Our company issued a memo about the mandatory overtime that will be implemented for the rest of the year.
Context: Permanent WFH employee ako, based in Canada yung company pero may office dito sa Manila. Nagbigay sila ng memorandum about sa mandatory OT and we are expected to follow it, otherwise possible na ma-sanction kami. According to them, nag consult daw sila sa lawyers para ma-make sure na nasunod pa rin daw sa labor code yung policy nila.
Here are some of the terms ng mandatory OT
- may minimum number of hours per week ang need namin na i-overtime.
- management ang magbibigay ng schedule kung kelan kami mag OOT
- on top of the minimum OT per week, possible pa daw na magpa render ng work during rest day. Meaning, instead of 5 days a week ang pasok, magiging 6 days, then yung 6th day considered OT.
- it is a must na pasukan yung scheduled OT, otherwise, ma-sanction kami according to attendance policy.
- meaning pwede kami mag tag sa tardiness pag di napasukan yung OT
- if ever na di mapapasukan yung OT, we need to provide an acceptable reason together with proper documents, e.g. health issue needs med cert.
- these will be implemented for the rest of the year.
The thing is main reason bakit need namin mag OT is kulang talaga sa tao, maraming nag resign/nawala pero di naman nag hiring kaya ngayon tambak kami sa workload at yun yung dinadahilan nila.
So the question is, sumusunod nga ba talaga sila sa batas cos i feel like ang sketchy ng mga terms nila.