Just Causes: Valid Grounds for Dismissing an Employee. The Labor Code authorizes the employer to dismiss an employee based on just causes: serious misconduct, willful disobedience (insubordination), gross and habitual neglect of duties, fraud, willful breach of trust, loss of confidence, commission of a crime or offense, analogous cause, gross inefficiency. Just cause is part of substantive due process in Philippine Labor Law.
Philippine Labor Laws
Authorized Causes for Dismissal of Employee
Employee Discipline and Termination
The two most commonly used grounds for termination of employee are the Authorized Causes under Article 283 and 284 of the Labor Code, and the Just Causes under Article 282. Below are the authorized causes for termination of employment.
As maybe broadly defined, authorized causes for dismissal of employee refer to those lawful grounds for termination which in general do not arise from fault or negligence of the employee. “Authorized causes” are distinguished from “just causes” under Article 282 in that the latter are always based on acts attributable to the employee’s own fault or negligence.
The LABOR CODE made EASY (by Atty. PoL Sangalang)PoL Sangalang
The LABOR CODE made EASY (by Atty. Apollo X.C.S. Sangalang).
This is the slide presentation of Atty. PoL Sangalang in his talk at the event "LAW AND ORDER: Enhancing Knowledge On The Labor Code Of The Philippines" organized by the Thomasian Junior Association for People Management of the University of Sto. Tomas - Human Resources Development Management (UST-HRDM) on September 20, 2013 at the Albertus Magnus (Education) Auditorium, UST Campus, Manila.
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.
Philippine Labor Laws
Authorized Causes for Dismissal of Employee
Employee Discipline and Termination
The two most commonly used grounds for termination of employee are the Authorized Causes under Article 283 and 284 of the Labor Code, and the Just Causes under Article 282. Below are the authorized causes for termination of employment.
As maybe broadly defined, authorized causes for dismissal of employee refer to those lawful grounds for termination which in general do not arise from fault or negligence of the employee. “Authorized causes” are distinguished from “just causes” under Article 282 in that the latter are always based on acts attributable to the employee’s own fault or negligence.
The LABOR CODE made EASY (by Atty. PoL Sangalang)PoL Sangalang
The LABOR CODE made EASY (by Atty. Apollo X.C.S. Sangalang).
This is the slide presentation of Atty. PoL Sangalang in his talk at the event "LAW AND ORDER: Enhancing Knowledge On The Labor Code Of The Philippines" organized by the Thomasian Junior Association for People Management of the University of Sto. Tomas - Human Resources Development Management (UST-HRDM) on September 20, 2013 at the Albertus Magnus (Education) Auditorium, UST Campus, Manila.
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.
Illegal Dismissal: Consequences for No Due Process. Philippine Labor Law emphasizes the importance of observing due process in case of employee termination. If due process is not observed, the employer could be held liable for illegal dismissal which carry the following consequences: full backwages, reinstatement, separation pay, moral damages, exemplary damages, nominal damages, attorney's fees, joint and solidary liability.
Company Policy: Elements of Administrative Investigation and Progressive Disc...PoL Sangalang
Company Policy: Elements of Administrative Investigation and Progressive Discipline.
These are the presentation slides I used in my lecture on the subject on February 15, 2013 at the Asian Institute of Management - Conference Center, Makati City, Philippines. The seminar is sponsored by Ariva! Events Management and co-sponsored by the Rotary Club of Makati McKinley, RI District 3830.
The talk is essentially about employee discipline which can lead to employment termination. The focus of my lecture is on the legal aspect and framework of this employee relations process.
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.
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.
Seasonal Employees: Duration of a Season. The Philippine Labor Code acknowledges seasonal employment. Through Supreme Court decisions, regular seasonal employment was recognized as a hybrid of regular and seasonal employees.
Fixed-Term Employees: Agreed Period of Employment. While the Philippine Labor Code does not enlist fixed-term employment, it has been recognized via jurisprudence in the case of Brent School v. Zamora.
