Professional Documents
Culture Documents
GN UST-Labor-Law-2013 PDF
GN UST-Labor-Law-2013 PDF
A: The law that defines State policies on labor and e.g. Collective Bargaining Negotiations
employment and governs the rights and duties of the
employer (Er) and employees (Ee) with respect to: 3. Social Legislation All laws passed by the State
1. The terms and conditions of employment, and to promote public welfare. It includes statutes
intended to enhance the welfare of the people Secretary of Labor and Employment, G.R. No. 85867,
even where there is no Er-Ee relationship. (1993)].
e.g. GSIS Law, SSS Law, Philhealth benefits, Q: What are the requisites before past practices
Agrarian Laws would be considered as a source of labor law?
Q: Is there any distinction between Labor Legislation A: It is a consensual, nominate, principal, and
and Social Legislation? Explain. commutative contract whereby one person, called
the Er, compensates another, called the laborer,
A: Labor Legislation is sometimes distinguished from worker or Ee, for the latters service. It is relationship
social legislation by the former referring to labor impressed with public interest in keeping with our
statutes, like Labor Relations Law and Labor constitutional policy of social justice.
Standards, and the latter to Social Security Laws.
Labor legislation focuses on the rights of the worker Q: What are the essential characteristics of a
in the workplace. contract of labor?
A:
1. Labor Code (LC) and other related special
legislation [including their respective
Implementing Rules and Regulations (IRR)]
2. Contracts
3. Collective Bargaining Agreement (CBA)
4. Company practice
5. Company policies
To this end, the State shall regulate the and convenience of the public. The protection to
acquisition, ownership, use, and disposition of labor clause in the Constitution is not designed to
property and its increments. oppress or destroy capital [Capili vs. NLRC, G.R. No.
117378, (1997)].
16. Sec. 2, Art. XIII - The promotion of social justice
shall include the commitment to create The law in protecting the rights of the Ees authorizes
economic opportunities based on freedom of neither oppression nor self-destruction of the Er
initiative and self-reliance. [Pacific Mills Inc. vs. Alonzo, G.R. No. 78090, (1991)].
It should be made clear that when the law tilts the
17. Sec. 13, Art. XIII The State shall establish a scale of justice in favor of labor, it is but a recognition
special agency for disabled persons for their of the inherent economic inequality between labor
rehabilitation, self-development and self-reliance and management. The intent is to balance the scale
and their integration into the mainstream of of justice; to put the two parties on relatively equal
society. positions. There may be cases where the
circumstances warrant favoring labor over the
18. Sec. 14, Art. XIII The State shall protect working interests of management but never should the scale
women by providing safe and healthful working be so tilted if the result is an injustice to the
conditions, taking into account their maternal employer. Justitia nemini neganda est (Justice is to be
functions, and such facilities and opportunities denied to none) [Philippine Geothermal, Inc. vs. NLRC
that will enhance their welfare and enable them and Edilberto M. Alvarez, G.R. No. 106370, (1994)].
to realize their full potential in the service of the
nation. NEW CIVIL CODE AND OTHER LAWS
Q: What is the State policy on labor as found in the Q: What are other related laws to labor?
Constitution (Sec. 3, Art. XIII)?
A:
A: 1. New Civil Code (NCC)
1. Afford full protection to labor a. Art. 19 Every person must, in the exercise
2. Promote full employment of his rights and in the performance of his
3. Ensure equal work opportunities regardless of duties, act with justice, give everyone his
sex, race, or creed due, and observe honesty and good faith.
4. Assure the rights of workers to self-organization, b. Art. 1700 - The relations between capital
security of tenure, just and humane conditions of and labor are not merely contractual. They
work, participate in policy and decision-making are so impressed with public interest that
processes affecting their right and benefits labor contracts must yield to the common
5. Regulate the relations between Ers and workers good. Therefore, such contracts are subject
to the special laws on labor unions,
Q: What are the basic rights of workers guaranteed collective bargaining, strikes and lockouts,
by the Constitution (Sec. 3, Art. XIII)? closed shop, wages, working conditions,
hours of labor and similar subjects.
A: The Right to: c. Art. 1701 - Neither capital nor labor shall
1. Security of tenure act oppressively against the other, or
2. Living wage impair the interest or convenience of the
3. Humane working conditions public.
4. Share in the fruits of production d. Art. 1702 - In case of doubt, all labor
5. Self-organization legislation and all labor contracts shall be
6. Collective bargaining and negotiation construed in favor of the safety and decent
7. Engage in peaceful concerted activities, including living for the laborer.
the right to strike e. Art. 1703 - No contract which practically
8. Participate in policy and decision making amounts to involuntary servitude, under
processes any guise whatsoever, shall be valid.
f. Art. 1704 - In collective bargaining, the
Q: What is the principle of non-oppression? labor union or members of the board or
committee signing the contract shall be
A: The principle mandates capital and labor not to act liable for non-fulfillment thereof.
oppressively against each other or impair the interest
g. Art. 1705 - The laborer's wages shall be n. Home Development Mutual Fund Law of
paid in legal currency. 2009
h. Art. 1706 - Withholding of the wages, o. The Magna Carta of Women
except for a debt due, shall not be made by p. Comprehensive Agrarian Reform Law as
the employer. amended by R.A. 9700
i. Art. 1707 - The laborer's wages shall be a
lien on the goods manufactured or the LABOR CODE
work done.
j. Art. 1708 - The laborer's wages shall not be Q: What is the aim of labor law?
subject to execution or attachment, except
for debts incurred for food, shelter, A: The aim of labor law is social justice.
clothing and medical attendance.
k. Art. 1709 - The employer shall neither seize Q: What is social justice?
nor retain any tool or other articles
belonging to the laborer. A: Social Justice is neither communism, nor
l. Art. 1710 - Dismissal of laborers shall be despotism, nor atomism, nor anarchy, but the
subject to the supervision of the humanization of laws and the equalization of social
Government, under special laws. and economic force by the State so that justice in its
rational and objectively secular conception may at
2. Revised Penal Code (RPC) least be approximated. Social Justice means the
Art. 289 Formation, maintenance and promotion of the welfare of all the people, the
prohibition of combination of capital or labor adoption by the government of measures calculated
through violence or threats. Any person to insure economic stability of all the competent
who, for the purpose of organizing, elements of society, through the maintenance of a
maintaining or preventing coalitions or proper economic and social equilibrium in the
capital or labor, strike of laborers or lock-out interrelations of the members of the community,
of employees, shall employ violence or constitutionally, through the adoption of measures
threats in such a degree as to compel or legally justifiable, or extra-constitutionally, through
force the laborers or employers in the free the exercise of powers underlying the existence of all
and legal exercise of their industry or work, governments on the time-honored principle of salus
if the act shall not constitute a more serious populi est suprema lex [Calalang vs. Williams, G.R.
offense in accordance with the provisions of No. 47800, (1940)].
the RPC.
Q: What are the limitations in invoking the principle
3. Special Laws of social justice?
a. E.O. 180 - Providing guidelines for the
exercise of the Right to Organize of A:
Government Employees, creating a Public 1. Not to undermine property rights resulting in
Sector Labor-Management Council, and for confiscation [Guido vs.Rural Progress Adm, L-
other purposes 2089, (1949)]
b. R.A. 8291 - Government Service Insurance 2. May only protect the laborers who come to court
Act of 1997 with clean hands [Phil.Long Distance Telephone
th
c. 13 Month Pay Law Co. vs. NLRC, G.R. 80609, (1988)]
d. Retirement Pay Law 3. Never result to an injustice or oppression of the
e. SSS Law Er [Phil.Geothermal Inc. vs. NLRC, G.R. No.
f. Paternity Leave Act 106370, (1994)]
g. Anti Child Labor Act
h. Anti Sexual Harassment Act Q: May social justice as a guiding principle in labor
i. Magna Carta for Public Health Workers law be so used by the courts in sympathy with the
j. Solo Parents Welfare Act of 2000 working man if it collides with the Equal protection
k. National Health Insurance Act as amended clause of the Constitution? (2003 Bar Question)
by R.A. 9241
A: Yes. The State is bound under the Constitution to
l. Migrant Workers and Overseas Filipinos Act
afford full protection to Labor and when conflicting
of 1995 as amended by RA 10022
interests collide and they are to be weighed on the
m. PERA Act of 2008
scales of social justice, the law should accord more
sympathy and compassion to the less privileged created by special (original) charter from Congress
workingman [Fuentes v. NLRC, 266 SCRA 24, (1997)]. are subject to Civil Service rules.
However it should be borne in mind that social justice Art. 3, Declaration of Basic Policy
ceases to be an effective instrument for the
equalization of the social and economic forces by Q: What is the policy of the State on labor as found
the State when it is used to shield wrongdoing in the LC?
[Corazon Jamer v. NLRC, 278 SCRA 632 (1997)].
A: It is the policy of the State to:
Q: What agency exercises the rule-making power 1. Afford full protection to labor
granted in the Labor Code? 2. Promote full employment
3. Ensure equal work opportunities regardless of sex,
A: The Department of Labor and Employment (DOLE) race, or creed
thru the Secretary of Labor and Employment (SLE) 4. Assure the rights of workers to self organization,
and other Government agencies charged with the security of tenure, just and humane conditions of
administration and enforcement of the LC or any of work, participate in policy and decision-making
its parts shall promulgate the necessary IRRs. processes affecting their right and benefits
5. Regulate the relations between Ers and workers.
Note: Such rules and regulations shall become effective 15
days after announcement of their adoption in newspapers
of general circulation. Art. 4, Construction in favor of Labor
A: No. The law also recognizes that management has Art. 212, Definitions
rights which are also entitled to respect and
enforcement in the interest of fair play [St. Lukes Q: Who is an employer?
Medical Center Ees Assn vs. NLRC, G.R. No. 162053,
(2007)]. A: Any person acting in the interest of an Er, directly
or indirectly. The term does not include a labor
Art. 166, Policy organization or any of its officers and agents, except
when acting as an Er. (Art. 212[e], LC)
Q: What is the policy of the State in relation to
Employees Compensation and State Insurance An Er is defined as any person or entity that employs
Fund? the services of others; one for whom work is done
and who pays their wages of salaries; any person
A: The State shall promote and develop a tax-exempt acting in the interest of an Er; refers to the enterprise
Ees compensation program whereby Ees and their where the labor organization operates or seeks to
dependents, in the event of work-connected operate. (Sec.1[s], Rule I, Book V, IRR)
disability or death, may promptly secure adequate
income benefits and medical related benefits. [Art. Note: The term employer is not restricted to business
166, LC] owners alone because it includes any person as long as he
acts in the interest of the Er.
Q: What is the purpose of a Workmens
Compensation Act? Q: When is a labor organization deemed an
employer?
A: The primary purpose of a Workmens
Compensation Act is to provide compensation for A: When it is acting as such in relation to persons
disability or death resulting from occupational rendering services under hire, particularly in
injuries or diseases, or accidental injury to, or death connection with its activities for profit or gain.
of Ees.
Note: The mere fact that respondent is a labor union does
Art. 211, Declaration of Policy not mean that it cannot be considered an Er for persons
who work for it. Much less should it be exempted from
labor laws [Bautista vs. Inciong, G.R. No. L-52824, (1988)].
Q: What are the policy objectives of our Labor
Relations law?
Q: Who is an employee?
A: The state aims to promote:
A: The term employee covers:
1. Free CB and negotiations, including voluntary
1. Any person in the employ of the Er
arbitration, mediation and conciliation as modes
2. Any individual whose work has ceased as a result
of settling labor or industrial disputes;
of or in connection with any current labor
2. Free trade unionism;
dispute or because of any unfair labor practice if
3. Free and voluntary organization of a strong and
he has not obtained any other substantially
united labor movement;
equivalent and regular employment
4. Enlightenment of workers concerning their rights
3. One who has been dismissed from work but the
and obligations as union members and as Ees;
legality of dismissal is being contested in a forum
5. Adequate administrative machinery for the
of appropriate jurisdiction. (D.O. No. 40-03)
expeditious settlement of labor or industrial
disputes; Note: The term shall not be limited to the Ees of a
6. Stable but dynamic and just industrial peace; particular Er unless the LC explicitly states.
7. Participation of workers in the decision-making
processes affecting their rights, duties and Any Ee, whether employed for a definite period or not,
welfare; shall, beginning on the first day of service, be considered an
8. Truly democratic method of regulating the Ee for purposes of membership in any labor union. (Art.
relations between the Ers and Ees by means of 277[c], LC)
agreements freely entered into through CB, no
court or administrative agency or official shall Q: What is a labor dispute?
have the power to set or fix wages, rates of pay,
hours of work or other terms and conditions of A: A labor dispute includes any controversy or matter
employment, except as otherwise provided concerning:
under the LC. 1. Terms and conditions of employment, or
application of the contract, or alleged violation of its candidness and openness by Management and
provisions. participation by the union, representing its members.
In fact, our Constitution has recognized the principle
Art. 255, Exclusive Bargaining Representation and of shared responsibility between Ers and workers and
Workers Participation in Policy and Decision- has likewise recognized the right of workers to
Making participate in policy and decision-making process
affecting their rights [PAL vs. NLRC, G.R. No. 85985,
Q: Who shall be the bargaining representative of (1993)].
the employees for purposes of collective bargaining?
Q: What is the principle of codetermination? (2007
A: The labor organization designated or selected by Bar Question)
the majority of the Ees in an appropriate collective
bargaining unit shall be the exclusive representative A: It refers to the right of workers to participate in
of the Ees in such unit for the purpose of CB. policy and decision-making process affecting their
However, an individual Ee or group of Ees shall have rights and benefits [PAL vs. NLRC, G.R. No. 85985
the right at any time to present grievances to their Er. (1993); Art. XIII, Sec. 3, 1987 Constitution].
(Art. 255, LC, as amended by Sec. 22 of R.A. No. 6715,
1989) Q: May an employer solicit questions, suggestions
and complaints from employees who are
Q: What is the extent of the workers right to represented by a union?
participate in policy and decision-making processes
in a company? A: No, unless:
1. The CB representative executes an agreement
A: Such right refers not only to formulation of waiving the right to be present on any occasion
corporate programs and policies but also to when Ee grievances are being adjusted by the Er;
participation in grievance procedures and voluntary and
modes of settling disputes. 2. Er acts strictly within the terms of his waiver
agreement.
Q: Explain the extent of the workers right to
participate in policy and decision-making process as Q: The hotel union filed a Notice of Strike with the
provided under Art. XIII, Sec. 13 of the 1987 National Conciliation and Mediation Board (NCMB)
Constitution. Does it include membership in the due to an unfair labor practice against the Diamond
Board of Directors of a corporation? (2008 Bar Hotel who refused to bargain with it. The hotel
Question) advised the union that since it was not certified by
the DOLE as the exclusive bargaining agent, it could
A: No. The Supreme Court recognized the right of the not be recognized as such. The union sought to
union to participate in policy formulation and bargain for members only. May the Union bargain
decision-making process on matters affecting the collectively?
union members rights, duties and welfare. However,
such participation of the union in committees of the A: No. Art. 255 of the LC declares that only the labor
Er is not in the nature of a co-management control of organization designated or selected by the majority
the business. Impliedly, therefore, workers of the Ees in an appropriate CB unit is the exclusive
participatory right in policy and decision-making representative of the Ees in such unit for the purpose
processes does not include the right to put a union of CB. The union is admittedly not the exclusive
member in a corporations Board of Directors. representative of the majority of the Ees of the hotel,
[Manila Electric Company vs. Quisumbing, G.R. No. hence, it could not demand from the hotel the right
127598, (1999)]. to bargain collectively in their behalf [Manila
Diamond Hotel vs. Manila Diamond Hotel Ees Union,
Q: May the management be compelled to share with G.R. No. 158075, (2006)].
the union or its employees its prerogative of
formulating a Code of Discipline? Q: Who is a managerial employee?
A: Yes. The Code of Discipline involves security of A: The person who is vested with the powers or
tenure and loss of employment a property right. It prerogatives to lay down and execute management
is time that management realizes that to attain policies and/or to hire, transfer, suspend, lay-off,
effectiveness in its conduct rules, there should be recall, discharge, assign or discipline Ees.
Art. 277, Miscellaneous Provisions Q: Under what circumstances may the termination
of employees be suspended by the SLE?
Q: What is the right to security of tenure?
A: The SLE may suspend the effects of the
A: The right to security of tenure connotes that no termination in the event of a prima facie finding by
worker shall be dismissed upon employment without the appropriate official of the DOLE before whom
cause and without due process. such dispute is pending that the termination may
cause a serious labor dispute or is in implementation
Q: What is the workers right to notice and hearing of a mass lay-off. (Art. 277(b), as amended by Sec. 33,
prior to dismissal? R.A 6715)
A: Art. 277 (b) of the LC provides that: Q: Who has the burden of proving the existence of a
1. The Er shall furnish the Ee whose employment is valid or authorized cause of termination?
sought to be terminated a written notice
containing a statement of the causes for A: The Er has the burden of proof in proving that the
termination; and termination was for a valid or authorized cause. The
2. Afford the Ee ample opportunity to be heard and existence of a just or authorized cause for dismissal
to defend himself cannot be presumed. A contrary rule would
contravene the constitutional policy of affording
Note: In connection with dismissals for authorized causes, protection to the worker. (Art. 277, LC)
the Er must serve a written notice upon the worker and the
DOLE at least 1 month before the intended date of Q: Is a labor organization responsible for the
termination. (Art. 283, LC) preservation of industrial peace?
Q: Why is notice and hearing necessary in cases of A: Yes. The Ministry shall help promote and gradually
employee dismissal? develop, with the agreement of labor organizations
and Ers, labor-management cooperation programs at
A: The twin requirement of notice and hearing appropriate levels of the enterprise based on the
constitutes essential elements of due process in cases shared responsibility and mutual respect in order to
of Ee dismissal. The requirement of notice is intended ensure industrial peace and improvement in
to inform the Ee concerned of the Ers intent to productivity, working conditions and the quality of
dismiss and the reason for the proposed dismissal, working life. [Art. 277(g), LC, incorporated by B.P Blg.
upon the other hand, the requirement of hearing 130]
affords the Ee opportunity to answer his Ers charges
against him and accordingly to defend himself Q: How about in establishments where no legitimate
therefrom before dismissal is effected. Neither of labor organization exists?
these two requirements can be dispensed with
without running afoul of the due process A: Labor management committees may be formed
requirement of the 1987 Constitution [Century Textile voluntarily by workers and Ers for the purpose of
Mills, Inc., et al. v. NLRC, et al. G.R. No. 77859, May promoting industrial peace. [Art. 277(h), LC, as
25, 1988]. amended by Sec. 33, R.A. 6715]
Q: What is recruitment and placement? A: They are individual workers who are able to secure
contracts for overseas employment opportunities
A: with Ers without the assistance or participation of any
1. Any act of canvassing, enlisting, contracting, agency. [Rule II, Omnibus Rules and Regulations
transporting, utilizing, hiring or procuring implementing the Migrant Workers and Overseas
workers; and Filipinos Act of 1995 as amended by R.A. 10022]
2. Includes referrals, contact services, promising or
advertising for employment, locally or abroad, Q: Is recruitment and placement constituted even if
whether for profit or not. (Art. 13 [b] ,LC) employment is offered only to one person?
Q: What are the essential elements in determining A: Yes, the number of persons dealt with is not an
whether one is engaged in recruitment and essential ingredient of the act of recruitment and
placement? placement of workers. The proviso merely lays down
a rule of evidence that where a fee is collected in
A: It must be shown that: consideration of a promise or offer of employment to
1. The accused gave the complainant the distinct 2 or more prospective workers, the individual or
impression that she had the power or ability to entity dealing with them shall be deemed to be
send the complainant for work, engaged in the act of recruitment and placement. The
2. Such that the latter was convinced to part with words "shall be deemed" create that presumption
his money in order to be so employed [People vs. [People vs. Panis, G.R. L-58674-77, (1986)].
Goce, G.R. No. 113161, (1995)].
Q: What is a private employment agency?
Q: Who is deemed engaged in recruitment and
placement? A: Any person or entity engaged in the recruitment
and placement of workers for a fee which is charged,
A: Any person or entity which, in any manner, offers directly or indirectly, from the workers or Ers or both.
or promises for a fee employment to 2 or more (Art. 13, LC)
persons. (Art. 13[b], LC)
Q: What is a private recruitment agency?
Q: Who may engage in recruitment and placement?
A: It is any person or association engaged in the
A: GR: No person or entity other than the public recruitment and placement of workers without
employment offices, shall engage in the charging any fee, directly or indirectly, from the
Recruitment and Placement of workers. workers or Ers.
Q: The DOLE issued an alien employment permit for A: An Alien Employment Registration Certificate.
Earl Cone, a U.S. citizen, as sports consultant and
assistant coach for GMC. Later, the Board of Special Q: What is the duration of the employment permit?
Inquiry of the Commission on Immigration and
Deportation approved Cones application for a A: GR: Minimum of 1 year
change of admission status from temporary visitor
to pre-arranged employee. A month later, GMC
PRIVATE SECTOR PARTICIPATION IN THE A: No. It is because Art. 27 of the LC requires at least
RECRUITMENT AND PLACEMENT OF WORKERS 75%.
Q: What are the entities in the private sectors that Q: Who are disqualified to engage in the business of
can participate in recruitment and placement of recruitment and placement of workers?
workers?
A:
A: 1. Travel agencies and sales agencies of airline
1. Shipping or manning agents or representatives companies; (Art. 26, LC)
2. Private recruitment offices 2. Officers or members of the board of any
3. Public employment offices corporation or members in a partnership
4. Construction contractors if authorized by the engaged in the business of a travel agency;
DOLE and Construction Industry Authority. 3. Corporations and partnerships, when any of its
5. Persons that may be authorized by the SLE officers, members of the board or partners, is
6. Private employment agencies. (Sec. 1, Rule VII, also an officer, member of the board or partner
Book I, IRR of the LC) of a corporation or partnership engaged in the
business of a travel agency;
Q: What are the qualifications for participation in 4. Persons, partnerships or corporations which have
recruitment and placement of workers? derogatory records, such as but not limited to
those:
A: a. Certified to have derogatory record or
1. Filipino citizens, or partnerships or corporations information by the NBI or by the Anti-Illegal
with at least 75% of the authorized capital stock Recruitment Branch of the POEA;
is owned and controlled by Filipino citizens; (Art. b. Against whom probable cause or prima facie
27, LC) finding of guilt for illegal recruitment or
2. Capitalization other related cases exists;
a. Single proprietorship or partnership
-A minimum capitalization of P2 million
12. Granting a loan to an overseas Filipino worker holders of 1. Failure to actually deploy
with interest exceeding eight percent (8%) per authority. without valid reason;
annum, which will be used for payment of legal 2. Failure to reimburse
and allowable placement fees and make the expenses incurred by the
migrant worker issue, either personally or worker in connection
through a guarantor or accommodation party, with his/her
postdated checks in relation to the said loan documentation and
13. Refusing to condone or renegotiate a loan processing for purposes
incurred by an OFW after his employment of deployment;
contract has been prematurely terminated 3. To allow a non-Filipino
through no fault of his or her own citizen to head or
14. For a suspended recruitment/manning agency manage a licensed
to engage in any kind of recruitment activity recruitment/ manning
including the processing of pending workers agency.
applications; and
15. For recruitment/manning agency or a foreign Q: Who are the persons prohibited from engaging
principal/Er to pass on the OFW or deduct from the business of recruiting migrant workers?
his or her salary the payment of the cause of
fees, premium or other insurance related A:
charges, as provided under the compulsory 1. Unlawful for any official or Ee of the:
workers insurance coverage a. DOLE
16. Imposing a compulsory and exclusive b. POEA
arrangement whereby an OFW is required to: c. Overseas Workers Welfare Administration
a. Avail a loan only from specifically designated (OWWA)
institutions, or entities or persons d. DFA
b. To undergo health examinations only from e. Other Government agencies involved in the
specifically designated medical, entities or implementation of this Act
persons, except seafarers whose medical
th
examination cost is shouldered by the ship 2. Their relatives within the 4 civil degree of
owne consanguinity or affinity, to engage, directly or
c. To undergo training of any kind only from indirectly in the business of recruiting migrant
designated institutions, entities or persons, workers. (Sec. 8, R.A. 8042)
except for recommendatory trainings
mandated by principals/shipowners (Sec. 6, LICENSE vs. AUTHORITY
R.A. 8042, Migrant Workers and Overseas
Filipino Act, as amended by R.A. 10022) Q: How does the law regulate the business or
recruitment and replacement?
Q: What are the differences between the prohibited
acts under the Labor Code and R.A. 8042 or the A: By requiring license and authority.
Overseas Filipinos and Overseas Migrant Workers
Act, as amended by R.A. 10022? Q: What is a license?
Q: Is the license or authority transferable? Q: Larry Domingo was accused of the crime of illegal
recruitment. He argued that he issued no receipt or
A: No, they are non-transferable (Art. 29, LC). License document in which he acknowledged as having
or authority is granted on the basis of personal received any money for the promised jobs. Hence,
qualifications of the grantee. Thus, it is beyond the he should be free him from liability. Was Larry
commerce of man. The law prohibits alienation of engaged in recruitment activities?
license or authority.
A: Yes. Even if at the time Larry was promising
Q: A recruitment and placement agency declared employment no cash was given to him, he is still
voluntary bankruptcy. Among its assets is its license considered as having been engaged in recruitment
to engage in business. Is the license of the bankrupt activities, since Art. 13(b) of the LC states that the act
agency an asset which can be sold in public auction of recruitment may be for profit or not. It suffices
by the liquidator? (1998 Bar Question) that Larry promised or offered employment for a fee
to the complaining witnesses to warrant his
A: No, because of the non-transferability of the conviction for illegal recruitment [People vs.
license to engage in recruitment and placement. The Domingo, G.R. No. 181475, (2009)].
LC (Art. 29) provides that no license to engage in
recruitment and placement shall be used directly or Q: How does one prove illegal recruitment? `
indirectly by any person other than the one in whose
favor it was issued nor may such license be A: It must be shown that the accused gave the
transferred, conveyed or assigned to any other distinct impression that he had the power or ability to
person or entity. It may be noted that the grant of a send complainants abroad for work such that the
license is a governmental act by the DOLE based on latter were convinced to part with their money in
personal qualifications, and citizenship and order to be deployed [People vs. Fortuna, 395 SCRA
capitalization requirements. (Arts.27-28, LC). 353 (2003)].
Note: Change of ownership or relationship of a single Q: May a licensee or holder of authority be held
proprietorship licensed to engage in overseas employment liable for illegal recruitment?
shall cause the automatic revocation of the license.
A: Yes, any person (whether non-licensee, non-holder
ESSENTIAL ELEMENTS OF ILLEGAL RECRUITMENT of authority, licensee or holder of authority) who
commits any of the prohibited acts, shall be liable for
Q: What are the elements of illegal recruitment? Illegal recruitment. (R.A. 8042, as amended by R.A.
10022)
A:
1. Offender is a non-licensee or non-holder of Q: What are the kinds of illegal recruitment?
authority to lawfully engage in the
recruitment/placement of workers. A: 1. Simple Illegal Recruitment
2. Complex Illegal Recruitment
2. Offender undertakes:
a. Any act of canvassing, enlisting, contracting, SIMPLE ILLEGAL RECRUITMENT
transporting, utilizing, hiring, or procuring
workers and includes referring, contract Q: What is simple illegal recruitment?
services, promising or advertising for
employment abroad, whether for profit or
A: It is the violation of Arts. 13(b) and 34 of the LC A: Illegal recruitment is defined by law as any
involving less than three recruiters or victims. recruitment activities undertaken by non-licenses or
non-holders of authority [People vs. Senoron, G.R. No.
Q: What is complex illegal recruitment? 119160, (1997)]. It is large scale illegal recruitment
when the offense is committed against 3 or more
A: It is the violation of Arts. 13(b) and 34 of the LC persons, individually or as a group (Art. 38[b], LC). In
involving at least three recruiters or victims. It may view of the above, Maryrose is guilty of large scale
either be: illegal recruitment. Her defense of good faith and the
1. committed by a syndicate; Affidavit of Desistance as well as the refund given will
2. in large Scale not save her because R.A. 8042 is a special law, and
illegal recruitment is malum prohibitum [People vs.
ILLEGAL RECRUITMENT IN LARGE SCALE (SEC. 6, R.A. Saulo, G.R. No. 125903, (2000)].
10022)
ILLEGAL RECRUITMENT AS ECONOMIC SABOTAGE
Q: When is illegal recruitment committed in large
scale? Q: When is illegal recruitment considered as
economic sabotage?
A: When it is committed against three or more
persons individually or as a group. A: When complex illegal recruitment is committed,
such that it is syndicated or done in a large scale.
Q: When is illegal recruitment considered to be
committed by a syndicate? ILLEGAL RECRUITMENT vs. ESTAFA
A: Yes. Consistent with the policy encouraging broker, and the employer-foreign principal alleging
amicable settlement of labor disputes, Sec. 10 of R.A. that she was jailed for three months and that she
8042 allows resolution by compromise of cases filed was underpaid. Should Sunace be held liable for the
with the NLRC. underpayment for the additional two years that she
worked for her Taiwanese employer under the
Q: When shall compromise agreements on money theory of imputed knowledge?
claims be paid?
A: No, the theory of imputed knowledge ascribes the
A: Any compromise/amicable settlement or voluntary knowledge of the agent, Sunace, to the principal
agreement on money claims inclusive of damages Taiwanese Er, not the other way around. The
shall be paid within four months from the approval of knowledge of the principal-foreign Er cannot,
the settlement by the appropriate authority. therefore, be imputed to its agent Sunace.
Q: Are overtime and leave pay included in the terms There being no substantial proof that Sunace knew of
which is the basis in the computation of the and consented to be bound under the 2-year
monetary award? employment contract extension, it cannot be said to
be privy thereto. As such, it and its owner cannot be
A: No. The word salaries in Sec. 10(5) of the LC does held solidarily liable for and of Montehermozos
not include OT and leave pay. For seafarers, DO No. claims arising from the 2-year employment extension
33, series of 1996, provides a Standard Employment [Sunace vs. NLRC, G.R. No. 161757, (2006)].
Contract of Seafarers, in which salary is understood
as the basic wage, exclusive of OT, leave pay and SOLIDARY LIABILITY
other bonuses; whereas OT pay is compensation for
all work performed in excess of the regular 8 hours, Q: What is the liability of the private employment
and holiday pay is compensation for any work agency and the principal or foreign-based employer?
performed on designated rest days and holidays
[Serrano vs. Gallant Maritime Services & Marlow A: They are jointly and solidarily liable for any
Navigation Co., Inc., G.R. No. 167614, (2009)]. violation of the recruitment agreement and the
contracts of employment.
FOREIGN EMPLOYER
Note: This joint and solidary liability imposed by law against
THEORY OF IMPUTED KNOWLEDGE recruitment agencies and foreign Ers is meant to assure the
aggrieved worker of immediate and sufficient payment of
what is due him [Becmen Service Exporter and Promotion
Q: What is the theory of imputed knowledge?
vs. Cuaresma, G.R. Nos. 182978-79, (2009)].
Officer, upon the assurance that he would be made employment contract, pursuant to law and
Chief Officer after a month. It was not done; hence, jurisprudence prior to the enactment of RA 8042
he refused to stay on as Second Officer and was [Serrano vs. Gallant Maritime Services & Marlow
repatriated to the Phils. He had served only 2 Navigation Co., Inc., G.R. No. 167614, (2009)].
months & 7 days of his contract, leaving an
unexpired portion of 9 months & 23 days. Q: What is the basis in computing an employees
compensation in case of premature termination of
Serrano filed with the LA a Complaint against contract?
Gallant Maritime and Marlow for constructive
dismissal and for payment of his money claims. The A: A worker dismissed from overseas employment
LA rendered a favorable decision to Serrano without just, valid or authorized cause as defined by
awarding him $8,770.00, representing his salary for law or contract is entitled to full reimbursement of
3 months of the unexpired portion of his contract of his placement fee with interest at 12% per annum,
employment applying R.A. 8042, Sec 10, par. 5: plus his salary for the unexpired portion of his
employment contract or for three months for every
Money Claims. - In case of termination of year of the unexpired term, whichever is less. (Sec. 7,
overseas employment without just, valid R.A. 10020, 2010)
or authorized cause as defined by law or
contract, the workers shall be entitled to Q: What is the basis in computing an employees
the full reimbursement of his placement compensation in case of premature termination of
fee with interest of 12% per annum, plus contract?
his salaries for the unexpired portion of
his employment contract or for 3 months A: The Migrant Workers Act provides that salaries for
for every year of the unexpired term,
the unexpired portion of the employent contract or
whichever is less.
three months for every year of the unexpired term,
Is the subject clause constitutional? whichever is less, shall be awarded to the overseas
Filipino worker, in cases of illegal dismissal. However
A: No. The subject clause contains a suspect in Serrano v. Gallant Maritime Services (G.R. No.
classification in that, in the computation of the 167614, 2009), the clause or for three months for
monetary benefits of fixed-term Ees who are illegally every year of the unexpired term, whichever is less
discharged, it imposes a 3-month cap on the claim of
is declared unconstitutional and awarded the entire
OFWs with an unexpired portion of one year or more
in their contracts, but none on the claims of other unexpired portion of the employment contract to the
OFWs or local workers with fixed-term employment. overseas Filipino worker.
The subject clause singles out one classification of
OFWs and burdens it with a peculiar disadvantage. Nonetheless, Sec. 7 of R.A. 10022 amended Sec. 10 of
the Migrant Workers Act, and once again reiterated
The clause is a violation of the right of Serrano and the provision of awarding the unexpired portion of
other OFWs to equal protection and right to the employent contract or three months for every
substantive due process, for it deprives him of year of the unexpired term, whichever is less
property, consisting of monetary benefits, without
[Skippers United Pacific, Inc. vs. Doza, et. al, G.R. No.
any existing valid governmental purpose.
175558 (2012)].
Furthermore, prior to R.A. 8042, all OFWs, regardless
of contract periods or the unexpired portions thereof, The declaration in March 2009 of the
were treated alike in terms of the computation of unconstitutionality of the clause or for three months
their monetary benefits in case of illegal dismissal. for every year of the unexpired term, whichever is
Their claims were subjected to a uniform rule of less in RA 8042 shall be given retroactive effect to
computation: their basic salaries multiplied by the the termination that occurred in January 1999
entire unexpired portion of their employment because an unconstitutional clause in the law confers
contracts. The same applies local workers with fixed-
no rights, imposes no duties and affords no
term employment.
protection. The unconstitutional provision is
Thus, Serrano is entitled to his salaries for the entire inoperative, as if it was not passed into law at all [Yap
unexpired period of nine months and 23 days of his
A. The Secretary of Labor and Employment process including lack of notice and hearing by the
DOLE. The DOLE in its answer claimed the existence
Q: What are the grounds for revocation of License? of an emergency in the Middle East which required
prompt measures to protect the life and limb of
A: OFWs from a clear and present danger posed by the
1. Incurring an accumulated 3 counts of suspension ongoing war against terrorism. Should the DOLE
by an agency based on final and executory orders orders be upheld or set aside? (2004 Bar Question)
within the period of validity of its license
2. Violations of the conditions of license A:
3. Engaging in acts of misrepresentation for the 1. The DOLE order cancelling the licenses of XYZ is
purpose of securing a license or renewal void because a report that an agency is covertly
4. Engaging in the recruitment or placement of transporting extremists is not a valid ground for
workers to jobs harmful to the public health or cancellation of a Certificate of Registration (Art.
morality or to the dignity of the country. (Sec. 3, 239, LC) and there is failure of due process as no
Rule I, Book VI, Rules and Regulations Governing hearing was conducted prior to the cancellation
Overseas Employment) (Art. 238, LC).
