This case has been cited 1 times or more.
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2014-03-24 |
BRION, J. |
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| To Sutherland's credit, it duly complied with the procedural requirement in dismissing an employee; it clearly observed both substantive and procedural due process. Its action was based on a just and authorized cause, and the dismissal was effected after due notice and hearing.[29] After Labrador's subsequent infraction, Sutherland sent him a Notice to Explain and an administrative hearing was thereafter conducted. During the hearing, Labrador himself admitted his faults. These incidents were properly recorded and were properly discussed in Sutherland's recommendation. But before Sutherland could finally pronounce its verdict, Labrador submitted his resignation letter, impelled no doubt, as Sutherland alleged, by the need to protect his reputation and his future employment chances. To be sure, Sutherland's explanation was not remote, far-fetched or unbelievable given the undisputable evidence on record of infractions. | |||||