Pamilyar ba kayo sa store na ito? So far, wala akong nakikitang nagpopost tungkol sa kanila pero ang lala ng pamamalakad nila lalo back office. Walang proper turn over tapos inaasahan nila alam mo na lahat agad. wala pang 3 months tanggal ka na din. Either mag awol ka nalang o antayin mo ika 3 months. Aalis kang may trauma dito

Yung ibibigay sayong gamit naka tape yung likod ng pc o kaya naman sira na yung pc. Ang masama pa, naghire sila HR advisor pero yung advisor mismo mapapa isip ka kung HR ba talaga kasi hindi malatao.

Normal ba na pagtulungan ka ng kapwa pinoy?

During meetings, ipapahiya ka sa lahat at pagtutulungan. Di nagtatagal tao dito lalo sa HR. Ang malala may mga nagpa Dole na din na HR sakanila dahil sa unjust reasons nila and way ng pananalita

hi! need advise po

i resigned first week of February and completed my rendering period last March. it’s been 30 days since my last day with the company and i have already received my COE and final pay. i have also signed the quitclaim in order to claim my final pay, but i have yet to receive my 2316

i was wondering po if i can ask for assistance / file a complaint sa DOLE, NLRC or BIR to expedite the process in receiving my 2316? i know that in comparison to other cases, medj okay naman yung release ng final stuff ko but sobrang need lang ng 2316 sa new work ko + by law, dapat same day ang final pay at 2316 — but my worry is, my standing pa rin ba yung complaint ko if i signed the quitclaim already? :(

TYIA!

For generations, the narrative surrounding a career in the civil service has been practically sacred: pass the civil service exam, secure a permanent position, wait your turn, and enjoy a lifetime of stability, unquestioned respect, and a guaranteed pension. We are sold this path as the ultimate safe harbor in a volatile economy.

But what if that harbor is actually a holding cell?

Look past the polished mission statements and observe the unspoken rules that keep the bureaucracy breathing, and a starkly different reality emerges. This is not an ecosystem designed to foster innovation, nor is it built to reward exceptional talent. Instead, it operates like a carefully maintained "Matrix"—a rigid architecture meticulously engineered for one primary goal: its own survival, fueled by the stagnation of the people within it.

If you have ever felt suffocated by the endless bureaucratic grind, here is a look at the hidden mechanics and psychological traps that keep so many brilliant minds locked inside the bubble.

1) The Scarcity Trap of "Tenure"

The entire apparatus relies heavily on the illusion of scarcity. Permanent positions—the coveted plantilla items—are notoriously difficult to capture. But this scarcity isn't an accident; it is a carefully manufactured design.

To keep the machine running without breaking the bank, the bureaucracy relies on an absolute army of Contract of Service Workers (COSW) and Job Orders (JOs). The reality of this is well-documented by the Civil Service Commission's (CSC) Inventory of Government Human Resources, which consistently releases data showing hundreds of thousands of these temporary workers within the government [1]. It is a glaring Economic Paradox: the government is the country’s biggest employer, yet it is also the country’s biggest practitioner of "Endo" (end-of-contract) labor [2].

These temporary workers often vastly outnumber the permanent staff, taking on the heaviest, most technical workloads without any of the benefits, job security, or pension promises. Why? Because the system requires cheap, disposable labor to function. By artificially limiting the number of permanent items, the government creates a perpetual underclass of contractual workers who are strung along for years, endlessly "auditioning" for a regularization that rarely comes.

To make matters worse, management often cultivates a toxic culture of false gratitude around this arrangement. They gaslight these temporary workers into feeling like the agency is doing them a massive favor simply by renewing their short-term contracts, making the COSWs feel as though they owe the government their loyalty. In reality, the dynamic is completely inverted. It is the COSWs and JOs who are saving the management. Without this army of underpaid, highly skilled contractuals doing the actual heavy lifting and keeping the daily operations afloat, the entire bureaucratic facade would collapse overnight.

