entitled, “Lilibeth Lazaga v. Grand Placement & General Services Corp., et al.”[41] and should not be relitigated under the principle of stare decisis.   Stare decisis et non quieta movere. Stand by the decision and disturb not what is settled.  Stare decisis simply means that for the sake of certainty, a conclusion reached in one case should be applied to those that follow if the facts are substantially the same, even though the parties may be different. It proceeds from the first principle of justice that, absent any powerful countervailing considerations, like cases ought to be decided alike.[42]  Thus, where the same questions relating to the same event have been put forward by parties similarly situated as in a previous case litigated and decided by a competent court, the rule of stare decisis is a bar to any attempt to relitigate the same issue.[43]   In the Lazaga case, Lazaga was contracted to work as factory worker for Philips in Chupei City, Taiwan for one year, from July 26, 1994 to July 26, 1995 with a stipulated salary of NT$13,350.00.  On April 27, 1995, she was transferred to the Philips factory in Chungli City.  Upon the expiration of her contract, she extended the same until she was voluntarily repatriated onFebruary 15, 1996.  Thereafter, she filed her complaint for non-payment of salary differential, night shift differential, full attendance bonus and payment of excessive placement fee against petitioner, Philips and Labor International Corp., before the NLRC, National Capital Region, Quezon City.   In her complaint, Lazaga alleged that: she is entitled to salary differential as the salary of NT$13,350.00 in the OFW Info Sheet refers to the basic salary, exclusive of other benefits such as shift allowance, factory incentives, full attendance bonus, monthly dormitory bonus and others; she is entitled to night shift