Procedural Due Process

Procedural Due Process: Step by Step Procedure. Whether an employee is dismissed for just cause or authorized cause, the employer is required to observe procedural due process or the step-by-step procedure. Procedural due process is an aspect of due process.

1. Procedural Due Process
Step by Step Procedure
29 October 2016

2. Just Cause Termination
Notice to Explain
(1
st
Written Notice)
Ample
Opportunity to
be Heard
Notice of Results
(2
nd
Written Notice)
Citation: DOLE D.O. 147-15

3. Notice to Explain
Requiredcontentsofthe1
st
WrittenNotice:
1.Therespecificcausesorgroundsforterminationasprovidedfor
underArticles297oftheLaborCode,asamended,andcompany
policies,ifany;
2.Detailednarrationofthefactsandcircumstancesthatwillserveas
basisforthechargeagainsttheemployee(Ageneraldescriptionof
thechargewillnotsuffice);and
3.Adirectivethattheemployeeisgivenopportunitytosubmita
writtenexplanationwithinareasonableperiod(atleast5calendar
daysfromreceipt).
Citation: DOLE D.O. 147-15

4. Ample Opportunity to be Heard
Options:
1.WrittenReply;or
2.AdministrativeHearing
Important:AdministrativeHearingbecomesmandatoryonlywheneitherof
theconditionsarepresent:
1.Requestedbytheemployeeinwriting;
2.Substantialevidentiarydisputeexist;
3.Acompanyruleorpracticerequiresit;or
4.Whensimilarcircumstancesjustifyit.
Citation: DOLE D.O. 147-15

5. Notice of Results
Requiredcontentsofthe2
nd
WrittenNotice:
1.Thatallcircumstancesinvolvingthechargeagainsttheemployee
havebeenconsidered;and
2.Thegroundshavebeenestablishedtojustifytheseveranceoftheir
employment.
Citation: DOLE D.O. 147-15

6. Service of the Notices
TheNoticetoExplainandtheNoticeofResultsshallbeservedtothe
employeeortotheemployee’slastknownaddress.
ProofofService:
1.Receivingcopy;
2.AffidavitofPersonalService;
3.ReturnCardforRegisteredMailwithReturnCard;or
4.CertificationfromthePhilippinePostOffice.
Citation: DOLE D.O. 147-15

7. Authorized Cause Termination
30-Day Advance
Written Notice to
Employee
30-Day Advance
Written Notice
to DOLE
Separation Pay
Citation: DOLE D.O. 147-15

8. 30-day Notice to Employee
Thereisnolaworrulegoverningthecontentofthe30-dayadvance
writtennoticetotheEmployee.
Inpractice,certainDOLEofficesrequirethatthenoticeshouldcontain
thefollowing:
1.Lastdayofemployment;and
2.BreakdownofFinalPay.
Citation: Practice

9. 30-day Notice to DOLE
Inpractice,theDOLERKSForm5entitledEstablishmentTermination
Reportisfilledupandsubmittedtocomplywiththe30-daynoticeto
DOLE.
Aftersubmission,certainDOLEofficescoordinateorschedulea
conference/visitwiththeemployertocheckonthevalidityofthe
authorizedcauseandwhetherseparationpayhasbeenpaidtothe
affectedemployees.
Citation: Practice

10. Separation Pay
Authorized Cause Separation Pay
Installation of Labor-Saving Devices 1 monthpay
or 1 month pay per year of service,
whichever is higher
Redundancy
Retrenchment
1 monthpay
or 1/2 month pay per year of service,
whichever is higher
Closure or Cessation of Operations due to Serious
Business Losses or Financial Reverses
Disease
Citation: DOLE D.O. 147-15

11. For Disease
Important:WhileDOLED.O.147-15statesthatproceduraldueprocess
fordiseaseisthesamewithotherauthorizedcases,SupremeCourt
decisionsrequirethattheprocedureforJustCauseTerminationbe
followed.
Tobeclear,dismissalbasedondiseasewillfollow:
1.NoticetoExplain(1
st
WrittenNotice);
2.AmpleOpportunitytobeHeard;and
3.NoticeofResults(2
nd
WrittenNotice).
Citation: DOLE D.O. 147-15, cf. Deoferiov. Intel Technology Philippines, Inc., G.R. No. 202996, 18 June 2014

12. Supreme Court on Disease
"TheLaborCodeanditsIRRaresilentontheproceduraldueprocessrequiredin
terminationsduetodisease.Despitetheseeminggapinthelaw,Section2,Rule1,
BookVIoftheIRRexpresslystatesthattheemployeeshouldbeaffordedprocedural
dueprocessinallcasesofdismissals.
"InSyv.CourtofAppealsandManlyExpress,Inc.v.Payong,Jr.,promulgatedin2003
and2005,respectively,theCourtfinallypronouncedtherulethattheemployer
mustfurnishtheemployeetwowrittennoticesinterminationsduetodisease,
namely:(1)thenoticetoapprisetheemployeeofthegroundforwhichhisdismissal
issought;and(2)thenoticeinformingtheemployeeofhisdismissal,tobeissued
aftertheemployeehasbeengivenreasonableopportunitytoanswerandtobe
heardonhisdefense.TheserulingsreinforcetheStatepolicyofprotectingthe
workersfrombeingterminatedwithoutcauseandwithoutaffordingthemthe
opportunitytoexplaintheirsideofthecontroversy."
Citation: Deoferiov. Intel Technology Philippines, Inc., G.R. No. 202996, 18 June 2014

13. Apparent Conflict: Best Practice
Duetotheapparentconflictfortheproceduraldueprocessfordisease,
thebestpracticeistoobservebothprocedures(AuthorizedCauseand
JustCause)andpaythecorrespondingseparationpay.
Citation: Practice

14. For more information:
Labor Law Compliance
Best Practices for Human Resource
www.laborlaw.ph
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