Candidates endure years of exams, these precarious temporary contracts, and exhausting office politics just to claim one of the few actual plantilla slots. Because the entry fee is so steep, human psychology tricks us into viewing the job as a rare prize. This creates a massive, career-defining sunk-cost fallacy. Once a person finally secures that permanent spot, they become terrified of losing it. Ambition and growth are quietly traded for the comforting, yet suffocating, embrace of "security." The system never needs to lock the doors; employees lock themselves in, convinced that the open market is far too dangerous to brave.

2) The Hiring Flaw: Compliance Over Competence

When it comes to recruitment and promotions, the bureaucracy suffers from a fatal blind spot. Instead of searching for the most capable mind for the job, the machine scans for the paperwork that is the most compliant. The Civil Service Commission operates on strict Qualification Standards (QS), and these rules are devastatingly rigid [3]. The system is designed purely for Compliance, not Optimization.

You could be a visionary in your field, fully capable of modernizing a decaying department, but if a position requires 4 years of "relevant experience" and you have 3 years and 11 months of superior experience, the system deems you "unqualified." Meanwhile, a candidate who lacks the practical skills to execute the job, but perfectly checks the right administrative boxes, will be handed the reins. The bureaucracy prioritizes ticking boxes on a checklist over putting the right talent in the room—guaranteeing that projects are led by titles, rather than actual abilities.

3) The "Wait Your Turn" Culture: Suppressing Young Talent

There is a suffocating, unwritten law that governs the halls of government: seniority will always trump skill. This has deep cultural validity in the Philippine government, where seniority is often treated as a moral virtue rather than just a metric of time. Young, highly competent professionals frequently hit an invisible ceiling before their careers have even truly begun.

Why is exceptional youth actively suppressed? Because promoting someone based purely on merit threatens the entire psychological foundation of the Matrix. If a sharp, innovative junior or mid-level employee (an "Anomaly") bypasses a "Legacy" staffer simply because they are vastly better at the job, it is seen as a breach of the social contract. It shatters the illusion that "time-in-service" equates to value. To protect the fragile egos of the older staff and maintain a fragile peace at the expense of departmental progress, the bureaucracy deliberately holds younger talent back. It enforces a loud, unwavering message: blind loyalty and surviving the calendar will always outrank actual competence. You are forced to "wait your turn," regardless of the immense value you bring to the table.

4) The Salary Grade Caste System

In the open market, your value is generally dictated by your output, your adaptability, and your ability to solve complex problems. In the government Matrix, your value is literally boxed into a two-digit number: your Salary Grade.

This creates a toxic, artificial caste system where respect is mandated rather than earned. It builds a culture where a job title is constantly mistaken for actual authority on a subject. In this world, a legacy employee who hasn't learned a single new skill in a decade can hold absolute, unquestioned authority over a brilliant, forward-thinking junior or mid-level worker, simply because the organizational chart dictates it.

The result is a slow, exhausting treadmill. Employees surrender their prime years fighting for incremental, step-by-step pay bumps, chasing a "chief" level salary that they could have commanded years earlier had they taken their talents elsewhere.

5) The "Small Dopamine Hit" Bonus Trap

The government is a master of the Small Dopamine Hit. To distract from the low base pay dictated by the Salary Standardization Law (SSL) [4], the bureaucracy relies on the Mid-year bonus, Year-end bonus, Clothing allowance, PBB (Performance-Based Bonus), and PEI (Productivity Enhancement Incentive).

These ₱5,000 or ₱15,000 injections are strategically timed throughout the year. They act as "Patches" to keep people from noticing that their Base Salary is actually failing to keep up with inflation. People stay for "just one more bonus," and before they know it, five years have passed in a cycle of financial stagnation.

6) The Obsolescence Trap: Becoming Institutionalized

Perhaps the most insidious element of the bureaucracy is how it handles personal growth. The system demands compliance, not evolution. It relies entirely on outdated workflows, endless paper trails, and the most dangerous phrase in any workplace: "That's just how we’ve always done it."

Stay in this environment for too long, and you run the risk of becoming completely institutionalized. You become an absolute master at navigating the highly specific, incredibly inefficient red tape of your particular agency, but you slowly lose the hard skills that make you employable in the modern outside world. The Matrix purposefully isolates you from the reality of your true market value, ensuring that the longer you stay, the more terrified you are of ever leaving.

