The Notice of Termination of Employment is a crucial document used in the Philippine employment context when an employer needs to formally end an employment relationship. This document must strictly comply with the Labor Code of the Philippines and DOLE regulations, which mandate specific requirements for valid termination. When issuing a Notice of Termination of Employment, employers must ensure proper documentation of the grounds for termination, observe due process requirements, and provide the statutory notice period (typically 30 days). The notice should include essential information such as the effective date of termination, reason for termination, final pay arrangements, and clearance procedures. This document serves as official evidence of the employer's compliance with legal requirements and helps protect both parties' interests during the termination process.
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1. Letter Header: Company letterhead including complete business name, address, and contact information
2. Date: The official date when the notice is issued
3. Employee Information: Complete name and address of the employee, position/designation
4. Subject Line: Clear indication that this is a Notice of Termination of Employment
5. Notice Period Statement: Specification of the notice period (typically 30 days as per Philippine Labor Code) and the effective date of termination
6. Reason for Termination: Clear statement of the specific ground(s) for termination, citing relevant provisions of the Labor Code
7. Final Pay Information: Information about the processing and release of final pay, including any outstanding benefits
8. Company Property Return: Instructions regarding the return of company property and completion of clearance procedures
9. Closing Statement: Professional closing with acknowledgment section and signature blocks
1. Performance History Summary: Include when termination is due to poor performance, summarizing previous warnings and improvement opportunities
2. Separation Benefits: Details of separation package when applicable (e.g., in cases of retrenchment or redundancy)
3. Non-Compete/Confidentiality Reminder: Include when employee has signed such agreements to remind them of continuing obligations
4. Transition Plan: Include when handover of responsibilities is required
5. Appeal Rights: Information about internal appeal procedures, if company policy provides for such
6. Reference Provision: Statement about company's policy regarding future employment references
1. Certificate of Employment: Official document stating employment duration and position held
2. Final Pay Computation: Detailed breakdown of final salary, benefits, and any deductions
3. Clearance Form: Document listing all departments from which the employee needs clearance
4. Previous Warning Letters: Copies of prior warnings or performance improvement plans if termination is for cause
5. Handover Checklist: List of tasks, documents, and responsibilities to be transferred
6. Exit Interview Form: Standard form for documenting the exit interview process
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