When both substantive and procedural due process is met, management can proceed with retributive or corrective actions even when there is no 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