1. BALANCING BETWEEN CARING FOR OUR PEOPLE AND EMPLOYEE DISCIPLINE 16TH PMAP MINDANAO SUMMIT 19 – 20 JUNE 2014
THE EIGHT SECRETS FOR SUCCESS IN LEADING AND MANAGING PEOPLE
by:
Atty. Josephus B. Jimenez, AB, LLB ( Magna Cum Laude), MPA, CESDP, FPM
Former DOLE Undersecretary, National President, PMAP 2014
Former Top HR Executive of San Miguel Corp, Pepsi & Petron/PNOC
by:
Atty. Josephus B. Jimenez, FPM
National President, PMAP

2. THE SEVENTH SECRET FOR SUCCESS IN EMPLOYEE DISCIPLINE
BALANCING EMPLOYEE
DISCIPLINE AND CARING
A BALANCED APPROACH TO
EMPLOYEE DISCIPLINE
Mindanao Summit (CDO)
June 19 – 20, 2014
Atty. Josephus B. Jimenez, FPM
2014 PMAP President

3. Atty JBJ : 42 years of 4. L’s (Labor, Love, Law and Life)
FORMER:
Undersecretary, DOLE 2002 – 2005
Labor Attaché II (Malaysia, 2005 – 2008)
Labor Attaché II (Kuwait, 2008 – 2010)
Labor Attaché II (Central Taiwan, 2010 – 2011)
OIC, Executive Director, National Maritime Polytechnic
In The Private Sector
Atty JBJ
Vice President (HR & Legal, Pepsi Phil, 1997 – 2002
Director for Labor & Employee Relations, AVP, SAN
MIGUEL CORPORATION 1996 – 1997
Employee Relations Manager, & Senior Labor Attorney, PETRON & PNOC Group of Companies (Oil, Transport and Energy, 1987 – 1986)
Administrative Manager, CIRDC, HVPI (Elizalde Group, 1980 – 1983)
Former Board of Trustees Member, SPU QC, SPUM, SPUT, SPC Pasig.
In DOLE/NLRC Before
Labor Arbiter, 1977 – 1981
Chief Information Officer, Chief, Complaints And Action Unit, 1976 – 1977
Med-Arbiter, Labor Regulation Officer,
Court Interpreter, Cebu City Court, 3
Copyright J. B. Jimenez 2012

4. S imple E ffective C omplete R esponsive E asy and T horough S teps
WHY SECRETS?
S imple
E ffective
C omplete
R esponsive
E asy and
T horough
S teps

5. THE MARKS OF DISCIPLINE:
D Delivers Expected Results On Time,
I Integrity is Beyond Reproach,
S Sincere and Straightforward,
C Consistently Honest and Faithful,
I Industrious and Hardworking,
P Places Duty above Other Matters,
L Law-abiding and Respectful to Superiors,
I Impeccable Loyalty & Trustworthiness,
N No Hidden Agenda At Work, and
E Enabling others, Ennobling to the Company.

6. MARKS OF SUCCESS in OUR APPROACH TO DISCIPLINE:
S imple but Scientific,
U ser-friendly,
C lear,
C omprehensive,
E ffective and
S mart,
Systems
(Behavioural, Legal, Administrative, Spiritual, Total Systems Approaches)

7. THE EIGHT SECRETS FOR SUCCESS IN EMPLOYEE DISCIPLINE
1. THE TRUE MEANING OF SUCCESS IN EMPLOYEE DISCIPLINE
6. THE TOTAL SYSTEMS APPROACH TO EMPLOYEE DISCIPLINE
2. THE FUNDAMENTALS OF EMPLOYEE DISCIPLINE
7. THE GOD CENTERED APPROACH TO EMPLOYEE DISCIPLINE
8. INTEGRATION/APPLICATIONS
5. THE BEHAVIORAL DIMENSION OF EMPLOYEE DISCIPLINE
3. THE LEGAL DIMENSION OF EMPLOYEE DISCIPLINE
4. THE ADMINISTRATIVE DIMENSION OF EMPLOYEE DISCIPLINE

