TO : REZELLE ANTHONY DONGA

FROM : CANDICE VILLORENTE

SUBJECT : NOTICE TO EXPLAIN
DATE : 25 MAY 2021

Please explain in writing within five (5) calendar days from the receipt of this letter why no
disciplinary action, including termination, should be taken against you for serious misconduct under
Article 297 of the Labor Code as well as Company Rules and Regulations on Misconduct.

Based on reports received by the Management, you have committed the following acts to the grave
detriment of the company:
You left a public comment on the Company’s Slack post regarding the upcoming HMO coverage
for employees, which stated that this piece of news is just another broken promise from the
Company. In another post related to the HMO coverage, you again publicly commented that
this project is long overdue in its implementation.

Your acts described above are in violation of the following provisions of the Labor Code and the
Company Rules and Regulations of Outsourced Doers Inc., to wit:

Labor Code
Art. 297. Termination by employer. An employer may terminate an employment for any of the
following causes:
1. Serious misconduct or willful disobedience by the employee of the lawful orders of his employer or
representative in connection with his work;
xxx
5. Other causes analogous to the foregoing.

Disciplinary Chart of Outsourced Doers, Inc.

xxx
22. Malicious imputation towards company that destroys its good name and standing -
Classification: Grave
1st Offense: Dismissal

In connection with this, you are hereby given an opportunity to submit a written explanation within
five (5) calendar days from the receipt of this notice, to explain why no disciplinary action,
including termination, should be taken against you for these violations. You are also instructed to
appear on May 31, 2021 11:00am for a company hearing via videoconferencing using the Google
Meet Link – meet.google.com/puo-tvig-qzx . You may bring one (1) counsel/representative should
you desire to do so.

Failure on your part to take this opportunity to present your side will be interpreted by management
as a waiver of your right to be heard. In which case, this matter shall be decided solely on the basis of
the facts and evidence already on record.

Please be guided accordingly.

CANDICE VILLORENTE
Head of Human Resources

Received and Accepted:

REZELLE ANTHONY DONGA

Doer