Business Process Outsourcing International, Inc. (BPOI) is facing a formal Request for Assistance filed by Zyrus Allado Oyong, CEO of consulting firm BluestarCMI, through the Department of Labor and Employment's (DOLE) Single Entry Approach (SEnA) mechanism. The filing was made on May 24, 2025, under Reference No. SEAD-RO-NCR-MPFO-05-00255-2025-OL.
Nature of the Filing
The SEnA process is an official government mediation channel intended to resolve workplace disputes between employees and employers. According to the form submitted, Oyong—formerly employed by BPOI as an Enterprise Quality Supervisor—outlined several workplace concerns that triggered the grievance:
- Alleged discrimination involving medical condition
- Disputes over task assignments and disciplinary measures
- Requests for final pay and separation compensation
- Allegations of retaliation after voicing ethical objections
At the time of filing, DOLE scheduled an initial mediation conference for June 16, 2025 to hear both sides and explore resolution options.
What Is Being Requested?
The filing indicates the following reliefs:
- Payment of separation pay
- Correction of occupational safety and health violations
- Monetary compensation for final pay and benefits
The document also references incidents such as Zyrus' refusal to fabricate internal audit reports allegedly instructed to him by a superior at BPOI, privacy-related objections, and denied accommodations for a declared medical condition. These claims are not yet adjudicated and remain subject to discussion and verification during the SEnA process.
Transition to NLRC Proceedings
According to an official DOLE-SENA Referral Form dated June 23, 2025, the case was elevated to the National Labor Relations Commission (NLRC) after the conciliation process. The referral notes:
- No settlement was reached during the SEnA mediation conference
- Zyrus declined further conciliation, exercising his right to escalate the matter
- The unresolved labor issues include:
- Alleged illegal dismissal
- Constructive dismissal
- Maltreatment and workplace harassment
The case is now under the jurisdiction of the NLRC Regional Arbitration Branch NCR, assigned to Executive Labor Arbiter Hon. Paz Eugenia Neri-Dysangco.
Why This Matters
Cases like these underscore the importance of:
- Transparent audit practices
- Responsiveness to medical accommodation requests
- Fair disciplinary protocols
- Clear communication between staff and management
Whether resolved through conciliation or formal proceedings, they offer organizations a chance to reflect on internal controls, workplace culture, and labor compliance.
Glossary of Terms
- SEnA: Single Entry Approach – a DOLE program for resolving labor disputes through mediation
- Constructive Dismissal: A form of involuntary resignation caused by hostile or unreasonable working conditions
- Adjudicated: A legal term meaning a formal decision has been made by a court or authorized body
⚠️ Legal Disclaimer
This article is for informational purposes only and reflects publicly filed labor records. It does not constitute legal advice or assert liability. All parties are presumed innocent until proven otherwise through due process.
The incident involving refusal to fabricate audit reports is based on the requesting party’s documented account and has not been adjudicated.