The Employee Termination Announcement is a critical document in Philippine employment law that must be carefully prepared to ensure compliance with local labor regulations and protect both employer and employee interests. This document is used when an employer needs to formally terminate an employment relationship, whether for just cause, authorized cause, or other legally acceptable reasons. The announcement must follow specific requirements under the Labor Code of the Philippines and various DOLE orders, including proper notice periods, clear stating of grounds for termination, and details about final settlements. When drafting an Employee Termination Announcement, particular attention must be paid to due process requirements, documentation of cause, and proper computation of final benefits and settlements. The document serves not only as official notification but also as a legal record of the termination process, potentially crucial in case of future disputes.
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1. Letter Header: Company letterhead, date, and reference number
2. Employee Information: Full name, position, department, and employee ID of the terminated employee
3. Subject Line: Clear indication that this is a termination notice
4. Notice of Termination: Clear statement of employment termination and effective date
5. Reason for Termination: Brief explanation of the grounds for termination, ensuring alignment with just causes under Philippine Labor Code
6. Final Settlement Details: Overview of final pay, benefits, and other entitlements
7. Company Property Return: List of company properties to be returned and deadline
8. Closing Statement: Professional closing including contact information for queries
9. Signature Block: Authorized signatory details and space for acknowledgment
1. Performance History Summary: Include when termination is performance-based, summarizing previous warnings and improvement opportunities
2. Severance Package Details: Include when additional severance beyond statutory requirements is being offered
3. Non-Compete/Confidentiality Reminder: Include when employee had access to sensitive information or when existing agreements need to be referenced
4. Transition Plan: Include when employee needs to handle knowledge transfer or complete specific tasks before departure
5. Certificate of Employment Availability: Include when company policy allows immediate issuance of employment certificate
6. Appeal Process: Include when company policy allows for formal appeals of termination decision
7. Medical/Insurance Benefits Extension: Include when applicable post-employment benefit continuation exists
1. Final Pay Computation: Detailed breakdown of final salary, pro-rated benefits, and deductions
2. Clearance Checklist: List of departments/units that need to clear the employee
3. Company Property Inventory: Detailed list of company assets to be returned
4. Exit Interview Form: Standard form for documenting exit interview responses
5. Acknowledgment Receipt: Form for employee to acknowledge receipt of termination notice
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