legal Free Legal Advice

[Arneeious]

How long does the husband have to be living with the mistress in their house before they (or atleast the husband) can be charged with concubinage?

[rocco69]

If the husband cohabits with his mistress in some other place (not the conjugal dwelling, that is, the home of the husband and wife), the Supreme Court, as early as 1922, has stated, in Peo. v. Pitoc that "the term 'cohabit' means to dwell together, in the manner of husband and wife, for some period of time, as distinguished from occasional, transient interviews for unlawful intercourse. Hence, the offense is not a single act of adultery; it is cohabiting in a state of adultery which may be a week, a month, a year or longer."

 

Thus, there is no definite period of time, so long as it is a continuous act of living together, rather than just occasional meetings for sex. in fact, per Peo. v. Pitoc, a week of living together as husband and wife by the accused and his mistress would be sufficient.

 

How long does the husband have to be living with the mistress in their house before they (or atleast the husband) can be charged with concubinage?

[blackbords]

assuming that the closure of the Makati branch is really because they have lost an account and have no other option but to move to Clark (in fact, even if they had not lost an account, a decision DONE IN GOOD FAITH to move to Clark would still be a valid exercise of management's prerogatives), your GF would be entitled to 1 month salary or 1/2 month's salary per year of service, whichever is higher (see Art. 283, Labor Code).

 

Thank you for your assistance, greatly appreciated.

[blackbords]

Follow up question, the management is now trying to terminate people using underhanded tactics under excuses that they were not meeting the performance standards. If they terminate people ahead of time so that they can avoid the payout, is this legal?

 

Before terminating an employee, it would need to undergo "due proces" right? the employee would have to be given a chance to save himself/herself and in this case, if the employee is not meeting the standard, there should have been action done to help him/her improve. In the case that the employee does not improve, it should go through stages before being terminated. Is this right? What's about to happen now is they'll be terminated suddenly.

[kg_snot]

kung kyo po ang tatayong lawyer ng employer, anu po magiging argument nyo para maprove yung twin requirements ng awol? or 50-50 ba ang kaso ni employee or medyo favorable kay employer?

 

lamang ang employee sa kaso na ito. unang-una, sinabi na ng Supreme Court na hindi compatible ang abandonment sa pagsasampa ng reklamo sa Labor, i.e. bakit magrereklamo ang isang tao na tinanggal siya kung tutoong inabandona niya ang trabaho niya. In other words, hindi kapanipaniwala ang depensa na ito, lalo pa (ayun na rin sa iyo), na inilabas nila ang mga notice [kuno] nung naisampa na ang reklamo sa Labor.

 

intindihin mo na rin lang na trabaho ng company lawyer na depensahan yung kumpanya, kaya siyempre, ikakatwiran talaga niya na iniwanan ng empleyado yung trabaho niya. sabi ko nga early on, whether maniniwala ang arbiter sa argumentong ito ay ibang kwento na. anyway, alam na ng abugado mo [o ng PAO] ang mga argumento na gagamitin niya para sa Position Paper nyo. good luck!

sir rocco maraming salamat sa mga replies. update na rin kita sa kaso: for reply this week. abandonment nga ang inilalaban nila at ang mga inattach nilang evidence ay yung memorandum to explain in writing na late for 2 mos. laman ng position paper ng employer puro gawa-gawang istorya lang. as in nagimbento sila. kaya wla silang maattach na evidence. everything na sinasabi nila may evidence kami pangontra.

 

ask ko lang: wla bang punishment sa ganitong acts ng isang company? kasi mapoprove na halos lahat inimbento nila. if they can file a position paper na puno ng kasinungalingan panu pa kaya ang pede nila gawin sa employees nila. at ang prayer nila eh P800,000 for damages. tigas!

[Roubaix]

Follow up question, the management is now trying to terminate people using underhanded tactics under excuses that they were not meeting the performance standards. If they terminate people ahead of time so that they can avoid the payout, is this legal?

 

Before terminating an employee, it would need to undergo "due proces" right? the employee would have to be given a chance to save himself/herself and in this case, if the employee is not meeting the standard, there should have been action done to help him/her improve. In the case that the employee does not improve, it should go through stages before being terminated. Is this right? What's about to happen now is they'll be terminated suddenly.

 

1. Firing or terminating employment is legal, when the procedure becomes flawed, then it is illegal. Not meeting performance standards is not an authorized cause to terminate unless the employment is more than 6 months, the so-called probationary period. The normal is six months, could longer or shorted depending upon the agreement.

