4/20/2021 E-Library - Information At Your Fingertips: Printer Friendly employment medical examination on Castillon is not one of the bases of this Court on the finding of work-relatedness. However, in this case, it is only suggestive that his colon cancer was not yet symptomatic, not having been detected at the time he was examined. Thus, Castillon's illness is work-related and compensable. Under Section 20(B)(1), respondents must pay petitioners US$50,000.00 and an additional amount of US$7,000.00 to each child under 21 years, but not exceeding four (4) children.[111] Respondents must also pay petitioners an amount of US$1,000.00 for the burial expenses.[112] III Generally, the law frowns upon quitclaims executed by employees for being contrary to public policy. However, when it is executed voluntarily, fully understanding its terms and with a corresponding reasonable consideration, the quitclaim is valid and binding. [113] Legitimate waivers or quitclaims are regarded as the law between the employers and employees. In Radio Mindanao Network, Inc. v. Amurao III,[114] Indeed, there are legitimate waivers that represent the voluntary and reasonable settlements of laborers' claims that should be respected by the Court as the law between the parties. Where the party has voluntarily made the waiver, with a full understanding of its terms as well as its consequences, and the consideration for the quitclaim is credible and reasonable, the transaction must be recognized as a valid and binding undertaking, and may not later be disowned simply because of a change of mind. A waiver is essentially contractual.[115] When the waiver or quitclaim is freely and voluntarily executed, it discharges the employer from liability to the employee.[116] If the agreement was voluntarily entered into and represents a reasonable settlement, it is binding on the parties and may not later be disowned on a whim.[117] In Goodrich Manufacturing Corporation v. Ativo:[118] It is true that the law looks with disfavor on quitclaims and releases by employees who have been inveigled or pressured into signing them by unscrupulous employers seeking to evade their legal responsibilities and frustrate just claims of employees. In certain cases, however, the Court has given effect to quitclaims executed by employees if the employer is able to prove the following requisites, to wit: (1) the employee executes a deed of quitclaim voluntarily; (2) there is no fraud or deceit on the part of any of the parties; (3) the consideration of the quitclaim is credible and reasonable; and (4) the contract is not contrary to law, public order, public policy, morals or good customs, or prejudicial to a third person with a right recognized by law.[119] https://elibrary.judiciary.gov.ph/thebookshelf/showdocsfriendly/1/66406 16/35