Labor Relations and Negotiations
Personal reasons may be
● _______ occurs when an employee
quits because continued
employment is rendered impossible,
unreasonable or unlikely as in the
case of an over of demotion in rank
and a diminution in pay.
Constructive dismissal
● ______ employment is when the
work to be performed is only for a
certain time or season of the year
and the employment is only for that
duration. Both are entitled to security
of tenure at least for the duration of
the project or the season. It is the
last 60 days of the 5th and last year
of the CBA wherein a petition
questioning the majority status of an
incumbent bargaining agent and the
holding of certificate election. -
Seasonal
● Marching to-and-fro with placards
that make known the issues
between the establishment and the
workers. - Picketing
● ______ is the VOLUNTARY act of
an employee dissociating from his
employment in the belief
personal reason cannot be sacrificed
in favor of the exigency of the
service.
due to health concerns - Resignation
● _______ employment is when an
employee is hired for a specific
project or undertaking and the
employment duration is specified by
- the scope of work and/or length of
the project. - Project
● In Legitimate Labor Contracting,
“Substantial capital” -- refers to
paid-up capital stock/shares at least
____. - 5 million
● ______ exists when “the services of
an employee are in excess of what
is reasonably demanded by the
actual requirements of the
enterprise.” - Redundancy
● ______ refers to the absence of that
diligence that an ordinary prudent
man would use in his/her own
affairs. - Gross Neglect
● _______ over employee’s conduct
and over the means, manner and
method by which the work is to be
accomplished - Power of control
that ● _______ refers to repeated failure to
perform one’s duties over a period of
 time, depending upon the depression or seasonal fluctuations
circumstances. - Habitual Neglect or during lulls over shortage of
materials. - Retrenchment
● Refers to the reduction of the ● ________ the temporary refusal of
number of workers in any workplace an employer to furnish work as a
made necessary by the introduction result of a labor or industrial dispute.
of labor-saving machinery or - Lockout
devices. - Installment of
Labor-Saving Devices ● ________ employment is when an
employee performs activities that are
● Employment is for the duration of a usually necessary or desirable in the
certain season. - Seasonal usual business or trade of the
employer. They enjoy the benefits of
● _______ employee is one, who, for security of tenure provided by the
a given period of time, is being Philippine Constitution and cannot
observed and evaluated to be terminated for causes other than
determine whether or not he is those provided by lar and only after
qualified for a permanent position. - due process is given to them. -
Probationary Regular

● _______ performing work that is ● There is no security of tenure for

usually necessary and desirable in ______ employees. - Casual
the business of employer wherein employees.
the employment contract stipulates
the duration of term or employment. ● _________ refers to any temporary
- Fixed-term stoppage of work by the concerted
action of employees as a result of a
● ________ or downsizing is a mode labor of industrial dispute - Strike
of terminating employment initiated
by the employer through no fault of ● ________ refers to the complete or
the employee and without prejudice partial cessation of the operations
to the latter, resorted to by and/or shut-down of the
management during periods of establishment of the employer. -
business recession, industrial Closure
 ● Strike without finishing cooling off Grounds for termination
period results to ____. - Illegal strike
a. Serious misconduct or
In Article 285:
willful disobedience by the
employee of the lawful orders
(1) An employee may terminate without
of his employer or
just cause the employee-employer
representative in connection
relationship by serving a written
with his work;
notice on the employer at least one
(1) month in advance. The employer
b. Gross and habitual
upon whom no such notice was
neglect by the employee of
served may hold the employee liable
his duties;
for damages.
(2) An employee may put an end to the c. Fraud or willful breach
relationship without serving any by the employee of the trust
notice on the employer for any of the reposed in him by his
following just causes: employer or duly authorized
representatives;
1. Serious insult by the employer
or his representative on the honor d. Commission of a crime
and person of the employee; or offense by the employee
against the person of his
2. Inhuman and unbearable
employer or any immediate
treatment accorded the employee by
member of his family or his
the employer or his representative;
duly authorized
representative; and
3. Commission of a crime or
offense by the employer or his
e. e. Other similar
representative against the person of
causes.
the employee or any of the
immediate members of his family;
and

4. Other causes analogous to any of

the foregoing.