Professional Documents
Culture Documents
Labor Law
1.
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Labor Law
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Labor Law
seafarers non-compliance with the said conflictresolution procedure results in the affirmance of
the fit-to-work certification of the companydesignated physician.
EMPLOYEE STATUS
1.
JUDGMENTS
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When
court
stenographers
hypertension and resulting glaucoma
considered compensable.
In Government Service
System v. Baul, it was held:
Insurance
Cerebro-vascular
accident
and
essential
hypertension are considered as
occupational diseases under
Nos. 19 and 29, respectively, of
Annex A of the Implementing
Rules of P.D. No. 626, as
amended. Thus, it is not
necessary that there be proof of
causal relation between the
work and the illness which
resulted in the respondents
disability. The open-ended
Table of Occupational Diseases
requires no proof of causation.
In general, a covered claimant
suffering from an occupational
disease is automatically paid
benefits.
However,
although
cerebro-vascular accident and
essential hypertension are listed
occupational diseases, their
compensability
requires
compliance with all the
conditions set forth in the Rules.
In short, both are qualified
occupational diseases. For
cerebro-vascular accident, the
claimant must prove the
following: (1) there must be a
history, which should be
proved, of trauma at work (to
the head specifically) due to
unusual and extraordinary
physical or mental strain or
event, or undue exposure to
noxious gases in industry; (2)
there must be a direct
EMPLOYEE STATUS
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When
delay
in
execution
of
reinstatement pending appeal not
attributable to the employer but
because of the constraints of corporate
rehabilitation, thus pilot not entitled to
reinstatement salaries.
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TERMINATION CONSEQUENCES
240-day rule applicable over the 120day rule as complaint was filed after
promulgation of the Vergara vs.
Hammonia Maritime case; final
disability assessment issued before the
expiry of the 240 day period, thus the
seafarers
P
condition
cannot
be
considered total permanent disability.
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2. Assessment of company-designated
physician upheld over the one (1) page
assessment of the seafarers personal
physician (Dr. Jacinto).
Vergara ruled that the procedure in the
2000 POEA-SEC must be strictly followed;
otherwise, if not availed of or followed strictly
by the seafarer, the assessment of the companydesignated physician stands.
xxx
Having
extensive
personal knowledge of the
seafarer's
actual
medical
condition, and having closely,
meticulously and regularly
monitored and treated his
injury for an extended period,
the
company-designated
physician is certainly in a better
position to give a more accurate
evaluation
of
Montierro's
health condition. The disability
grading given by him should
therefore be given more weight
than
the
assessment
of
Montierro's physician of choice.
It is a hornbook rule
that once a judgment has
become final and executory, it
may no longer be modified in
any respect, even if the
modification is meant to correct
an erroneous conclusion of fact
or law, and regardless of
whether the modification is
attempted to be made by the
court rendering it or by the
highest court of the land, as
what remains to be done is the
purely ministerial enforcement
or execution of the judgment
The only exceptions to the rule
on the immutability of final
judgments are (1) the correction
of clerical errors, (2) the socalled nunc pro tunc entries
which cause no prejudice to any
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1.
EVIDENCE
1.
EMPLOYEE COMPENSATION
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1.
DAMAGES
2010
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IMMORALITY
3.
Seafarers
psychotic
disorder
considered a permanent total disability
under the 1996 POEA Standard
Employment Contract as there is no
finding that he was fit to work nor a
declaration as to his disability grading.
The
labor
tribunals
respective
conclusions that the petitioners
pregnancy is a disgraceful or immoral
conduct were arrived at arbitrarily.
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1.
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APPEAL
1.
Teodora
Mahiloms
claim
for
retirement benefits was not included in her
complaint filed before the Labor Arbiter.
Hence, it may not be raised in the appeal.
2. Employer has the right to require
clearance before the release of last
payments to the employee; an
employer is allowed to withhold
terminal pay and benefits pending the
employee's return of its properties;
employers withholding of terminal pay
and other benefits pending the
employees vacating properties it owns
thus valid.
As an exception to the general rule that
wages may not be withheld and benefits may
not be diminished, the Labor Code provides:
Art. 113. Wage deduction. No
employer, in his own behalf or
in behalf of any person, shall
make any deduction from the
wages of his employees, except:
1. In cases where the worker is
insured with his consent by
the employer, and the
deduction is to recompense
the employer for the
amount paid by him as
premium on the insurance;
2. For union dues, in cases
where the right of the
worker or his union to
check-off
has
been
recognized by the employer
or authorized in writing by
the
individual
worker
concerned; and
3. In
cases
where
the
employer is authorized by
law or regulations issued by
the Secretary of Labor and
Employment.
(Emphasis supplied)
The
National
Labor
Relations
Commission
has
jurisdiction
to
determine, preliminarily, the parties
rights over a property, when it is
necessary to determine an issue related
to rights or claims arising from an
employer-employee relationship; the
return of its properties in petitioners
possession by virtue of their status as
employees is an issue that must be
resolved to determine whether benefits
can be released immediately and thus
said issue is intertwined with employeremployee relationship and the labor
tribunals thus have jurisdiction.
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1.
Invalidly dismissed
afforded due process.
seafarer
not
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1.
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Although
the
Constitution
is
committed to the policy of social justice and the
protection of the working class, it does not
necessary follow that every labor dispute will
be automatically decided in favor of labor. The
management also has its own rights. Out of
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DOUBTS
1.
that:
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LEGAL INTEREST
PLEADINGS
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1.
2.
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DAMAGES
1.
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Company-designated
physicians
findings upheld over the single medical
certificate of Dr. Escutin.
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Valid
termination
for
serious
misconduct by assaulting co-worker in
the workplace; penalty of dismissal not
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