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    Hocheng Philippines Corporation vs. Antonio M. Farrales, G.R. No. 211497, March 18, 2015, J. Reyes

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    Junsi Agas
    Theft committed by an employee against someone other than their employer can be considered serious misconduct if proven by substantial evidence. For misconduct to be considered serious, it must be of a grave and aggravated nature, rather than trivial or unimportant. However, for such serious misconduct to justify termination, it must be connected to the employee's work. If there is no clear, valid, and legal cause shown for terminating employment, then the termination is considered a case of illegal dismissal under the law.

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    Hocheng Philippines Corporation vs. Antonio M. Farrales, G.R. No. 211497, March 18, 2015, J. Reyes

    Uploaded by

    Junsi Agas
    38 views1 page
    Theft committed by an employee against someone other than their employer can be considered serious misconduct if proven by substantial evidence. For misconduct to be considered serious, it must be of a grave and aggravated nature, rather than trivial or unimportant. However, for such serious misconduct to justify termination, it must be connected to the employee's work. If there is no clear, valid, and legal cause shown for terminating employment, then the termination is considered a case of illegal dismissal under the law.

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    Theft committed by an employee against someone other than their employer can be considered serious misconduct if proven by substantial evidence. For misconduct to be considered serious, it must be of a grave and aggravated nature, rather than trivial or unimportant. However, for such serious misconduct to justify termination, it must be connected to the employee's work. If there is no clear, valid, and legal cause shown for terminating employment, then the termination is considered a case of illegal dismissal under the law.

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    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    38 views1 page

    Hocheng Philippines Corporation vs. Antonio M. Farrales, G.R. No. 211497, March 18, 2015, J. Reyes

    Uploaded by

    Junsi Agas
    Theft committed by an employee against someone other than their employer can be considered serious misconduct if proven by substantial evidence. For misconduct to be considered serious, it must be of a grave and aggravated nature, rather than trivial or unimportant. However, for such serious misconduct to justify termination, it must be connected to the employee's work. If there is no clear, valid, and legal cause shown for terminating employment, then the termination is considered a case of illegal dismissal under the law.

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    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    of 1

    Theft committed by an employee against a person other than his employer, if

    proven by substantial evidence, is a cause analogous to serious misconduct. The


    misconduct to be serious must be of such grave and aggravated character and not
    merely trivial or unimportant. Such misconduct, however serious, must,
    nevertheless, be in connection with the employees work to constitute just cause for
    his separation. But where there is no showing of a clear, valid and legal cause for
    termination of employment, the law considers the case a matter of illegal dismissal.
    HOCHENG PHILIPPINES CORPORATION vs. ANTONIO M. FARRALES, G.R. No.
    211497, March 18, 2015, J. Reyes

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