8. THE GOD CENTERED APPROACH TO EMPLOYEE DISCIPLINE
1. Discipline as an Exercise of True and Lasting Leadership
6. Remorse & Renewal After Counselling
2. Discipline As A Teaching Discipleship
7. Forgiveness And Reconciliation In Discipline
8. Leading Others To A Disciplined Life
5. Discipline With Righteous Anger and Justice
3. Obedience To A Lawful Norm As The Covenant Between the Leader and the Led
4. Deviation From Company Norms As A Form of Breaking Away

9. MANAGEMENT IS A MAN MEN G E T The Leaders The People
Time, Talent, Reasons T

10. Ennobling (Counselling)
MANAGEMENT IS
MAN A G E
MEN
The Leaders
The People
Time, Talent, Treasures T
Aligning
Gearing Up For
Enabling (Training)
Ennobling (Counselling)
Enriching (Rewards)

11. THE MEASURE OF EXCELLENCE In LEADING/ Managing PEOPLE
E – Effectiveness ( Results ) X C
E – Efficiency (Resources) L
E – Ethics (Attitudes & Values) N
E – Enjoyability ( Engagement )

12. IN LEADING AND MANAGING EMPLOYEES
TO DO ALL THESE:
WE NEED TO DEVELOP OUR:
K - Knowledge
A - Attitude
S - Skills
H - Habits
IN LEADING AND MANAGING EMPLOYEES

13. by atty. Josephus b. jimenez Author
COPYRIGHT
JBJ
COPYRIGHT, 2014
by atty. Josephus b. jimenez Author
No portion of this Learning Package on EFFECTIVE EMPLOYEE DISCIPLINE FOR GLOBAL EXCELLENCE may be copied or reproduced by any means and for any purpose, by whomsoever except upon written prior consent granted by the author for legal purpose only.
ALL RIGHTS TO THIS INTELLECTUAL PROPERTY ARE RESERVED EXCLUSIVELY AND UNCONDITIONALLY BY THE AUTHOR. 1

14. Atty. JOSEPHUS B. JIMENEZ
THE SECRETS FOR SUCCESS IN EFFECTIVE EMPLOYEE DISCIPLINE
THE RESOURCE EXPERT:
Atty. JOSEPHUS B. JIMENEZ
AB, LLB, MPA, CESO, FPM
Solid Corporate Experience In Leading And Managing Human Capital and Organizations.
(1.1) Global Beverage Company: PEPSI COLA as Vice President for Human Resources and Legal and Corporate Affairs years
(1.2) Biggest Philippine Consumer Food/Beverage Conglomerate: SAN MIGUEL CORPORATION as Director for Employee and Labor Relations and Director for Labor and Industrial Relations Litigation years
(1.3) Biggest Philippine OIL, Energy and Shipping Transport Conglomerate: PETRON (Petrophil), PNOC years
(1.4) Former Consultant to various Business Organizations: Dealing in Oil, Food, Transport, Hotel, Banks and other leading businesses.
Copyright J. B. Jimenez 2011

15. (4.1)Fundamental of Employee Employee Discipline
COPYRIGHT
JBJ
Strong Networks with Government and Mastery of Laws and Regulations : DOLE, Judiciary, NLRC, Labor Diplomacy (Malaysia, Kuwait and Taiwan) – total of 20 years
Extensive Mastery of HUMAN RESOURCES and LABOR LAWS as Professor of Law in UST, UE, FEU, etc. and Resource Person in PMPP, UP-SOLAIR, Chambers of Commerce and other professional and industry groups for 30 years
4. AUTHOR of BOOKS on
(4.1)Fundamental of Employee Employee Discipline
(4.2) Philippine Labor Standards
(4.3) Philippine Labor Relations
(4.4) BAR REVIEWER IN LABOR LAWS & SOCIAL LEGISLATION
(4.5) The 8 Secrets For Success In Leading and Managing People
(4..6) The Labor Code For Management
(4.7) The 50 Greatest Decisions
5. Much Sought-after Inspirational Speaker 3

16. Atty. JBJ‘s 23 Years Of Solid Corporate Experience in Leading, Teaching and Managing Human Capital and Private Corporations
Vice President for Human Resources and
Legal and Corporate Affairs
(5 Years)
Employee Relations Manager and Senior Labor Attorney
(3 Years)
Director for Employee and Labor Relations and Director for Labor and Industrial Relations Litigation (12 Years)
Resource Person and Professor of Law (30 Years)

