Due process in employment termination
Section 2, Rule XXIII, Book V of the Omnibus Rules Implementing the Labor Code
provides:
Jurisprudence has expounded on the guarantee of due process, requiring the
employer to furnish the employee with two written notices before termination
of employment can be effected: a first written notice that informs the
employee of the particular acts or omissions for which his or her dismissal is
sought, and a second written notice which informs the employee of the
employer's decision to dismiss him.[1] In considering whether the charge
in the first notice is sufficient to warrant dismissal under the second
notice, the employer must afford the employee ample opportunity to be
heard.[2]
Section 2. Standard of due process: requirements of notice. – In all cases of termination of employment, the following standards of due process shall be substantially observed.
I. For termination of employment based on just causes as defined in Article 282 of the Labor Code:
(a) A written notice served on the employee specifying the ground or grounds for termination, and giving to said employee reasonable opportunity within which to explain his side;
(b) A hearing or conference during which the employee concerned, with the assistance of counsel if the employee so desires, is given opportunity to respond to the charge, present his evidence, or rebut the evidence presented against him; and
(c) A written notice [of] termination served on the employee indicating that upon due consideration of all the circumstances, grounds have been established to justify his termination.
Jurisprudence has expounded on the guarantee of due process, requiring the
employer to furnish the employee with two written notices before termination
of employment can be effected: a first written notice that informs the
employee of the particular acts or omissions for which his or her dismissal is
sought, and a second written notice which informs the employee of the
employer's decision to dismiss him.[1] In considering whether the charge
in the first notice is sufficient to warrant dismissal under the second
notice, the employer must afford the employee ample opportunity to be
heard.[2]
[1] Sang-an v. Equator Knights Detective and Security Agency, Inc., G.R. No. 173189, February 13, 2013.
[2] Id.
