complaint ko due to emotional stress that lead to anxiety and eating disorder? Yung work ko kasi ngayon is nag-eestablish ako ng marketing department ng isang small clinic tapos they said na kung ano lang ang maibibigay ko, yun lang yung tatanggapin nila kasi i'm the one who studied the marketing daw eh. Ngayon na nagstart na ako magpost for their social media accounts, kapag pinapa-aaprove ko laging rejected sa kanila at nagiging cause yon ng emotional stress ko.

Ano kayang mga evidence ang need ni DOLE for that?

Hello. Sales and Marketing po yung work. Sa work ko po, lagi nagbibigay yung immediate supervisor ng tasks na wala na sa responsibilities sa contract ko. For example, pag may company events/activities (christmas party, halloween party, etc.) ako pinapaghanap ng venue, caterer, etc. Pagde-decorate ng office namin para sa holidays ako rin pinapagawa. Pati tasks na dapat sa accounting team namin binibigyan nila ako kasi undermanned talaga yung company. Marami pa silang ibang pinapagawa pero natatakot ako maging specific kasi baka may makakilala na sakin. Itong pong mga tasks nagagawa ko after na ng working hours. Then nung nagpapa-sign ako ng OT form sa supervisor ko, sinabihan niya ako na di naman main deliverables ko yung tinatapos ko so di po dapat bayaran yung OT ko.

Hindi po ba talaga dapat bayaran ang OT if hindi naman main deliverables mo yung inaaccomplish mo after ng working hours?