When the status of the employment is in dispute, the employer bears the burden to prove that the workers are independent contractors rather than regular employees.
In its appeal, the employer in this case asserted that it was neither given summons relating to the employee’s amended complaint, nor notified of the scheduled hearings before the Office of the Labor Arbiter. Should it be allowed to present countervailing evidence on appeal?
The complainant presented pay slips and trip itineraries to support his assertion that he was an employee of the company. Were these sufficient to declare the company as his employer?
The employer asserted that its business was slowing down and that it dismissed the complainant on the ground of redundancy. Was the complainant’s dismissal found valid?
Why was the dismissal of this employee declared to be illegal despite proof of her violation of company policy?
In this case, why was constructive dismissal not declared by the Supreme Court?
Can an employer’s service contract with another company be proof of an employee’s project employment status?
The third doctor in this case declared the claimant’s unfitness to work as a seafarer. Should the claimant be granted total permanent disability benefits?
Why was this manning agency not held liable for the seafarer’s claims despite having executed an Affidavit of Assumption of Responsibility?
The employer claims to have informed the seafarer of his disability rating. Learn why the Supreme Court still awarded the seafarer permanent total disability benefits.
