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1. lawyerphilippines.org › termination-due-to-awolTermination due to AWOL, Tardiness or Abandonment

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   Jul 8, 2024 · Absence Without Leave (AWOL) is when an employee is absent and has not followed internal company guidelines on requesting leave. An employee can face Termination for being Absent Without Leave but it is not the same as Abandonment of Work!

2. laborlaw.ph › abandonment-of-work-or-absenceAbandonment of Work or Absence without Leave - Labor Law PH

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   3 days ago · Abandonment is a matter of intention and cannot lightly be inferred or legally presumed from certain equivocal acts. For abandonment to be appreciated, there must be a “clear, willful, deliberate, and unjustified refusal of the employee to resume employment.”.

3. lawyerphilippines.org › termination-guide2022 Guide for the Termination of Regularized Employees for ...

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   Jun 27, 2024 · The 2022 Guide to the Termination of Regularized Employees covers what an HR Officer needs to know about the process for terminating Regularized Employees in the Philippines, including Just Cause and Authorized Cause, the Administrative Hearing Process for both, and useful reminders about the Notice to Explain.

4. laborlaw.ph › just-causes-due-processJust Causes - Labor Law PH

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   3 days ago · Summary. ⦁ Just causes are grounds for termination of employment due to employee violations. ⦁ The employer is justified dismissing an employee for just cause. ⦁ There are standards for each just cause set or prescribed by Supreme Court Decisions or Jurisprudence, as well as DOLE regulations.

5. lawyerphilippines.org › involuntary-resignationsInvoluntary resignations - Lawyers in the Philippines

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   Jul 8, 2024 · Constructive dismissal is an involuntary resignation by the employee due to the harsh, hostile, and unfavorable conditions set by the employer and which arises when a clear discrimination, insensibility, or disdain by an employer exists and has become unbearable to the employee.

6. www.jibble.io › labor-laws › labor-law-philippines13th-Month Pay Law in the Philippines | June 18, 2024

   www.jibble.io › labor-laws › labor-law-philippines

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   Jun 18, 2024 · Understanding the 13th-month pay law ensures compliance with legal requirements and upholds the principles of fair labor practices. This guide provides a thorough exploration of 13th-month pay in the Philippines.

7. People also ask

   How to terminate a regularized employee in the Philippines?

   • Keep your papers in order and ensure you are following the correct Termination process. Terminating Regularized Employees in the Philippines requires that the Admin Hearing Process and the Grounds for valid Termination comply with Philippine Labor Law.

   2022 Guide for the Termination of Regularized Employees for the

   lawyerphilippines.org/termination-guide-regularized-employees-for-the-philippine-hr/

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   What is the definition of abandonment in Philippine labor law?

   • In the eyes of Philippine Labor Law, Abandonment must be composed of 2 instances for it to be claimed: a clear intention to sever the employer-employee relationship, with the second element as the more determinative factor and being manifested by some overt acts. [ R. 218384, Jul 3, 2017]

   Termination due to AWOL, Tardiness or Abandonment

   lawyerphilippines.org/termination-due-to-awol-tardiness-or-abandonment/

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   Are foreign employees entitled to 13th-month pay in the Philippines?

   • Yes, foreign employees working in the Philippines are entitled to 13th-month pay as long as they fall under the category of rank-and-file employees and meet the same criteria as local employees. The Philippine labor law does not distinguish between local and foreign employees in terms of entitlement to 13th-month pay.

   13th-Month Pay Law in the Philippines | June 18, 2024

   www.jibble.io/labor-laws/labor-law-philippines/13th-month-pay-law

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   Are resigned employees entitled to 13th-month pay in the Philippines?

   • Yes, both resigned and terminated employees in the Philipines are entitled to receive a prorated 13th-month pay. This prorated amount is based on the duration of their employment during the calendar year. Is Jibble helpful with 13th-month pay compliance in the Philippines?

   13th-Month Pay Law in the Philippines | June 18, 2024

   www.jibble.io/labor-laws/labor-law-philippines/13th-month-pay-law

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8. laborlaw.ph › redundancy-authorized-causeRedundancy - Labor Law PH

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   3 days ago · Requisites. A valid redundancy program must comply with the following requisites: 1) Written notice served on both the employees and the DOLE at least one (1) month prior to the intended date of termination of employment; 2) Payment of separation pay equivalent to at least one (1) month pay for every year of service;