The findings of fact of the Labor Arbiter which the NLRC and the Court Appeals adopted reveal that Anita’s foreign employer was dissatisfied with her performance.             The law in protecting the rights of the laborer authorizes neither oppression nor self-destruction of the employer.  While the Constitution is committed to the policy of social justice and the protection of the working class, it should not be supposed that every labor dispute would automatically be decided in favor of labor. [27]             However, although Anita’s employment was terminated because she failed to meet the standards of her foreign employer, still it is necessary and obligatory to afford Anita her basic right to notice.  Section 2, Rule 1, Book VI of the Omnibus Rules Implementing the Labor Code provides:                  Security of tenure.  (a) In cases of regular employment, the employer shall not terminate the services of an employee except for just or authorized causes as provided by law, and subject to the requirements of due process.   (b)        The foregoing shall also apply in cases of probationary employment; provided, however, that in such cases, termination of employment due to failure of the employee to qualify in accordance with the standards of the employer made known to the former at the time of engagement may also be a ground for termination of employment.                           x  x  x  x   (d)  In all cases of termination of employment, the following  standards of due process shall be substantially observed:               x  x  x  x               If the termination is brought about by the completion of a contract or phase thereof, or by failure of an employee to meet the standards of the employer in the case of probationary employment, it shall be sufficient that a written notice is served the employee within a reasonable time from the effective date of termination.  (Emphasis supplied)