Terminate a Managerial Employee for Loss of Trust: PH Employer Guide
A manager can be dismissed for loss of trust on a reasonable basis, but only for a willful act backed by clear facts. Managerial standard, evidence and twin-notice steps.
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How to Terminate an Employee in the Philippines: Step-by-Step Employer Guide to Just Cause, Authorized Cause and Due Process
A step-by-step employer guide to lawfully terminating an employee in the Philippines: choosing between just cause and authorized cause, running the twin-notice process or the 30-day DOLE notice, computing separation pay, and avoiding the procedural mistakes that trigger nominal damages.
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DTR Meaning in the Philippines: What a Daily Time Record Must Show, Employer Duties and Disputes Over Time Records
A Daily Time Record (DTR) has no official government form, but it must accurately show actual time in, time out and breaks under the Omnibus Rules. Learn who must keep one, common DTR problems like forced buddy punching and rounding, what the Supreme Court has ruled, and what to do if your time record becomes a dispute.
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How to Terminate a BPO Agent for Chronic Tardiness in the Philippines
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.
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Termination Due to Disease in the Philippines: Article 299 Requirements, Certification and Separation Pay
Article 299 lets employers end employment for disease, but only with certification from a competent public health authority, strict twin-notice due process, and mandatory separation pay. Learn the three-part test, four Supreme Court rulings, and why HIV status can never be a valid ground.
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Loss of Trust and Confidence as Just Cause: Elements, Evidence and Due Process
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.
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Disciplinary Action in the Philippines: Valid Penalties, Due Process and Proportionality
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.
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Drug Testing in the Workplace: Legal Grounds, Employee Rights and Termination Limits
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.
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Serious Misconduct in the Philippines: Elements, Evidence, Dismissal Rules and Due Process
Learn when serious misconduct can justify dismissal under Article 297 of the Philippine Labor Code, what employers must prove, what evidence matters, and how due process works.
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Notice to Explain in the Philippines: 5-Day Response, Evidence and Next Steps
A Notice to Explain (NTE) is usually the first written notice in a Philippine just-cause disciplinary process. Learn the 5-calendar-day response rule, employee rights, evidence to preserve, and what happens next.
