1. Gr. No.

191902

Conditional settlement of a judgment award which is highly prejudicial to the employee will be
treated as a voluntary settlement of his/her claim that operates as a final satisfaction in his/her favor,
rendering a case questioning the award moot and academic.

2. Gr. No. 202388

Constructive dismissal is defined as the cassation of work because continued employment is rendered
impossible, unreasonable or unlikely, as an offer involving a demotion in rank or a diminution in pay and
other benefits. It may exist if an act of clear discrimination on the part of the employee that it could
foreclose any choice by him except to forego his continued employment.

There’s no constructive dismissal where an employee is asked to resign due to a redundancy program
validly implemented.

3. Gr. No. 237020

The employer has the burden of prove that an employee is indeed a project employee. On this,
the employer must establish that (a) the employee was assigned to carry out a particular project or
undertaking; and (b) the duration and scope which was specified at the time of engagement.

While the lack of written contract does not necessarily make one a regular employee, a written
contract serves as proof that employees were informed of the duration and scope of their work and
their status as project employee at the commencement of their engagement. Absence of such contract,
the presumption that the employees are regular employees prevail.

4. Gr. No. 208920

Well-settled is the rule that corporate officers have separate and distinct personality from the
corporation. And in the absence of malice, bad faith, or a specific provision of law making a corporate
officer liable, such corporate officer cannot be made personally liable for corporate liabilities. Thus,
corporate officers cannot be made liable even if the corporation ceases to exist without bad faith or
intention to evade judgment on the part of its corporate officers.