The Notice To End Employment is a crucial document in Philippine employment law that serves as the formal written communication of employment termination. It must be issued in compliance with the Labor Code of the Philippines, which requires employers to provide proper notice and follow specific procedures depending on the grounds for termination. This document is necessary whether the termination is due to just causes (such as serious misconduct or willful disobedience) or authorized causes (such as redundancy or business closure). The notice must include specific elements such as the clear grounds for termination, effective date, final settlement details, and information about separation benefits where applicable. It plays a vital role in ensuring legal compliance and protecting both employer and employee rights during the termination process.
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1. Letter Header: Company letterhead, date, and reference number
2. Recipient Details: Employee's full name, position, and department
3. Subject Line: Clear indication that this is a Notice of Employment Termination
4. Opening Statement: Direct statement of the purpose of the letter and reference to any prior discussions or warnings
5. Legal Basis: Specific grounds for termination under the Labor Code of the Philippines
6. Effective Date: Clear statement of the last day of employment
7. Transition Details: Information about handover of responsibilities and company property
8. Final Settlement: Information about final pay, benefits, and clearance procedures
9. Closing Statement: Professional closure and contact information for questions
1. Severance Package: Include when termination is due to authorized causes requiring separation pay
2. Prior Warnings: Reference to previous warnings when termination is due to just causes
3. Reemployment Support: Include when company offers outplacement or similar support services
4. Non-Compete Reminder: Include if employee is bound by existing non-compete agreements
5. Appeal Process: Include when company policy allows for appeals of termination decision
1. Certificate of Employment: Mandatory document stating employment duration and position held
2. Final Settlement Computation: Detailed breakdown of final pay, benefits, and deductions
3. Clearance Form: Document listing all departments that need to clear the employee
4. Quitclaim Template: If applicable, the document releasing employer from future claims
5. Handover Checklist: List of tasks, documents, and properties to be returned
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