2. The DOLE order imposing the travel ban is valid
Q: What are the grounds for suspension or because it is a valid exercise of police power to
cancellation of license? protect the national interest (Sec. 3, Art. XIII,
Constitution on full protection to labor safety of
A: workers) and on the rule making authority of the
1. Commission of prohibited acts under Art. 34 SLE [Art. 5, LC; Phil. Assn. of Service Exporters vs.
2. Publishing job announcements w/o POEAs Drilon, G.R. No. 81958, (1988)].
approval
3. Charging a fee which may be in excess of the REGULATORY AND VISITORIAL POWERS OF THE
authorized amount before a worker is employed DOLE SECRETARY
4. Deploying workers w/o processing through POEA
5. Recruitment in places outside its authorized area. Q: What are the regulatory powers of the Secretary
(Sec. 4, Rule II, Book IV, POEA Rules) of Labor and Employment?
6. If the employment agency fails to provide the
ticket or PTA within 48 hours from receipt of the A:
notice [R.A. 10022] 1. Restrict and regulate the recruitment and
placement activities of all agencies
Q. What is the degree of proof required for 2. Issue orders and promulgate rules and
suspension of license or authority? regulations
15. For a recruitment/manning agency or a foreign 2. When public welfare so requires. (Sec. 4 R.A.
principal/ Er to pass on the OFW or deduct from 10022)
his or her salary the payment of the cost of
insurance fees, premium or other insurance Q: What are the minimum conditions/ provisions of
related charges, as provided under the overseas employment contracts?
compulsory worker's insurance coverage
16. Imposing a compulsory and exclusive A:
arrangement whereby an OFW is required to: 1. Guaranteed wages for regular hours and OT, not
a. Avail a loan only from specifically designated lower than the minimum wage prescribed in all
institutions, entities or persons of the following:
b. To undergo health examinations only from a. The host country
specifically designated medical, entities or b. Bilateral agreements or international
persons, except seafarers whose medical conventions ratified by the host country
examination cost is shouldered by the and the Philippines
shipowner c. The Philippines
c. To undergo training of any kind only from 2. Free transportation to and from the worksite or
designated institutions, entities or persons, offsetting benefit
except for recommendatory trainings 3. Free food and accommodation or offsetting
mandated by principals/shipowners. (Sec. 6, benefit
R.A. 10022) 4. Just/ authorized causes of termination of the
contract or services of the worker
PHILIPPINE OVERSEAS EMPLOYMENT
ADMINISTRATION (POEA) Note: An agreement that diminishes the Ees pay and
benefits as contained in a POEA-approved contract is void,
Q: What are the principal functions of the POEA? unless such subsequent agreement is approved by the
POEA.
A:
1. Protection of the right of Filipino workers to fair Q: What is the rule on deployment of OFWs?
and equitable employment practices
2. Regulation of private sector participation in the A: The State shall allow the deployment of OFWs:
recruitment and overseas placement of workers 1. Only in countries where the rights of Filipino
by setting up a licensing and registration system migrant workers are protected.
3. Deployment of Filipino workers through 2. To vessels navigating the foreign seas or to
Government to Government hiring installations located offshore or on high seas
4. Formulation, implementation, and monitoring whose owners/Ers are compliant with
of overseas employment of Filipino workers international laws and standards that protect the
taking into consideration their welfare and rights of migrant workers.
domestic manpower requirements 3. To companies and contractors with international
5. Shall inform migrant workers not only of their operations: Provided, That they are compliant
rights as workers but also of their rights as with standards, conditions and requirements, as
human beings, instruct and guide the workers embodied in the employment contracts
how to assert their rights and provide the prescribed by the POEA and in accordance with
available mechanism to redress violation of internationally-accepted standards. (Sec. 3, R.A.
their rights. (Sec. 14, R.A. 10022) 10022 amending R.A. 8042)
6. Implementation, in partnership with other law-
enforcement agencies, of an intensified Q: What are the guarantees of the receiving country
program against illegal recruitment activities. for the protection of the rights of OFWs?
(Sec. 14, R.A. 10022)
A:
Q: May the POEA, at any time terminate or impose a 1. It has existing labor and social laws protecting
ban on employment of migrant workers? the rights of workers, including migrant workers;
2. It is a signatory to and/or a ratifier of multilateral
A: Yes, in consultation with the DFA based on the ff. conventions, declarations or resolutions relating
grounds: to the protection of workers, including migrant
1. In pursuit of the national interest; or workers; and
3. It has concluded a bilateral agreement or
arrangement with the government on the
protection of the rights of OFWs. (Sec. 3, R.A. Q: What are the regulatory and adjudicatory
10022 amending R.A. 8042) functions of the POEA?
A:
1. Foreign judgments such claim must be
brought before regular courts. POEA is not a
court; it is an administrative agency, exercising
adjudicatory or quasi-judicial functions.
A: Only if an Er-Ee relationship exists. although compensated on a commission basis, [is] exempt
from the observance of normal hours of work for his
Q: Who determines working conditions? compensation is measured by the number of sales he
makes" [Lazaro vs. SSS, 435 SCRA 472].
A: Generally, they are determined by the Er, as he is
usually free to regulate, according to his discretion, Q: What is the rationale behind the law on eight-
all aspects of employment. hour labor?
Q: What is the limitation on the employers power A: It is enacted not only to safeguard the health and
to regulate working conditions? welfare of the Ee or laborer, but also in a way to
minimize unemployment by forcing Ers, in cases
A: It must be done in good faith and not for the where more than 8-hour operation is necessary, to
purpose of defeating or circumventing the rights of utilize different shifts of laborers or Ees working only
the Ees. Such are not always absolute and must be for 8 hours each.
exercised with due regard to the rights of labor.
Q: What are considered hours worked?
Note: Ones employment, profession, trade or calling is a
property right and the wrongful interference therewith is A:
an actionable wrong. 1. All time during which an Ee is required to be:
a. On duty, or
Q: What are the 3 groups of employees under the b. At the Ers premises, or
LC? c. At a prescribed workplace
2. All time during which an Ee is suffered or
A: permitted to work. (Sec. 3, Rule I, Book III, IRR)
1. Managerial Ee - One who is vested with the
powers or prerogatives to lay down and execute Q: What are the principles in determining hours
management policies and/or to hire, transfer, worked?
suspend, lay-off, recall, discharge, assign or
discipline Ees. A:
2. Supervisory Ee - those who in the interest of the 1. All hours which the Ee is required to give to his Er
Er, effectively recommend such managerial regardless of whether or not such hours are
actions if the exercise of such authority is not spent in productive labor or involve physical or
merely routinary or clerical in nature but requires mental exertion.
the use of independent judgment. 2. Rest period is excluded from hours worked, even
3. Rank-and-file Ee - all Ees not falling within any of if Ee does not leave his workplace, it being
the above definitions. (Art. 212[m], LC) enough that:
a. He stops working
NORMAL HOURS OF WORK b. May rest completely
c. May leave his workplace, to go elsewhere,
Q: What are the normal hours of work of an whether within or outside the premises of
employee? the workplace
3. All time spent for work is considered hours worked
A: GR: The normal hours of work of any Ee shall not if:
exceed 8 hours a day. (Art. 83, LC) a. The work performed was necessary
b. If it benefited the Er
XPNs: c. Or the Ee could not abandon his work at the
1. Health Personnel end of his normal working hours because he
2. Compressed Workweek had no replacement
d. Provided, the work was with the knowledge
Note: Normal hours of work may be shortened or of his Er or immediate supervisor
compressed. Neither does it follow that a person who does 4. The time during which an Ee is inactive by reason
not observe normal hours of work cannot be deemed an of interruptions in his work beyond his control shall
employee. In Cosmopolitan Funeral Homes, Inc. vs. Maalat, be considered working time:
the employer similarly denied the existence of an Er-Ee
a. If the imminence of the resumption of the
relationship, as the claimant according to it, was a
work requires the Ees presence at the place of
"supervisor on commission basis" who did not observe
normal hours of work. This Court declared that there was work; or
an Er-Ee relationship, noting that "[the] supervisor,
Q: Can hospitals require resident physicians to be on E.g. travel from job site to job site during the
duty beyond the 40-hour workweek limitation? work day, must be counted as working
hours.
A: GR: The customary practice of requiring resident
physicians beyond the 40 hrs. of work per week is not c. Travel away from home
permissible and violates the limitation under Art. 83. GR:
a. Travel that requires an overnight stay on
XPN: If there is a training agreement between the the part of the Ee when it cuts across
resident physician and the hospital and the training the Ees workday is clearly working time.
program is duly accredited or approved by b. The time is not only hours worked on
appropriate government agency. regular workdays but also during
corresponding working hours on non-
Q: Who are the health personnel covered by the 40- working days. Outside of these regular
hour workweek? working hours, travel away from home
is not considered working time.
A:
1. Those in cities and municipalities with a XPN: During meal period or when Ee is
population of at least 1 million; or permitted to sleep in adequate facilities
2. Those in hospitals and clinics with a bed capacity furnished by the Er.
of at least 100
Q: When are hours not counted to be compensable?
Note: Art. 83(2) of the LC does not require hospitals to pay
the Ees a full weekly salary with paid 2 days off [San Juan de A:
Dios Ees Assoc.-AFW et al. vs. NLRC, G.R. No. 126383, 1. Ee ceases to work
(1997)].
2. Ee may rest completely
3. Ee may leave at his will the spot where he
Q: When are hours worked compensable? actually stays while working to go somewhere
else (Luzon Stevedoring vs. Luzon Marine)
A: When: 4. When work is broken/not continuous (NDC vs.
1. Ee is required to be on duty CIR)
2. Ee is suffered or permitted to work 5. Assembly time, routinary practice of employees,
3. Rest periods of short duration during working proceedings not infected with complexities so as
hours to deprive employees time to attend to their
4. Travel time, when beneficial to the Er (Rada vs. personal pursuits (Arica vs. NLRC)
NLRC): 6. Meal time (60 mins.), unless predominantly
spent for the Ers benefit
a. Travel from home to work
GR: Normal travel from home to work is not Note: Activities before work and after work are deemed
working time. performed during work hours, where such activities are
controlled or required by the Er and are pursued
necessarily and primarily for the Ers benefit.
Q: Under what conditions may a "compressed Note: Where during a meal period, the laborers are
workweek" schedule be legally authorized as an required to stand by for emergency work, or where the
exception to the "8-hour a day" requirement under meal hour is not one of complete rest, such is considered
OT. [Pan Am vs. Pan Am Ees Association, G.R. No. L-16275,
the LC? (2005 Bar Question)
(1961)] Rest periods or coffee breaks running from 5 to 20
mins. shall be considered as compensable working time.
A: (Sec. 7, Rule I, Book III, IRR)
1. The Ee voluntarily agrees to it
2. There is no diminution in their weekly or monthly Q: Are meal periods provided during overtime work
take home pay or fringe benefits compensable?
3. The benefits are more than or at least
commensurate or equal to what is due to the Ees A: Yes, since the 1 hour meal period (non-
without the compressed work week compensable) is not given during OT work because
4. OT pay will be due and demandable when they the latter is usually for a short period and to deduct
are required to work on those days which should from the same would reduce to nothing the Ees OT
2. Not Compensable Ee requested for the shorter Q: When is idle time considered working time?
meal time so that he can leave work earlier than
the previously established schedule. Requisites: A: When the Ee is idle or inactive by reason of
a. Ees voluntarily agree in writing and are interruptions beyond his control shall be considered
willing to waive OT pay for the shortened working time.
meal period;
b. No diminution in the salary and other fringe Q: What are the conditions in order for lectures,
benefits of the Ees which are existing before meetings and training programs to be NOT
the effectivity of the shortened meal period; considered as working time?
c. Work of the Ees does not involve strenuous
physical exertion and they are provided with A: All of the ff. conditions must be present:
adequate coffee breaks in the morning and 1. Attendance is outside of the Ers regular working
afternoon; hours
d. Value of the benefits derived by the Ees 2. Attendance is in fact voluntary and
from the proposed work arrangements is 3. The Ee does not perform any productive work
equal to or commensurate with the during such attendance.
compensation due them for the shortened
meal period as well as the OT pay for 30 OVERTIME WORK, OVERTIME PAY
mins. as determined by the Ees concerned;
e. OT pay will become due and demandable Q: What is overtime work?
after the new time schedule
f. Arrangement is of temporary duration. A: Work performed beyond 8 hours within the
workers 24-hour workday.
WAITING TIME
Note: Express instruction from the Er to the Ee to render
Q: When is an employee considered working while OT work is not required for the Ee to be entitled to OT pay;
on call? it is sufficient that the Ee is permitted or suffered to work.
However, written authority after office hours during rest
days and holidays are required for entitlement to
A: When Ee is required to remain on call in the Ers
compensation.
premises or so close thereto that he cannot use the
time effectively and gainfully for his own purpose.
Q: What is a work day?
Q: When is waiting time considered working time?
A: The 24-hour period which commences from the
time the Ee regularly starts to work
Illustration: If the worker starts to work 8 am Q: What is the basis of computing the overtime pay
today, the workday is from 8 am today up to and additional remuneration?
8 am tomorrow.
A: Regular wage which includes the cash wage only,
Note: Minimum normal working hours fixed by law need without deduction on account of the facilities
not be continuous to constitute the legal working day. provided by the Er. (Art. 90, LC)
Q: What is the rationale behind the overtime pay? Q: In lieu of overtime pay, the employee was given
permission to go on leave on some other day, is that
A: Ee is made to work longer than what is valid?
commensurate with his agreed compensation for the
statutory fixed or voluntarily agreed hours of labor he A: No. Permission given to the Ee to go on leave on
is supposed to do [PNB vs. PEMA and CIR, G.R. No. L- some other day of the week shall NOT exempt the Er
30279, (1982)]. It discourages the Er from requiring from paying the additional compensation required
such work thus protecting the health and well-being because it would prejudice the Ee, for he will be
of the worker, and also tend to remedy deprived of the additional pay for the OT work he has
unemployment by encouraging Ers to employ others rendered and which is utilized to offset the
workers to do what cannot be accomplished during undertime he may have incurred. Undertime could be
the normal hours of work. charged against the Ees accrued leave.
Q: Distinguish overtime pay from premium pay. Q: Socorro is a clerk-typist in Hospicio de San Jose, a
charitable institution dependent for its existence on
A: contributions and donations from well wishers. She
OVERTIME PAY PREMIUM PAY renders work 11 hours a day but has not been given
Additional compensation for OT pay since her place of work is a charitable
Additional work performed within 8 hours institution. Is Socorro entitled to overtime pay?
compensation for on days when normally he should Explain briefly. (2002 Bar Question)
work performed not be working (on non-working
beyond 8 hours days, such as rest days and A: Yes. Socorro is entitled to OT compensation. She
on ordinary days special days.) does not fall under any of the exceptions to the
(within the But additional compensation for coverage of Art. 82, under the provisions of hours of
workers 24-hour work rendered in excess of 8 work. The LC is equally applicable to non-profit
workday) hours during these days is also institutions. A covered Ee who works beyond 8 hours
considered OT pay. is entitled to OT compensation.
Q: What are the overtime pay rates? Q: Flores applied for the position of driver in the
motor-pool of Gold Company, a multinational
A: corporation. Danilo was informed that he would
PAY RATES frequently be working overtime as he would have to
OT during a regular working day drive for the company's executives even beyond the
ordinary 8-hour work day. He was provided with a
Additional compensation of 25% of the regular wage contract of employment wherein he would be paid a
monthly rate equivalent to 35 times his daily wage,
OT during a holiday or rest day
regular sick and vacation leaves, 5 day-leave with
Rate of the first 8 hours worked on
pay every month and time off with pay when the
plus at least 30% of the regular wage (RW):
company's executives using the cars do not need
Danilo's service for more than eight hours a day, in
If done on a special holiday OR rest day:
lieu of overtime. Are the above provisions of the
30% of 130% of RW
contract of employment in conformity with, or
violative of, the law?
If done on a special holiday AND rest day:
30% of 150% of RW
A: Except for the provision that Danilo shall have time
off with pay when the company's executives using the
If done on a regular holiday:
cars do not need Danilo's service for more than 8
30% of 200% of RW
hours a day, in lieu of OT, the provisions of the
contract of employment of Danilo are not violative of
any labor law because they instead improve upon the A: Where a worker incurs undertime hours during his
present provisions of pertinent labor laws. regular daily work, said undertime hours should not
be offset against the overtime hours on the same day
Q: May an employee be compelled to render or on any other day. It is both prohibited by the
overtime work? statute and by jurisprudence.
night work which exceeds a specified limit. This limit available to women workers who would otherwise be
shall be fixed by the SLE after consulting the workers called upon to perform such work:
representatives/labor organizations and Ers. (Art.
154, Chapter V, LC, as amended by R.A. 10151) 1. Before and after childbirth, for a period of at
least 16 weeks, which shall be divided between
Q: Who are covered by the provisions on night work the time before and after childbirth;
under R.A. 10151? 2. For additional periods, in respect of which a
medical certificate is produced stating that said
A: GR: All persons, who shall be employed or additional periods are necessary for the health of
permitted or suffered to work at night. the mother or child:
a. During pregnancy;
XPN: Those employed in agriculture, stock b. During a specified time beyond the period,
raising, fishing, maritime transport and inland after childbirth is fixed pursuant to
navigation, during a period of not less than 7 paragraph 1, the length of which shall be
consecutive hours, including the interval from determined by the DOLE after consulting the
midnight to 5 in the morning, to be determined labor organizations and Ers.
by the SLE after consulting the workers
representatives/ labor organizations and Ers. Note: During the periods referred to in this article:
1. A woman worker shall not be dismissed or given notice
Q: What is night shift differential (NSD)? of dismissal, except for just or authorized causes
provided for in the Code that are not connected with
pregnancy, childbirth and childcare responsibilities.
A: It is additional compensation of not less than 10%
2. A woman worker shall not lose the benefits regarding her
of an Ees regular wage for every hour worked status, seniority, and access to promotion which may
between 10 pm to 6 am, whether or not such period attach to her regular night work position.
is part of the workers regular shift.
Q: May a pregnant women and nursing mothers be
Q: Do workers have the right to undergo health allowed to work at night?
assessment to avoid health problems associated
with night work? A: Yes, but only if a competent physician, other than
the company physician, shall certify their fitness to
A: At their request, workers shall have the right to render night work, and specify, in the case of
undergo health assessment without charge and to pregnant Ees, the period of the pregnancy that they
receive advice on how to reduce or avoid health can safely work.
problems associated with their work:
1. Before taking up an assignment as a night Q: What are the facilities required from Ers under
worker; R.A. 10151?
2. At regular intervals during such an assignment;
and A:
3. If they experience health problems during such 1. Suitable first-aid facilities, including arrangements
an assignment which are not caused by factors where such workers, where necessary, can be
other than the performance of night work. taken immediately to a place for appropriate
treatment.
Note: Night workers who are certified as unfit for night 2. Safe and healthful working conditions and
work, due to health reasons, shall be transferred, whenever
adequate or reasonable facilities, i.e. sleeping or
practicable, to a similar job for which they are fit to work. If
resting quarters in the establishment, and
such transfer to a similar job is not practicable, these
workers shall be granted the same benefits as other transportation from the work premises to the
workers who are unable to work, or to secure employment nearest point of their residence subject to
during such period. exceptions and guidelines to be provided by the
DOLE.
Q: Are women allowed to be employed for night
work? Q: May an Ee waive his right to night shift
differential?
A: Yes, under R.A. 10151 which repealed Arts. 130
and 131 of the LC on Night Work prohibition with A: GR: No, such waiver is against public policy
regard to women workers. However, measures shall [Mercury Drug Co., Inc. vs. Dayao, et al., G.R. No.
be taken to ensure that an alternative to night work is L-30452, (1982)].
Q: Is part-time work prohibited under Philippine Q: What can the contractor furnish?
laws?
A: The contractor may furnish:
A: No, it is not prohibited. The LC merely provides for 1. Both material and labor, or
the maximum number of hours and not the 2. Only labor
minimum. Under Art. 124, as amended by R.A. 6727,
wage proportionate to part-time work is recognized. Q: What are the duties of a contractor who furnishes
both work and the material?
Note: The wage and benefits of a part-time worker are in
proportion to the number of hours worked. For example, if A: This is equivalent to sale; therefore, these are the
an Ee earns P300.00 for an 8-hour work, he shall then get duties:
P150.00 for work done in 4 hours.
1. To deliver
2. To transfer ownership
CONTRACT FOR A PIECE OF WORK 3. To warrant against eviction and hidden defects
Q: Define contract for a piece of work. Q: What are the remedies of the Er in case of
defects?
A: It is a contract whereby the contractor binds
himself to execute a piece of work for the Er, in price A:
or consideration of a certain compensation. The 1. Ask the contractor to remove the defect or to
contractor may employ his labor, skill or also furnish execute another work.
the material. 2. If the contractor fails or refuses, the Er can ask
another at the contractors expense. If a building
Note: All workers paid on piece-work shall be entitled to
is involved, expenses for correction and
receive not less than the prescribed daily minimum wage or
completion may be recovered.
a proportion thereof for working less than 8 hours.
Q: Distinguish contract for piece of work from lease Q: What is the rule on agreements waiving or
of services. limiting the contractors liability?
A: A:
1. In the absence of fraud, the agreement would
CONTRACT FOR PIECE OF
LEASE OF SERVICES ordinarily be valid.
WORK
2. In the absence of prohibitory statute, the validity
The object is the of a limitation is generally upheld, with a view of
The object is services.
resultant work or object. obtaining compensation commensurate to the
The risk is generally risk assumed.
borne by the Er, not by
The risk is borne by the
the worker unless the Q: A asked B to make a radio cabinet. B bound
worker before delivery.
latter is guilty of fault or himself to furnish the material. Before the radio
negligence. cabinet could be delivered, it was destroyed by a
fortuitous event. a) Who suffers the loss? b) Is the
Q: Who is a contractor? contract extinguished?
MINIMUM WAGE DEFINED, MINIMUM WAGE A: In the determination of such regional minimum
SETTING wages, the Regional Board shall, among other
relevant factors consider the following:
Q: What is minimum wage?
1. The demand for living wages
A: Statutory minimum wage is the lowest wage rate 2. Wage adjustment vis-a-vis the consumer price
fixed by law that an Er can pay his workers. index
3. The cost of living and changes or increases
Q: What is the rationale for fixing a minimum wage? therein
4. The needs of workers and their families
A: The legislature was entitled to adopt measures to 5. The need to induce industries to invest in the
reduce the evils of the sweating system, the countryside
exploiting of workers at wages so low as to be 6. Improvements in standards of living
insufficient to meet the bare cost of living, thus 7. The prevailing wage levels
making their very helplessness the occasion of a most 8. Fair return on the capital invested and capacity
injurious competition. The legislature had the right to to pay by Ers
consider that its minimum wage requirements would 9. Effects on employment generation and family
be an important aid in carrying out its policy of income
protection. 10. The equitable distribution of income and wealth
along the imperatives of economic and social
There is also an additional and compelling development
consideration which recent economic experience has
brought into a strong light. The exploitation of a class Q: What is salary ceiling method?
of workers who are in an unequal position with
respect to bargaining power and are thus relatively A: A method of minimum wage adjustment whereby
defenceless against the denial of a living wage is not the wage adjustment is applied to Ees receiving a
only detrimental to their health and well-being but certain denominated ceiling. In other words, workers
casts a direct burden of their support upon the already being paid more than the existing minimum
community. What these workers lose in wages the wage are also to be given a wage increase [ECOP vs.
taxpayers are called upon to pay. The bare cost of NWCP, G.R. No. 96169, (1991)].
living must be met [West Coast Hotel v. Parrish, 300
US 79]. Q: What is a floor wage method?
Q: Who are exempted from the coverage of fixing a A: It involves the fixing of a determinate amount to
minimum wage? be added to the prevailing statutory minimum wage
rates.
A:
1. Household or domestic helpers, including family Q: The Regional Wage Board of Region II issued a
drivers and persons in the personal service of Wage Order granting all Ees in the private sector
another; throughout the region an across-the-board increase
2. Homeworkers engaged in needle-work; of P15.00 daily. Is this Wage Order valid?
3. Workers employed in any establishment duly
registered with the National Cottage Industries A: The Wage Order is valid insofar as the mandated
and Development Authority, provided that such increase applies to Ees earning the prevailing
workers perform the work in their respective minimum wage rate at the time of the passage of the
homes; Wage Order and void with respect to its application
4. Workers in a duly registered cooperative when to Ees receiving more than the prevailing minimum
so recommended by the Bureau of Cooperative wage rate at the time of the passage of the Wage
Development and upon approval of the SLE. (Sec. Order. The Regional Wage granted an across-the-
2, Rule VII, Book III, IRR of LC) board wage increase of P15.00 to all Ees in the
region. It did not set a wage level nor a range to
Q: What are the standards or criteria for minimum which a wage adjustment or increase shall be added.
wage setting? In doing so, the Regional Wage Board exceeded its
authority by extending the coverage of the Wage
Order to wage earners receiving more than the
prevailing minimum wage rate, without a
denominated salary ceiling. The Wage Order granted a. If resulting amount is equivalent to or more
additional benefits not contemplated by R.A. No. than the applicable statutory minimum rate
6727. [MBTC vs. NWPC Commission, G.R. No. 144322, in relation to the number of hours worked
(2007)] worker will receive such amount
b. If the amount is less than the applicable legal
Q: Since the Wage Order was declared void with rate Er is required by law to pay the
respect to its application to employees receiving difference between the resulting amount
more than the prevailing minimum wage rate at the and the applicable legal minimum rate.
time of the passage of the Wage Order, should these
Ees refund the wage increase received by them? APPRENTICES/LEARNERS/PERSONS WITH DISABILITY
A: No. The Es should not refund the wage increase Q: What is the minimum wage rate for
since they received it in good faith, in the honest apprentices/learners and persons with disability?
belief that they are entitled to such wage increase
and without any knowledge that there was no legal A: The wage or salary rate shall not be less than 75%
basis for the same [MBTC vs. NWPC Commission, G.R. of the applicable minimum wage.
NO. 144322, (2007)].
COMMISSION
MINIMUM WAGE OF WORKERS PAID BY RESULTS
Q: What is a commission?
Q: Who are workers paid by results?
A: A fee paid based on a percentage of the sale made
A: They are: by an Ee or agent, as distinguished from regular
1. paid based on the work completed; and payments of wages or salary.
2. not on the time spent in working
3. Including those who are paid on piecework, Q: Are commissions included in the computation of
takay, pakiaw, or task basis if their output the basic salary?
rates are in accordance with the standards
prescribed. A:
1. If the commission is comprised of a pre-
WORKERS PAID BY RESULTS determined percentage of the selling price of the
goods included in the basic salary
Q: What is the application of wage orders to 2. If the commission were paid as productivity
workers paid by results? bonuses or closely resemble profit-sharing, or
when it has no clear, direct or necessary relation
A: All workers paid by result, including those who are to the amount of work actually done by each
paid on piece work, takay or task basis, shall be individual employee excluded from basic salary
entitled to receive not less than the prescribed daily
minimum wage or a proportion thereof for working DEDUCTIONS FROM WAGES
less than 8 hours.
Q: What is the rule on wage deductions?
Q: What is the minimum wage of workers paid by
results? A: GR: Deductions from wages are strictly prohibited
A: XPNs:
1. Those who are paid piece rates which are 1. Deductions under Art. 113 of the LC for
prescribed in Piece Rate orders issued by DOLE insurance premiums
wages or earnings are determined by simply 2. Union dues in cases where the right of the
multiplying the number of pieces produced by worker or his union to check off has been
the rate per piece. recognized by the Er or authorized in writing
2. Those who are paid output rates which are by the individual worker concerned (Art.
prescribed by the Er and are not yet approved by 113, LC). Art. 241(o) of the LC provides that
the DOLE the number of pieces produced is special assessments may be validly checked-
multiplied by the rate per piece as determined by off provided that there is an individual
the Er. written authorization duly signed by every
Ee.
3. Deductions for SSS, Medicare and Pag-ibig and is not due to an error in the construction/
premiums application of a doubtful or difficult question of
4. Taxes withheld pursuant to the Tax Code law.
5. Deductions under Art. 114 of the LC for loss
or damage to tools, materials or equipment FACILITIES vs. SUPPLEMENTS
6. Deductions made with the written
authorization of the Ee for payment to a Q: Distinguish between facilities and supplement
third person. (Sec 13, Rule VIII, Book III of the
IRR) A:
7. Deductions as disciplinary measures for FACILITIES SUPPLEMENT
habitual tardiness (Opinion dated March 10, Extra remuneration or
1975 of the Labor Secretary) Items of expenses special privileges or
8. Agency fees under Art. 248(e)of the LC necessary for the laborers benefits given to or
9. Deductions for value of meals and facilities and his familys existence received by the laborers
freely agreed upon and subsistence over and above their
10. In case where the Ee is indebted to the Er ordinary earnings or
where such indebtedness has become due Note: Does not include tools wages [Atok Big Wedge
and demandable. (Art. 1706, NCC) of trade or articles / services
Mining Co. vs. Atok Big
primarily for the benefit of
11. In court awards, wages may be subject of Wedge Mutual Benefit
the Er or necessary to the
execution or attachment, but only for debts conduct of the Ers business. Assoc., G.R. No. L-7349,
incurred for food, shelter, clothing, and (1955)].
medical attendance. (Art. 1703, NCC) Forms part of the wage Independent of wage
12. Salary deduction of a member of a legally Deductible from wage Not wage deductible
established cooperative. (R.A. 6938, Art. 59, For the benefit of the Granted for the
LC) worker and his family. convenience of the Er.
Q: Are deductions for absences allowed? Q: What is the criterion in determining whether an
item is a supplement or facility?
A: Yes. Deductions for unpaid absences are allowed.
If the Ee is monthly paid, the equivalent daily rate A: The criterion is not so much with the kind of the
should be determined first before making the benefit or item (food, lodging, bonus or sick leave)
deduction. given, but its purpose [State Marine vs. Cebu
Seamens Assn., G.R. No. L-12444, (1963)].
NON-DIMINUTION OF BENEFITS
Q: When can the cost of facilities furnished by the
Q: What is the concept of non-diminution of employer be charged against an employee?
benefits?
A: In order that the cost be charged against the Ee,
A: GR: Benefits being given to Ees cannot be taken the latters acceptance of such facilities must be
back or reduced unilaterally by the Er because the voluntary.
benefit has become part of the employment contract,
whether written or unwritten. Q: What are the requirements for deducting values
for facilities?
XPN: When diminution of benefits is done to
correct an error. A:
1. Proof must be shown that such facilities are
Note: If the error is not corrected in a reasonable time, it customarily furnished by the trade
ripens into a company policy and Ees can demand it as a
2. The provision of deductible Facilities must be
matter of right.
voluntarily accepted in writing
3. The Facilities must be charged at fair and
Q: When is non-diminution of benefits applicable?
reasonable value [Mabeza vs. NLRC, G.R. No.
118506, (1997)]
A: It is applicable if it is shown that the grant of
benefit:
Q: Are food and lodging, or the electricity and water
1. Is based on an express policy of the law; or
consumed by a hotel worker, considered facilities?
2. Has ripened into practice over a long period of
time and the practice is consistent and deliberate
A: No. These are supplements. Considering, 3. Should a WD exist, there is no legal requirement
therefore, that hotel workers are required to work that, in the rectification of that distortion by a re-
different shifts and are expected to be available at adjustment of the wage rates of the differing
various odd hours, their ready availability is a classes of Ees, the gap which had previously or
necessary matter in the operations of a small hotel. historically existed be restored in precisely the
Furthermore, granting that meals and lodging were same amount. In other words, correction of a
provided and indeed constituted facilities, such WD may be done by re-establishing a substantial
facilities could not be deducted without the Er or significant gap (as distinguished from the
complying first with certain legal requirements. historical gap) between the wage rates of the
[Mabeza vs. NLRC, G.R. No. 118506, (1997)] differing classes of Ees.
4. The re-establishment of a significant difference in
WAGE DISTORTION/RECTIFICATION wage rates may be the result of the resort to
grievance procedures or CB negotiations. [Metro
Q: What is Wage Distortion (WD)? Transit Org., Inc. vs. NLRC, G.R. No. 116008,
(1995)]
A: A situation where an increase in wage results in
the elimination or severe contraction of intentional Q: Distinguish the process for correction of wage
quantitative differences in wage or salary rates distortion of organized establishments and
between and among the Ee-groups in an unorganized establishments?
establishment as to effectively obliterate the
distinctions embodied in such wage structure based A:
on skills, length of service or other logical bases of Organized Unorganized
differentiation. Establishment Establishment
(with union) (without union)
Q: What are the elements of wage distortion? The Er and the union The Er and the workers
shall negotiate to shall endeavor to correct
A: correct distortion. the distortion.
1. An existing hierarchy of positions with Any dispute shall be
corresponding salary rates. Any dispute shall be
resolved through a
2. A significant change or increase in the salary rate settled through the
grievance procedure
of a lower pay class without a corresponding NCMB.
under the CBA.
increase in the salary rate of a higher one; If it remains unresolved,
3. The elimination of the distinction between the 2 If it remains unresolved
it shall be dealt with
groups or classes; and within 10 days it shall be
through voluntary
4. The WD exists in the same region of the country referred to the NLRC.
arbitration.
[Alliance Trade Unions vs. NLRC, G.R. No. 140689, The dispute will be The NLRC shall conduct
(2004)]. resolved within 10 days continuous hearings and
from the time the decide the dispute within
Q: Is the employer legally obliged to correct wage dispute was referred to 20 days from the time the
distortion? voluntary arbitration. same was referred.
A: The Er and the union shall negotiate to correct the Q: Can the issue of wage distortion be raised in a
distortions. If there is no union, the Er and the notice of strike?
workers shall endeavor to correct such distinctions.
A: No. WD is non-strikeable [Ilaw at Buklod ng
Q: What are the basic principles in wage distortion? Manggagawavs. NLRC, G.R. No. 91980, (1991)]. WD is
neither a deadlock in collective bargaining nor ULP.
A:
1. The concept of WD assumes an existing group or DIVISOR TO DETERMINE DAILY RATE
classification of Ees which establishes distinctions
among such Ees on some relevant or legitimate Q: How is the estimated equivalent monthly rate
basis. This classification is reflected in a differing (EEMR) of daily-paid employees computed?
wage rate for each of the classes of Ees. A:
2. Often results from Government decreed
increases in minimum wages. 1. For those who are required to work every day
including Sundays or rest days, special days and
regular holidays.
EEMR = (Applicable daily rate x 261 days)/12 EMERGENCY REST DAY WORK
2. Local Special Public Holiday Regular working called legal holidays. The following are considered
day regular holidays:
Q: Can a Christian employee working within the A: Yes. But Ee shall be compensated twice his regular
Muslim area be compelled to work during Muslim rate.
holiday?
Q: What are the rates of compensation for regular
A: No. All workers, Muslims and Christians, working holidays on employees regular workday and rest
within the Muslim area are entitled to holiday pay on day?
Muslim holidays [SMC vs. CA, G.R. 146775, (2002)].
A:
Q: Can a Muslim Ee working outside the Muslim FORMULA TO COMPUTE WAGES ON
area be compelled to work during the observance of REGULAR HOLIDAYS
the MH? (M.C.No.10, Series of 2004)
RH on Ees regular
A: GR: No. Muslim Ees shall be excused from work RH on Ees rest day
during Mulsim holidays without diminution of salary workday
or wages. If unworked
100% 100%
XPN: Those who are permitted or suffered to
work on Muslim holidays are entitled to at least e.g. Php 300 RW e.g. Php 300 RW
100% basic pay + 100% as premium of their basic
If worked (1st 8 hrs)
pay [SMC vs. CA, G.R. 146775, (2002)].
