The Employment Contract Termination Notice is a crucial document in Philippine employment law that formally communicates the end of an employment relationship. It must be used whenever an employer terminates an employee's contract, whether for just causes (such as misconduct or negligence) or authorized causes (such as redundancy or business closure) as defined in the Labor Code of the Philippines. The document serves multiple purposes: it provides required notice to the employee, documents the legal grounds for termination, outlines the effective date and separation terms, and helps ensure compliance with Philippine labor regulations. This notice is a key element in maintaining proper documentation and protecting both employer and employee rights during the termination process. Proper execution of this document is essential to avoid potential legal issues and claims of illegal dismissal under Philippine jurisdiction.
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1. Letter Header: Company letterhead, date, and formal business letter formatting
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: Formal notification of the decision to terminate employment
5. Legal Basis: Specific citation of relevant provisions of the Labor Code and grounds for termination
6. Factual Basis: Clear explanation of the specific circumstances leading to termination
7. Effective Date: Statement of when the termination becomes effective, ensuring compliance with notice period requirements
8. Final Pay Details: Information about final salary, benefits, and separation pay if applicable
9. Company Property: Instructions regarding return of company property and settlement of accounts
10. Closing Statement: Professional closing with acknowledgment section for employee's signature
11. Signatory Block: Authorized company representative's name, position, and signature
1. Prior Warnings Reference: Include when termination is due to just causes and previous warnings were issued
2. Separation Benefits: Include when termination is due to authorized causes requiring separation pay
3. Non-Compete Reminder: Include when employee is bound by existing non-compete agreements
4. Confidentiality Obligations: Include when employee has access to sensitive information
5. Appeal Process: Include when company policy allows for appeal of termination decision
6. Certificate of Employment: Include when providing immediate confirmation of employment history
7. Medical Separation Details: Include when termination is due to medical reasons under Article 299
1. Computation of Final Pay: Detailed breakdown of final salary, benefits, and deductions
2. Company Property Checklist: List of company assets to be returned
3. Exit Interview Form: Standard form for exit interview process
4. Clearance Checklist: List of departments from which clearance must be obtained
5. Supporting Documents: Relevant documentation supporting the grounds for termination
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Financial Services
Retail
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Professional Services
Transportation and Logistics
Energy and Utilities
Agriculture
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Human Resources
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Compliance
Employee Relations
Corporate Governance
Administration
Operations Management
Executive Leadership
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Human Resources Manager
HR Director
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Compliance Officer
HR Business Partner
Department Head
Operations Manager
General Manager
Chief Executive Officer
HR Administrator
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Employee Relations Manager
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Company Secretary
Managing Director
Regional Manager
Business Unit Head
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