Affidavit of Desistance

Can an Affidavit of Desistance be Filed During a Second Motion of Reconsideration at the Supreme Court?

Question:

Gusto ko po sana magfile ng affidavit of desistance. Kaya lang po ang case ay nasa second motion of reconsideration na, at nasa Supreme Court na po. Maari po ba din bang magfile nito?

Answer:

Ang pag-file ng Affidavit of Desistance ay isang legal na hakbang kung saan nagpapahayag ang complainant na hindi na niya gustong ituloy ang kaso. Sa Pilipinas, ang affidavit of desistance ay madalas na ginagamit sa mga criminal cases. Ngunit ang kakayahan ng ganitong uri ng affidavit na makaapekto sa kaso ay iba-iba depende sa stage ng kaso at sa uri ng krimen na kinakaharap.

Kapag ang kaso ay nasa level na ng Supreme Court at nasa second motion for reconsideration, ang pagkakataon na magtagumpay ang affidavit of desistance ay maaaring maging limitado.

Mga Sitwasyon na Maaring Magtagumpay ang Affidavit of Desistance

1. Private Crimes: Sa mga krimeng ito, gaya ng adultery o slander, malaki ang tsansa na magtagumpay ang desistance.

2. Mutual Agreement: Kung pareho ang pahintulot ng complainant at ng respondent, may posibilidad na tanggapin ang affidavit.

3. Lack of Public Interest: Kung ang kaso ay hindi direktang nakaapekto sa publiko, may pagkakataon na tanggapin ang desistance.

Mga Limitasyon sa Pag-file ng Affidavit of Desistance

1. Public Interest: Sa mga kaso na may malalaking epekto sa publiko, gaya ng corruption o drug trafficking, hindi madaling tanggapin ang affidavit of desistance.

2. Stage of the Case: Dahil nasa level na ng Supreme Court ang kaso at nasa stage ng second motion for reconsideration, may limitasyon na sa pagtanggap ng anumang bagong ebidensya o pleadings, kabilang ang affidavit of desistance.

3. Judicial Discretion: Ang Korte Suprema ay may kapangyarihan na tanggihan ang affidavit kung ito'y itinuturing na hindi naaayon sa interes ng hustisya.

Mga Dapat Gawin

Kung nais mag-file ng affidavit of desistance sa ganitong yugto ng kaso, mahigpit na inirerekomenda na kumonsulta sa isang abogado na may ekspertis sa ganitong uri ng kaso. Ito ay upang masusing mapag-usapan ang legal na implikasyon at mga hakbang na maaaring gawin.

Disclaimer:

Ang artikulong ito ay para lamang sa mga pang-edukasyonal na layunin at hindi ito dapat ituring na legal na payo. Kung mayroon kang mga katanungan o nangangailangan ng legal na gabay, mas mainam na kumonsulta sa isang lisensyadong abogado.

Former Employees Liable to BIR

Are Former Employees Liable to the Bureau of Internal Revenue (BIR) Once the Company is Subjected to an Audit?

Question:

Is a former employee liable to the Bureau of Internal Revenue (BIR) once the company they used to work for is subjected to an audit?

Answer:

The liability of a former employee to the Bureau of Internal Revenue (BIR) in the event of a company audit is generally limited, provided that the employee was not directly involved in any tax evasion or fraudulent financial activities of the company. Audits conducted by the BIR typically target the company as a legal entity, and the responsibility for any tax deficiencies usually rests with the company and its officers.

Under What Circumstances Could a Former Employee Be Liable?

While employees generally do not bear liability for a company’s tax obligations, there are exceptional cases where individuals could be implicated:

1. Direct Involvement in Fraud or Evasion: If a former employee was actively involved in actions that led to tax evasion or fraud, they could be held personally liable.

2. Signatory Power: If the employee had the authority to sign tax documents and knowingly submitted false information, they could face penalties or charges.

3. Failure to Withhold Taxes: If the employee was responsible for payroll and failed to withhold the correct amount of taxes, they might be liable for the discrepancy.

4. Acting in a Fiduciary Capacity: Employees acting in a fiduciary capacity, such as a Chief Financial Officer, may have heightened obligations and thus, potential liabilities.

5. Statutory Obligations: Philippine tax laws may impose specific duties or liabilities on certain roles within a company, failure to comply with which could result in individual liability.

What Protections Are Available for Former Employees?

