Inilahad ni Ali Al Anezi sa TV Program na YaHala noong Oktobre 27, 2019 – ang kwento ng di-makatwirang pagkatanggal sa kanya sa trabaho, ng kanyang Filipino manager.

Ang pagka-tanggal sa kanya sa trabaho ay sanhi umano sa insidente na kailangan niyang mag-emergency leave dahil kailangan niyang dalhin ang kanyang asawa sa hospital gamit ang sasakyan ng kompanya kasama ang kanyang mga anak na babae. Dalawang (2) araw siyang hindi nakapasok sa trabaho dahil sa insidente.

Nagulat na lang umano siya sa sumunod na araw na tinanggal siya sa trabaho. Hindi niya inasahan na mangyayari ito sa kanya, na anim (6) na taon na sa kompanya. Walang warning letter at kahit punishment na salary deduction na lamang sa halip na tatanggalin sa trabaho.

Sa anim (6) na taon niya umano sa kompanya, ito lang daw ang unang beses na nangyari ang ganung insidente. Kaya, humingi siya ng konsiderasyon pero hindi siya pinagbigyan. Sinubukan niya umanong makipag-usap sa kanyang manager na Filipino pero tumanggi daw ito na pababalikin siya sa trabaho.

Sa kasalukuyan napilitan siyang magtrabaho ng kahit ano upang may maipapakain siya sa kanyang mga anak na babae.

Nagsampa na siya ng reklamo sa Ministry of labor.

Patnubay Reaction:

Mas marami ang mga pangyayari na ganito na ang tinanggal na worker ay Pinoy at ang manager na nagtanggal sa worker ay ibang lahi.

Sa kaso ni Ali Al Anezi kung katotohanan ang kanyang sinasabi, sa kanya dapat ang ating simpatiya, dahil ang Patnubay ay laging pumapanig sa katotohanan, kung sino ang nasa tama at sa mga inaapi – hindi dahil sa kulay ng balat o lahi ng isang tao.

Heto, ang mga provisions ng Saudi Labor Law na magagamit ng mga workers na di-makatwirang tinanggal sa trabaho.

Ang mga sumusunod ay ang mga violations ng worker na pwede siyang ma-terminate ng employer. Maituturing na illegal termination kung ang dahilan sa pagkakatanggal sa trabaho ay hindi nakasulat dito.

Article (80):

An employer may not terminate the contract without an award, advance notice or indemnity except in the following cases, and provided that he gives the worker a chance to state his reasons for objecting to the termination:

1. If, during or by reason of the work, the worker assaults the employer, the manager in-charge or any of his superiors.
2. If the worker fails to perform his essential obligations arising from the work contract, or to obey legitimate orders, or if, in spite of written warnings, he deliberately fails to observe the instructions related to the safety of work and workers as may be posted by the employer in a prominent place.
3. If it is established that the worker has committed a misconduct or an act infringing on honesty or integrity.
4. If the worker deliberately commits any act or default with the intent to cause material loss to the employer, provided that the latter shall report the incident to the appropriate authorities within twenty-four hours from being aware of such occurrence.
5. If the worker resorts to forgery in order to obtain the job.
6. If the worker is hired on probation.
7. If the worker is absent without valid reason for more than thirty (30) days in one year or for more than fifteen (15) consecutive days, provided that the dismissal be preceded by a written warning from the employer to the worker if the latter is absent for twenty (20) days in the first case and for ten (10) days in the second.
8. If the worker unlawfully takes advantage of his position for personal gain.
9. If the worker discloses work- related industrial or commercial secrets.

Ito naman ang proseso na dapat masusunod bago magbigay ng disciplinary actions o magterminate ng worker. Maituturing na illegal termination kung magtatanggal ng worker na hindi sinunod ang proseso na ito.

Article (71):
A disciplinary action may not be imposed on a worker except after notifying him in writing of the allegations, interrogating him, hearing his defense and recording the same in minutes to be kept in his file.

The interrogation may be verbal in minor violations the penalty for which does not go beyond a warning or a deduction of a one-day salary. This shall be recorded in minutes.

Article (72):
The worker shall be notified in writing of the decision of imposing the penalty on him. If he refuses to receive the same or if he is absent, the notice shall be sent to the address shown in his file by registered mail.

The worker may object to the decision of imposing the penalty upon him within fifteen days, excluding official holidays, from the date of notifying him of the final decision. The objection shall be filed with the Commission for the Settlement of Labor Disputes which shall be required to issue its decision within thirty days from the date of registering the objection.

Article (73):
Fines imposed on the workers shall be entered in a special record, showing the worker’s name, his wages, the amount of the fine, reasons and date of the fine. Such fines may not be disposed of except for the benefit of the firm’s workers, upon the Ministry’s approval.