The Performance Improvement Plan Termination Letter is a crucial document in Philippine employment law that formally ends an employment relationship following an unsuccessful performance improvement period. It is used when an employee has failed to meet the objectives outlined in a previously implemented Performance Improvement Plan, despite being given adequate time and support for improvement. The document must strictly comply with Philippine Labor Code requirements, including proper documentation of just cause for termination and evidence that due process was observed. This includes references to the original PIP, documentation of monitoring efforts, and specific instances of continued performance deficiencies. The letter serves both as a legal document protecting the employer's interests and as a formal communication to the employee, detailing final arrangements including last working day, outstanding benefits, and clearance procedures.
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1. Letter Header and Date: Company letterhead, current date, and internal reference numbers if applicable
2. Employee Information: Full name, position, department, and employee ID of the recipient
3. Subject Line: Clear indication that this is a termination letter following PIP
4. Opening Statement: Direct statement indicating employment termination and effective date
5. PIP Reference: Details of the original PIP including date issued and key performance issues identified
6. Performance Review Summary: Summary of performance monitoring during PIP period and failure to meet specified targets
7. Legal Basis: Citation of relevant provisions from Labor Code of Philippines justifying termination
8. Final Instructions: Clear instructions regarding last working day, handover process, and company property return
9. Final Payments: Information about final salary, benefits, and other entitlements
10. Closing: Professional closing statement with acknowledgment section
1. Severance Package Details: Include if company is offering severance pay beyond statutory requirements
2. Non-Compete Reminder: Include if employee is bound by existing non-compete agreements
3. Confidentiality Obligations: Include if there are specific confidentiality agreements to remind about
4. Appeal Process: Include if company policy allows for formal appeals of termination decisions
5. Reference Policy: Include if addressing future reference requests
6. Outstanding Loans/Advances: Include if there are any outstanding financial obligations to be settled
1. PIP Documentation: Copies of original PIP document and all formal performance reviews during PIP period
2. Performance Evaluation Records: Documentation of specific instances of performance failures during PIP period
3. Meeting Minutes: Records of all formal meetings held during PIP period
4. Clearance Checklist: List of items and processes to be completed before final day
5. Final Settlement Calculation: Detailed breakdown of final payments including any deductions
Relevant legal definitions
Clauses
Relevant Industries
Banking and Financial Services
Information Technology
Manufacturing
Retail
Healthcare
Education
Business Process Outsourcing
Telecommunications
Construction
Hospitality
Professional Services
Transportation and Logistics
Real Estate
Energy and Utilities
Media and Entertainment
Relevant Teams
Human Resources
Legal
Compliance
Employee Relations
Management
Administration
Operations
Corporate Services
Industrial Relations
Relevant Roles
Human Resources Director
HR Manager
HR Business Partner
Employment Law Attorney
Personnel Manager
Department Head
Line Manager
Supervisor
Chief Human Resources Officer
HR Compliance Officer
Employee Relations Manager
HR Operations Manager
Legal Counsel
Chief Executive Officer
Managing Director
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