Find out why this employee was declared to have been illegally dismissed from employment even when witnesses of the employer testified to the employee’s violation of company rules.
The employee in this case claimed that the employer dismissed him from employment after he refused to sign a document mentioning offenses he did not commit. Did his assertion of constructive dismissal have merit?
Find out why the Supreme Court pierced the corporate veil in this case.
The employee alleged that his employer asked for his resignation. Will this be enough to declare the illegality of his dismissal from employment?
Note the significance of the company-designated physician’s duty to provide a final and definite medical assessment.
Amendment to Section 12, Rule 1, Book VI of the Rules Implementing the Labor Code of the Philippines (on suspension of employment relationship).
A labor contractor’s Certificate of Registration with the Department of Labor and Employment is not conclusive evidence of its status as a legitimate labor contracting entity. At most, it causes a disputable presumption that the entity is a legitimate labor contractor which can be refuted by other evidence. In order to determine whether an entity is a labor-only contractor or a legitimate labor contractor, what must be considered is the totality of the facts and surrounding circumstances of the case.
The employer posited that backwages are awarded only to an illegally dismissed employee. Did the Supreme Court sustain this position?
Note the principal test to determine whether a person is a project employee.
Learn whether the car plan provided by the employer had ripened into company practice.