Illegal Dismissal: Consequences for No Due Process. Philippine Labor Law emphasizes the importance of observing due process in case of employee termination. If due process is not observed, the employer could be held liable for illegal dismissal which carry the following consequences: full backwages, reinstatement, separation pay, moral damages, exemplary damages, nominal damages, attorney's fees, joint and solidary liability.
Company Policy: Elements of Administrative Investigation and Progressive Disc...PoL Sangalang
Company Policy: Elements of Administrative Investigation and Progressive Discipline.
These are the presentation slides I used in my lecture on the subject on February 15, 2013 at the Asian Institute of Management - Conference Center, Makati City, Philippines. The seminar is sponsored by Ariva! Events Management and co-sponsored by the Rotary Club of Makati McKinley, RI District 3830.
The talk is essentially about employee discipline which can lead to employment termination. The focus of my lecture is on the legal aspect and framework of this employee relations process.
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.
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.
Seasonal Employees: Duration of a Season. The Philippine Labor Code acknowledges seasonal employment. Through Supreme Court decisions, regular seasonal employment was recognized as a hybrid of regular and seasonal employees.
Fixed-Term Employees: Agreed Period of Employment. While the Philippine Labor Code does not enlist fixed-term employment, it has been recognized via jurisprudence in the case of Brent School v. Zamora.
Project Employees: Specific Project or Undertaking. While the Philippine Labor Code acknowledges project employment, Supreme Court decisions has placed limitations. If certain conditions are met, project employees will be deemed regular employees.
Probationary Employees: Probation Period and Standards. Philippine Labor Law is strict on the rules of probationary employment. Non-compliance thereof will result in regular employment.
Casual Employees: Incidental and 1 Year. The Philippine Labor Code is emphatic on the difference between a regular employee and a casual employee. As a direct opposite of the regular employee, a casual employee performs activities which are incidental only and for a period not exceeding 1 year.
Pag-IBIG Benefits: Home Development Mutual Fund. Employees who can avail of housing loans as one of their Pag-IBIG Benefits from the Home Development Mutual Fund.
Holiday Pay: Regular Holidays. During holidays in the Philippines, Labor Law prescribes payment of holiday pay - even if no work is done. If work is done, the wage rate will be twice than the regular rate. If work is done on a double holiday, the wage rate will be thrice than the regular rate.
Special Leave for Women: 2 months. For women employees who have undergone surgery for gynecological disorders, Philippine Labor Law grants them a 2-month special leave to recover.
VAWC Leave: 10 Days and Extendible. Philippine Labor Laws grants a woman employee subject of violence a 10-day VAWC leave to attend to medical and legal concerns. Currently, this is the only extendible leave among the benefits.
Regular Employees: Usually Necessary or Desirable. An employment arrangement is not what the parties say it is, but what the law says it is. Philippine Labor Law says that a regular employee is one who performs activities which are usually necessary or desirable in the usual trade or business of the employer.
Employee Benefits: Legally Mandated to be Given. As a general labor standard, Philippine Labor Law requires payment of Employee Benefits by the employer and the government. These are referred to as Statutory Monetary Benefits because they are legally mandated to be given.
Paternity Leave: 7 Calendar Days. Philippine Labor Law grants married male employees a paternity leave consisting of 7-calendar days to attend to the their legitimate wife whom they are cohabiting and is about to or have given birth.
Minimum Wage: Lowest Prescribed Pay. Philippine Labor Law prescribes a minimum wage to be paid to employees. Minimum Wage Earners are exempt from income tax.
Separation Pay: Authorized Causes. When an employee is separated due to authorized causes, Philippine Labor Law requires that the employer provide for separation pay.
PhilHealth Benefits: National Health Insurance Program. Philippine Labor Law requires employers to contribute for the health insurance coverage of their employees through PhilHealth.