 

2. The due process is about notices. AFAIK, the standard is a two (2) notice requirement. First notice to inform the employee the cause of the infraction/cause with a chance to explain. The explanation may or may not be accepted. The second notice is the "firing" notice. If the employee is still in the probationary stage, then failed standards is a good a reason not to make an employee "permanent". Hence, a firing in a sheep's clothing.

[Guest FL]

Tanong ko lang mga sir, My father filed a complaint against his former employer to NLRC last year the decision was released early this year in favor of my father, then the company filed an appeal and the decision to that appeal was released last month favoring my father again.

 

Pwede pa ba mag-file ng appeal ang former employer nya o final na yung decision?

Ilang beses pwede mag-file ng appeal ang respondent sa kaso? Thanks.

[mlpf]

I pa blotter nyo sa pulis station. Tapos padalhan nyo ng demand letter ung ospital, i attach nyo ung blotter copy furnish ang DOJ and DOH. Pag hindi pa rin ni release, sampahan nyo ng illegal detention. Pwede din lumapit kayo sa PAO head office, minsan nag aasssist si Atty. Acosta, and pa media nyo.

 

Aside from the blotter and the demand, threaten to file a criminal case for illegal detention as well as habeas corpus. Let us see if the hospital will give in.

Edited October 1, 2010 by mlpf

[mlpf]

Tanong ko lang mga sir, My father filed a complaint against his former employer to NLRC last year the decision was released early this year in favor of my father, then the company filed an appeal and the decision to that appeal was released last month favoring my father again.

 

Pwede pa ba mag-file ng appeal ang former employer nya o final na yung decision?

Ilang beses pwede mag-file ng appeal ang respondent sa kaso? Thanks.

 

The company can still go up to the Court of Appeals. If the employer still loses, he can still go to the Supreme Court as a final resort.

[SamanthaJones]

Should solo parent leaves (not more than 7 days) be deducted from emergency leaves? How many leaves are employees entitled to in a year?

[Guest FL]

Thanks mlpf.

[lyon186]

Pwede po ba kasuhan ang isang tao, na nanghihingi sa iyo ng pera using a different identity? May nanloko kasi sa kin ginamit niya name ng friend niya.

[rocco69]

that could fall under estafa - "defrauding another by false pretenses", in this case "by using fictitious name", prior or simultaneously to the fraud (see Art. 315[2a], Revised Penal Code). if the use of the name was the primary reason why you gave the money (siyempre, sasabihin mo sa piskalya na ganun nga, di ka sana magbibigay ng pera kung alam mo na siya pala yun), that would constitute estafa.

 

Pwede po ba kasuhan ang isang tao, na nanghihingi sa iyo ng pera using a different identity? May nanloko kasi sa kin ginamit niya name ng friend niya.

[Dr_PepPeR]

Should solo parent leaves (not more than 7 days) be deducted from emergency leaves? How many leaves are employees entitled to in a year?

 

Solo parent leaves, unlike vacation, sick and maternity leaves, are not mandatory benefits. If the company grants solo parent leaves, it depends on company policy on how this will be applied.

[lyon186]

that could fall under estafa - "defrauding another by false pretenses", in this case "by using fictitious name", prior or simultaneously to the fraud (see Art. 315[2a], Revised Penal Code). if the use of the name was the primary reason why you gave the money (siyempre, sasabihin mo sa piskalya na ganun nga, di ka sana magbibigay ng pera kung alam mo na siya pala yun), that would constitute estafa.

Thanks po

Edited October 9, 2010 by lyon186

[rocco69]

Under Section 8 of RA8972, "in addition to leave privileges under existing laws, parental leave of not more than seven (7) working days every year shall be granted to any solo parent employee who has rendered service of at least one (1) year."

 

under Section 21 of the Implementing Rules and Regulations, emergency leaves cannot be charged to the solo parent leave. however, the leave is not cumulative, nor is it convertible to cash. Ergo, solo parent's leave is really only 7 days every year.

[trggerman]

i have a question ...

 

worker A works for company X and is seconded to company Y. company Y is closing shop and company X wants all remaining (< 5) employees to be transferred to company X other units. company Y has, 2 years ago, retrenched all other employees (abt 50) and these remaining (<5) are just there as a transition team.

 

does worker A have an option to be retrenched and opt not to be transferred to company X?

[rocco69]

worker A works for company X and is seconded to company Y.

 

based on this statement alone, worker A has no option to be retrenched

 

i have a question ...

 

worker A works for company X and is seconded to company Y. company Y is closing shop and company X wants all remaining (< 5) employees to be transferred to company X other units. company Y has, 2 years ago, retrenched all other employees (abt 50) and these remaining (<5) are just there as a transition team.

 

does worker A have an option to be retrenched and opt not to be transferred to company X?

