Termination Process. needing your advise.

[noearthko]

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[trinalla]

naa cla contract sa employer nga gi pirmahan? if yes, pls. check if naka state ba nga pwede cla ma assign sa lain branch ug d pwede mo balibad ang employee.. if wa cla contract gi pirmahan, its a violation from the employer, and its a ground nga maka bayad sad ang employer sa iyang employee. its also case of illegal termination, if she wanted to fight his/her right she can go to DOLE and made a complaint against the employer.

[tsunade]

pa adto-a nag og Labor brad.. ayaw na pag langay2x..

[noearthko]

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[trinalla]

adto lang sa DOLE ug ilaha ra ka sultian unsay angay buhaton, no need pa ka ug atty. unya pa man nah mag kaso2x if d makig settle ang employer, adto ra sad ni e kaso sa DOLE.

[Scott Bernard]

Depende jud na sa contrata brad. Kay if project employee, murag naa raba na sa contract nga anytime, if dili satisfactory ang performance sa employee immediately pwede e end ang contract.

Pero if REGULAR employee gani, dili na dali ma taktak. Taas pa na nga process.

[noearthko]

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[noearthko]

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[woodpusher]

Valid termination of employment

Just causes
a. Serious misconduct or willful disobedience by the employee of the lawful orders of his employer or representative in connection with his work;
b. Gross and habitual neglect by the employee of his duties;
c. Fraud or willful breach by the employee of the trust reposed in him by his employer or duly authorized representative;
d. Commission of a crime or offense by the employee against the person of his employer or any immediate member of his family or his duly authorized representatives; and
e. Analogous or similar causes.

Authorized causes
1. Installation of labor saving device
2. Redundancy
3. Retrenchment to prevent losses
4. Closure due to serious business losses
5. Disease

If the employee do not comply with procedures, even they have a valid cause for terminating the employment; they may still be required to pay damages: Fifty thousand pesos (P50,000) if the cause was attributed to them as employer or thirty thousand pesos (P30,000) if the cause was attributed to the employee.


Philippine labor laws that employers must know

[noearthko]

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