What is Control in Contracting and Subcontracting?JDP Consulting
The one who controls is the employer. DOLE D.O. 174-17 clearly emphasizes that a contractor who does not actively control the performance of the assigned personnel will be considered to be engaged in labor-only contracting. In such a case, the Principal shall be deemed the employer. Accordingly, the Principal may be held liable for monetary claims, and even illegal dismissal.
Every person with disability, as a member of the society, shall be entitled opportunities to participate in social, economic, cultural and all other activities in the society. No one shall be allowed to discriminate against persons with disabilities or violate their rights and benefits on the basis of disability.
Managing Dismissal to Avoid RepercussionlegalPadmin
Speech by K.Somasundram, Assistant Secretary from MTUC, given in Labour Law Seminar held by Legal Plus Sdn. Bhd (www.legalplus.com.my) on Apr 10, 2015.
Data Privacy - Penalties for Non-ComplianceJDP Consulting
Stiff penalties are provided in the Philippine Data Privacy Law for non-compliance
Summary:
1) Data Privacy Law has severe penalties for non-compliance.
2) Penalties are harsher when violations involve sensitive personal information compared to personal information.
3) Public officers and employees, as well as private individuals who are responsible officers in juridical entities, are made liable.
4) The law provides for a combination or series of acts that could result in increasing the penalty.
5) Maximum penalty is imposed for large scale offense when at least 100 persons are harmed, affected, or involved.
Data Privacy- Security of Sensitive Personal InformationJDP Consulting
Data Privacy Law applies to Government Agencies, particularly for the security of sensitive personal information.
Summary:
1) Data Privacy Law applies to Government Offices.
2) Heads of Agencies are the ones primarily responsible for compliance.
3) Security clearance is required for Government Employees who are accessing sensitive personal information.
4) A request approved by the Head of the Agency is required prior to transportation or access off-site of sensitive personal information.
5) NPC registration is required for Government Contractors for contracts involving access or requiring senstive personal information from at least 1,000 individuals.
Data Privacy - Security of Personal InformationJDP Consulting
Philippine Data Privacy Law (R.A. 10173) requires observance of Security of Personal Information.
Summary of Presentation:
1) Security of Personal Information is mandated of Personal Information Controller and their engaged Contractors (or 3rd Parties).
2) The standards for protection measures are two-fold: reasonable and appropriate.
3) Measures should be organizational, physical, and technical.
4) Strict confidentiality is required to be observed by: PIC Employees, PIC Agents, and PIC Representatives.
5) Notification requirement is mandated upon compromise of sensitive personal information and identity-fraud enabler information.
The Rights of the Data Subject encompasses all rights or interests over to personal information that has been collected, processed, and analyzed. Non-compliance with the rights results in liabilities, particularly on indemnity for damages.
Philippine Data Privacy Law is in Republic Act No. 10173, otherwise known as the " Data Privacy Act of 2012".
In summary:
1) Processing of personal information is allowed – so long as it complies with the law.
2) As much as possible, consent should be obtained from the Data Subject for the processing of personal information.
3) The confidentiality, integrity, and availability of the personal information should be ensured.
4) Sensitive and personal information are prohibited – unless in exceptional cases.
5) Philippine Data Privacy Law has extraterritorial application and thus violations may be penalized even if done outside the Philippines.
Philippine Contract Law and Intellectual Property Law serve as the applicable laws on Franchising. Currently, there is no specific law on Franchising that regulates the agreements between the Franchisor and the Franchisee.
Labor Code: Unfair labor practices are violations of the constitutional rights of workers and employees to self-organization. These illegal practices are considered inimical to the legitimate interests of both labor and management. These unfair practices are likewise prejudicial to the labor and management’s right to bargain collectively, and otherwise deal with each other in an atmosphere of freedom and mutual respect. These practices disrupt industrial peace and hinder the promotion of healthy and stable labor-management relations.
