labor law Archives - Page 14 of 18

21 Mar

Hearing to Employee is not Required for Termination if so Stipulated in Certain Forms of Employment

As a general rule, hearing is mandatory for termination of employees for just cause where it is provided in the policy or requested in writing. It is part of the procedural due process required by law. It belongs to the twin requirements doctrine. However, termination of employment not due to just cause has a different requirement. There are certain forms of employment where such hearing is not anymore required in termination as there is already a stipulation in the employment [...]

18 Mar

Counsel may Assist the Employee in a Hearing or Conference if the Latter Desires as part of Due Process

If a hearing or conference would be held in an employee dismissal, the employee may request to bring a counsel in such proceeding. This seems to be an optional requirement at the in- stance of the employee. In the dismissal of an employee, a hearing or conference must be held during which the employee concerned, with the assistance of counsel if the employee so desires, is given opportunity to respond to the charge, present his evidence or rebut the evidence [...]

By Atty Elvin Labor Law administrative hearing, atty. elvin, counsel, dismissal, due process, Hearing or Conference, Just Cause, labor, Labor Code, labor law, procedural due process, termination 13 Comments Read more...

18 Mar

Formal Hearing which is Adversarial in Nature is not Applicable in Employee Dismissal Cases

While hearing or conference is required to be held when specifically requested in writing by the employee or when so provided in the company policy, it is not intended to be in a formal type of proceeding. In the case of Nuez vs. NLRC the Supreme Court held that what the law requires is for the employer to inform the employee of the specific charges against him and to hear his side or defenses. This does not however mean a [...]

By Atty Elvin Labor Law administrative conference, administrative hearing, atty. elvin, dismissal, due process, employee, employer, hearing / conference, Hearing or Conference, Just Cause, labor, Labor Code, labor law, procedural due process 26 Comments Read more...

17 Mar

Notice to Explain (NTE): Contents and Requirements

Notice to explain or NTE is one of the requirements to complete the procedural due process in employee dismissal. In the case of King of Kings Transport, Inc. vs. Mamac, the Supreme Court (SC) said that the first written notice to be served on the employees should contain the specific causes or grounds for termination against them, and a directive that the employees are given the opportunity to submit their written explanation within a reasonable period. In order to enable the [...]

By Atty Elvin Labor Law atty. elvin, dismissal, labor, Labor Code, labor law, Notice to Explain, NTE, procedural due process, termination 136 Comments Read more...

14 Mar

Procedural Due Process for Authorized Cause

Procedural due process is also required for termination due to authorized cause. For termination based on authorized causes, that is, retrenchment, redundancy, etc., under Article 298 of the Labor Code, as amended, the due process is deemed complied with upon the service of a written notice as follows: Notice to the employee (at least 30 days before the effectivity thereof); and Notice to the appropriate Regional Office of the Department of Labor and Employment (DOLE) at least thirty (30) days before the [...]

By Atty Elvin Labor Law atty. elvin, Authorized Cause, due process, installation of labor saving, labor, Labor Code, labor law, procedural due process, Redundancy, Retrenchment 19 Comments Read more...

13 Mar

Termination Rules for Probationary Employee as to Procedural Due Process

Termination of employment, as held in the case of (UNIVAC Development, Inc. vs. Soriano, G.R. No. 182072, June 19, 2013), is subject to three limitations, namely: it must be exercised in accordance with the specific requirements of the contract; the dissatisfaction on the part of the employer must be real and in good faith, not feigned so as to circumvent the contract or the law; and there must be no unlawful discrimination in the dismissal. Failure to specify the reasonable standards by which [...]

By Atty Elvin Labor Law atty. elvin, dismissal, due process, labor, Labor Code, labor law, probationary, procedural due process, termination 18 Comments Read more...

10 Mar

Dismissal of Employee Does not Involve his Property in Constitutional Sense

Dismissal of an employee requires observance of due process. There are two aspects of due process, the substantive and the procedural. The usual dispute involves failure to notify the employee to explain the charge, attend hearing/conference, and notice of dismissal. Does failure to provide notice or opportunity for a hearing to the employee violate his constitutional right to his property? Is his job property in constitutional sense? Previously, court decisions consider the right of a person to his labor to be [...]

By Atty Elvin Labor Law atty. elvin, Authorized Cause, due process, employee, employer, labor, Labor Code, labor law, procedural due process 12 Comments Read more...

08 Mar

Willful Disobedience as Ground for Employee Dismissal

Willful disobedience is ground for dismissal under Article 297 of the Labor Code, as amended. The Supreme Court found just cause to dismiss the employee for her willful disobedience of the superior’s directives requiring her to explain her absence, violation of school policy and refusal to subject herself to medical examination. Other cases where disobedience was held willful: Violation of the rule against the use of company-owned vehicles for private purposes without prior authority; Smoking in restricted areas; Refusal to render overtime; Refusal to be [...]

By Atty Elvin Labor Law atty. elvin, dismissal, employee, employer, Just Cause, labor, Labor Code, labor law, willful disobedience 21 Comments Read more...

08 Mar

Obligation of Employer in Sexual Harassment Cases

The employer has the duty to prevent or deter the commission of acts of sexual harassment and to provide the procedure for the resolution or prosecution of the offense. It shall be the duty of the employer or the head of the work-related, educational or training environment or institution, to prevent or deter the commission of acts of sexual harassment and to provide the procedures for the resolution, settlement or prosecution of acts of sexual harassment. (R.A. 7877, Section 4.) In [...]

By Atty Elvin Labor Law atty. elvin, employee, employer, labor, labor law, Sexual harassment 22 Comments Read more...

03 Mar

Grounds For Dismissal: Just Cause And Authorized Cause

Grounds for dismissal are required ingredients to ensure that termination is valid. There are three classifications of valid grounds for dismissal or termination under the Labor Code which can be used by the employer: First is the just cause under Article 297 of the Labor Code, as amended. Second, the authorized cause under Article 298 therein. Third is the dismissal due to disease found in Article 299. The employee is also authorized to cut employment ties under Article 300. The burden of proof in [...]

By Atty Elvin Labor Law atty. elvin, Authorized Cause, discipline, dismissal, employee, employer, grounds for dismissal, grounds for termination, Just Cause, labor, Labor Code, labor law 35 Comments Read more...

Tag - labor law