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Letter_of_Termination_ABCommunication.pptx
- 3. LETTER OF TERMINATION TOPIC Employment Instruments No. 5 06/17/23 + Play 4
- 4. Next LETTER OF TERMINATION INTRODUCTION | A & B COMMUNICATION What is a letter of termination? A termination letter is a legal document used by employers to notify an employee of the termination of their employment.
- 5. Next LETTER OF TERMINATION INTRODUCTION | A & B COMMUNICATION It’s purpose? Main purposes: 1. It helps employers keep records of termination decisions in case of legal disputes 2. It provides employees the clarity they need to start the transition to the next stage of their career.
- 6. Next LETTER OF TERMINATION INTRODUCTION | A & B COMMUNICATION Employers must follow specific laws and regulations when terminating an employee. This letter should include information such as the reason for termination, the effective date, and any information regarding severance or final payment.
- 7. Next LETTER OF TERMINATION REASONS FOR ISSUING A LETTER OF TERMINATION | A & B COMMUNICATION Termination Valid Reason under the Labor Code Just Causes Authorized Causes Proper due process
- 8. Next LETTER OF TERMINATION REASONS FOR ISSUING A LETTER OF TERMINATION | A & B COMMUNICATION n Just Causes Authorized Causes Wrongful or prohibited acts done against the employer or co-workers Ex. Serious misconduct, Willful disobedience, Gross and habitual neglect of duty, and Fraud or breach of trust Legally justified reasons beyond wrongful acts, classified as business-related or health-related. Ex. Redundancy, Retrenchment to prevent losses, Closure and cessation of businesses, and disease or illness.
- 9. Next LETTER OF TERMINATION KEY COMPONENTS OF A LETTER OF TERMINATION | A & B COMMUNICATION A letter of termination should include the following: • The termination date: date the letter is written and the termination is effective • Employee Information: Employee’s full name, position, and hire date • Reason(s) for termination: clear and concise with specific examples • An explanation of next steps for compensation and benefits: severance pay or final payment • Return of Company Properties: A list of company property employees need to return • Notification of agreements employees signed, such as non- disclosure agreements • HR contact information for further questions
- 10. Next LETTER OF TERMINATION STRUCTURE OF A LETTER OF TERMINATION | A & B COMMUNICATION A. Opening Section Address employee, state the purpose of the letter, and express the decision to terminate their employment.
- 11. Next LETTER OF TERMINATION STRUCTURE OF A LETTER OF TERMINATION | A & B COMMUNICATION B. Body Section a. Clear and Concise explanation: State the reasons for terminating, referring to documented instances b. Use professional and objective language to maintain a respectful tone c. Key details: effective date, obligations or benefits, return of company property d. Legal obligations: mention legal requirements such as providing notice and info about severance packages.
- 12. Next LETTER OF TERMINATION STRUCTURE OF A LETTER OF TERMINATION | A & B COMMUNICATION C. Closing Section a. Express well-wishes or acknowledge the employee’s contribution(s) b. Reinforce the need for confidentiality and employee’s responsibility after the termination c. Provide contact information for any follow-up questions or concerns.
- 13. Next LETTER OF TERMINATION TERMINATION LETTER FORMAT | A & B COMMUNICATION Termination Letter Format.docx
- 14. Next LETTER OF TERMINATION TERMINATION LETTER FORMAT | A & B COMMUNICATION
- 15. Next LETTER OF TERMINATION TERMINATION LETTER FORMAT | A & B COMMUNICATION
- 16. Next LETTER OF TERMINATION TERMINATION LETTER FORMAT | A & B COMMUNICATION
Editor's Notes
- It’s purpose? Termination letters serve two main purposes: they help employers keep records of termination decisions, and they provide employees the clarity they need to start the transition to the next stage of their career. Better relationships with departing employees also help the employer protect its reputation as potential candidates check employer review sites for ex-employees’ opinions. And in the event of a legal challenge, having a termination letter with all the details of the dismissal can help the employer document the reasoning for the dismissal and prove that they gave the ex-employee appropriate notification.
- , includes sending a notice and a reason for the termination
- To legally terminate an employee, you should ensure that they undergo proper due process and there is a valid reason behind it under the Labor Code. These reasons are categorized under Just Causes and Authorized Causes.
- Serious Misconduct: In 2015, a DepEd-Manila teacher was dismissed from service after being found guilty of sexual harassment. The teacher was accused of groping and kissing a female student in his classroom. The teacher denied the allegations, but the evidence against him was strong. He was found guilty by a DepEd hearing officer and dismissed from service. Willful disobedience: Fraud and Breach of Trust: In 2018, a DepEd-Davao City employee was arrested for allegedly falsifying documents and pocketing millions of pesos in funds for school feeding programs. The employee, who was the head of the city's School Feeding Program, was said to have falsified documents to show that more students were enrolled in the program than there actually were. This allowed her to pocket the money that was supposed to be used to buy food for the students. In 2019, a DepEd-Ilocos Norte employee was arrested for allegedly selling fake textbooks to schools in the province. The employee, who was the head of the province's Textbook Distribution Office, was said to have sold fake textbooks to schools at a much higher price than the original textbooks. The schools were unaware that the textbooks they were buying were fake. In 2020, a DepEd-Cavite employee was arrested for allegedly using her position to embezzle funds from the department. The employee, who was the head of the province's Procurement Office, was said to have used her position to award contracts to companies that she had a financial interest in. She was also said to have falsified documents to show that she had purchased goods and services that were never actually delivered.
- To legally terminate an employee, you should ensure that they undergo proper due process and there is a valid reason behind it under the Labor Code. These reasons are categorized under Just Causes and Authorized Causes.
- To legally terminate an employee, you should ensure that they undergo proper due process and there is a valid reason behind it under the Labor Code. These reasons are categorized under Just Causes and Authorized Causes.
- To legally terminate an employee, you should ensure that they undergo proper due process and there is a valid reason behind it under the Labor Code. These reasons are categorized under Just Causes and Authorized Causes.
- To legally terminate an employee, you should ensure that they undergo proper due process and there is a valid reason behind it under the Labor Code. These reasons are categorized under Just Causes and Authorized Causes.
- To legally terminate an employee, you should ensure that they undergo proper due process and there is a valid reason behind it under the Labor Code. These reasons are categorized under Just Causes and Authorized Causes.
- To legally terminate an employee, you should ensure that they undergo proper due process and there is a valid reason behind it under the Labor Code. These reasons are categorized under Just Causes and Authorized Causes.
- To legally terminate an employee, you should ensure that they undergo proper due process and there is a valid reason behind it under the Labor Code. These reasons are categorized under Just Causes and Authorized Causes.
- To legally terminate an employee, you should ensure that they undergo proper due process and there is a valid reason behind it under the Labor Code. These reasons are categorized under Just Causes and Authorized Causes.