1. Limited Liability: An ordinary employee generally has limited liability as they usually act under the direction of higher-ups.

2. Due Diligence: Demonstrating that due diligence was exercised in tax-related duties could offer some protection against liability.

3. Legal Representation: If implicated, an employee has the right to legal representation and should consult with a lawyer experienced in tax law.

4. Statute of Limitations: Philippine law sets a statute of limitations for how long after an alleged offense legal proceedings may be initiated, although this may not be applicable in cases of fraud.

Summary:

In general, former employees are not automatically liable to the BIR when the company they used to work for is subjected to an audit. However, if they were directly involved in activities that led to tax irregularities, they could be personally held accountable.

Disclaimer:

This article is intended for informational purposes only and does not constitute legal advice. If you find yourself in a situation where you could potentially be implicated in a tax audit, it is advisable to consult with a legal professional for advice tailored to your specific circumstances.

Choose Which Parent to Live With in the Philippines

Can a 13-Year-Old Choose Which Parent to Live With in the Philippines?

Question: I am a 13-year-old living with my father but I want to move in with my mother because I am more comfortable with her. No one has custody over me and my parents have never been married. Can I choose to live with my mother instead?

Answer:

In the Philippines, custody issues are often resolved in light of what is in the "best interest of the child." According to Philippine law, children below seven years of age are deemed to be under the parental authority of their mother as stipulated in Article 213 of the Family Code. However, since you are 13 years old, this specific provision does not automatically apply to your situation.

When parents are not married, as in your case, the custody is generally awarded to the mother as emphasized in the Article 176 of the Family Code of the Philippines, citing that illegitimate children shall be under the parental authority of their mother. However, this doesn't necessarily mean that you can move in with your mother without discussing and resolving this matter with both of your parents.

To facilitate the process, it might be beneficial to:

1. Have an open conversation with both of your parents explaining your preference and the reasons behind it. It is crucial to maintain a respectful and understanding approach during the discussion.

2. Seek the assistance of a mediator or a counselor who can help in facilitating the conversation between you and your parents to reach a consensus that is in your best interest.

3. If an agreement can't be reached, you or your mother might consider filing a petition in court to settle the custody arrangement. Courts generally consider the wishes of a child who is above 7 years old in custody battles, although they are not bound to abide by the child’s preference. The court will evaluate various factors including the parents’ ability to provide for the child, the child’s relationship with each parent, and the overall environment provided by each parent.

4. Document incidents or reasons that validate your preference to live with your mother to help build a substantial case if the matter escalates to legal proceedings.

It is always advised to consult with a legal expert to understand all your rights and the possible courses of action in your specific situation. It is of utmost importance that any decision made is in accordance with the legal procedures to ensure the wellbeing and best interest of the child involved.

DNA Test Philippines

Can Financial Support be Claimed Using a DNA Test Result Even if the Father Did Not Acknowledge the Child on the Birth Certificate?

Question 1: Can a DNA test be used as a basis for claiming financial support?

Answer: Yes, a DNA test can potentially be used as evidence in court to establish paternity and hence, the obligation to provide financial support. According to the Family Code of the Philippines, the court can order the alleged father to recognize the child and consequently support him/her if there is convincing evidence of paternity, which can include a DNA test result.

Question 2: Does the absence of acknowledgment on the birth certificate automatically preclude the father's obligation to provide financial support?

Answer: No, the absence of acknowledgment on the birth certificate does not automatically negate the father's obligation to provide financial support. While acknowledgment on the birth certificate can be a strong evidence of paternity, the lack thereof can be supplanted with other substantial evidence, including DNA test results, to establish paternity and the consequent duty to support.

Question 3: What steps can one take to claim financial support using a DNA test result?

Answer: To claim financial support using a DNA test result, one may follow the subsequent steps:

1. Secure a Credible DNA Test Result: It is crucial to obtain the DNA test result from a reliable and accredited institution to ensure its admissibility in court.

2. Seek Legal Advice: Consult with a lawyer to know the best course of action in your specific situation.

3. File a Petition for Support: Your lawyer will help you prepare and file a petition for support in court, attaching the DNA test result as evidence of paternity.

4. Attend Court Hearings: Attend all court hearings and cooperate fully with the legal process.

Question 4: What other evidence can be presented in court to support the claim for financial support?