[moichi]

Sirs,

 

kami po ay nasa family compound na yung lola ko ang may-ari. pero pumunta na sila sa states. iniwan po sa tatay ko ang pamamahala ng compound. meron pong 5 apartment sa likod at yung main house sa harap po ng compound. mga kamag-anak po ang nakatira sa mga apartment. meron pong renta sila, though dahil kamag-anak, mura lang ang upa. lately, nadiskubre namin na halos 1 year na palang di nagbabayad ang dalawang apartment dahil katwiran nila kay lola sila magbabayad.

 

sumulat na po ang lola ko sa kanila at sa tatay ko na sinisingil na sila. pero ayaw pa rin nila.

 

ang tanong po: pwede na po ba namin paalisin (read: palayasin) ang mga di nagbabayad na kamag-anak?

 

tia!

[rocco69]

kailangan muna na sumulat kayo sa kanila na pinapalayas nyo na sila. ang unang sulat kasi ay sinisingil lang sila. bago ka makapagsampa sa korte ng ejectment, kailangan may sulat na pinapalayas mo ang tenant.

 

baka kailangan din na dumaan muna ito sa barangay (altho maaaring di na ito dumaan dun dahil nasa US naman ang may-ari)

 

mangangailangan nga lang ang tatay mo ng SPA mula sa Lola mo na nagbibigay sa kanya ng kapangyarihan upang magsampa ng kaso laban sa mga tenant (kung wala pa kayo nito, dahil nasa America na ang lola mo, kailangan ang SPA ay notaryado sa consulate ng Pilipinas sa America - yung may pulang ribbon at gintong selyo).

 

at kung mga anak ng lola nyo, o di-kaya'y apo, ang nakatira, kailangan din may alegasyon sa reklamong isasampa sa korte, na sinubukan nyong magkasundo pero ito ay di nagtagumpay (Art. 151, Family Code).

 

para siguradong di mabubulilyaso ang pagpapalayas nyo sa mga di nagbabayad, kumunsulta na sa abugado.

 

Note: dahil mababa ang renta, baka bumabagsak din ito sa ilalim ng RA9653 (altho dahil isang taon ng hindi nagbabayad, pwede talaga silang palayasin, pero mas maigi talaga na lumapit na kayo sa abugado, dahil sigurado na magbabanta ang mga yan na irereklamo sa BIR dahil walang resibo, di nagbabayad ng buwis etc. etc.)

 

Sirs,

 

kami po ay nasa family compound na yung lola ko ang may-ari. pero pumunta na sila sa states. iniwan po sa tatay ko ang pamamahala ng compound. meron pong 5 apartment sa likod at yung main house sa harap po ng compound. mga kamag-anak po ang nakatira sa mga apartment. meron pong renta sila, though dahil kamag-anak, mura lang ang upa. lately, nadiskubre namin na halos 1 year na palang di nagbabayad ang dalawang apartment dahil katwiran nila kay lola sila magbabayad.

 

sumulat na po ang lola ko sa kanila at sa tatay ko na sinisingil na sila. pero ayaw pa rin nila.

 

ang tanong po: pwede na po ba namin paalisin (read: palayasin) ang mga di nagbabayad na kamag-anak?

 

tia!

Edited October 14, 2010 by rocco69

[moichi]

kailangan muna na sumulat kayo sa kanila na pinapalayas nyo na sila. ang unang sulat kasi ay sinisingil lang sila. bago ka makapagsampa sa korte ng ejectment, kailangan may sulat na pinapalayas mo ang tenant.

 

baka kailangan din na dumaan muna ito sa barangay (altho maaaring di na ito dumaan dun dahil nasa US naman ang may-ari)

 

mangangailangan nga lang ang tatay mo ng SPA mula sa Lola mo na nagbibigay sa kanya ng kapangyarihan upang magsampa ng kaso laban sa mga tenant (kung wala pa kayo nito, dahil nasa America na ang lola mo, kailangan ang SPA ay notaryado sa consulate ng Pilipinas sa America - yung may pulang ribbon at gintong selyo).

 

at kung mga anak ng lola nyo, o di-kaya'y apo, ang nakatira, kailangan din may alegasyon sa reklamong isasampa sa korte, na sinubukan nyong magkasundo pero ito ay di nagtagumpay (Art. 151, Family Code).

 

para siguradong di mabubulilyaso ang pagpapalayas nyo sa mga di nagbabayad, kumunsulta na sa abugado.

 

Note: dahil mababa ang renta, baka bumabagsak din ito sa ilalim ng RA9653 (altho dahil isang taon ng hindi nagbabayad, pwede talaga silang palayasin, pero mas maigi talaga na lumapit na kayo sa abugado, dahil sigurado na magbabanta ang mga yan na irereklamo sa BIR dahil walang resibo, di nagbabayad ng buwis etc. etc.)