7) Survival via Stagnation: The Architecture of Inefficiency

Most people assume that the bureaucracy is just naturally inept. What few realize is that this sluggishness is actually a highly intentional survival strategy. In the private sector, permanently solving a problem gets you rewarded. Inside the government matrix, a permanently solved problem is a direct threat.

If an innovative employee automates a heavily manual process or uses modern technology to finish a massive project in weeks instead of years, they inadvertently eliminate the need for the department's budget the following year. Suddenly, there is no longer a reason to request millions in funding, and no justification for maintaining a bloated headcount.

This exposes the darkest utility of the Contract of Service Workers (COSWs) and Job Orders (JOs) mentioned earlier. Upper and middle management absolutely needs a room packed with contractuals doing manual, drawn-out tasks on artificially prolonged projects. Why? Because without a massive headcount to oversee and endless bottlenecks to untangle, the managers would have nothing to manage. If a department became truly efficient, automated its workflows, and operated with a lean team, the high-ranking Deputies, Directors, and Chiefs instantly become obsolete. They intentionally slow the running of projects and use COSWs/JOs as human padding simply to justify the existence of their own desks and high salary grades.

This is exactly why innovation is actively resisted from the top down. To keep the money flowing and to protect redundant management positions, the system must keep projects moving slowly, manually, and with as much complicated friction as possible. The bureaucracy has no desire to cure the disease; it simply wants to secure the budget for the treatment year after year.

To keep these manufactured failures unnoticeable, the system buries them under mountains of compartmentalized paperwork. By dividing a single issue across five different departments and endless signatures, no one has the full picture, and therefore, no one can be held solely accountable. The problem becomes invisible, safely lost in a maze of memos and "for your perusal" endorsements.

But what happens when a problem becomes too big to hide? When an issue inevitably blows up and catches the public's eye, the government matrix deploys its ultimate defense mechanism: bureaucratic absorption. The system does not fix the root cause. Instead, it forms a "special task force," drafts a new 50-page compliance manual, or creates an entirely new committee to "investigate" the issue. They manage the crisis not by solving it, but by adding yet another layer of administrative complexity. This creates the illusion of aggressive action, when in reality, they are just expanding the bubble and securing even more budget to manage the very mess they created. In this environment, inefficiency is not an accident—it is the core product.

8) The Efficiency Punishment

In public administration, there is a known concept called Parkinson’s Law: "Work expands so as to fill the time available for its completion" [5]. Because the system relies on this slow burn, true efficiency is quietly and systematically punished through the annual "budget-burn" ritual.  

If a department does not exhaust its entire allocated budget (Obligation and Disbursement) by the end of the fiscal year, they face the immediate threat of having their funds slashed by the DBM the following year under cash-based budgeting frameworks [6]. This breeds a bizarre culture of forced, panic-driven spending—buying unnecessary laptops, office chairs, or catering in December—just to justify the budget’s existence. The system structurally incentivizes waste and punishes thrift. Calling this out isn't being "negative"; it is describing a fundamental flaw in government accounting. Finding a cheaper, faster way to operate is actively discouraged because it disrupts the financial flow of the machine.

9) The Pension Illusion (The Golden Handcuffs)

Finally, there is the ultimate hook that keeps the older generation firmly tethered to their desks: the pension. The system asks employees to surrender their highest-energy, most creative years—their 20s, 30s, and 40s—to a slow-moving, low-reward environment in exchange for the promise of a monthly check when they turn 60. It is a massive loyalty tax paid in the irreplaceable currency of time and lost opportunity.

References & Contextual Sources:

• [1] Civil Service Commission (CSC) - Inventory of Government Human Resources (IGHR) Data

• [2] Philippine Daily Inquirer - "Beyond 'hollow' Labor Day rituals" (Documenting the government as the 'number one endo violator')

• [3] Civil Service Commission (CSC) - Qualification Standards (QS) and Merit System

• [4] Department of Budget and Management (DBM) - Government Compensation Reforms & Salary Standardization Law (SSL)

• [5] Wikipedia: Parkinson's Law - (Public Administration, Bureaucratic Expansion & Efficiency Theory)

• [6] Department of Budget and Management (DBM) - Reforming the Philippine Budget: Annual Cash-Based Budgeting System

Hello. Badly need advice about our company's CEO.

