Sena Settlement Agreement

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“Resolving labour disputes is SEnA`s top priority. Before an FRG moves to the next level, the assigned SEADO should be able to use all possible means to reach a transaction agreement between the parties involved,” Said Mr. Ticao. CEBU CITY, January 27 (PIA) — An illegitimately separated worker, previously linked to a major cosmetics company, received a comparative amount of 2 million P2.-SEnA under the Department of Labor and Employment`s Single Entry Approach (SEnA) program, which encourages parties to liquidate their differences. Therefore, when there is a conference for SEnA, the employer must remember that it is a dispute resolution and not a work decision. Therefore, the employer should create a well-thought-out billing position before going to an SEnA conference in order to get the best possible results. “Kung wala pa ang SEnA sa DOLE nga maoy hinungdan nga nagka-settle mi sa akong kanhi gitrabaho-an, masakit na gyud unta ko sa kaguol (SEnA is the reason I was able to reach an agreement with my former employer),” Kintanar said in a telephone interview. The parties may decide to apply the FRG to the relevant offices of the Department or to voluntary arbitration if: 1) no agreement is reached within the 30-day period, or 2) if it is established that one of the parties does not comply with the provisions of the agreement reached. Opponents of the trial opt for settlement and offer the best settlement amount.

However, the abrupt effect is that the business is referred to as “simple money.” Employees with experience of setting up with such a company can encourage others to take the same “simple money” approach. In short, the fact that abusive workers are involved can set a bad precedent. Single Entry Approach (SEnA) is an administrative approach designed to provide a quick, impartial, inexpensive and accessible billing procedure to all labour or conflict problems, in order to prevent them from maturing to become real litigation or work cases. It was first introduced by the 107-10 Department and then institutionalized by the passage of Republic Act 10396 in 2013, which provides for mandatory 30-day conciliation mediation on labour and employment issues (i.e. labour-employer relations). As a conciliation mediation, the main objective is to reach an amicable settlement of the dispute between the various parties, with a neutral party, the SEnA Desk Officer (SEADO), which supports the parties through advice or the offer of solutions and alternatives to the problems.