Ina Teves, Organizational Development Consultant

Ina Teves is an organizational development consultant with a change management firm dedicated to making a difference wherever it goes by journeying with the client through the entire process of organizational transformation. Email your questions to ina.b.teves@gmail.com.

Keeping it together in times of crisis

Dear Readers,

Fourth Quarter 2009 started with a one-two combination punch courtesy of Typhoons Ketsana (Ondoy) and Parma (Pepeng). Many of us have had to report back to work and at the same time figure out a way to repair the roof or the collapsed wall, replace damaged appliances, wash the mud and stink off a month’s laundry, and send the kids to school with no books and notebooks. It’s an episode right out of ‘Survivor!’  

How does one move from victim to survivor?  How does one continue meeting up with clients and attending meetings when everything one holds dear has been reduced to sludge and rubble? How can one develop the bamboo’s resilience in turbulent weather?

Here are a few tips:

1. Consider the things that you lost, but consider also what you still have. You may have lost property, but your family is alive.  You still have a job. You are alive.  It is true what we Filipinos say: while there is life, there is hope. While you live, you are in a position to take action.
2. Give yourself time to grieve for the loved ones you have lost.  It is true that we may have to report back to work on Monday, but it is also true that we need to create a personal space in our day to remember and honor our dead.
3. Tell someone your story.  Don’t keep it inside. Find a person who will listen to you and not judge you or offer solutions. Storytelling is a way of making sense and giving meaning to what happened to us. Find a sympathetic colleague who could help you through tough moments at work.
4. Get enough rest. Take advantage of your weekends and leaves.  If you have to do any reconstruction over the weekend, you still must schedule some rest.  
5. Be aware of your thoughts and feelings since the typhoons happened.  Write down what you are worried about or afraid of.  Becoming aware of one’s feelings and fears is the first step to doing something about it. 
6. Try to recall a time when you had to cope with crisis.  Note what helped you cope during that time and see how it could help you again now.
7. Make a note of what needs to be done today, within the week, within the month, and within the year.  Working towards a small goal everyday helps you move forward.
8. Be willing to ask for and accept help.
9. Give thanks everyday for what you still have.  Gratitude gives one the energy to move forward.  A friend of mine lost all of her property during the flood -- and the next day had to be her wedding anniversary. No relief was sent down their area the following day so they had to go back to their house and dig through the mud for the canned goods she bought the day before.  She was happy to discover that their refrigerator fell on its back and remained sealed.  The meat she bought for their anniversary dinner was still intact. The food sustained them until they were able to go to the grocery later. Instead of getting angry, she gave thanks for this “little miracle.” She now is working one helping other friends move forward.
10. Focus on solutions instead of problems. What can you do now to rebuild? What can you do now to prepare?

Kaya natin ‘to, Pilipinas!

Who is entitled to separation pay?

Dear Miss Ina,

Good day!   My question is in connection with the employment of my husband. My husband is currently working at an internet cafe as an attendant for more than 4 years. We have no written evidences that he is working in this establishment because his employer does not issue a pay slip every time my husband receives his salary. Customers can prove that he is really working in this establishment.

 A few days ago, his employer's son told him that his service will be until the end of this month. His employer did not personally tell him about it. What are the rights of my husband? Can he receive a separation pay?

Hoping to hear from you soon...
Thank you very much. God bless and more power!

Dear Olga,

Your husband has all the rights that belong to an employee, even if he does not receive his pay slip.  This means, he is entitled to mandatory contributions such as the SSS.  He is also entitled to a 13th month pay.

Based on your story, he can demand due process.  Due process means that the employer should give the employee a written notice at least 30 days before dismissal.  The notice should explain the grounds for dismissal, and the employee should be given the opportunity to explain himself. (http://www.dole.gov.ph/faq/details.asp?id=F0000210)

If your husband was dismissed for just cause, he cannot avail of the separation pay.  Just cause includes serious misconduct, loss of trust, crimes against the employer, and similar cases.  If he was dismissed because of a reduction of personnel or the installation of labor-saving devices or the closure of business, he is entitled to a separation pay. If your husband voluntarily resigns, he is not entitled to a separation pay, unless it says so in a CBA or employment contract (which your husband does not have).  Forcing your husband to resign is tantamount to terminating his employment, which entitles him to separation pay.

The fact that he does not receive a pay slip leads us to suspect that maybe even the mandatory contributions like the SSS are not being remitted.  Your husband can use this as leverage when talking to his employer.

They want me to write down my expected salary in the CV

Dear Ms. Ina,

What's the best thing to do when the prospective employer says to indicate in the CV the expected salary, and you don't know the industry rate? Do employers get turned off when you state an amount that is high, coz you don’t want to sell yourself short? Or can you simply put "Industry Rate" or "Pxxxxxx or Industry Rate"?

Hi Chelsea,  

Questions on salary expectations are normally brought up during interviews and for good reason - the employer and employee need to discuss the scope of work first and how the job fits into the organizational scheme of things.  What level is the job? What competencies or skills are expected? Will the job entail responsibility for property, people, or money? Does work include Saturday? Does the job require experience - how many years and in what area? What is the basis of compensation, e.g., salary plus commission? 

Given all this, I'm thinking you may safely write, "Industry rate pending discussion of scope of work, competency requirements and deliverables."

(But if it is entry level and this is your first job, you may just write industry rate and find out during the interview if the salary is commensurate to the job requirements).


I hope this helps.

How long can they withhold my last pay?

Hi Ina,

I was employed by a fast moving consumer goods company and was its national sales and marketing executive for around two months. Here are my questions:

1. Regarding my last salary, what does labor law say re maximum time that a former employer could hold release by this to a former employer?
2. When I followed up my prorated 13th month, the GM said only employees who have worked with them for a minimum of two months are entitled to this. What does labor law say about this?

Thanks,

Nico

Hi Nico, 

Once you have been completed the clearance process, your salary should be released to you. The clearance process usually just ensures that you have no financial obligations to the company, e.g., loans, breakage, company property.  You have to follow-up and follow-through on any departments that should sign your clearance.

If you’ve worked for at least one month, you are entitled to your 13th month pay. (http://www.dole.gov.ph/faq/details.asp?id=F0000035).