In one case, the Office of the Labor Arbiter ruled that the mandatory three-day reporting requirement for a post-employment examination under the Philippine Overseas Employment Administration Standard Employment Contract does not apply when the seafarer is repatriated due to expiration of his employment contract. Was this ruling sustained by the Supreme Court?
The local manning agent asserted that the OFW directly transacted with the principal without its knowledge. Did the Supreme Court excuse such agent from the money claims of the OFW?
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?
In one case, the National Labor Relations Commission was unable to act on the Motion to Reduce Bond filed by the employer, but it proceeded to rule on said employer’s appeal. Was the Commission’s resolution of the substantive controversies in the appeal tantamount to an implied affirmance of the perfection of such appeal?
Abelardo lost the case filed before the Office of the Labor Arbiter and was declared the employer of the complainants. Was his appeal before the National Labor Relations Commission perfected? Was he confirmed to be the employer of the complainants?
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?
