Notice to Explain WITH PREVENTIVE SUSPENSION (Sample Form)PoL Sangalang
This is one of my suggested format for the FIRST NOTICE in the observance of procedural process under the Philippine law on termination of employment (otherwise known as the "two notice rule" or "2 notice rule").
This format is based on the requirements of the Omnibus Rules Implementing the Labor Code of the Philippines and latest jurisprudence from the Philippine Supreme Court.
This is the first FORMAL step in terminating an employee based on JUST CAUSE.
This SAMPLE FORM contains a NOTICE OF PREVENTIVE SUSPENSION. Not all offenses of employees, no matter how grave, can be the basis of a company to issue Preventive Suspension. There are specific ground rules. This Sample Form serves also as guide for the employer in preventively suspending its employees.
Notice to Explain SAMPLE FORM (First Notice)PoL Sangalang
This is one of my suggested format for the FIRST NOTICE in the observance of procedural process under the Philippine law on termination of employment (otherwise known as the "two notice rule" or "2 notice rule").
This format is based on the requirements of the Omnibus Rules Implementing the Labor Code of the Philippines and latest jurisprudence from the Philippine Supreme Court.
This is the first FORMAL step in terminating an employee based on JUST CAUSE.
Notice to Explain WITH PREVENTIVE SUSPENSION (Sample Form)PoL Sangalang
This is one of my suggested format for the FIRST NOTICE in the observance of procedural process under the Philippine law on termination of employment (otherwise known as the "two notice rule" or "2 notice rule").
This format is based on the requirements of the Omnibus Rules Implementing the Labor Code of the Philippines and latest jurisprudence from the Philippine Supreme Court.
This is the first FORMAL step in terminating an employee based on JUST CAUSE.
This SAMPLE FORM contains a NOTICE OF PREVENTIVE SUSPENSION. Not all offenses of employees, no matter how grave, can be the basis of a company to issue Preventive Suspension. There are specific ground rules. This Sample Form serves also as guide for the employer in preventively suspending its employees.
Notice to Explain SAMPLE FORM (First Notice)PoL Sangalang
This is one of my suggested format for the FIRST NOTICE in the observance of procedural process under the Philippine law on termination of employment (otherwise known as the "two notice rule" or "2 notice rule").
This format is based on the requirements of the Omnibus Rules Implementing the Labor Code of the Philippines and latest jurisprudence from the Philippine Supreme Court.
This is the first FORMAL step in terminating an employee based on JUST CAUSE.
Authorized causes: Valid grounds for downsizing the workforce. The Philippine Labor Code allows the employer to downsize its workforce based on authorized causes: installation of labor-saving devices, redundancy, retrenchment, closing of business, and disease. Authorized cause is part of substantive due process in Philippine Labor Law.
The Department of Labor and Employment clarified and modified the rules and regulations on just causes and authorized causes - resulting in stricter implementation of due process. Labor Law compliance is required for valid termination. Non-compliance may result in liabilities, including illegal dismissal.
Authorized causes: Valid grounds for downsizing the workforce. The Philippine Labor Code allows the employer to downsize its workforce based on authorized causes: installation of labor-saving devices, redundancy, retrenchment, closing of business, and disease. Authorized cause is part of substantive due process in Philippine Labor Law.
The Department of Labor and Employment clarified and modified the rules and regulations on just causes and authorized causes - resulting in stricter implementation of due process. Labor Law compliance is required for valid termination. Non-compliance may result in liabilities, including illegal dismissal.
In November 2013 the Washington state Department of Early Learning (DEL) received a complaint that University Child Development School (UCDS) in Seattle was refusing to make reasonable accommodations for a 5 year old student with type 1 diabetes as is required of the school by law. The DEL conducted an investigation and found the complaint against UCDS to be valid. This is the letter sent by the DEL to inform UCDS of its decision.
Sample opposition to motion to vacate in California with an attorney affidavi...LegalDocsPro
This sample opposition to California motion to vacate judgment with an attorney affidavit of fault is used to oppose a motion made under the mandatory attorney affidavit of fault provisions of Code of Civil Procedure section 473(b) on several grounds including that the motion is untimely, does not include the required attorney affidavit of fault, the attorney is covering up for the client and other grounds. The sample on which this preview is based is 12 pages and includes brief instructions, a memorandum of points and authorities with citations to case law and statutory authority and a sample declaration.
