Professional Documents
Culture Documents
*
G.R. No. 124617. April 28, 2000.
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* SECOND DIVISION.
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it clear that he would terminate her services if she would not give in
to his sexual advances. Sexual harassment is an imposition of
misplaced „superiority‰ which is enough to dampen an employeeÊs
spirit in her capacity for advancement. It affects her sense of
judgment; it changes her life. If for this alone private respondent
should be adequately compensated. Thus, for the anxiety, the seen
and unseen hurt that she suffered, petitioners should also be made
to pay her moral damages, plus exemplary damages, for the
oppressive manner with which petitioners effected her dismissal
from the service, and to serve as a forewarning to lecherous officers
and employers who take undue advantage of their ascendancy over
their employees.
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BELLOSILLO, J.:
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wages computed 5
from the time of dismissal up to her actual
reinstatement.
On 11 March 1996 petitioners moved for6
reconsideration. On 28 March 1996 the motion was denied;
hence, this petition for certiorari challenging the NLRC
Decision and Resolution.
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labor ought not to be visited with a consequence so severe.
A perusal of the termination letter indicates that private
respondent was discharged from employment for „serious
misconduct, gross and habitual neglect of duties and fraud
or willful breach of trust.‰ Specifically·
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14 Molato v. NLRC, G.R. No. 113085, 2 January, 1997, 266 SCRA 42;
Aris Philippine, Inc. v. NLRC, G.R. No. 97817, 10 November 1994, 238
SCRA 59.
15 See Note 1.
16 See Memorandum on Preventive Suspension; Rollo, p. 37.
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case, petitioner did not prove that the delay was caused by
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RosalindaÊs neglect or willful act (emphasis supplied).
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21 Rollo, p. 55.
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Judgment affirmed.
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