• This case establishes that while an "attitude problem" can be a valid ground for dismissal analogous to loss of trust and confidence, the employer bears the burden of proving it with substantial evidence. The Supreme Court relaxed procedural rules to decide the case on its merits, ultimately finding that the employer, Heavylift Manila, Inc., failed to prove just cause and did not follow the proper procedure for termination. The Court thus affirmed the findings of the labor tribunals that the employee, Ma. Dottie Galay, was illegally dismissed.

• The Employee: Ma. Dottie Galay was an Insurance and Provisions Assistant for Heavylift Manila, Inc.
• The Warning: On February 23, 1999, Heavylift gave Galay a letter citing her low performance and negative feedback from colleagues about her "work attitude."
• The Termination: About six months later, on August 16, 1999, Heavylift terminated Galay's employment, citing loss of confidence.
• Labor Complaint: Galay filed a complaint for illegal dismissal and nonpayment of benefits.

• Labor Arbiter (LA) Ruling: The LA found the dismissal illegal, ruling that Heavylift failed to prove a valid cause and did not follow proper notice requirements.
• NLRC Ruling: The National Labor Relations Commission affirmed the LA's decision.
• Court of Appeals (CA) Ruling: The CA dismissed Heavylift's petition for *certiorari* due to multiple procedural defects, such as failure to state full names, attach required pleadings, and provide proper verification and certification against forum shopping.

• Should the CA have dismissed the petition on purely technical grounds?
• Is an "attitude problem" a valid cause for termination?
• Did Heavylift prove the existence of this cause and follow procedural due process?

The Supreme Court DENIED the petition and AFFIRMED the labor tribunals' findings of illegal dismissal.

• Relaxation of Procedural Rules: The Court set aside the CA's dismissal on technicalities, opting to decide the case on its merits in the interest of substantial justice.
• "Attitude Problem" as Just Cause: The Court held that an employee's attitude problem *is* a valid ground for termination, as it is analogous to loss of trust and confidence and can be detrimental to the company.
• Failure to Prove Just Cause and Due Process: Heavylift failed to meet its burden of proof. It did not present substantial evidence to prove Galay's alleged attitude problem. Furthermore, the warning letter was procedurally defective as it did not specify the acts complained of and did not give her an opportunity to explain, thus violating the twin-notice requirement.

• Attitude Problem as Just Cause: An employee's attitude problem that is detrimental to the work environment is a valid ground for termination, analogous to loss of trust and confidence.
• Burden of Proof: In illegal dismissal cases, the employer has the burden to prove with substantial evidence that the termination was for a just or authorized cause.
• Twin-Notice Requirement: Procedural due process in terminations requires two written notices: (1) a notice of the specific charges with an opportunity for the employee to explain, and (2) a notice of the employer's final decision to terminate.
• Relaxation of Procedural Rules: Courts may relax the strict application of procedural rules in the interest of substantial justice to fully adjudicate a case on its merits.