200% 200% + 30% of 200%
Note: RH falling within temporary or periodic shutdown
and temporary cessation of work are compensable. e.g. 300(RW) e.g 600 (200% of RW)
However, if the temporary or periodic shutdown and
+ 300 X 0.3
cessation of work is due to business reverses, the Er may
not pay the Regular holidays during such period. 600 = Total Wage (TW) 180
Q: Distinguish regular holiday from special holiday. 600 + 180 = 780 (TW)
If worked (OT)(excess of 8 hrs)
A:
REGULAR HOLIDAY SPECIAL HOLIDAY 230%
If Unworked 230% + 30% of hourly
Regular pay 200% + 30% of hourly rate rate on said date
(subject to certain on said date
No Pay
conditions for daily paid
Ees) Q: What is an important condition that should be
If worked met in order to avail/receive the single holiday pay?
+ 30% premium pay of
2x regular pay (200%)
100% RW A: The Ee should not have been absent without pay
on the working day preceding the RH.
Q: What are retail establishments?
Q: Distinguish between monthly paid and daily paid
A: They are engaged in the sale of goods to end users employees.
for personal or household use. (e.g. Grocery)
A:
Q: What are service establishments? Monthly Paid Ees Daily Paid Ees
One whose wage or salary is One whose wage or
A: They are engaged in the sale of services to being paid everyday of the salary is being paid
individuals for their own or household use. (e.g. TV month, including rest days, only on those days
repair shop) Sundays, regular or special he actually worked,
days, although he does not except in cases of
Q: Is an exercise of profession retail or service? regularly work on these days. regular or special
days, although he
A: It is neither retail nor service. Not excluded from benefit of does not regularly
holiday pay. work on these days.
Q: May an employer require an employee to work
on Regular holidays?
Q: Are the school faculty who according to their absence (at least)
contracts are paid per lecture hour entitled to 390%
unworked holiday pay? Worked and day is (+30% of
Same
Rest Day each 3
A: 100%)
1. If during RH No. Art. 94 of the LC is silent with
respect to faculty members paid by the hour who Q: What is the concept of successive Regular
because of their teaching contracts are obliged to holidays?
work and consent to be paid only for work actually
done (except when an emergency or a fortuitous A:
event or a national need calls for the declaration ENTITLED TO
of special holidays). Regular holiday specified as MAUNDY GOOD
WED HOLIDAY
such by law are known to both school and faculty THURS FRIDAY
PAY
members as "no class days" certainly the latter do
not expect payment for said unworked days, and Worked RH RH Yes. Both
this was clearly in their minds when they entered LOA
RH RH Yes. Both
into the teaching contracts [Jose Rizal College vs. w/pay
NLRC, G.R. No. 65482, (1987)]. LOA w/o
RH RH No. Both
pay
2. If during special public holidays Yes. The law and
Yes. Only to
the IRR governing holiday pay are silent as to LOA w/o
payment on Special Public Holidays. It is readily Worked RH holiday pay
pay
apparent that the declared purpose of the holiday on Friday
pay which is the prevention of diminution of the
monthly income of the Ees on account of work Q: What are the conditions so that an employee may
interruptions is defeated when a regular class day be entitled to 2 successive holiday pays?
is cancelled on account of a special public holiday
st
and class hours are held on another working day A: On the day immediately preceding the 1 RH, he
to make up for time lost in the school calendar. must be:
Otherwise stated, the faculty member, although 1. Present (worked), or
forced to take a rest, does not earn what he 2. On LOA with pay. (Sec. 10, Rule IV, Book III, IRR)
should earn for that day. Be it noted that when a
special public holiday is declared, the faculty Q: What if the conditions are not met?
member paid by the hour is deprived of expected
st
income, and it does not matter that the school A: He must work on the 1 regular holiday to be
nd
calendar is extended in view of the days or hours entitled to holiday pay on the 2 regular holiday.
lost, for their income that could be earned from (Sec. 10, Rule IV, Book III, IRR)
other sources is lost during the extended days.
Similarly, when classes are called off or shortened LEAVES
on account of typhoons, floods, rallies, and the
like, these faculty members must likewise be paid, SERVICE INCENTIVE LEAVE
whether or not extensions are ordered [Jose Rizal
College vs. NLRC, G.R. No. 65482, (1987)]. Q: What is Service Incentive Leave (SIL)?
Q: What is the concept of double holiday pay? A: It is 5-days leave with pay for every Ee who has
rendered at least 1 year of service. It is commutable
A: There are 2 RHs falling on the same day. to its money equivalent if not used or exhausted at
the end of the year.
MAUNDY
WED THURSDAY & ARAW RATE Q: What is meant by at least 1 year of service?
NG KAGITINGAN
Present unworked 200% A: Service for not less than 12 months, whether
LOA w/pay unworked 200% continuous or broken reckoned from the date the Ee
300% started working, including authorized absences and
LOA w/ pay worked paid regular holidays unless the working days in the
(at least)
Authorized worked 300% establishment as a matter of practice or policy, or
that provided in the employment contract is less than A: Yes. Under P.D. 851 or the SIL Law, the exclusion
12 months, in which case said period shall be from its coverage of workers who are paid on a
considered as one year. (Sec. 3, Rule V, Book III, IRR) purely commission basis is only with respect to field
personnel. Ees engaged on task or contract basis
Q: Who are entitled to Service Incentive Leave? or paid on purely commission basis are not
automatically exempted from the grant of SIL, unless,
A: GR: Applies to every Ee who has rendered at least they fall under the classification of field personnel
1 year of service. (Art. 95[a]) [Serrano vs. Severino Santos, G.R. No. 187698,
(2010)].
XPNs:
1. Government Ees and any of its political Note: Field personnel shall refer to non-agricultural Ees
subdivisions including GOCCs who regularly perform their duties away from the principal
2. Those already enjoying the benefit place of business or branch office of the employer and
3. Domestic helpers and persons in the personal whose actual hours of work in the field cannot be
services of another determined with reasonable certainty (Ibid.)
4. Those already enjoying vacation leave with
pay of at least 5 days Q: Do employees with salaries above minimum
5. Managerial Ees wage entitled to Service Incentive Leave?
6. Field personnel and other Ees whose
performance is unsupervised by the Er A: Yes. The difference between the minimum wage
7. Employed in establishments regularly and the actual salary received by the Ees cannot be
th
employing less than 10 workers deemed as their 13 month pay and SIL pay as such
8. Exempt establishments difference is not equivalent to or of the same import
9. Engaged with a task or contract basis, purely as the said benefits contemplated by law [JPL
commission basis, or those who are paid in a Marketing Promotions vs. CA, G.R. No. 151966,
fixed amount of performing work irrespective (2005)].
of the time consumed in the performance
thereof. (Art. 95[b], LC) Q: Explain the entitlement of terminated Ees to
Service Incentive Leave.
Q: Are teachers of private schools on contract basis
entitled to Service Incentive Leave? A:
1. Illegally dismissed Ees - entitled to SIL until actual
A: Yes. The phrase "those who are engaged on task or reinstatement [Integrated Contractor and
contract basis" should, however, be related to "field Plumbing Works, Inc. vs. NLRC, G.R.No. (2005)]
personnel" applying the rule on ejusdem generis that 2. Legally dismissed Ees The Ee who had not been
those general and unlimited terms are restrained and paid of SIL from the outset of employment is
limited by the particular terms that they follow. entitled only of such pay after a year from
Clearly, Cebu Institute of Technology teaching commencement of service until termination of
personnel cannot be deemed as field personnel employment or contract [JPL Marketing
which refers "to non-agricultural Ees who regularly Promotions vs. CA, G.R. No. 151966, (2005)].
perform their duties away from the principal place of
business or branch office of the Er and whose actual Q: Is Service Incentive Leave commutable to its
hours of work in the field cannot be determined with monetary equivalent if not used or exhausted at the
reasonable certainty (Par. 3, Art. 82, LC); [CIT vs. end of the year?
Ople, G.R. No. 70203, (1987)].
A: Yes. It is aimed primarily at encouraging workers to
Q: Are part-time workers entitled to the full benefit work continuously and with dedication to the
of the yearly 5-day Service Incentive Leave? company.
A: Yes. Art. 95 of the LC speaks of the number of Q: What is the basis for cash conversion?
months in a year for entitlement to said benefit
(Bureau of Working Conditions Advisory Opinion to A: The basis shall be the salary rate at the date of
Phil. Integrated Exporters, Inc.). commutation. The availment and commutation of the
SIL may be on a pro-rata basis (No. VI(c), DOLE
Q: Are piece-rate workers entitled to the full benefit Handbook on Workers Statutory Monetary Benefit).
of the yearly 5 day Service Incentive Leave?
Q. What is the exemption to the application of the Er shall pay to the SSS damages equivalent to
Service Incentive Leave to employees? the benefits which said Ee would otherwise have
been entitled to, and the SSS shall in turn pay
A. Establishments employing less than 10 Ees are such amount to the Ee concerned.
exempted by the LC and the Implementing Rules from
paying SIL. The clear policy of the LC is to include all Q: What are the requirements in order that
establishments, except a few classes, under the maternity benefits may be claimed?
coverage of the provision granting SIL to
workers [Murillo vs. Sun Valley Realty, Inc., G.R. No. L- A:
67272 (1988)]. 1. There is childbirth, abortion or miscarriage
2. She has paid at least three monthly contributions
MATERNITY LEAVE
PATERNITY LEAVE
Q: What is maternity leave benefit?
Q: What is the concept of paternity leave benefits?
A: A covered female Ee is entitled to a daily maternity
benefit equivalent to 100% of her present basic A: Every married male Ee in the private and public
salary, allowances and other benefits or the cash sectors shall be entitled to a paternity leave of 7 days
equivalent of such benefits for 60 days or 78 days in with full pay for the first 4 deliveries of the legitimate
case of caesarian delivery. spouse with whom he is cohabiting.
6. The SSS shall immediately reimburse the Er of Note: Delivery shall include childbirth or any miscarriage.
100% of the amount of maternity benefits
advanced to the Ee by the Er upon receipt of Q: Ron is a bank employee of BPI. He is cohabiting
satisfactory proof of such payment and legality with Michelle for straight five years with whom he
thereof; and has four children. In the fifth year of their
cohabitation, Michelle had her miscarriage. Ron is
7. If an Ee should give birth or suffer abortion or availing himself of his paternity leave. Is he entitled
miscarriage without the required contributions to paternity leave?
having been remitted for her by her Er to the SSS,
or without the latter having been previously A: No. Ron is not entitled to paternity leave because
notified by the Er of the time of the pregnancy, the facts of the case only show that he is only
cohabiting with Michelle. The law expressly provides
that the male must be legally married to the woman he/she is entrusted with the custody of
with whom he is cohabiting as a condition for the children;
entitlement of paternity leave. Even assuming that e. Nullity or annulment of marriage as
Ron is legally married to Michelle, he cannot avail decreed by a court or by a church as long
also of the paternity leave because the law limits the as he/she is entrusted with the custody
deliveries only to four which include childbirth or of the children;
th
miscarriage. Based on the facts, it is already the 5 f. Abandonment of spouse for at least 1 yr;
delivery of the woman.
3. Unmarried mother/father who has preferred to
PARENTAL LEAVE keep and rear his or her child/children instead of:
a. having others care for them or
Q: What is parental leave? b. give them up to a welfare institution;
A: Leave benefits granted to a solo parent to enable 4. Any other person who solely provides:
him/her to perform parental duties and a. parental care and
responsibilities - where physical presence is required. b. support to a child or children;
In addition to leave privileges under existing laws, 5. Any family member who assumes the responsibility
parental leave of not more than 7 working days every of head of family as a result of the:
year shall be granted to any solo parent Ee who has a. death,
rendered service of at least 1 year. (Sec. 8) b. abandonment,
c. disappearance or
Q: What are the conditions for entitlement of d. prolonged absence of the parents or solo
parental leave? parent.
A: Any individual who falls under any of the ff. A: A female Ee who is a victim of violence (physical,
categories: sexual, or psychological) is entitled to a paid leave of
10 days in addition to other paid leaves. (R.A. 9262,
1. A woman who gives birth as a result of rape and Anti- VAWC Act)
other crimes against chastity even without a final
conviction of the offender; Provided, That the SPECIAL LEAVE BENEFIT FOR WOMEN
mother keeps and raises the child;
Q: What is the special leave benefit for women?
2. Parent left solo or alone with the responsibility of
parenthood due to: A: A woman Ee having rendered continuous
a. Death of spouse; aggregate employment service of at least 6 months
b. Detention or service of sentence of for the last 12 months shall be entitled to a special
spouse for a criminal conviction for at leave benefit of 2 months with full pay based on her
least 1 yr; gross monthly compensation following surgery
c. Physical and/or mental incapacity of caused by gynaecological disorders. (Sec. 18, R.A.
spouse 9710, Magna Carta of Women)
d. Legal separation or de facto separation
from spouse for at least 1 year as long as SERVICE CHARGES
A: GR: All Ees are covered, regardless of their A: All rank-and-file Ees regardless of the amount of
position, designation, and employment status, basic salary that they receive in a month, if their Ers
th
irrespective of the method by which their wages are are not otherwise exempted from paying the 13
th
paid. month pay. Such Ees are entitled to the 13 month
pay regardless of said designation of employment
Note: Applies only to hotels, restaurants and similar status, and irrespective of the method by which their
establishment collecting service charges. wages are paid.
XPN: Managerial Ees (Sec. 2, Rule VI, Book III, IRR) Provided, that they have worked for at least 1 month,
during a calendar year. (Revised Guidelines on the
Q: When is the share of employee distributed and th
Implementation of the 13 Month Pay Law)
paid to them?
Q: Who are NOT covered by P.D. 851?
A: Not less than once every 2 weeks or twice a month
at intervals not exceeding 16 days. A:
1. Government Ees
Q: Distinguish between service charge and tips? 2. Household helpers
3. Ees paid purely on commission basis
A: Service charges are collected by the management th
4. Ees already receiving 13 month pay
from the customers. Tips are voluntary payments
made by the customers to the Ees for excellent Q: What would be your advice to your client, a
service. manufacturing company, who asks for your legal
opinion on whether or not the 13th Month Pay Law
Q: What happens if the service charge is abolished? covers a casual Ee who is paid a daily wage? (1998
Bar Question)
A: The share of the covered Ees shall be considered
integrated in their wages on the basis of the average A: I will advise the manufacturing company to pay the
monthly share of each Ees for the past 12 months casual Ee 13th Month Pay if such casual Ee has
immediately preceding the abolition. worked for at least 1 month during a calendar year.
The law on the 13th Month Pay provides that Ees are
Note: Service charges form part of the award in illegal
entitled to the benefit of said law regardless of their
dismissal cases.
designation or employment status.
th
13 MONTH PAY
The SC ruled in Jackson Building-Condominium Corp.
th vs. NLRC (G.R. No. 112546, 1996), interpreting
Q: What is 13 month pay or its equivalent? th
P.D.851, as follows: Ees are entitled to the 13 month
pay benefits regardless of their designation and
A: Additional income based on wage required by P.D.
th irrespective of the method by which their wages are
851 Requiring all Ers to pay their Ees a 13 month pay
paid.
which is equivalent to 1/12 of the total basic salary
earned by an Ee within a calendar year. th
Note: An Er may give to his Ees of the required 13
Month pay before the opening of the regular school year
Note: The absence of an express provision in the CBA and the other half on or before Dec. 24.
th
obligating the Er to pay the members of a union 13 month
pay is immaterial. Notwithstanding therefore the absence th
th
of any contractual agreement, the payment of a 13 month
Q: In what form is the 13 month pay given?
pay being a statutory grant, compliance with the same is
mandatory and is deemed incorporated in the CBA. A: It is given in the form of:
1. Christmas Bonus
2. Midyear Bonus
A: The Company's action is not tenable. The principle 5. Ers of those who are paid on a purely
of solutio indebiti which is a civil law concept is not commission, boundary, or task basis, and those
applicable in labor law. [Davao Fruits Corp. vs. NLRC, who are paid a fixed amount for performing a
et al., G.R. No. 85073, (1993)]. After the 1981 SMC specific work, irrespective of the time
ruling, the High Court decided the case of Philippine consumed in the performance thereof, except
Duplicators Inc. vs. NLRC, GR 110068, (1993). where the workers are paid on a piece-rate
Accordingly, management may undertake to exclude basis in which case the Er shall be covered by
sick leave, vacation leave, maternity leave, premium this issuance insofar as such workers are
pay for regular holiday, night differential pay and cost concerned. (Sec 3, P.D. 851)
of living allowance. Sales commissions, however,
should be included based on the settled rule as Q: What are the options of covered employers?
earlier enunciated in Songco vs. NLRC (G.R. No. L-
50999, 1990). A:
th
th
1. Pay 1/2 of the 13 month pay required before
Q: Are all employers required to pay 13 month pay the opening of the regular school year and the
under P.D. 851? other half on or before the 24th day of
December of every year.
A: GR: Yes. It applies to all Ers, 2. In any establishment where a union has been
recognized or certified as the CB agent of the Ee,
XPNs: the periodicity or frequency of payment of the
1. Distressed Ers: th
13 month pay may be the subject of agreement.
a. Currently incurring substantial losses or
suffering from any disease and whose continued 3. One that is voluntarily given by the Er, expressly
employment is prohibited by law or is prejudicial as announced company policy or impliedly as in
to his health and of his co-Ees. (Art. 284, LC) the failure to contest the Ees claim for
3. When the termination from service has been retirement benefits [Marilyn Odchimar Gertach
declared illegal, but his reinstatement to his v. Reuters Limited, Phils., G.R. No. 148542
former position is no longer feasible for some (2005)].
valid reason [Gabuay v. Oversea Paper Supply,
G.R. No. 148837, (2004)]. Q: Can Art. 287 of the LC (on retirement) as
4. In case of pre-termination of employment amended by R.A. 7641 be applied retroactively?
contract in job-contracting arrangement [D.O 18-
02, Rules Implementing Art. 106 109, LC] A: Yes, provided:
5. Where separation pay is awarded as a measure 1. the claimant for retirement benefits was still the
of social or compassionate justice [PLDT v. NLRC, Ee of the Er at the time the statute took effect;
G.R. No. L-80609, (1988)]. and
2. the claimant was in compliance with the
RETIREMENT PAY requirements for eligibility under the statute for
such retirement benefits [PSVSIA vs. NLRC, G.R.
Q: What is retirement? No. 115019, (1997)].
Q: What are the kinds of retirement schemes? Q: ALPAP, the exclusive bargaining representative of
all commercial airline pilots of PAL, assailed that
A: PAL's act of unilaterally retiring an airline pilot under
1. Compulsory and contributory in nature; a special retirement plan is an act of illegal dismissal
2. One set up by the agreement between the Er and or union busting. Is a special retirement plan
Ees in the CBA or other agreements between different from those contemplated under the LC as
them (other applicable employment contract); agreed upon by the parties valid?
A: Yes. A pilot who retires after 20 years of service or governed by such CBA [Pantranco North Express vs.
after flying 20,000 hours would still be in the prime of NLRC, G.R. No. 95940, (1996)].
his life and at the peak of his career, compared to one
who retires at the age of 60 years old. Based on this Q: What is the rule for extension of service of retiree
peculiar circumstance that PAL pilots are in, the upon his reaching the compulsory retirement age?
parties provided for a special scheme of retirement
different from that contemplated in the LC. A: Upon the compulsory retirement of an Ee or
Conversely, the provisions of Art. 287 of the LC could official in the public or private service, his
not have contemplated the situation of PAL's pilots. employment is deemed terminated. The matter of
Rather, it was intended for those who have no more extension of service of such Ee or official is addressed
plans of employment after retirement, and are thus to the sound discretion of the Er [UST Faculty Union
in need of financial assistance and reward for the vs. NLRC, G.R. No. 89885, (1990)].
years that they have rendered service [PAL vs. Airline
Pilots Assn of the Phils., G.R. No. 143686, (2002)]. AMOUNT
Q: In the absence of an applicable agreement or
ELIGIBILITY
retirement plan, how are retirement benefits
computed?
Q: What is retirement age?
A: A retiree is entitled to a retirement pay equivalent
A: It is the age of retirement that is specified in the:
to at least month salary for every year of service, a
1. CBA; fraction of at least 6 months being considered as 1
2. Employment contract; whole year. (R.A. 7641)
3. Retirement plan [Sec. 3, Rule II, Book VI, IRR]; OR
4. Optional retirement age for underground mining Q: What comprises month salary or retirement
Ees pay?
Q: In the absence of a retirement plan or other A: Unless parties provide for broader inclusions,
applicable agreement, what is the retirement age? retirement pay is comprised of:
1. 15 days salary based on latest salary rate;
A: 2. Cash equivalent of not more than 5 days of
1. Optional Upon reaching 60 years old provided service incentive leaves (22.5/year of service)
th
that Ee has rendered 5 years of service. 3. 1/12 of the 13 month pay
4. All other benefits as may be agreed upon by the
Note: The option to retire upon reaching the age of 60 Er and Ee. (Sec.5.2, Rule II, Book VI, IRR)
years or more but not beyond 65 is the exclusive
prerogative of the Ee if there is no provision on Note: Under Sec. 26 of R.A. No. 4670, otherwise known as
retirement in a CBA or any other agreement or if the Magna Carta for Public School Teachers, public school
Er has no retirement plan [R.A. 7641; Capili vs. NLRC, teachers having fulfilled the age and service requirements
G.R. No. 117378, (1997)]. of the applicable retirement laws shall be given one range
salary raise upon the retirement, which shall be the basis of
2. Compulsory 65 years old, regardless of years of the computation of the lump sum of the retirement pay
service (Sec. 4, Rule II, Book VI, IRR) and monthly benefit thereafter.
Note: Retirement benefits, where not mandated by Q: In 1955, Hilaria was hired as a grade school
law, may be granted by agreement of the Ees and their teacher at the Sta. Catalina College. In 1970, she
Er or as a voluntary act on the part of the Er. applied for and was granted a 1 year leave of
Retirement benefits are intended to help the Ee enjoy absence (LOA) without pay due to the illness of her
the remaining years of his life, lessening the burden of
mother. After the expiration in 1971 of her LOA, she
worrying for his financial support, and are a form of
had not been heard from by Sta. Catalina. In the
reward for his loyalty and service to the Er [Aquino vs.
NLRC, G.R. No. 87653, (1992)]. meantime, she was employed as a teacher at the
San Pedro Parochial School during SY 80-81 and at
Q: Is compulsory retirement age below 60 allowed? the Liceo de San Pedro, during SY 1981-1982. In
1982, she applied anew at Sta. Catalina which hired
st
A: Yes. Art. 287 permits Er and Ee to fix the applicable her. On Mar 22, 1997, during the 51
retirement age at below 60. The same is legal and Commencement Exercises of Sta. Catalina, Hilaria
enforceable so long as the parties agree to be was awarded a Plaque of Appreciation for 30 yrs. of
service and Php 12,000 as gratuity pay. On May 31,
1997, Hilaria reached the compulsory retirement age by foreign- officials for the qualify for the
of 65. Sta. Catalina pegged her retirement benefits based Ers for duration of their retirement or life
at Php 59,038.35. However, amount of Php 12,000 employment tenure. insurance benefit
representing the gratuity pay, which was given to abroad may be administered by
her, was deducted from her retirement benefits. covered by the Note: Any person, the System shall
SSS on a whether elected be subject to
Should the gratuity pay be deducted from the voluntary or appointed, in compulsory
retirement benefits? the service of an
basis. coverage.
Er is a covered Ee
if he receives
A: No. Gratuity pay is separate and distinct from 2. Compulsory compensation for
retirement benefits. It is paid purely out of upon all self- such service.
generosity. employed
persons
Q: What is the difference between gratuity pay and earning Php 1,
retirement benefits? 800 or more
per annum.
A:
GRATUITY PAY RETIREMENT BENEFITS RETIREMENT BENEFITS OF WORKERS PAID BY
It is paid to the RESULTS/ RETIREMENT BENEFITS OF PART-TIME
beneficiary for the past WORKERS
Are intended to help the
services or favor
Ee enjoy the remaining Q: How shall we determine the amount of
rendered purely out of
years of his life, releasing retirement benefits of workers paid by results and
the generosity of the
him from the burden of part-time workers?
giver or grantor. It is not
worrying for his financial
intended to pay a worker A: The 15-day salary of workers paid by results and
support, and are a form
for actual services part-time workers shall be determined from their
of reward for his loyalty
rendered or for actual average daily salary which is the average daily salary
to the Er [(Sta. Catalina
performance. It is a for the last 12 months reckoned from the date of
College and Sr. Loreta
money benefit or bounty their retirement, divided by the number of actual
Oranza, vs. NLRC and
given to the worker, the working days in that particular period. [Sec. 5.2 and
Hilaria Tercera, G.R. No.
purpose of which is to 5.3 of the Rules Implementing the New Retirement
144483, (2003)].
reward Ees who have Law]
rendered satisfactory
service to the company.
TAXABILITY
RETIREMENT PAY UNDER RA 7641 VIS--VIS
Q: Are retirement benefits under R.A 7641 taxable?
RETIREMENT BENEFITS UNDER SSS AND GSIS LAWS
A: No. Retirement benefits under R.A 7641 are tax
Q: What is retirement pay under the LC in relation to
exempt provided that such benefits provided by the
retirement benefits under SSS and GSIS laws? (1997
retirement plan be equal or less than the minimum
Bar Question)
requirement provided by law.
A:
Q: What are the requirements for tax exemption
Revised under R.A. 7641?
Employees
Social Government A:
Compensation
Security Law Service
Act 1. That there be no CBA or other applicable
Insurance Act
employment contract providing for retirement
Compulsory Compulsory for Compulsory upon benefits for an Ee; or
upon all E e s all permanent all Ers and their 2. Even if there is a CBA or other applicable
not over 60 Ees below 60 Ees not over 60 employment contract providing for retirement
years of age years of age years of age; benefits for an Ee, that the same is below the
and their Ers. upon Provided, that an requirements set forth by law.
appointment to Ee who is over 60
1. Filipinos permanent years of age and
recruited in status, and for paying
the Philippines all elective contributions to
2. Art. 137 of the LC A: GR: It may not facially violate Art. 136 of the LC but
it creates a disproportionate effect and the only way
Note: Discrimination in any form from pre- it could pass judicial scrutiny is by showing that it is
employment to post employment, including hiring, reasonable despite the discriminatory and
promotion or assignment, based on the actual, disproportionate effect.
perceived or suspected HIV status of an individual is
unlawful. (Philippine AIDS Prevention and Control Act XPN: Bona fide occupational qualification rule
of 1998, [R.A. 8504])
(BFOQ)
Q: What is the bona fide occupational qualification PROHIBITED ACTS (ART. 137, Labor Code)
rule?
Q: What are the prohibited acts under Art. 137 of
A: There must be a finding of any BFOQ to justify an the LC?
Ers no spouse employment rule. There must be a
compelling business necessity for which no A: It shall be unlawful for any Er to:
alternative exists other than the discriminating 1. Deny any woman Ee benefits provided by law.
practice. To justify a BFOQ, the Er must prove two 2. Discharge any woman for the purpose of
factors: preventing her from enjoying any of the benefits
provided by law.
1. That the employment qualification is reasonably 3. Discharge such woman on account of her
related to the essential operation of the job pregnancy, or while on leave or in confinement
involved; and due to her pregnancy.
2. That there is a factual basis for believing that all 4. Discharge or refuse the admission of such
or substantially all persons meeting the woman upon returning to her work for fear that
qualification would be unable to properly she may again be pregnant.
perform the duties of the job [Star Paper
vs.Simbol, G.R. No. 164774, (2006)]. Q: At any given time, approximately 90% of the
production workforce of a semiconductor company
Q: What is the importance of the bona fide are females. 75% of the female workers are married
occupational qualification Rule? and of child-bearing years. It is imperative that the
Company must operate with a minimum number of
A: absences to meet strict delivery schedules. In view
1. To ensure that the Ee can effectively of the very high number of lost working hours due
perform his work to absences for family reasons and maternity leaves,
2. So that the no-spouse employment rule will the company adopted a policy that it will employ
not impose any danger to business. married women as production workers only if they
are at least 35 years old. Is the policy in violation of
Q: Glaxo, a company which has a policy against any law? (1998 Bar Question)
employees having relationships with the employees
of its competitors, employed Tecson as a medical A: Yes, it violates Art. 140 of the LC which provides
representative. Tecson married Bettsy, a Branch that no Er shall discriminate against any person in
coordinator in one of Glaxos competitors. Tecson respect to the terms and conditions of employment
was then transferred to another area but he did not on account of his age.
accept such transfer.
Q: Who are covered under this Title?
Is the policy of Glaxo valid and reasonable so as to
constitute the act of Tecson as willful disobedience? A: Any women who is permitted or suffered to work:
1. With or without compensation
A: The prohibition against personal or marital 2. In any night club, cocktail lounge, massage clinic,
relationships with Ees of competitor companies upon bar or similar establishment
Glaxos Ees is reasonable under the circumstances 3. Under the effective control or supervision of the
because relationships of that nature might Er for a substantial period of time
compromise the interest of the company. Glaxo does 4. Shall be considered as an Ee of such
not impose an absolute prohibition against establishment for purposes of labor and social
relationships between its Ees and those of competitor legislation.
companies. Its Ees are free to cultivate relationships
with and marry persons of their own choosing. What ANTI-SEXUAL HARASSMENT ACT
the company merely seeks to avoid is a conflict of (R.A. 7877)
interest between the Ee and the company that may
arise out of such relationships. Furthermore, the Q: What is the policy of the State in enacting the
prohibition forms part of the employment contract Anti-Sexual Harassment law?
and Tecson was aware of such restrictions when he
entered into a relationship with Bettsy [Duncan A: The State shall:
Assoc. of Detailman-PTGWO vs.GlaxoWellcome Phil. 1. Value the dignity of every individual
Inc., G.R. No. 162994, (2004)].
2. Enhance the development of its human the employee [Domingo vs.Rayala, G.R. No. 155831,
resources (2008)].
3. Guarantee full respect for human rights, and
4. Uphold the dignity of workers, Ees, applicants for Q: When is Sexual Harassment committed?
employment, students or those undergoing
training, instruction or education. (Sec. 2, R.A. A: Specifically:
7877)
1. In a work-related or employment environment:
Q: Who may be held liable for Sexual Harassment? a. The sexual favor is made as a condition in
the hiring or in the employment, re-
A: In a work, education or training-related employment or continued employment of
environment Sexual Harassment may be committed said individual, or in granting said individual
by an: favorable compensation, terms, conditions,
promotions, or privileges; or the refusal to
1. Er grant the sexual favor results in limiting,
2. Manager segregating or classifying the Ee which in a
3. Supervisor way would discriminate, deprive or diminish
4. Agent of the Er employment opportunities or otherwise
5. Teacher, instructor, professor adversely affect said Ee;
6. Coach, trainer, or b. The above acts would impair the Ees rights
7. Any other person who, having authority, or privileges under existing labor laws; or
influence or moral ascendancy over another in a c. The above acts would result in an
work or training or education environment: intimidating, hostile, or offensive
a. Demands environment for the Ee.
b. Requests or
c. Requires 2. In an education or training environment sexual
-any sexual favor from the other, regardless of harassment is employed:
whether the demand, request or requirement for a. Against one who is under the care, custody
submission is accepted by the object of R.A. or supervision of the offender;
7877.(Sec. 3, R.A. 7877) b. Against one whose education, training,
apprenticeship or tutorship is entrusted to
Q: How is Sexual Harassment committed? the offender;
c. When sexual favor is made a condition to
A: Generally, Sexual Harrasment is committed when the giving of a passing grade, or the granting
a person demands, requests, or otherwise requires of honors and scholarships, or the payment
any sexual favor from another, regardless of whether of a stipend, allowance or other benefits,
the demand, request or requirement for submission privileges, or considerations; or
is accepted by the latter. d. When sexual advances result in an
intimidating, hostile or offensive
Q: Under the Sexual Harassment Act, does the environment for the student, trainee or
definition of Sexual Harassment require a apprentice.
categorical demand or request for sexual favor?
Q: What are the duties of the employer or head of
A: No. While the provision states that there must be a office in a work-related, education or training
demand, request or requirement of a sexual favor. environment?
It is not necessary that the demand, request or
requirement of a sexual favor be articulated in a A:
categorical manner. It may be discerned, with equal 1. Prevent or deter the commission of acts of
certitude, from the acts of the offender. Sexual Harassment, and
2. Provide the procedures for the resolution,
Likewise, it is not essential that the demand, request settlement or prosecution of acts of Sexual
or requirement be made as a condition for continued Harassment.
employment or for promotion to a higher position. It
is enough that the respondents acts result in creating Towards this end, the Er or head of office shall:
an intimidating, hostile or offensive environment for
Q: Can an independent action for damages be filed? Q: Pedrito Masculado, a college graduate from the
province, tried his luck in the city and landed a job
A: Yes. Nothing under R.A. 7877 shall preclude the as a utility/maintenance man at the warehouse of a
victim of work, education or training-related Sexual big shopping mall. After working as a casual
Harassment from instituting a separate and employee for 6 months, he signed a contract for
independent action for damages and other probationary employment for 6 months. Being well-
affirmative relief. (Sec. 6) built and physically attractive, his supervisor, Mr.
Hercules Barak, took special interest to befriend
Q: What is the three-fold liability rule in Sexual him. When his probationary period was about to
Harassment cases? expire, he was surprised when one afternoon after
working hours, Mr. Barak followed him to the mens
A: An act of Sexual Harassment may give rise to civil, comfort room. After seeing that no one else was
criminal and administrative liability on the part of the around, Mr. Barak placed his arm over Pedritos
offender, each proceeding independently of the shoulder and softly said: You have great potential
others. to become a regular Ee and I think I can give you a
favorable recommendation. Can you come over to
Q: When does the action prescribe? my condo unit on Saturday evening so we can have
a little drink? Im alone, and Im sure you want to
A: Any action shall prescribe in 3 years. stay longer with the company.
Is Mr. Barak liable for Sexual Harassment committed c. The approval of DOLE, the following
in a work-related or employment environment? must be complied with:
(2000 Bar Question) i. The employment does not involve
advertisement or commercials
A: Yes, the elements of Sexual Harassment are all promoting alcoholic beverages,
present. The act of Mr. Barak was committed in a intoxicating drinks, tobacco and its by-
workplace. Mr. Barak, as supervisor of Pedrito products or exhibiting violence
Masculado, has authority, influence and moral ii. there is a written contract approved
ascendancy over Masculado. by DOLE
iii. the conditions provided in the first
Given the specific circumstances mentioned in the instance are met.
question like Mr. Barak following Masculado to the B. Above 15 but below 18 may be employed in
comfort room, etc. Mr. Barak was requesting a sexual any non-hazardous work
favor from Masculado for a favorable C. Above 18 no prohibition
recommendation regarding the latter's employment.
It is not impossible for a male, who is a homosexual, Q: What is the duty of the employer before engaging
to ask for a sexual favor from another male. minor into work?
EMPLOYMENT OF MINOR WORKERS A: The Er shall first secure a work permit from the
DOLE which shall ensure observance of the
Q: What are the rules on employment of minor requirements. (Sec. 12, R.A. 7160)
workers?
