This case has been cited 2 times or more.
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2010-08-25 |
BRION, J. |
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| The CA, in its assailed decision, cited Philippine Telegraph and Telephone Corporation v. NLRC[18] to emphasize that in labor cases, the deciding authority should use every reasonable means to speedily and objectively ascertain the facts, without regard to technicalities of law and procedure. Technical rules of evidence are not strictly binding in labor cases.[19] | |||||
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2006-07-31 |
CHICO-NAZARIO, J. |
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| Special consideration should also be given to the fact that respondent has been in the employ of petitioners for 10 years or more, and she has no previous derogatory record. Further, respondent is a recipient of numerous academic excellence awards and recognized by her students and some of her peers in the profession as a competent teacher. Given the foregoing, the penalty of dismissal imposed by petitioners on respondent for a first offense seems unduly harsh and disproportionate to the misconduct being complained of.[30] This Court has consistently ruled that the penalty to be imposed on an erring employee must be commensurate with the gravity of his offense.[31] | |||||