The Work Termination Notice is a critical document used in Philippine employment relationships when ending employment contracts. It must strictly adhere to the requirements set forth in the Labor Code of the Philippines and various DOLE regulations. This document is essential whether the termination is due to just causes (such as misconduct or negligence), authorized causes (such as redundancy or business closure), or other valid reasons recognized by law. The notice must be properly served to the employee, providing appropriate notice periods: 30 days for authorized causes and reasonable time for just causes. The document typically includes comprehensive information about the termination grounds, final pay computation, clearance procedures, and company property return requirements. It serves as evidence of proper termination procedures and helps protect against potential wrongful termination claims.
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1. Letter Date and Address Block: Complete contact details of both employer and employee, including company letterhead and date
2. Subject Line: Clear indication that this is a Notice of Employment Termination
3. Employee Information: Employee's full name, position, department, and employment start date
4. Notice of Termination Statement: Clear statement of employment termination and effective date
5. Reason for Termination: Specific legal grounds for termination as per Philippine Labor Code
6. Notice Period Details: Specification of the notice period and last working day
7. Final Settlement Information: Information about final pay, benefits, and clearance procedures
8. Return of Company Property: List of company properties to be returned before last day
9. Signature Block: Space for authorized signatory and employee acknowledgment
1. Separation Package Details: Include when termination involves redundancy or authorized causes requiring separation pay
2. Summary of Previous Warnings: Include in cases of termination due to misconduct or poor performance
3. Non-Compete Reminder: Include if employee is bound by existing non-compete agreements
4. Transition Plan: Include when employee needs to handle knowledge transfer before departure
5. Reference Provision: Include if company agrees to provide employment references
6. Legal Rights Statement: Include when termination involves complex legal circumstances or potential disputes
1. Appendix A - Computation of Final Pay: Detailed breakdown of final salary, benefits, and deductions
2. Appendix B - Clearance Checklist: List of departments from which clearance must be obtained
3. Appendix C - Company Property Checklist: Detailed list of company properties to be returned
4. Appendix D - Supporting Documentation: Copies of relevant warning letters, performance reviews, or other supporting documents
5. Appendix E - Exit Interview Form: Standard exit interview form to be completed before last day
Relevant legal definitions
Clauses
Relevant Industries
Banking and Financial Services
Manufacturing
Information Technology
Retail
Healthcare
Education
Construction
Business Process Outsourcing
Telecommunications
Transportation and Logistics
Hospitality and Tourism
Mining and Natural Resources
Agriculture
Professional Services
Media and Entertainment
Relevant Teams
Human Resources
Legal
Compliance
Employee Relations
Industrial Relations
Corporate Services
People Operations
Administrative Services
Executive Management
Relevant Roles
Human Resources Manager
HR Director
Legal Counsel
HR Business Partner
Employee Relations Manager
HR Operations Manager
Department Manager
Company Director
Chief Executive Officer
Chief Human Resources Officer
HR Specialist
Legal Manager
Compliance Officer
Industrial Relations Manager
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