Q: Is there a rule regarding the issuance of work
A: GR: certificates/ permits to children at least 15 but
1. No person under 18 years of age will be allowed below 18 years of age?
to be employed in an undertaking which is
hazardous or deleterious in nature. A: The issuance of a DOLE Certificate to youth aged
2. No Er shall discriminate against any person in 15 to below 18 years of age is not required by law. No
respect to terms and conditions of employment employer shall deny opportunity to any such youth
on account of his age. applying for employment merely on the basis of lack
of work permit or certificate of eligibility for
XPN: employment. Any young person aged 15 to below 18
A. Below 15 yrs. Old years of age may present copy of this DOLE advisory
1. The child works directly under the sole to any employer, job provider, government authority,
responsibility of his parents or legal guardian or his/her representative when seeking employment
and where only members of the family are or anytime during employment. (DOLE Department
employed, subject to the following Advisory No. 01-08)
conditions:
Q: What is a non-hazardous work?
a. Employment does not endanger the
childs safety, health and morals A: It is any work or activity in which the Ee is not
b. Employment does not impair the childs exposed to any risk which constitutes an imminent
normal development danger to his safety and health.
c. Er-parent or legal guardian provides the
child with the primary and/or secondary Q: What are hazardous workplaces?
education prescribed by the
Department of Education A:
2. The childs employment or participation in 1. Nature of work exposes the workers to
public entertainment or information through dangerous environmental elements,
cinema, theater, radio or television is contaminants or work conditions
essential provided: 2. Workers are engaged in construction work,
a. Employment contract is concluded by logging, fire-fighting, mining, quarrying, blasting,
the childs parents or legal guardian, stevedoring, dock work, deep-sea fishing, and
b. With the express agreement of the child mechanized farming
concerned, if possible, and
3. Workers are engaged in the manufacture or parents or guardian, the provisions of the alleged DO
handling of explosives and other pyrotechnic of DOLE to the contrary notwithstanding. A mere DO
products cannot prevail over the express prohibitory provisions
4. Workers use or are exposed to heavy or power- of the LC.
driven tools
Q: Determine whether the following minors should
Q: You were asked by a paint manufacturing be prohibited from being hired and from performing
company regarding the possible employment as a their respective duties indicated hereunder: (2006
mixer of a person aged 17, who shall be directly Bar Question)
under the care of the section supervisor. What
advice would you give? Explain briefly. (2002 Bar 1. A 17-year old boy working as miner at the
Question) Walwadi Mining Corporation.
A: The paint manufacturing company cannot hire a A: Yes, he should be prohibited from being hired and
person who is aged 17. Art. 139(c) of the LC provides from performing the duties of a miner because such
that a person below 18 years of age shall not be constitutes hazardous work under D.O. No. 04 Series
allowed to work in an undertaking which is hazardous of 1999. Art. 139(c) of LC expressly prohibits the
or deleterious in nature as determined by the SLE. employment of persons below 18 years of age in an
Paint manufacturing has been classified by the SLE as undertaking which is hazardous or deleterious in
a hazardous work. nature as determined by the SLE.
Q: What are the prohibitions on the employment of 2. An 11-year old boy who is an accomplished singer
children in certain advertisements? and performer in different parts of the country.
A: Employment of child models in all commercial A: No, he should not be prohibited from being hired
advertisements promoting the following shall be and from performing as a singer. Under Art. VIII Sec.
prohibited: 12(2) of R.A. 7619 as amended by R.A. 7658, this
1. Alcoholic beverage constitutes an exception to the general prohibition
2. Intoxicating drinks against the employment of children below 15 years of
3. Tobacco and its by products age, provided that the following requirements are
4. Gambling strictly complied with:
5. Violence
6. Pornography 1. The Er shall ensure the protection, health safety
and morals of the child
Q: A spinster school teacher took pity on one of her 2. The Er shall institute measures to prevent the
pupils, a robust and precocious 12-year old boy childs exploitation or discrimination taking into
whose poor family could barely afford the cost of his account the system and level of remuneration,
schooling. She lives alone at her house near the and the duration and arrangement of working
school after her housemaid left. In the afternoon, time; and
she lets the boy do various chores as cleaning, 3. The Er shall formulate and implement, subject to
fetching water and all kinds of errands after school the approval and supervision of competent
hours. She gives him rice and Php 30.00 before the authorities, a continuing program for training
boy goes home at 7 every night. The school principal and skill acquisition of the child. Moreover, the
learned about it and charged her with violating the child must be directly under the sole
law which prohibits the employment of children responsibility of his parents or guardian and his
below 15 years of age. In her defense, the teacher employment should not in any way interfere with
stated that the work performed by her pupil is not his schooling.
hazardous, and she invoked the exception provided
in the Department Order of DOLE for the 3. A 15-year old girl working as a library assistant in
engagement of persons in domestic and household a girls' high school.
service. Is her defense tenable? (2004 Bar Question)
A: No, she should not be prohibited from working as
A: No, her defense is not tenable. Under Art. 139 of a library assistant because the prohibition in the LC
the LC on minimum employable age, no child below against employment of persons below 18 years of age
15 years of age shall be employed except when he merely pertains to employment in an undertaking
works directly under the sole responsibility of his which is hazardous or deleterious in nature as
3. Ascendants or collateral relatives within the given an allowance incidental to education, i.e.,
rd
3 degree of consanguinity baon, transportation, school projects, and school
4. Officer, social worker or representative of a activities; provided, that the foster family and foster
licensed child-caring institution care arrangements are in compliance with the
5. Officer or social worker of DSWD procedures and requirements as prescribed by R.A.
6. Barangay chairman of the place where the 10165 or Foster Care Act of 2012.
violation occurred, where the child is
residing or employed Q: What are the examples of persons performing
7. At least 3 concerned, responsible citizens work occasionally or sporadically and not on an
where the violation occurred occupational basis?
Q: Who are children under foster family Q: How can an employer hire a kasambahay?
arrangement?
A: An Er can hire directly or through private
A: Children under foster family arrangement are employment agencies registered with the DOLE
those who are living with a family or household of regional offices. The Er, whether the kasambahay is
relative/s and are provided access to education and hired directly or through POEA, shall shoulder the
expenses for hiring. The kasambahay shall not be
charged of any cost of the recruitment, placement, or 5. Hours of work and proportionate additional
finders fee. payment;
6. Rest days and allowable leaves;
Note: The Er shall pay the expenses that are directly used 7. Board, lodging and medical attention;
for the transfer of the kasambahay from place of origin to 8. Agreements on deployment expenses, if any;
the place of work. An Er can be reimbursed of the 9. Loan agreement;
deployment expenses when the kasambahay unreasonably
10. Termination of employment; and
leaves the Er within 6 months from the time he/she started
11. Any other lawful condition agreed upon by both
work.
parties.
If a kasambahay is hired thru a Private Employment
Agency, the agency is allowed to collect Service Fee from Q: Is the employer required to register the
the Er. kasambahay?
Q: Are there pre-employment requirements? A: Yes. The Er is required to register the kasambahay
in the Registry of Domestic Workers in the barangay
A: Yes. Before entering into an employment contract, where the Er resides. For this purpose, the DILG, in
the Er has the option to require the following from a coordination with the DOLE, shall formulate a
kasambahay: registration system.
1. Medical certificate or health certificate issued by Note: The registration of the kasambahay is free of charge.
a local government health officer;
2. Barangay and police clearance; Q: What are the mandatory benefits of the
3. NBI clearance; and kasambahay?
4. Duly authenticated birth certificate or, if not
available, voters identification card, baptismal A:
record, or passport showing the kasambahays 1. Monthly minimum wage;
age. 2. Daily rest period of 8 (total) hours;
3. Weekly rest period of 24 (uninterrupted) hours
Note: Requirements are mandatory when the employment 4. 5 days annual service incentive leave with pay;
of the kasambahay is facilitated through a private 5. 13th month pay;
employment agency. 6. SSS benefit;
7. PhilHealth benefit; and
It is not a requirement for a kasambahay to be trained and 8. Pag-IBIG benefit
certified by TESDA prior to employment. However, the
kasambahay is encouraged to undergo competency
Q: What are the other rights and privileges of the
assessment and be certified by TESDA. Training is not a
requirement for competency assessment. kasambahay?
Note: Though not part of the basic necessities required A: After 1 year of service.
to be provided by the Er to the kasambahay, shampoo,
soap, toothpaste etc. may be provided gratuitously. Note: If the kasambahay fails to avail of any of his/her
annual SIL, it shall be forfeited and cannot be converted to
Q: How much is the monthly minimum wage of a cash.
kasambahay?
Q: What other agreements may the employer and
A: For those employed in: the kasambahay enter into relative to the
1. National Capital Region Php 2,500.00 kasambahays weekly rest day and Service Incentive
2. Cities and 1st class municipalities Php 2,000.00 Leave?
3. Other municipalities Php 1,500.00 (Sec. 24,
R.A. 10361) A:
1. Offsetting a day of absence with a particular rest
Note: The law provides a mechanism for increasing the day;
minimum wage of the kasambahay. Initially, one year from 2. Waiving a particular rest day in return for an
4 June 2013, the Regional Tripartite Wages and Productivity equivalent daily rate of pay;
Boards (RTWPB) may review, and if proper, determine and 3. Accumulating rest days not exceeding 5 days;
adjust the minimum wage (Sec. 24, R.A. 10361). The RTWPB 4. Adding the accumulated rest days (maximum of 5
shall coordinate with TESDA on the wage review and days) to the five-day SIL; and
adjustment based on the kasambahays competency level,
5. Waiving a particular SIL in return for an
in line with the thrust to professionalize the domestic
equivalent daily rate of pay.
service sector.
th
Q: In what form and when will the wage of a Q: When will a kasambahay be entitled to the 13
kasambahay be paid? month pay?
Note: Kasambahays are also entitled to at least 24 Q: Supposing that in exchange for non-membership,
consecutive hours of rest in a week. The Er and the the kasambahay agrees with the employer to receive
kasambahay may determine the schedule of the weekly
the premiums and contributions in addition to 6. Other causes analogous to the foregoing. (Sec.
his/her salary, is this allowed? 33, R.A. 10361)
A: No. Under the SSS, PhilHealth, and Pag-IBIG laws, Q: Can the employer also terminate the contract at
the Er has the obligation to register the kasambahay any time?
and deduct and remit the required premiums and
contributions. The Er shall incur certain liabilities, A: Yes, on the following grounds:
including criminal prosecution, if he fails or refuses to
comply with his/her obligations. 1. Misconduct or willful disobedience by the
kasambahay of the lawful order of the Er in
Q: Who will pay the SSS premium, and PhilHealth connection with the formers work;
and Pag-IBIG contributions of the kasambahay? 2. Gross or habitual neglect or inefficiency by the
kasambahay in the performance of duties;
A: GR: The Er. 3. Fraud or willful breach of the trust reposed by
the Er on the kasambahay;
XPN: If the wage of the kasambahay is Php 4. Commission of a crime or offense by the
5,000.00 or more, the kasambahay will pay kasambahay against the person of the Er or any
his/her share in the premiums/contributions. immediate member of the Ers family;
5. Violation by the kasambahay of the terms and
Q: Does the law have provisions protecting conditions of the employment contract and
employers of kasambahay? other standards set forth under the law;
6. Any disease prejudicial to the health of the
A: Yes. They include: kasambahay, the Er, or member/s of the
household; and
1. Prohibition against privileged information; 7. Other causes analogous to the foregoing. (Sec.
2. Er may require certain pre-employment 34, R.A. 10361)
documents prior to engagement;
3. Ers are assured of quality services through DOLE- Note: Neither the domestic worker nor the Er may
TESDA training, assessment, and certification of terminate the contract before the expiration of the term
kasambahay; except for grounds provided for in Secs. 33 and 34 of the
Batas Kasambahay.
4. Forfeiture of 15-day unpaid salary should the
kasambahay leave the residence of the Er
The domestic worker and the Er may mutually agree upon
without any justifiable reason; and
written notice to pre-terminate the contract of
5. Right to terminate the employment on justifiable employment to end the employment relationship. (Sec. 32,
grounds. R.A. 10361)
Q: Can the kasambahay terminate the contract at Q: If the duration of the domestic service is not
any time? determined in the contract, can a kasambahay or
the employer terminate the contract anytime?
A: Yes, on the following grounds:
A: Yes. Either the Er or the kasambahay may give
1. Verbal or emotional abuse of the kasambahay by notice to end the working relationship 5 days before
the Er or any member of the household; the intended date of the termination of service.
2. Inhuman treatment including physical abuse of
the kasambahay by the Er or any member of the Q: What are the entitlements of a kasambahay
household; unjustly dismissed by the employer?
3. Commission of a crime or offense against the
kasambahay by the Er or any member of the A:
household; 1. Outright payment of earned wage; and
4. Violation by the Er of the terms and conditions of 2. Indemnity benefit in the form of wage
the employment contract and other standards equivalent to 15 days work.
set forth under the law;
5. Any disease prejudicial to the health of the Q: What are the liabilities of a kasambahay who
kasambahay, the Er, or member/s of the leaves his/her employer without justifiable reason?
household; and
A: A:
1. Forfeiture of wage equivalent to 15 days work; 1. Ensure that the kasambahay is qualified as
and required by the Er;
2. Reimbursement of the deployment expenses, if 2. Secure the best terms and conditions of
the employment contract is terminated within 6 employment for the kasambahay;
months from employment. 3. Ensure that the employment agreement
between the kasambahay and the employer
Q: Can the employer inspect the belongings of the stipulates the terms and conditions of
kasambahay before he/she leaves the household in employment and all the benefits in accordance
case of termination of employment? with the IRR;
4. Provide a pre-employment orientation briefing
A: No. However, the Er and the kasambahay can to the kasambahay and the Er about their rights
agree in their employment contract that an and responsibilities in accordance with this IRR;
inspection can be made before he/she leaves the 5. Ensure that the kasambahay is not changed or
household. required to pay any recruitment or placement
fees;
Q: If there is non-payment or underpayment of 6. Keep copies of employment contracts and
wage and other labor-related concerns, where can agreements pertaining to recruited kasambahay
the kasambahay seek assistance? which shall be made availabe during inspections
or whenever required by the DOLE or local
A: The kasambahay can go to a Kasambahay Desk government officials;
Officer situated in their respective barangays or the 7. Assist the kasambahay in filing his/her
nearest DOLE field/provincial/regional office. complaints or grievances against the Ers;
8. Cooperate with government agencies in rescue
Q: Can the employer demand from a private operations involving abused or exploited
employment agency the replacement of a kasambahay; and
kasambahay? 9. Assume joint and solidary liability with the Er for
payment of wages, wage-related and other
A: Yes, within 1 month from the day the kasambahay benefits, including monthly contribution for SSS,
reported for work, the Er may demand a PhilHealth, and Pag-IBIG membership.
replacement based on the following cases:
Q: What are the specific acts declared unlawful
1. The kasambahay is found to be suffering from under the law?
an incurable or contagious disease, or mental
illness as certified by a competent or A:
government physician; 1. Employment of children below 15 years of age;
2. The kasambahay abandons the job without 2. Withholding of the kasambahays wages;
justifiable cause, voluntarily resigns, commits 3. Interference in the disposal of the kasambahays
theft or any other analogous acts prejudicial to wages;
the Er or his/her family; or 4. Requiring kasambahay to make deposits for loss
3. The kasambahay is physically or mentally or damage;
incapable of discharging the minimum 5. Placing the kasambahay under debt bondage;
requirements of the job, as specified in the and
employment contract. 6. Charging another household for temporarily
performed tasks.
Q: What will happen in case the private
employment agency fails to provide a qualified Note: Unlawful acts are punishable with an administrative
replacement after one month from receipt of the fine ranging from Php 10,000 to Php 40,000 to be imposed
employers request? by the DOLE Regional Offices.
A: The Er shall be entitled to a refund of 75% of the Q: What other remedies for unlawful acts are
fees paid to the private employment agency. available under the law?
Q: What are the declared responsibilities of the A: The aggrieved party may file the appropriate civil
private employment agency under the law? or criminal action before the regular courts.
Q: Does the law afford remedy for abused or domestic Ees of the rest house and not of NBC?
exploited kasambahay? (2000 Bar Question)
A: The law mandates the conduct of immediate A: No, they are not domestic Ees. They are the Ees of
rescue of abused or exploited kasambahay by the NBC because the rest house and recreational facility
municipal or city social welfare officer or a social are business facilities which are for use of NBCs top
welfare officer from DSWD, in coordination with the executives and clients [Traders Royal Bank vs. NLRC,
concerned barangay officials. The law sets out that G.R. No. 127864, (1999)].
crimes or offenses committed under the Penal Code
and other criminal laws shall be filed with the regular EMPLOYMENT OF HOMEWORKERS
courts.
Q: Who are homeworkers?
Q: Erlinda worked as a cook, preparing the lunch and
merienda of the Ees of Remington Industrial Sales A: They are those who perform in or about his own
Corp. She worked at the premises of the company. home any processing or fabrication of goods or
When Erlinda filed an illegal dismissal case, Mr. Tan, materials, in whole or in part, which have been
the managing director of Remington Corp., claimed furnished directly or indirectly, by an Er and sold
that Erlinda was a domestic helper and not a regular thereafter to the latter.
Ee of the corporation. Mr. Tan argued that it is only
when the househelper or domestic servant is Q: Who is the employer of a homeworker?
assigned to certain aspects of the business of the Er
that such househelper or domestic servant may be A: Includes any person, natural or artificial who, for
considered as such an Ee. Is Erlinda a domestic or his account or benefit, or on behalf of any person
househelper? residing outside the country, directly or indirectly, or
through an Ee, agent contractor, subcontractor or any
A: No, Erlinda is clearly not a househelper. A other person:
househelper or domestic servant under the IRR of
the LC is one who is employed in the Ers home to 1. Delivers or causes to be delivered, any goods,
minister exclusively to the personal comfort and articles or materials to be processed or
enjoyment of the Ers family. A househelper, fabricated in or about a home and thereafter to
domestic servant or laundrywoman in a home or in a be returned or to be disposed of or distributed in
company staffhouse is different in the sense that in a accordance with his directions.
corporation or a single proprietorship engaged in 2. Sells any goods, articles or materials to be
business or industry or any agricultural or similar processed or fabricated in or abut a home and
pursuit, service is being rendered in the staffhouses then rebuys them after such processing or
or within the premises of the business of the Er. In fabrication, either by himself or through some
such instance, they are Ees of the company or Er in other person.
the business concerned, entitled to the privileges of a
regular Ee. The mere fact that the househelper or Q: What is the duty of the employer in case he
domestic servant is working within the premises of contracts with another the performance of his
the business of the employer and in relation to or in work?
connection with its business, as in its staffhouses for
its guest or even for its officers and Ees, warrants the A: It shall be the duty of the Er to provide in such
conclusion that such househelper or domestic servant contract that the Ees or homeworkers of the
is and should be considered a regular Ee and not a contractor and the latters subcontractor shall be paid
househelper. (Remington Industrial vs. Castaneda, in accordance with the LC.
G.R. Nos. 169295-96, Nov.20, 2006)
Q: What is the liability of the employer if the
Q: NBC has a rest house and recreational facility in contractor or subcontractor fails to pay the wages or
the highlands of Tagaytay City for the use of its top earnings of his Ees?
executives and corporate clients. The rest house
staff includes a caretaker, two cooks and a A: Er shall be jointly and severally liable with the
laundrywoman. All of them are reported to the SSS contractor or sub-contractor to the workers of the
as domestic or household Ees of the resthouse and latter to the extent that such work is performed
recreational facility and not of NBC. Can NBC legally under such contract, in the same manner as if the Ees
consider the caretaker, cooks and laundrywoman as or homeworkers were directly engaged by the Er.
Q: Can homeworkers form labor organizations? services, the bank allows her to work in her
residence during her leave. For this purpose, the
A: Yes. DO No. 5, replacing Rule XIV of the IRR Book 3 bank installed a fax machine in her residence, and
of the LC, authorizes the formation and registration gave her a cellphone and a beeper. Is Josie a
of labor organization of industrial homeworkers. It homeworker under the law? Explain. (2000 Bar
also makes explicit the Ers duty to pay and remit SSS, Question)
Philhealth and ECC premiums.
A: No, she is actually an office worker. She is not an
Q: What are the prohibitions against homework? industrial homeworker who accepts work to be
fabricated or processed at home for a contractor,
A: No homework shall be performed on: which work, when finished, will be returned to or
1. Explosives, fireworks and similar articles; repurchased by said contractor. (Art. 155, LC)
2. Drugs and poisons; and
3. Other articles, the processing of which requires APPRENTICES AND LEARNERS
exposure to toxic substances. (Sec. 13, Rule XIV,
Book III, IRR) Q: Who is an apprentice?
Q: Can the Er make deductions on homeworkers A: Any worker who is covered by a written
earnings? apprenticeship agreement with an individual Er or
any of the entities recognized under the LC.
A: GR: No Er, contractor or subcontractor shall make
any deduction from the homeworkers earnings Q: What is apprenticeship?
for the value of materials which have been lost,
destroyed, soiled or otherwise damage. A: It is practical training on the job supplemented by
related theoretical instruction involving a contract
XPNs: Unless the ff. conditions are met: between an apprentice and an Er on an approved
1. The homeworker is clearly shown to be apprenticeable occupation.
responsible for the loss or damage;
2. The Ee is given reasonable opportunity to Q: What is an apprenticeable occupation?
show cause why deductions should not be
made; A: A highly technical occupation which requires more
3. The amount of such deduction is fair and than 3 months of practical training with theoretical
reasonable and shall not exceed the actual instruction officially endorsed by a tripartite body and
loss or damages; and approved for apprenticeship by the Authority.
4. The deduction is made at such rate that the
amount deducted does not exceed 20% of the Q: What is on the job training (OJT)?
homeworkers earnings in a week.
A: It is practical work experience through actual
Q: Distinguish househelpers from homeworkers. participation in productive activities given to or
acquired by an apprentice.
A:
HOUSEHELPERS HOMEWORKERS Q: What are highly technical industries?
Performs in or about his
own home any processing A: Those which are engaged in the application of
or fabrication of goods or advanced technology.
Minister to the personal materials, in whole or in
needs and comfort of his part, which have been Q: What are related theoretical instructions?
Er in the latters home furnished directly or
indirectly, by an Er and A: Technical information based on apprenticeship
sold thereafter to the standards approved by the Bureau.
latter.
Note: Prior approval by TESDA (formerly DOLE) of the
Q: Josie is the confidential secretary of the Chairman proposed apprenticeship program is a condition sine qua
non. Otherwise, an apprentice becomes a regular Ee. [Nitto
of the Board of the bank. She is presently on
Enterprises vs. NLRC, G.R. No. 114337, (1995)].
maternity leave. In an arrangement where the
Chairman of the Board can still have access to her
Q: What are the qualifications of an apprentice? 2. Prior approval by the DOLE of the proposed
A: apprenticeship program is a condition sine qua
1. At least 15 years of age non before an apprenticeship agreement can be
validly entered into. [Nitto Enterprises vs. NLRC
Note: Those below 18 years of age shall not work in 248 SCRA 654 (1995)]
hazardous occupations
Note: One of the objectives of Title II (Training and
2. Physically fit for the occupation Employment of Special Workers) of the Labor Code is to
3. Possess vocational aptitude and capacity establish apprenticeship standards for the protection of
4. Possess: apprentices. An apprenticeship program should first be
a. The ability to comprehend, and approved by the Department of Labor and Employment
(DOLE) before an apprentice may be hired, otherwise a
b. Follow oral and written instructions
person hired will be considered a regular employee.
5. The company must have an apprenticeship
[Century Canning Corp. vs. CA, 530 SCRA 501 (2007)]
program duly approved by the DOLE.
Q: What is the period of apprenticeship?
Note: Trade and industry associations may recommend to
the SLE appropriate educational requirements for different
occupations. A: Must not exceed 6 months:
Q: What are the rules regarding apprenticeship liable by Victor Monteverde as Padillas employer?
agreements? (1997 Bar Question)
A: Apprenticeship agreements, including the wage A: Gomburza College is not liable for the acts of
rates of apprentices, shall: Padilla because there is no Er-Ee relationship
1. Conform to the rules issued by SLE. between them. As provided in the IRR of the LC,
2. The period of Apprenticeship shall not exceed 6 "there is no Er-Ee relationship between students on
months. one hand, and schools, colleges, or universities on the
3. Apprenticeship agreements providing for wage other, where students work with the latter in
rates below the legal minimum wage, which in exchange for the privilege to study free of charge,
no case shall start below 75% of the applicable provided the students are given real opportunity,
minimum wage, may be entered into only in including such facilities as may be reasonable and
accordance with Apprenticeship programs duly necessary to finish their chosen courses under such
approved by the SLE. arrangement."
4. The DOLE shall develop standard model
programs of Apprenticeship. (Sec. 18, Rule VI, Q: Who may terminate an Apprenticeship
Book II, IRR) agreement?
Q: Who will sign if the apprentice is a minor? A: It may be appealed by any aggrieved person to the
SLE within 5 days from receipt of the decision.
A: An apprenticeship agreement with a minor shall be
signed in his behalf by: Note: The decision of the SLE shall be final and executory.
1. His parent or guardian, or if the latter is not
available, Q: What is Exhaustion of Administrative Remedies
2. An authorized representative of the DOLE. (EAR)?
Q: What are the rules on working scholars? A: It is a condition precedent to the institution of
action. (Sec. 32b, Rule VI, Book II, IRR)
A: There is no Er-Ee relationship between students on
one hand, and schools, where there is written Q: How is the principle of Exhaustion of
agreement between them under which the former Administrative Remedies applied in case of breach
agree to work for the latter in exchange for the of apprenticeship agreement?
privilege to study free of charge. The student is not
considered an Ee. (Sec. 14, Rule IX, Book III, IRR) A: Exhaustion of Administrative Remedies is a
condition precedent to the institution of an action for
Q: Padilla entered into a written agreement with enforcing application of agreement.
Gomburza College to work for the latter in exchange
for the privilege of studying in said institution. His Q: Who shall settle differences arising out of
work was confined to keeping clean the lavatory apprenticeship agreement?
facilities of the school. One school day, he got into a
fist fight with a classmate, Monteverde, as a result A: The plant apprenticeship committee shall have the
of which the latter sustained a fractured arm. Victor initial responsibility for settling differences arising out
filed a civil case for damages against him, of Apprenticeship agreement. (Sec. 32b, Rule VI, Book
impleading Gomburza College due to the latter's II, IRR)
alleged liability as his employer. Under the
circumstances, could Gomburza College be held
Q: What is the procedure for the termination of Q: Who may employ learners?
apprenticeship?
A: Only Ers in semi-skilled and other industrial
A: The party terminating shall: occupations which are non-apprenticeable.
1. Serve a written notice on the other at least 5
days before actual termination, Q: What is the status of learners who have been
2. Stating the reason for such decision; and allowed or suffered work during the first 2 months,
3. A copy of said notice shall be furnished the if training is terminated by the Er before the end of
Apprenticeship Division concerned. the stipulated period through no fault of the
Learner?
Q: Who are learners?
A: They are deemed regular Ees. (Sec. 4, Rule VII,
A: Book II, IRR)
1. They are persons hired as trainees in semi-skilled
and other industrial occupations DISTINCTIONS BETWEEN LEARNERSHIP AND
2. Which are non-apprenticeable and APPRENTICESHIP
3. Which may be learned through practical training
on the job in a relatively short period of time Q: Distinguish learnership from apprenticeship.
4. Which shall not exceed 3 months A:
5. Whether or not such practical training is Learnership Apprenticeship
supplemented by theoretical instructions. (Sec. Nature
1a, Rule VII, Book II, IRR) Training on the job in
semi-skilled and other Training in trades which
Q: When may learners be employed? industrial occupation or are apprenticeable, that
trades which are non- is, practical training on
A: apprenticeable and which the job supplemented
1. When no experienced worker is available may be learned thru by related theoretical
2. It is necessary to prevent curtailment of practical training on the instruction for more
employment opportunities; and job in a relatively short than 3 months.
3. Employment does not create unfair competition period of time.
in terms of labor costs or impair or lower working Duration of training
standards. Min: 3 months
Max: 3 months
Max: 6 months
Q: What are the contents of a learnership Commitment to employ
agreement? With commitment to
employ the learner as a
A: Any Er desiring to employ learners shall enter into regular Ee if he desires No commitment to hire
a learnership agreement with them, which upon completion of
agreement shall include: learnership
1. The names and addresses of the learners;
In case of pretermination of contract
2. The duration of the learnership period,
Considered a regular Ee if
which shall not exceed 3 months;
pre-termination occurs
3. The wages or salary rates of the learners
after 2 months of training Worker not considered
which shall begin at not less than 75% of the
and the dismissal is as regular Ee.
applicable minimum wage; and
without fault of the
4. A commitment to employ the learners if they
Learner.
so desire, as regular Ees upon completion of
Coverage
the Learnership.
Highly technical
Semi-skilled/Indus-trial
industries and only in
Q: What is the qualification of a learner? occupations
industrial occupation
A: Must be at least 15 years of age. There is a list of learnable
No list
trades by TESDA
Note: Those below 18 years of age shall not work in Written agreement
hazardous occupations. Requires learnership Requires apprenticeship
agreement agreement
A:
Persons with disability Differently Abled
Refers to all suffering from
restriction of different
Earning capacity is abilities as a result of mental,
impaired by age, or physical or sensory
physical or mental impairment to perform an
deficiency or injury. activity in the manner or
within range considered
normal for a human being.
Covers all activities or
Covers only workers.
endeavors.
Basis: loss/impairment Basis: range of activity which
of earning capacity. is normal for a human being.
Restriction due to
Loss due to injury or
impairment of
physical or mental
mental/physical/ sensory
defect or age.
defect.
If hired, entitled to
75% of minimum
wage. If qualified, entitled to all
terms and conditions as
Subject to definite qualified able-bodied person.
periods of
employment.
Employable only when No restrictions on
necessary to prevent employment.
curtailment of
employment Must get equal opportunity
opportunity. and no unfair competition.
for more than 6 months, the security guards may FOUR- FOLD TEST
consider themselves as having been dismissed.
Q: What factors determine the existence of an
Q: Lacson was one of more than 100 employees who employer-employee relationship?
were terminated from employment due to the
closure of LBM Construction Corporation. LBM was a A: The fourfold test:
sister company of Lastimoso Construction, Inc. and 1. Selection and engagement of the employee;
RL Realty & Devt Corp. All three entities formed 2. Payment of wages;
what came to be known as the Lastimoso Group of 3. Power of dismissal; and
Companies. The three corporations were owned and 4. Power of control (Azucena, Vol. I, p.158)
controlled by members of the Lastimoso family;
their incorporators and directors all belonged to the Q: What is control test?
Lastimoso family. The three corporations were
engaged in the same line of business, under one A: Under the control test, there is an Er-Ee
management, and used the same equipment relationship when the person for whom the services
including manpower services. Lacson and his co-Ees are performed reserves the right to control not only
filed a complaint with the Labor Arbiter against the end achieved but also the manner and means
LBM, RL Realty and Lastimoso Construction to hold used to achieve that end [Television and Production
them jointly and severally liable for back wages and Exponents Inc. vs.Servana (542 SCRA 578)].
separation pay. Lastimoso Construction, Inc. RL
Realty & Development Corporation interposed a Q: What kind of control should be exercised by the
Motion to Dismiss contending that they are juridical employer?
entitles with distinct and separate personalities
from LBM Construction Corporation and therefore, A: Not all forms of control are indicative of Er-Ee
they cannot be held jointly and severally liable for relationship. Where the degree of control is both the
the money claims of workers who are not their result and the means, there is an employer-employee
employees. Rule on the motion to dismiss. Should it relationship. Where the control is merely to results,
be granted or denied? Why? (1999 Bar Question) there is only an independent contractor relationship.
If there is a degree of control for compliance with a
A: It is very clear that even if LBM Construction government regulation that is not the control
company, Lastimoso Construction Company, Inc. and referred to. (Insular life vs. NLRC)
RL Realty & Devt Corp. all belong to the Lastimoso
family and are engaged in the same line of business Note: However, in certain cases the control test is not
under one management and used the same sufficient to give a complete picture of the relationship
equipment including manpower services, these between the parties, owing to the complexity of such a
relationship where several positions have been held by the
corporations were separate juridical entities. Thus,
worker. The better approach is to adopt the two-tiered test
only the LBM Construction Corporation is the Er of
[Francisco vs. NLRC, G.R. No. 170087, (2006)].
Teofilo Lacson. The other corporation do not have
any Er-Ee relations with Lacson. The case in question This two-tiered test would provide us with a framework of
does not include any fact that would justify piercing analysis, which would take into consideration the totality of
the veil of corporate fiction of the other corporations circumstances surrounding the true nature of the
in order to protect the rights of workers. In a case relationship between the parties. This is especially
[Concept Builders, Inc. vs. NLRC, G.R. No. 108734, appropriate in this case where there is no written
(1996)] the SC ruled that it is a fundamental principle agreement or terms of reference to base the relationship
on and due to the complexity of the relationship based on
of corporation law that a corporation is an entity
the various positions and responsibilities given to the
separate and distinct from its stockholders and from
worker over the period of the latters employment
other corporations to which it may be connected. But [Francisco vs. NLRC, G.R. No. 170087, (2006)].
this separate and distinct personality of a corporation
is merely a fiction created by law for convenience and Q: Genesis entered into a Careers Agent Agreement
to promote justice. So, when the notion of separate with EmoLife Insurance Company, a domestic
juridical personality is used to defeat public corporation engaged in insurance business. In the
convenience, justify wrong, protect fraud or defend Agreement, it provides that the agent is an
crime, or is used as a device to defeat the labor laws, independent contractor and nothing therein shall be
this separate personality of the corporation maybe construed or interpreted as creating an employer-
disregarded or the veil of corporate fiction pierced. employee relationship. It further provides that the
agent must comply with three requirements: (1)
compliance with the regulations and requirements Q: What is the proper standard for economic
of the company; (2) maintenance of a level of dependence?
knowledge of the company's products that is
satisfactory to the company; and (3) compliance A: The proper standard is whether the worker is
with a quota of new businesses. However, EmoLife dependent on the alleged Er for his continued
insurance company terminated Genesis services. employment in that line of business.
Genesis filed an illegal dismissal complaint alleging
therein that an employer-employee relationship The determination of the relationship between Er and
exists and that he was illegally dismissed. Is he an Ee depends upon the circumstances of the whole
employee of the Insurance Company? economic activity, such as:
1. The extent to which the services performed are
A: Genesis is not an Ee of EmoLife Insurance an integral part of the Ers business
Company. Generally, the determinative element is 2. The extent of the workers investment in
the control exercised over the one rendering the equipment and facilities;
service. The concept of control in LC has to be 3. The nature and degree of control exercised by
compared and distinguished with control that must the Er;
necessarily exist in a principal-agent relationship. The 4. The workers opportunity for profit and loss;
Er controls the Ee both in the results and in the 5. The amount of initiative, skill, judgment, or
means and manner of achieving this result. The foresight required for the success of the claimed
principal in an agency relationship, e.g. insurance independent enterprise;
agent, on the other hand, also has the prerogative to 6. The permanency and duration of the relationship
exercise control over the agent in undertaking the between the worker and Er; and
assigned task based on the parameters outlined in 7. The degree of dependency of the worker upon
the pertinent laws. In the present case, the the Er for his continued employment in that line
Agreement fully serves as grant of authority to of business. [Francisco vs. NLRC, G.R. No. 170087,
Genesis as EmoLifes insurance agent. This agreement (2006)]
is supplemented by the companys agency practices
and usages, duly accepted by the agent in carrying Q: When should the four-fold test and the two-
out the agency. Foremost among these are the tiered test be properly applied?
directives that the principal may impose on the agent
to achieve the assigned tasks, to the extent that they A: Present Phililippine law recognizes a two-tiered
do not involve the means and manner of undertaking test. The first tier of the test is the four-fold test. The
these tasks. The law likewise obligates the agent to second tier is the economics of the relationship test.
render an account; in this sense, the principal may But the latter test is used if and only if there is going
impose on the agent specific instructions on how an to be harshness in the results because of the strict
account shall be made, particularly on the matter of application of the four-fold test [Francisco vs. NLRC,
expenses and reimbursements. To these extents, G.R. No. 170087, (2006)].
control can be imposed through rules and regulations
without intruding into the labor law concept of KINDS OF EMPLOYMENT
control for purposes of employment [Gregorio
Tongko vs. ManuLife Insurance Company, G.R. No. PROBATIONARY EMPLOYMENT
167622, (2010)].
