Page 34 - FGI Code of Conduct

RESIGNATION
DESCRIPTION
As prescribed by the Philippine Labor Code, an employee may end his employment with the employer by serving a written notice on the employer at least one (1) month in advance. (See Labor Code, Art. 285)
EXPECTED WORKPLACE BEHAVIOR
The one (1) month advance notice of resignation is critical for the following reasons:
It gives HR and the department head sufficient lead time to look for a replacement.
It serves as a period for endorsement and turnover to whoever will fill up the vacant position. It gives the employee time to settle and secure all accountabilities for clearance purposes.
OFFENSES
The Philippine Labor Code states: “The employer upon whom no such notice was served may hold the employee liable for damages.” The following are the specific scenarios that may warrant an offense:
Failure to serve advance written notice to the company at least one (1) month* for non-managers, and two (2) months for managers, before the last working day.*
Failure to continue to work during one (1) month notice, except when the employee has the approval of the company to go on a terminal leave of absence.
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*Labor Code of the Philippines, Book VI, Post-Employment, Article 285