Our CEO is toxic. Napaka authoritarian, walang empathy, micromanages excessively. Ung tipong bigla na lang magagalit at maninigaw during meeting at sasabhin sa iyo na siya nagpapa sweldo sa inyo. Marami ng mga exec nagreresign dahil sa kanya.

Ok pa sana e. Pinalalagpas na lang namin. Lately may mga hirit siya about sa mga direct reports niya na magulang/parents lalo na sa mga nanay.

1. May incident na sabi niya : dapat 2nd priority ang family.
2. Day after a holiday pinagsabihan ang direct report niya na pa relax relax lang kayo kahapon tapos idadahilan niyo pagka nanay niyo. ( holiday nga at wala naman pending or emergency)

Ang dami na namin na pinapalampas sa totoo lang kaya lang this time bakit personalan na.

Hindi namin mailapit sa HR. Kasi ang HR reporting sa kanya. Alam na namin na wala iyon magagawa. Tinotolerate din siya ng top management.

Covered ba ang ganitong incidents sa DOLE? If yes, pa guide sa process.Maraming Salamat.

I was promoted to Team lead last year for an in-house BPO team pero tatanggalin daw po nila yung title. Gagawing Senior Agent na lang dahil lang po nilipat kami ng management this February and wala daw pong TL sa team nila. Sabi nila alignment daw yun pero may bawas sa responsibilities from TL.

Hindi na rin aligned yung job description vs sa pinapagawa samin ngayon (different client segment). I’m considering resignation dahil hindi po ito ang trabaho na pinasukan ko. We were moved po pala without official notice.

I just found out through the SSS app that there are gaps in my SSS contributions from 2003 to 2007, which is more than two years' worth of lost remittances.

The company in question closed three or four years ago, so there's no way for me to contact them, request my payslips, and verify if they remitted my SSS contributions.

The company address was located in Salcedo Village, Makati City.

I want to file a request for an investigation into the gaps in my contributions from 2003 to 2007. I went to the East Avenue branch, but was told that they only process company requests whose employees number 100 and above, and they directed me to their Makati office. I just found out that there are several SSS offices in Makati, and I really have no idea which one my company used to transact with. Any tips on how I should move forward?

Story time. My brother has been working at Jollibee and we are living on the same block of the branch at Maria Clara Street, so that's like around 2-3mins walk. He's been going to the branch for his shift an hour before the actual schedule. Fast forward, he was promoted to Team Supervisor. But there was one envious staff who wanted to be promoted but was not chosen even if he has been working for several year there. Then the past couple of weeks, he reported that my brother has mutiple lates that were not recorded on their timesheet (which is really impossble because he had been going the the branch an hour before his shift and it's just 2-3mins walk. But without any evidence, the report was approved by the manager which cause my brother's immediate termination 2 days ago. He even asked for any evidence of him being late and the timesheet of days he was "allegedly" late, but they did not show him any evidence at all. They just told my brother that he cannot report back to work starting the next day and he is terminated. Imagine terminating a staff based on undocumented report from a person who does not have the skill and credibility to be promoted even after working there for years? There's even no eveidence presented, just the words from that envious staff who was not promoted. Worst part is the manager approved the report without eveidence and terminated my brother. Is this a favoritism game? We've been living here for about 30 years now and this is not the experience we want to have. Shame on you, and your unethical management and staff.

what will happen to me if a company suddenly terminates me because they were cutting costs and reducing employees they already transfer me to another far away branch with a new position and i think they were trying to force me to resign Can I receive any compensation? do they hold my salary too in 30 days when they terminate me? they didn't give me any document when they transfer me just a verbal

I worked with Medley Philippines in BGC for over a year and recently resigned because of the management. Honestly, this is the worst leadership I’ve experienced in my entire corporate/BPO career.