Q: What is probationary employment?
Q: What is the two-tiered test?
A: Employment where the Ee, upon his engagement:
A: 1. Is made to undergo a trial period
1. The putative Ers power to control the Ee with 2. During which the Er determines his fitness to
respect to the means and methods by which the qualify for regular employment,
work is to be accomplished; and 3. Based on reasonable standards made known to
2. The underlying economic realities of the activity the Ee at the time of engagement. (Sec 6, Rule I,
or relationship. Book VI, IRR)
Q: What are the characteristics of probationary IRR) probationary Ees may be dismissed for cause before
employment? end of the probationary period.
A: Yes. In all cases of probationary employment, the How to resolve the conflict between the Alcira and
Er shall make known to the Ee the standards under Mitsubishi Motors case:
which he will qualify as a regular Ee at the time of his
engagement. Where no standards are made known 1. Statutory Construction The latter case prevails
to the Ee at that time, he shall be deemed a regular (Mitsubishi Motors); or
Ee. In the case at bar, she was deemed to have been 2. Rule more favorable to the Ee use the
hired from day one as a regular Ee [Clarion Printing computation which would amount to granting
House Inc., vs. NLRC, G.R. No. 148372, (2005)]. the subject Ee regular employment status (based
on Constitutional and statutory provisions for the
Q: What is the obligation of the employer to his liberal interpretation of labor laws)
probationary employees?
Q: What is the purpose of the probation period?
A: There is obligation on the part of Er to inform
standards for regularization at the time of A: To afford the Er an opportunity to observe the
engagement. The failure to inform has the effect that fitness of a probationary Ee at work.
upon the expiry of the probationary employment,
with or without the period provided for in the Q: In what instances is a probationary employee
contract, the worker is deemed to be regular. deemed a regular employee?
2. If a particular time is prescribed, the termination therefore can not avail of the status and privileges of a
must be within such time and if formal notice is probationary employment. A part-time Ee can not acquire a
required, then that form must be used; regular permanent status, and hence, may be terminanted
when a qualified etacher becomes available. (Manual of
3. The Ers dissatisfaction must be real and in good
Regulations for Provate Higher Education)
faith, not feigned so as to circumvent the
contract or the law; and
Q: Colegio de San Agustin (CSA) hired the Gela Jose
4. There must be no unlawful discrimination in the
as a grade school classroom teacher on a
dismissal.
probationary basis for SY 84 85. Her contract was
renewed for SYs 85-86 and 86-87. On Mar. 24,
Note: The probationary Ee is entitled to procedural due
process prior to dismissal from service. 87, the CSA wrote the Gela that "it would be in the
best interest of the students and their families that
Q: Ron Cruz was employed as gardener by Manila she seek employment in another school or business
Hotel on probation status effective Sept. 22, 1976. concern for next school year." Notwithstanding the
The appointment signed by Cruz provided for a 6 said notice, the CSA still paid Gela her salary for
month probationary period. On Mar. 20, 1977, or a April 15 to May 15, 1987. On April 6, 87, Gela wrote
day before the expiration of the probationary the CSA and sought reconsideration but she received
period, Cruz was promoted to lead gardener no reply. Thereafter, she filed a complaint for illegal
position. On the same day, Cruz position was dismissal. Was Gela illegally dismissed?
abolished by Manila Hotel allegedly due to
economic reverses or business recession, and to A: No. The Faculty Manual of CSA underscores the
salvage the enterprise from imminent danger of completion of three years of continuous service at
collapse. Was Cruz illegally dismissed? CSA before a probationary teacher acquires tenure.
Hence, the Gela cannot claim any vested right to a
A: Yes, there is no dispute that as a probationary Ee, permanent appointment since she had not yet
Cruz had but limited tenure. Although on achieved the prerequisite 3-year period under the
probationary basis, however, Cruz still enjoys the Manual of Regulation for Private Schools and the
constitutional protection on security of tenure. Faculty Manual of CSA.
During his tenure of employment, therefore, or
before his contract expires, Cruz cannot be removed In the instant case where the CSA did not wish to
except for cause as provided for by law. renew the contract of employment for the next
school year, Gela has no ground to protest. She was
What makes Cruz dismissal highly suspicious is that it not illegally dismissed. Her contract merely expired
took place at a time when he needs only but a day to [CSA vs. NLRC, G.R No. 87333, (1991)].
be eligible as a regular Ee. That he is competent finds
support in his being promoted to a lead gardener in Q: During their probationary employment, eight
so short span of less than 6 months. By terminating employees were berated and insulted by their
his employment or abolishing his position with but supervisor. In protest, they walked out. The
only one day remaining in his probationary supervisor shouted at them to go home and never
appointment, the hotel deprived Cruz of qualifying as to report back to work. Later, the personnel
a regular Ee with its concomitant rights and manager required them to explain why they should
privileges. [Manila Hotel Corp. vs. NLRC, G.R. No. L- not be dismissed from employment for
53453, (1986)] abandonment and failure to qualify for the
positions applied for. They filed a complaint for
Q: What are the requirements for probationary illegal dismissal against their employer. As the
employment of private school teachers? Labor Arbiter, how will you resolve the case? (2006
Bar Question)
A: The probationary employement of academic
teching personnel shall not be more than a period of A: As the LA, I will resolve the case in favor of the 8
6 consecutive semesters or 9 consecutive trimesters probationary Ees due to the following:
of satisfactory service, as the case may be. (Sec. 117 of 1. Probationary Ees also enjoy security of
the Manual of Regulations for Provate Higher Education) tenure [ Bibosovs.VictoriaMilling,G.R.No.L-
44360, (1977)].
Note: An academic teaching personnel, who does not 2. In all cases involving Ees on probationary
possess the minimum academic qualifications under Secs. status, the Er shall make known to the Ee at
35 and 36 of the Manual of Regulations for Provate Higher the time he is hired, the standards by which
Education shall be considered as a part-time Ee, and he will qualify for the positions applied for.
3. The filing of the complaint for illegal Ee to the usual trade or business of the Er. The
dismissal effectively negates the Ers theory test is whether the former is usually necessary or
of abandonment [Rizada vs. NLRC, G.R. No. desirable in the usual business or trade of the Er.
96982, (1999)]. [(De Leon vs. NLRC, G.R. No. 70705, ( 1989)]
4. The order to go home and not to return to
work constitutes dismissal from Note: The connection can be determined by
employment. considering the nature of the work performed and its
5. The 8 probationary Ees were terminated relation to the scheme of the particular business or
trade in its entirety. [Highway Copra Traders vs. NLRC,
without just cause and without due process.
G.R. No. 108889, (1998)]
a casual basis specifically to paint certain company counters through a uniformly worded agreement
buildings and that its completion terminated called Employment Contract for Handicapped
Moises employment. Can Moises be considered as a Workers. The company disclaimed that these
regular employee? employes were regular employees and maintained
among others that they are a special class of
A: Yes, the law demands that the nature and entirety workers, who were hired temporarily under a
of the activities performed by the Ee be considered. special employment arrangement which was a result
Here, the painting and maintenance work given to of overtures made by some civic and political
Moises manifests a treatment consistent with a personalities to the Bank. Should the deaf-mute
maintenance man and not just a painter, for if his job employees be considered as regular employees?
was only to paint a building there would be no basis
for giving him other work assignments in-between A: Yes. The renewal of the contracts of the
painting activities. handicapped workers and the hiring of others leads
to the conclusion that their tasks were beneficial and
It is not tenable to argue that the painting and necessary to the bank. It also shows that they were
maintenance work of Moises are not necessary in La qualified to perform the responsibilities of their
Tondeas business of manufacturing liquors; positions; their disability did not render them
otherwise, there would be no need for the regular unqualified or unfit for the tasks assigned to them.
maintenance section of the companys engineering
department [De Leon vs. NLRC, G.R. No. 70705, The Magna Carta for Disabled Persons mandates that
(1989)]. a qualified disabled Ee should be given the same
terms and conditions of employment as a qualified
Q: Honorio Dagui was hired by Doa Aurora Suntay able-bodied person. The fact that the Ees were
Tanjangco in 1953 to take charge of the qualified disabled persons necessarily removes the
maintenance and repair of the Tanjangco employment contracts from the ambit of Art. 80.
apartments and residential bldgs. He was to perform Since the Magna Carta accords them the rights of
carpentry, plumbing, electrical and masonry work. qualified able-bodied persons, they are thus covered
Upon the death of Doa Aurora Tanjangco in 1982, by Art. 280 of the LC [Bernardo vs. NLRC, G.R. No.
her daughter, Teresita Tanjangco Quazon, took over 122917, (1999)].
the administration of all the Tanjangco properties,
and dismissed Dagui. Is Honorio Dagui a regular Q: Coca-Cola Bottlers Phils, Inc., (CCBPI) engaged the
employee? services of the workers as sales route helpers for a
period of 5 months. After 5 months, the workers
A: Yes. The jobs assigned to Dagui as maintenance were employed by the company on a day-to-day
man, carpenter, plumber, electrician and mason were basis. According to the company, the workers were
directly related to the business of the Tanjangcos as hired to substitute for regular route helpers
lessors of residential and apartment bldgs. whenever the latter would be unavailable or when
Moreover, such a continuing need for his services by there would be an unexpected shortage of
the Tanjangcos is sufficient evidence of the necessity manpower in any of its work places or an unusually
and indispensability of his services to their business high volume of work. The practice was for the
or trade. workers to wait every morning outside the gates of
the sales office of the company, if thus hired, the
Dagui should likewise be considered a regular Ee by workers would then be paid their wages at the end
the mere fact that he rendered service for the of the day. Should the workers be considered as
Tanjangcos for more than one year, that is, beginning regular Ees of CCBPI?
1953 until 1982, under Doa Aurora; and then from
1982 up to June 8, 1991 under the daughter, for a A: Yes, the repeated rehiring of the workers and the
total of 29 and 9 years respectively. Owing to Dagui's continuing need for their services clearly attest to the
length of service, he became a regular Ee, by necessity or desirability of their services in the regular
operation of law, one year after he was employed in conduct of the business or trade of the company. The
1953 and subsequently in 1982 [Aurora Land Projects fact that the workers have agreed to be employed on
Corp. vs. NLRC, G.R. No. 114733, (1997)]. such basis and to forego the protection given to them
on their security of tenure, demonstrate nothing
Q: A total of 43 employees who are deaf-mutes more than the serious problem of impoverishment of
were hired and re-hired on various periods by Far so many of our people and the resulting unevenness
East Bank and Trust Co. as money sorters and
between labor and capital [Magsalin & Coca-Cola vs. Repeated hiring on a project-to-project basis is considered
N.O.W.M., G.R. No. 148492, (2003)]. necessary and desirable to the business of the Er. The Ee is
regular [Maraguinot vs. NLRC, G.R. No. 120969, (1998)].
Q: Metromedia Times Corp. entered, for the fifth
time, into an agreement with Efren Paguio, Q: What are the indicators of project employment?
appointing him to be an account executive of the
firm. He was to solicit advertisements for The A: Either one or more of the following circumstances,
Manila Times. The written contract between the among others, may be considered as indicators that
parties provided that, You are not an employee of an Ee is a project Ee. [Hanjin vs. Ibaez, G.R. No.
the Metromedia Times Corp. nor does the company 170181, (2008)]
have neither any obligations towards anyone you
may employ, nor any responsibility for your a. The duration of the specific/identified
operating expenses or for any liability you may undertaking for which the worker is engaged is
incur. The only rights and obligations between us reasonably determinable;
are those set forth in this agreement. This b. Such duration, as well as the specific
agreement cannot be amended or modified in any work/service to be performed, is defined in an
way except with the duly authorized consent in employment agreement and is made clear to the
writing of both parties. Is Efren Paguio a regular Ee at the time of hiring;
employee of Metromedia Times Corporation?
Note: Absent any other proof that the project Ees
were informed of their status as such, it will be
A: Yes, he performed activities which were necessary
presumed that they are regular Ees.
and desirable to the business of the Er, and that the
same went on for more than a year. He was an c. The work/service performed by the Ee is in
account executive in soliciting advertisements, clearly connection with the particular project/
necessary and desirable, for the survival and undertaking for which he is engaged;
continued operation of the business of the corp. d. The Ee, while not employed and awaiting
engagement, is free to offer his services to any
The corporation cannot seek refuge under the terms other Er;
of the agreement it has entered into with Efren e. The termination of his employment in the
Paguio. The law, in defining their contractual particular project/undertaking is reported to the
relationship, does so, not necessarily or exclusively DOLE Regional Office having jurisdiction over the
upon the terms of their written or oral contract, but workplace within 30 days following the date of
also on the basis of the nature of the work of Efren his separation from work, using the prescribed
has been called upon to perform. A stipulation in an form on Ees termination, dismissal or
agreement can be ignored as and when it is utilized suspensions;
to deprive the Ee of his security of tenure [Paguio vs. f. An undertaking in the employment contract by
NLRC, G.R. No. 147816, (2003)]. the Er to pay completion bonus to the project Ee
as practiced by most construction companies
PROJECT EMPLOYMENT
Q: What are the requisites in determining whether
Q: What is project employment? an employee is a project employee?
A: Employment that has been fixed for a specific A:
project or undertaking the completion for which has 1. The project Ee was assigned to carry out a
been determined at the time of engagement of the specific project or undertaking, and
Ee (Sec. 5[a], Rule I, Book VI, IRR). The period is not 2. The duration and scope of which were specified
the determining factor, so that even if the period is at the time the Ee was engaged for that project.
more than 1 year, the Ee does not necessarily [Imbuido vs. NLRC, G.R. No. 114734, (2000)]
become regular. 3. The Ee must have been dismissed every after
completion of his project or phase
Note: Where the employment of a project Ee is extended
4. Report to the DOLE of Ees dismissal on account
long after the supposed project has been finished, the Ees
are removed from the scope of project Ees and considered of completion of contract [Policy Inst. No. 20;
as regular Ees. D.O. 19 (1997)]
completion of a project. When the employer workers insofar as the effect of temporary cessation of
proceeded to serve notices of termination of work is concerned. This is beneficial to both the Er and Ee
employment when the project was about to be for it prevents the unjust situation of coddling labor at the
expense of capital and at the same time enables the
completed, the employees filed a notice of strike for
workers to attain the status of regular Ees [Maraguinot vs.
mass termination. Is the action of the employees
NLRC, G.R. No. 120969, (1998)].
correct?
Q: What is the day certain rule?
A: No. The litmus test to determine whether an
individual is a project Ee lies in setting a fixed period A: It states that a project employment that ends on a
of employment involving a specific undertaking which certain date does not end on an exact date but upon
completion or termination has been determined at the completion of the project.
the time of the particular Ees engagement. In this
case, as previously adverted to, the officers and the Q: Are project Ees entitled to separation pay?
members of the Union were specifically hired as
project Ees for Leyte Geothermal Power Project. A: GR: Project Ees are not entitled to separation pay
Consequently, upon the completion of the project or if they are terminated as a result of the completion
substantial phase thereof, the officers and the project.
members of the Union could be validly terminated.
[Leyte Geothermal Power Progressive Employees XPN: If the projects they are working on have not
Union v. Philippine National Oil Company, G.R. No. yet been completed when their services are
170351, (2011)]. terminated; project Ees also enjoy security of
tenure during the limited time of their
Q: What is a project? employment [De Ocampo vs. NLRC, G.R. No.
81077, (1990)].
A: A "project" has reference to a particular job or
undertaking that may or may not be within the Q: Roger Puente was hired by Filsystems, Inc.,
regular or usual business of the Er. In either case, the initially as an installer and eventually promoted to
project must be distinct, separate and identifiable mobile crane operator, and was stationed at the
from the main business of the Er, and its duration companys premises. Puente claimed in his
must be determined or determinable [PAL vs. NLRC, complaint for illegal dismissal, that his work was
G.R. No. 125792, (1998)]. continuous and without interruption for 10 years,
and that he was dismissed from his employment
Q: Can a project employee or a member of a work without any cause. Filsystems on its part averred
pool acquire the status of a regular employee? that Puente was a project employee in the
companys various projects, and that after the
A: Yes, when the following concur: completion of each project, his employment was
terminated, and such was reported to the DOLE. Is
1. There is a continuous rehiring of project Ees Roger Puente a regular employee?
even after cessation of a project; and
2. The tasks performed by the alleged project Ee A: No, Puente is a project Ee. The contracts of
are vital, necessary and indispensable to the employment of Puente attest to the fact that he was
usual business or trade of the Er [D.M. Consunji, hired for specific projects. His employment was
Inc. v. JAMIN, G.R. No. 192514, (2012)]. coterminous with the completion of the projects for
which he had been hired. Those contracts expressly
Note: The length of time during which the Ee was
provided that his tenure of employment depended on
continuously re-hired is not controlling, but merely serves
as a badge of regular employment. Enero and Maraguinot the duration of any phase of the project or on the
have been employed for a period of not less than 2 years completion of the construction projects.
and have been involved in at least 18 projects. These facts Furthermore, the company regularly submitted to the
are the basis in considering them as regular Ees of the labor dept reports of the termination of services of
company. project workers. Such compliance with the
reportorial requirement confirms that Puente was a
A work pool may exist although the workers in the pool do project Ee.
not receive salaries and are free to seek other employment
during temporary breaks in the business, provided that the
The mere rehiring of Puente on a project-to-project
worker shall be available when called to report for a
project. Although primarily applicable to regular seasonal basis did not confer upon him regular employment
workers, this set-up can likewise be applied to project status. The practice was dictated by the practical
consideration that experienced construction workers separated from service in that period, but merely
are more preferred. It did not change his status as a considered on leave until re-employed.
project Ee. [Filipinas Pre-Fabricated Building Systems
(FILSYSTEMS), Inc. vs. Puente, G.R. No. 153832, If the Ee has been performing the job for at least a
(2005)] year, even if the performance is not continuous and
merely intermittent, the law deems repeated and
SEASONAL EMPLOYMENT continuing need for its performance as sufficient
evidence of the necessity if not indispensability of
Q: What is seasonal employment? that activity to the business. Hence, the employment
is considered regular, but only with respect to such
A: Employment where the job, work or service to be activity and while such activity exists [Benares vs.
performed is seasonal in nature and the employment Pancho, G.R. No. 151827, (2005)].
is for the duration of the season. (Sec.5 [a], Rule I,
Book VI, IRR) But one year duration on the job is pertinent in
deciding whether a casual Ee has become regular or
An employment arrangement where an Ee is engaged not, but it is not pertinent to a Seasonal or Project Ee.
to work during a particular season on an activity that Passage of time does not make a seasonal worker
is usually necessary or desirable in the usual business regular or permanent [Mercado vs. NLRC, G.R. No.
or trade of the Er. 78969, (1991)].
Note: For Seasonal Ees, their employment legally ends Q: Carlito Codilan and Maximo Docena had been
upon completion of the project or the season. The working for the rice mill for 25 years, while Eugenio
termination of their employment cannot and should not Go, Teofilo Trangria and Reynaldo Tulin have been
constitute an illegal dismissal [Mercado vs. NLRC, G.R. No.
working for 22, 15, and 6 years respectively. The
79869, (1991)].
operations of the rice mill continue to operate and
One year duration on the job is pertinent in deciding do business throughout the year even if there are
whether a casual Ee has become regular or not, but it is not only two or three harvest seasons within the year.
pertinent to a Seasonal or Project Ee. Passage of time does This seasonal harvesting is the reason why the
not make a seasonal worker regular or permanent company considers the workers as seasonal
[Mercado vs. NLRC, G.R. No. 78969, (1991)]. employees. Is the company correct in considering
the employees as seasonal employees?
During off-season, the relationship of Er-Ee is not severed;
the Seasonal Ee is merely considered on LOA without pay.
A: No, the fact is that big rice mills such as the one
Seasonal workers who are repeatedly engaged from season
owned by the company continue to operate and do
to season performing the same tasks are deemed to have
acquired regular employment [Hacienda Fatima vs. business throughout the year even if there are only
National Federation of Sugarcane Workers-Food and two or three harvest seasons within the year. It is a
General Trade, G.R. No. 149440, (2003)]. common practice among farmers and rice dealers to
store their palay and to have the same milled as the
Q: Are seasonal employees entitled to separation need arises. Thus, the milling operations are not
pay? seasonal. Finally, considering the number of years
that they have worked, the lowest being 6 years, the
A: When the business establishment is sold which workers have long attained the status of regular Ees
effectively terminates the employment of the as defined under Art. 280 [Tacloban Sagkahan Rice
Seasonal Ees, the latter would be entitled to Mill vs. NLRC, G.R. No. 73806, (1990)].
separation pay.
CASUAL EMPLOYMENT
Q: Can seasonal employees be considered as regular
employees? Q: What is casual employment?
4. Where it satisfactorily appears that the Er the work is usually necessary and desirable to the
and Ee dealt with each other on more or less business of the Er.
equal terms with no moral dominance
whatever being exercised by the former over Q: Does the Reasonable Connection Rule applies
the latter [Brent School, Inc. vs. Zamora, G.R. in fixed term employment for a fixed- term
No. 48494, (1990)]. employee be eventually classified as regular
employee?
Note: A fixed-period Ee does not become a regular Ee
because his employment is coterminous with a specific A: No. It should be apparent that this settled and
period of time. familiar notion of a period, in the context of a
contract of employment, takes no account at all of
Ee hired on a fixed-term is regular if job is necessary and
the nature of the duties of the Ee; it has absolutely no
desirable to the business of Er [Philips Semiconductor vs.
Fadriquela, G.R. No. 141717, (2004)]. relevance to the character of his duties as being
usually necessary and desirable to the usual business
Q: Is term employment a circumvention of the law of the Er, or not.
on security of tenure?
Q: Dean Jose and other employees are holding
A: No, it is not a circumvention of the law if it follows administrative positions as dean, dept heads and
the requisites laid down by the Brent ruling [Romares institute secretaries. In the implementation of the
vs. NLRC, G.R. No. 122327, (1998)]. Reorganization, Retrenchment and Restructuring
program effective Jan. 1, 1984, Dean Jose and other
Q: Darrell was hired as an athletic director in employees were retired but subsequently rehired.
Amorita School for a period of five years. As such, he Their appointment to their administrative positions
oversees the work of coaches and related staff as dean, dept heads and institute secretaries had
involved in intercollegiate or interscholastic athletic been extended by the company from time to time
programs. However, he was not rehired upon the until the expiration of their last appointment on
expiration of said period. Darrell questions his May 31, 1988. Were Dean Jose and other employees
termination alleging that he was a regular employee illegally dismissed?
and could not be dismissed without valid cause. Is
he a regular employee? A: No. Petitioners were dismissed by reason of the
expiration of their contracts of employment.
A: No. Darrell was not a regular Ee but an Ee under a Petitioners' appointments as dean, dept heads and
fixed- term contract. While it can be said that the institute secretaries were for fixed terms of definite
services he rendered were usually necessary and periods as shown by their respective contracts of
desirable to the business of the school, it cannot also employment, which all expired on the same date,
be denied that his employment was for a fixed term May 31, 1988. The validity of employment for a fixed
of five years. The decisive determinant in fixed- term period has been acknowledged and affirmed by the
employment should not be the activities that the SC [Blancaflor vs. NLRC, G.R. No. 101013, (1993)].
employee is called upon to perform, but the day
certain agreed upon by the parties for the JOB CONTRACTING
commencement and termination of their
employment relation [Brent School Inc. vs. Zamora, ARTS. 106 109, LABOR CODE
G.R. No. 48494, (1990)].
Q: What is job contracting (independent
Q: In the abovementioned facts, will Rene contracting/ subcontracting)?
automatically become a regular employee if he is
rehired by the school for another definite period of A: "Contracting" or "subcontracting" is an
employment? arrangement whereby a principal agrees to put out or
farm out with a contractor the performance or
A: No. The decisive determinant in term employment completion of a specific job, work or service within a
is the day certain agreed upon by the parties for the definite or predetermined period, regardless of
commencement and termination of their whether such job, work or service is to be performed
employment relationship, a day certain being or completed within or outside the premises of the
understood to be that which must necessarily come, principal. (DO 18-A)
although it may not be known when and not whether
Q: What are the conditions that must be met in Note: Individuals with special skills, expertise or talent
order to be considered as legitimate job contracting enjoy the freedom to offer their services as independent
or subcontracting? contractors. An individual like an artist or talent has a right
to render his services without any one controlling the
means and methods by which he performs his art or craft
A: The following conditions must be met:
[Sonza vs. ABS-CBN, G.R. No. 138051, (2004)].
1. The contractor must be registered in accordance Q: SMC and Sunflower Cooperative entered into a 1-
with these Rules and carries a distinct and yr Contract of Services, to be renewed on a month
independent business and undertakes to perform to month basis until terminated by either party.
the job, work or service on its own responsibility, Pursuant to the contract, Sunflower engaged private
according to its own manner and method, and respondents to render services at SMCs Bacolod
free from control and direction of the principal in Shrimp Processing Plant. The contract was deemed
all matters connected with the performance of renewed by the parties every month after its
the work except as to the results thereof; expiration on Jan. 1, 94 and respondents continued
2. The contractor has substantial capital and/or to perform their tasks until Sep. 11, 95. In July 95,
investment; and private respondents filed a complaint before the
3. The Service Agreement ensures compliance with NLRC, praying to be declared as regular employees
all the rights and benefits under Labor Laws. (Sec. of SMC, with claims for recovery of all benefits and
4, DO 18-A) privileges enjoyed by SMC rank and file employees.
Respondents subsequently filed an Amended
Q: When is there labor-only contracting? Complaint to include illegal dismissal as additional
cause of action following SMCs closure of its
A: There is labor-only contracting when: Bacolod Shrimp Processing Plant on which resulted
in the termination of their services. SMC filed a
1. The contractor does not have substantial capital Motion for Leave to File Attached Third Party
or investments in the form of tools, equipment, Complaint to implead Sunflower as 3 -Party
rd
machineries, work premises, among others, and Defendant. Are private respondents employees of
the Ees recruited and placed are performing the independent cooperative contractor (Sunflower)
activities which are usually necessary or desirable or of the SMC?
to the operation of the company, or directly
related to the main business of the principal A: The contention of SMC holds no basis. Using the
within a definite or predetermined period, substantial capital doctrine and the right of control
regardless of whether such job, work or service is test, the Court found that the Sunflower had no
to be performed or completed within or outside substantial capital in the form of tools, equipment,
the premises of the principal; or machineries, work premises and other materials to
2. The contractor does not exercise the right to qualify itself as an independent contractor. The lot,
control over the performance of the work of the building, machineries and all other working tools
Ee. (Sec. 6, DO 18-A) utilized by private respondents in carrying out their
tasks were owned and provided by SMC. In addition,
Q: What are the factors to consider in determining the shrimp processing company was found to have
whether contractor is carrying on an independent control of the manner and method on how the work
business? was done. Thus, the complainants were deemed Ees
not of the cooperative but of the shrimp processing
A: company. Since respondents who were engaged in
1. Nature and extent of work shrimp processing performed tasks usually necessary
2. Skill required or desirable in the aquaculture business of SMC, they
3. Term and duration of the relationship should be deemed regular Ees of the latter and as
4. Right to assign the performance of specified such are entitled to all the benefits and rights
pieces of work appurtenant to regular employment [SMC vs.
5. Control and supervision of worker Prospero Aballa, et al., G.R. No. 149011, (2005)].
6. Power of Er to hire, fire and pay wages
7. Control of the premises Q: What are the conditions of permissible job
8. Duty to supply premises, tools, appliances, contracting?
materials and labor
9. Mode, manner and terms of payment [Vinoya vs.
NLRC, G.R. No. 126286, (2000)].
A: A:
1. The labor contractor must be duly licensed by 1. If caused by the pre-termination of the Service
the appropriate Regional Office of the DOLE Agreement not due to authorized causes under
2. There should be a written contract between the Art. 283 of LC The right of Ee to unpaid wages
labor contractor and his client-Er that will assure and other unpaid benefits including unremitted
the Ees at least the minimum labor standards legal mandatory contributions shall be borne by
and benefits provided by existing laws. the party at fault, without prejudice to the
solidary liability of the parties to the Service
Note: The Ees of the contractor or subcontractor shall be Agreement.
paid in accordance with the provisions of the LC. (Art. 106,
LC) 2. If the termination results from the expiration of
the service agreement or completion of the phase
Q: Who are the parties in contracting and of the job The Ee may opt for payment of
subcontracting? separation benefits as may be provided by law or
the Service Agreement, without prejudice to
A: his/her entitlement to the completion bonuses
1. Contractor/subcontractor any person or entity, or other emoluments, including retirement
including a cooperative, engaged in a legitimate benefits whenever applicable.
contracting or subcontracting arrangement.
Q: When is the principal deemed the employer of
2. Contractual Ee One who is employed by a the contractual employee?
contractor or subcontractor to perform or
complete a job, work, or service pursuant to a A: When:
service agreement with a principal. (D.O. 18-A) 1. There is labor-only contracting
2. The contracting arrangement falls within the
3. Principal Any Er who puts out or farms out a job, prohibited acts
service, or work to a contractor or subcontractor.
Q: May the employer or indirect employer require
Q: Describe the relationship arising from contractual the contractor or subcontractor to furnish a bond
arrangements. equal to the cost of labor under contract to answer
for the wages due to employees in case the
A: There is a trilateral relationship between the contractor or subcontractor fails to pay the same?
principal, contractor and Ee. There exists a
contractual relationship between the principal and A: Yes. The Er or indirect Er may require the
the contractor or subcontractor to its Ees. contractor or subcontractor to furnish a bond that
will answer for the wages due to the Ees.
DEPARTMENT ORDER NO. 18-A
Q: What is the liability of the principal?
Q: What are the rights of a contractual employee?
A: The principal shall be solidarily liable with the
A: They shall be entitled to all the rights and contractor in the event of any violation of any
privileges as provided for in the LC, as amended, to provision of the LC, including the failure to pay
include the following: wages. This will not prevent the principal from
1. Safe and healthful working conditions; claiming reimbursement from the contractor.
2. Service Incentive Leave, rest days, OT pay,
th
holiday pay, 13 month pay and separation pay; Q: Why is labor-only contracting prohibited?
3. Retirement benefits under SSS or retirement
plans of the contractor; A: It gives rise to confusion as to who is the real Er of
4. Social security and welfare benefits; the workers and who is liable to their claims. It also
5. Self-organization, CBA and peaceful concerted deprives workers of the opportunity to become
actions; and regular Ees.
6. Security of tenure (Sec. 8, DO 18-A)
Q: What are the bases of the State in prohibiting
Q: What are the effects of termination of labor-only contracting?
contractual employee to separation pay and other
benefits?
laws and maintain these employees based on FACTOR TEST Independent Labor-only
businesses requirements, which may or may not Contractor contractor
be for different clients of the BPOs at different
periods of the Ees employment. [3.2, No separate
Department Circular No. 01-12] business
2. No. Licensing and the exercise of the regulatory The business of
independent
powers over the construction industry is lodged an independent
with the Philippine Contractors Accreditation and distinct
contractor is
Board (PCAB) under the Construction Industry from the
Nature of entirely
Authority of the Philippines (CIAP) pursuant to principal. May
business separate and
P.D. 1746 and not with the DOLE or any of its be a cabo or
regional offices. [4.1, Department Circular No. distinct from the
an in-house
01-12] business of the
agency
principal
prohibited
EFFECTS OF LABOR-ONLY CONTRACTING
under DO 18-02
Q: What are the effects of finding that there is labor-
only contracting? Has substantial
The only
capital or
Substantial investment is
A: A finding that a contractor is a labor-only investment. No
capital OR bringing
contractor is equivalent to declaring that there is an substantial
Er-Ee relationship between the principal and the Ees investment individuals to
capital or
of the labor-only contractor [Assoc. Anglo-American work
investment.
Tobacco Corp. vs. Clave, G.R. No. 50915, (1990)].
Control as to
Note: The principal is considered the direct Er of the Control as to
contractual Ees for purposes of enforcing the provisions of only RESULTS
Control BOTH results
the LC and other social legislations. but not the
and means
means
The contractor/subcontractor is deemed only to be the
agent of the principal.
VALID in VOID in
EFFECT:
The principal is solidarily liable with the contractor/ Philippine law Philippine law
subcontractor in the event of any violation of any provision
of the LC, including failure to pay wages.
Note: DO 18-A prohibits job contracting of functions
TRILATERAL RELATIONSHIP IN JOB CONTRACTING performed by regular Ees.
Q: When is willful disobedience of the employers were asked to report for reassignment in Metro
lawful orders a just cause for termination? Manila by PISI. Upon failure to report or respond to
such directives they were ordered dismissed from
A: Two requisites must concur: employment by PISI for willful disobedience. Did the
1. The Ees assailed conduct must have been failure to report to Manila amount to willful
willful or intentional, the willfulness being disobedience?
characterized by a wrongful and perverse
attitude. A: The reasonableness of the rule pertains to the kind
2. The disobeyed orders, regulations or of character of directives and commands and to the
instructions of the Er must be: manner in which they are made. In this case, the
a. Reasonable and lawful order to report to the Manila office fails to meet this
b. Sufficiently known to the Ee standard. The order to report to Manila was
c. In connection with the duties which the inconvenient, unreasonable, and prejudicial to
Ee has been engaged to discharge Escobins group since they are heads of families
[Cosep vs. NLRC, G.R. No. 124966, residing in Basilan and they were not given
(1998)]. transportation money or assurance of availability of
work in Manila [Escobin vs. NLRC, G.R. No. 118159.
Q. Is refusal to a promotion by an employee an act (1998)].
of insubordination or willful disobedience?
Q: When is negligence a just cause for termination?
A. There is no law that compels an Ee to accept a
promotion for the reason that a promotion is in the A: When it is gross and habitual.
nature of a gift or reward, which a person has the
right to refuse. The exercise of the Ee of the right to Q: When is there Gross Negligence?
refuse a promotion cannot be considered in law as
insubordination or willful disobedience [PT&T Corp. A: Gross negligence implies a want or absence of or
vs. CA, G.R. No. 152057, (2003)]. failure to exercise slight care of diligence of the entire
absence of care it evinces thoughtless disregard of
Q: A company vehicle was brought twice out of the consequences without exerting any effort to avoid
company premises without authorization. In the first them. However, such neglect must not only be gross
instance the company opted not to implement any but habitual in character [Judy Phils. vs. NLRC, G.R.
action against Homer and instead issued a No. 111934, (1998)].
memorandum reminding Homer as well as the
security guards of the proper procedure. However, Q: When is there habitual neglect of duties?
in the second instance the vehicle met an accident.
Is Homer guilty of willful disobedience even though A: Habitual Neglect implies repeated failure to
he was not the one who personally brought the perform ones duties over a period of time,
company vehicle out of the company premises and depending upon the circumstance [JGB and
was merely a passenger in the second incident? Associates vs. NLRC, GR No. 10939, (1996)].
