termination-checklisted

# Termination Check — Labour Act 2006 **Config gate + termination protocol** from plugin config. Worker vs managerial classification first (s.2(65)) — managerial staff: contract + general law governs, skip to the contractual-notice check, but still flag victimisation/union-adjacent risk. ## Route selection (workers) | Route | Section | Trigger | Money | |---|---|---|---| | Termination simpliciter | s.26 | no-fault, no reason needed | 120 days' notice (monthly-rated) or pay in lieu **+ compensation 30 days' wages per completed year** | | Discharge (ill-health/incapacity) | s.22 | medical grounds | 30 days' wages/year if ≥1 yr service | | Dismissal for misconduct | ss.23–24 | proven misconduct **after due process** | forfeits compensation for certain convicted misconduct; some misconduct still earns compensation at reduced rate — check s.23(3) | | Retrenchment | s.20 | redundancy | 1 month notice/pay + 30 days' wages per year; **last-in-first-out within category** unless recorded reasons; notify DIFE | | Resignation | s.27 | worker-initiated | service-linked compensation per s.27(4) tiers | "Wages" for these computations: per s.2(45) definition — basic + dearness/ad-hoc components per case law; **exclude** house rent/medical/transport allowances only where the current text and case law support it — this is litigated, compute both ways and flag. ## Due process for misconduct dismissal (s.24 — mandatory, non-waivable) Written charge → 7 days to explain → inquiry (committee