Answer: Aside from the DNA test result, other evidences that can be presented in court include:

• Witness testimonies that attest to the relationship between the alleged father and the child.
• Pictures, messages, or any documents that show the alleged father acknowledging the child.
• Any evidence that would establish the relationship between the parent and the child.

Question 5: What legal principles are involved in this process?

Answer: The legal principles involved in this process include:

• Paternity and Filiation: Establishing the biological relationship between the child and the alleged father.
• Child Support: Once paternity is established, the father has a legal duty to support the child financially.
• Best Interest of the Child: The court always considers the best interest of the child in cases involving child support and custody.

Conclusion

In conclusion, while the acknowledgment of the father on the birth certificate plays a significant role in establishing paternity and the obligation for financial support, it is not the sole determinant. A DNA test result, along with other substantial evidences, can be used to establish paternity and claim financial support for the child. It is advised to seek legal assistance to guide you through the legal process ensuring the best interest of the child is upheld.

Suspension and NTE Philippines

Usapin Tungkol sa Pag-suspinde Dahil sa Hindi Pagpirma sa Overtime at Pagtugon sa NTE

Q: Tama po ba ang ginawang pag-suspinde sa aking kasamahan dahil hindi siya pumirma sa Sunday overtime at sa pagkakaroon nila ng argumento ng visor?

A: Upang masagot ang iyong tanong, kailangan nating tignan ang ilang mahahalagang aspeto na may kinalaman sa labor laws sa Pilipinas.

1. Karapatan sa Rest Day

Sa ilalim ng Labor Code of the Philippines, may karapatan ang bawat empleyado sa isang rest day kada linggo, na hindi dapat bumaba sa isang araw para sa bawat anim na araw ng pagtatrabaho.

2. Overtime Pay

Kung pinagtrabaho ang isang empleyado sa kanyang rest day, nararapat na bayaran siya ng karampatang overtime pay. Kung ayaw ng empleyado na pumasok sa kanyang rest day, ito ay kanyang karapatan at hindi dapat gamiting basehan para sa anumang disciplinary action.

3. Pagtugon sa Notice to Explain (NTE)

Ang Notice to Explain (NTE) ay isang paraan para bigyan ang empleyado ng pagkakataon na ipaliwanag ang kanyang panig sa isang insidente. Ang pagtugon sa NTE ay isang hakbang para sa due process na itinatakda ng batas para sa proteksyon ng mga empleyado laban sa arbitraryong pag-terminate o pag-discipline.

4. Disiplinaryong Aksyon

Sa situwasyong ito, mukhang ginamit ng kumpanya ang disciplinaryong proseso para parusahan ang empleyado. Dapat tiyaking naaayon ito sa company policies at guidelines na itinakda ng kumpanya at na ito ay hindi labag sa mga karapatan ng empleyado na itinakda ng batas.

Mga Hakbang na Dapat Gawin:

1. Konsultasyon sa Abogado

   Kung hindi klaro ang mga patakaran ng kumpanya, maaaring maghanap ng legal advice mula sa isang abogado para mabigyan ng guidance ang empleyado sa kung paano ito dapat harapin.

2. Pagsusuri ng Company Policies

   Suriin ang company handbook o ang mga patakaran na ipinatutupad ng kumpanya ukol sa working hours, overtime, at rest days, pati na rin ang tamang proseso sa paghandle ng disciplinary actions.

3. Pagsagot sa NTE

   Mahalagang sumagot ang empleyado sa NTE ng may sapat na kaalaman sa kanyang mga karapatan at responsibilidad.

Paalala:

• Due Process

  Dapat ay sumusunod sa tamang proseso ang kumpanya sa pag-implement ng anumang disciplinary action, at dapat ay binibigyan ng pagkakataon ang empleyado na maipahayag ang kanyang panig bago magpasya ang kumpanya.

• Karapatan sa Tamang Bayad

  Dapat ay binabayaran ng tama ang empleyado ayon sa oras ng kanyang pagtratrabaho, kabilang na ang mga oras na ginugol para sa overtime.

• Right to Refuse Overtime

  Sa kaso ng rest day overtime, ang empleyado ay may karapatang tumanggi, at hindi ito dapat gamitin laban sa kanya.

Sa kabuuan, mahalaga na mabatid ng empleyado ang kanyang mga karapatan sa ilalim ng batas para matiyak na siya ay tratratuhin ng patas at makatarungan.