A: Yes. A rule prohibiting Ees from using company Q: Antiola, as assorter of baby infant dress for Judy
vehicles for private purpose without authority from Phils., erroneously assorted and packaged 2,680
management is a reasonable one. When Homer rode dozens of infant wear. Antiola was dismissed from
the company vehicle, he was undoubtedly aware of employment for this infraction. Does the single act
the possible consequences of his act and taking into of misassortment constitute gross negligence?
consideration his moral ascendancy over the security
guards it was incumbent upon him not only to A: No. Such neglect must not only be gross but also
admonish them but also to refrain from using the habitual in character. Hence, the penalty of dismissal
company car himself. Homer is responsible for the is quite severe considering that Antiola committed
unauthorized release of the vehicle of the company the infraction for the first time [Judy Phils. vs. NLRC,
which is a violation of the rules and regulations of the G.R. No. 111934, (1998)].
company. Homer was already reminded of the proper
procedure of the company. [Family Planning Org. of Q: Does the failure in performance evaluations
the Phil. vs. NLRC, G.R. No. 75907, (1992)] amount to gross and habitual neglect of duties?
Several factors can be attributed to the low sales there was a concurrence of the intention to abandon
performance, which may not be compelled by the and some overt acts from which it may be inferred
respondent. It being involuntary on his part the that the Ee concerned has no more interest in
factors cannot be taken as a valid ground as they are working [Jo vs. NLRC, G.R. No. 121605, (2000)].
not to be considered willful breach of trust, for they
were not done intentionally, knowingly and Q: The employees averred that they were underpaid
purposely, without justifiable excuse [Norkis and filed a complaint for money claims against the
Distributors, Inc and Alex D. Buat v. Delfin S. employer before the LA. As a result of their
Descallar, G.R. No. 185255, (2012)]. complaint, they were relieved from their posts and
were not given new assignments despite the lapse
Q: What is abandonment as a just cause for of six months. On the other hand, the Er maintains
termination? that the employees were not dismissed but were
merely transferred to a new post and voluntarily
A: It means the deliberate, unjustified refusal of an abandoned their jobs when they failed to report for
employee to resume his employment. duty in the new location. Upon termination, the
employee moved to file a joint complaint for illegal
Q: What are the requirements for a valid finding of dismissal. Is there a valid indication of abandonment
abandonment? from work?
A: For a valid finding of abandonment, two (2) factors A. No. For abandonment of work to fall under Art.
must be present: 282 of the LC, as amended, as gross and habitual
1. The failure to report for work, or absence neglect of duties there must be the occurrence of two
without valid or justifiable reason; and elements: first, there should be a failure of the
2. A clear intention to sever Er-Ee relationship, with employee to report for works without a valid or
the 2nd element as the more determinative justifiable reason and second, there should be a
factor, being manifested by some overt acts [Sta. showing that the Ee intended to sever the Er-Ee
Catalina College s. NLRC, G.R. No. 144483, relationship, the second element being the more
(2003)]. determinative factor as manifested by overt acts.
dismissal as penalty as oppose to reprimand, A: Where the Ee has done something that is contrary
suspension, etc. or incompatible with the faithful performance of his
duties, his Er has a just cause for terminating his
Q: When is "commission of a crime or offense" a just employment [Manila Chauffeurs League vs. Bachrach
cause for termination of an employee? Motor Co., G.R. No. L-47071, (1940)].
6. Disease must be incurable within 6 months and 2. Payment of separation pay equivalent to at least
the continued employment is prohibited by law 1 month pay or at least 1 month pay for every
or prejudicial to his health as well as to the year of service, whichever is higher
health of his co-Ees with a certification from the 3. Good faith in abolishing redundant position
public health officer that the disease is incurable 4. Fair and reasonable criteria in ascertaining what
within 6 months despite due to medication and positions are to be declared redundant:
treatment a. Less preferred status, e.g. temporary Ee
b. Efficiency and
Q: What are other authorized causes? c. Seniority
4. Proof of expected or actual losses the retrenchment done by the Society not valid for
5. The employer used fair and reasonable criteria in its failure to follow the criteria laid down by law?
ascertaining who would be retained among the
Ees, such as status, efficiency, seniority, physical A: No. The Society terminated the employment of
fitness, age, and financial hardship of certain several workers who have worked with the Society
workers [FASAP v. PAL, G.R. No. 178083, (2009)]. for great number of years without consideration for
the number of years of service and their seniority
Q: What are the criteria in selecting employees to be indicates that they had been retained for such a long
retrenched? time because of loyal and efficient service. The
burden of proving the contrary rests on the Society
A: There must be fair and reasonable criteria to be [Phil. Tuberculosis Society, Inc. vs. National Labor
used in selecting Ees to be dismissed such as: Union, G.R. No. 115414, (1998)].
1. Less preferred status;
2. Efficiency rating; Q: Due to mounting losses the former owners of
3. Seniority. [Phil. Tuberculosis Society, Inc. vs. Asian Alcohol Corporation sold its stake in the
National Labor Union, G.R. No. 115414, company to Prior Holdings. Upon taking control of
(1998)] the company and to prevent losses, Prior Holdings
implemented a reorganization plan and other cost-
Q: What is the last in first out (LIFO) rule? saving measures including the retrenchment of 117
employees some of which are members of the union
A: It applies inthe termination of employment in the and the majority held by non-union members. Some
line of work. What is contemplated in the LIFO rule is retrenched workers filed a complaint for illegal
that when there are two or more Ees occupying the dismissal alleging that the retrenchment was a
same position in the company affected by the subterfuge for union busting activities.
retrenchment program, the last one employed will
necessarily be the first one to go [Maya Farms Ees Was the retrenchment made by Asian Alcohol valid
Organization vs. NLRC, G.R. No. 106256, (1994)]. and justified?
Q: Is the seniority rule or "last in first out" policy to A: Yes. Even though the bulk of the losses were
be strictly followed in effecting a retrenchment or suffered under the old management and continued
redundancy program? (2001 Bar Question) only under the new management, ultimately the new
management of Prior Holdings will absorb such
A: In Asian Alcohol Corp., the SC stated that with losses. The law gives the new management every
regard the policy of "first in,last out" in choosing right to undertake measures to save the company
which positions to declare as redundantor whom to from bankruptcy [Asian Alcohol Corp. vs. NLRC, G.R.
retrench to prevent further business losses, there is No. 131108, (1999)].
no law that mandates such a policy. The reason is
simple enough. A host of relevant factors come into Q: Differentiate redundancy from retrenchment
play in determining cost efficient measures and in
choosing the Ees who will be retained or separated A: Redundancy does not involve losses or the closing
to save the company from closing shop. In or cessation of operations of the establishment.
determining these issues, management plays a pre-
eminent role. The characterization of positions as On the other hand, retrenchment involves losses,
redundant is an exercise of business judgment on the closures or cessation of operations of establishment
part of the Er. It will be upheld as long as it passes or undertaking not due to serious business losses or
the test of arbitrariness. financial reverses.
Q: Philippine Tuberculosis Society, Inc. retrenched Q: What are the requisites of a valid closure?
116 employees after incurring deficits amounting to
9.1 million pesos. Aside from retrenching its A:
employees, the company also implemented cost 1. Written notice served on both the Ees and the
cutting measures to prevent such losses for DOLE at least 1 month prior to the intended date
increasing and minimizing it. The NLRC ruled that of closure
the retrenchment was not valid on the ground that 2. Payment of separation pay equivalent to at least
the Society did not take the seniority rule into one month pay or at least 1/2 month pay for
account in the selection of the retrenchment. Was
every year of service, whichever is higher, except Are Galaxie employees entitled to separation pay?
when closure is due to serious business losses
3. Good faith A: No. Galaxie had been experiencing serious
4. No circumvention of the law financial losses at the time it closed business
5. No other option available to the Er operations. Art. 283 of the LC governs the grant of
separation benefits "in case of closures or cessation
Q: What is the test for the validity of closure or of operation" of business establishments "not due to
cessation of establishment or undertaking? serious business losses or financial reverses." Where,
the closure then is due to serious business losses, the
A: The ultimate test of the validity of closure or LC does not impose any obligation upon the employer
cessation of establishment or undertaking is that it to pay separation benefits [Galaxie Steel Workers
must be bona fide in character. And the burden of Union vs. NLRC, G.R. No. 165757, (2006)].
proving such falls upon the Er [Capitol Medical
Center, Inc. vs. Dr. Meris, G.R. No. 155098, (2005)]. Q: Rank-and-file workers of SIMEX filed a petition
for direct certification and affiliated with Union of
Q: When is separation pay required in case of Filipino Workers (UFW). Subsequently, 36 workers
closure? of the companys lumpia department and 16 other
workers from other departments were effectively
A: Only where closure is neither due to serious locked out when their working areas were cleaned
business losses nor due to an act of Government out. The workers through UFW filed a complaint for
[North Davao Mining Corp vs. NLRC, G.R. No. 112546, unfair labor practices against the company. SIMEX
Mar. 13, 1996; NFL vs. NLRC, G.R. No. 127718, then filed a notice of permanent shutdown/total
(2000)]. closure of all units of operation in the establishment
with the DOLE allegedly due to business reverses
Note: Closure contemplated is a unilateral and voluntary brought about by the enormous rejection of their
act on the part of the Er to close the business products for export to the United States.
establishment.
When the closure of the business is due to serious Was the closure warranted by the alleged business
business loss- there is no obligation to pay separation
reverses?
pay.
Where closure of business is by compulsion of law
(e.g.: the land where the building is situated was A: The closure of a business establishment is a ground
declared covered by the Comprehensive Agrarian for the termination of the services of any Ee unless
Reform Law) - closure of business is NOT attributed to the closing is for the purpose of circumventing the
Ers will thus, no obligation to pay. provisions of the law. But, while business reverses
can be a just cause for terminating Ees, they must be
Q: Galaxie Steel Corp. decided to close down sufficiently proved. In this case, the audited financial
because of serious business loses. It filed a written statement of SIMEX clearly indicates that they
notice with the DOLE informing its intended closure actually derived earnings. Although the rejections
and the termination of its employees. It posted the may have reduced their earnings they were not
notice of closure on the corporate bulletin board. suffering losses. There is no question that an
employer may reduce its work force to prevent losses
Does the written notice posted by Galaxie on the but it must be serious, actual and real otherwise this
bulletin board sufficiently comply with the notice ground for termination would be susceptible to abuse
requirement under Art. 283 of the LC? by scheming Ers who might be merely feigning
business losses or reverses in their business ventures
A: No. In order to meet the purpose, service of the to ease out Ees [Union of Filipino Workers vs. NLRC,
written notice must be made individually upon each G.R. No. 90519, (1992)].
and every Ee of the company. However, the Court
held that where the dismissal is for an authorized Q: Carmelcraft Corporation closed its business
cause, non-compliance with statutory due process operations allegedly due to losses of Php 1, 603.88
should not nullify the dismissal, or render it illegal, or after the Carmelcraft Employees Union filed a
ineffectual. Still, the employer should indemnify the petition for certification election. Carmelcraft Union
Ee, in the form of nominal damages, for the violation filed a complaint for illegal lockout and ULP with
of his right to statutory due process [Galaxie Steel damages and claim for employment benefits. Were
Workers Union vs. NLRC, G.R. No. 165757, (2006)]. the losses incurred by the company enough to justify
closure of its operations?
A: The determination to cease operations is a the filling up of vacancies in the facilities of the buyer
prerogative of management that is usually not [MDII Supervisors & Confidential Ees Assn (FFW) vs.
interfered with by the State as no business can be residential Assistant on Legal Affairs, G.R. Nos. L-
required to continue operating at a loss simply to 45421-23, (1977)].
maintain the workers in employment. That would be
a taking of property without due process of law which Q: What is the difference between closure and
the Er has a right to resist. But where it is manifest retrenchment?
that the closure is motivated not by a desire to avoid
further losses but to discourage the workers from A:
organizing themselves into a union for more effective CLOSURE RETRENCHMENT
negotiations with management, the State is bound to It is the reversal of Is the reduction of
intervene. The losses of less than Php 2,000 for a fortune of the Er personnel for the
corporation capitalized at Php 3 million cannot be whereby there is a purpose of cutting down
considered serious enough to call for the closure of complete cessation of on costs of operations in
the company [Carmelcraft Corp. vs. NLRC, G.R. No. business operations to terms of salaries and
90634-35, (1990)]. prevent further wages resorted to by an
financial drain upon Er because of losses in
Q: Is the transferee of the closed corporation an Er who cannot pay operation of a business
required to absorb the employees of the old anymore his Ees since occasioned by lack of
corporation? business has already work and considerable
stopped. reduction in the volume
A: GR: There is no law requiring a bona fide purchaser of business.
of assets of an on-going concern to absorb in its In the case of
employ the Ees of the latter except when the retrenchment, however,
transaction between the parties is colored or clothed for the closure of a
with bad faith. [Sundowner Devt Corp. vs. Drilon, G.R. One of the business or a
No. 82341, (1989)] prerogatives of department due to
management is the serious business losses
XPNs: decision to close the to be regarded as an
1. Where the transferee was found to be merely entire establishment authorized cause for
an alter ego of the different merging firms or to close or abolish terminating Ees, it must
[Filipinas Port Services, Inc. vs. NLRC, G.R. No. a department or be proven that the
97237, (1991)]. section thereof for losses incurred are
2. Where the transferee voluntarily agrees to do economic reasons, substantial and actual or
so [Marina Port Services, Inc. vs. Iniego, G.R. such as to minimize reasonably imminent;
No. 77853, (1990)]. expenses and reduce that the same increased
capitalization. through a period of
Q: Marikina Dairy Industries, Inc. decided to sell its time; and that the
assets and close operations on the ground of heavy condition of the
losses. The unions alleged that the financial losses company is not likely to
were imaginary and the dissolution was a scheme improve in the near
maliciously designed to evade its legal and social future.
obligations to its employees. The unions want the LC provides for the
buyers of the corporations assets restrained to Does not obligate the
payment of separation
operate unless the members of the unions are hired Er for the payment of
package in case of
to operate the plant under the terms and conditions separation package if
retrenchment to
specified in the collective bargaining agreements. there is closure of
prevent losses.
business due to
Is the buyer of a companys assets required to serious losses.
absorb the employees of the seller?
Q: When is disease a ground for dismissal?
A: There is no law requiring that the purchaser of a
companys assets should absorb its Ees and the most A: Where the Ee suffers from a disease, and:
that can be done for reasons of public policy and 1. His continued employment is prohibited by law
social justice was to direct that buyers of such assets or prejudicial to his health or to the health of his
to give preference to the qualified separated Ees in co-Ees. (Sec.8, Rule I, Book VI, IRR)
2. With a certification by competent public health the latter could be validly terminated from his job
authority that the disease is incurable within 6 [Tan vs. NLRC, G. R. No. 116807, (1997)].
months despite due medication and treatment
[Solis vs. NLRC, GR No. 116175, (1996)]. Note: Termination from work on the sole basis of actual
perceived or suspected HIV status is deemed unlawful. (Sec.
Note: The requirement for a medical certification cannot be 35, R.A. 8504 HIV/AIDS Law)
dispensed with; otherwise, it would sanction the unilateral
and arbitrary determination by the Er of the gravity or Q: Anna Ferrer has been working as a book keeper
extent of the Ees illness and thus defeat the public policy at Great Foods, Inc., which operates a chain of high-
on the protection of labor [Manly Express vs.Payong, G.R. end restaurants throughout the country, since 1970
No. 167462, (2005)]. when it was still a small eatery at Binondo. In the
early part of the year 2003, Anna, who was already
Termination of services for health reasons must be
50 years old, reported for work after a week-long
effected only upon compliance with the above
requisites. The requirement for a medical certificate vacation in her province. It was the height of the
under Art. 284 of the LC cannot be dispensed with; SARS scare, and management learned that the first
otherwise, it would sanction the unilateral and confirmed SARS death case in the Phils, a
arbitrary determination by the Er of the gravity or balikbayan nurse from Canada, is a townmate of
extent of the Ees illness and thus defeat the public Anna. Immediately, a memorandum was issued by
policy on the protection of labor [Sy et. al vs. CA, G.R. management terminating the services of Anna on
No. 142293, (2003)]. the ground that she is a probable carrier of SARS
virus and that her continued employment is
Q: What is the procedure in terminating an prejudicial to the health of her co-Ees. Is the action
employee on the ground of disease? taken by the employer justified? (2004 Bar
Question)
A:
1. The Er shall not terminate his employment A: The Ers act of terminating the employment of
unless: Anna is not justified. There is no showing that said Ee
a. There is a certification by a competent public is sick with SARS, or that she associated or had contact
health authority with the deceased nurse. They are merely town
b. That the disease is of such nature or at such mates. Furthermore, there is no certification by a
a stage that it cannot be cured within a competent public health authority that the disease is
period of 6 months even with proper of such a nature or such a stage that it cannot be
medical treatment. cured within a period of 6 months even with proper
medical treatment. (Implementing Rules, Book VI, Rule
2. If the disease or ailment can be cured within the 1, Sec. 8, LC)
period, the Er shall not terminate the Ee but shall
ask the Ee to take a leave. The Er shall reinstate Q: Discuss the rules on separation pay with regard to
such Ee to his former position immediately upon each cause of termination.
the restoration of his normal health. (Sec. 8, Rule
I, Book VI, IRR) A:
CAUSE OF
Q: Is an employee suffering from a disease entitled SEPARATION PAY
TERMINATION
to reinstatement?
Equivalent to at least 1
month pay or at least 1
A: Yes, provided he presents a certification by a Automation
month pay for every year of
competent public health authority that he is fit to
service, whichever is higher
return to work [Cebu Royal Plant vs. Deputy Minister,
G.R. No. L-58639, (1987)]. Equivalent to at least 1
month pay or at least 1
Redundancy
month pay for every year of
Q: Is the requirements of a medical certificate
mandatory? service, whichever is higher
Equivalent to 1 month pay
A: Yes, it is only where there is a prior certification Retrenchment or at least month pay for
from a competent public authority that the disease every year or service
afflicting the Ee sought to be dismissed is of such Closures or Equivalent to at least 1
nature or at such stage that it cannot be cured within cessation of month pay or at least 1
6 months even with proper medical treatment that operation not due month pay for every year of
to serious service (if due to severe effectivity, to give them sufficient time to make
business financial losses, no necessary arrangements. In this case,
losses/financial separation pay notwithstanding the Ees knowledge of the
reverses cancellation of the distributorship agreement, they
Equivalent to at least 1 remained uncertain about the status of their
month pay or at least employment when DAP failed to formally inform
Disease them about the redundancy [DAP Corp. vs. CA, G.R.
month pay for every year of
service, whichever is higher No. 165811, (2005)].
There is no separation pay when the closure is due to an act Q: What are the two-fold requirements of a valid
of the Government. dismissal for a just cause?
Caong, Tresquio and Daluyon were not denied due Q: The illegal dismissal case was referred to the
process. Due process is not a matter of strict, rigid or Labor Arbiter. Is a formal hearing or trial required to
formulaic process. The essence of due process is satisfy the requirement of due process?
simply the opportunity to be heard, or as applied to
administrative proceedings, an opportunity to explain A: No. Trial-type hearings are not required in labor
ones side or an opportunity to seek a cases and these may be decided on verified position
reconsideration of the action or ruling complained of. papers, with supporting documents and their
A formal or trial-type hearing is not at all times and in affidavits.
all instances essential, as the due process
requirements are satisfied where the parties are The holding of a formal hearing or trial is
afforded fair and reasonable opportunity to explain discretionary with the labor arbiter and is something
their side of the controversy at hand [Caong vs. that the parties cannot demand as a matter of right.
Regualos, G.R. No. 179428, (2011)]. It is entirely within his authority to decide a labor
case before him, based on the position papers and
HEARING; MEANING OF OPPORTUNITY TO BE supporting documents of the parties, without a trial
HEARD or formal hearing. The requirements of due process
are satisfied when the parties are given the
Q: What is included in the opportunity to be heard? opportunity to submit position papers wherein they
are supposed to attach all the documents that would
A: The first written notice to be served on the Ees prove their claim in case it be decided that no hearing
should contain the specific causes or grounds for should be conducted or was necessary [Shoppes
termination against them, and a directive that the Ees Manila vs. NLRC, 419 SCRA 354, (2004)].
are given the opportunity to submit their written
explanation within a reasonable period. Under the Note: It is not necessary for the affiants to appear and
Omnibus Rules, reasonable opportunity means every testify and be cross-examined by the counsel for the
kind of assistance that management must accord to adverse party. It is sufficient that the documents submitted
the Ees to enable them to prepare adequately for by the parties have a bearing on the issue at hand and
their defense. This should be construed as a period of support the positions taken by them [C.F. Sharp & Co. vs.
Zialcita, 495 SCRA 387, (2006)].
at least five (5) calendar days from receipt of the
notice to give the Ees an opportunity to study the The essence of due process is simply an opportunity to be
accusation against them, consult a union official or heard, or as applied to administrative proceedings, an
lawyer, gather data and evidence, and decide on the opportunity to explain ones side or an opportunity to seek
defenses they will raise against the complaint. To a reconsideration of the action or ruling complained of
enable the Ees to intelligently prepare their [PLDT vs. Bolso, 530 SCRA 550, (2007)].
explanation and defenses, the notice should contain a
detailed narration of the facts and circumstances that Q: Who has the burden of proof in termination
will serve as basis for the charge against the Ees. A cases?
general description of the charge will not suffice.
Lastly, the notice should specifically mention which A: The burden of proof rests upon the Er to show
company rules, if any, are violated and/or which that the dismissal of the Ee is for a just cause, and
among the grounds under Art. 282 is being charged failure to do so would necessarily mean that the
against the Ees. dismissal is not justified, consonant with the
constitutional guarantee of security of tenure.
After serving the first notice, the Ers should schedule
and conduct a hearing or conference wherein the Ees Note: Due process refers to the process to be followed;
will be given the opportunity to: (1) explain and burden of proof refers to the amount of proof to be
clarify their defenses to the charge against them; (2) adduced. In money claims, the burden of proof as to the
present evidence in support of their defenses; and (3) amount to be paid the Ees rests upon the Er since he is in
custody of documents that would be able to prove the
rebut the evidence presented against them by the
amount due, such as the payroll.
management. During the hearing or conference, the
Ees are given the chance to defend themselves
Q: What is the degree of proof required?
personally, with the assistance of a representative or
counsel of their choice. Moreover, this conference or
A: In administrative or quasi-judicial proceedings,
hearing could be used by the parties as an
substantial evidence is considered sufficient in
opportunity to come to an amicable settlement [King
determining the legality of an Ers dismissal of an Ee
of Kings vs. Mamac, G.R. No. 166208, (2007)].
[Pangasinan III Electric Cooperative, Inc. vs. NLRC, dismissal commensurate with the offense
G.R. No. 89878, (1992)]. committed?
Q: Perez and Doria were employed by PT&T. After A: There is no question that the Er has the inherent
investigation, Perez and Doria were placed on right to discipline its Ees which includes the right to
preventive suspension for 30 days for their alleged dismiss. However this right is subject to the police
involvement in anomalous transactions in the power of the State. As such, the Court finds that the
shipping section. PT&T dismissed Perez and Doria penalty imposed upon Felizardo was not
from service for falsifying documents. They filed a commensurate with the offense committed
complaint for illegal suspension and illegal dismissal. considering the value of the articles he pilfered and
The LA found that the suspension and the the fact that he had no previous derogatory record
subsequent dismissal were both illegal. The NLRC during his 2 years of employment in the company.
reversed the LAs decision, it ruled that Perez and Moreover, Felizardo was not a managerial or
Doria were dismissed for just cause, that they were confidential Ee in whom greater trust is reposed by
accorded due process and that they were illegally management and from whom greater fidelity to duty
suspended for only 15 days (without stating the is correspondingly expected [ALU-TUCP vs. NLRC, G.R.
reason for the reduction of the period of petitioners No. 120450, (1999)].
illegal suspension). On appeal, CA held that they
were dismissed without due process. Were Q: Is hearing an indispensible part of due process?
petitioners illegally dismissed?
A: No. Art. 277(b) of the LC provides that, in cases of
A: Yes. The Er must establish that the dismissal is for termination for a just cause, an Ee must be given
cause in view of the security of tenure that Ees enjoy ample opportunity to be heard and to defend
under the Constitution and the LC. PT&T failed to himself. Thus, the opportunity to be heard afforded
discharge this burden. PT&Ts illegal act of dismissing by law to the Ee is qualified by the word ample
Perez and Doria was aggravated by their failure to which ordinarily means considerably more than
observe due process. To meet the requirements of adequate or sufficient. In this regard, the phrase
due process in the dismissal of an Ee, an Er must ample opportunity to be heard can be reasonably
furnish the worker with 2 written notices: (1) a interpreted as extensive enough to cover actual
written notice specifying the grounds for termination hearing or conference. To this extent, Sec. 2(d), Rule I
and giving to said Ee a reasonable opportunity to of the IRR of Book VI of the LC requiring a hearing and
explain his side and (2) another written notice conference during which the Ee concerned is given
indicating that, upon due consideration of all the opportunity to respond to the charge is in
circumstances, grounds have been established to conformity with Art. 277(b).
justify the Er's decision to dismiss the Ee [Perez. vs.
Phil. Telegraph and Telephone Company, G.R. No. Significantly, Sec. 2(d), Rule I of the IRR of Book VI of
152048, (2009)]. the LC itself provides that the so-called standards of
due process outlined therein shall be observed
Q: What are the guidelines in determining whether substantially, not strictly. This is a recognition that
the penalty imposed on employee is proper? while a formal hearing or conference is ideal, it is not
an absolute, mandatory or exclusive avenue of due
A: process [Perez vs. PT&T, G.R. No. 152048, (2009)].
1. Gravity of the offense
Q: If the dismissal is for just or authorized cause but
2. Position occupied by the Ee
the requirement of due process of notice and
3. Degree of damage to the Er
hearing were not complied with, should the
4. Previous infractions of the same offense
dismissal be held illegal?
5. Length of service [ALU-TUCP vs. NLRC, G.R. No.
120450, (1999); PAL vs. PALEA, G.R. No.L-24626,
A: No, in Agabon vs. NLRC (G.R. No. 158693, 2004), it
(1974)]
was held that when dismissal is for just or authorized
cause but due process was not observed, the
Q: Felizardo was dismissed from Republic Flour
dismissal should be upheld.
Mills-Selecta ice cream Corporation for dishonesty
and theft of company property for bringing out a
The Er, however, should be held liable for non-
pair of boots, 1 piece aluminum container and 15
compliance with the procedural requirements of due
pieces of hamburger patties. Is the penalty of
process in the form of damages.
1. Reinstatement cannot be effected in view of Q: What is the rule on wages during reinstatement
the long passage of time or because of the pendency of appeal?
realities of the situation.
2. It would be inimical to the Ers interest. A: Dismissed Ee whose case was favorably decided
3. When reinstatement is no longer feasible. by the LA is entitled to receive wages pending appeal
4. When it will not serve the best interest of the upon reinstatement, which is immediately executory.
parties involved. Unless there is a restraining order, it is ministerial
5. Company will be prejudiced by reinstatement. upon the LA to implement the order of reinstatement
6. When it will not serve a prudent purpose. and it is mandatory on the Er to comply therewith.
7. When there is resultant strained relation
(applies to both confidential and managerial After the LAs decision is reversed by a higher
Ees only). tribunal, the Ee may be barred from collecting the
8. When the position has been abolished (applies accrued wages, if it is shown that the delay in
to managerial, supervisory and rank-and-file enforcing the reinstatement pending appeal was
Ees). without fault on the part of the Er.
Note: In such cases, it would be more prudent to order The test is two-fold: (1) there must be actual delay or
payment of separation pay instead of reinstatement the fact that the order of reinstatement pending
[Quijano vs. Mercury Drug Corporation, G.R. No. 126561,
appeal was not executed prior to its reversal; and (2)
(1998)].
the delay must not be due to the Ers unjustified act
Q: What is an order of reinstatement? or omission. If the delay is due to the Ers unjustified
refusal, the Er may still be required to pay the salaries
A: Reinstatement means restoration to a state or notwithstanding the reversal of the LAs decision
condition from which one had been removed or [Garcia vs. PAL, G.R. No. 164856, (2009)].
separated. The person reinstated assumes the
position he had occupied prior to his dismissal. Q: PAL dismissed Garcia, for violating PALs Code of
Reinstatement presupposes that the previous Discipline for allegedly sniffing shabu in PALs
position from which one had been removed still Technical Center Tool Room Section. Garcia then
exists, or that there is an unfilled position which is filed for illegal dismissal and damages where the LA
substantially equivalent or of similar nature as the ordered PAL to immediately reinstate Garcia. On
one previously occupied by the Ee. appeal, the NLRC reversed the decision and
dismissed Garcias complaint for lack of merit.
An order for reinstatement entitles an employee to Garcias motion for reconsideration was denied by
receive his accrued backwages from the moment the the NLRC. It affirmed the validity of the writ and the
reinstatement order was issued up to the date when notice issued by the LA but suspended and referred
the same was reversed by a higher court without fear the action to the Rehabilitation Receiver for
of refunding what he had received [Pfizer vs. Velasco, appropriate action. May Garcia collect wages during
G.R. 177467, (2011)]. the period between the LAs order of reinstatement
pending appeal and the NLRC decision overturning
Q: Distinguish Arts. 223 from 279 of the LC. that of the LA?
Q: May the Court order the reinstatement of a payroll reinstatement of the Ee [Bago v. NLRC, G.R.
dismissed employee even if the prayer of the No. 170001, (2007)].
complaint did not include such relief?
Q: Can the employer demand that the employee
A: Yes. So long as there is a finding that the Ee was reimburse the amount that had been paid under the
illegally dismissed, the court can order the period of payroll reinstatement?
reinstatement of an Ee even if the complaint does not
include a prayer for reinstatement, unless, of course A: No. Even if the order of reinstatement of the LA is
the Ee has waived his right to reinstatement. By law, reversed on appeal, it is obligatory on the part of the
an Ee who is unjustly dismissed is entitled to Er to reinstate and pay the wages of the dismissed Ee
reinstatement among others. The mere fact that the during the period of appeal until reversal by the
complaint did not pray for reinstatement will not higher court.
prejudice the Ee, because technicalities of law and
procedure are frowned upon in labor proceedings If the Ee has been reinstated during the appeal period
[Pheschem Industrial Corp. vs. Moldez, G.R. No. and such reinstatement order is reversed with
1161158, (2005)]. finality, the Ee is not required to reimburse whatever
salary he received for he is entitled to such, more so
In any case, Sec. 2(c), Rule 7 of the Rules of Court if he actually rendered services during the period
provides that a pleading shall specify the relief [Garcia v. PAL, G.R. No. 164856, (2009)].
sought, but may add a general prayer for such further
or other reliefs as may be deemed just and equitable. Q: What happens if there is an Order of
Under this rule, a court can grant the relief warranted Reinstatement but the position is no longer
by the allegation and the proof even if it is not available?
specifically sought by the injured party; the inclusion
of a general prayer may justify the grant of a remedy A: The Ee should be given a substantially equivalent
different from or together with the specific remedy position. If no substantially equivalent position is
sought, if the facts alleged in the complaint and the available, reinstatement should not be ordered
evidence introduced so warrant. The prayer in the because that would in effect compel the Er to do the
complaint for other reliefs equitable and just in the impossible. In such a situation, the Ee should merely
premises justifies the grant of a relief not otherwise be given a separation pay consisting of 1-month
specifically prayed for [Prince Transport, Inc. vs. salary for every year of service [Grolier Intl Inc. vs.
Garcia et. al, G.R. No. 167291, (2011)]. ELA, G.R. No. 83523, (1989)].
be generated as to adversely affect the A: No. When the drivers voluntarily chose not to
efficiency and productivity of the Ee concerned return to work anymore, they must be considered as
[Globe Mackay Cable & Wire Corp. vs. NLRC G.R. having resigned from their employment. The
No. 82511, (1992)]. common denominator of those instances where
payment of separation pay is warranted is that the
Q: Does the strained relations rule always bar employee was dismissed by the Er [Capili vs. NLRC,
reinstatement in all cases? G.R. 117378, (1997)].
A: No. The rule should be applied on a case to case Q: Two groups of seasonal workers claimed
basis, based on each cases peculiar conditions and separation benefits after the closure of Phil. Tobacco
not universally. Otherwise, reinstatement can never processing plant in Balintawak and the transfer of its
be possible simply because some hostility is invariably tobacco operations to Candon, Ilocos Sur. Phil.
engendered between the parties as a result of Tobacco refused to grant separation pay to the
litigation. That is human nature [Anscor Transport vs. workers belonging to the first batch, because they
NLRC, G.R. No. 85894, (1990)]. had not been given work during the preceding year
and, hence, were no longer in its employ at the time
Besides, no strained relations should arise from a it closed its Balintawak plant. Likewise, it claims
valid and legal act of asserting one's right; otherwise exemption from awarding separation pay to the
an Ee who shall assert his right could be easily second batch, because the closure of its plant was
separated from the service, by merely paying his due to "serious business losses," as defined in Art.
separation pay on the pretext that his relationship 283 of the LC. Both labor agencies held that the two
with his Er had already become strained [Globe groups were entitled to separation pay equivalent to
Mackay Cable & Wire Corp. vs. NLRC, G.R. No. 82511, 1/2 month salary for every year of service, provided
(1992)]. that the employee worked at least 1 month in a
given year. Is the separation pay granted to an
SEPARATION PAY IN LIEU OF REINSTATEMENT illegally dismissed employee the same as that
provided under Art. 283 of the LC in case of
Q: How can separation pay be viewed? retrenchment to prevent losses?
A: Under present laws and jurisprudence, separation A: No. The separation pay awarded to Ees due to
pay may be viewed in 4 ways: illegal dismissal is different from the amount of
1. In lieu of reinstatement in illegal dismissal cases, separation pay provided for in Art. 283 of the LC.
where Ee is ordered reinstated but Prescinding from the above, Phil. Tobacco is liable for
reinstatement is not feasible. illegal dismissal and should be responsible for the
2. As Ers statutory obligation in cases of legal reinstatement of the first group and the payment of
termination due to authorized causes under Arts. their backwages. However, since reinstatement is no
283 and 284 of the LC. longer possible as Phil. Tobacco have already closed
3. As financial assistance, as an act of social justice its Balintawak plant, members of the said group
and even in case of legal dismissal under Art. 282 should instead be awarded normal separation pay (in
of the LC. lieu of reinstatement) equivalent to at least one
4. As employment benefit granted in CBA or month pay, or one month pay for every year of
company policy. (Poquiz, 2005) service, whichever is higher. It must be stressed that
the separation pay being awarded to the first group is
Q: Respondents are licensed drivers of public utility due to illegal dismissal; hence, it is different from the
jeepneys owned by Moises Capili. When Capili amount of separation pay provided for in Art. 283 in
assumed ownership and operation of the jeepneys, case of retrenchment to prevent losses or in case of
the drivers were required to sign individual closure or cessation of the Ers business, in either of
contracts of lease of the jeepneys. The drivers which the separation pay is equivalent to at least one
gathered the impression that signing the contract (1) month or one-half (1/2) month pay for every year
was a condition precedent before they could of service, whichever is higher [Phil. Tobacco Flue-
continue driving. The drivers stopped plying their Curing & Redrying Corp. vs. NLRC, G.R. No. 127395,
assigned routes and a week later filed with the (1998)].
