Our employer is a non-profit corp. Almost two months ago, we were verbally informed by our boss in the US that the company has decided to close the local office supposedly due to severe economic losses and will terminate all the staff members within 1-2 months' time. It's now getting close to the end of that two-month verbal notice on Apr 30. To date, the company has not filed the necessary closure notice with DOLE nor has it served the required written termination notices to us. Management has been claiming that it is not obligated to issue such notices or give separation pay to us per Article 283 of the LC due to the supposed losses. They have instead offered to grant us a smaller severance package to be paid out over several months. None of these offers is in writing. In this situation, does the employer have the right to dictate how much it will pay the employees and the terms of payment? Shouldn't there be a mutual agreement between Management and affected employees on this matter?
Given the above, what legal recourse do we have? What if the company does not release the severance pay after our departure? When the month of May comes in, should we still report to work since we have not been served termination letters and no closure notice has been filed with DOLE? Baka naman they could always deny that they asked us not to report to work anymore effective May 1 at biglang sabihin po nila nag-AWOL kami. Lahat po kasi verbal lang ang pakikipag communicate nila. Kung ganun nga po ang magiging scenario by Apr 30, may habol po ba kami sa kanila? We understand may risk na di na nila ibigay yung separation pay namin once mag-file kami ng complaint sa NLRC. Any advice you can share on the proper course of action we should take will be much appreciated.