Rules on Contracting and Subcontracting in the Philippines: When is there a legitimate job contracting?
DOLE D.O. 174-17 superseded DOLE D.O. 18-A-11. Permissible job contracting still and remains allowed in the Philippines subject to stricter regulations and harsher consequences for the Principal who is deemed as the employer in various instances.
Learn the differences in this slide presentation
ECC Benefits: Employees' Compensation Program. Unknown to many employers and employees, there are ECC benefits granted to employees in the event of work-related illness, injury, and death.
Retirement Pay: Optional and Mandatory. Philippine Labor Law requires payment of retirement for employees who have rendered at least 5 years of service and are in their 60s (optional) and no more than 65 years old (mandatory).
Solo Parental Leave: 7 working days. To attend to minors or wards, Philippine Labor Law grants solo parents a parental leave of 7 working days. The employee does not have to be the biological parent of the child or ward.
Service Incentive Leave: Vacation and Sick Leaves. By way of incentive to years of service, the Philippine Labor Code requires the employer to give a 5-day service incentive leave to the employees who have rendered at least one year of service.
Service Charges: Pooled Tips. If an establishment collects services charges, the Philippine Labor Code requires that such amounts be distributed to the covered employees and the management. The same rules apply for pooled tips.
Night Shift Differential Pay: Work Between 10PM and 6AM. The Philippine Labor Code requires payment of Night Shift Differential for work rendered in between 10PM and 6AM. This is also known as hazard pay in the business or corporate world.
Overtime Pay: Work After 8 Hours. The Philippine Labor Code requires payment of overtime pay for covered employees who worked for more than 8 hours. Not all employees are entitled to this benefit.
Premium Pay: Non-Work Days. Philippine Labor Code requires payment of a premium pay for work done on non-work days, such as rest days and special non-working days.
Military Commissions details LtCol Thomas Jasper as Detailed Defense CounselThomas (Tom) Jasper
Military Commissions Trial Judiciary, Guantanamo Bay, Cuba. Notice of the Chief Defense Counsel's detailing of LtCol Thomas F. Jasper, Jr. USMC, as Detailed Defense Counsel for Abd Al Hadi Al-Iraqi on 6 August 2014 in the case of United States v. Hadi al Iraqi (10026)
NATURE, ORIGIN AND DEVELOPMENT OF INTERNATIONAL LAW.pptxanvithaav
These slides helps the student of international law to understand what is the nature of international law? and how international law was originated and developed?.
The slides was well structured along with the highlighted points for better understanding .
Car Accident Injury Do I Have a Case....Knowyourright
Every year, thousands of Minnesotans are injured in car accidents. These injuries can be severe – even life-changing. Under Minnesota law, you can pursue compensation through a personal injury lawsuit.
In 2020, the Ministry of Home Affairs established a committee led by Prof. (Dr.) Ranbir Singh, former Vice Chancellor of National Law University (NLU), Delhi. This committee was tasked with reviewing the three codes of criminal law. The primary objective of the committee was to propose comprehensive reforms to the country’s criminal laws in a manner that is both principled and effective.
The committee’s focus was on ensuring the safety and security of individuals, communities, and the nation as a whole. Throughout its deliberations, the committee aimed to uphold constitutional values such as justice, dignity, and the intrinsic value of each individual. Their goal was to recommend amendments to the criminal laws that align with these values and priorities.
Subsequently, in February, the committee successfully submitted its recommendations regarding amendments to the criminal law. These recommendations are intended to serve as a foundation for enhancing the current legal framework, promoting safety and security, and upholding the constitutional principles of justice, dignity, and the inherent worth of every individual.
2. Serious Misconduct
Standards to be a valid ground for termination:
- There must be misconduct;
- The misconduct must be of such grave and aggravated character;
- It must relate to the performance of the employee’s duties; and
- There must be showing that the employee becomes unfit to
continue working for the employer.
