Case scenario - 1

Mr. E was hired as ER Specialist at M Corp. He reported for work

on the following day, and while he was heading to the office, he come
across two employees arguing and vilifying one another. One
employee shouted “gago” and the other replied “putang ina mo”. Mr.
E thereafter pacified the two, and upon inquiry, the employees
disclose that they were given permission by their superior to lay hold
of fish in the fish container and were instructed not to tell the others.
However, the argument started when one employee got hold of more
fish than the other.

Q: If this case will be reported to you, what formal action should

you take? And what sanction should be imposed?
Case scenario - 2
Ms. E, a very diligent employee and supervisor of M Corp. regularly
works overtime, beating deadlines and assuring that all pending works for
the succeeding days are over and done with. Eventually, she realized that
even if she works hard, she will not be promoted to Manager. Exhausted, she
vowed to render her last overtime and will voluntary resign thereafter. One
day, when Ms. E was rendering overtime, Mr. P, the Senior Manager and who
happens to like her, offered a proposal. When asked, Mr. P invited her to his
house so that they may discuss her promotion. Out of excitement, Ms. E
without more ado, acceded to his invitation.
While at Mr. P’s house, Ms. E was dismayed and embarrassed when the
former requested for a kiss in exchange for promotion.

Q: Ms. E approached you, what actions should you take? And what
sanction/s should be imposed?
Case scenario - 3
Mr. E is a fisherman who comes from a low-income family and works for
M Corp. One day, Mr. E’s wife called him and inform that their son was taken to
the hospital due to high fever which led to febrile convulsion. Anxious, he
immediately filed a leave of absence of 10 days, purposely to attend to his son.
Mr. E did not report to work on the 11th day. Subsequently, the company served
AWOL Notice to Mr. E, directing him to submit his explanation within 5 days
from receipt of such notice as to why he fails to report to work after his leave.
15 days have passed, the company assumes that he has gone AWOL and has
abandoned his work. However, in the morning of 16th day, Mr. E reported to
work, but he was informed by the company that his employment has been
terminated since he did not immediately report to work after his leave.

Q: Whether or not the termination of Mr E’s employment valid? What

action should you take and procedures to be observed? What sanction should
be imposed?