Professional Documents
Culture Documents
July 8, 2005
suffering from a disease and his continued employment is prohibited by law or is prejudicial to
his health and to the health of his co-employees.
However, separation pay shall be allowed as a measure of social justice in those cases
where the employee is validly dismissed for causes other than serious misconduct or those
reflecting on his moral character, but only when he was illegally dismissed.
In addition, Sec. 4(b), Rule I, Book VI of the Implementing Rules to Implement the
Labor Code provides for the payment of separation pay to an employee entitled to reinstatement
but the establishment where he is to be reinstated has closed or has ceased operations or his
present position no longer exists at the time of reinstatement for reasons not attributable to the
employer.
The common denominator of the instances where payment of separation pay is warranted
is that the employee was dismissed by the employer. In the instant case, there was no dismissal to
speak of. What the private respondents received from JPL was not a notice of termination of
employment, but a memorandum informing them of the termination of CMCs contract with JPL.
Thus, the private respondents are not entitled to separation pay. Nonetheless, JPL cannot
escape the payment of 13th month pay and service incentive leave pay, benefits mandated by law
given to employees as a matter of right.