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Aboc, the Regional Operations Coordinator of Metrobank in Cebu City alleged that on August 29, 1988, he started working as a loans clerk. For nine years, he maintained an unblemished employment record until he received an inter-office letter, requiring him to explain in writing the charges that he had actively participated in the lending activities of his immediate supervisor, Wynster Y. Chua (Chua), the Branch Manager of Metrobank where he was assigned. Aboc wrote a letter to Metrobank explaining that he had no interest whatsoever in the lending business of Chua because it was solely owned by the latter. He admitted, however, that he did some acts for Chua in connection with his lending activity. He did so because he could not say "no" to Chua because of the latters influence and ascendancy over him and because of his "utang na loob." His participation in the lending activity was limited to ministerial acts such as the preparation of deposit and withdrawal slips and the typing of statement of accounts for some clients of Chua. In fact, Chua wrote a letter to Metrobank absolving him of any responsibility and participation in his lending activities.
Did the Court of Appeals err in ruling that Antonio A. Aboc was validly dismissed by the
Metropolitan Bank and Trust Company.
In termination cases, the burden of proof rests on the employer to show that the dismissal was for a just cause or authorized cause. An employee's dismissal due to serious misconduct and loss of trust and confidence must be supported by substantial evidence. Substantial evidence is that amount of relevant evidence a reasonable mind might accept as adequate to support a conclusion, even if other minds, equally reasonable, might conceivably opine otherwise.