Just cause termination

How it works

Twin-notice is the usual process: charge sheet and chance to explain, then a decision notice. Remote work does not let you skip paper. Slack anger is not a notice. Collect the artifacts. For a U.S. company hiring one Filipino teammate, write this into the brief, the employment contract, and the peso payroll file before the start date. Slack habits do not override the Labor Code, BIR, or NPC. If the local employer of record holds the paper, they run the statutory step; you still owe a clean operating definition so the seat does not fail in week three. Put a number on the example when you budget loaded cost, because a nameless allowance always returns as a December surprise or a missed SLA.

Example: repeated documented refusal to follow the written inbox SOP after warnings. First notice 3 June, explanation 6 June, decision 10 June. Not a Friday lockout.

How it differs

Authorized cause is business or disease. Constructive dismissal is forcing a quit. Illegal dismissal is the case you get when you skip both substance and process.

Common errors

Firing for one late standup and calling it serious misconduct.

In practice

Treat Just cause termination as a week-one operating object. Ask who signs the notice, who remits, and who would answer DOLE. If three vendors each point at the other, you have a story rather than a file. Write an owner - founder, local employer, or worker - and a date you will look at it again: first cutoff, first holiday, or first miss. If nobody can show a contract clause, a payslip line, a calendar block, or a checklist box, you do not have just cause termination yet. You have a conversation. Convert the conversation before the person starts, while changing the deal still costs a paragraph rather than a resignation. Re-read the worked example above against the actual hire in front of you. If the numbers in that example cannot be swapped for this seat’s pesos, hours, and start date, the brief is still unfinished.