“We have said that, in an illegal dismissal case, the onus probandi rests on the employer to prove that its dismissal of an employee is for a valid cause. As noted earlier, petitioner-spouses issued Memorandum dated 16 June 1998 to private respondent, apprising him of the cause of his dismissal.”
“As correctly pointed out by petitioners, the burden of proving just cause for dismissing an employee rests upon the employer, and the employer’s failure to discharge such burden results in a finding that the dismissal is unjustified and therefore illegal. It is the employer who must prove the validity of the termination and not the employee who must prove the reverse. The employer must affirmatively show rationally adequate evidence that the dismissal was for a justifiable cause.”
“It is well-settled that the employer must affirmatively show rationally adequate evidence that the dismissal was for a justifiable cause. When there is no showing of a clear, valid and legal cause for the termination of employment, the law considers the matter a case of illegal dismissal and the burden is on the employer to prove that the termination was for a valid or authorized cause. For failure to prove otherwise, the Court has no recourse but to grant the petition.”
Topics in this post:
"illegal dismissal cases philippines", "illegal dismissal jurisprudence", "illegal dismissal philippines", "illegal dismissal of employee philippines", "PROOF OF EMPLOYMENT CASES PHILIPPINES", "lawphil jurisprudence on evidences", "philippine cases on illegal dismissal", "philippine law burden of proof", "philippines labor code how to petition dismissed employee", "Burden for Cases of ilegal dismissal"