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PAMELA FLORENTINA P. JUMUAD v. HI-FLYER FOOD

This case has been cited 3 times or more.

	GR No. 184116 2013-06-19	CENTURY IRON WORKS v. ELETO B. BAÑAS BRION, J.
Article 282 of the Labor Code provides that one of the just causes for terminating an employment is the employee's gross and habitual neglect of his duties. This cause includes gross inefficiency, negligence and carelessness.[47] "Gross negligence connotes want or absence of or failure to exercise slight care or diligence, or the entire absence of care. It evinces a thoughtless disregard of consequences without exerting any effort to avoid them. Fraud and willful neglect of duties imply bad faith of the employee in failing to perform his job, to the detriment of the employer and the latter's business. Habitual neglect, on the other hand, implies repeated failure to perform one's duties for a period of time, depending upon the circumstances."[48]
	GR No. 173357 2013-02-13	ROWENA DE LEON CRUZ v. BANK OF PHILIPPINE ISLANDS PERALTA, J.
Gross negligence connotes want or absence of or failure to exercise slight care or diligence, or the entire absence of care.[18] It evinces a thoughtless disregard of consequences without exerting any effort to avoid them.[19] On the other hand, the basic premise for dismissal on the ground of loss of confidence is that the employees concerned hold a position of trust and confidence.[20] It is the breach of this trust that results in the employer's loss of confidence in the employee.[21]
	GR No. 174893 2012-07-11	FLORDELIZA MARIA REYES RAYEL v. PHILIPPINE LUEN THAI HOLDINGS DEL CASTILLO, J.
Taking all these circumstances collectively, the Court is convinced that respondents have sufficient and valid reasons in terminating the services of petitioner as her continued employment would be patently inimical to respondents' interest. An employer "has the right to regulate, according to its discretion and best judgment, all aspects of employment, including work assignment, working methods, processes to be followed, working regulations, transfer of employees, work supervision, lay-off of workers and the discipline, dismissal and recall of workers."[47] "[S]o long as they are exercised in good faith for the advancement of the employer's interest and not for the purpose of defeating or circumventing the rights of the employees under special laws or under valid agreements,"[48] the exercise of this management prerogative must be upheld.