Employee Relations & Due Process
Discipline that's consistent, confidential, and defensible
Handle incidents, grievances, and disciplinary cases with strict access control and a due-process workflow that follows the twin-notice rule — so every decision holds up.
What you get
- Case records visible only to authorized investigators
- NOD blocked until the NTE response period has passed
- A code of conduct applied consistently across sites
- Proof of service logged for every notice
The difference
Why HR teams choose PHRIMS for employee relations & due process
The usual headaches
- NTEs and NODs drafted from old Word files
- Response periods and hearing dates tracked in calendars
- Same offense, different penalty, depending on the manager
- Sensitive case files accessible to too many people
With PHRIMS
- Case records visible only to authorized investigators
- NOD blocked until the NTE response period has passed
- A code of conduct applied consistently across sites
- Proof of service logged for every notice
Capabilities
Everything included
Features marked with the info icon are coming soon — select it for details.
Case management
Confidential ER case log
Record incidents and cases with access restricted to authorized roles.
Incident reports
Anyone can report, with evidence and witness statements attached.
Code of conduct & offense table
Progressive sanctions by offense and occurrence, mapped to just causes.
Grievances & labor cases
Grievance machinery, SEnA requests, and NLRC case tracking.
Due process
Twin-notice workflow
NTE, written explanation, hearing, and NOD — with statutory timers enforced.
Preventive suspension tracking
Alerts at the 30-day limit, with any extension flowing to payroll as paid.
Authorized-cause terminations
30-day notices to the employee and DOLE, with separation pay computed.
CODI & unions
Safe Spaces committee management, union check-off, and CBA tracking.
Philippine compliance
Built around the law, not bolted on
The rules below are part of how this area works — configured as effective-dated policy, so your company rules can be more generous than the law, never less.
- Labor Code Art. 297 — just causes
- Labor Code Art. 298–299 — authorized causes
- RA 7877 & RA 11313 — sexual harassment and Safe Spaces
- DOLE Single Entry Approach (SEnA)
See PHRIMS running your HR and payroll
Book a walkthrough tailored to your company, or create your account today and set up your first company in minutes.