M5S1

Question 1

Remember this:

Answer 1

Handling Problems:

Performance problems in the workplace are widespread and encompass issues like frequent lateness, excessive personal matters during work hours, mishandling confidential information, family problems, substance abuse, poor job performance, theft, and workplace conflicts.

Question 2

Remember this:

Answer 2

Handling Performance:

Human Resources professionals should establish policies addressing workplace performance problems, which can help prevent legal challenges related to wrongful termination. there must be a clear basis for reprimanding/penalizing employees.

Question 3

Remember this:

Answer 3

Handling Performance:

A single incident involves an employees’ isolated mistake, necessitating immediate discussion to prevent its recurrence.

Question 4

Remember this:

Answer 4

Handling Performance:

A behavior pattern emerges when an employee consistently demonstrates performance issues, requiring intervention such as additional training to rectify the problem. if these issues persist despite HR intervention, it becomes a persistent pattern.

Question 5

When an employee chooses to leave a job on their own by giving notice to the employer.

Answer 5

Resignation

Question 6

When an employer decides to end the employee’s job, either for poor performance, misconduct, or other reasons

Answer 6

Termination

Question 7

When an employee leaves the job without informing the employer or giving notice, and does not return to work.

Answer 7

Absconding

Question 8

Employee rights against termination: (2)

Answer 8

1. Just Cause
2. Authorized Causes

Question 9

Employee Rights Against Termination:

Serious misconduct or willful disobedience by the employee.

Answer 9

Just Causes

Question 10

Employee Rights Against Termination:

Gross and Habitual neglect of duties.

Answer 10

Just Causes

Question 11

Employee Rights Against Termination:

Fraud or willful breach of trust

Answer 11

Just Causes

Question 12

Employee Rights Against Termination:

Commission of a crime or offense against the employer or fellow employees.

Answer 12

Just Causes

Question 13

Employee Rights Against Termination:

Loss of confidence by the employer due to valid reason, such as theft or embezzlement.

Answer 13

Just Causes

Question 14

Employee Rights Against Termination:

Insubordination or refusal to obey lawful orders

Answer 14

Just causes

Question 15

Employee Rights Against Termination:

Closure or cessation of operation of the establishment.

Answer 15

Authorized Causes

Question 16

Employee Rights Against Termination:

Installation of Labor-saving devices.

Answer 16

Authorized Causes

Question 17

Employee Rights Against Termination:

Redundancy, which occurs when the position becomes superfluous due to reorganization or streamlining of operations.

Answer 17

Authorized Causes

Question 18

Employee Rights Against Termination:

Retrenchment to prevent losses or closure of business due to substantial losses.

Answer 18

Authorized Causes

Question 19

Employee Rights Against Termination:

Disease or illness of the employee that cannot be cured within a reasonable period, as certified by a competent public health authority.

Answer 19

Authorized Causes

Question 20

Due process is a very important factor for a termination to be valid. It has the following components: (4)

Answer 20

1. Notice
2. Opportunity to be heard
3. Decision
4. Effectivity date