This principle was reiterated in the recent case of Seagull Shipmanagement and Transport, Inc. v. NLRC.   While indeed, the Labor Codes provisions on disability benefits under the Employees Compensation Commission (ECC) require the element of workrelation for an illness to be compensable, the 1996 POEA SEC giving a more liberal provision in favor of the seafarer must apply. As a rule, stipulations in an employment contract not contrary to statutes, public policy, public order or morals have the force of law between the contracting parties. In controversies between a laborer and his master, doubts reasonably arising from the evidence, or in theinterpretation of agreements and writing should be resolved in the formers favor. The policy is to extend the doctrine to a greater number of employees who can avail of the benefits under the law, in consonance with the avowed policy of the State to give maximum aid and protection of labor. (Citations omitted)[20]   The aforecited ruling is controlling for it is based on facts and issues that are strikingly parallel to those obtaining in the present case: both cases involve Filipino seafarers stricken with coronary artery disease during the terms of their contracts.   As in Remigio v. National Labor Relations Commission, therefore, we apply to the present case Section 20-B(5) of the 1996 POEA-SEC as legal basis for the grant of disability benefits to Cantomayor who was afflicted with coronary artery disease during the term of his contract. The CA therefore was correct in ruling that the claim of Cantomayor had legal basis. We must point out, though, that it was mistaken in citing, not Section 20-B, but Section 32-A. The latter provision (Section 32-A) can be found only in the 2000 POEA-SEC,[21] which took effect after the parties entered into their 1998 employment contract.   As to the finding of the LA and NLRC that said ailment was pre-existing, the same is belied by the result of Cantomayors PEME.