Cause is the essential reason for the contract, while motive is the particular reason of a contracting party which does not affect the other party and which does not preclude the existence of a different consideration. Article 1351 of the Civil Code provides that "the particular motives of the parties in entering into a contract are different from the cause thereof." 

The elements of the offense penalized under B.P. Blg. 22 are: (1) making, drawing, and issuance of any check to apply to account or for value; (2) knowledge of the maker, drawer, or issuer that at the time of issue he does not have sufficient funds in or credit with the drawee bank for the payment of the check in full upon its presentment; and (3) subsequent dishonor of the check by the drawee bank for insufficiency of funds or credit, or dishonor of the check for the same reason had not the drawer, without any valid cause, ordered the bank to stop payment. The maker's knowledge is presumed from the dishonor of the check for insufficiency of funds.

It is a settled rule that a tribunal may at any time take judicial notice of the records of a case pending before it,  and satisfy itself that copies of the pleadings filed by the parties are in the numbers required by its rules. The failure of a pleading to comply with such procedural imperative set by the court, leaves the latter the discretion either to reject that pleading or order completion of the number of copies thereof. Where, however, the party whose pleading has been shunted aside offers to show that it has fully complied with the requirements of the rules and that the records kept by the tribunal contain inaccurate entries, the latter body should pause and listen, and give that party a day in court

Loss of trust and confidence to be a valid ground for an employee's dismissal must be clearly established.A breach is willful if it is done intentionally, knowingly and purposely, without justifiable excuse, as distinguished from an act done carelessly, thoughtlessly, heedlessly or inadvertently. It must rest on substantial grounds and not on the employer's arbitrariness, whims, caprices or suspicion, otherwise, the employee would remain at the mercy of the employer.

Within the field of administrative law, while strict rules of evidence are not applicable to quasi-judicial proceedings, nevertheless, in adducing evidence constitutive of substantial evidence, the basic rule that mere allegation is not evidence cannot be disregarded. Finally, in case of doubt in construction and interpretation of social legislation statutes, the liberality of the law in favor of the working man and woman prevails in light of the Constitution's social justice policy