Comment On MR (Catubig Case)
Comment On MR (Catubig Case)
COURT OF APPEALS
Cebu City
EDWARD T. CATUBIG,
Petitioner,
5. Under Article 297 (b) [formerly Article 282 (b)] of the Labor Code, an
employer may terminate an employee for gross and habitual neglect of
duties. Neglect of duty, to be a ground for dismissal, must be both gross
and habitual.1 Petitioner was only terminated after his third offense of
gross negligence, taking into consideration his abandonment of post
committed in two occasions and an instance of simple negligence.
1
Acebedo Optical v. NLRC, 554 Phil. 524, 544
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Gross Negligence : Blatant disregard to perform the required care
of diligence demanded by the situation amounting to wanton or reckless
disregard of establishment rules and regulations which punishable by
Dismissal on the 3rd offense.
PRAYER
2
Baybay Water District v. Commission on Audit, 425 Phil. 326, 343-344 (2002).
3
NLRC Decision promulgated on Aug. 31, 2016, p.4
4
Id. At p.6
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WHEREFORE, respondent most respectfully prays to this Honorable
Court of Appeals to DENY the Motion for Reconsideration and AFFIRM its
Decision dated October 26, 2018.
By:
RICHER P. DEVERATURDA
Roll No. 66772, Admitted at Bar: 5/23/2017
IBP No. 5509, 01/03/2018, Cebu
PTR No. 8843112, 01/03/2018, Cebu City
MCLE Compliance No. VI-0010733, Valid until: 4/14/2022
NOTICE OF SUBMISSION
Greetings:
Please take notice that the foregoing COMMENT ON MOTION FOR
RECONSIDERATION shall be submitted for the kind consideration and
approval of the Honorable Court
RICHER P. DEVERATURDA
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EXPLANATION
RICHER P. DEVERATURDA
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