A total of P1.3-million worth in settlement was received by a separated worker from a barcode system distributor through the Single Entry Approach (SEnA) Program of the Department of Labor and Employment (DOLE) on March 3, 2021. 

Said employer was a general manager of said distributor for 17 years and had filed a Request for Assistance (RFA) at the DOLE-NCR MUNTAPARLAS Field Office to manifest issues with his employer regarding non-payment of wages, mandatory benefits, and separation pay.

SEnA Desk Officer (SEADO) Genevieve M. De Guzman facilitated the series of conciliation-mediation between said employee and the employer representative. 

According to SEADO De Guzman, the final amount arrangement was not immediately agreed upon. The company initially insisted to pay the worker an amount of P891,246.67 during the first hearing. However, De Guzman highlighted during arbitration, the significant role of employees in the success of the company. 

“Ibigay natin ang karapat-dapat na perang matanggap ng isang empleyado dahil sila ang nagbibigay ng malaking kontribusyon sa isang kompanya,” she said, urging the employer to increase the settlement on the next proceedings.

On March 3, 2021, the employer and the requesting party have reached a mutual compromise on the P1.3-million settlement. The worker accepted the agreed amount from the employer to satisfy all the monetary claims and signed a quitclaim on the same day as evidence of settlement.

SEnA is an administrative approach to provide a speedy, impartial, inexpensive, and accessible settlement procedure of all labor issues or conflicts to prevent them from ripening into full-blown disputes or actual labor cases.

SEADO assists the parties by giving advice, or offering solutions and alternatives to labor dispute issues that may be settled through SEnA, such as termination or suspension of employment issues; claims for any sum of money, regardless of amount; intra-union and inter-union issues, after exhaustion of administrative remedies; unfair labor practices; closures, retrenchments, redundancies, temporary lay-offs; OFW cases; and any other claims or issues arising from employer-employee relationship (except for occupational safety and health standards, involving imminent danger situation, dangerous occurrences /or disabling injury, and/or absence of personal protective equipment).

END / Report and photos by Christinne Jeremiah Torrecampo