Repeated late logins can justify dismissing a BPO or call center agent only when the tardiness is gross and habitual. Here is the WFM evidence to keep, the pay rules on late logins, and the twin-notice steps HR must follow.
Loss of trust and confidence is a valid just cause under Article 297(c) of the Labor Code only for managerial and fiduciary rank-and-file employees, and only with a genuine, work-related act proven to the right evidentiary standard. This guide covers the two-requisite test, the two classes of trust positions, Supreme Court cases, and the due process every dismissal still requires.
Philippine labor law requires disciplinary action to rest on a valid, communicated company rule, follow the twin-notice due process rule, and impose a penalty proportionate to the offense. This guide covers the legal test, the proportionality doctrine from Supreme Court cases like Sagales and Malcaba, and what employees and employers should do when discipline is on the table.
No Philippine law bans a private-sector employee from holding a second job, but an employer can adopt a reasonable, clearly communicated policy restricting outside work that creates a real conflict of interest. This guide covers what makes a moonlighting policy valid, how government-employee rules differ, and what two Supreme Court cases say about enforcing it.
Employee non-disclosure agreements are enforceable in the Philippines under the Civil Code’s freedom to contract, but only within limits set by the Labor Code, the Revised Penal Code and Supreme Court jurisprudence on reasonableness and trade secrets. This guide explains what makes an NDA valid, what legally counts as a trade secret, and what happens when an employee or employer crosses the line.
A complete guide to workplace drug testing in the Philippines under RA 9165 and DOLE Department Order No. 53-03: random and for-cause testing, employee rights, confirmatory testing, and when a positive result can actually justify termination.
Book 6 of the Labor Code of the Philippines covers Articles 293 to 302: just and authorized causes for dismissal, the twin-notice rule, the one-month DOLE notice, separation pay formulas and statutory retirement pay. This guide explains what each article requires and links to the deeper guide for every provision.
AWOL is not a Labor Code ground for dismissal by itself. Learn what absence without official leave actually means, when it legally becomes abandonment of work, and what due process employers must still follow before a valid AWOL dismissal.
Yes — but only within the same legal framework that governs a decision made by a human manager. Philippine law does not treat AI scoring, screening, or termination-flagging tools as a separate legal category. If an algorithm’s output leads to hiring rejection or dismissal, the employer must still show a valid just or authorized cause…
Compare resignation, redundancy, retrenchment and just-cause termination in the Philippines — who initiates each, notice required, and separation pay.