Legal Insights

Seafarer Misconduct and Due Process: Balancing Just Cause With Procedural Rights in Maritime Employment

Philippine Supreme Court clarifies that seafarers dismissed for just cause without procedural due process get nominal damages, not reinstatement.

Employee Theft and Just Cause for Termination Under Philippine Labor Law

The Supreme Court rules on when employee theft against a co-worker justifies dismissal as a cause analogous to serious misconduct.

Illegal Dismissal: Employer's Burden to Prove Just Cause and the Finality of Judgments

A look at Pasiona v. CA, where the Supreme Court ruled on illegal dismissal, just cause, and the binding effect of counsel's negligence.

Project Employees Still Enjoy Security of Tenure: Lessons from Saberola v. Suarez

Project employees have security of tenure too. Employers must prove just cause and observe due process before termination, or face liability.

Seafarer’s Illegal Dismissal: Due Process and the Ship’s Logbook in Maritime Cases

The Supreme Court ruled a seafarer’s dismissal illegal for lack of just cause and due process, highlighting the logbook’s evidentiary value.

Regular Employee Status from Intermittent Work: Security of Tenure Under the Labor Code

Intermittent reliever nurse deemed regular employee after one year of service; dismissal without just cause and due process ruled illegal.

Loss of Confidence as a Just Cause for Dismissal: When Can Employers Terminate Trusted Employees?

The Supreme Court clarifies when employers may validly dismiss managerial employees for loss of trust and confidence under Philippine labor law.

Proving Just Cause in Retrenchment and Redundancy: Lessons from AMA Computer College

Learn what employers must prove for valid retrenchment or redundancy dismissals, and why AMA Computer College's termination of two employees was ruled illegal.

Just Cause Without Due Process: When Dismissal Stands But Damages Follow

Philippine Supreme Court clarifies that a valid cause for dismissal does not excuse an employer from the two-notice rule, imposing nominal damages.

Upholding Employers' Rights: Just Cause and Due Process in Employee Dismissal

Supreme Court clarifies the twin requirements of just cause and due process in terminating employees, affirming dismissals for misconduct and insubordination.

Immoral Conduct and Due Process in Termination Cases: Balancing Employer Rights and Employee Protection

Philippine Supreme Court ruling on illegal dismissal clarifies labor arbiter jurisdiction, just cause requirements, and due process in termination disputes.

Fixed-Term Employment: Employers Cannot Terminate Before Contract Expiry Without Just Cause

Philippine Supreme Court ruling on fixed-term employment: employers cannot terminate workers before contract expiry without just cause, even with waiver clauses.

Due Process in Employment Termination: The Employer's Duty to Give Notice and Hearing

Philippine law requires two written notices before dismissing an employee for just cause. This case explains the rule.

Moonlighting and Misconduct: When a Second Job Leads to Legal Trouble in the Philippines

Philippine Supreme Court ruling on loss of trust and confidence as just cause for dismissing managerial employees who engage in misconduct.

Due Process in Employee Dismissal: Rights Apply Even in Just Cause Terminations

The Supreme Court clarifies that even employees dismissed for just cause, like strike-related violence, are entitled to procedural due process.

Upholding Employee Rights: Just Cause and Union Security in Dismissal Cases

Philippine Supreme Court ruling on closed-shop dismissals: substantive due process still applies even when a CBA mandates termination.

Fixed-Term Government Officials: Security of Tenure and Dismissal Rules

Fixed-term officials like the KWF chair enjoy security of tenure. Dismissal requires just cause and due process, as the Supreme Court clarified.

Dishonesty and Due Process: When Breach of Trust Justifies Termination

Supreme Court affirms dismissal of sales clerk for unauthorized scrap metal sale, clarifying just cause and due process in Philippine labor law.

Illegal Dismissal in the Philippines: Understanding Abandonment and the Employer's Burden of Proof

Learn how Philippine courts decide illegal dismissal cases involving abandonment, and why employers must prove just cause and observe due process.

Illegal Dismissal for Medical Emergency Leave: Ting v. Ismael Case Guide

Learn when leaving work for a medical emergency is not just cause for dismissal, and the due process rules employers must follow.

Employee Termination: Just Cause and Due Process Under Philippine Law

The Supreme Court clarifies the standards for valid employee termination in the Philippines, focusing on just cause and due process requirements.

Just Cause vs Due Process: Navigating Employee Dismissal in the Philippines

Learn the difference between just cause and due process in Philippine labor law, and what employers must do to make dismissals valid.

Regular vs Casual Employment in the Philippines: Key Protections for Long-Term Workers

The Supreme Court clarifies when a worker becomes regular under Article 280, protecting long-term employees from dismissal without just cause.

Sleeping on the Job: When Can Philippine Employers Terminate for Just Cause?

Philippine employers may terminate employees for sleeping on duty if company rules are violated, but due process and proportionality still matter.