when saving jobs are no longer possible, what to do next?
If an employee failed to observe the rendering period s/he promised, will this lead to the abandonment of work?
To hold or accept? Resignation of employee under investigation is always a hot topic with passionate ideas coming from both ends
Terminating employees require both soft and technical skills to minimize human harm, and avoid unnecessary cost on labor case.
When both substantive and procedural due process are met, management can proceed with retributive or corrective actions even without the admission of guilt.
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