Legal Guide Philippines

Today, let’s talk about employees who are thinking of resigning, or have been terminated or separated from their jobs. I’m going do a magic trick right now and try to guess the most burning question in their heads. Are you ready?   I bet they’re thinking: “Will I receive separation pay?” And it’s the same question that our reader, Lailan M.,  asked “Attorney, if an employee has been with the company for 10 years but went AWOL, does he have the right to ask for separation pay?” 

If you’ve  been wondering the same thing, stick around and let’s tackle that in today's article.   This episode 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.  

 Go to info.legalguide.ph/discipline to learn more.

*Disclamer*

The information contained in this presentation is provided for informational purpose only, and should not be construed as legal advice. We do not guarantee any results, and the information on this presentation may not constitute the most-up-to-date legal or other information. you should not act on the basis on any content included without seeking legal or professional advice. Only your attorney can provide assurances that the information contained herein - and your interpretation of it - is applicable or appropriate to your particular situation.

We all know people who seem to have what it takes to make it in their careers. We see their potential,  yet somehow they end up failing when put to the test. This situation appears in work situations, especially with probationary employees who fail performance evaluations. So take this question from Angela R., and she asks us. 

"Attorney, if a probationary employee needs more training or evaluation. Can management extend the probationary period? What needs to be done to do this?" If second chances are important to you, stay tuned as we give you tips on how this works.  

This episode is brought to you by "How to Draft a Probationary Contract", an online workshop that teaches owners, managers, and supervisors how to create the most important contract during recruitment. This course covers the main components of the contract, as well as tips and best practices to make your life as a recruiting officer easier. Draft your next probationary contract in minutes.

Go to info.legalguide.ph/probationary to learn more.

*Disclamer*

The information contained in this presentation is provided for informational purpose only, and should not be construed as legal advice. We do not guarantee any results, and the information on this presentation may not constitute the most-up-to-date legal or other information. you should not act on the basis on any content included without seeking legal or professional advice. Only your attorney can provide assurances that the information contained herein - and your interpretation of it - is applicable or appropriate to your particular situation.

Are you transferring property to a loved one? Or is a loved one transferring property to you? What is the best way to transfer property between relatives? In the Philippines, it’s typical for parents to transfer properties to their children during their lifetime…Either as a gift, or an advanced inheritance. Sometimes they do this so that the properties are already transferred before they pass away.   

Our question today comes from Ronald P., and she asks: “My parents are old and they want to transfer their house and lot to me so that I won’t have any more problems when they die. What’s the best way for them to transfer the property to me? I heard from my friends that we can choose between a sale or a donation? Which is better?”   If you’re in a similar position as Amanda, stick around as we answer her question.   

This video is brought to you by "Transferring Land in the Philippines", a mini-workshop that teaches Filipinos the basic modes of transferring lands and real properties in the Philippines. It provides the pros and cons of each mode, as well as the steps and procedures so that you eliminate your confusion and successfully navigate the whole process. Transfer with confidence! Transfer without fixers!    Go to info.legalguide.ph/land  to learn more.

*Disclamer*

The information contained in this presentation is provided for informational purpose only, and should not be construed as legal advice. We do not guarantee any results, and the information on this presentation may not constitute the most-up-to-date legal or other information. you should not act on the basis on any content included without seeking legal or professional advice. Only your attorney can provide assurances that the information contained herein - and your interpretation of it - is applicable or appropriate to your particular situation.

Imagine that you were talking to someone and suddenly you get asked a question.

Turns out you know a lot about this subject.

So you happily answer on and on and on. The person you're talking to seems interested and keeps listening, even taking notes.

You end the conversation and you're happy you were able to help.

But then, you suddenly wonder...

Should I have said that? Didn’t I disclose too much information? What if I get into trouble for saying all of that? Did I tell too much?

Well, it's like TMI or "too much information".

Juli was wondering the same thing when she submitted her question via our Topic Suggestion board.

"Attorney, what information can a previous employer disclose about a separated employee during employment verification?

Is a letter of authorization from the concerned employee a requirement before an employment verification be entertained?"

If you can relate to her, then stick around as we get this sorted out!

Stand your ground and discipline with confidence! Go to info.legalguide.ph/discipline to look for further information relative to this discussion.

#LegalGuidePH #Episode9 #TMI #Information #Discipline #Business #BusinessLaw #Legal #Law #PHLaw #PhilippineLawyers #LegalRecruitment

*Disclamer*

The information contained in this presentation is provided for informational purpose only, and should not be construed as legal advice. We do not guarantee any results, and the information on this presentation may not constitute the most-up-to-date legal or other information. you should not act on the basis on any content included without seeking legal or professional advice. Only your attorney can provide assurances that the information contained herein - and your interpretation of it - is applicable or appropriate to your particular situation.

Do you have a side business?  Maybe an online business using Facebook marketplace or some other platform? Are you wondering if it's time to level up your online business by forming a company?

The pandemic has destroyed a lot of jobs, but it's also created a lot of entrepreneurs and opportunities. Many of us have decided to take action by having a side business to augment or even replace our salaries. But when it starts to work, how do you know that it's time to level up?

Our question today comes from Chesca. And she asks

If you're in the same position as Chesca, stick around because we have some tips for you.

*Disclamer*

The information contained in this presentation is provided for informational purpose only, and should not be construed as legal advice. We do not guarantee any results, and the information on this presentation may not constitute the most-up-to-date legal or other information. you should not act on the basis on any content included without seeking legal or professional advice. Only your attorney can provide assurances that the information contained herein - and your interpretation of it - is applicable or appropriate to your particular situation.

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)

*Disclamer*

The information contained in this presentation is provided for informational purpose only, and should not be construed as legal advice. We do not guarantee any results, and the information on this presentation may not constitute the most-up-to-date legal or other information. you should not act on the basis on any content included without seeking legal or professional advice. Only your attorney can provide assurances that the information contained herein - and your interpretation of it - is applicable or appropriate to your particular situation.

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

*Disclamer*

The information contained in this presentation is provided for informational purpose only, and should not be construed as legal advice. We do not guarantee any results, and the information on this presentation may not constitute the most-up-to-date legal or other information. you should not act on the basis on any content included without seeking legal or professional advice. Only your attorney can provide assurances that the information contained herein - and your interpretation of it - is applicable or appropriate to your particular situation.

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

*Disclamer*

The information contained in this presentation is provided for informational purpose only, and should not be construed as legal advice. We do not guarantee any results, and the information on this presentation may not constitute the most-up-to-date legal or other information. you should not act on the basis on any content included without seeking legal or professional advice. Only your attorney can provide assurances that the information contained herein - and your interpretation of it - is applicable or appropriate to your particular situation.

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.

*Disclamer*

The information contained in this presentation is provided for informational purpose only, and should not be construed as legal advice. We do not guarantee any results, and the information on this presentation may not constitute the most-up-to-date legal or other information. you should not act on the basis on any content included without seeking legal or professional advice. Only your attorney can provide assurances that the information contained herein - and your interpretation of it - is applicable or appropriate to your particular situation.

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.

*Disclamer*

The information contained in this presentation is provided for informational purpose only, and should not be construed as legal advice. We do not guarantee any results, and the information on this presentation may not constitute the most-up-to-date legal or other information. you should not act on the basis on any content included without seeking legal or professional advice. Only your attorney can provide assurances that the information contained herein - and your interpretation of it - is applicable or appropriate to your particular situation.