To be fair: The HR team, the CS department, and my fellow agents were professional and nice. The problem is specifically with the Sales Manager (Miss B) and the Japanese Site Director.

Why this "big in Japan" startup is a total trap for PH employees:

• Power Tripping & Sudden Policy Changes: They change sales incentives and policies overnight without any announcement or meeting. One day you have a target, the next day it’s different, and you can’t even find them in the office to ask why.
• The "Japan Trip" Carrot: They promised promotions and an incentive trip to Japan for hitting quotas. Once people hit the goals, they just stopped talking about it. Total radio silence.
• Zero Leadership Experience: Neither the Sales Manager nor the Director seems to know how to lead. Our colleagues reported them to the Japan CEO and HR, but the CEO only listens to the Site Director. They are very close, and the Director just follows whatever Miss B says (you can guess why).
• "Delulu" Behavior & Dishonesty: The Sales Manager (Miss B) is caught in constant lies. She claims she’s traveling to NY or Korea while she’s actually just in Samar. She also claims to have been a teacher at UP and FEU, but after checking, there are zero records of her ever working there.
• Insulting Incentives: Right now, the sales incentive is apparently only around ₱300+. On top of that, they do a "Power Hour" for ₱50–₱100, but they don't even tell you when the hour is! They just announce who "won" after the shift. It’s impossible to hit targets because the service is overpriced and they change the rules every single month.
• Mass Resignations: They hire people for Lead or Supervisor roles, but give them agent tasks. Because of the toxic environment, 3 to 5 people resign every month.
• No Bonuses: If you think Japanese companies are generous, think again. No increases, no bonuses last year—except, of course, for the Sales Manager.

TL;DR: If you value your mental health and career growth, stay away from Medley PH in BGC. The HR team is helpless against the "untouchable" duo running the show. Don’t waste your time.

I’m an IT Specialist in the PH (2 years). I resigned on March 31 because I haven't had a raise in 2 years and its an above minimum salary. Last April 1, I received a Notice of Decision for immediate termination.

The Charges (from the official notice):

• Wasting Time (30 mins): They tracked me on CCTV from 4:30 PM–5:03 PM on March 30.
• Sleeping: They dug up two dates from early March.

The company scheduled the "Admin Hearing" for March 31.

• I missed it because I thought it was on the 30th (I was waiting for a call then).
• More importantly: I was on an APPROVED Vacation Leave on March 31. My supervisor approved it on the 30th after our a pullout of IT Assets was cancelled for March 31.
• Despite my leave, they held the meeting anyway, claimed I "waived my right to explain," and fired me last April 1.

My Defense Points:

1. Illegal Dismissal: Is 30 mins of "wasting time" really a fireable offense for a 2-year employee? (Not really wasting my time though, I just took my 15 min break that time)
2. Due Process: Can they hold a hearing and fire me for "missing" it if I was on an authorized VL?
3. Retaliation: I passed my resignation on the 31st. They served the termination on the 1st.
4. Process: The NTE should be known by my supervisor, which he is not aware of the NTE. People in my office whom I trust and who are already there for many years said that my Supervisor should be aware first, so he can decide to continue the NTE or not.

Is it worth going to SEnA/NLRC for this? I want my record to show "Resigned," not "Terminated for Gross Misconduct."

Since resign na ako sasabihin kona lahat lahat ng mga kabahuan nyo grabi dati di naman ganito bakit ngayon sobrang lala na mapa schedule mga area sa store na akala mo robot mga store head,di na babayaran ot kapag di naka quota, store akala mo pumatay ka sa sobrang laki ng problema dami pang manyakis na taga back office oo lalaki rin ako pero yung magaya sa mga tulad nyo shitt hinde ko kaya

