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Cases: Prescriptive period – monetary claims, illegal dismissal
These are the related Labor Law Cases or Jurisprudence. 1. Prescription of monetary claims a. 3 years from accrual of cause of action Philippine Long Distance Telephone Company (PLDT) v. PingolG.R. No. 182622, 08 September 2010[BACKGROUND]In 1979, [the employee] [R. [the employee]] was hired by petitioner PLDT as a maintenance technician.On April 13, 1999, while…
Contractor or Subcontractor
Summary ▪ A contractor or a subcontractor is registered with the Department of Labor and Employment (DOLE) as legitimate job contractors, who perform a job or work farmed out or outsourced by a principal under a Service Agreement. ▪ They have a distinct and independent business, which enables them to perform the outsourced job or…
Self-check out counters at the grocery, robot as a waiter
The rise of positive cases among workers due to Covid-19 has compelled employers to adopt solutions. Some solutions include installation of labor-saving devices, wherein a machine or tool does the work of an employee. How do we know if these are labor-saving devices? Let’s discuss. … Already a subscriber? Log in below. Not yet…
Troublesome employee who is also a pregnant woman employee
Pregnant women employees may be the difficult to manage. The employer should be extra careful. Let’s discuss. … Already a subscriber? Log in below. Not yet a member? Subscribe. Username or E-mail Password Remember Me Forgot Password
Management Prerogative
Management prerogative is the inherent right of the employer to regulate all aspects of employment. There are two limitations to management prerogative: (a) good faith, and (b) employee rights. 1. Concept “Management prerogative” – refers to the employer’s bundle of rights in relation to all aspects of employment, from pre-employment to post-employment, and everything in…
Primer: Safe Spaces Act
Summary Gender-based sexual harassment in the workplace involve unwelcome sexual advances, requests or demand for sexual favors or any act of sexual nature. The offender may be employers or other persons of authority, influence or moral ascendancy in a workplace. Employers who do not take action may be held liable. 1. Gender-based sexual harassment in…