The Job Abandonment Letter is a crucial document in Philippine employment law, used when an employee has been absent without authorization for an extended period and has failed to respond to communication attempts. This document is essential for employers to properly document and execute termination of employment due to job abandonment, which is considered a just cause for termination under Article 297 of the Philippine Labor Code. The letter should be prepared when an employee has been absent without approved leave for a significant period (typically exceeding 5-7 consecutive working days) and has not responded to company communications. It must include detailed documentation of the absences, communication attempts, and comply with the two-notice rule required by DOLE. The document serves both as a final notice to the employee and as evidence of proper termination procedures in case of future legal challenges.
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1. Letter Header: Company letterhead, date, reference number, and formal business letter formatting
2. Addressee Details: Complete name and address of the employee, position, and department
3. Subject Line: Clear indication that this is a Notice of Job Abandonment/Termination
4. Factual Background: Detailed chronological account of unauthorized absences, including specific dates and duration
5. Prior Communications: Documentation of all attempts to contact the employee, including dates and methods of communication
6. Legal Basis: Citation of relevant provisions of the Labor Code and company policies regarding attendance and job abandonment
7. Decision Statement: Clear statement of termination due to job abandonment
8. Final Instructions: Instructions regarding final pay, clearance procedures, and company property return
9. Closing: Signature block with name and title of authorized company representative
1. Previous Violations: Include if the employee has prior attendance-related infractions or warnings
2. Benefits Information: Add if there are specific benefits or entitlements that need to be addressed
3. Non-Compete Reminder: Include if the employee is bound by non-compete or confidentiality agreements
4. Appeal Process: Add if company policy provides for an appeal mechanism for termination decisions
5. Return to Work Option: Include if company policy allows for reinstatement under specific conditions
1. Attendance Record: Detailed record of unauthorized absences and tardiness
2. Communication Log: Copies of all written communications, notices, and attempts to contact
3. Previous Warnings: Copies of any prior warning letters or disciplinary actions
4. Company Policies: Relevant excerpts from employee handbook or company policies regarding attendance and job abandonment
5. Acknowledgment Forms: Copies of previously signed attendance policies or employment terms
Relevant legal definitions
Clauses
Relevant Industries
Manufacturing
Retail
Banking and Finance
Information Technology
Business Process Outsourcing
Healthcare
Education
Construction
Hospitality
Transportation and Logistics
Agriculture
Mining
Real Estate
Telecommunications
Professional Services
Relevant Teams
Human Resources
Legal
Compliance
Operations
Administration
Employee Relations
Industrial Relations
Corporate Secretariat
Risk Management
Labor Relations
Relevant Roles
Human Resources Manager
HR Director
Legal Counsel
Employment Law Specialist
HR Business Partner
HR Administrator
Department Manager
Operations Manager
Company Secretary
Compliance Officer
Employee Relations Manager
HR Operations Manager
Personnel Manager
Administrative Manager
Labor Relations Officer
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