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EUROTECH HAIR SYSTEMS v. ANTONIO S. GO

This case has been cited 3 times or more.

	GR No. 180147 2015-01-14	SARA LEE PHILIPPINES v. EMILINDA D. MACATLANG PEREZ, J.
A compromise agreement is valid as long as the consideration is reasonable and the employee signed the waiver voluntarily, with a full understanding of what he was entering into.[15]
	GR No. 193493 2013-06-13	JAIME N. GAPAYAO v. ROSARIO FULO SERENO, C.J.
The most telling indicia of this relationship is the Compromise Agreement executed by petitioner and private respondent. It is a valid agreement as long as the consideration is reasonable and the employee signed the waiver voluntarily, with a full understanding of what he or she was entering into.[64] All that is required for the compromise to be deemed voluntarily entered into is personal and specific individual consent.[65] Once executed by the workers or employees and their employers to settle their differences, and done in good faith, a Compromise Agreement is deemed valid and binding among the parties.[66]
	GR No. 175366 2008-08-11	J-PHIL MARINE v. NLRC CARPIO MORALES, J.
That respondent was not assisted by his counsel when he entered into the compromise does not render it null and void. Eurotech Hair Systems, Inc. v. Go[19] so enlightens:A compromise agreement is valid as long as the consideration is reasonable and the employee signed the waiver voluntarily, with a full understanding of what he was entering into. All that is required for the compromise to be deemed voluntarily entered into is personal and specific individual consent. Thus, contrary to respondent's contention, the employee's counsel need not be present at the time of the signing of the compromise agreement.[20] (Underscoring supplied) It bears noting that, as reflected earlier, the Quitclaim and Waiver was subscribed and sworn to before the Labor Arbiter.