Practice question
An employer gives a regular employee ample opportunity to answer charges but admits that no just or authorized cause supports the final dismissal. Does the opportunity to answer alone make termination valid?
- Yes; procedure always replaces substantive cause.
- Yes; a written notice creates its own cause.
- Yes; employee participation waives all statutory rights.
- Yes; only employee signature matters.
- No; procedural compliance does not supply a missing lawful cause.
Legal references
- https://library.laborlaw.ph/wp-content/uploads/2023/10/2022.Labor_.Code_.DOLE-edition.pdf — Labor Code Articles 293–294 [278–279] and 296–299 [281–284].
- https://elibrary.judiciary.gov.ph/thebookshelf/showdocs/27/69531 — C.P. Reyes Hospital v. Barbosa, G.R.228357, April16 2024 main opinion, security of tenure and substantive/procedural requirements.
Answer this question in flashcards to review your response and continue practicing.