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26/04/2025

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| The Supreme Court (SC) has reversed the Court of Appeals dismissal of a husband's petition for declaration of nullity of marriage and held that the wife's lack of concern for her responsibilities constitutes psychological incapacity.

In a 12-page decision penned by Associate Justice Japar Dimaampao, the SC Third Division has nullified the marriage between Ericson and Romelia Cabutaje on the ground of the latter's psychological incapacity.

Ericson and Romelia were married in January 2003, and they had a daughter named Keirah Angela. While living with Ericson's parents, Romelia was urged by his mother to apply for work abroad. Thenceforth, Romelia went to Taiwan, leaving Ericson to take care of Keirah. Although Romelia was able to send money to them during the first few months, the money remittances eventually became scarce, prompting Ericson to similarly apply for work in Taiwan.

In Taiwan, the spouses rarely met as their workplaces were far apart. Over time, the marriage turned sour, and Romelia became inconsistent in providing financial support to their child. After several months of marital strife and upon the end of her contract in Taiwan, Romelia left for the Philippines and stayed with her parents.

She went to her in-laws' house to fetch Keirah. Romelia left Keirah in the custody of her sister when she went to Hong Kong to work as a domestic helper. Since then, Romelia no longer provided financial support for Keirah. Egregiously, she had another romantic relationship with a different man.

This prompted Ericson to file a petition for declaration of nullity of marriage on the ground of psychological incapacity on the part of Romelia. The Regional Trial Court granted the petition and declared their marriage void ab initio. The Republic, through the Office of the Solicitor General (OSG), brought up the case before the Court of Appeals (CA).

The CA reversed the disposition of the RTC, citing purported insufficiency of evidence to support Ericson's petition. This paves the way for him to elevate the case before the Supreme Court.

In reversing the appellate court's ruling, the high court gave great weight to the findings of clinical psychologist Dr. Nedy Tayag, who said Romelia is psychologically incapacitated to perform her marital obligations. Although Dr. Tayag's findings were only anchored based on her interviews with Ericson and his witnesses. The lack of personal examination and interview of Romelia does not per se invalidate the testimonies of the expert.

“Indeed, the fact that the information comes from one side alone should not dilute the veracity of the evidence that Ericson presented during the trial, for to do so would punish every innocent spouse suffering in a marriage with a psychologically incapacitated spouse who comes to the court for succor. Ultimately, courts should judiciously assess the merits of each Article 36 petition on a case-to-case basis, including the psychological report, if any, regardless of the fact that only one of the spouses was interviewed by the psychologist,” the SC said.

“Due to Romelia's evident disregard and lack of concern for her responsibilities as a wife and mother, Ericson and their child were deprived of moral and emotional support, respect, love, care, and trust... Accordingly, the totality of evidence establishes, at most, her psychological incapacity to comply with her essential marital obligations,” SC added.

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26/04/2025

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| The Supreme Court (SC) has upheld the dismissal from service of an employee who tested positive for illegal drug use as it qualifies as serious misconduct, which is one of the just causes for termination under the Labor Code.

In an 11-page ruling penned by Associate Justice Jhosep Lopez, the SC Special Third Division has affirmed its earlier ruling, which dismissed the complaint for illegal dismissal filed by Joy Villarico, a crane operator of D.M. Consunji, Inc. (DMCI).

The legal dispute began when Villarico tested positive for tetrahydrocannabinol, a dangerous drug under Republic Act No. 9165, and was declared unfit to work during his preemployment medical examination. Villarico also tested positive in the confirmatory test. Thereafter the DMCI dismissed him from the service, citing its employee handbook, which states that the use of controlled substances is prohibited and punishable by dismissal.

This prompted Villarico to file a complaint for illegal dismissal before the labor arbiter, which was subsequently dismissed. According to the labor arbiter, there was no illegal dismissal since Villarico was not dismissed in the first place but his contract simply expired. The said disposition was later on upheld by the National Labor Relations Commission (NLRC) and the Court of Appeals, paving the way for him to elevate the case before the Supreme Court.

The high court ruled to affirm the ruling with modification, noting that Villarico is considered a regular employee since he was hired several times by DMCI for nine years. But the court said he was not illegally dismissed since his service was terminated for a just cause.

“We noted that Villarico was not able to dispute that he was found positive for prohibited drugs. In this regard, the use of illegal drugs qualifies as serious misconduct under Article 297 of the Labor Code. Since he was validly dismissed, Villarico was not entitled to back wages and separation pay in lieu of reinstatement," the SC said.

"Here, the dismissal of Villarico was for a just cause. To recall, he was dismissed by DMCI et al. since he tested positive for tetrahydrocannabinol, a dangerous drug under Republic Act No. 9165. We held that Villarico did not present evidence to refute the medical result...To reiterate, the use of illegal drugs qualifies as a serious misconduct, which is one of the just causes for termination under Article 297 of the Labor Code," the SC added.

However, the court denounced DMCI for not observing the requirements of due process in terminating Villarico's employment, as he was not given the required two notices before he was dismissed, making it liable for nominal damages.

“Clearly, the established rule is that failure to observe the procedural due process in dismissing an employee on the ground of just cause does not render the dismissal invalid or ineffectual but only subjects the employer to the payment of nominal damages in the amount of PHP 30,000.00," the SC said.

The court ordered the DMCI to pay Villarico nominal damages in the amount of PHP 30,000.00, 13th month pay, service incentive leave pay and attorney's fees.

24/03/2025

Unsay kahinatnan og managpa ka?

1. Pwede ka kasuhan og slight physical injury na naa sa atong Revised Penal Code; or

2. Pwede ka kasuhan og assault kung ang pagpanagpa nahitabo atubangan sa publiko na anaa pod sa atong Revised Penal Code; or

3. Uban pa nga kaso sama sa child abuse kung ang biktima kay bata na anaa sa RA 7610 or the Child Abuse Law.

24/03/2025

Unsay kahantungan og managpa kag tawo?
1. Pwede kang kasuhan og slight physical injury under sa atong Revised Penal Code;
2. Pwede kang kasuhan og assault kung imong gisagpa ang isa ka tawo atubangan sa publiko under sa atong Revised Penal Code; og
3. Uban nga kaso sama sa child abuse kung bata ang biktima under RA 7610 or the Child Abuse Law.

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