Nicolas and De Vega Law Offices retrenchment-of-employees due to COVID 19

Legal Employee Retrenchment due to COVID-19

This is how legal retrenchment of employees can be implemented due to COVID-19 in the Philippines.

Read More
Nicolas and De Vega Law Offices What Do You Get When You Resign

What Do You Get When You Resign?

This Article applies to voluntary employee resignation. It discusses what an employee who resigns will actually receive from the company upon resignation.

Read More
Nicolas and De Vega Law Offices - DOLE Advisory work suspension during calamities

A Guide to Dealing with Suspension of Work Due to Calamities

This article discusses the Philippine government’s policy or DOLE’s regulations on suspension of work due to natural calamities and disasters.

Read More

How to Resign Properly in the Philippines

If an employee is unhappy with his work or would like to seek greener pastures, the normal recourse is to resign. In San Miguel Properties v. Gucaban (G.R. No. 153982, 18 July 2011), the Supreme Court had the occasion to define resignation as follows: “Resignation — the formal pronouncement or relinquishment of a position or […]

Read More

How to Implement a Redundancy Program in the Work Place

Dismissal of workers due to redundancy is a management prerogative governed by the Article 283 of the Labor Code. This is one of the authorized causes which an employer, in good faith, may utilize as a measure of efficiency in the company, or to prevent company losses. The pertinent portions of the law provide: Article […]

Read More

How to Terminate an Employee on the Ground of Retrenchment

The right of management to dismiss workers on the ground of retrenchment to prevent serious losses is governed by Article 283 of the Labor Code. This is one of the authorized causes of termination of employment. However, before one can dismiss employees on the ground of retrenchment, four elements must be proven. Firstly, the losses […]

Read More

How To Terminate An Employee Based on Just Causes

An employee may only be terminated for just causes or for authorized causes under the Labor Code. The following are considered as just causes: 1. Serious misconduct or willful disobedience by the employee of the lawful orders of his employer or representative in connection with his work; 2. Gross and habitual neglect by the employee […]

Read More
Contact us Now!

Contact Form