Decision on Yrasuegui vs. Philippine Airlines

These flashcards cover key legal terminology and concepts relevant to the decision in the case of Yrasuegui vs. Philippine Airlines, emphasizing labor laws and employment standards.

Bona Fide Occupational Qualification (BFOQ)

A job requirement based on characteristics that are essential for the performance of the job, allowing for certain discrimination that is otherwise illegal.

Labor Code Article 282(e)

Refers to termination for other causes analogous to serious misconduct, allowing for dismissal due to noncompliance with employer's requirements that do not require willfulness.

Separation Pay

Compensation awarded to an employee upon termination from employment, especially in cases not involving serious misconduct.

Discrimination

Unfair treatment of a person or group based on specific characteristics, such as weight in this case, claiming unequal application of standards.

Weight Standards

Regulations set by Philippine Airlines that dictate the maximum allowable weight for cabin crew as part of job qualifications.

Administrative Charge

A formal notification to an employee concerning violations of company policies, prompting an opportunity for the employee to respond.

Substantial Evidence

The level of evidence that a reasonable person would accept as enough to support a finding or decision in legal cases.

Equity

A fairness or justice principle in situations involving legality, referring to the employer’s discretion to grant separation pay in this case.

Clarificatory Hearing (1992)

Petitioner Armando Yrasuegui expressed commitment to lose weight during this hearing.

Labor Arbiter Findings (1998)

Initially ruled Yrasuegui's dismissal illegal, ordering reinstatement with backwages and attorney's fees. Deemed weight standards reasonable but not grounds for dismissal.

NLRC Review ( 2000)

Affirmed the Arbiter's decision but established that failure to lose weight constituted a reason for dismissal, noting obesity as a potential disease impacting intentional defiance claims.

Court of Appeals Decision (2004)

Reversed the NLRC, asserting weight standards as continuing qualifications for employment and dismissing discrimination claims due to lack of substantial evidence.

Petition Review (2005)

The Supreme Court affirmed that Yrasuegui's dismissal was legally warranted and dismissed discrimination claims as unsubstantiated.