Under which article can an employee be terminated due to disease?

Under which article can an employee be terminated due to disease?

• A. Art. 282
• B. Art. 283
• C. Art. 284
• D. Art. 285

Answer: (C)

The correct choice refers to Article 284 of the Labor Code, which outlines the grounds for terminating an employee due to disease. This article specifically states that an employee can be dismissed if they are found to suffer from a disease that is deemed "serious" and cannot perform their job duties. Furthermore, it mandates that the employer must provide proof of the disease through a medical examination conducted by a licensed physician. This provision is significant because it balances the interests of the employer in maintaining operational effectiveness with the rights of the employee by ensuring that only serious conditions that genuinely impair job performance are considered valid grounds for termination. Other articles mentioned in the options address different situations and criteria for termination, focusing on specific forms of employee misconduct or project completions, thus establishing clear boundaries and responsibilities for both employers and employees within the labor framework.

The correct choice refers to Article 284 of the Labor Code, which outlines the grounds for terminating an employee due to disease. This article specifically states that an employee can be dismissed if they are found to suffer from a disease that is deemed "serious" and cannot perform their job duties. Furthermore, it mandates that the employer must provide proof of the disease through a medical examination conducted by a licensed physician. This provision is significant because it balances the interests of the employer in maintaining operational effectiveness with the rights of the employee by ensuring that only serious conditions that genuinely impair job performance are considered valid grounds for termination.

Other articles mentioned in the options address different situations and criteria for termination, focusing on specific forms of employee misconduct or project completions, thus establishing clear boundaries and responsibilities for both employers and employees within the labor framework.