Conditional Job Offer Template for Philippines

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Key Requirements PROMPT example:

Conditional Job Offer

"I need a Conditional Job Offer for a Senior Software Engineer position in our Manila tech startup, including clauses about remote work arrangements and intellectual property protection, with employment to start March 2025 contingent on security clearance and technical certifications."

Document background
The Conditional Job Offer is a critical document in the Philippine employment process, serving as a bridge between initial candidate selection and formal employment. This document is typically used when an employer wishes to secure a candidate's commitment while ensuring certain prerequisites are met before employment begins. The Conditional Job Offer must align with the Labor Code of the Philippines and various DOLE regulations, making it a legally significant document that requires careful drafting. It includes essential employment terms, conditions precedent such as background checks, medical clearances, or regulatory requirements, and often forms the basis for the final employment contract. The document is particularly important in industries with strict regulatory requirements or positions requiring specific qualifications, certifications, or security clearances.
Suggested Sections

1. Company Letterhead and Date: Official company letterhead with complete contact information and date of offer

2. Candidate Information: Full name and address of the prospective employee

3. Offer Statement: Clear statement of the conditional job offer, including position title and department

4. Conditions Precedent: Specific conditions that must be met before the offer becomes final (e.g., background check, medical examination, submission of documents)

5. Position Details: Job title, department, reporting relationship, and brief description of primary responsibilities

6. Compensation and Benefits: Basic salary, allowances, bonuses, and statutory benefits as per Philippine law

7. Employment Status: Nature of employment (regular/probationary) and probationary period if applicable

8. Start Date: Proposed commencement date of employment, subject to fulfillment of conditions

9. Work Schedule: Working hours, days, and location

10. Offer Validity: Deadline for accepting the offer and instructions for signifying acceptance

11. Closing: Signature block for authorized company representative

Optional Sections

1. Relocation Package: Details of relocation assistance if the position requires relocation

2. Non-Compete Clause: Include when the position involves access to sensitive company information or high-level responsibilities

3. Confidentiality Statement: For positions requiring handling of sensitive information

4. Training Requirements: Specific training or certification requirements that must be completed

5. Project-Specific Conditions: For project-based roles with specific deliverables or timelines

6. Vehicle/Equipment Provision: When the role includes company-provided vehicles or equipment

7. Commission Structure: For sales or similar roles with performance-based compensation

8. Flexible Work Arrangements: When offering remote or hybrid work options

Suggested Schedules

1. Schedule A - Job Description: Detailed description of roles, responsibilities, and performance expectations

2. Schedule B - Benefits Summary: Comprehensive list of company benefits and eligibility criteria

3. Schedule C - Required Documents: List of documents required for pre-employment requirements

4. Schedule D - Company Policies: Summary of key company policies applicable to the position

5. Appendix 1 - Medical Examination Requirements: Specific medical tests and examinations required

6. Appendix 2 - Background Check Authorization Form: Form for authorizing background checks and reference checks

Authors

Alex Denne

Head of Growth (Open Source Law) @ Genie AI | 3 x UCL-Certified in Contract Law & Drafting | 4+ Years Managing 1M+ Legal Documents | Serial Founder & Legal AI Author

Relevant Industries

Information Technology

Manufacturing

Financial Services

Healthcare

Retail

Business Process Outsourcing

Education

Construction

Telecommunications

Professional Services

Hospitality

Mining

Agriculture

Transportation and Logistics

Real Estate

Relevant Teams

Human Resources

Legal

Finance

Operations

Information Technology

Sales

Marketing

Research and Development

Quality Assurance

Administration

Supply Chain

Customer Service

Production

Training and Development

Business Development

Relevant Roles

Chief Executive Officer

Department Manager

Software Engineer

Financial Analyst

HR Manager

Marketing Director

Operations Supervisor

Sales Representative

Production Manager

Research Scientist

Legal Counsel

Project Manager

Account Executive

Systems Administrator

Quality Assurance Specialist

Business Development Manager

Administrative Officer

Technical Support Specialist

Corporate Trainer

Supply Chain Manager

Industries
Labor Code of the Philippines (Presidential Decree No. 442): Primary legislation governing employment relationships, including terms of employment, working conditions, and employee rights. Particularly relevant for probationary employment terms and minimum employment standards.
Republic Act No. 10361 (Batas Kasambahay Law): While primarily for domestic workers, this sets important baseline standards for employment contracts in the Philippines that may be referenced in other employment contexts.
Republic Act No. 10655: Repealed the requirement of prior notice and hearing for termination of employment, affecting how employment conditions can be structured.
Republic Act No. 10741 (DOLE Department Order No. 147-15): Guidelines on employment and working conditions of private sector employees, including rules on probationary employment.
Republic Act No. 10173 (Data Privacy Act of 2012): Governs the collection and processing of personal information, relevant for handling employee data in job offers and employment contracts.
Republic Act No. 7277 (Magna Carta for Disabled Persons): Ensures equal opportunity for employment and non-discrimination against persons with disabilities.
Republic Act No. 6725: Strengthens prohibition on discrimination against women in the workplace, affecting how job offers should be structured.
Constitution of the Philippines, Article XIII (Social Justice and Human Rights): Provides fundamental rights of workers and principles of employment that must be reflected in employment contracts.
Civil Code of the Philippines: Contains general provisions on contracts and obligations that apply to employment agreements.
Teams

Employer, Employee, Start Date, Job Title, Department, Location, Probationary Period, Notice Period, Salary, Overtime, Vacation Pay, Statutory Holidays, Benefits, Bonus, Expenses, Working Hours, Rest Breaks,  Leaves of Absence, Confidentiality, Intellectual Property, Non-Solicitation, Non-Competition, Code of Conduct, Termination,  Severance Pay, Governing Law, Entire Agreemen

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