The interviewer wants to see if you have the backbone to push back on managers who see due process as red tape, and if you can explain the legal risk in practical terms.
Take a clear stance: no shortcut. Acknowledge the frustration, then explain the twin-notice requirement and the risk of skipping it. Offer a practical way to move fast without cutting corners.
Start by acknowledging that the frustration is real, because in a fast-paced BPO or operations environment, every day a problem employee stays on the floor feels like a cost. But say plainly that a shortcut is not an option, and frame it as protecting the company, not as being difficult. Explain that the twin-notice rule is a substantive due-process requirement, and skipping it exposes the employer to a constructive dismissal or illegal dismissal claim, which under Philippine labor law can mean reinstatement, back wages, and damages. That risk far outweighs the few days of inconvenience. Then pivot to the practical side: you can move fast without cutting corners by preparing the first notice the moment the incident is documented, gathering evidence in real time, and coordinating with the manager so the whole cycle finishes within the required timeline. Emphasize that your role is to make the process efficient, not to bypass it. Close by offering a concrete reassurance, like saying you will handle the paperwork and scheduling so the manager can focus on operations, and that a clean paper trail actually makes termination stick, which is what they really want anyway.
Some candidates say, 'Opo, dapat may shortcut po para hindi hassle, pwede naman po kasi immediate.' That shows you are willing to skip legal steps. Instead, say: 'I understand the time pressure, but the proper process actually protects the company from an illegal dismissal case, and I can prepare the documents quickly.'
Situation
In my previous HR internship, an operations supervisor complained that issuing two notices for a fraud case would delay termination by two weeks.
Task
I needed to help the supervisor understand why the company could not use a shortcut, even for a serious offense.
Action
I showed the supervisor the checklist from our HR manual and explained that a fraud case still required a notice to explain and a hearing because a complaint can be filed if the process is not followed, not just whether the offense happened. I offered to help prepare the notices the same day so the timeline would be as short as possible.
Result
The supervisor agreed to follow the process, and we issued the notice to explain within 24 hours. The employee eventually admitted the offense at the hearing, and the company terminated with complete documentation.
Shortcuts create risk, but efficient preparation can still move the process quickly.
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