This case has been cited 1 times or more.
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2006-09-12 |
CALLEJO, SR., J. |
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| In Secon Philippines, Ltd. v. NLRC,[40] this Court held that the probationary employment of an employee may be terminated when he fails to qualify as regular employee in accordance with reasonable standards made known to him by his employer at the time of employment and after due process; in Manlimos v. National Labor Relations Commission,[41] it was held that the constitutional protection on the probationary employee ends upon the expiration of the period provided for in the probationary contract of employment. Thus, a probationary employee remains secure in his or her employment during the time that the employment contract remains in effect, but the moment the probationary employment period expires, the employee can no longer invoke the constitutional protection. Thereafter, the parties are free to renew the contract or not; or for the employer to extend to such employee a regular or permanent employment. If the employee is not given a permanent or regular employment contract on account of his unsatisfactory work performance, it cannot be said that he was illegally dismissed. In such case, the contract merely expired.[42] | |||||