DOLE D.O.
147-15
3. Imasen Philippine Manufacturing Corporation v. Alcon (2014)
The employer (manufacturer) dismissed employees (welders)
who were caught in the act having sexual intercourse by a secu-
rity guard who submitted a handwritten report of the incident.
HELD: The employees were validly dismissed.
The employees infraction amounts to serious misconduct.
“To constitute a valid cause for the dismissal within the text and
meaning of... the Labor Code, the employee’s misconduct must
be serious, i.e., of such grave and aggravated character and
not merely trivial or unimportant.”
Case Law
Imasen Philip-
pine Manufac-
turing Corpora-
tion v. Alcon,
G.R. No.
194884, 22
October 2014
4. Standards to be a valid ground for termination:
- There must be disobedience or insubordination;
- The disobedience or insubordination must be willful or inten-
tional characterized by a wrongful and perverse attitude;
- The order violated must be reasonable, lawful, and made
known to the employee; and
- The order must pertain to the duties which he has been en-
gaged to discharge.
Willful Disobedience (Insubordination)
DOLE D.O.
147-15
5. Nuez v. PHILCOMSAT (1994)
The employer (telecommunication) dismissed the employee (driver) who refused
twice on the same day to drive senior officers of the company. He said: "Ayaw
kong magmaneho dahil may bibilhin ako sa Lagundi. Kung gusto mo yong 'loyal-
ist' ang magmaneho."
HELD: The employee was validly dismissed.
“The existence of an emergency situation is irrelevant to the charge of willful dis-
obedience; an opposite principle would allow a worker to shield himself under his
self-designed concept of "non-emergency situation" to deliberately defy the direc-
tive of the employer. Neither is the resulting damage vital. The heart of the charge
is the crooked and anarchic attitude of the employee towards his employer.
Damage aggravates the charge but its absence does not mitigate nor negate the
employee's liability. The fact that a replacement driver was able to perform the
task could neither alter the gravity of the charge, this responsibility being personal
to the perpetrator...”
Case Law
Nuez v. Philip-
pine Overseas
Telecommunica-
tions Corpora-
tion (PHILCOM-
SAT), G.R. No.
107574, 28
December
1994
6. Standards to be a valid ground for termination:
1) There must be neglect of duty; and
2) The negligence must be both gross and habitual in character.
Gross & Habitual Neglect of Duties
DOLE D.O.
147-15
7. Cavite Apparel, Incorporated v. Marquez (2013)
The employer (manufacturer) dismissed the employee for gross and habitual ne-
glect after the latter incurred 4 unauthorized absences.
HELD: The employer was liable for illegal dismissal.
“Cavite Apparel’s position fails to convince us [the Supreme Court]. Based on
what we see in the records, there simply cannot be a case of gross and habitual
neglect of duty against Michelle. Even assuming that she failed to present a medi-
cal certificate for her sick leave on May 8, 2000, the records are bereft of any in-
dication that apart from the four occasions when she did not report for work, Mi-
chelle had been cited for any infraction since she started her employment with the
company in 1994. Four absences in her six years of service, to our mind, cannot
be considered gross and habitual neglect of duty, especially so since the absences
were spread out over a six-month period.”
Case Law
Cavite Apparel,
Incorporated v.
Marquez, G.R.
No. 172044,
06 February
2013
8. Standards to be a valid ground for termination:
1) There must be an act, omission, or concealment;
2) The act, omission or concealment involves a breach of legal
duty, trust, or confidence justly reposed;
3) It must be committee against the employer or his/her repre-
sentative; and
4) It must be in connection with the employees’ work.
Fraud or Willful Breach of Trust
DOLE D.O.
147-15
9. P.J. Lhuillier, Inc. v. Velayo (2014)
The employer (pawnshop) dismissed the employee (cashier) for breach of
trust after the latter failed to record a P540.00 pera padala transaction,
which was discovered via a branch audit.
