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.
Tag: #Bar2022
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?
A Long-Standing Practice
Find out how this employee successfully claimed retirement benefits despite the employer’s lack of a written retirement plan.
We Validly Placed Our Employee on Floating Status
Learn the requirements for validly placing an employee on floating status.
Filing a Strike Notice to Conceal the Illegality of the Strike
The union members in this case claimed that their employer interfered with their union activities. Did the Supreme Court believe their claim?
But He Only Performed “Non-Core” Functions
In supporting its assertion of legitimate contracting, the principal alleged that the complainant only performed non-core functions of its business. Was this assertion upheld by the Supreme Court?
Supervening Events Made It Impossible for Me to Reinstate My Employee
Learn why the Supreme Court rejected the employer’s contention that supervening events prevented it from reinstating its employee.
Employment Status the Day Before the Occurrence of the Strike or Lockout
The employer’s redundancy program was found to be valid and the employer was not found to have committed unfair labor practice. Learn why the employer was still held liable for separation pay and backwages for the dismissed employees.
No Danger to the Safety of the Crew or Vessel
In justifying dismissal, the employer claimed that the employee posed a clear and existing danger to the safety of the crew or vessel. Was this claim proven?
