3/31/2021 E-Library - Information At Your Fingertips: Printer Friendly training, that will prepare you for a meaningful career with Comscentre. If you for any reason, terminate your employment with the company at your volition (sic) or were terminated for cause before you complete the twentyfour (24) months of service from your start date , your (sic) agree to indemnify the company the amount of P80,000 to cover all expenses incurred in relation to your employment. This includes, but not limited to, recruitment expenses, formal on-the job training and other related administrative costs. xxx xxx xxx.[4] On August 24, 2011, respondent e-mailed Comscentre's Australian Human Resource Manager Lianne Glass asking for clarification regarding the "employment bond."[5] The following day on August 25, 2011, Hachero issued a show-cause letter to respondent seeking her explanation why she should not be subjected to disciplinary action for raising her concerns directly to Manager Glass and allegedly going around her colleagues' workstations during working hours to discuss her resignation . The showcause letter, however, indicated that respondent was already placed on preventive suspension, viz: Relatively, you are hereby required to submit your written explanation on 29 August 2011, why you should not merit corresponding penalty of disciplinary action. You are hereby advised of an administrative hearing on 30 August 2011, 10:00 am at the Corporate Office, xxx xxx. Taking into consideration that your alleged actions are already causing chaos, disarray/turmoil amongst co-employees and the whole working environment and is now disruptive of work output, thus, jeopardizing and putting the company operations at high risk and hampering over-all productivity, which the Company cannot anymore tolerate, you are hereby placed on preventive suspension immediately upon receipt of this notice under further notice.[6] On August 29, 2011, respondent submitted her explanation. An administrative hearing was thereafter conducted on September 2, 2011. On September 9, 2011, petitioners issued a Letter of Suspension (Without Prejudice)[7] to respondent stating she was preventively suspended without pay from August 25, 2011 to September 9, 2011. On September 16, 2011, respondent sued petitioners for unfair labor practice, illegal suspension, illegal deduction, underpayment of salaries, non-payment of wages, service incentive leave pay and 13th month pay, damages (moral and exemplary), and attorney's fees.[8] Respondent claimed she neither discussed her resignation with her colleagues during work hours nor disobeyed any company directive. Too, Manager Glass advised employees to communicate with her directly if they were not comfortable with the way local management handled their concerns. Thus, the allegations in the show-cause https://elibrary.judiciary.gov.ph/thebookshelf/showdocsfriendly/1/66004 2/9