Professional Documents
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Labor Law Workmen's Compensation and Employer's Liability: Pastor v. Bibby Shipping Philippines, November 19, 2018)
Labor Law Workmen's Compensation and Employer's Liability: Pastor v. Bibby Shipping Philippines, November 19, 2018)
Question: Employee A, a seafarer, met an accident during a general lifeboat drill when a crank
handle hit and injured his left elbow and lower back. As a result, A was repatriated on August
15, 2014 and referred to a company-designated physician for further treatment and therapy. The
company-designated physician, in a Medical Report dated March 3, 2015, assessed petitioner an
interim disability grading of "Grade 11 pursuant to the 2010 Philippine Overseas Employment
Administration Standard Employment Contract (POEA-SEC). Unsure of his true condition as he
was not restored to his pre-injury health status despite surgery and physiotherapy, A consulted an
independent physician who, in a Medical Report dated April 13, 2015, declared him unfit in any
capacity for further sea duties. On the other hand, the company-designated physician, in a
Medical Report dated April 14, 2015 pointed out that A's condition was only temporary.
Claiming that his injury impaired his work-efficiency and rendered him incapable of resuming
work for more than 240 days from the time he was repatriated A filed a complaint for total and
permanent disability benefits Is A entitled to permanent total disability benefits?
Answer: Yes. When a seafarer suffers a work-related injury or illness in the course of
employment, the employer is obligated to refer the latter to a company-designated
physician who, in turn, has the responsibility to arrive at a definite assessment of the
former's fitness or degree of disability within a period of 120 days from repatriation. Failure of
the company-designated physician to comply with his or her duty to issue a definite assessment
of the seafarer's fitness or unfitness to resume work within the prescribed period shall transform
the latter's temporary total disability into one of total and permanent by operation of
law. However, if the 120-day period is exceeded and no definitive declaration is made because
the seafarer requires further medical attention, then the temporary total disability period may be
extended up to a maximum of 240 days, subject to the right of the employer to declare within
this period that a permanent partial or total disability already exists. Since the last Medical
Report dated April 14, 2015 issued by the company-designated physician was beyond the 240-
day period within which to make a final assessment of petitioner's fitness or disability, the latter's
condition was conclusively presumed by law to be permanent and total. (G.R. No. 238842,
Pastor v. Bibby Shipping Philippines, November 19, 2018)
Labor Law; Contract of adhesion
Question: Employee A maintains in his complaint for illegal dismissal that the retainership
agreements offered to him which contains the employer’s signature that said signature signified
the validity of the subject agreements. Can A use the retainership agreement as evidence against
the employer company.
Answer: No. It bears emphasis that in contracts of adhesion, "[o]ne party prepares the stipulation
in the contract, while the other party merely affixes his signature or his 'adhesion' thereto.
Besides, "[t]he one who adheres to the contract is in reality free to reject it entirely; if he adheres,
he gives his consent." In this case, however, it cannot be denied that in the retainership
agreements provided, his signature or "adherence" is notably absent. As a result, said retainership
agreements remain ineffectual and cannot be used as evidence against respondents. (G.R. No.
227098, Apelano v. Deboneville, November 14, 2018)
Labor law; Execution pending appeal
Question: Does the law authorized execution of decisions reinstating dismissed employees in
labor cases pending appeal
Answer: In Aris (Phil.), Inc. v. National Labor Relations Commission,[41] this Court explained
the reasons for authorizing execution of decisions reinstating dismissed employees in labor cases
pending appeal:
Before its amendment by Section 12 of R.A. No. 6716, Article 223 of the Labor Code already
allowed execution of decisions of the NLRC pending their appeal to the Secretary of Labor and
Employment.
In authorizing execution pending appeal of the reinstatement aspect of a decision of the Labor
Arbiter reinstating a dismissed or separated employee, the law itself has laid down a
compassionate policy which, once more, vivifies and enhances the provisions of the 1987
Constitution on labor and the workingman. (G.R. No. 229579, Pacios v. Tahanang Walang
Hagdanan et.al, November 14, 2018)
Answer: No. In such instance when a party is declared in default, he or she waives only one's right
to be heard and to present evidence and no other. To ensure due process, it remains important that,
even if a party is in default, any judgment must be anchored on established facts and applicable
law. Note that in this case respondent failed to file his answer. There being no other pleading
submitted, the recommendation to suspend respondent was solely pursuant to the Complaint.
However, on the basis alone of the allegations in the Complaint, we find that complainant failed
to convince us, much more discharge the necessary burden to prove by substantial evidence that
respondent committed the accusations against him. Keeping in mind the above-discussed
requirement of due process as well as the fact that the power to disbar (including the power to
suspend) must be exercised with great caution,[11] we hold that there is no sufficient basis for a
disciplinary action against respondent. (A.C. No. 12220 (formerly CBD Case No. 07-1970), PSP
Development Corporation v. Arma, November 13, 2018)
Section 5, Rule 7 of the Rules of Court provides that the certification against forum shopping
must be executed by the plaintiff or principal party. The reason for this is that the plaintiff or the
principal knows better than anyone, whether a petition has previously been filed involving the
same case or substantially the same issues.[26] If, for any reason, the principal party cannot sign
the petition, the one signing on his behalf must have been duly authorized. (G.R. No. 222737,
Heirs of Josefina Gabriel v. Cebrero et. Al, November 12, 2018)
Remedial Law; Civil Procedure; Modes of Appeal
Question: Does the CA commit grave abuse of discretion in dismissing outright an appeal from
the judgment of RTC raising only questions of law
Answer: Yes. Corollary, under Section 2, Rule 50 of the Rules of Court, an appeal under Rule 41
taken from the RTC to the CA raising only questions of law shall be dismissed, as issues purely of
law are not reviewable by the said court. Similarly, an appeal by notice of appeal instead of by
petition for review from the appellate judgment of an RTC shall be dismissed.
The Rules of Court is clear and unequivocal, using mandatory language, in establishing the rule
that an appeal raising pure questions of law erroneously taken to the CA shall not be transferred
to the appropriate court, but shall be dismissed outright. (G.R. No. 196058, Pfleider v. CA,
November 12, 2018)