Other Causes by DOLE

DOLE D.O. 147-15 recognizes “Other Causes” as grounds for employee termination under Rule I-A, viz:

Section 6. Other Causes of Termination. In addition to Section 4, the employer may also terminate an employee based on reasonable and lawful grounds specified under its company policies.

An employee found positive for use of dangerous drugs shall be dealt with administratively which shall be a ground for suspension or termination.

An employee shall not be terminated from work based on actual, perceived or suspected HIV status.

An employee shall not be terminated on basis of actual, perceived or suspected Hepatitis B status.

An employee who has or had Tuberculosis shall not be discriminated against. He/she shall be entitled to work for as long as they are certified by the company’s accredited health provider as medically fit and shall be restored to work as soon as his/her illness is controlled.

Sexual harassment is considered a serious misconduct. It is reprehensible enough but more so when inflicted by those with moral ascendancy over their victim.

Section 7. Causes of Termination Under the Collective Bargaining Agreement (CBA). An employee may also be terminated based on the grounds provided for under the CBA.

In the above-cited grounds for “other causes,” it is submitted that they may be classified as a just cause via analogous cause. For instance, serious company violations and pursuant to CBA provisions have been recognized in jurisprudence to be analogous causes to serious misconduct which is a just cause termination ground.

Content Details

Disclaimer: All information is for educational and general information only. These should not be taken as professional legal advice or opinion. Please consult a competent lawyer to address your specific concerns. Any statements or opinions of the author are solely his own and do not reflect that of any organization he may be connected. Please refer to our full Disclaimer.

For updates: If the legal provisions being discussed have been amended or repealed by legislation or has been the subject of a Supreme Court decision which may have impacted how it is interpreted, do let us know so we can consider for the next update. Reach out via our Contact Us

Videos & Podcasts

Top Read

Computation of holiday pay

During regular holidays, 100% pay if there is no work and 200% pay if there is work. During double holidays or two regular holidays falling

Cases: Premium pay

The following are the related or relevant Labor Law Cases or Jurisprudence on the topic. 1) Covered and excluded employees Peñaranda v. Bagana Plywood Corporation

DOLE Updates

See more

Related content