Research Paper Apply workers’ compensation management regulation.docxaudeleypearl
Research Paper
Apply workers’ compensation management regulations and concepts to the following workplace scenario:
You are a newly hired environmental safety and health professional for a midsized manufacturer of widgets. You currently have three manufacturing facilities in three separate, but geographically close states. Because of unprecedented growth in the widgets market, your company decides to build another factory. One out of the hundreds of indicators the executive staff is looking for is which one of their current states they operate is most employer friendly. In other words, which state treats employers and employees the same when it comes to regulatory requirements?
Complete a research paper that compares and contrasts the differences between the state of Texas in which you live and two other adjacent states. In your paper, you should discuss the differences and similarities between workers’ rights in the three different states (e.g., definition of employee, wages paid, weeks of temporary disability, etc.), identify and explain the commonalities in the fundamental laws of the workers’ compensation system in the three states, interpret the resources that are available for employers in each state (e.g., monthly courses taught, written guidance, employer rights, etc.), discuss the types of coverage available to employees in each state, and
argue which state is more employer friendly from an employer’s perspective when it comes to administering a workers’ compensation program.
Be sure to use the tools provided by the U.S. Department of Labor, Division of Federal Employees’ Compensation (DFEC) web page. The webpage is located at https://www.dol.gov/owcp/dfec/regs/compliance/wc.htm. This page provides a link to the workers’ compensation board for each of the 50 states as well as the U.S. Virgin Islands, Guam, and Puerto Rico. In addition to this resource, you should use a minimum of two other sources. All information from these sources must be cited in APA style.
This research paper must be a minimum of three pages in length and should be written in APA style. The title and reference page are not included in the page count.
U.S. Department of Labor
Occupational Safety and Health Administration
Denver Commons Office Plaza
111 Main St., Suite 111
Denver, CO 11111
Phone: (111) 111-1111 FAX: (222) 222-2222
Citation and Notification of Penalty
To: Inspection Number: 111111111
Acme Widget Factory Inspection Date(s): 04/15/2015-04/16/2015
and its successors Issuance Date: 08/21/2015
1 Factory Lane
Inglewood, CO 11111-1111
Inspection Site: The violation(s) described in this citation and
1 Factory Lane Notification of Penalty is (are) alleged to have
Inglewood, CO 11111-1111 occurred on or about the day(s) the inspection
was made unless otherwise indicated within the
description given below.
This Citation and Notification of Penalty (thi ...
Procedural Due Process: Step by Step Procedure. Whether an employee is dismissed for just cause or authorized cause, the employer is required to observe procedural due process or the step-by-step procedure. Procedural due process is an aspect of due process.
When any party to a contract, whether oral or written, fails to perform any of the contract’s terms, they may be found in breach of contract. While there are many ways to breach a contract, common failures include failure to deliver goods or services, failure to fully complete the job, failure to pay on time, or providing inferior goods or services. In other words, a breach of contract is a broken promise to do or provide something. To explore this concept, consider the following breach of contract definition.
Definition of Breach of Contract
1. An unjustifiable failure to perform terms of a contract.
2. A violation of contract through failure to perform, or through interference with the performance of the contractual obligations
Among the most common causes for lawsuits in the U.S., breach of contract occurs in many ways. The law offers a variety of remedies for each such breach, designed to make the injured party whole. Court-ordered remedies for breach of contract cases are not meant to punish the breaching party, but to return the injured party to the position he would be in if the breach had not occurred.
Brgy. Labangon, Cebu City and the Threat to its Territorial IntegrityHarve Abella
the people have spoken, NO to the creation of Banawa-Englis.
by the way, Tony Cuenco (author of the Banawa-Englis law fiasco) has bowed out of the congressional race (or so he claims.) do we really need recycled politicians???
1. (First Notice with Preventive Suspension)
Date : _____________
To : __Name of Employee__
From : __Manager__
N O T I C E
Company records and reports show that you have been remiss in your duties and
responsibilities to the Company by committing the following acts that are inimical to the interest
of the Company and its customers/clients, particularly in the following instances:
(Specific Violations and/or Offenses)
Please explain in writing, within _________ (____) days upon receipt hereof, why you
should not be subjected to appropriate disciplinary action in connection with the foregoing acts
and misconduct. Failure to respond within the period given will be construed as a waiver of your
right to be heard and the investigation on the foregoing matter will proceed. In the event that
after due investigation the imposition of disciplinary actions is warranted, same shall be made
known to you.
Furthermore, considering the nature and gravity of the offense charged and the sensitivity
of the nature of the work you are currently occupying which is a position of trust and confidence
that gives you access to confidential files and documents that will be involved in the
investigation, you are hereby placed under PREVENTIVE SUSPENSION effective immediately
and for a period of thirty (30) days while this matter is being investigated.
Please give this letter your immediate attention.
Very truly yours,
General Manager
Received by:
_________________
Date: _____________
