What is Article 282 of the Labor Code?

According to Article 282 of the Labor Code, an employer can terminate an employee for just causes, which could be any of the following: commission of a crime or offense by the employee against the person of his employer or any immediate member of his family or his duly authorized representatives; and.

What is serious misconduct employment law?

It is a transgression of some established and definite rule of action, a forbidden act, a dereliction of duty, willful in character, and implies wrongful intent and not mere error in judgment.

What is Article 284 of the Labor Code?

Under Article 284 of the Labor Code, among the grounds for termination of employment are when an employee is found to be suffering form any disease and whose continued employment is prohibited by law or is prejudicial to his health as well as the health of his co-employees.

What are the grounds for termination of employment?

Acceptable Reasons for Termination

  • Incompetence, including lack of productivity or poor quality of work.
  • Insubordination and related issues such as dishonesty or breaking company rules.
  • Attendance issues, such as frequent absences or chronic tardiness.
  • Theft or other criminal behavior including revealing trade secrets.

What is Article 297 of the labor code?

Just causes for termination of employment (Article 297 of the Labor Code) are as follows: To be a valid ground for termination, there must be a misconduct which must be of such grave and aggravated character. It must relate to the performance of the employee’s duties.

What are examples of serious misconduct?

Examples of misconduct

  • Confidentiality breaches. Many employees agree to protect trade secrets and confidential client information as part of their employment agreement.
  • Insubordination.
  • Unethical relationships.
  • Harassment and discrimination.
  • Theft or fraud.
  • Drug abuse.
  • Act quickly.
  • Investigate.

What are examples of misconduct?

Examples of misconduct include: 1 Refusal to obey legitimate management instructions. 2 Negligence in performance of duties. 3 Bad time keeping including taking excess breaks.

What is Article 281 of the Labor Code of the Philippines?

281. Probationary employment. Probationary employment shall not exceed six (6) months from the date the employee started working, unless it is covered by an apprenticeship agreement stipulating a longer period. An employee who is allowed to work after a probationary period shall be considered a regular employee.

Can employee be terminated without notice?

State labor law in Karnataka The employee must be given a notice period of at least 30 days. Employees terminated for misconduct can be terminated immediately without any compensation or notice.

What are the just causes for dismissal under Article 297 of the labor code?

What are the labor laws in the Philippines?

It prescribes the rules for hiring and termination of private employees; the conditions of work including maximum work hours and overtime; employee benefits such as holiday pay, thirteenth month pay and retirement pay; and the guidelines in the organization and membership in labor unions as well as in collective bargaining.

What does the Labor Code say about dismissal?

The Labor Code enumerates the ground for dismissal of employees under Article 297 [formerly Article 282]. The enumeration is general in nature which means it does not identify the particular acts that will be just cause for employee’s dismissal.

What causes the dismissal of employees in the Philippines?

Intel Technology Philippines, Inc., G.R. No. 202996, June 18, 2014). Under Article 297 (previously Art. 282) of the Labor Code, as amended, the following are deemed just causes to terminate an employee: Serious misconduct or willful disobedience by the employee of the lawful orders of his employer or representative in connection with his work;

What are the provisions of the Labor Code?

The Labor Code contains several provisions which are beneficial to labor. It prohibits termination from employment of Private employees except for just or authorized causes as prescribed in Article 282 to 284 of the Code.