Free Legal Advice Philippines

Disclaimer: This web site is designed for general information only and does not create attorney-client relationship. Persons accessing this site are encouraged to seek independent counsel for legal advice regarding their individual legal issues.

Log in

I forgot my password




You are not connected. Please login or register

TERMINATION BY EMPLOYER FOR THE REASON OF POOR PERFORMANCE

View previous topic View next topic Go down  Message [Page 1 of 1]

HR Shared Services


Arresto Menor
Is it valid for Employer to terminate an employee effective immediately due to reason of poor performance?

For example, an employer talk to an employee telling him/her, due to poor performance then I therefore conclude to terminate your employment effective today?

What Philippine Law includes this kind of cases?

If I am not mistake both should have a 30-day notice whether the employer or employee terminate their employment.


Need advise.
Thank you!

View user profile

council


Reclusion Perpetua
HR Shared Services wrote:Is it valid for Employer to terminate an employee effective immediately due to reason of poor performance?

For example, an employer talk to an employee telling him/her, due to poor performance then I therefore conclude to terminate your employment effective today?

What Philippine Law includes this kind of cases?

If I am not mistake both should have a 30-day notice whether the employer or employee terminate their employment.


Need advise.
Thank you!

No 30 day notice needed for termination by employer due to poor performance of employee.

An evaluation of performance is desirable, usually on the 3rd and 5th month of the employee.

Ideal scenario:

1st month - setting of expectations,
3rd month - evaluation (to give chance for employee to improve, if needed)
5th month - evaluation (to see if employee has met requirements for the position)

Don't forget to have the employee sign the evaluation.

If 5th month evaluation is good, employee is regularized.
If 5th month evaluation is bad (failed), employee is terminated.

Of course generally (although possible) you don't terminate just right after 5th month evaluation. But within a reasonable time, maybe after 1-2 days at most, to prepare documentation, especially if the employee knows his scores are way below the passing rate.

You don't wait too long, because if the employee knows he will be terminated, and he stays on, he may just do other things which will damage the company (and/or clients, especially in a call center environment).



View user profile http://www.councilviews.com

View previous topic View next topic Back to top  Message [Page 1 of 1]

Permissions in this forum:
You cannot reply to topics in this forum