Tag Archives: just causes for termination

Period to Reply in HR Disciplinary Actions

Practitioners in the field of labor or Human Resources (HR), as well as managers and executive officers of companies, are aware that an employee may only be dismissed for cause. Disciplinary actions, including dismissal from work, must comply with both substantive and procedural due process. Substantive due process requires a valid cause for the dismissal. For procedural due process, outlined below, an interesting question is this: is there a minimum period that must be given to the employee to answer the show-cause notice? Continue reading

HR Special: The Curious Case of the Sandwich Thief

We’ve handled more than enough HR concerns for retained clients and actual cases with the NLRC (and spent enough time with other HR professionals over at PMAP) to say that we’ve probably gone through the most serious, the most interesting and the most weird of the lot. I was mistaken. Continue reading