When Philippine employers can dismiss a factory worker whose safety violation caused an accident: Article 297(b) gross negligence, single-act dismissal, RA 11058 duties, evidence and DOLE reporting.
Senate Bill 2563 is a pending bill on AI-related layoffs, not a law. Compare what it would change with what Article 298 requires today: a real cause, proof, 30 days’ notice and separation pay.
Direct hiring of Filipino workers for overseas jobs is banned by default under Article 18 of the Labor Code. Learn the four narrow DMW exemptions, who does not qualify, and what to do if you already received a direct-hire offer.
An unlocked office computer is not blanket permission to read a coworker’s Messenger. Learn account-access risks, employer investigation limits and evidence steps.
An employer may dismiss a sales representative who kept customer collections when an audit and customer receipts prove it. Here is how to apply Article 297, build the evidence, run the NTE process and handle the missing money.
A resignation is not automatically irrevocable in the Philippines. It becomes final only once the employer genuinely accepts it; before that, the employee may validly withdraw it.
Can employers post a former employee’s name and photo on Facebook? Learn what Philippine privacy law and NPC opinions allow, and what goes too far.
A picket line is legal in the Philippines when it follows the strike notice, vote and 7-day waiting rules and avoids violence or blocking gates. See the innocent bystander rule, officer-vs-member liability, and four Supreme Court cases.
An employer may dismiss a remote employee for time theft when disclosed logs prove hours were knowingly falsified. Here is how to choose the Article 297 ground, use monitoring data lawfully and run the twin-notice process.
Compressed Work Week Philippines: DOLE’s five conditions for a valid compressed workweek, when overtime pay still applies, the Bisig Manggagawa sa Tryco case, and what to do if the arrangement doesn’t meet the rules.
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