For misconduct to justify dishonesty in handling company property dismissal

under the law:

(a) it must be serious,

(b) must relate to the performance of the employee's duties; and

(c) must show that the employee has become unfit to continue working for
the employer

CASE WHEREIN DISMISSAL WAS LEGAL

ALBERTO J. RAZA, v. DAIKOKU ELECTRONICS PHILS., INC. AND

MAMORU ONO, G.R. No. 188464, July 29, 2015

SC: This Court has held that a series of irregularities when put together may
constitute serious misconduct, which is a just cause for termination. In the
case at bar, the seriousness and volume of the prior incidents, committed in
such a short period of time, are already enough as ground to terminate
petitioner.

CASE WHEREIN DISMISSAL WAS ILLEGAL

PACIFIC PRODUCTS/FORTUNA EMPLOYEES AND WORKERS

ASSOCIATION TUPAS and EDIPOLO TORRELINO, vs. PACIFIC
PRODUCTS, INC., and NATIONAL LABOR RELATIONS COMMISSION,
G.R. No. L-51592,September 18, 1987

SC: It was held that dismissal of an employee for a first-time offense was
drastic and hence termination was illegal.