Legal Guide Philippines

Is demotion legal in the Philippines? Is there a way for you to give employees a second chance but protect the company at the same time? A lot of owners, managers, and supervisors are confused about demotion. Take this question from Jenny which was submitted thru our topic request board, and she says: “Attorney, Is it legal to demote an employee? How do we impose it without going into litigation." If you’re wondering the same thing, stay tuned. This video is brought to you by "The Complete Employee Discipline System", a book that teaches owners, managers and supervisors how to handle any offense easily and systematically. It provides step by step procedures from incident reports all the way to the clearance process. Stand your ground and discipline with confidence. To learn more go to [info.legalguide.ph/] (http://info.legalguide.ph/discipline)

One of the hardest violations to handle for any owner, manager or supervisor is AWOL or Absence without Leave. It happens when an employee disappears without warning. They don't give a notification, reason or warning. When you get into work one day, they're not there. Take this reader who asks: "Attorney, one of our employees suddenly disappeared from work. No notice, no message, he just disappeared. Now, the rest of the team has to take over his work and we're panicking because he left a lot of important projects hanging. Do you have any tips for handing AWOL cases?" If you want to learn how to minimize the damage done by AWOL employees, stick around. To learn more, go to https://info.legalguide.ph/awol

If you have a great team, letting in the wrong person can destroy it. If you hire the wrong person there can be bad personalities that spread rumors and cause fights You may be hiring a poor performer that slows everyone down, or you may hire people who aren't happy in their position and end up infecting the rest with a bad attitude. Now, to avoid this, you have to hi well, and hiring well, starts with the probationary contract This question from one of our readers, and it goes: "Attorney do you have tips on how to draft a probationary contract? Are there ways to make it easier and less prone to errors and faster to make? And what should I look out for?” If you can relate to this? Stick around. We have three tips for you. Stay tuned. If you want to learn more, go to http://info.legalguide.ph/probationary

If a person leaves your team, are you obligated to help them out afterward? What do you owe them? A common question that pops up is about the certificate of employment, or a CEO being requested by former employees. Now this question from our website reader captures it perfectly: "Attorney, I went AWOL from my former employer. Now I'm applying with a new company and they need a certificate of employment from me. Can I still ask for a certificate of employment even if I left under bad terms?" This usually happens. If you want to learn what the rules are regarding the certificate of employment, then stick around as we share three tips for you. Stay tuned.

One of the hardest things to do as a leader is making sure your team moves in one direction. When a team member goes another way or breaks the rules, it's the leader's job to get them back on track. But how do you call them out on their mistake? Under the labor code, you do this by issuing a Notice to Explain. It's the first step to give employees due process before imposing penalties. But not a lot of people know how to do this. Take our website reader who asks: "Attorney, one of my employees is habitually late. He did it again for the 3rd time this week. I will have to penalize him and I know that I have to send him a Notice to explain. Do you have any tips for drafting that?" If you want to learn how to keep your team accountable the legal way, stick around as we share 3 tips for you. Stay tuned.