17. Atty. JBJ‘s 20 Years of Government Service
Undersecretary, DOLE 2002 – 2005
Labor Attaché II (Malaysia, 2005 – 2008)
Labor Attaché II (Kuwait, 2008 – 2010)
Labor Attaché II (Central Taiwan, 2010 – 2011)
OIC, Executive Director, National Maritime Polytechnic
Labor Arbiter, 1977 – 1981
Chief Information Officer, Chief, Complaints And Action Unit, 1976 – 1977
Med-Arbiter, Labor Regulation Officer,
Court Interpreter, Cebu City Court,

19. EFFECTIVE EMPLOYEE DISCIPLINE FOR GLOBAL EXCELLENCE
COPYRIGHT
JBJ
The E.D.G.E.
EFFECTIVE EMPLOYEE DISCIPLINE FOR GLOBAL EXCELLENCE
THE RESOURCE EXPERT:
Atty. JOSEPHUS B. JIMENEZ
AB, LLB, MPA, CESO, FPM
Solid Corporate Experience In Leading And Managing Human Capital and Organizations.
(1.1) Global Beverage Company: PEPSI COLA as Vice President for Human Resources and Legal and Corporate Affairs years
(1.2) Biggest Philippine Consumer Food/Beverage Conglomerate: SAN MIGUEL CORPORATION as Director for Employee and Labor Relations and Director for Labor and Industrial Relations Litigation years
(1.3) Biggest Philippine OIL, Energy and Shipping Transport Conglomerate: PETRON (Petrophil), PNOC , HR & E R DIRECTOR,- 3 years
(1.4) Former Consultant to various Business Organizations: Dealing in Oil, Food, Transport, Hotel, Banks and other leading businesses. 2

20. EFFECTIVE DISCIPLINE FOR GLOBAL EXCELLENCE
COPYRIGHT
JBJ
The E.D.G.E.
EFFECTIVE DISCIPLINE FOR GLOBAL EXCELLENCE
COURSE OBJECTIVES:
A. GENERAL:
At the end of this LEARNING EXPERIENCE, each participant shall have gained thorough 1. K
- Knowledge 2. A
- Attitude 3. S
- Skills and H
- Habits in 4.
managing, analyzing and resolving actual WORK SITUATIONS and PROBLEMS involving Employee Behavior that tend to affect:
1. EMPLOYEE PRODUCTIVITY
2. BUSINESS PROFITABILITY
3. COMPETITIVENESS 4
4. GLOBAL EXCELLENCE

21. 1. The Principles And Nature of Employee Discipline
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JBJ
B. SPECIFIC:
After going through the lecture, doing the practical exercises, participating in the discussions and being actively involved in the training processes, each participant shall have Mastered:
1. The Principles And Nature of Employee Discipline
gained sufficient knowledge on the principles of discipline, the nature of human behavior, the cause and effect of employee behavior and the relationship between employers and employees,
2. The Law, Procedures and Jurisprudence
learned the provisions of Labor laws on handling disciplinary action cases and mastered the due-process procedures,
3. The Psychology of Human Behavior in Organization
understood the WAYS and WHEREFORES of employee behavior and the implications of compliance /alignment and DEVIATIONS / VIOLATIONS 5

22. Questions are encouraged but will be managed.
COPYRIGHT
JBJ
4. Managing Deviant Human Behavior
appreciated the causes and effects of deviant behavior and learned how to address them, and
5. The Future of Employee Discipline As A Strong Driver For Global
Excellence
taken a look at the future and appreciated the vast potentials of employee discipline.
This is an INTERACTIVE, ACTION-ORIENTED, PARTICIPATIVE Learning Experience.
Questions are encouraged but will be managed. 6

23. EFFECTIVE DISCIPLINE FOR GLOBAL EXCELLENCE
COPYRIGHT
JBJ
The E.D.G.E.
EFFECTIVE DISCIPLINE FOR GLOBAL EXCELLENCE
COURSE CONTENTS
(IN CAPSULE)
Intro: (6 pages)
1. First Module : Fundamentals of Employee Discipline
2. Second Module : Legal and Administrative Dimension of Employee
Discipline (with Workshop on Ten Administrative
Cases)
3. Third Module : Behavioral Aspect of Employee Discipline
4. Fourth Module : Spiritual Aspect of Employee Discipline
5. Open Forum, Clarification, Integration & Conclusion 7

