Conducted by PIT
, Started on 2023 -
Completed on 2024
Completed
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Floating status is a prevalent problem among call centers and is the focus of
this study. The fact that the Philippine Labor Code does not dwell on this issue
is a challenge for managers of organizations involved. The objective of this
study is to determine whether floating status as an uncertain employment
condition is a moral prerogative of management or is an unlawful act to
protect the business interest. Managers of every organization must be
endowed with social responsibility, a mandate that leaders and managers
must balance their concerns with their tasks and people. Successful managers
are praised by the financial stakeholders and loved by their workers.
Retrenchment also a tool for reduction may be a legal prerogative for
management but the requirements set by the Department of Labor and
Employment (DOLE) must be complied with. Otherwise, retrenchment is not
an option. Floating status is tantamount to dismissal. The alternative solutions
for this type of case are discussed. These are (1) endorsement to other
accounts (2) retrenchment; and lastly, (3) agreement to wait without a
guarantee of being reinstated or immediate resignation. Retrenchment is the
best answer for this type of problem, as it benefits both the company and the
people who are displaced. All these processes of worker reduction result in the
loss of jobs and income of workers. Separation pay is a must to provide support
for displaced employees. In addition, this will give readers an idea of how the
management of Business Process Outsourcing (BPO) should consider things
before making critical decisions.