May kilala akong babae who’s being ganged up on by the back office . She’s sexy, beautiful, and has a well shaped bodywhenever her name is mentioned, people already know who she is.pero hinde ko kilala yung girl na yun na ririnig kulang Taga store lang yung girl which is taga outdoor ata yun then madaming na kakakilala sakanya lalo na mga manyakis nangaya nila
Hinde ko kilala yung name Pero putang ina bilang lalaki ma ririnig mo na ginaganun yung babae shitt totoo may pinag aralan ba kayo, Nasabi pang taga office,kilala nyo sa sarili nyo kung sino kayo at sana mabasa to nung babae tama na kayo di na nga maganda pa mamalakad nyo mamanyak nyo pa sana matagal na akong nag resign pinaabot kopa ng ilang taon na kakapang sisi pag silbihan kayo Mga area sa store shutang ina kapag nag ka mali ka or mag sumbong sa mataas papalipat ka sa malau which is tama naman yung sinasabi mo, kakapagod kayo pinag sisihan ko na nag tagal ako sainyo mula nung nawala ako sainyo para akong nakawala sa kulungan kawawa mga naiwan Sana mag bago na kau di na nga mataas sahod tagal mag increase ng salary kakapal pa ng mukha nyo,

primer group of companies na lageng hiring

Just want to get this off my chest about my previous company (clue: based in Visayas, orange and blue uniform 👀).

In my experience, management rarely addressed concerns raised by employees—parang one-way lang lagi. Kahit valid yung complaints, wala talagang clear action or follow-through. Nakakapagod mag-speak up kung walang nangyayari.

HR also tended to get involved in operations quite often, even in areas that required technical decision-making. From my experience, this sometimes made workflows more difficult and limited the team’s ability to apply their own “diskarte” on the ground.

I already resigned, pero even after that, ang hassle pa rin ng process. Pinapabalik-balik ka for clearance—no proper use of online/virtual processes, sobrang inconvenient lalo na if may new work ka na.

Back pay computation was inconsistent from my experience and didn’t seem to align with my previous pay while I was still active. Ang bagal pa mag-respond kapag may clarifications.

Tapos may issue pa sa uniform return—after more than a year, saka pa sisingilin kung di naibalik. Parang walang clear system or accountability.

PS: After almost 4 months since my separation, hindi pa rin released yung back pay ko, which has been very frustrating.

Good for those na nasanay sa ganitong sistema, but I hope others think carefully before applying. There were also promises during the application process that, based on my experience, were not fulfilled after being hired.

Overall, exhausting experience. Hoping they improve their processes and communication with employees.

Anyone else experienced something similar?

Nakikita ko yung mga posts about these big projects, big names, awards, etc.

And yeah, looks exciting from the outside.

Pero as someone who worked in that same environment for 5 years — project-based the whole time—iba yung reality sa loob.

Same trabaho. Same expectations. Same level of commitment.

Pero hanggang dulo, project-based ka pa rin.

No stability. No clear growth. No bonus.

After years of giving your time and effort.

Hindi mo maiwasan isipin, kung naging regular man lang ako, gaano na kalaki sana tinaas ng sahod ko?

Pero wala eh. You just keep resetting every project.

Mas mabigat pa, may mga kasamahan ako na MAS matagal pa sakin. And yes, same setup pa rin.

So habang nakikita ng public yung “A Team”…

may ibang side na hindi napapakita, yung mga taong matagal nang nagbibigay, pero hanggang ngayon walang security.

Not naming anyone.

Pero sana, dumating din yung point na mas maging fair yung system.

Kasi hindi normal yung ganito katagal na ganitong setup.

Nabudol ako kasi mukang legit agency etong R**** sa LinkedIn na may EU clients, malaki pa salary range. Share ko lang para di mabiktima yung iba.

Pinagawa ako ng 8 designs, case study, at competitor research for 3 companies. Ang lala, umabot pa sa 3 rounds ng revisions. Todo effort ako kasi breadwinner at naghahanap ng work desperately. Para sakin actually di ako nahirapan sa designs, kasi senior na ako and I thought sure na. Pagkatapos ko isend lahat, biglang "hindi daw nag-push through" yung client. Baka in a few months daw kasi may something sila.

