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Attys or HR folks:
If an employee is let go due to workforce reduction due to redundancy (very long time on-bench), I researched that the minimum separation pay is one month of last salary per year of service (where 6 months + 1 day is considered one year). How about SLs and VLs conversion? Is this on the prerogative of the employer? How about the 13th month pay--- is this in full or as a fraction of the current year (so if you get retrenched in June, will you get HALF 13th pay, or the FULL 13th month pay)?
Lastly, are these TAX EXEMPT?
Thanks for any clarifications.
If an employee is let go due to workforce reduction due to redundancy (very long time on-bench), I researched that the minimum separation pay is one month of last salary per year of service (where 6 months + 1 day is considered one year). How about SLs and VLs conversion? Is this on the prerogative of the employer? How about the 13th month pay--- is this in full or as a fraction of the current year (so if you get retrenched in June, will you get HALF 13th pay, or the FULL 13th month pay)?
Lastly, are these TAX EXEMPT?
Thanks for any clarifications.
