The NLRC and the CA found that the requirements of procedural due process in the employee’s dismissal were not complied with. Will the quitclaim executed by the employee bar his entitlement to nominal damages?
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?
Learn whether the employee was granted his claims of overtime pay, night shift differentials, and premium pay for working on holidays and rest days.
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.
Illegal Dismissal was not among the causes of action listed in the employee’s complaint filed before the NLRC. Will such absence automatically preclude the labor tribunals from resolving the same?
The employer asserted that the seafarer failed to follow the third doctor referral procedure under the POEA SEC. Did the Supreme Court consider the assertion meritorious?
