Abandonment of work can fall as gross and habitual neglect of duties under the Labor Code, which is a just cause for termination of employment. There […]
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 […]
Regular employment occurs when there is employer-employee relationship and the employee has been with the company for at least six (6) months and/or has been engaged […]
An independent contractor is one who carries on a distinct and independent business and undertakes to perform the job, work, or service on their own account […]
The liberality of procedural rules is qualified by two requirements: (1) a party should adequately explain any delay in the submission of evidence; and (2) a […]
It is axiomatic that in illegal dismissal cases, the employer bears the burden of proving that the termination was for a valid or authorized cause. However, […]
