Although employers have the inherent right to discipline their employees, the penalties imposed must be commensurate to the infractions committed. Dismissal of employees for minor and negligible offenses may be considered as illegal dismissal. 

Malcaba v. ProHealth Pharma Philippines, Inc., G.R. No. 209085 , June 6, 2018. 

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Find out why the Supreme Court declared the illegality of the employee’s dismissal even if the employer’s business was adversely affected by the 2008 global financial crisis. 

Team Pacific Corp. v. Parente, G.R. No. 206789, July 15, 2020. 

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Whether an expletive constitutes serious misconduct that warrants a dismissal from employment will depend on the context of the phrase’s use. 

Adamson University Faculty and Employees Union v. Adamson University, G.R. No. 227070, March 9, 2020. 

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The Supreme Court stressed that in resolving issues of constructive dismissal, one does not only weigh the evidence presented by the parties, but also delve into the totality of circumstances in a case. 

Jacob v. First Step Manpower Int’l. Services, Inc., G.R. No. 229984, July 8, 2020. 

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Find out why an employer was still held liable for constructive dismissal even if it had no hand in the sexual harassment committed by its supervisor. 

LBC Express-Vis, Inc. v. Palco, G.R. No. 217101, February 12, 2020. 

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When an illegally dismissed employee is reinstated, should he be considered a new hire? 

Cuadra v. San Miguel Corp., G.R. No. 194467, July 13, 2020. 

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