NLRC Cases VS Tele(UNDER)performance Piling Up

Tele(UNDER)performance is at it again!!!

My sources from Tele(under)performance still working there have joined the recent bandwagon that had taken this call center by the heel.  There are a total of six (6) separate cases piling up at NLRC as of this writing.  One of those is a class suit.  

I was informed that those who have resigned 6 months ago, still have not received their back pay. The under performing HR specialists even told some resigned agents that utilizations from their dependents had to be deducted from their back pay.  This was told by a Tele(UNDER)performance lawyer back at NLRC after a mediation.  The same lawyer even told these resigned agents that, and I quote one agent, "even though you had been provided renewal HMO cards, it DOESN'T necessarily mean you are covered by its benefits, which would include declared or undeclared dependents," end quote.  Effin' really?  Are you serious?  All the resigned agents swear that they have declared their dependents as proven by their HMO cards under their dependent's name which by the way had just been renewed this 2014.  Now, correct me if I'm wrong here, but isn't an HMO card with a dependent's name on it, enough proof that the dependent was declared? To tell you honestly, when you use the HMO card, the hospital you went to will first confirm with the company's representative from the HMO if the card user is valid and if the coverage is correct.  All availing clinics and HMO partner hospitals are required to do this.  As a matter of fact, it is the first thing that they (hospital) do if a utilization happens. It is their standard operating procedure.  The company even religiously deducts a specific amount every 15th of the month to represent the HMO deduction for the dependent/s.  Now, this may vary depending on your category because a TL, Supervisor, or Manager have different coverages as opposed to agents but what I'm driving at here is that it is an item given special or specific attention to on your payslip.

Well, as it is clearly explained in this company's handbook:

"All utilizations by declared dependents will be paid thru salary deduction on the 15th of every month"

Even the lawyer you hired to represent you probably didn't even bother to read your handbook. 

Now, every call center I've worked for in the past, including the one I'm working for now have the same premise, (well, except for the date they deduct it on because some deduct it on the 30th).  I am just soooo freaking glad that I have not worked or even applied to work in Tele(under)performance.  

Let me just reinforce to anyone reading this that I'm just retelling a story as told by friends at Tele(under)performance.  Yeah, they're my friends but this blog is open to the other side of this story.  Tele(under)performance HR or Legal, my blog is here to see your side of the coin.  

Anyway, I hope somebody who have read this blog could forward or repost this on their wall. Especially if you also work for a BPO.  Let's spread the injustice befalling our brothers and sisters in this field of industry.  Let's help each other out.

I think what we need now is to have a union that will unilaterally represent us in situations like this.

Teleperformance Inc

I was told by very reliable sources (still working and former employees) that Teleperformance is really bad in terms of handling employee exits.  OMs and TLs don't have any clue what documents need to be completed and how the whole process of an exiting employee go.  All exiting employees, per company policy, have a 90-day turnaround time.  This means that in 90 calendar days or less, the employee who left the company, is supposed to have already received his/her final pay which of course includes tax refunds, bonuses, pro-rated 13th month pay, pay for last days worked, etc.

The people who I got to talk to told me there was a whole wave or batch of employees who resigned from the company 5 months ago but still have not received their final pay.  Now, if my math serves me right, if we consider each month to have 30 days, multiply it by 5 and you will get 150 days, right?  Well, Teleperformance have this weird habit of still asking questions about the resigned employee about things that they should already know the answers to.  I mean, the HR/Recruitment should have it in their 201 file, right? Duh?

Here's an excerpt from one of their "Clearance Notification" served to a resigned employee :

Dear (enter employee name here),

Your clearance is currently being processed. Please allow 90 calendar days for us to review, finalize, and clear you from all your accountabilities and process your final pay. We hereby request you to follow up with us via email on or after (date of 60th day) by sendingan email to Philippines@teleperformance.com so you will be given further instructions on how you can claim your finals pay.

Please ensure that you type CLEARANCE on the subject line of your email and the following details must be provided:

1. Complete Name
2. Employee Number (CCMS ID Number)
3.Site where you were assigned
4. Date when you processed your clearance
5. Last account/program handled
6. Date of birth
7. Name of last supervisor
8. Hire date
9. Separation date

As a reminder, our turn-around time for clearance and final pay processing is 90 days.  Failure to settle your accountabilities might delay the processing and release of your final pay.

Thank you and we wish you luck in your future endeavors.

Teleperformance

Notes: If you are holding the position of a manager or up, final pay processing might take more than 90 days due to the financial accountabilities that need to be verified.  You may still opt to follow up on the date indicated above to check how soon your final pay can be released.

Upon your record being queued in the Exit Management System for clearance processing, our Payroll team will be putting your salary on hold.

Generated and Issued by:

(Enter name of HR A**h*** here)
Human Resources Representative

I noticed that they have an "Exit Management System" which ironically doesn't work at all.  So if you plan to work here - DON;T.  If you are a hopper - SKIP Teleperformance. And if you are already working here - Goodluck leaving!

I'm sorry but a large number of employees I spoke with who have worked here all said the same thing and are still angry.  The people I know who are still working here are also angry that they have to deal with this s*@T

If you have similar experiences with your past or present employers, please send them over to me or leave a comment.  Your predicaments need to be heard.  Let them hear our voice!

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