24. Some Provoking QUESTIONS:
Can an Absentee & Uncaring Manager Be an Effective Leader And Disciplinarian?
Can a Politician? Manager Be Effective In Employee Discipline ?
Can You Use COMMAND & CONTROL on Employees Who Belong To the Gen X and Gen Y ?
Can A Gen X or Gen Y Manager Effectively Lead, Manage & Discipline TRADITIONALISTS & Baby Boomers ?

25. More Intriguing Questions:
What should you do to an old-timer who has done a lot for the company in his younger years, but has now committed a gross negligence creating tremendous damage to the firm ?
What would you do when your male superior kiss you in the lips on your birthday and in front of your spouse and children?
Where does affection end and impropriety begin?

26. Some Basic Questions Too:
Is a discipline a legal issue or a behavioural issue?
To what extent do values and character play a role in Employee Discipline?
Is Employee Discipline the job of HR Manager or immediate line manager?
Is a Employee Discipline is a form of punishment or a manifestation of caring?

27. How Do We Balance Between CARING And DISCIPLINE ?
Is Discipline An Opposite Of Caring And Engagement Or A Means To Do It ?
Or, Is DISCIPLINE A Manifestation Of Caring ?
Does One Loses The Opportunity To Discipline If He/She is Basically A Caring Person ?
Which Would Produce Better and More Results, CARING FOR PEOPLE or DISCIPLINE ?

28. MANIFESTATIONS OF PROBLEMS IN THE DISCIPLINE1
Too many deviant behaviours are left unattended. 2
Discipline is too legalistic and too less behavioural. 3
Discipline is not used as a strong driver for Productivity and Quality.

29. 4 5 MANIFESTATIONS OF PROBLEMS IN THE DISCIPLINE
Line Managers dump all disciplinary action on HR. 5
There is a dire lack of competence in handling discipline.

30. MANIFESTATIONS OF PROBLEMS IN GRIEVANCE HANDLING1
Nobody “LISTENS” to workers. 2
Nobody is doing COUNSELING and MENTORING. 3
There is no genuine Labor & Employee Relations.

31. MANIFESTATIONS OF PROBLEMS IN GRIEVANCE HANDLING4
Grievances are seen as a affront to management. 5
Too much legalese in so behavioural problems

32. The Legal Elements of Employee Discipline1
RULE / NORM (Desired Behavior) 2
VIOLATION / DEVIATION
(Actual Behavior) 4
PENALTY/SANCTION (Resolution) 3
DAMAGE/IMPACT (Result)
Copyright J. B. Jimenez 2011
Copyright J. B. Jimenez 2012 32

33. THE FOUR P’s In the language of the Filipinos: 1 PATAKARAN 2 PAGLABAG4
PARUSA 3
PINSALA
Copyright J. B. Jimenez 2012
Copyright J. B. Jimenez 2011 33

34. H x P = K 0H x 0P = 0K 10H x 0P = 0K 0H x 10P = 0K 5H x 5P = 25K
BAKIT MAY PAGLABAG SA PATAKARAN?
BAKIT MAY KASALANAN SA MUNDO?
Nganong Anaay Mga BADLONGON ?
H x P = K
0H x 0P = 0K
10H x 0P = 0K
0H x 10P = 0K
5H x 5P = 25K
where:
K = Kasalanan (Deviation)
H = Hilig (Inclination)
P = Pagkakataon (Opportunity)
Copyright J. B. Jimenez 2012
Copyright J. B. Jimenez 2011 34

35. THE DISCIPLINARIAN’S LEADERSHIP STYLES
Theory X
Theory Y
Theory Z
THE TERRORIST THE REFORMIST
THE SITUATIONALIST
DIFFERENT FOLKS, DIFFERENT STROKES
Copyright J. B. Jimenez 2012

