If Ross has resigned from his job before receiving his 13th month pay, is he ineligible for this benefit?

Receiving a 13th month pay is generally considered a right for employees who have rendered at least a full month of service to their employer, and it is mandated by law in many jurisdictions. If Ross has resigned before the distribution of the 13th month pay but has served a significant portion of the year leading up to that point, he would still be eligible for his prorated share of the payment based on the time he worked.

The logic behind this entitlement is that the 13th month pay is a form of compensation for the work performed during the year, and resigning does not negate the work he has already completed. Eligibility for such benefits typically does not hinge solely on current employment status at the time of payment, reinforcing that employees who have been with the company for a qualifying period maintain their rights to such benefits even after resignation.

In this scenario, it is essential to consider local labor laws and company policy, but the general understanding is that resignation alone does not automatically disqualify an employee from receiving prorated benefits like the 13th month pay. This context clarifies why Ross would still be eligible for this benefit.