I.

Problem
Long-time Permaja Trading and Building Corporation employee Donato Martinez
has been going on drinking binges after work because his wife isn't paying
attention. a capable foreman with more than 15 years of employment with the
company. Martinez was also selected for inquiry due to personal concerns, and
the management had no replacement ready to take his place at the Cebu site.
However, the company is afraid that his drinking problem would harm his
performance. Martinez was also picked up for investigation due to personal
matters.
II. Case Facts
The company was unaware that Ato had a drinking issue due of his previous
marriage. Following receipt of the letter, he was issued a notice warning for his
absence. For a brief period, To's performance improved; however, this
improvement ended when he was sent to a project in Cebu, where he resumed
his drinking habits, much to the displeasure of the civil engineer in charge of that
project. drinking with a local worker who frequently misses work, and the worst is
when Ato had an affair and his wife found out. When she visited there without
Ato's knowledge, his wife learned of his extramarital relationship. Ato was
arrested for an investigation after she reported to the police.
III. Analysis/Hypothesis
The Permaja Trading and Building Corporation pays little attention to the causes
of their employees' absenteeism. As long as their performance is satisfactory,
they just permit their staff to do such things. Which is understandable given that
supervisors aren't responsible for diagnosing alcoholism in workers; instead, they
should refer to the company's drug and alcohol policy, which ought to be tailored
to the business and the style of work. It is the HR Department's responsibility due
to "performance management" to monitor the employee and ensure that there
won't be a problem in the future.
IV. Alternative Course of Action
1. Due to Ato's absence and the impact of his contentious problem on the
organization, a remedial transfer must be made.
 2. Mr. Donato Martinez, also known as Ato Rose, will be transferred to a
different post.
3. It's possible that Donato Martinez, also known as Ato Rose, had subpar
supervision from superintendent Walter Samson. Supervisor monitoring.
V. Recommendation and Conclusion

Recommendation
The first and second courses of action would be the ones that are most strongly
advised based on the aforementioned difficulty. The first line of action deals with
Ato Rose's remedial transfer. He can understand that it doesn't mean he is now in
a higher position, and even if he has worked for the company for 15 years, the
company would merely let what happened in the current circumstance slip. This
would also encourage him to work harder to regain the company's trust and to
work harder to regain his position. He cannot simply allow his personal problems
to affect how well he performs for the company he previously worked for, as
everything he does will have an impact on the company's name and reputation.
The second option relates to the demotion; this is already the second instance in
which he allowed personal matters to get in the way of his duties for the
corporation. In order for Ato Rose to truly change for the better, he will be
demoted to a lesser rank. Rather than firing him from the firm to resolve the
problem, it would be preferable to give him another chance to earn money and
contribute to the company's trust. The company would only keep an eye on his
performance in the role he will be given. He delivered very satisfactory
performance results, but he allowed his personal life to interfere with his work.
Refusing to accept responsibility as an employee will not help the development of
PTBC. Every employee needs to be aware that they must follow all corporate
policies or else they risk detracting from the company's reputation.

Conclusion
In conclusion, the first course of action would be the best one to use in the
circumstance. Because of Ato's lack of performance and the impact of his
contentious problem on the organization, the remedial transfer must be carried
out. Since his performance within the organization is good, a remedial transfer
should be made instead of dismissing him because of his problems. It can be
difficult to keep personal and professional affairs separate, therefore many
employees bring their personal problems to work, which has an effect on the
atmosphere of the office as a whole. In practice, this may have a number of
detrimental repercussions on the person and the business, such as distractions
that may result in workplace accidents, subpar performance or productivity,
stress, and health issues.