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RENTOKIL PHILIPPINES v. LEILANI D. SANCHEZ

This case has been cited 4 times or more.

	GR No. 194106 2012-06-18	MANILA ELECTRIC COMPANY v. HERMINIGILDO H. DEJAN BRION, J.
We cannot blame Meralco for losing its trust and confidence in Dejan. He is no ordinary employee. As branch representative, "he was principally charged with the function and responsibility to accept payment of fees required for the installation of electric service and facilitate issuance of meter sockets."[32] The duties of his position require him to always act with the highest degree of honesty, integrity and sincerity, as the company puts it. In light of his fraudulent act, Meralco, an enterprise imbued with public interest, cannot be compelled to continue Dejan's employment, as it would be inimical to its interest.[33] Needless to say, "[t]he law, in protecting the rights of the laborer, authorizes neither oppression nor self-destruction of the employer."[34] For sure, Dejan was validly dismissed for serious misconduct, and loss of trust and confidence.
	GR No. 151349 2010-10-20	LEANDRO M. ALCANTARA v. PHILIPPINE COMMERCIAL LEONARDO-DE CASTRO, J.
Loss of confidence as a just cause for termination of employment is premised from the fact that an employee concerned holds a position of trust and confidence. This situation holds where a person is entrusted with confidence on delicate matters, such as the custody, handling, or care and protection of the employer's property. But, in order to constitute a just cause for dismissal, the act complained of must be "work-related" such as would show the employee concerned to be unfit to continue working for the employer.[23]
	GR No. 123294 2010-10-20	PHILIPPINE AIRLINES v. NLRC LEONARDO-DE CASTRO, J.
Loss of confidence as a just cause for termination of employment is premised from the fact that an employee concerned holds a position of trust and confidence. This situation holds where a person is entrusted with confidence on delicate matters, such as the custody, handling, or care and protection of the employer's property. But, in order to constitute a just cause for dismissal, the act complained of must be "work-related" such as would show the employee concerned to be unfit to continue working for the employer.[27]
	GR No. 179702 2010-02-16	ROLANDO P. ANCHETA v. DESTINY FINANCIAL PLANS NACHURA, J.
As a rule, employers are allowed a wide latitude of discretion in terminating the employment of managerial personnel or those who, while not of similar rank, perform functions which by their nature require the employers' full trust and confidence. Proof beyond reasonable doubt is not required. It is sufficient that there is some basis for loss of confidence, such as when the employer has reasonable ground to believe that the employee concerned is responsible for the purported misconduct, and the nature of his participation therein renders him unworthy of the trust and confidence demanded by his position.[21]