This case has been cited 1 times or more.
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2015-07-29 |
PERALTA, J. |
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| In the case at bar, the infractions of Raza were numerous enough that they already amount to an unlawful taking of company resources and that they may be subsumed under the charge of serious misconduct leveled against him.[64] It has been held that “although as a rule this Court leans over backwards to help workers and employees continue with their employment or to mitigate the penalties imposed on them, acts of dishonesty in the handling of company property are a different matter.”[65] Such may be penalized with dismissal.[66] It matters little that Raza claims that his record prior to this was clean or that he has yet to cause substantial damage to the company or to its property in committing his acts. His transgressions are too serious and too many to escape without heavy sanction. In the present situation wherein Raza has already been found guilty of numerous acts of driving the company vehicle for his personal use without prior authority, the Court cannot expect and require the employer company to wait for one more such instance of unauthorized use or for actual damage to be caused by such use before the company can be considered justified in penalizing the erring employee.[67] This Court has held that a series of irregularities when put together may constitute serious misconduct, which is a just cause for termination.[68] In the case at bar, the seriousness and volume of the prior incidents, committed in such a short period of time, are already enough as ground to terminate petitioner. | |||||