Sadsad Tamesis Legal and Accountancy Firm
Medical malpractice is a particular form of negligence that consists in the failure of a physician or surgeon to apply to his practice of medicine that degree of care and skill which is ordinarily employed by the profession generally, under similar conditions, and in like surrounding circumstances.
When Does a Doctor Become Liable for Medical Negligence? | G.R. No. 268308 Read More »
Filing a labor complaint in the Philippines is often perceived as complex, slow, and intimidating. Should you go to the Department of Labor and Employment (DOLE)? File directly with the National Labor Relations Commission (NLRC)? What even is SEnA?
PH Labor Complaint Process: DOLE vs. NLRC vs. SEnA Read More »
An employee’s omission of past employment in a job application does not automatically constitute just cause for dismissal, particularly when the omission does not involve an overt act of dishonesty.
Does Failure to Disclose Past Employment Justify Dismissal? | G.R. No. 250776 Read More »
Under the Labor Code of the Philippines, an employee may only be dismissed for just cause or authorized cause, and always with observance of due process. Yet, confusion persists, particularly on what distinguishes these two legal grounds.
Differentiating just cause and authorized cause in lawful terminations Read More »
The Supreme Court discussed that constructive dismissal or constructive discharge exists “‘when continued employment is rendered impossible, unreasonable or unlikely as the offer of employment involves a demotion in rank or diminution in pay.”
In the Philippines, employees are protected under the Labor Code of the Philippines, which ensures that dismissals must be both legally justified and procedurally valid. However, confusion often arises between two key concepts: illegal dismissal and constructive dismissal.
Illegal Dismissal vs. Constructive Dismissal: What Employees Need to Know Read More »
An employee repeatedly and continuously hired for the same work under short-term contracts for at least one year is considered a regular employee of the principal.