Here are selected February 2011 rulings of the Supreme Court of the Philippines on legal and judicial ethics:
Administrative proceedings; compromise agreements. The compromise agreement between complainant and respondent, or the fact that complainant already forgave respondent, does not necessarily warrant the dismissal of the administrative case. Three reasons justify the continuation of the administrative matter despite the compromise agreement or the forgiveness. One, the Court’s disciplinary authority is not dependent on or cannot be frustrated by the private arrangements entered into by the parties; otherwise, the prompt and fair administration of justice, as well as the discipline of court personnel, will be undermined. Two, public interest is at stake in the conduct and actuations of the officials and employees of the Judiciary. Accordingly, the efforts of the Court in improving the delivery of justice to the people should not be frustrated and put to naught by any private arrangements between the parties. And, three, the Court’s interest in the affairs of the Judiciary is a paramount concern that bows to no limits. Benigno B. Reas v. Carlos M. Relacion, A.M. No. P-05-2095. February 9, 2011.
Administrative Proceedings; substantial evidence. Bayani was charged with dishonesty for failure to disclose in her Personal Data Sheet that she was previously admonished in an administrative case. Bayani invoked good faith as her defense. The Court ruled that while her defense of good faith may be difficult to prove as clearly it is a question of intention, a state of mind, erroneous judgment on the part of Bayani does not, however, necessarily connote the existence of bad faith, malice, or an intention to defraud. In administrative proceedings, only substantial evidence is required to warrant disciplinary sanctions. Substantial evidence is defined as relevant evidence as a reasonable mind might accept as adequate to support a conclusion. Thus, after much consideration of the facts and circumstances, while the Court has not shied away in imposing the strictest penalty to erring employees, neither can it think and rule unreasonably in determining whether an employee deserves disciplinary sanction. Bayani was admonished and warned that a repetition of the same or similar offense will warrant the imposition of a mere severe penalty. Re: Anonymous Complaint against Ms. Hermogena F. Bayani for Dishonesty, A.M. No. 2007-22-SC. February 1, 2011.