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For valid termination based on authorized causes such as installation of labor-saving devices , redundancy, retrenchment to prevent losses, and closure or cessation of operation, the employer must serve written notice to the individual employee concerned and to the appropriate Regional Office of DOLE at least 30 days before the effectivity of the termination. Also, the employer must observe the following requirements as part of the process of termination: Good faith in the termination of employee, i. Criteria in Selection of Employee to be Dismissed. In the selection of the employee to be dismissed, the employer must adopt of a fair and reasonable criteria which must be applied in good faith, such as: Less preferred status of employee; Efficiency rating; and Seniority. Payment of Separation Pay. In termination of employment due to authorized causes, the employer is required to give separation pay to the employee concerned. The amount of separation pay depends on the specified cause of termination. In case of termination due to the installation of labor-saving devices or redundancy — at least one month pay or to at least one month pay for every year of service, whichever is higher. In case of a retrenchment to prevent losses and b closures not due to serious financial reverses — one month pay or at least one-half month pay for every year of service, whichever is higher. No separation pay for closure due to serious business losses. No separation pay is required when the closure of business is due to serious business losses or financial reverses. North Davao Mining, When closure of the business establishment is forced upon the employer and ultimately for the benefit of the employees. The closure contemplated under Article of the Labor Code is a unilateral and voluntary act on the part of the employer to close the business establishment. National Federation of Labor vs. If the termination is for authorized cause and the employee is given day prior notice, the dismissal is valid. If the termination is for authorized cause but the employee was not given day prior notice, the dismissal is valid but the employer may be ordered to pay nominal damages to dismissed employee. In Jaka Food Processing vs. Pacot, , the amount of nominal damages is P50, If the dismissal is not for a valid authorized cause, the dismissal is illegal, whether or not there is day prior notice. Consequently the employee shall be entitled to reinstatement and backwages, and damages if warranted. Sunday, March 20, Caveat: Subsequent court and administrative rulings, or changes to, or repeal of, laws, rules and regulations may have rendered the whole or part of this article inaccurate or obsolete. Sunshine cruz jay manalo sex video

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4 Comments

  1. If the termination is for authorized cause and the employee is given day prior notice, the dismissal is valid. If the dismissal is not for a valid authorized cause, the dismissal is illegal, whether or not there is day prior notice. In the search box put the artist name or the title of the video you want to download, After you place the name in the search box then click [search].

  2. In the download page, You can play the video first to find out if the video is appropriate to your needs, To download the video you will see different links and then click the download button, Many video file formats will appear, Now select the format of video you want to download Mp4 3Gp Video, Mp3 Songs.

  3. When closure of the business establishment is forced upon the employer and ultimately for the benefit of the employees.

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