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
Business owners have the prerogative to terminate employment for health reasons, provided by Art. 299 of PLC. But they can be more benevolent as others have done.
This is the 3rd installment of this blog series. This article will focus on the authorized causes, per art. 298 of the labor code.
This article is about a single but grave and serious act that can lead to outright termination, as spelled out in the just causes provision of the labor code
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.