Princess Talent Center v.

Masagca
G.R. No. 191310
April 11, 2018

FACTS:
Masagca worked abroad as offered by the petitioner for 6 months. She then filed a complaint
for nonpayment of salary. Appellant rebutted the complaint and presented cash vouchers as
evidence for the salary. LA ruled in favor of petitioner, that there was no illegal dismissal. NLRC
ruled in Masagca’s favor due to the fact that the vouchers covered 9 months, which was
beyond the contract period. Hence, the company consented on her work.

ISSUE:
Whether or not the respondent was illegally dismissed

RULING:
Yes. Claims of the company that the dismissal was due to her misbehavior were not proved as
the employment was even extended beyond the contract. Respondent could only be dismissed
for just and authorized cause, and after affording her notice and hearing prior to her
termination. SAENCO had no valid cause to terminate respondent’s employment. Neither did
SAENCO serve two written notices upon respondent to inform her nor afforded her a hearing to
defend herself. The lack of valid cause and failure to comply with the twin-notice and hearing
requirements, underscored the illegality surrounding respondent’s dismissal.