Summary
Can an employee claim that his or her disciplinary proceeding has already been prejudged by his or her employer?
Is this a violation of the employee's right to due process?
Ito yung tanong ng mga reader natin ngayon na nagsabing:
"Hello, Atty! I was recently fired by my CEO and the reason for the firing is not clear, which part of Company Policy was violated. 4 days after the verbal notice from my CEO, I was given an NTE to explain my side of the issue then while the investigation was happening, the CEO was advising other employees that I am already fired. My question is in due process, the topic should be dealt with confidentiality right? or CEOs can discuss these things openly with other employees? also, can this be called due process when it looks like a decision was already made prior to an NTE, hearing, and decision notice was given to me?"
So in this episode, we will discuss:
- Procedural Due Process in Termination of Regular Employment - What is an ample opportunity to be heard? - Termination proceeding is a sensitive personal information
This summary is based on the video's description. For general education only; not legal advice for your specific situation.
