The two-notice requirement for termination of employment should always work hand in hand. The charges as stated in the 1st written notice (to explain) must coincide with the charges found to be the grounds for suspension or termination of employment in the 2nd notice. Not having the same charge stated in the two notices may give rise to a possible labor case, and may eventually be a ground for declaring the termination illegal for not giving the employee ample opportunity to be heard, as required under existing Philippine Labor Law guidelines.