Practice question
A front-office supervisor signs a probationary agreement listing general duties. At hiring, the employer supplies no reasonable standards by which regularization will be evaluated. No self-descriptive-job or other recognized exception is established. Months later it invokes a client’s undisclosed expectations and says the word probationary alone proves compliance. Which is best?
- A duties list always conclusively establishes every performance standard
- A client may supply secret criteria retroactively
- A probationary label eliminates every disclosure obligation
- The stated omission cannot be cured by the label; reasonable standards ordinarily must be communicated at engagement
- A supervisor is automatically outside all labor protection
Legal references
- Sagarino, G.R. 267379, October 15, 2025: https://lawphil.net/judjuris/juri2025/oct2025/gr_267379_2025.html
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