LAST October, Ekonomista became Panadero then became Inglisero.
Ekonomistang panadero has been an inglisero for the past four months. At first, it was really a good experience. It was something new for him after all. Unfortunately, Ekonomista realized that he works in a company (hint: It’s the year of the OX) that has a lot of skeletons in the closet. It is proof that ironies do exist.
For a company that provides the service of teaching Koreans how to communicate in English (online ESL tutoring), the management seems to have a gargantuan problem in communication. The irony.
Ekonomista’s team manager, Yvette (not her real name), is a blabbermouth and she seems to have more time rumor-mongering about and against other people, including her co-managers and even her bosses here and in Korea, than actually, say, working. She spends too much time on social media, like she thinks she is an influencer but really, she’s not. On Facebook, she’s an angel, but in reality, she drains all the positivity in everyone with her rants, cusses and chismis culture. She gets offended by the post of other people, thinking that the posts are for her, but actually, not. You know what they say, “If the shoe fits...”
Ekonomista heard of stories of the best people leaving the company because the management, particularly and especially Yvette, “bullied” them out of the company. Ekonomista, himself, witnessed during one team meeting last December (where about 40 people were cramped up in their small office, even if gatherings of more than 10 people were not allowed) how she identified several teachers announcing out loud their errors/mistakes in the presence of other employees. One was even shamed during that meeting. Unnamed people could only bow in shame or shake their heads in frustration.
There are unconfirmed pieces of information that the company has a lot of labor cases under their belt, well, exactly because of how they treat their people. The process starts, as mentioned earlier, by shaming people then slowly reducing their teaching loads. Since teachers are paid per class, P20 for every 10 minutes, when teaching loads are lower, this means that their compensation would be much lower.
Ekonomista was not spared. He feels that he is being “bullied” out of the company. As of the writing of this piece, he is still employed in that firm, albeit very lowly compensated and mistreated, especially by Yvette. She makes everything personal. She favors her children (Yes, two of her children also work in the company.) who has numerous teaching loads over those who do not have much. She takes offense if her nepotism is highlighted.
Yvette was heard saying that if Ekonomista does not like the policies of the company that he is free to leave, quoting it from the general manager, David (not his real name). Then again, if their policies are contrary to ethics and the law, then there is something wrong with the company. The regulating bodies should be notified and their policies should be rectified. If need be, change the management or close the firm.
Despite the poor working conditions in the company, employees stay because they have no other choice, especially now that there is a pandemic. The management knows this, so this is used to their advantage.
Back to Ekonomista. He now has only one regular class, 25 minutes every Monday and Wednesdays. It is the lean season after all, but the irony of it is that they just hired new teachers and on their first day, they have more regular classes than him. Where is justice? Apparently, none. More often than not, she assigns make-up classes and substitutions to her children. Where is her delicadeza? Apparently, none.
For an international company, there is so much office politics, favoritism and nepotism. The irony.
Ekonomista’s 4-month stay has revealed several legalities that the company has been violating.
First, ownership. The company is registered under the ownership of Filipinos, but in reality, it is owned, operated, and managed by Koreans. The Filipino managers have limited decision-making roles, and all decisions and orders come from Korea. It may be high time for the SEC, BIR, and the City’s Permits and Licensing Office to take a look at this company.
Second, the Labor Code. Art. 124 states that employees paid based on result, including pieceworkers, like those that are pay-per-class, should still be paid the minimum wage or their piece-rate whichever is higher. The DOLE needs to be consulted regarding this.
Imagine, Ekonomista is paid as low as P20 and given a transportation allowance of P50 to P100 per day. Waaaaay below the minimum wage. Ekonomista is not alone in this boat. There are many more who are in this predicament due to different reasons.
Classes are removed from teachers who received complaints, incurred absences, or they are not the management’s cup of tea, like Ekonomista. Last December, the sibling of one teacher passed away but they still required her to report for work and asked her to explain to her students that she has to go on leave. Where is empathy? Apparently, none.
Third, on OSH. Firms should ensure Occupational Safety and Health of their employees. The OSH officer has left the company for almost a year now. Covid-19 protocols are not properly implemented. There is a checklist of requirements that firms need to comply with that may be downloaded from the DOLE website. Upon checking it, a lot of items in the checklist are apparently not followed by the company. Another issue that needs to be consulted with the DOLE, and for Covid protocols, with the Mayor’s Office.
For firms with over 50 employees, there is a need to employ a registered nurse or a certified first-aider. In this company, first-aid kits are not readily available, if there is even one. A clear violation of Art. 157(a) and 156 of the Labor Code.
Data privacy is not properly implemented in accordance with RA 10173 of 2012. Yvette can’t, most definitely. There is no data privacy officer which is required by the said law. Last November, an employees’ uncle died and news spread like wildfire in the office. She was asked to take a leave, and was even penalized with lesser students when she reported back to work. They asked employees to sign a non-disclosure agreement, but this is purely preferential to the company’s benefit.
For an international company, a number of Philippine laws are not being followed. The irony.
There is a small “honesty” store in the office owned by Yvette. Unfortunately, there were a number of cases of dishonesty. She wonders how people could stomach eating something that they did not pay for (or will not pay for). Ekonomista sees the failure of the honesty store as a reflection of the poor treatment of the firm on their employees. Employees would not have to be dishonest if they were justly paid and treated well.
Anyway, Ekonomista may seem to be just a disgruntled employee, but he is not alone, there are many more but they choose to remain silent for fear of retaliation from the managers. Ekonomista stands with the same battle cry of Abraham Sarmiento, Jr. during the Marcos dictatorship, “Kung hindi ako, sino? Kung hindi ngayon, kailan?” Sarmiento lost his life fighting, Ekonomista may lose his job in this advocacy.
If these managers who are Filipinos can tolerate the oppression done by citizens of other nations on their fellow Filipinos, perhaps because they also benefit from it, Ekonomista cannot, in good conscience. If his lone voice can’t be heard, he will scream, shout and cry until somebody listens, and takes action for the good of all.
N.B. If you want to help Ekonomista in this advocacy, please contact SunStar Baguio’s editorial office. It would be very much appreciated.