 

 

sir!

 

marami pong salamat sa advise!

[Itto Ogami]

greetings, dear GM-lawyer-masters!

 

can my company bind me with a contract to stay with them

for a certain amount of time in exchange for training which

they made me attend?

 

if i refuse such training, can i be charged with insubordination?

 

tia! http://lh6.ggpht.com/_3Lud_9_uocs/TLoRTreBiWI/AAAAAAAAB8w/JzCdZbdX6AE/studyingKucco.gif

[rocco69]

depende. ang test lagi ay ang "test of reasonableness."

 

kung reasonably required ng trabaho mo sa company yang training na ibinibigay sa iyo, at reasonable din naman yung time na nakatali ka sa company, maaari kang ma-charge for insubordination.

 

pero, kung di naman necessary yung training sa trabaho mo (ex. kung for convenience lang)di ka nila mare-require na matali sa corporation; or kung sobrang haba naman yung time na nakatali ka sa company, di ka nila pwedeng pilitin na mag-attend ng training na yan.

 

greetings, dear GM-lawyer-masters!

 

can my company bind me with a contract to stay with them

for a certain amount of time in exchange for training which

they made me attend?

 

if i refuse such training, can i be charged with insubordination?

 

tia! http://lh6.ggpht.com/_3Lud_9_uocs/TLoRTreBiWI/AAAAAAAAB8w/JzCdZbdX6AE/studyingKucco.gif

[zenislev]

ihingi ko lang po ng opinion tong scenario na ito:

 

 

a credit card was stolen and was used to buy 2 units of mobile phones in an Hello Telecom Store in a Mall. The owner of the card, Miss A , accused her colleague Miss B who sits beside her for stealing the card and immediately filed a blotter in two different stations, 1st, near the office and 2nd, near the Mall.

 

Miss B, the accused, said that she "never ever" touched the bag or any personal property of Miss A.

 

The office that Miss A and B occupies has no CCTV Camera installed.

 

The credit card was used at the span of 1830H to 1900H (the actual time was not pinpointed) but the accused claimed that at that specific time, she was alone and on her way home riding a PNR train and she boarded the train at 1835H.

 

The owner of the card Miss A, went to the store where the phones were bought using the card and shown the crew of the store a picture of Miss B and the crew of the store said the girl on the picture was the one who bought the said two units, and signed a document pinpointing Miss B as the person who bought the units using the card but not checking the CCTV camera records nor asking for the personal appearance of Miss B to verify the actual identity.

 

Miss B, was detained in the office where she is working due to the accusations and was not allowed to leave the office for some unknown reason until her mother came to the said office to claim her daughter.

 

questions:

 

1.) was the statement of the Hello Store Crew valid as a proof that Miss B was the one who bought the units even if the Crew only saw the picture?

 

2.) can Miss B, ask the Store to review the CCTV camera records on the night of the crime to check who entered and left the store? what if the store refuse? what if the store says that the CCTV does not make any recording?

 

3.) since PNR does not have any CCTV cameras installed on their stations and the tickets were always collected at the destination station, how can Miss B use the PNR ride as an evidence though she was alone when she boarded the train?

 

4.) can the bag be used as evidence to collect finger prints to check if Miss B ever touched the bag?

 

5.) was it right to detain an employee accused for stealing a personal belonging by its own company?

 

6.) what other move can Miss B take other than seek legal help to clear her name?

 

 

i would appreciate your replies to this inquiry... (this really happened)

[Itto Ogami]

depende. ang test lagi ay ang "test of reasonableness."

 

kung reasonably required ng trabaho mo sa company yang training na ibinibigay sa iyo, at reasonable din naman yung time na nakatali ka sa company, maaari kang ma-charge for insubordination.

 

pero, kung di naman necessary yung training sa trabaho mo (ex. kung for convenience lang)di ka nila mare-require na matali sa corporation; or kung sobrang haba naman yung time na nakatali ka sa company, di ka nila pwedeng pilitin na mag-attend ng training na yan.

 

aray me! http://lh4.ggpht.com/_3Lud_9_uocs/TJF2diBwiwI/AAAAAAAABnE/Gz_w1IlHDIA/ninja-rant.gif

 

seems this would make for a bloody case if ever this is taken to court.

would you consider 1 year of service for every PhP 100,000 worth of

training as reasonable?

 

i think it would have been better, though, if the length of service is

pro-rated to the employee's current salary.

 

tia again!

Edited October 20, 2010 by Itto Ogami