PHIMCO Industries v. NLRC, G.R. No. 118041: 15-Day Notice and Separation Benefits
PHIMCO v. NLRC explains why dismissal for short resignation notice was excessive on its facts and why Carpio’s separation benefit followed PHIMCO’s own 40% policy.
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Auto Bus v. Bautista, G.R. No. 156367: When Accumulated SIL Claims Become Demandable
Auto Bus v. Bautista (G.R. No. 156367) explains why commission pay alone did not exclude the driver-conductor from SIL, when an accumulated SIL claim accrued, and how the three-year filing period applied.
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Villanueva v. Ganco Resort: Unpaid Leave Benefits After a Justified Dismissal
Villanueva v. Ganco Resort, G.R. No. 227175, separates the grounds for dismissal from procedural due process and unpaid SIL. Review the facts, the Court’s awards and practical records to check.
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Probationary Standards Were Not Given at Hiring: Does the Employee Become Regular?
If reasonable regularization standards were not made known when a probationary employee was hired, Philippine jurisprudence generally treats the employee as regular. This guide explains the rule, evidence and employer risk.
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Can a Probationary Employee Be Terminated Before 6 Months in the Philippines?
Yes. A probationary employee may be terminated before six months for a just or authorized cause, or for failure to meet reasonable regularization standards that were made known at engagement. This guide explains the grounds, notice, evidence and remedies.
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Workplace Sexual Harassment as Constructive Dismissal: The Xerox Case (Buban v. Dela Peña)
Buban v. Dela Peña (G.R. No. 268399) shows how unaddressed workplace sexual harassment can be constructive dismissal, and when RA 7877 makes employers solidarily liable.
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Can an Employer Cancel a Job Offer After You Accept It in the Philippines?
A signed, accepted Philippine job offer becomes a binding contract on acceptance, per the 2025 Supreme Court ruling in Aragones v. Alltech. Learn when withdrawal is legal and what to do if yours is pulled.