36. THE EMPLOYEES’ ABC PROFILE EMPLOYEES ARE NOT CREATED EQUAL
ALIGNED ALLIES COUNTER PRODUCTIVE
10%
10%
BI-DIRECTIONAL
80%
EMPLOYEES ARE NOT CREATED EQUAL
Copyright J. B. Jimenez 2012

37. 80% A B C THE ABC DIAMOND The focus of employee discipline Should be
10%
The focus of
employee
discipline
Should be on
the 80% B C
10%
Copyright J. B. Jimenez 2012

38. COM: HI COM: HI COM: LO COM: LO
JBJ’s WINDOWS 1-4 (COMPETENCE/CHARACTER MATRIX)
COM: HI
CHAR: LO
Misguided Competence
COM: HI
CHAR: HI
Competent
Goodness C O M P E T N 2 3
COM: LO
CHAR: LO
Misguided Incompetence
COM: LO
CHAR: HI
Incompetent
Goodness 4 1
C H A R A C T E R
WHEN GOODNESS MEETS COMPETENCE : EXCELLENCE
Copyright J. B. Jimenez 2012

39. JBJ’s WINDOWS 5-8 ( WORK/PEOPLE MATRIX )
WORK: HI
PEOPLE: LO
Competent
Terror
WORK: HI
PEOPLE: HI
Competent
Nurturer W O R K 7 8
WORK: LO
PEOPLE: LO
Incompetent
Terror
WORK: LO
PEOPLE: HI
Incompetent
Nurturer 6 5
P E O P L E
WE NEED MANAGERS/SUPERVISORS WITH A RIGHT BALANCE BETWEEN WORK AND PEOPLE
Copyright J. B. Jimenez 2012

40. MODULE 1:FUNDAMENTALS OF E.D LEARNING STARTS WITH THE
COPYRIGHT
JBJ
THE E.D.G.E.
MODULE 1:FUNDAMENTALS OF E.D
1.1
MEANING
1.6
ROLES
1.2
ELEMENTS
1.7
TIMING
1.5
INDICATORS OF SUCCESS
1.3
OBJECTIVES
1.4
PHILOSOPHY
LEARNING STARTS WITH THE
BASICS 18

41. AS A STATE OF CONGRUENCE
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JBJ
THE E.D.G.E.
1.1 MEANING OF DISCIPLINE
LITERAL: DISCIPULOS
(LEARNER)
AS A CONTROL FUNCTION
AS A PROCESS
AS A COMPETITIVE EDGE
AS A LEARNING FUNCTION
AS A STATE OF ADHERENCE
AS A STATE OF CONGRUENCE
JBJ: DISCIPLINE IS A FORM OF CARING FOR PEOPLE, IF DONE IN THE RIGHT WAY FOR THE RIGHT REASON.. 20

42. THE E.D.G.E. 1.2 ELEMENTS OF DISCIPLINE
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JBJ
THE E.D.G.E.
1.2 ELEMENTS OF DISCIPLINE
NORM (RULE)
DESIRED SITUATION
PENALTY/SANCTION
(RESOLUTION)
VIOLATION/DEVIATION
(ACTUAL SITUATION)
DAMAGE/IMPACT
(RESULT)
ALL DISCIPLINARY ACTIONS INVOLVE THESE FOUR (4) ELEMENTS 22

43. THE E.D.G.E. 1.2 ELEMENTS OF DISCIPLINE
COPYRIGHT
JBJ
THE E.D.G.E.
1.2 ELEMENTS OF DISCIPLINE
NORM (RULE)
PATAKARAN
PENALTY/SANCTION
PARUSA
VIOLATION/DEVIATION
PAGLABAG
DAMAGE/IMPACT
PINSALA
ALL DISCIPLINARY ACTIONS INVOLVE THESE FOUR (4) ELEMENTS 22

44. THE E.D.G.E. 1.2 ELEMENTS OF DISCIPLINE
COPYRIGHT
JBJ
THE E.D.G.E.
1.2 ELEMENTS OF DISCIPLINE
NORM (RULE)
SUMBANAN
PENALTY/SANCTION
PAGSILOT/PAGTUL-ID
VIOLATION/DEVIATION
PAGSUPAK/ SAYOP
DAMAGE/IMPACT
PERHUESYO/HASOL
K = H x P………… KASALANAN = HILIG x PAGKAKATAON 22

