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Labor Law PH

Ultimate Resource for Philippine Labor and Employment Law

Their llms.txt

The beginning of the file, from our validated copy saved 2026-10-21T10:06:33.475Z. Cached copy · Source on laborlaw.ph

# Labor Law PH

> Ultimate Resource for Philippine Labor and Employment Law


## Posts

- [Analogous Causes](https://laborlaw.ph/analogous-causes/): Analogous cause refers to those similar to the enumerated just causes.
- [Cases: Commission of a Crime](https://laborlaw.ph/cases-commission-of-a-crime/): Commission of a crime does not do away with due process.
- [Commission of a Crime](https://laborlaw.ph/commission-of-a-crime/): “Commission of a crime or offense by the employee against the person of his employer or any immediate member of his family or his duly authorized representatives” – refers to the commission of a crime or offense against the person of the employer, his/her immediate family member, or his/her duly authorized representatives.
- [Cases: Loss of Trust and Confidence](https://laborlaw.ph/cases-loss-of-trust-and-confidence/): In Cruz v. Citytrust Banking Corporation, the confidential employee – a Micro Technical Support Officer – was dismissed after receiving unauthorized commissions and rebates by a supplier for purchases made by his employer.
- [Cases: Fraud](https://laborlaw.ph/cases-fraud/): The employer may validly dismiss for loss of trust and confidence an employee who commits an act of fraud prejudicial to the interest of the employer.
- [Fraud](https://laborlaw.ph/fraud/): Fraud is deceit.
- [Cases: Gross and Habitual Neglect](https://laborlaw.ph/cases-gross-and-habitual-neglect/): The employee’s absenteeism and tardiness has serious adverse effects on the business of the employer.
- [Cases: Willful Disobedience](https://laborlaw.ph/cases-willful-disobedience/): Transfer of employees is a management prerogative.
- [Cases: Serious Misconduct](https://laborlaw.ph/cases-serious-misconduct/): Sexual harassment is “an imposition of misplaced ‘superiority’ which is enough to dampen an employee’s spirit and her capacity for advancement.
- [Just Cause Procedure](https://laborlaw.ph/just-cause-procedure/): ⦁ Just cause procedure refers to the steps or process of implementing due process in relation to termination of employment.
- [Substantial Evidence Rule](https://laborlaw.ph/substantial-evidence-rule/): Whether for just or authorized cause – including DOLE’s other cause, the employer should note and comply with the substantial evidence rule required by Labor Law.
- [Other Causes by DOLE](https://laborlaw.ph/other-causes-by-dole/): “Section 6. Other Causes of Termination.
- [Installation of Labor-Saving Devices](https://laborlaw.ph/installation-of-labor-saving-devices/): Installation of labor-saving devices – refers to “the reduction of the number of workers in any workplace made necessary by the introduction of laborsaving machinery or devices.” (Section 4 [m], Rule I-A, DOLE D.O.
- [Due Process](https://laborlaw.ph/due-process/): Due process is essentially the opportunity to be heard.
- [Disciplinary Action](https://laborlaw.ph/disciplinary-action/): In the world of private sector employment, it does happen that a few employee
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