HELD: The employee was validly dismissed.
“A cashier’s inability to safeguard and account for missing cash is sufficient
cause to dismiss her.”
“It would be most unfair to require an employer to continue employing as
its cashiera person whom it reasonably believes is no longer capable of
giving full and whole hearted trustworthiness in the stewardship of compa-
ny funds.”
Case Law
Cavite Apparel,
Incorporated v.
Marquez, G.R.
No. 172044,
06 February
2013
10. Standards to be a valid ground for termination:
1) There must be an act, omission, or concealment;
2) The act, omission or concealment justifies the loss of trust and confidence
of the employer to the employee;
3) The employee concerned must be holding a position of trust and confi-
dence;
4) The loss of trust and confidence should not be simulated;
5) It should not be used as a subterfuge for causes which are improper, ille-
gal, or unjustified and
6) It must be genuine and not a mere afterthought to justify an earlier action
taken in bad faith.
Loss of Confidence
DOLE D.O.
147-15
11. Alps Transportation v. Rodriguez (2013)
- The employer (bus company) refused to readmit the employee (bus conductor)
due to loss of trust and confidence after an irregularity report showed that bus
fares were collected from passengers without him issuing tickets.
- While the employee was hired by a third-party, it was found out that such was a
labor-contractor and hence the bus company was considered the employer.
HELD: The employer was liable for illegal dismissal.
- The irregularity report contained accusations without additional proof. “An accu-
sation that is not substantiated will not ripen into a holding that there is just cause
for dismissal.”
- Thus, termination due to just cause was not proven.
Case Law
ALPS Transpor-
tation v. Rodri-
guez, G.R. No.
186732, 13
June 2013
12. Standards to be a valid ground for termination:
1) There must be an act or omission punishable/prohibited by
law; and
2) The act or omission was committed by the employee against
the person of the employer, any immediate member of his/her
family, or his/her duly authorized representative.
Commission of a Crime or Offense
DOLE D.O.
147-15
13. International Rice Research Institute v. Micosa (1993)
- The employer (international organization) dismissed an employee (laborer) who
was found guilty for homicide after stabbing to death another at a beer house.
HELD: The employer was liable for illegal dismissal.
- “… the commission of a crime by the employee under Article 282 (d) refer to an
offense against the person of his employer or any immediate member of his family
or his duly authorized representative.”
- “In the case at bar, the commission of the crime of homicide was outside the pe-
rimeter of the IRRI complex, having been committed in a restaurant after office
hours and against a non-IRRI employee. Thus, the conviction of Micosa for homi-
cide was not work-related, his misdeed having no relation to his position as labor-
er and was not directed or committed against IRRI or its authorized agent.”
Case Law
International
Rice Research
Institute v.
Micosa, G.R.
No. 97239, 12
May 1993
14. Standards to be a valid ground for termination:
1) There must be an act or omission similar to those specified just
causes; and
2) The act or omission must be voluntary and/or willful on the
part of the employees.
Important: No act or omission shall be considered as analogous
cause unless expressly specified in the company rules and regula-
tions or policies.
Analogous Causes
DOLE D.O.
147-15
15. International School Manila v. ISAE (2014)
- The employer (international school) dismissed an employee (Spanish language
teacher) for gross and habitual neglect after failing on her evaluations, which the
latter contested claiming she had been doing her work.
HELD: The employee was validly dismissed.
- “’Gross inefficiency’ is closely related to ‘gross neglect,’ for both involve specific
acts of omission on the part of the employee resulting in damage to the employer
or to his business.
- The employer “sufficiently proved the charge of gross inefficiency, which warrant-
ed the dismissal of [the employee] from the School.”
Case Law
International
School Manila
v. International
School Alliance
of Educators,
G.R. No.
167286, 05
February 2014
16. For more information, please visit
www.laborlaw.ph
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