ContactEmployer legal risk
Counsel for workplace investigations and disciplinary matters.
Employer Disciplinary Due Process Pack
NLF reviews the facts, evidence, potential legal and policy grounds, employee response, and procedural requirements before management makes the final disciplinary decision.
Standard professional fee
₱40,000
For one employee disciplinary matter within defined standard scope
A structured legal process, not a guarantee of dismissal, an “NLRC-proof” result, or a template-only service.
The standalone value is process control. The appropriate result may be dismissal, a lesser sanction, further investigation, or no disciplinary action, depending on the facts, evidence, policy, employee response, proportionality, and applicable law.
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One Philippine private-sector employer entity.
One principal disciplinary incident or factually integrated series arising from the same investigation. Multiple unrelated historical offenses are separately scoped.
Approximately 75 relevant pages and ordinarily no more than approximately 20 minutes total relevant audio or video. Relevant handbook excerpts are identified rather than mechanically counting an entire handbook.
Principally for just-cause disciplinary matters
The process may consider serious misconduct, willful disobedience, gross and habitual neglect where legally established, fraud, willful breach of trust, loss of trust and confidence where legally applicable, specified offense grounds, analogous causes, and material rule violations. A handbook breach, poor performance, or management suspicion does not automatically justify dismissal.
NLF identifies the actual statutory theory, jurisprudential elements, policy, gravity, work connection, intent where relevant, employee position, evidence, prior record, consistency, proportionality, and mitigating or aggravating circumstances.
The assessment separates confirmed facts, allegations, inferences, evidence gaps, and contradictions. NLF does not invent facts, change uncertain dates into certain ones, treat hearsay as personal knowledge, or rewrite a witness’s recollection.
The process screens for possible retaliation or protected-status issues, including union activity, wage or government complaints, safety reports, discrimination or harassment concerns, whistleblowing, protected leave, pregnancy, disability, or statutory benefits.
Ordinary performance, PIP, probationary qualification, authorized causes, disease, retirement, project completion, fixed-term questions, and unrelated constructive-dismissal risk require the appropriate separately scoped workflow.
The standard pack is intentionally narrow. It does not force an unrelated employment problem into a disciplinary product.
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A Notice to Explain is fact-specific and does not state guilt as already decided. An administrative conference framework is prepared when requested in writing, required by policy or practice, needed because of substantial factual dispute, or otherwise legally or strategically appropriate. NLF attendance is separately confirmed.
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Initial intake should not include passwords, OTPs, bulk employee files, private device access, or unnecessary sensitive personal information. NLF confirms conflicts, scope, and appropriate materials before substantive review.
No. The legal process may support a lesser sanction, further investigation, or no disciplinary action. It does not guarantee any outcome.
For an ordinary just-cause process, the employee should generally receive at least five calendar days from receipt of the first notice, subject to more favorable or special applicable requirements and case-specific circumstances.
No. A formal conference is assessed when the employee requests one in writing, policy or practice requires it, substantial disputes make it appropriate, or the circumstances otherwise warrant it.
Only where legal conditions are actually met. Serious allegations or management concern alone do not automatically justify it.
Not automatically. Performance, PIP, probationary standards, capability, accommodation, and job-fit questions require a separately appropriate legal workflow.
Request conflict check and scope confirmation. Do not send passwords, OTPs, bulk employee records, or unnecessary confidential materials through the initial form.
Request Conflict Check & Scope ConfirmationSubmitting an inquiry does not create an attorney-client relationship. Conflict clearance and written engagement acceptance are required before representation begins.
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