Labor Arbiter a complaint for illegal dismissal
praying not for reinstatement but for separation Q: Does separation pay apply in cases of legal
pay. Are the respondents entitled to separation dismissal?
pay?
A: No. Art. 223 of the LC concerns itself with an 1. Actual reinstatement, or if reinstatement is no
interim relief, granted to a dismissed or separated Ee longer feasible
while the case for illegal dismissal is pending appeal. 2. Finality of judgment awarding backwages
It does not apply where there is no finding of illegal [Buhain vs. CA, G.R. 143709, (2002)]
dismissal. On the other hand, an Ee who is unjustly
dismissed from work shall be entitled to Note: The backwages to be awarded should not be
reinstatement without loss of seniority rights and diminished or reduced by earnings elsewhere during the
other privileges and to his full backwages, inclusive of period of his illegal dismissal. The reason is that the Ee
while litigating the illegality of his dismissal must earn a
allowances, and to his other benefits or their
living to support himself and his family [Bustamante vs.
monetary equivalent computed from the time his
NLRC, G.R. No. 111651, Mar. 15, 1996; Buenviaje vs. CA,
compensation was withheld from him up to the time G.R. No. 147806, (2002)].
of his actual reinstatement [Lansangan vs. Amkor
Technology Philippines, Inc., G.R. No. 177026, (2009)]. COMPUTATION
Q: What is the basis of awarding backwages to an The award of backwages is computed on the basis of 30-day
month [JAM Trans Co. vs. Flores, G.R. No. L-63555, (1993)].
illegally dismissed employee?
Q: How are the backwages of a probationary
A: The payment of backwages is generally granted on
employee who fails to qualify as a regular employee
the ground of equity. It is a form of relief that
computed?
restores the income that was lost by reason of the
unlawful dismissal; the grant thereof is intended to
A: The backwages that should be awarded to
restore the earnings that would have accrued to the
respondent shall be reckoned from the time of her
dismissed Ee during the period of dismissal until it is
constructive dismissal until the date of the
determined that the termination of employment is
termination of her employment. The computation
for a just cause. It is not private compensation or
should not cover the entire period from the time her
damages but is awarded in furtherance and
compensation was withheld up to the time of her
effectuation of the public objective of the LC. Nor is it
actual reinstatement. This is because as a
a redress of a private right but rather in the nature of
probationary Ee, the lapse of probationary
a command to the Er to make public reparation for
employment without appointment as a regular Ee of
dismissing an Ee either due to the formers unlawful
effectively severed the Er-Ee relationship between
act or bad faith [Tomas Claudio Memorial College
the parties [Robinsons Galleria vs. Ranchez, G.R. No.
Inc., vs. CA, G.R. No. 152568, (2004)].
177937, (2011)].
Q: What is the period covered by the payment of
Q: Is an employee entitled to backwages even after
backwages?
the closure of the business?
A: The backwages shall, from the time that wages are
A: No. The closure of the business rendered the
unlawfully withheld until the time of actual
reinstatement of complainant to an Ees previous
reinstatement or, if reinstatement is no longer
position impossible but she is still entitled to the
feasible, until the finality of judgment awarding
payment of backwages up to the date of dissolution
backwages, cover the period from the date of
or closure. An Er found guilty of ULP in dismissing his
dismissal of the employee up to the date of:
Ee may not be ordered to pay backwages beyond the
date of closure of business where such closure was shall depend on the attending circumstances
due to legitimate business reasons and not merely an of the case. [Victory Liner, Inc. v. Race, G.R.
attempt to defeat the order of reinstatement [Pizza No. 164820 (2008)].
Inn vs. NLRC, G.R. No. 74531, (1988)].
Note: The rule providing for the entitlement of an illegally
Q: What are the circumstances that prevent award dismissed Ee to only three years backwages without
of backwages? deduction or qualification to obviate the need for further
proceedings in the course of execution, otherwise known as
the Mercury Drug Rule, has long been abandoned since
A:
March 21, 1989 [BPI Employees Union & Uy v. BPI, et al.,
1. Dismissal for cause G.R. No. 137863, (2005)].
2. Death, physical or mental incapacity of the
employee PREVENTIVE SUSPENSION
3. Business reverses
4. Detention in prison Q: What is preventive suspension?
may be inferred from an act of clear discrimination, from his relief from the military or civic duty. Only
insensibility or disdain by an Er may become when such a "floating status" lasts for more than 6
unbearable on the part of the Ee that it could months that the Ee may be considered to have been
foreclose any choice by him except to forego his constructively dismissed [Nippon Housing Phil. Inc.,
continued employment. [Sunga Ship Management vs. Leynes, G.R. No. 177816, (2011)
Phil., Inc. vs. NLRC, G.R. No. 119080, (1998)]
MANAGEMENT PREROGATIVE bound by law or contract to grant it, it just the same
granted the benefit.
Q: What is Management Prerogative?
Q: Is the exercise of management prerogative
A: GR: It is the right of an Er to regulate, according to unlimited?
his own discretion and judgment, all aspects of
employment, including: A: No. It is circumscribed by limitations found in:
1. Hiring 1. Law,
2. Work assignments 2. CBA, or
3. Working methods 3. General principles of fair play and justice
4. Time, place and manner of work
5. Tools to be used Furthermore, a line must be drawn between
6. Processes to be followed management prerogatives regarding business
7. Supervision of workers operations per se and those which affect the rights of
8. Working regulations Ees. In treating the latter, management should see to
9. Transfer of Ees it that its Ees are at least properly informed of its
10. Work supervision decisions and modes of actions. Such management
11. Lay-off of workers prerogative may be availed of without fear of any
12. Discipline liability so long as it is exercised in good faith for the
13. Dismissal advancement of the Ers interest and not for the
14. Recall of workers purpose of defeating or circumventing the rights of
employees under special laws or valid agreement and
XPNs: Otherwise limited by law, contract, and are not exercised in a malicious, harsh, oppressive,
principles of fair play and justice. vindictive or wanton manner or out of malice or spite
[PAL vs. NLRC, G.R. No. 85985, (1993); San Miguel
Note: So long as a companys prerogatives are exercised in Brewery Sales vs. Ople, G.R. No. 53515, (1989); Punzal
good faith for the advancement of the Ers interest and not vs.ETSI Technologies Inc (518 SCRA 66)].
for the purpose of defeating or circumventing the rights of
the Ees under special laws or under valid agreements, the Note: It must be established that the prerogative being
Supreme Court will uphold them. invoked is clearly a managerial one.
Was the Little Hands Garments Company within its Q: May a MERALCO employee invoke the remedy of
rights to withdraw this benefit which it had writ of habeas data available where his employer
unilaterally been providing its employees? (2005 Bar decides to transfer her workplace on the basis of
Question) copies of an anonymous letter posted therein,
imputing to her disloyalty to the company and
A: Yes, because this is a management prerogative calling for her to leave, which imputation it
which is not due any legal or contractual obligation. investigated but fails to inform her of the details
The facts of the case do not state the circumstances thereof?
through which the shuttle service may be considered
as a benefit that ripened into a demandable right. A: No. The writs of amparo and habeas data will not
There is no showing that the benefit has been issue to protect purely property or commercial
deliberately and consistently granted, i.e. with the concerns nor when the grounds invoked in support of
Ers full consciousness that despite its not being the petitions therefor are vague or doubtful.
Employment constitutes a property right under the
context of the due process clause of the Constitution. is not motivated by discrimination, bad faith, or
The writ of habeas data directs the issuance of the effected as a form of punishment or demotion
writ only against public officials or employees, or without sufficient cause. This privilege is inherent in
private individuals or entities engaged in the the right of Ers to control and manage their
gathering, collecting or storing of data or information enterprises effectively.
regarding an aggrieved partys person, family or
home; and that MERALCO (or its officers) is clearly Note: The right of Ees to security of tenure does not give
not engaged in such activities [MERALCO vs. Lim, G.R. them vested rights to their positions to the extent of
No. 184769, (2010)]. depriving management of its prerogative to change their
assignments or to transfer them [Endico vs. Quantum Foods
Distribution Center, G.R. No. 161615, (2009)].
DISCIPLINE
Q: May the employer exercise his right to transfer an
Q: Discuss briefly the employer's right to discipline
employee and compel the latter to accept the same
his employees.
if said transfer is coupled with or is in the nature of
promotion?
A: The Er has the prerogative to instill discipline in his
Ees and to impose reasonable penalties, including
A: No. There is no law that compels an Ee to accept
dismissal, on erring Ees pursuant to company rules
promotion. Promotion is in the nature of a gift or a
and regulations [San Miguel Corporation vs. NLRC,
reward which a person has a right to refuse. When an
G.R. No. 87277, (1989)].
Ee refused to accept his promotion, he was exercising
his right and cannot be punished for it. While it may
An Er has the prerogative to prescribe reasonable
be true that the right to transfer or reassign an Ee is
rules and regulations necessary for the proper
an Ers exclusive right and the prerogative of
conduct of its business, to provide certain disciplinary
management, such right is not absolute [Dosch vs.
measures in order to implement said rules and to
NLRC and Northwest Airlines, G.R. No. 51182, (1983)].
assure that the same would be complied with. An
employer enjoys a wide latitude of discretion in the
Q: Who has the burden of proving that the transfer
promulgation of policies, rules and regulations on
was reasonable?
work-related activities of the Ees. This is inherent in
its right to control and manage its business effectively
A: The Er must be able to show that the transfer is
[San Miguel Corp. vs.NLRC, 551 SCRA 410].
not unreasonable, inconvenient or prejudicial to the
Ee; nor does it involve a demotion in rank or a
Q: Is the power of the employer to discipline his
diminution of his salaries, privileges and other
employees absolute?
benefits. Should the Er fail to overcome this burden
of proof, the Ees transfer shall be tantamount to
A: No. While management has the prerogative to
constructive dismissal. [Blue Dairy Corporation vs.
discipline its Ees and to impose appropriate penalties
NLRC, 314 SCRA 401 (1999)]
on erring workers, pursuant to company rules and
regulations, however, such management prerogative
Q: What are the limitations on management
must be exercised in good faith for the advancement
prerogatives?
of the Ers interest and not for the purpose of
defeating or circumventing the rights of the Ees
A:
under special laws and valid agreements. [PLDT vs.
1. Such that the Er must be motivated by good faith
Teves, G.R. No. 143511, (2010)].
2. The contracting out should not be resorted to
circumvent the law or must not have been the
TRANSFER OF EMPLOYEES
result of malicious or arbitrary actions [MERALCO
v. Quisumbing, G.R. no. 127598. (2000)].
Q: Discuss briefly the employers right to transfer
and reassign Ees. PRODUCTIVITY STANDARD
A: In the pursuit of its legitimate business interests, Q: May an employer impose productivity standards
especially during adverse business conditions, for its workers?
management has the prerogative to transfer or assign
Ees from one office or area of operation to another A: Yes. An Er is entitled to impose productivity
provided there is no demotion in rank or diminution standards for its workers. In fact, non-compliance
of salary, benefits and other privileges and the action may be visited with a penalty even more severe than
demotion. The practice of a company in laying off ordinarily received by or strictly due the recipient. An
workers because they failed to make the work quota Er cannot be forced to distribute bonuses when it can
has been recognized in this jurisdiction. Failure to no longer afford to pay. To hold otherwise would be
meet the sales quota assigned to each of them to penalize the Er for his past generosity [Producers
constitute a just cause of their dismissal, regardless of Bank of the Phil. vs.NLRC, G.R. No. 100701, (2001)].
the permanent or probationary status of their
employment. Likewise, failure to observe prescribed CHANGE OF WORKING HOURS
standards of work, or to fulfill reasonable work
assignments due to inefficiency may constitute just Q: Discuss briefly the employers right to change
cause for dismissal. Such inefficiency is understood to working hours.
mean failure to attain work goals or work quotas,
either by failing to complete the same within the A: Well-settled is the rule that management retains
allotted reasonable period, or by producing the prerogative, whenever exigencies of the service
unsatisfactory results. This management prerogative so require, to change the working hours of its Ees.
of requiring standards may be availed of so long as
they are exercised in good faith for the advancement Q: May the normal hours fixed in Art. 83 of the LC be
of the Ers interest [Leonardo vs. NLRC, G.R. No. reduced by the employer? Explain.
125303, (2000)].
A: Art. 83 provides that the normal hours of work of
GRANT OF BONUS an Ee shall not exceed 8 hours a day. This implies that
the Er, in the exercise of its management
Q: What is a bonus? prerogatives, may schedule a work shift consisting of
less than 8 hours. And following the principle of a
A: It is an amount granted and paid to an Ee for his fair days wage for a fair days labor, the Er is not
industry and loyalty which contributed to the success obliged to pay an Ee, working for less than 8 hours a
of the Ers business and made possible the realization day, the wages due for 8 hours. Nonetheless, if by
of profits. voluntary practice or policy, the Ee for a considerable
period of time has been paying his Ees wages due for
Q: Can bonus be demanded? 8 hours work although the work shift less than 8
hours (e.g. seven) it cannot later on increase the
A: GR: Bonus is not demandable as a matter of right. working hours without an increase in the pay of the
It is a management prerogative given in addition to employees affected. An Er is not allowed to withdraw
what is ordinarily received by or strictly due to a benefit which he has voluntarily given.
recipient [Producers Bank of the Phil. vs. NLRC, G.R.
No. 100701, (2001)]. RULE ON MARRIAGE BETWEEN EMPLOYEES OF
COMPETITOR-EMPLOYEES
XPNs: Given for a long period of time, provided
that: Q: Is the stipulation in the employment contract
1. Consistent and deliberate Er continued prohibiting an employee from marrying another
giving benefit without any condition employee of a competitor company a valid exercise
imposed for its payment; of management prerogative?
2. Er knew he was not required to give benefit;
3. Nature of benefit is not dependent on profit; A: Yes. The policy is not aimed at restricting a
4. Made part of the wage or compensation personal prerogative that belongs only to the
agreed and stated in the employment individual. However, an employees personal
contract. decision does not detract the employer from
exercising management prerogatives to ensure
Q: The projected bonus for the employees of Suerte maximum profit and business success. It does not
Co. was 50% of their monthly compensation. impose an absolute prohibition against relationships
Unfortunately, due to the slump in the business, the between its employees and those of competitor
president reduced the bonus to 5% of their companies. Its employees are free to cultivate
compensation. Can the company unilaterally reduce relationships with and marry persons of their own
the amount of bonus? (2002 Bar Question) choosing. What the company merely seeks to avoid
is a conflict of interest between the employee and
A: Yes. The granting of a bonus is a management the company that may arise out of such relationships.
prerogative, something given in addition to what is
POST-EMPLOYMENT BAN
SOCIAL AND WELFARE LEGISLATION (P.D. 629) his orders as regards the employment, except the
Government and any of its political subdivisions,
Q: What is Social Legislation? branches or instrumentalities, including corporations
owned or controlled by the Government: Provided,
A: It consists of statutes, regulations and That a self-employed person shall be both Ee and Er
jurisprudence that afford protection to labor, at the same time. (Sec 8[c], R.A. 8282)
especially to working women and minors, and is in
full accord with the constitutional provisions on the Q: Who is an employee?
promotion of social justice to insure the well-being
and economic security of all the people. A: Any person who performs services for an Er in
which either or both mental and physical efforts are
SOCIAL SECURITY SYSTEM LAW (R.A. 8282) used and who receives compensation for such
services, where there is an Er-Ee relationship:
Q: What is the policy objective in the enactment of Provided, That a self-employed person shall be both
the Social Security System Law? Ee and Er at the same time. (Sec. 8[d], R.A. 8282)
A: An average salary credit is the result obtained by 5. Such other services performed by temporary and
dividing the sum of the 6 highest monthly salary other Ees which may be excluded by regulation
credits in the 12-month period immediately of the Commission. Ees of bona fide independent
preceding the semester of contingency by 180. contractors shall not be deemed Ees of the Er
engaging the service of said contractors.
Q: May the monthly pension be suspended?
Q: A textile company hires 10 carpenters to repair
A: Yes. The monthly pension and dependents the roof of its factory which was destroyed by
pension shall be suspended: typhoon Bening. Are the carpenters subject to
compulsory coverage under the SSS Law? Why?
1. Upon the reemployment or resumption of self-
employment; A: No. the employment is purely casual and not for
2. Recovery of the disabled member from his the purpose of the occupation or business of the Er.
permanent total disability Their engagement is occasioned by the passage of the
3. Failure to present himself for examination at typhoon; they are not hired on a regular basis.
least once a year upon notice by the SSS. [Sec.
13-A (b), RA 8282] BENEFITS
EXCLUSIONS FROM COVERAGE Q: What are the Benefits under the SSS Act?
A: It is a daily allowance paid to a covered Ee who b. Not paid for more than 240 days on account of
becomes sick and is confined in a hospital for more the same confinement; and
than 3 days or elsewhere with the Commissions c. Ee member shall notify his Er of the fact of his
approval. sickness or injury within 5 calendar days after the
start of his confinement unless such
Q: What are the requirements to be entitled for confinement:
sickness benefit? i. is in a hospital
ii. the Ee became sick or was injured while
A: Under Sec. 14 of the Social Security Law, the working or within the premises of the Er
following are the requisites for the enjoyment by a (notification to the Er not necessary);
covered individual of the sickness benefits:
Note: If the member is unemployed or self-employed, he
1. Payment of at least 3 monthly contributions in shall directly notify the SSS of his confinement within 5
the 12-month period immediately preceding the calendar days after the start thereof unless such
confinement is in a hospital in which case notification is
semester of sickness;
also not necessary;
2. Sickness or injury and confinement for more than
3 days in a hospital or elsewhere with the Where notification is necessary, confinement shall be
Commissions approval; deemed to have started not earlier than the 5th day
3. Notice of the fact of sickness by the Ee to the Er immediately preceding the date of notification. (Sec.14
(or to the SSS in case the member is [b], R.A. 8282)
unemployed) within 5 calendar days after the
start of his confinement; and Note: The law does not require that sickness must be
4. Exhaustion of sick leaves of absence with full pay related to the duties of the beneficiaries.
to the credit of the Ee.
Q: When will compensable confinement commence?
Q: May the requirement of notification be dispensed
with? A:
1. Begins on the 1st day of sickness
A: Yes. Notification is not necessary when: 2. Payment of such allowances shall be promptly
1. Confinement is in a hospital; or made by the Er:
th
2. The employee became sick or was injured a. every regular payday or on the 15 and last
while working or within the premises of the day of each month,
employer. b. in case of direct payment by the SSS - as long
as such allowances are due and payable.
Q: Who will pay the sickness benefits and how much (Sec. 14[b], R.A. 8282)
is the benefit?
Q: What are the requirements in order that Er may
A: claim reimbursement of the sickness benefit?
1. The Er shall pay the Ee for each compensable
confinement or fraction thereof A:
1. 100% of daily benefits shall be reimbursed by SSS
2. The SSS shall pay the member who is unemployed, if the following requirements are satisfied:
self-employed or voluntary members with a daily a. Receipt of SSS of satisfactory proof of such
sickness benefit equivalent to 90% of his average payment and legality thereof;
daily salary credit. b. The Er has notified the SSS of the
confinement within 5 calendar days after
The following requisites must be complied with in receipt of the notification from the Ee
order to avail of sickness benefits: member.
a. In no case shall the daily sickness benefit be paid 2. Er shall be reimbursed only for each day of
th
longer than 120 days in 1 calendar year, nor shall confinement starting from the 10 calendar day
any unused portion of the 120 days of sickness immediately preceding the date of notification to
benefit granted be carried forward and added to the SSS if the notification to the SSS is made
the total number of compensable days allowable beyond 5 calendar days after receipt of the
in the subsequent year; notification from the Ee member. (Sec. 14 [c],
R.A. 8282)
Q: When will reimbursement be made by SSS? b. Not gainfully employed and has not
reached the age of 21 years of age;
A: GR: SSS shall reimburse the Er or pay the or
unemployed member only for confinement within 1 c. If over 21 years of age, he is
year immediately preceding the date the claim for congenitally or while still a minor
benefit or reimbursement is received by the SSS. has been permanently
incapacitated and incapable of self-
XPN: Confinement in a hospital in which case the support, physically or mentally; and
claim for benefit or reimbursement must be filed 3. The parent who is receiving regular support
within 1 year from the last day of confinement. from the member. [Sec. 8 (e), RA 8282]
(Sec. 14[c], R.A. 8282)
Q: Compare death benefits with permanent total
Q: When is the employer or the unemployed disability benefits
member not entitled to reimbursement?
A:
A: Death Benefits PTD Benefits
1. Where the Er failed to notify the SSS of the Requisite
confinement; at least 36 monthly contributions
2. In the case of the unemployed; where he failed
Benefits payable to whom
to send the notice directly to the SSS except
when the confinement is in a hospital; and Primary Beneficiaries Member
3. Where the claim for reimbursement is made Failure to make 36 monthly payments
after 1 year from the date of confinement. Benefits shall be in lump sum equivalent to the
monthly pension times the number of monthly
PERMANENT DISABILITY BENEFITS contributions paid to SSS or 12 times the monthly
pension, whichever is higher.
Q: What is a permanent disability benefit?
Q: What is the effect of the death of the PTD
A: It is a cash benefit paid to a member who pensioner?
becomes permanently disabled, either partially or
totally. A:
1. Primary beneficiaries are entitled to receive
Q: What disabilities are deemed permanent total monthly pension as of the date of disability.
disability? 2. No primary beneficiaries and he dies within 60
months from the start of his monthly pension -
A: Under Sec. 13-A (d) of the SSS Law, the following secondary beneficiaries shall be entitled to a lump
disabilities are deemed permanent total: sum benefit equivalent to the total monthly
1. Complete loss of sight of both eyes; pensions corresponding to the balance of the 5-
2. Loss of two limbs at or above the ankle or year guaranteed period excluding the dependents
wrists; pension. (Sec. 13-A [c], R.A. 8282)
3. Permanent complete paralysis of two limbs;
4. Brain injury resulting to incurable imbecility or Q: What is the effect of retirement or death to
insanity; and partial disability pension?
5. Such cases as determined and approved by the
SSS. A: Disability pension shall cease upon his retirement
or death. (Sec 13-A [j], R.A. 8282)
Q: Among the persons entitled to permanent
disability benefits are the dependents of the Q: What is the difference of compensability under
covered employee. Who are these dependent? the Labor Law and the Social Security Law?
A: The dependents shall be the following: A: The claims are different as to their nature and
1. The legal spouse entitled by law to receive purpose [Ortega vs. Social Security Commission, G.R.
support from the member; No. 176150, (2008)].
2. The legitimate, legitimated or legally
adopted and illegitimate child who is:
a. Unmarried
Q: Who are secondary beneficiaries? If a wife who is already separated de facto from her
husband cannot be said to be "dependent for
support" upon the husband, absent any showing to
the contrary. Conversely, if it is proved that the renovate its building. The work to be performed by
husband and wife were still living together at the these 50 people is not in connection with the purpose
time of his death, it would be safe to presume that of the business of the factory. Hence, the employment
she was dependent on the husband for support, of these 50 persons is purely casual. They are,
unless it is shown that she is capable of providing for therefore, excepted from the compulsory coverage of
herself [SSS vs. Aguas, G.R. No. 165546, (2006)]. the SSS law.
Q: A, an SSS member was survived by his legal wife, Q: How are disputes settled?
who is not dependent upon him. He was also
survived by two common-law wives with whom he A:
had illegitimate minor children. Who among them is DISPUTE SETTLEMENT
entitled to the benefits? Disputes involving:
1. Coverage
A: The illegitimate minor children shall be entitled to 2. Benefits
the death benefits as primary beneficiaries because 3. Contributions
the legal wife is not dependent upon the member. 4. Penalties
The SSS Law is clear that for a minor child to qualify Social 5. Any other matter related
as a dependent the only requirements are that Security thereto.
he/she must be below 21 yrs. of age, not married nor Commission
gainfully employed [Signey vs. SSS, G.R. No. 173582, (SSC) Note: Disputes within the mandatory
(2008)]. period of 20 days after the submission of
evidence. (Sec. 5a, R.A. 8282)
Q: What is compensation?
Decision, in the absence of appeal, shall be
final and executory 15 days after date of
A: All actual remuneration for employment, including notification. (Sec. 5b, R.A. 8282)
the mandated cost of living allowance, as well as the
Decisions of SSC shall be appealable
cash value of any remuneration paid in any medium
to:
other than cash except that part of the remuneration
1. CA questions of law and fact (Sec.
received during the month in excess of the maximum CA / SC
5c, R.A. 8282)
salary.
2. SC questions of law. (Sec. 5c,
R.A. 8282)
Q: The owners of FALCON Factory, a company
SSC may, motu proprio or on motion
engaged in the assembling of automotive
of any interested party, issue a writ of
components, decided to have their building
Execution execution to enforce any of its
renovated. (50) persons, composed of
of decision decisions or awards, after it has
engineers, architects and other construction
become final and executory. (Sec. 5d
workers, were hired by the company for this
R.A. 8282)
purpose. The work was estimated to be completed
in 3 years. The workers contended that since the
Q: Can the SSC validly re-evaluate the findings of the
work would be completed after more than 1 year,
RTC, and on its own, declare the latters decision to
they should be subject to compulsory coverage
be bereft of any basis?
under the Social Security Law. Do you agree with
their contention? Explain your answer fully. (2000
A: No. It cannot review, much less reverse, decisions
Bar Question)
rendered by courts of law as it did in the case at bar
when it declared that the CFI Order was obtained
A: No. Under Sec. 8 (j) of R.A. 1161, as amended,
through fraud and subsequently disregarded the
employment of purely casual and not for the purpose
same, making its own findings with respect to the
of the occupation or business of the Er is excepted
validity of Bailon and Alices marriage on the one
from compulsory coverage. An employment is purely
hand and the invalidity of Bailon and Teresitas
casual if it is not for the purpose of occupation or
marriage on the other. In interfering with and passing
business of the Er.
upon the CFI Order, the SSC virtually acted as an
appellate court. The law does not give the SSC
In the problem given, Falcon Factory is a company
unfettered discretion to trifle with orders of regular
engaged in the assembly of automotive components.
courts in the exercise of its authority to determine
The 50 persons (engineers, architects and
the beneficiaries of the SSS [SSS vs. Teresita Jarque
construction workers) were hired by Falcon Factory to
Vda. De Bailon, G.R. No. 165545, (2006)].
Q: Due to the delinquency incurred by ABC Co. 2. Its political subdivisions, branches, agencies,
incurred on its premium and loan amortizations, SSS instrumentalities
suggested settling its obligation either through 3. GOCCs, and financial institutions with original
instalment or through dacion en pago. ABC chose charters
dacion en pago and offered its property situated in 4. Constitutional Commissions and the Judiciary
Baguio City. It was approved by the SSS. However, (Sec. 2[c], R.A. 8291)
SSS refused to accept the payment unless the
interest and charges will be paid. ABC then filed suit Q: Who is an employee or member?
in court. SSS moved for dismissal contending that
the SSC, and not regular courts, has the jurisdiction A: Any person, receiving compensation while in the
to entertain a controversy arising from the non- service of an Er, whether by election or appointment,
implementation of a dacion en pago agreed upon by irrespective of status of appointment, including
the parties as a means of settlement of ABCs barangay and sanggunian officials. (Sec. 2[d], R.A.
liabilities. Resolve. 8291)
1. Compulsory life insurance The per diems paid to Baradero and Belo were in the
2. Optional life insurance nature of compensation or remuneration for their
3. Retirement benefits services as Sangguniang Bayan and Vice-Governor,
4. Disability benefits to work-related contingencies; respectively, rather than a reimbursement for
and incidental expenses incurred while away from their
5. Death benefits home base.
Q: Who are considered employers under the GSIS If the remuneration received by a public official in the
Act? performance of his duties does not constitute a mere
allowance for expenses but appears to be his actual
A: base pay, then no amount of categorizing the salary
1. National Government as a per diem would take the allowances received
from the term service with compensation for the EXCLUSIONS FROM COVERAGE
purpose of computing the number of years of service
in government [GSIS v. CSC, G. R. Nos. 98395 and Q: Who are excluded from the coverage of the GSIS
102449, (1995)]. Law?
A: The compulsory retirement of government officials Q: What are the two types of permanent disability?
and Ees upon their reaching the age of 65 years is
founded on public policy which aims by it to maintain A:
efficiency in the government service and at the same 1. Permanent Total Disability (PTD) - accrues or
time give to the retiring public servants the arises when recovery from any loss or
opportunity to enjoy during the remainder of their impairment of the normal functions of the
lives the recompense, for their long service and physical and/or mental faculty of a member
devotion to the government , in the form of a which reduces or eliminates his capacity to
comparatively easier life, freed from the rigors of civil continue with his current gainful occupation or
service discipline and the exacting demands that the engage in any other gainful occupation is
nature of their work and their relations with their medically remote. [Section 2 (q) and (s) R.A.
superiors as well as the public would impose upon 8291]
them [Beronilla vs. GSIS, G.R. No. 21723, (1970)]. 2. Permanent Partial Disability (PPD) - accrues or
arises upon the irrevocable loss or impairment of
Q: What are the options of the retiree with regard certain portion/s of the physical faculties, despite
to his or her retirement benefits? which the member is able to pursue a gainful
occupation. (Sec. 2[u], R.A. 8291)
A: The retiree may get either of the following:
Q: What are the benefits which an employee is
1. Lump sum equivalent to 6 months of the basic entitled to in case of a PTD?
monthly pension (BMP) payable at the time of
retirement and an old-age pension benefit equal A:
to BMP payable for life, starting upon the 1. A member is entitled to the monthly income
expiration of the 5 years covered by the lump benefit for life equivalent to the BMP when:
sum; or a. He is in the service at the time of the disability
2. Cash payment equivalent to 18 times his BMP and or
monthly pension for life payable immediately. b. If separated from service
(Sec. 13[a], R.A. 8291) c. He has paid at least 36 monthly contributions
within 5 years immediately preceding his
PERMANENT DISABILITY BENEFITS disability
d. He has paid a total of at least 180 monthly
Q: What is disability? contribution prior his disability
e. He is not receiving old-age retirement pension
A: Any loss or impairment of the normal functions of benefits
the physical and/or mental faculty of a member,
which reduces or eliminates his/her capacity to 2. If the member does not satisfy the conditions
continue with his/her current gainful occupation or above but has rendered at least 3- years-service, he
engage in any other gainful occupation. shall be advanced the cash payment equivalent to
100% of his average monthly compensation for each
Q: What is total disability? year of service he has pad contributions but not less
than Php 12,000.00 which should have been his
A: Complete incapacity to continue with present separation benefit (he shall no longer receive
employment or engage in any gainful occupation due separation benefits)
to the loss or impairment of the normal functions of
the physical and/or mental faculties of the member. Q: What are the benefits which an employee is
entitled to in case of a PPD?
Q: What are the conditions in order to be entitled
for permanent disability benefits? A: A member is entitled to cash payment in
accordance with the schedule of disabilities to be
A: The permanent disability was not due to any of the prescribed by GSIS, if he satisfies the given conditions
following: of either (1) or (2) of Sec. 16(a).
Q: What benefits are given for temporary disability? 2. The survivorship pension plus a cash payment
equivalent to 100% of his average monthly
A: compensation for every year of service: Provided,
1. Member is entitled to 75% of his current daily that the deceased was in the service at the time
compensation for each day or fraction thereof of of his death with at least 3 years of service; or
th
total disability benefit, to start at the 4 day but
not exceeding 120 days in one calendar year 3. A cash payment equivalent to 100% of his average
when: monthly compensation for each year of service he
a. He has exhausted all sick leaves paid contributions, but not less than Php
b. CBA sick leave benefits 12,000.00: Provided, that the deceased has
Provided, that: rendered at least 3 years of service prior to his
i. He was in the service at time of disability; death but does not qualify for the benefits under
or item (1) or (2) of this paragraph. [Sec. 21 (a), R.A.
ii. If separated, he has rendered at least 3 8291]
years of service and has paid at least 6
monthly contributions in the year Q: After the end of the guaranteed 30 months, are
preceding his disability the beneficiaries still entitled to any survivorship
2. The temporary total disability benefits shall in no benefits?
case be less than P70 a day.
A: Yes. The survivorship pension shall be paid as
Note: A member cannot enjoy the temporary total follows:
disability benefit and sick leave pay simultaneously.
1. When the dependent spouse is the only survivor,
An application for disability must be filed with the GSIS
he/she shall receive the basic survivorship
within 4 years from the date of the occurrence of the
pension for life or until he or she remarries;
contingency.
2. When only dependent children are the survivors,
SURVIVORSHIP BENEFITS they shall be entitled to the basic survivorship
pension for as long as they are qualified, plus the
Q: Who are entitled to survivorship benefits? dependent childrens pension equivalent to 10%
of the basic monthly pension for every
A: Upon the death of a member or pensioner, his dependent child not exceeding 5, counted from
beneficiaries shall be entitled to survivorship benefits. the youngest and without substitution;
Such benefit shall consist of: 3. When the survivors are the dependent spouse
and the dependent children, the dependent
1. The basic survivorship pension which is 50% of spouse shall receive the basic survivorship
the basic monthly pension; and pension for life or until he/she remarries, and the
2. The dependent childrens pension not exceeding dependent children shall receive the dependent
50% of the basic monthly pension childrens pension. (Sec. 21[b], R.A. 8291)
Q: What are the classes of life insurance coverage Q: May a member enjoy the benefits provided for in
under the GSIS Law? the Revised GSIS Act simultaneous with similar
benefits provided under other laws for the same
A: contingency?
1. Compulsory Life Insurance
2. Optional Life Insurance A: Whenever other laws provide similar benefits for
the same contingencies covered by this Act, the
Note: The plans may be endowment or ordinary life. member who qualifies to the benefits shall have the
option to choose which benefits will be paid to him.
However, if the benefits provided by the law chosen This is advantageous to the SSS and GSIS members for
are less than the benefits provided under this Act, the purposes of death, disability or retirement benefits. In
GSIS shall pay only the difference. (Sec. 55, R.A. 8291) the event the Ees transfer from the private sector to
the public sector, or vice-versa, their creditable
BENEFICIARIES employment services and contributions are carried
over and transferred as well.
Q: Who are the considered beneficiaries?
EMPLOYEES COMPENSATION
A:
1. Primary beneficiaries Q: Discuss briefly the Employees Compensation
a. The legal dependent spouse until he/she Program.
remarries, and
b. The dependent children (Sec. 2[g] , R.A. A: It is the program provided for in Arts. 166 to 208 of
8291) the LC whereby a fund known as the State Insurance
Fund is established through premium payments
2. Secondary beneficiaries exacted from Ers and from which the Ees and their
a. The dependent parents, and dependents in the event of work-connected disability
b. Subject to the restrictions on dependent or death, may promptly secure adequate income
children, the legitimate descendants (Sec. benefit, and medical or related benefits.
2[h] , R.A. 8291)
COVERAGE
Q: Who are considered dependents?
Q: Who are subject to coverage under the
A: Employees Compensation Program?
1. Legitimate spouse dependent for support upon
the member or pensioner; A: Ers and their Ees not over 60 years of age are
2. Legitimate, legitimated, legally adopted child, subject to compulsory coverage under this program.
including the illegitimate child,
a. who is unmarried, The Er may belong to either the:
b. not gainfully employed, 1. Public sector covered by the GSIS, comprising the
c. not over the age of majority, or if over the National Government, including GOCCs,
age of majority, incapacitated and incapable Philippine Tuberculosis Society, the Philippine
of self-support due to a mental or physical National Red Cross, and the Philippine Veterans
defect acquired prior to age of majority; and Bank; and
3. Parents dependent upon the member for 2. Private sector covered by the SSS, comprising all
support. (Sec. 2[f]) Ers other than those defined in the immediately
preceding paragraph.
