Practice question
A company implements redundancy. Which notice arrangement meets the stated authorized-cause notice requirement, assuming all other substantive and payment obligations are satisfied?
- Notice only to the employee on the last day
- Written notice specifying redundancy to the employee and appropriate DOLE Regional Office at least thirty days before effectivity
- A verbal announcement to coworkers sixty days beforehand
- Notice only to DOLE after termination
- A just-cause accusation letter demanding a response within an hour
Legal references
- https://elibrary.judiciary.gov.ph/thebookshelf/showdocs/10/71535 — DO 147-15, Rule I-A, sections 5.1 and 5.3: detailed notices, at least five calendar days, meaningful opportunity, hearing triggers and authorized-cause notice.
- https://lawphil.net/judjuris/juri2004/nov2004/gr_158693_2004.html — Agabon v. NLRC, G.R. 158693, November 17, 2004, main decision: substantive just cause distinguished from procedural violation.
- https://lawphil.net/judjuris/juri2005/mar2005/gr_151378_2005.html — Jaka Food Processing Corp. v. Pacot, G.R. 151378, March 28, 2005, main decision: established authorized cause does not excuse notice violation.
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