45. TINIMBANG NGUNIT kULANG PAGLABAG/PAGKUKULANG
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JBJ
THE E.D.G.E.
TINIMBANG NGUNIT kULANG
The Behavior
The
Deviation/
Gap
PAGLABAG/PAGKUKULANG
The Standard or
The Norm: The Covenant
PATAKARAN/Kasunduan 23

46. EMPLOYEES ARE NOT CREATED EQUAL
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JBJ
THE E.D.G.E.
1.6.C THE ABC PROFILE A C B
EMPLOYEES ARE NOT CREATED EQUAL 33

47. The Generation Profiles
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JBJ
THE E.D.G.E.
The Generation Profiles BB Y X
1946S-1964S 60 years old and above)
1980s-present (24 years old and below)
1974s-1979 (25- 59) years old 33

48. Comparative Analysis Across Generations of Human CapitalBB X Y
Lifetime Job
Seeking One’s Level
Constant Job Changes
Respect for authority & superiors
Passion For Excellence
Sense of Entitlement
Order & Harmony
Sense of Competitiveness
Path of Least Resistance
Teamwork & Cooperation
Strong Desire to Win
Techno Savvy
Justice & Truth
Articulate and Vocal
Demand for Recognition
Sense of Responsibility
Aggressive and Demanding
Lack of Stability
Consistency & Stability
Likes to be Challenged
Less Tolerance for Pressure

49. Leadership Styles Across Generations
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JBJ
THE E.D.G.E.
Leadership Styles Across Generations BB Y X
Leadership Style: Theory X
Leadership Style: Theory Z
Leadership Style: Theory Y 33

50. Conflict areas ( Generational)
1. Generation BB managing Generations X & Y (The BB are suspicious of, and even exasperated with generations X & Y.) 2. Generation X managing BB & Y (The X people are resentful of BB & are jealous of Y) 3. Generation Y managing BB & X (The Y people do not trust BB and are antagonistic to X)

51. COM: HI COM: HI COM: LO COM: LO
JBJ’s WINDOWS 1-4 (COMPETENCE/CHARACTER MATRIX)
COM: HI
CHAR: LO
Misguided Competence
COM: HI
CHAR: HI
Competent
Goodness C O M P E T N 2 3
COM: LO
CHAR: LO
Misguided Incompetence
COM: LO
CHAR: HI
Incompetent
Goodness 4 1
C H A R A C T E R
WHEN GOODNESS MEETS COMPETENCE : EXCELLENCE
Copyright J. B. Jimenez 2012

52. JBJ’s WINDOWS 5-8 ( WORK/PEOPLE MATRIX )
WORK: HI
PEOPLE: LO
Competent
Terror
WORK: HI
PEOPLE: HI
Competent
Nurturer W O R K 7 8
WORK: LO
PEOPLE: LO
Incompetent
Terror
WORK: LO
PEOPLE: HI
Incompetent
Nurturer 6 5
P E O P L E
WE NEED MANAGERS/SUPERVISORS WITH A RIGHT BALANCE BETWEEN WORK AND PEOPLE
Copyright J. B. Jimenez 2012

53. Theory X Theory Y Theory Z
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JBJ
THE E.D.G.E.
1.6.F DISCIPLINARIAN’S LEADERSHIP STYLES
Theory X
Theory Y
Theory Z
DIFFERENT FOLKS, DIFFERENT STROKES 36

54. 1.6.G THEORIES IN DISCIPLINE Adjust the particular situation/
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JBJ
THE E.D.G.E.
1.6.G THEORIES IN DISCIPLINE
THEORIES
SEES
MAN AS
DEVIATION
RESPONSE
Theory X
BAD
ACT of Betrayal
PUNISH/ Retaliate
Theory Y
GOOD
Error in Judgment
Sanction/ Reform
Theory Z
Neither
GOOD nor
BAD but Tabula Raza
Reaction to
a certain situation
Adjust the particular situation/
(carrot and stick) 37

55. WHEN DO YOU CONSIDER YOURSELF A SUCCESS ?
JBJ: It is only when your people adhere to discipline not merely as a matter of COMPLIANCE, but as a matter of COMMITTMENT. It is when your people embraces discipline as a form of CARING. It is when you do not have to punish, much less to terminate employment. It is when employee behaviour drives RESULTS.

