The employee was not found to have committed insubordination and gross and habitual neglect of duty. Find out why her dismissal was still ruled to be with valid cause.
Author: Paulino Ungos III
Demonstrated Litigiousness of the Parties
Will the circumstances in this case justify an award of separation pay in lieu of reinstatement?
Guarded Prognosis
Would a guarded prognosis and suggested disability grading constitute a valid disability assessment?
[INFOGRAPHIC] Regular Holidays vs. Special Non-Working Days
Note the pay rules governing regular holidays and special non-working days.
A Seafarer’s Cause of Action Arises Upon His Disembarkation from the Vessel
The employers denied liability for permanent total disability benefits, arguing that the seafarer had finished his employment contract without any medical issue.
Well Aware of Her Fixed-Term Employment
The employer asserted that the employee could not be a regular employee since she was well aware of her fixed-term employment. Did the Supreme Court agree?
Exemptions under Section 10 of the CARL, an Exclusive List
Why did the Supreme Court disagree with GSIS’ assertion of exemption from CARL coverage?
Considered Neither the Intent Nor the Origin of the Gift
The employee contended that his dismissal was illegal for being based on a vague company rule. Did the Supreme Court agree?
IDs, Uniforms, and Vague Affidavits
The respondent in a complaint for illegal dismissal pointed out that a different person was the employer of the complainant. Did the Supreme Court uphold respondent’s claim?
His Position Became Unnecessary upon Shipment Completion
Find out why the Supreme Court declared the illegality of the employee’s dismissal from employment despite the employer’s notice to the DOLE and the employee.
