Cayabyab Law Office

04/03/2026

Bawal ang Bastos 🖐

25/02/2026

Pebrero 25, 1986 — hindi armas ang pinili ng mamamayan, kundi tapang, pagkakaisa, malasakit, at mapayapang pagkilos. Ipinakita natin sa buong mundo na ang kapangyarihan ng sambayanang Pilipino ay higit sa anumang anyo ng panunupil.

Apat na dekada na ang nakalipas, pero nananatiling buhay ang paalala ng EDSA na ang demokrasya at karapatang pantao ang patuloy na nagbubuklod sa atin bilang isang bayan.

We may disagree. We may struggle. We may be tested by injustice, division, and fear. But this nation — with all its wounds and wonders — is ours.

We must not give up on our country, our democracy, our rights as human beings. Nasa atin ang diwa ng EDSA.

10/11/2025

NOVEMBER 10, 2025

Cayabyab Law Office is closed today to ensure the safety of our staff and clients. Please keep safe and dry 💚

06/11/2025

To parents, please read ✅️

07/10/2025

📢 PUBLIC NOTICE
Good news to all property owners in Angeles City! 🙌
Avail of the Real Property Tax Amnesty and enjoy NO PENALTY and NO INTEREST on all unpaid real property taxes prior to July 5, 2024.

💰 Don’t miss this opportunity, settle your dues hassle-free!
📍 Visit the Angeles City Treasurer’s Office for payment and more details.

03/10/2025

29/09/2025

4 OF 5 | How does bid-rigging affect the public?

When firms collude, everyone suffers:
• Public projects cost more
• Infrastructure quality declines
• Trust in government erodes

Civil society organizations play a vital role in promoting transparency and accountability. Let’s work together to stop bid-rigging and protect the public interest.

Learn more: bit.ly/PCC-Enforcement-Bid-Rigging

24/09/2025

The (SC) has reiterated that preventing employees from entering company premises and doing their jobs, without a valid reason, is considered illegal dismissal.

In a Decision written by Senior Associate Justice Marvic M.V.F. Leonen, the SC’s Second Division upheld the labor arbiters’ ruling that 12 workers from Constant Packaging Corporation (Constant Packaging), a company that prints packaging materials, were illegally dismissed.

Constant Packaging hired the workers as sorters and packers on a 𝘱𝘢𝘬𝘺𝘢𝘸 basis (paid per output).

The workers later raised concerns about their below-minimum wage earnings, 12-hour work day, 7-day work week, non-remittance of their SSS, PhilHealth, and PAG-IBIG contributions, and delay in the release of their salaries. Constant Packaging responded by telling them to leave if they were unhappy with their working conditions.

The workers filed a complaint with the Department of Labor and Employment. Soon after, the company security guard prevented them from entering the company premises, leading the workers to file a complaint for illegal dismissal.

Ruling in favor of the workers, the SC clarified that an employee who is able and willing to work is considered illegally dismissed if they are prevented from entering the workplace without a valid or lawful reason.

In this case, the company’s security guard blocked the workers from entering the company premises without any valid reason. This action amounts to dismissal.

Moreover, as the workers were suddenly dismissed without following the required procedures, their dismissal was unlawful.

The SC thus ordered Constant Packaging to pay the workers separation pay, back wages, service incentive leave, and holiday pay.

However, since the workers were hired on a 𝘱𝘢𝘬𝘺𝘢𝘸 basis, the SC ruled that they are not entitled to 13th month pay.

Read the full text of the Press Release at https://sc.judiciary.gov.ph/sc-preventing-employees-from-reporting-to-work-without-valid-reason-is-illegal-dismissal/.

Read the full text of the Decision at https://sc.judiciary.gov.ph?p=152126.

Copying of this content is subject to the SC PIO’s Credit Attribution Policy: https://sc.judiciary.gov.ph/credit-attribution-policy/.

29/07/2025

"Kung mayroon oportunidad ngunit 'too good to be true', mag-isip, magtanong, mag-verify. I-report ang kahina-hinalang alok."

Kung mayroong oportunidad ngunit 'too good to be true', mag-isip, magtanong, mag-verify. I-report ang kahina-hinalang alok.

Kapag prinotektahan mo ang iyong sarili, pinoprotektahan mo din ang iyong kinabukasan.

𝗧𝘂𝗺𝗮𝘄𝗮𝗴 𝘀𝗮 𝟭𝟯𝟰𝟯 𝗔𝗰𝘁𝗶𝗼𝗻 𝗹𝗶𝗻𝗲 𝗹𝗮𝗯𝗮𝗻 𝘀𝗮 𝗛𝘂𝗺𝗮𝗻 𝗧𝗿𝗮𝗳𝗳𝗶𝗰𝗸𝗶𝗻𝗴 .

05/06/2025

🔠 𝗪𝗼𝗿𝗱 𝗼𝗳 𝘁𝗵𝗲 𝗗𝗮𝘆: 𝗠𝗢𝗡𝗘𝗬 𝗠𝗨𝗟𝗘

A money mule is a person who uses, borrows, or allows the use of a financial account, whether their own or created using a fictitious identity or another person's identity, for transactions involving crimes, offenses, or scams.

Under Republic Act 12010, or the Anti-Financial Scamming Act, those found guilty of acting as money mules or engaging in money muling activities including recruiting or convincing others to engage, may face civil and criminal charges including imprisonment and a fine.

The public is strongly advised not to allow access to their bank, e-wallet, or other financial accounts for the purpose of facilitating fraudulent activities. Doing so not only endangers the financial system but also puts one at risk of facing serious legal consequences.

16/05/2025

The (SC) has reiterated that once a job offer is accepted, an employer-employee relationship is already formed. Employers cannot just claim redundancy to justify terminating workers – they must present clear proof that a valid redundancy program is in place.

In a Decision written by Associate Justice Alfredo Benjamin S. Caguioa, the SC’s Third Division found that Alltech Biotechnology (Alltech) illegally dismissed Paolo Landayan Aragones (Aragones) for failing to prove there was redundancy in the company.

Alltech had offered Aragones the position of Swine Technical Manager - Pacific, with a monthly salary of PHP 140,000. He accepted the offer and resigned from his previous job.

Before Aragones’ start date, however, Alltech informed him that the position had been abolished due to a global restructuring. Alltech offered him the amount of PHP 140,000 as goodwill payment. Aragones then filed a complaint for illegal dismissal.

The SC ruled that the employment contract was perfected as soon as Aragones signed the job offer. The delay in his start date merely postponed the obligations of Aragones to report for work, and of Alltech to pay his salary.

However, the SC emphasized that employers must provide solid evidence to justify terminating an employee due to redundancy, which Alltech failed to provide.

Alltech only submitted an affidavit from its Vice President stating that the company decided to shift from regional to local support to better respond to its customers’ needs.

The SC found the statement vague and unsupported by other documents. It did not explain how or why certain positions like Aragones’ were removed. It thus ordered Alltech to pay Aragones backwages and separation pay.

Read the full text of the Press Release at https://tinyurl.com/38vp842u.

Read the full text of the Decision at https://tinyurl.com/2tfywuhu.

Copying of this content is subject to the SC PIO’s Credit Attribution Policy: https://sc.judiciary.gov.ph/credit-attribution-policy/.

17/12/2024

Happy Holidays! 💚