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Attendance issues, such as frequent absences or chronic tardiness. Theft or other criminal behavior including revealing trade secrets. Sexual harassment and other discriminatory behavior in the workplace. Physical violence or threats against other employees.
Thus, the elementary rule is that an employee who voluntarily resigns from employment is not entitled to separation pay, except when it is stipulated in the employment contract or Collective Bargaining Agreement or based on established employer practice in the company.
Philippine laws only grant separation pay to those who were dismissed from service not due to their own fault or negligence but for reasons that are beyond their control, i.e. business closure, cessation of operation, retrenchment (reduction of costs) to prevent losses, etc.
Just cause terminations: If the offense charged against the employee is proven, the employer is not required to grant separation pay. But if the employer fails to observe due process, he may be financially liable to the employee, even as the dismissal is upheld.
When an employee is terminated, you must pay out all outstanding wages, expenses, unused vacation pay, and any other compensation owed to the employee. When the final paycheck is due is based on state laws. The final paycheck might be due upon termination or within a certain number of days.

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In order to successfully establish a valid termination for cause, the employer must: Prove that the employee engaged in misconduct with malice. Prove that the misconduct was severe. Show that a termination for cause was the only option available to the employer.
Involuntary termination. Voluntary termination. Wrongful termination. End of a work contract or temporary employment.
A notice period of 30 to 90 days must be served before terminating an employee. The notice must be given in writing clearly mentioning the reason for termination. An employee may hire a labour lawyer to file a lawsuit against an employer if a proper and timely notice is not served before his termination.
There is no standard procedure to terminate an employee in India. An employee can be terminated either under the term of the contract signed by him/her individually while joining the company or by following the country's labour law if there was no contract signed between the employer and the employee.
An employee is entitled to separation pay equivalent to one-month pay or at least one-month pay for every year of service, whichever is higher. A fraction of at least six months shall be considered as one whole year. The period of service is deemed to have lasted up to the time of closure of the establishment.

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