1. Sarah was hired by Prestige Hotel as a Guest Relations Associate on probation for six months. The standards for regularization were explained to her by the Human Resources upon her engagement. On the 5th month, her boss made an evaluation of her performance. On the expiration of the probationary period, Sarah was informed by Prestige Hotel that her work is unsatisfactory and that she failed to meet the required standards. To give her a chance to improve her performance, Prestige Hotel instead of terminating Sarah's employment, extended, with Sarah's consent, the probation period for another three months. The extension, notwithstanding, her performance did not improve, on account of which, Prestige Hotel terminated her employment at the end of the extended period. Was Sarah's dismissal valid?

2. Fiesta Hotel is an international luxury hotel in the Philippines. It employs Mayabang as Director of Rooms, and Maloko as one of the department's room attendants. They are good friends. The duties of Maloko include cleaning the room, replenishing bath supplies and mini-bar amenities, and secures the designated rooms. One day, a foreign rich VIP guest complained that he lost his collection of Rolex watches in his room assigned to Maloko. Upon investigation by the hotel, the evidence, particularly a CCTV footage, pointed to Maloko as the most probable culprit. Maloko, however, alleges that he acted with the assistance of and under the command of Mayabang. There is NO concrete evidence, however, that clearly links Mayabang to the incident. However, since Mayabang assumed his role as Director of Rooms 2 years back, there had been two similar incidents in which two VIP guests also lost very precious jewelries. Likewise, the room attendants who were found to be the perpetrators also pointed to Mayabang as their "boss", but without convincing evidence to prove Mayabang's participation. In short, in a span of 2 years, three big thefts took place inside the guests' rooms while Mayabang is a Director of Rooms. Previously, after both the first and second incidents, Mayabang was ordered by the Country Manager to implement the necessary actions to prevent the same from happening. Now, after the latest incident, the Country Manager of the Hotel is now worried that the image of the hotel brand will be tarnished. He recommended to the Director of Human Resources to terminate the employment of Mayabang for loss of trust and confidence as Director of Rooms. May the hotel terminate the employment of Mayabang on such ground?