G.R. No.

207838 January 25, 2017

LEO T. MAULA, Petitioner
vs.
XIMEX DELIVERY EXPRESS, INC, Respondent

Dismissal from employment have two facets: first, the legality of the act of dismissal, which
constitutes substantive due process; and, second, the legality of the manner of dismissal, which
constitutes procedural due process.   The burden of proof rests upon the employer to show that the
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disciplinary action was made for lawful cause or that the termination of employment was valid.  In
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administrative and quasi-judicial proceedings, the quantum of evidence required is substantial

evidence or "such relevant evidence as a reasonable mind might accept as adequate to support a
conclusion."  Thus, unsubstantiated suspicions, accusations, and conclusions of the employer do
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not provide legal justification for dismissing the employee.   When in doubt, the case should be
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resolved in favor of labor pursuant to the social justice policy of our labor laws and the 1987
Constliution.
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