Substantial Evidence is the Standard of Proof Required in Labor Cases
Substantial evidence is that amount of evidence which a reasonable mind might accept as adequate to justify a conclusion. Proving a labor case does not have to be beyond reasonable doubt. Proof that is substantial enough to support a position may be sufficient to establish a claim or defense.
The post below is based on the book Guide to Valid Dismissal of Employees Second Edition (pp. 88-89).
In evaluating evidence available in a dismissal case, must the guilt of an employee be proved beyond reasonable doubt just like in criminal cases?
The answer is no. Proceeding in labor is administrative in nature.
All administrative determinations require only substantial proof and not clear and convincing evidence.
Substantial evidence is that amount of evidence which a reasonable mind might accept as adequate to justify a conclusion. It is more than a mere scintilla; it is of a more substantial and relevant consequence and excludes vague, uncertain and irrelevant matter, implying a quality of proof which induces conviction and makes an impression on reason.
In short, the quantum of evidence required in labor cases is less than that in criminal cases. As to level of difficulty, it is easier to prove a case in labor than in criminal court.
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