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 employer claims to have informed the seafarer of his disability rating. Learn why the Supreme Court still awarded the seafarer permanent total disability benefits.
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?
Can the employer in this case be said to have waived its right to deny liability from paying disability benefits?
Find out whether the seafarer diagnosed with Post Traumatic Stress Disorder was granted his claim for disability benefits.
Would a guarded prognosis and suggested disability grading constitute a valid disability assessment?
The employers denied liability for permanent total disability benefits, arguing that the seafarer had finished his employment contract without any medical issue.
The Supreme Court clarified the 120/240 day rule with regard to the extent of the disability of the seafarer as against the company-designated physician’s duty to issue a final medical assessment.
The company-designated physician failed to issue a medical assessment within the prescribed periods. He was also unable to provide a justification for the extension of the treatment.
A work-related injury is deemed total and permanent by operation of law when the company-designated physician fails to arrive at a final assessment of the seafarer’s fitness to work within the 120/240-day treatment period following his repatriation.
