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Solace Plastics, a private manufacturing company, terminates Keva, a line operator, for allegedly refusing to comply with a directive to stay after shift and to modify production records and sign an overtime log indicating hours worked. Keva had raised concerns that the directive would require her to falsify records, which she believes would be illegal. The supervisor asserts the conduct constitutes willful disobedience of a lawful order, effective immediately. Keva has no prior disciplinary record. (a) Identify the controlling doctrine on discipline of employees and why it applies to this scenario. (b) Determine whether Keva's act constitutes willful disobedience of a lawful order and thus a just cause for dismissal. (c) If Solace Plastics failed to observe due process (notice and hearing) prior to termination, what remedy should Keva be entitled to under Philippine law?