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.
The employee contended that his dismissal was illegal for being based on a vague company rule. Did the Supreme Court agree?
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?
Find out how this employee successfully claimed retirement benefits despite the employer’s lack of a written retirement plan.
Learn the requirements for validly placing an employee on floating status.
The union members in this case claimed that their employer interfered with their union activities. Did the Supreme Court believe their claim?
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?
Learn why the Supreme Court rejected the employer’s contention that supervening events prevented it from reinstating its employee.
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.
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?