In the Philippines, the Department of Labour (DOL) is the government agency responsible for protecting the rights of employees. Employees who experience unfair treatment at work can file a complaint with the Department of Labour.
Recently, a number of people have received phone calls from people claiming to be from the Department of Labour requesting to attend mediation or demanding payment.
This raises the question: does the Philippine Department of Labour take the initiative to call? Don't they usually notify by letter? In this article, we will explore the issues related to what happens after an employee reports to the labour department.
Does the Department of Labour call to notify employees after they report?
Usually, the Department of Labour does notify by letter. However, sometimes there can be a delay in documentation.
If you receive a telephone notification claiming to be from the Department of Labour, you are advised to contact the Department of Labour to confirm the situation. You can call the official Department of Labour telephone number or visit a Department of Labour office for enquiries and verification.
What might happen after an employee reports?
First, you will receive a formal letter from the Labour Department notifying you of the request for conciliation. With the intervention of the Labour Department, the employee and the employer may reach an agreement on the employee's complaint. For example, the employer may agree to pay the employee's wages or improve the employee's working conditions.
Two conciliation meetings are usually scheduled and if the parties cannot reach an agreement, the matter will be escalated to a labour case.
What actions should employers take?
▪ Employers should consult with an attorney first to ensure that they understand their rights and obligations and take appropriate action to address the complaint.
▪ Actively cooperate with the Department of Labour's investigation.
▪If a violation does occur, correct it immediately.
▪ Communicate with the employee to try to resolve the problem.
Here are some measures that can be taken to effectively avoid employee whistle-blowing:
➜ Employers should be aware of Philippine labour laws and regulations and comply with them.
➜ The company should establish a good system, such as an employee handbook, labour contract, and so on.
➜ Establish good employee relations to avoid employee complaints.