Preventive suspension is a measure to protect company’s property pending investigation of any alleged malfeasance or misfeasance committed by an employee
A notice of decision memo is the 2nd of the twin notice rule. It contains the decision arrived after conducting an administrative investigation.
An ADMINISTRATIVE MEETING is necessary in termination cases to ensure employee under investigation is afforded all opportunity to due process
Admin meeting is a formal forum to prove an incident or case.
NOTICE TO EXPLAIN is a legal requirement, the first of the two-notice rule.
“The state affords the constitutional blanket of rendering protection to labor but it also protect the right of employers to exercise what are clearly management prerogatives, so long as the exercise is without abuse of discretion.” Pantranco North Express vs. NLRC GR No. 106516, Sept. 21, 1999.
Ending an employer-employee relationship is subject to due process, whether it is employee (resignation) or employer (just or authorized causes) initiated
Companies are given prerogative to terminate employment for health reasons provided it met the requirements of Art. 284. From my experience, however, some employers take a more generous and benevolent stance rather than using this provision of the law.
This is the 4th installment to my “How To Lose Your Job” series. This article will focused on the authorized causes, per art. 283 and 284 of the labor code.
On my last post, we discussed about the series of little acts, that overtime, can lead to termination of employment. On this issue, we’ll discuss a single but grave and serious act that can lead also to outright separation.
Small infractions committed by an employee can lead to termination of employment if repeated consistently over a period of time
Whether you’re an employee holding a leadership position or not, or an entrepreneur, knowledge of due process comes handy in the workplace.