The At Will Employment Termination Notice, while termed as such, must be adapted to comply with Philippine labor law requirements, as the Philippines does not recognize pure at-will employment. This document is used when an employer needs to formally terminate an employment relationship, whether for authorized causes under Articles 297-299 of the Labor Code or for other valid reasons. It must include specific elements required by Philippine law, such as clear grounds for termination, notice periods, and final pay computations. The document serves as official documentation of the termination and helps ensure compliance with local labor regulations, including the requirement for just or authorized causes for termination. It's crucial for protecting both employer and employee rights and maintaining proper documentation for potential labor department inquiries.
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1. Letter Header: Company letterhead, date, and reference number
2. Recipient Details: Employee's complete name, position, and department
3. Subject Line: Clear indication that this is a Notice of Employment Termination
4. Opening Statement: Formal notification of the employment termination decision
5. Effective Date: Clear statement of when the termination takes effect
6. Reason for Termination: Brief explanation of the termination in accordance with Philippine labor laws
7. Final Pay Information: Information about final salary, benefits, and clearance procedures
8. Return of Company Property: List of company properties to be returned
9. Confidentiality Reminder: Reminder of continuing obligations regarding confidential information
10. Closing Statement: Professional closing with acknowledgment details
11. Signature Block: Space for authorized signatory and employee acknowledgment
1. Severance Package Details: Include when additional compensation or benefits are being offered beyond statutory requirements
2. Certificate of Employment: Reference to the provision of a certificate of employment upon completion of clearance
3. Non-Compete Reminder: Include if the employee was subject to non-compete agreements
4. Transition Instructions: Include when the employee needs to handle specific handover tasks
5. Legal Rights Statement: Include when termination is due to authorized causes under Article 298-299
6. Appeal Process: Include when company policy allows for appeals of termination decisions
7. Reference Policy: Include when specifying the company's policy on providing references
1. Clearance Form: Standard company clearance form to be completed before final pay
2. Final Pay Computation: Detailed breakdown of final pay including all statutory benefits
3. Company Property Checklist: Itemized list of company properties to be returned
4. Exit Interview Form: Standard exit interview form if required by company policy
5. Certificate of Employment Template: Draft of the certificate of employment to be issued
6. Quitclaim: Release and quitclaim document, if applicable
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Retail
Healthcare
Education
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Business Process Outsourcing
Mining
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Relevant Teams
Human Resources
Legal
Compliance
Employee Relations
Operations
Administration
Corporate Secretariat
Risk Management
Industrial Relations
Relevant Roles
Human Resources Manager
HR Director
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HR Business Partner
HR Administrator
Compliance Officer
Department Manager
Operations Director
General Manager
Company Secretary
HR Operations Manager
Employee Relations Manager
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