Case Digest:
Fleet Management Services Philippines, Inc., Fleet Ship Management, Inc., and Janette T. Tumbali vs. Alejandro G. Lescabo
**G.R. No. 236305, October 16, 2019**
**Facts:**
This case involves a petition for certiorari filed by Fleet Management Services Philippines, Inc., Fleet Ship Management, Inc., and Janette T. Tumbali against Alejandro G. Lescabo, a former employee of the petitioners. The petition seeks to nullify the decision of the National Labor Relations Commission (NLRC) and the Court of Appeals (CA) which held that Lescabo's dismissal from employment was unlawful.
**Issues:**
1. Whether the NLRC and the CA erred in holding that Lescabo's dismissal from employment was unlawful.
2. Whether the petitioners had sufficient cause to terminate Lescabo's employment contract.
**Ruling:**
The Supreme Court, in a unanimous decision, granted the petition and nullified the decision of the NLRC and the CA. The Court held that the petitioners had sufficient cause to terminate Lescabo's employment contract due to his gross misconduct and dishonesty.
The Court noted that Lescabo was found to have falsified his attendance records and claimed overtime pay for hours he did not work. The Court held that these actions constituted gross misconduct and dishonesty, which are valid grounds for termination under the Labor Code.
**Disposition:**
The Supreme Court ordered the NLRC and the CA to dismiss Lescabo's complaint for unlawful termination and to reinstate the petitioners' decision to terminate Lescabo's employment contract.
**Ratio Decidendi:**
The Court held that an employee's gross misconduct and dishonesty are valid grounds for termination under the Labor Code. The Court also emphasized the importance of employers maintaining a high standard of discipline and integrity in the workplace.
**Significance:**
This case highlights the importance of employers maintaining a high standard of discipline and integrity in the workplace. The decision serves as a reminder to employers that they have the right to terminate an employee's contract if the employee engages in gross misconduct or dishonesty. The decision also serves as a reminder to employees that they must maintain a high standard of integrity and honesty in their work.
**Justice Leonen's Separate Concurring Opinion:**
Justice Leonen concurred with the majority decision but wrote a separate opinion to emphasize the importance of protecting workers' rights. He noted that while the petitioners had sufficient cause to terminate Lescabo's employment contract, employers must still follow the proper procedures for termination and provide workers with due process.
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