[Company Letterhead]

27 October 2021

[Worker’s Name]

Dear Mr. [Worker],

Last [date], it came to our knowledge that you have applied to [name of company] and submitted a
request with the Ministry of Labour for the transfer of sponsorship from Anel to [name of company].

Given your above-mentioned application and request, we require an explanation and clarification on
whether your action should be considered an implied resignation. May we also remind you that as per
your Master Employment Contract under Section 20 (b), you are required to serve a written notice at
least one month in advance. To remind you:

The employee may terminate this Contract without just cause or may
resign for personal reasons by serving written notice to the Employer
at least (1) one month in advance. The Employer upon whom no such
notice was served may hold the employee liable for the damages. In
such a case, the resigning employee shall shoulder all the expenses
relative to his repatriation back to the Philippines.

This letter serves as a reminder that as per our agreement, you are required to finish your Contract;
otherwise, you will be liable for damages and may be repatriated at your own expense.

Also, your action is a clear violation of POEA RULES AND REGULATIONS. Section 145 (f) of POEA rules
and regulations provides that unjustified breach of employment contract shall be penalized, to wit:

Grounds for Disciplinary Action and their Penalties. — Commission by

an Overseas Filipino Worker of any of the offenses enumerated below
shall be a ground for disciplinary action for which the corresponding
penalties shall be imposed:

xx

f. Unjustified breach of employment contract.

xx

As per your employment contract, termination by an employee

requires the submission of a resignation letter to notify Anel one
month before its effectivity. Also, your contract duration with Anel is
effective for one (1) year.

Hence, your action of applying to another company and refusal to submit a resignation letter is a
violation of POEA rules and regulations.
 [Company Letterhead]

In addition, according to Section 232 (d) of POEA rules and regulations, you have an obligation to
respect the terms and conditions of your employment contract. To wit:

Obligations of Overseas Filipino Workers. — It is the duty of all

Overseas Filipino Workers to conduct themselves in the most
professional, responsible, and ethical manner in the performance of
their duties and fulfill the following obligations:

xx

understand and abide with the terms and conditions of the

employment contract as wells as the company rules and regulations;

xx

Unfortunately, your action is an apparent disregard of your employment contract.

We would like to emphasize that your action clearly violates your employment contract and you may be
required to pay and reimburse all the expenses paid by Anel concerning your accommodation, flight,
medical, and other expenses related to your sponsorship and travel to Qatar.

We are giving you forty-eight (48) hours to submit an explanation regarding this matter. Failure to do so
will require us to take legal action to protect our contractual rights.

Sincerely,

ANEL EMIRATES GENERAL CONTRACTING LLC

By:

_________________________