This case has been cited 3 times or more.
|
2011-09-07 |
MENDOZA, J. |
||||
| Jumuad was terminated for neglect of duty and breach of trust and confidence. 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. It has been said that a single or an isolated act of negligence cannot constitute as a just cause for the dismissal of an employee.[35] To be a ground for removal, the neglect of duty must be both gross and habitual.[36] | |||||
|
2009-03-24 |
AUSTRIA-MARTINEZ, J. |
||||
| 23 days JGB v. NLC[100] 2 years 9 months 15 months 15 months Agoy v. NLRC[101] 2 years 2 months 22 months 22 months EDI v. NLRC, et al.[102] 2 years 5 months 19 months 19 months Barros v. NLRC, | |||||
|
2005-11-11 |
AUSTRIA-MARTINEZ, J. |
||||
| It has been held that not all quitclaims are per se invalid or against public policy, except (1) where there is clear proof that the waiver was wangled from an unsuspecting or gullible person, or (2) where the terms of settlement are unconscionable on their face. In these cases, the law will step in to annul the questionable transactions.[20] Such quitclaim and release agreements are regarded as ineffective to bar the workers from claiming the full measure of their legal rights.[21] | |||||