Employment contract is not an ordinary contract as it is imbued with public interest. Thus, the SC held in the following case: Del Monte Fresh Produce […]
Serious misconduct if used as ground to validly dismiss and employee, negates the award of separation pay. Thus, the SC held in the following case: Herma […]
NLRC Rules of Procedure has been amended in the interim on account of the response of the government to COVID-19 threats. In essence, the amendments lessen […]
Motion for reconsideration filed of the CA decision should be reckoned from the date which the counsel received the Decision and not from the date the […]
Company-designated physician must come up with an assessment as to his fitness or unfitness to work before the expiration of the 120-day or 240-day periods. Alternatively […]
Final medical assessment on the seafarer’s disability grading is required to be issued to determine the extent of compensation. Thus, the SC held in the following […]
Assessment by the company-designated physician should be final and definitive. Without a valid final and definitive assessment from the company-designated doctors within the 120/240-day period, as […]
Serious misconduct as ground for valid dismissal requires: (a) the misconduct must be serious; (b) it must relate to the performance of the employee’s duties showing […]