56. COPYRIGHT
JBJ
THE E.D.G.E.
MODULE 2: THE LEGAL & ADMINISTRATIVE DIMENSIONS OF DISCIPLINE
EMPLOYEES’ RIGHTS
AND OBLIGATIONS
LEGAL DOCUMENTATIONS/ PROCEDURES
EMPLOYERS’ PREROGATIVES AND DUTIES
DO’s
and
DONT’s
IMPORTANT CASES AND LABOR
JURISPRUDENCE
THE LAW ON
JUST CAUSES
PROCEDURES FOR
DUE-PROCESS
AND PENALTIES
JUST CAUSE DUE PROCESS = LEGAL DISMISSAL
(Art. 282) [Art. 277(b)] LABOR CODE 65

57. Email Add : attyjosephusbjimenez@yahoo.com
THANK YOU!
DIOS TI’ AGNINA!
MARAMING SALAMAT!
TERIMAH KASHI!
DAGHANG SALAMAT!
SHUKRAN!
DOMO ARIGATO!
DAMO NGA SALAMAT!
MUCHAS GRACIAS!
DIOS MABALOS!
MERCI!
-JBJ
THAT IN CASE OF DOUBT, IT IS BETTER TO ASK
THE EXPERT.
Atty. Josephus B. Jimenez
Tel No
Add :
Copyright J. B. Jimenez 2011

58. INTEGRATION AND CONCLUSIONS:
Questions And Answers

59. Integration By The Resource Persons,
INTEGRATION AND CONCLUSIONS:
Integration By The Resource Persons,

60. Learning Testimonies By The Participants
INTEGRATION AND CONCLUSIONS:
Learning Testimonies By The Participants

62. Atty. Josephus B. Jimenez - Atty JBJ or JJ

66. ALWAYS ASK FOR EXPERT ADVICE The Resource Person’s Credentials Address
THE RESOURCE EXPERT:
Atty. JOSEPHUS B. JIMENEZ
AB, LLB, MPA, CESO, FPM
Solid Corporate Experience In Leading And Managing Human Capital and Organizations.
(1.1) Global Beverage Company: PEPSI COLA as Vice President for Human Resources and Legal and Corporate Affairs years
(1.2) Biggest Philippine Consumer Food/Beverage Conglomerate: SAN MIGUEL CORPORATION as Director for Employee and Labor Relations and Director for Labor and Industrial Relations Litigation years
(1.3) Biggest Philippine OIL, Energy and Shipping Transport Conglomerate: PETRON (Petrophil), PNOC , HR & E R DIRECTOR,- 3 years
(1.4) Former Consultant to various Business Organizations: Dealing in Oil, Food, Transport, Hotel, Banks and other leading businesses.
Copyright J. B. Jimenez 2012

67. Email Add : attyjosephusbjimenez@yahoo.com
Extensive Mastery of HUMAN RESOURCES and LABOR LAWS as Professor of Law in UST, UE, FEU, etc. and Resource Person in PMPP, UP-SOLAIR, Chambers of Commerce and other professional and industry groups for 30 years
4. AUTHOR of BOOKS on
(4.1) Employee Discipline
(4.2) Philippine Labor Standards
(4.3) Philippine Labor Relations
A Much Sought-after Resource Person and Inspirational Speaker
Contact Details :
Add :
Tel No
Copyright J. B. Jimenez 2012

68. Email Add : attyjosephusbjimenez@yahoo.com
THANK YOU!
DIOS TI’ AG-NGINA!
MARAMING SALAMAT!
TERIMAH KASHI!
DAGHANG SALAMAT!
SHUKRAN!
DOMO ARIGATO!
DAMO NGA SALAMAT!
MUCHAS GRACIAS!
DIOS MABALOS!
MERCI!
-JBJ
THAT IN CASE OF DOUBT, IT IS BETTER TO ASK
THE EXPERT.
Atty. Josephus B. Jimenez
Tel No
Add :
Copyright J. B. Jimenez 2012