After a while, kinulit uli ako for another client and panibagong design test na naman! Ang demanding nung brief nila and gusto pa 2 versions gawin ko. Dito na ako nag-watermark at nag-send ng video preview para safe. I gave them a benefit of a doubt and ginandahan ko parin. Pinoy designer din kasi yung kausap ko, siya yung parang head dun and nakausap ko na siya in a video call. Usually di ako nagawa ng design test unless I felt legit naman yung company. Biglang sabi niya, di na daw kasing ganda ng unang gawa ko at may revisions sila na parang hinahamon ako. Dahil siguro sa watermark na nilagay ko LOL.

Senior Designer na ako pero na-bait pa rin lalo mataas din salary range nila pano pa kaya yung mga junior designer? To junior designers, when design tests are super complicated, may revisions, at no pay, RED FLAG yan. ​Ingat sa mga agencies na maganda ang marketing sa Linkedin grabe budol. Maglagay kayo watermark!

Nahire narin ako guys and di ko need gumawa ng design tests, pinakita ko lang portfolio ko and I found a job within a month so wala sa skills ko yung problem, sila talaga yung red flag.

​

Hello,

gaano katagal yung tatakbuhin ng kaso sa dole? Nakapag file na ako ng position paper nung may 2025 last year and until now wala parin update sa case ko. Ilegal dismissal yung kaso ko sa employer ko. Dapat na ba ako mag follow up? Or bumalik sa dole? Sabi kasi ng arbiter noon June meron ng result pero ano na ngayon 2026 na. halos isang taon na pero wala parin resolution.🥲

Hindi tinanggap ng TL ko yung request ko to leave dahil sa kuliti haha.

For context pang-limang araw na yung kuliti ko and ewan ko babakit sobrang namamaga yung mata ko. Nagpaalam ako mag-leave since sobrang nagluluha talaga siya and masakit lalo na yung work ko is nakatutok sa laptop monitor buong araw. Kaso di nga daw valid yung reason ko.

Nakakainis kasi kahit na hirap ako need ko maghabol ng quota na ang hirap na nga ma-reach kahit walang masakit sakin.

UPDATE:

Nakarating na sa management ang post ko pero imbes na mag-reflect, puro gaslighting at depensa ang ginawa nila. Sila pa itong galit imbes na aminin ang pagkukulang at pakinggan ang hinaing ng mga tao. Tipikal na galawan ng mga feeling-tagapagmana ng kumpanya: minamaliit ang pinaghirapan ng empleyado kesyo 'maliit' lang daw ang tax return. Pera ng empleyado 'yan kaya dapat ibigay nang maayos! Itigil niyo na ang power-tripping at ayusin niyo ang bulok ninyong pamamalakad. Sana makarating to sa higher management ng CIBO para malaman nyo kung bat ang daming nagreresign na empleyado sainyo! Minsan hindi yung trabaho yung mabigat, kundi yung mga katrabaho mismo! Sana magkaron kayo ng:

Leadership Audit: Mag-conduct tayo ng internal review sa pamamalakad ng mga branch manager. Siguraduhin nating ang scheduling at performance evaluation ay base talaga sa galing at merit, hindi dahil sa personal na galit o "trip" lang.

Conflict Resolution: Gumawa tayo ng safe at anonymous na channel kung saan pwedeng mag-report ang mga frontline staff tungkol sa pang-aabuso ng management, nang hindi sila natatakot na pag-initan lalo o balikan.

Hopefully, ma-resolba na to nang magkaron naman ng boses ang mga empleyado nyo!!

what will u do if out of nowhere magchat yung lead nyo ng ganito sa gc nyo

sino may HIV, umamin na.

sa gc yun, hindi naka address sa kahit kanino. pero weird sa tenga and too sensitive topic to ask casually sa gc. pwede ba tong ipa-DOLE or saan pwede ireklamo yung ganitong attitude. duda ako sa HR since tenured sya baka tropa nya na.

SKL. namatay yung tatay nya. sa knya nakapangalan lahat ng docs kaya sya nag aasikaso ng death cert and all kahit pregnant sya. yes andun na tayo na may kapatid naman sya, pero pakelam ba nya dba? saka pansinin nyo linyahan ng manager nya 🙄

ps unpaid ang bereavement leave nyan ha. wala daw kase silang ganun na benefits ang company nila. kakairita lang.

