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MIDTERMS
ALFARO V. COURT OF APPEALS
G.R. No. 140812
August 28, 2001
Voluntary resignation is defined as the
act of an employee, who finds himself in
a situation in which he believes that
personal reasons cannot be sacrificed in
favor of the exigency of the service;
thus, he has no other choice but to
disassociate himself from his
employment.
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AGABON V. NLRC
G.R. No. 158693
November 17, 2004
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CITIBANK V. NLRC
G.R. No. 159302
February 6, 2008
Where the notice of charges given to an
employee is inadequate, the charges
being too general to enable the
employee to intelligently and adequately
prepare her defense, the dismissal
could not be in accordance with due
process.
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Any benefit and supplement being
enjoyed by employees cannot be
reduced, diminished, discontinued or
eliminated by the employer
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The subject clause "or for three months
for every year of the unexpired term,
whichever is less" in the 5th paragraph
of Section 10 of Republic Act No. 8042
is DECLARED UNCONSTITUTIONAL;
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SUNACE INTERNATIONAL
MANAGEMENT SERVICES VS
NATIONAL LABOR RELATIONS
COMMISSION
G.R. No. 161757
January 25, 2006
The theory of imputed knowledge
ascribes the knowledge of the agent,
Sunace, to the principal, employer
Xiong, not the other way around.[23]
The knowledge of the principal-foreign
employer cannot, therefore, be imputed
to its agent Sunace.
ASSOCIATION OF INTERNATIONAL
SHIPPING LINES VS. UNITED
HARBOR PILOTS ASSOCIATION OF
THE PHILIPPINES, INC.
G.R. No. 172029
August 6, 2008
It bears pointing out that additional
compensation for nighttime work is
founded on public policy.3[32] Working
at night is violative of the law of nature
for it is the period for rest and sleep. An
employee who works at night has less
stamina and vigor. Thus, he can easily
contract disease. Night work brings
increased liability to eyestrain and
accident. Serious moral dangers also
are likely to result from the necessity of
traveling the street alone at night, and
from the interference with normal home
life. Hygienic, medical, moral, cultural
and socio-biological reasons are in
accord that night work has many
inconveniences and when there is no
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P.I. MANUFACTURING
INCORPORATED VS. P.I.
MANUFACTURING SUPERVISORS
AND FOREMAN ASSOCIATION
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ESCASINAS VS SHANGRI-LA'S
MACTAN ISLAND RESORT
G.R No. 178827
Shangri-la does not control how the
work should be performed by
petitioners, Shangri-la is not the
employer of the nurses; it is the
respondent Doctor who has control over
them.
Respondent Doctor is a legitimate
independent contractor and the
employer of the nurses.
MILLARES V. NLRC
G.R. No. 110524
July 29, 2002
It is clear that seafarers are considered
contractual employees. They can not be
considered as regular employees under
Article 280 of the Labor Code. Their
employment is governed by the
contracts they sign everytime they are
rehired and their employment is
terminated when the contract expires.
Their employment is contractually fixed
for a certain period of time. They fall
under the exception of Article 280
whose employment has been fixed for a
specific project or undertaking the
completion or termination of which has
been determined at the time of
engagement of the employee or where
the work or services to be performed is
seasonal in nature and the employment
is for the duration of the season.
Everyones Labor Code
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finish their chosen courses under such
agreement
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