A change in an employee's employment status requires a personnel action by the human resources department based on a request from the employee's department. Such requests should include the old and new employment information and effective date. Employees may progress through a job hierarchy from entry-level positions requiring less skill to jobs requiring more knowledge and skill. Organizations also have career paths representing lines of advancement within occupational fields. Employment status types include full-time, part-time, probationary, permanent, and others. Promotions consider performance records, potential ability, recommendations, and sometimes seniority. Demotions and separations like resignations and terminations also affect employment status.

3. • A change in employment is effected by a personnel
action generated by the Human Resources
Department upon receipt of a written request from
an authorized representative of a department
telling of the intended change in an employee's
status.
• Such forms or memoranda should include the old
and new information, and the date on which such
changes should become effective.

4. JOB PROGRESSION
Hierarchy of jobs a new-employee might experience
ranging from a starting job to jobs that successively
require more knowledge and or skill.
CAREER PATHS
Lines of advancement in an occupational field within an
organization.

5. Employment Status
a full-time employee
a part-time employee
a casual employee
a probationary employee
a junior employee
a permanent employee
a fixed-term employee
a contractor
a pieceworker
an outworker
an apprentice
a trainee

6. Employment Status
 entry-level Job - is a job that is normally designed or designated for recent graduates of
a given discipline, and does not require prior experience in the field or profession.
A trainee - undertakes a combination of structured training and work. The flexibility of
traineeships means wage rates and employment conditions vary depending on the type of
traineeship.
A casual employee - works on an hourly or daily basis, and in most cases for fewer
hours per week than the ordinary weekly working hours of a full-time employee
A probationary employee - is one who, for a given period of time, is being
observed and evaluated to determine whether or not he is qualified for permanent employment
Permanent employees or regular employees - work for a
single employer and are paid directly by that employer. In addition to their wages, they often
receive benefits like subsidized health care, paid vacations, holidays, sick time, or
contributions to a retirement plan.

13. Reason for Employee Promotion
One of the best incentives for employees to give their maximum
effort and loyalty to the firm is to give recognition and reward for a
good performance.
Ways which good performance will be rewarded:
 salary increase
 special commendation
 promotion to higher position

14. FACTORS IN PROMOTION
 Records of attendance and performance
 Potential Ability
 Letter of Recommendations
 Seniority Rule – basing rights base on length of service.
• Is a basis for promotion, lay off, rehiring, transfer and
other action that have a bearing in change of personnel
status.

15. 3. DEMOTION
A demotion occurs when a classified employee (“employee”) is reassigned to a position with a
salary range that is lower than the salary range of the former position. A demotion may occur
when:
· an individual is assigned to a position that requires performing accountabilities of
significantly decreased complexity or responsibility; or due to age, poor health.
 the employee was unable to perform satisfactorily in the higher-level position; or
 the employee’s request for a demotion is approved; or
 as a result of a reorganization, if the reorganization results in a reduction-in-force.
 or as a result of disciplinary action, due to misconduct, violating policy, procedure or proved
guilty.

16. Process of Demotion:
1. All demotions must be discussed with Human Resource
Services (HRS) prior to communicating any information to
employees.
2. If the demotion is at the employee’s request, a written letter
from the employee requesting the demotion action will be required
if the position wasn’t posted.
3. If the demotion action is a result of disciplinary action.
4. When considering a demotion, the department must ensure
that there is a valid budget line and/or position that the employee
will be occupying.
5. All demotions must be approved by respective Director/Vice
President and HRS.

17. Salary Adjustments for Demotions:
1. If the demotion occurred because the employee was unable to perform
satisfactorily in the higher–level position, the result of disciplinary action, or at
the employee’s request, the employee’s salary should be decreased to no more
than the maximum of the new salary range.
2. If the demotion occurred as a result of a reorganization and not because of
the employee’s performance and the employee’s salary is above the maximum of
the new salary range, then the employee’s salary should be “red circled” until
the maximum of the salary range is increased and exceeds the employee’s
salary.

18. 4. SEPARATION
Separation is the termination of employment as a result of resignation, layoff, or discharge.
Resignation or Quit – is the voluntary separation and voluntary initiated by employee.
Causes of Voluntary Resignation
 Dissatisfaction of wage and working condition
 Mis understanding with supervisors or fellow workers.
 Inconvenient work hours among chief reasons.
 Better opportunity outside
 other reasons such as personal nature, family factors, physical and health
condition and desire to continue studies.

19. Layoff
Redundancy in the UK, is the temporary suspension or
permanent termination of employment of an employee or downsizing the
number of employee.
Originally the term layoff referred exclusively to a
temporary interruption in work, as when factory
work cyclically falls off.

20. TERMINATION
1. Involuntary Termination or Laid off
2. Fired or voluntary termination- due to employee misconduct
Just causes for termination under the Labor Code is found in Article
282 and enumerated here as follows:
Serious misconduct. Is an improper conduct willful in character and of such grave nature
that transgressed some established and definite rule of action in relation to the employee’s work.
Willful disobedience to lawful orders. The employees are bound to follow reasonable
and lawful orders of the employer which are in connection with their work. Failure to do so may
be a ground for dismissal or other disciplinary action.
Gross and habitual neglect of duties. Gross negligence has been defined as the want or
absence of or failure to exercise slight care or diligence, or the entire absence of care. It evinces
a thoughtless disregard of consequences without exerting any effort to avoid them.

21. Causes of termination….
Fraud or willful breach of trust. Fraud is any act, omission, or concealment which involves a
breach of legal duty, trust, or confidence justly reposed and is injurious to another.
Commission of a crime or offense. Commission of a crime or offense by the employee against
his employer or any immediate member of his family or his duly authorized representative, is a just
cause for termination of employment.
Analogous causes. Other causes analogous to the above grounds may also be a just cause for
termination of employment.
Example:
• Abandonment
• gross inefficiency
• Disloyalty/ Conflict of interest
• Dishonesty
•Note
Terminated employee is not titled to separation benefits.

22. Why termination must be done properly?
Cost Termination – It can be costly to exercise, it involve Direct and Indirect cost.
Direct Cost – Payments for accruals for unused leave, long service leave, careers
leave.
• Payment of service in salary lieu of employee working the usual period of notice.
• Payment of severance pay- pay according to formula relating to years of service.
• Cost hiring outplacements for consultant.
• Payment of superannuation contribution made by employee.
Indirect Cost
• Administrative cost
•Time cost
• loss of work output
• Lower levels of productivity and quality

23. Factors need to consider in change of Personnel status
MENTORING
- executives who coach, advise, and encourage individuals of lesser rank
FUNCTIONS: Concerned with the career advancement and
psychological aspects of the person being mentored.
CAREER COUNSELING
- process of discussing with employees their current job activities and
performance, their personal career interest and goals, their personal skills
and suitable career development objectives.

24. TURN OVER
- occurs when employees voluntarily leave their jobs and must be
replaced.
- it is expressed as an annual percentage of work force.
Administrative
Operational
Financial

25. Domo
Arigato
Gusaimasu!!
!!
MAE Shyla
Aizell