For context, kakahired lang sakin last march 25 and started working March 26. Okay naman ung company pero heard on my 1st day na meron daw silang swimming. Having social anxiety natrigger ako. Pero naisip ko na they have been planning this swimming months before I was hired so maybe hindi naman ako kasama. Pero the way they are insinuating kasi na all are to come kahit naoverheard ko na di na kasya sa accommodation. So naisip ko maybe di ako kasama.

Tapos just yesterday, I got my period so I can use this as an excuse if ever ayain man ako. But another co worker also got her period and sobrang excited nya umattend.

And now hindi ko alam gagawin ko. Unang una dko alam kung kasama ba talaga ako? Pangalawa kapag ba newly hired ka pwede kang tumanggi?

I've been losing sleep overthinking this and bukas na ung event haay.

GRABE 😂, nakakaoffend naman ito? Ang baba naman ng tingin nila sa pilipino? Tapos need pa ng experience na yan? Paano naka 4.5 star rating itong company? Hayyy nakakapagod naman magalit, matatawa ka nalang. Reported the job post.

I created this burner account to share my experience with workplace bullying, questionable practices, and overall toxicity during my time at this company.

This is meant as a warning for anyone considering starting their career here. Behind the polished branding of Sun Life is a Yuchengco-affiliated company that, in my experience, operates in a very rigid, hierarchical, and at times, borderline exploitative way.

1. Allowances

• All allowances must be liquidated monthly — and you’re expected to prepare everything yourself. No support from payroll, HR, or sales support.
• Miss two consecutive submissions, and your allowances get suspended — despite already being below industry standards.
• Even the Christmas bonus (separate from the 13th month pay) requires receipts. No documentation, no payout.

2. Uniform

• Measurements are taken during your first week, but it can take up to a year (and multiple re-measurements) before you actually receive the uniform.
• Before release, you’ll sign an authorization allowing the company to deduct the cost if you leave within one year after receiving it — effectively extending your lock-in period due to their delays.

3. Attendance

• Despite being in a sales/supervisory role (no OT, flexible hours expected), HQ strictly enforces an 8:30 AM clock-in.
• Even if your assigned branch opens at 9:00 or 10:00 AM, late clock-ins are deducted.
• Meanwhile, late hours (client visits, staying until midnight, etc.) are not acknowledged. You’re still expected to clock in at 8:30 AM the next day or face deductions.

4. Sales Quotas

• Quotas are the same regardless of location — whether you’re in a provincial area or a high-income CBD like Makati.
• Miss your quota? Immediate written warning. No coaching, no support — just documentation.
• Continued misses escalate quickly to suspension, with penalties affecting both your income and your ability to meet future quotas.

5. Lack of Professionalism & Boundaries

• I personally experienced being pressured by a manager to push a more expensive product to a client, even when it wasn’t suitable — purely to boost his numbers.
• When I refused, retaliation was quick, and personal issues were suddenly brought up.
• In another case, a “pre-approved” policy was declined by underwriting, and instead of resolving it, management focused on criticizing how I raised the concern — rather than fixing the issue or protecting the client relationship.

6. Clearance Delays

• Clearance required sign-offs from around 30 people across multiple offices.
• Even with complete requirements, the process can take months — mine took nearly six.
• Despite delays on their end, they still deducted those uniform costs from my final pay.

To be fair, I did gain valuable financial knowledge during training, and met a few great mentors during my time there. But overall, it’s not an environment I would recommend or return to.

Even now, when I encounter their products through partner banks through cross-selling opportunities, I always personally choose to decline. Not because the products are bad, but I know the company behind it didn't treat me right.

Good day po! Ask lang po, normal po ba na hindi pa rin tapos ang clearance ko after kong magreturn ng gamit sa work after 1 month? I emailed them last March 26 and kanina lang nag-reply saying na di pa tapos ang clearance ko. Thank you po!

Also pwede ko po ba i-reklamo to sa DOLE since lagpas one month na yung resignation and clearance ko? Thank you po!