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VIRGINIA A. SUGUE v. TRIUMPH INTERNATIONAL

This case has been cited 4 times or more.

	GR No. 191281 2012-12-05	BEST WEAR GARMENTS v. ADELAIDA B. DE LEMOS VILLARAMA, JR., J.
At the outset, it must bestated that the main issue in this case involves a question of fact. It is an established rule that the jurisdiction of the Supreme Court in cases brought before it from the CA via Rule 45 of the 1997 Rules of Civil Procedure is generally limited to reviewing errors of law. This Court is not a trier of facts. In the exercise of its power of review, the findings of fact of the CA are conclusive and binding and consequently, it is not our function to analyze or weigh evidence all over again.[12]
	GR No. 191053 2011-11-28	MARIO B. DIMAGAN v. DACWORKS UNITED PERLAS-BERNABE, J.
At the outset, it must be pointed out that the main issue in this case involves a question of fact. It is an established rule that the jurisdiction of the Supreme Court in cases brought before it from the CA via Rule 45 of the 1997 Rules of Civil Procedure is generally limited to reviewing errors of law. This Court is not a trier of facts. In the exercise of its power of review, the findings of fact of the CA are conclusive and binding and consequently, it is not our function to analyze or weigh evidence all over again.[21]
	GR No. 181146 2011-01-26	UNIVERSITY OF IMMACULATE CONCEPTION v. NLRC CARPIO, J.
There being no constructive dismissal, there is no legal basis for the Labor Arbiter's order of reinstatement as well as payment of backwages, salary differentials, damages, and attorney's fees.[30] Thus, the third issue raised in the petition is now moot.
	GR No. 171231 2010-02-17	PNCC SKYWAY TRAFFIC MANAGEMENT v. PNCC SKYWAY CORPORATION PERALTA, J.
In the grant of vacation leave privileges to an employee, the employer is given the leeway to impose conditions on the entitlement to and commutation of the same, as the grant of vacation leave is not a standard of law, but a prerogative of management.[18] It is a mere concession or act of grace of the employer and not a matter of right on the part of the employee.[19] Thus, it is well within the power and authority of an employer to impose certain conditions, as it deems fit, on the grant of vacation leaves, such as having the option to schedule the same.