Scribd
Upload
77 views13 pages

LABOR STANDARDS - Digest

The document discusses the case of Agabon v NLRC. The key details are: 1) Petitioners Virgilio and Jenny Agabon claimed they were illegally dismissed from their jobs after refusing to agree to a "pakyaw" work arrangement. 2) The private respondent claimed the petitioners abandoned their work, not that they were dismissed. 3) The Supreme Court ruled that due process means what is fair, right and just according to the Bill of Rights. Justice should be for the deserving party and it cannot be presumed labor always deserves to win illegal dismissal cases.

Uploaded by

Jestherin Baliton
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
77 views13 pages

LABOR STANDARDS - Digest

The document discusses the case of Agabon v NLRC. The key details are: 1) Petitioners Virgilio and Jenny Agabon claimed they were illegally dismissed from their jobs after refusing to agree to a "pakyaw" work arrangement. 2) The private respondent claimed the petitioners abandoned their work, not that they were dismissed. 3) The Supreme Court ruled that due process means what is fair, right and just according to the Bill of Rights. Justice should be for the deserving party and it cannot be presumed labor always deserves to win illegal dismissal cases.

Uploaded by

Jestherin Baliton
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
You are on page 1/ 13

LABOR STANDARDS

AGABON v NLRC
G.R. No. 158693   November 17, 2004

Virgilio Agabon Jenny Agabon


AGABON v NLRC
G.R. No. 158693   November 17, 2004

the private respondent


refused to give us assignments
unless we agreed to work on
a "pakyaw" basis when we
reported for duty

Virgilio Agabon Jenny Agabon


AGABON v NLRC
G.R. No. 158693   November 17, 2004

petitioners were not


dismissed but had
abandoned their work
AGABON v NLRC
G.R. No. 158693   November 17, 2004

“Due process is that which comports with the deepest


notions of what is fair and right and just.

It is a constitutional restraint on the legislative as well


as on the executive and judicial powers of the
government provided by the Bill of Rights.”
AGABON v NLRC
G.R. No. 158693   November 17, 2004

“Justice in every case should only be for the deserving


party. It should not be presumed that every case of
illegal dismissal would automatically be decided in
favor of labor, as management has rights that should
be fully respected and enforced by this Court”
THANK YOU!!!
PAL v NLRC
G.R. No. 85985, August 13, 1993

-COMPLETELY REVISED
its 1966 Code of
Discipline

Philippine Airlines, Inc. (PAL)


PAL v NLRC
G.R. No. 85985, August 13, 1993

filed a complaint before the


National Labor Relations
Commission (NLRC) for
unfair labor practice,

Philippine Airlines Employees Association (PALEA)


PAL v NLRC
G.R. No. 85985, August 13, 1993

there is arbitrary We have the prerogative as


implementation of PAL’s an employer to prescribe
Code of Discipline without rules and regulations
notice and prior discussion regarding employees’
with Union by conduct in carrying out
Management their duties and functions
PAL v NLRC
G.R. No. 85985, August 13, 1993

Whether or not the formulation of a Code of


Discipline among employees is a shared
responsibility of the employer and the
employees
PAL v NLRC
G.R. No. 85985, August 13, 1993

The failure of management to discuss the


provisions of a contemplated code of discipline
which shall govern the conduct of its employees
would result in the erosion and deterioration of
an otherwise harmonious and smooth
relationship between them as did happen in the
instant case.
PAL v NLRC
G.R. No. 85985, August 13, 1993

Management can no longer exclude labor in the


deliberation and adoption of rules and
regulations that will affect them.

You might also like