LIMITED PORTABILITY LAW (R.A. 7699)
The Ee may belong to either the:
Q: What is the Limited Portability Rule? 1. Public sector comprising the employed workers
who are covered by the GSIS, including the
A: A covered worker who transfers employment from members of the AFP, elective officials who are
one sector to another or is employed on both sectors, receiving regular salary and any person
shall have creditable services or contributions on employed as casual emergency, temporary,
both Systems credited to his service or contribution substitute or contractual;
record in each of the Systems and shall be totalized 2. Private sector comprising the employed workers
for purposes of old-age, disability, survivorship, and who are covered by the SSS.
other benefits in either or both Systems. (Sec. 3, R.A.
7699) Q: When does compulsory coverage take effect?
A: One which results from the nature of the 2. Disability or death was occasioned by the Ees
employment, and by nature is meant conditions intoxication, wilful intention to injure or kill
which all Ees of a class are subject and which produce himself or another, or his notorious negligence
the disease as a natural incident of a particular (Art. 172, LC)
occupation, and attach to that occupation a hazard 3. No notice of sickness, injury or death was given
which distinguishes it from the usual run of to the Er (Art. 206, LC)
occupations and is in excess of the hazard attending 4. Claim was filed beyond 3 years from the time the
the employment in general cause of action accrued (Art. 201, LC, as
amended by P.D. 1921)
To be occupational, the disease must be one wholly
due to causes and conditions which are normal and Note: Notorious negligence is equivalent to gross
constantly present and characteristic of the particular negligence; it is something more than mere carelessness or
occupation. lack of foresight.
A: GR: In the absence of special circumstances, an Ee eligible for monthly income benefit. (Art. 167, LC, as
injured while going to or coming from his place of amended by Sec. I, P.D. 1921)
work is excluded from the benefits of Workmens
Compensation Act. Q: What are the benefits which may be enjoyed
under the State Insurance Fund?
XPNs:
1. Where the Ee is proceeding to or from his A:
work on the premises of the Er; 1. Medical Benefits
2. Proximity Rulewhere the Ee is about to 2. Disability Benefits
enter or about to leave the premises of his 3. Death Benefits
Er by way of exclusive or customary means 4. Funeral Benefits
of ingress and egress;
3. Ee is charged, while on his way to or from his MEDICAL BENEFIT (MEDICAL SERVICES)
place of employment or at his home, or
during this employment with some duty or Q: What are the conditions of entitlement to
special errand connected with his medical services?
employment; and
4. Where the Er as an incident of the A: For an Ee to be entitled to medical services, the
employment provides the means of following conditions must be satisfied:
transportation to and from the place of 1. He has been duly reported to the System (SSS or
employment. GSIS);
2. He sustains a permanent disability as a result of
Q: Who are entitled to benefits under the an injury or sickness; and
Employees Compensation Program? 3. The System has been notified of the injury or
sickness which caused his disability.
A: The covered Ee, his dependents, and in case of his
death, his beneficiaries. DISABILITY BENEFIT
Q: Who are the dependents of the employee? Q: What are disability benefits?
A: Yes. This is in line with the social justice provision 2. If the cause was due to the Ees own notorious
in the Constitution. A persons disability may not negligence, or voluntary act or drunkenness, the
manifest itself fully at one precise moment in time Er shall not be liable.
but rather over a period of time. And disability should 3. If the cause was partly due to the Ees lack of sue
not be understood more on its medical significance care, the compensation shall be inequitably
but on the loss of earning capacity. reduced.
4. If the cause was due to the negligence of a fellow
Q: May permanent total disability arise although the Ee, the Er and the guilty Ee shall be liable
employees does not lose the use of any part of his solidarily.
body? 5. If the cause was due to the intentional or
malicious act of fellow Ee, the fellow Ee and Er
A: Yes. Where the Ee is unable, by reason of the are liable unless the Er exercised due diligence in
injury or sickness, to perform his customary job for selecting and supervising his Ees.
more than 120 days, permanent total disability arises.
[Ijares vs. CA, G.R. No. 105854, (1999)] FUNERAL BENEFIT
Q: What are the conditions for entitlement to death A: A funeral benefit of Php 10, 000.00 shall be paid
benefits? upon the death of a covered Ee or permanently
totally disabled pensioner.
A: The beneficiaries of a deceased Ee shall be entitled
to an income benefit if all of the following conditions Q: Who are required to make contributions to the
are satisfied: State Insurance Fund?
1. The Ee has been duly reported to the System;
2. He died as a result of an injury or sickness; and A: Contributions under this Title shall be paid in their
3. The System has been duly notified of his death, entirety by the Er and any contract or device for the
as well as the injury or sickness which caused his deduction of any portion thereof from the wages or
death. salaries of the Ees shall be null and void. (Art.183(c),
LC)
Q: For how long are the primary beneficiaries
entitled to the death benefits? Q: When does the right to compensation or benefit
for loss or impairment of an employees earning
A: capacity due to work-related illness or injury arise?
1. Dependent Spouseuntil he or she remarries.
2. Dependent Childrenuntil they get married, or A: It arises or accrues upon, and not before, the
find gainful employment, or reach 21 years of happening of the contingency. Hence, an Ee acquires
age. no vested right to a program of compensation
3. Dependent Child suffering from physical or benefits simply because it was operative at the time
mental defectuntil such defect disappears. he became employed [San Miguel Corporation vs.
NLRC, G.R. No. 57473, (1988)].
Q: If an employee suffers disability or dies before he
is duly reported for coverage to the System (SSS or Q: Does recovery from the State Insurance Fund bar
GSIS), who will be liable for the benefits? a claim for benefits under the SSS Law? Why?
A: The Er shall be liable (Sec.1, Rule X; Sec.1, Rule XI; A: No, as expressly provided for in Art. 173 of the LC,
Sec. 1, Rule XII; Sec. 1, Rule XIII; ECC Rules) payment of compensation under the State Insurance
Fund shall not bar the recovery of benefits under the
Q: What are the rules regarding employers liability SSS Law, Republic Act No. 1161, as amended. Benefits
in case of death or injury? under the State Insurance Fund accrue to the Ees
concerned due to hazards involved and are made a
A: burden on the employment itself. On the other hand,
1. If the cause of the death or personal injury arose social security benefits are paid to SSS members by
out of and in the course of employment, the Er is reason of their membership therein for which they
liable. contribute their money to a general fund [Ma-ao
Sugar Central Co., Inc. vs. CA, G.R. No. 83491, (1990)].
Q: What are the constitutional provisions that Q: Who are the employees eligible to join a labor
protect the right to self-organization? organization for mutual aid and protection?
Q: What is the extent of the right to self- A: Any Ee, whether employed for a definite period or
organization? not, shall, beginning on his first day of service, be
considered as an employee for purposes of
A: It includes the right: membership in any labor union. [Art. 277 (c), LC as
amended by Sec. 33, R.A. No. 6715]
1. To form, join and assist labor organizations for
the purpose of CB through representatives of Note: Organizations of workers and Ers shall have the right
their own choosing; and to establish and join federations and confederations, and
2. To engage in lawful and concerted activities for any such organization, federation or confederation shall
the purpose of CB or for their mutual aid and have the right to affiliate with international organizations of
workers and Ers [ILO Convention No. 87, Art. 5]
protection. (Art. 246, LC)
WHO CANNOT FORM, JOIN, AND ASSIST LABOR responsibilities relating to labor relations [Tunay na
ORGANIZATIONS Pagkakaisa ng Manggawa sa Asia Brewery vs. Asia
Brewer, Inc., G.R. No. 162025, (2010)].
Q: Who are the persons/employees not allowed to
form unions? Note: An important element of the confidential Ee rule is
the Ees access to confidential labor relations information.
A: An Ee may not be excluded from the appropriate bargaining
unit merely because he has access to confidential
1. Managerial Ees
information concerning the Ers internal business which is
2. High level or Managerial Government Ees (Sec. 3,
not related to the field of labor relations and has no
E.O. 180) relevance to negotiations and settlement of grievances
2. Ees of International organizations with wherein the interests of a union and the management are
immunities Managerial Ees (Art. 212, LC) - vested invariably adversarial [San Miguel Corp. Supervisors v.
with the powers or prerogatives to lay down and Laguesma, G.R. 110399, (1997)].
execute management policies and/or to hire,
transfer, suspend, lay-off, recall, discharge, Q: What is the rationale behind the exclusion of
assign or discipline Ees. confidential employees from the rank-and-file
bargaining unit?
Note: However, the mere fact that an Ee is designated
as manager does not ipso facto make him one. Job A: The rationale for their separate category and
description determines the nature of his employment
disqualification to join any labor organization is
similar to the inhibition for managerial Ees, because if
3. Members of the AFP including the police officers,
allowed to be affiliated with a union, the latter might
policemen, firemen, and jail guards. (Sec. 4, E.O.
not be assured of their loyalty in view of evident
180)
conflict of interests and the union can also become
4. Confidential Ees
company-denominated with the presence of
5. Ees of cooperatives who are its members.
managerial Ees in the union membership. Having
However they may form workers association.
access to confidential information, confidential Ees
6. Non-Ees
may also become the source of undue advantage.
7. Government Ees, including GOCCs with original
Said Ees may act as a spy or spies of either party to a
charters
CBA. [San Miguel Foods Inc., vs. San Miguel
Corporation Supervisors and Exempt Union, G.R. No.
Note: Government Ees are governed by the Civil
Service Commission.
146206, (2011)]
8. Aliens without a valid working permit or aliens Q: Are Human Resource Assistant and Personnel
with working permits but are nationals of a Assistant considered confidential employees?
country which do not allow Filipinos to exercise
their right of self-organization and to join or A: Yes. As Human Resource Assistant, the scope of
assist labor organizations. [Art. 269 of LC; D.O. ones work necessarily involves labor relations,
No. 9 (1997), Rule II, Sec. 2] recruitment and selection of employees, access to
Ees' personal files and compensation package, and
Q: Who are classified as confidential employees human resource management. As regards a
expressly excluded from the CBA of rank-and-file Personnel Assistant, one's work includes the
bargaining unit? recording of minutes for management during CB
negotiations, assistance to management during
A: Confidential Ees are defined as those who grievance meetings and administrative investigations,
1. assist or act in a confidential capacity, and securing legal advice for labor issues from the
2. to persons who formulate, determine, and petitioners team of lawyers, and implementation of
effectuate management policies in the field of company programs. Therefore, in the discharge of
labor relations. their functions, both gain access to vital labor
relations information which outrightly disqualifies
The two (2) criteria are cumulative, and both must be them from union membership [San Miguel Foods Inc.
met if an employee is to be considered a confidential v. San Miguel Corporation Supervisors and Exempt
employee that is, the confidential relationship must Union, G.R. No. 146206, (2011)].
exist between the employee and his supervisor, and
the supervisor must handle the prescribed Q: May aliens exercise the right to self-organization?
A: GR: All aliens, natural or juridical, as well as foreign Q: What is the Globe Doctrine?
organizations are strictly prohibited from engaging
directly or indirectly in all forms of trade union A: In defining the appropriate bargaining unit, the
activities without prejudice to normal contacts determining factor is the desire of the workers
between Philippine labor unions and recognized themselves.
international labor centers.
Q: What is the Substantial Mutual Interest Doctrine?
XPN: Alien Ees with valid working permits issued by
the DOLE may exercise the right to self-organization A: The Ees sought to be represented by the CB agent
and join or assist labor organizations for purposes of must have substantial mutual interest in terms of
CB, if they are nationals of a country which grants the employment and working condition as evinced by the
same or similar rights to Filipino workers, as certified type of work they perform [San Miguel Corp.
by the DFA. (Art. 269, LC) Employees Union-PTGWO v. Confesor, 262 SCRA 81,
(1996)].
Q: A, an employee of XYZ Cooperative, owns 500
shares in the cooperative. He has been asked to join Q: What is the Collective Bargaining History
the XYZ Cooperative Employees Association. He Doctrine?
seeks your advice on whether he can join the
association. What advice will you give him? (2010 A: In determining the appropriate bargaining unit,
Bar Question) prior CB history and affinity of the Ees may be
resorted to.
A: A cannot join XYZ Cooperative Employees
Association because owning shares makes him a co- Q: What is the Employment Status Doctrine?
owner thereof. An Ee-member of a cooperative
cannot join a union and bargain collectively with his A: The determination of the appropriate bargaining
cooperative for an owner cannot bargain with himself unit is based on the employment status of the Ees.
and his co-owners [Cooperative Rural Bank of Davao
City, Inc. v. Calleja, 165 SCRA 725, (1988)]. Q: What are the factors considered in determining
the Substantial Mutual Interest Doctrine?
BARGAINING UNIT
A:
Q: What is a bargaining unit? 1. Similarity in the scale and manner of determining
earnings
A: It is a group of Ees of a given Er, comprised of all 2. Similarity in employment benefits, hours of work,
or less than all of the entire body of the Ees which the and other terms and conditions of employment
collective interest of all the Ees consistent with equity 3. Similarity in the kinds of work performed
to the Er, indicate to be best suited to serve the 4. Similarity in the qualifications, skills and training
reciprocal rights and duties of the parties under the of Ees
collective bargaining provisions of the law. 5. Frequency of contract or interchange among the
Ees
TEST TO DETERMINE THE CONSTITUENCY OF AN 6. Geographical proximity
APPROPRIATE BARGAINING UNIT 7. Continuity and integration of production
processes
Q: What are the factors considered in determining 8. Common supervision and determination of labor-
the appropriateness of a bargaining unit? relations policy
9. History of CB
A: 10. Desires of the affected Ees or
1. Will of the Ees (Globe Doctrine) 11. Extent of union organization
2. Affinity and unity of the Ees interest, such as
substantial similarity of work and duties, or Q: A registered labor union in UP, ONAPUP, filed a
similarity of compensation and working petition for certification election among the non-
conditions (Substantial Mutual Interest Doctrine academic employees. The university did not oppose,
/ Community of Interest Rule) however, another labor union, the All UP Workers
3. Prior CB history (CB History Doctrine) Union assents that it represents both academic and
4. Similarity of employment status (Employment non-academic personnel and seeks to unite all
Status Doctrine) workers in one union. Do employees performing
academic functions need to comprise a bargaining Subsidiaries or corporations formed out of former divisions
unit distinct from that of the non-academic of a mother company following a re-organization may
employees? constitute a separate bargaining unit.
A: Yes. The mutuality of interest test should be taken Q: Union filed a petition for certification election
into consideration. There are two classes of rank and among the rank and file employees of three security
file Ees in the university, those who perform agencies including the Veterans Security. The latter
academic functions such as the professors and opposed alleging that the three security agencies
instructors, and those whose function are non- have separate and distinct corporate personalities.
academic who are the janitors, messengers, clerks May a single petition for certification election be
etc. Thus, not much reflection is needed to perceive filed by a labor union in the three corporations
that the mutuality of interest which justifies the instead of filing three separate petitions?
formation of a single bargaining unit is lacking
between the two classes of Ees [U.P. v. Ferrer-Calleja, A: Yes. The following are indications that the three
G.R. No.96189, (1992)]. agencies do not exist and operate separately and
distinctly from each other with different corporate
Q: Is the bargaining history a decisive factor in the direction and goals: 1) Veterans Security failed to
determination of appropriateness of bargaining rebut the fact that they are managed through the
unit? Utilities Management Corporation with all their
employees drawing their salaries and wages from the
A: No. While the existence of a bargaining history is a said entity; 2) that the agencies have common and
factor that may be reckoned with in determining the interlocking incorporators and officers; 3) that they
appropriate bargaining unit, the same is not decisive have a single mutual benefit system and followed a
or conclusive. Other factors must be considered. The single system of compulsory retirement. 4) they
test of grouping is community or mutuality of could easily transfer security guards of one agency to
interests. This is so because the basic test of an another and back again by simply filling-up a common
asserted bargaining units acceptability is whether or pro-forma slip; 5) they always hold joint yearly
not it is fundamentally the combination which will ceremonies such as the PGA Annual Awards
best assure to all Ees the exercise of their CB rights Ceremony; and 6) they continue to be represented by
[Democratic Labor Association v. Cebu Stevedoring one counsel.
Company, Inc., G.R. No. L-10321, (1958)].
Hence, the veil of corporate fiction of the three
Q: What is one-union, one-company policy? agencies should be lifted for the purpose of allowing
the Ees of the three agencies to form single union. As
A: GR: All the rank-and-file Ees with substantially the a single bargaining unit, the Ees need not file three
same interests and who invoke the right to self- separate PCE [Philippine Scout Veterans Security and
organization are part of a single unit so that they can Investigation Agency v. SLE, G.R. No. 92357, (1993)].
deal with their Er with just one and potent voice. The
Ees bargaining power is strengthened thereby Q: Company XYZ has two recognized labor unions,
[General Rubber and Footwear Corporation v. Bureau one for its rank-and-file employees and the other for
of Labor Relations, et al., G.R. L-74262, (1987)]. its supervisory employees. Of late, the company
instituted a restructuring program by virtue of which
XPNs: A, a rank-and-file employee and officer of rank-and-
1. Supervisory Ees who are allowed to form file employees labor union, was promoted to a
their own unions apart from the rank-and- supervisory position along with four other
file Ees and colleagues, also active union members and/or
2. Craft Unit officers. Labor Union KMJ, a rival labor union
3. Plant Unit seeking recognition as the rank-and-file bargaining
agent, filed a petition for the cancellation of the
Note: The policy should yield to the right of Ees to registration of rank-and-file employees labor union
form union for purposes not contrary to law, self- on the ground that A and her colleagues have
organization and to enter into CB negotiations. remained to be members of rank-and-file employees
labor union. Is the petition meritorious? Explain.
Note: Two companies cannot be treated into a single (2010 Bar Question)
bargaining unit even if their businesses are related.
A: No. The inclusion as union members of Ees outside within 10 days from receipt of the notice, record the fact of
the bargaining unit shall not be a ground for the VR in its roster of legitimate labor unions and notify the
cancellation of the registration of the union. Said Ees labor union concerned.
are automatically deemed removed from the list of
membership of said union. (Art. 245-A, LC as Q: What are the three conditions to voluntary
amended by R.A. 9481) recognition?
Q: What are the three methods of determining the 1. VR is possible only in an unorganized
bargaining representative? establishment.
2. Only one union must ask for recognition. If there
A: are two or more unions asking to be recognized,
1. Voluntary recognition (VR) the Er cannot recognize any of them; the rivalry
2. Certification election with or without run-off must be resolved through an election.
election 3. The union voluntarily recognized should be the
3. Consent election majority union as indicated by the fact that
members of the bargaining unit did not object to
Q: What is voluntary recognition? the projected recognition. If no objection is
raised, the recognition will proceed and the DOLE
A: The process by which a legitimate labor union is shall be informed. If objection is raised, the
recognized by the Er as the exclusive bargaining recognition is barred and a CE or consent
representative or agent in a bargaining unit, reported election will have to take place.
with the Regional Office. [Sec. 1 (bbb), Rule I, Book V,
Note: In an organized establishment, VR is not possible. A
IRR]
petition to hold a CE has to be filed within the freedom
th
period which means the last 60 days of the 5 year of the
Q: When is voluntary recognition proper? expiring CBA. The petition may be filed by any LLO, but the
petition must have written support of at least 25% of the
A: VR is proper only in cases where there is only one Ees in the bargaining unit.
legitimate labor organization existing and operating
in a bargaining unit. Q: Where and when to file the petition for Voluntary
Recognition?
REQUIREMENTS
A: Within 30 days from such recognition, Er shall
Q: What are the requirements for voluntary submit a notice of VR with the Regional Office which
recognition? issued the recognized labor unions certificate of
registration or certificate of creation of a chartered
A: The notice of VR shall be accompanied by the local.
original copy and two duplicate copies of the
following requirements: Q: What are the effects of recording of fact of
1. Joint statement under oath of the VR voluntary recognition?
2. Certificate of posting of joint statement for
15 consecutive days in at least two A:
conspicuous places in the establishment of 1. The recognized labor union shall enjoy the rights,
the bargaining unit privileges and obligations of an existing
3. Certificate of posting bargaining agent of all the Ees in the bargaining
4. Approximate number of Ees in the unit.
bargaining unit and the names of those who 2. It shall also bar the filing of a PCE by any labor
supported the recognition organization for a period of one year from the
5. Statement that the labor union is the only date of entry of VR.
legitimate labor organization operating
within the bargaining unit
CERTIFICATION ELECTION shall attach to the petition the charter certificate it issued
to its local/chapter. [Sec. 1, Rule VIII, Book V, IRR as
Q: What is certification election? amended by D.O. 40-F-03]
pre-election conference should the Mediator-Arbiter known as 12-month bar. After that period, a PCE may be
act favorably on the petition. filed again.
Except when it is requested to bargain collectively, an Q: Can the five-year representation status of a
Er is a mere bystander to any PCE; such proceeding is bargaining agent be extended?
non-adversarial and merely investigative, for the
purpose thereof is to determine which organization A: No. While the parties may agree to extend the
will represent the Ees in their CB with the Er. The CBAs original five-year term together with all other
choice of their representative is the exclusive concern CBA provisions, any such amendment or term in
of the Ees; the Er cannot have any partisan interest excess of five years will not carry with it a change in
therein; it cannot interfere with, much less oppose, the unions exclusive CB status. Under Art. 253-A, LC,
the process by filing a motion to dismiss or an appeal the exclusive bargaining status cannot go beyond five
from it; not even a mere allegation that some Ees years and the representation status is a legal matter
participating in a PCE are actually managerial Ees will not for the workplace parties to agree upon. In other
lend an Er legal personality to block the CE. The Ers words, despite an agreement for a CBA with a life of
only right in the proceeding is to be notified or more than five years, either as an original provision or
informed thereof [Republic v. Kawashima Textile, G.R. by amendment, the bargaining unions exclusive
No. 160352, (2008)]. bargaining status is effective only for five years and
can be challenged within 60 days prior to the
Q: May an organization which carries a mixture of expiration of the CBAs first five years [FVC Labor
rank-and-file and supervisory employees possess Union-Philippine Transport and General Workers
any of the rights of a legitimate labor organization, Organization v. Sama-samang Nagkakaisang
including the right to file a petition for certification Manggagawa sa FVC-Solidarity of Independent and
election for the purpose of collective bargaining? General Labor Organizations, G.R. No. 176249 (2009).
2. Such petition is verified; the Court held that the mere filing of a PCE within the
3. The petition is supported by the written consent freedom period is sufficient basis for the issuance of
of at least 25% of all the Ees in the bargaining an order for the holding of a CE, subject to the
unit [Art. 256, (LC), [TUPAS-WFTU v. Laguesma, submission of the consent signatures within a
G.R. No. 102350, (1994)]. reasonable period from such filing [Port Workers
Union of the Phils. v. Laguesma, G.R. Nos. 94929-30,
Q: Can an employer voluntarily recognize a union in (1992)].
case there are other legitimate labor organizations
in a bargaining unit? Q: What is the effect of employees withdrawal of
his signature in the petition for certification
A: No. An Er cannot ignore the existence of an LLO at election?
the time of its VR of another union. The Er and the
voluntarily recognized union cannot, by themselves, A: If the withdrawal was made before the filing of the
decide whether the other union represented an petition, then the withdrawal is presumed to be
appropriate bargaining unit [Sta. Lucia East voluntary unless there is convincing proof to the
Commercial Corporation v. Hon. Secretary of Labor, contrary. If the withdrawal was made after the filing
G.R. 162355,(2009)]. of the petition, the withdrawals are deemed
involuntary. Thus, withdrawals made after the filing
Q: In the petition for certification election, when of the petition will not affect the PCE.
should the 25% consent signature be filed?
Q: Distinguish the requisites for a petition for
A: Ideally, the signature should be filed together with certification election between organized and
the petition. However, it may be filed after the unorganized establishments.
petition within a reasonable period of time.
A:
Q: What is the effect if the petition for certification Art. 256. ORGANIZED Art. 257. UNORGANIZED
election was not accompanied by the requisite 25% Bargaining agent
consent signatures? Present None
Petition filed
A: Under the Implementing Rules, absence or failure Has to be a verified
to submit the written consent of at least 25% of all No need to be verified
petition
the Ees in the bargaining unit to support the petition Freedom Period
is a ground for denying the said petition. The No PCE except within 60
Supreme Court said that the Mediator-Arbiter may Not applicable. No
days before the
still have the discretion to grant or deny the petition. freedom period. Petition
expiration of the CBA.
Even if there is no 25% consent signature submitted can be filed anytime.
(See Art. 253 & 253-A)
together with the petition, it is within the discretion Substantial support rule
of the Med-Arbiter whether to grant or deny the Must be duly supported
petition [Port Workers Union v. Bienvenido Laguesma, by 25% of all the
G.R. Nos. 94929-30, (1992)]. If the petition, however, No substantial support
members of the
is accompanied by the 25% consent signatures, then rule.
appropriate bargaining
the holding of the CE becomes mandatory [California unit.
Manufacturing Corp. v. Laguesma, G.R. No. 97020, Why? Intention of law is
(1992)]. to bring in the union, to
Percentage base: all
implement policy behind
members of an
Q: Should the consent signatures of at least 25% of Art. 211(a).
appropriate bargaining
the employees in the bargaining unit be submitted unit.
simultaneously with the filing of the petition for
certification election? Note: The approval of the PCE in an unorganized bargaining
unit is NEVER appealable, the reason being that the law
A: No, the administrative rule requiring the favors unionized than not unionized.
simultaneous submission of the 25% consent
signatures upon the filing of PCE should not be strictly Q: May an employee intervene in the petition for
applied to frustrate the determination of the certification election?
legitimate representative of the workers. Accordingly,
Any Ee, whether employed for a definite period or repeat, if the dismissal is under question, as in the
not, shall beginning on the first day of his service, be case now at bar whereby a case of illegal dismissal
eligible for membership in any labor organization. In a and/or ULP was filed, the Ees concerned could still
CE for the bargaining unit of rank and file Ees, all rank qualify to vote in the elections [Phiippine Fruits &
and file Ees, whether probationary or permanent are Vegetables Industries v. Torres, G.R. No. 92391,
entitled to vote. As long as probationary Ees belong (1992)].
to the defined bargaining unit, they are eligible to
support the PCE [NUWHRAIN-Manila Pavilion Hotel Q: Can employees whose services were terminated
Chapter v. Secretary, G.R. No. 181531, (2009)]. still entitled to vote during the certification election?
2. None of the contending union obtained the Election the sole and filed by a union
required majority vote of 50% + 1 of the valid votes exclusive or Er. A Med-
cast bargaining Arbiter grants
3. There are no objections or challenges that can alter agent of all the the petition and
the results materially Ees in an an election
4. The number of votes received by all contending appropriate officer is
unions when added together amounts to at least 50% bargaining unit designated by
of the total votes cast for the purpose regional
of CB. director to
Q: Who are the choices in a run-off election? supervise the
election.
nd
A: The unions receiving the highest and 2 highest
number of the votes cast. [Sec.2, Rule X, Book V, IRR] Note: Med-
Arbiter may
Note: No Union shall not be a choice in the Run-off determine if
Election. there is an Er-Ee
relationship and
Q: When should the notice for run-off election be if the voters are
eligible.
posted?
To determine
the issue of
A: The notice should be posted by the Election Officer
majority
at least five days before the actual date. [Sec. 1, Rule
representation
X, Book V, IRR]
of all the
workers in the
RE-RUN ELECTION
appropriate CB
unit mainly for
Q: What is a Re-run Election?
the purpose of Held by
determining the agreement of
A: An election that takes place when:
administrator the unions with
1. One choice receives a plurality of the vote and the Consent
of the CBA or without the
remaining choices results in a tie; or Election
when the participation of
2. All choices received the same number of votes.
contracting the Med-
Note: In both instances, the no union is also a choice. union suffered Arbiter.
massive
CONSENT ELECTION disaffiliation
and not for the
Q: What is a consent election? purpose of
determining the
A: An election voluntarily agreed upon by the parties, bargaining
with or without the intervention by the DOLE. [Sec.1 agent for
(h), Rule I, Book V, IRR] purpose of CB.
Takes place
Note: To afford an individual Ee-voter an informed choice between the
where a local/chapter is the petitioning union, the unions who
local/chapter shall secure its certificate of creation at least received the
five working days before the date of the consent election. two highest
[Sec.1, Rule VIII, Book V, IRR as amended by DO 40-F-03] number of
votes in a CE
Q: Distinguish certification election, consent Run-Off
with three or
election, run-off election, and re-run election. Election
more choices,
where not one
A: of the unions
Participation of obtained the
Purpose Mediator- majority of the
Arbiter valid votes cast,
Certification To determine Requires PCE provided the
Q: How is a local chapter created? A: The labor union that affiliates with a federation is
subject to the laws of the parent body under whose
A: A duly registered federation or national union may authority the local union functions. The Constitution,
directly create a local/chapter by issuing a charter by-laws and rules of the mother federation, together
certificate indicating the establishment of a with the charter it issues to the local union,
local/chapter. constitutes an enforceable contract between them
and between the members of the subordinate union
inter se. Thus, pursuant to the Constitution and by-
laws, the federation has the right to investigate and A: Yes. The pendency of an election protest does not
expel members of the local union [Villar v. Inciong, bar the valid disaffiliation of the local union which
G.R. No. L-50283-84, (1983)]. was supported by the majority of its members.
Q: May a local union disaffiliate from the The right of a local union to disaffiliate with the
federation? federation in the absence of any stipulation in the
Constitution and by-laws of the federation prohibiting
A: GR: A labor union may disaffiliate from the mother disaffiliation is well settled. Local unions remain as
union to form an independent union only during the the basic unit of association, free to serve their own
60-day freedom period immediately preceding the interest subject to the restraints imposed by the
expiration of the CBA. Constitution and by-laws of national federation and
are free to renounce such affiliation upon the terms
XPN: Even before the onset of the freedom and conditions laid down in the agreement which
period, disaffiliation may still be carried out, but brought such affiliation to existence. In the case at
such disaffiliation must be effected by the bar, no prohibition existed under the Constitution
majority of the union members in the bargaining and by-laws of the federation. Hence, the union may
unit. freely disaffiliate with the federation [Philippine
Skylanders v. NLRC, G.R. No. 127374, (2002)].
Note: This happens when there is a substantial shift in
allegiance on the part of the majority of the members of Q: Distinguish between an independently registered
the union. In such a case, however, the CBA continues to and unregistered chartered local union.
bind the members of the new or disaffiliated and
independent union to determine the union which shall
A:
administer the CBA may be conducted [ANGLO-KMU v.
Samahan ng Manggagawang Nagkakaisa sa Manila Bay CHARTERED LOCAL UNION
Spinning Mills at J.P. Coats, G.R. No.118562, (1996)] Independently
Unregistered
Registered
Q: What is the limitation to disaffiliation? How to affiliate?
By application with the
A: Disaffiliation should be in accordance with the federation for the
rules and procedures stated in the Constitution and By signing contract of issuance of a charter
by-laws of the federation. A local union may affiliation certificate to be
disaffiliate with its mother federation provided that submitted to the Bureau
there is no enforceable provision in the federations Labor Relations
constitution preventing disaffiliation of a local union Effect of Disaffiliation to the union (local)
[Tropical Hut Employees Union v. Tropical Hut, G.R. Would cease to be an
Nos. L-43495-99, (1990)]. Would not affect its LLO and would no longer
being an LLO and have the legal
Note: A prohibition to disaffiliate in the Federations therefore it would personality and the
constitution and by-laws is valid because it is intended for continue to have legal rights and privileges
its own protection. personality and to granted by law to LLO,
possess all rights and unless the local chapter
Locals or chapters who retained status as LLO shall be
allowed to register as independent unions. If they fail to
privileges of LLO. is covered by its duly
register, they shall lose their legitimate status upon the registered CBA.
expiration of the CBA. Effect of Disaffiliation to the CBA
An existing CBA would
Q: PSEA is a local union in Skylander company which continue to be valid as The CBA would continue
is affiliated with PAFLU. PSEA won the certification the labor organization to be valid up to its
election among the rank and file employees of the can continue expiration date.
Skylander company but its rival union PSEA-WATU administering the CBA.
protested the results. Pending the resolution of such Entitlement to union dues after Disaffiliation
controversy, PSEA disaffiliated with PAFLU and Labor organization Union dues may no
hence affiliated with NCW which was supported by entitled to the union longer be collected as
its members. May a local union disaffiliate with its dues and not the there would no longer
mother federation pending the settlement of the federation from which be any labor union that
status as the sole and exclusive bargaining agent? the labor organization is allowed to collect such
disaffiliated. union dues from the Ees.
SUBSTITUTIONARY DOCTRINE A: Union dues are the lifeblood of the union. All
unions are authorized to collect reasonable
Q: What is the Substitutionary Doctrine? membership fees, union dues, assessments, fines and
other contributions for labor education and research,
A: Under this doctrine, where there occurs a shift in mutual death and hospitalization benefits, welfare
the Ees union allegiance after the execution of a CB fund, strike fund and credit and cooperative
contract with the Er, the Ees can change their agent undertakings. [Art. 277(a), LC]
(labor union) but the CB contract which is still
subsisting continues to bind the Ees up to its Q: What are special assessments or extraordinary
expiration date. They may however, bargain for the fees?
shortening of said expiration date.
A: These are assessments for any purpose or object
Note: The Ee cannot revoke the validly executed CB other than those expressly provided by the labor
contract with their Er by the simple expedient of changing organizations Constitution and by-laws.
their bargaining agent. The new agent must respect the
contract [Benguet Consolidated Inc. v. BCI Employees and
REQUIREMENTS FOR VALIDITY
Workers Union-PAFLU, G.R. No. L-24711, (1968)].
It cannot be invoked to support the contention that a newly Q: What are the requisites of a valid check-off?
certified CB agent automatically assumes all the personal
undertakings of the former agent-like the no strike clause A: GR: No special assessments, attorneys fees,
in the CBA executed by the latter. negotiation fees or any other extraordinary fees may
be checked off from any amount due to an Ee
UNION DUES AND SPECIAL ASSESSMENTS without individual written authorization duly signed
by the Ee.
Q: What are the dues and assessments which the
union may collect? The authorization should specify:
1. Amount
A: Legitimate labor organizations are authorized to 2. Purpose &
collect reasonable amount of the following: 3. Beneficiary of the deduction.
1. Membership fees
2. Union dues XPNs:
3. Assessments 1. For mandatory activities under the LC
4. Fines 2. For Agency Fees
5. Contribution for labor education and research, 3. When non-members of the union avail of the
mutual death and hospitalization benefits, benefits of the CBA:
welfare fun, strike fund and credit and a. Non-members may be assessed union
cooperative undertakings [Art. 277 (a), LC] dues equivalent to that paid by union
6. Agency fees [Art. 248 (e), LC] members;
b. Only by board resolution approved by
Q: What are union dues? majority of the members in general
meeting called for the purpose.
A: These are regular monthly contributions paid by
the members to the union in exchange for the Q: What are the requisites for a valid levy of special
benefits given to them by the CBA and to finance the assessment or extraordinary fees?
activities of the union in representing the union.
A:
Q: What is check-off? 1. Authorization by a written resolution of the
majority of all members at the general
A: It is a method of deducting from an Ees pay at a membership meeting duly called for that
prescribed period, the amounts due the union for purpose;
fees, fines and assessments.
2. Secretarys record of the minutes of the meeting,
Note: Deductions for union service fees are authorized by which must include the:
law and do not require individual check-off authorizations. a. List of members present
b. Votes cast
Q: What is the nature and purpose of check-off?
A: It is to encourage a truly democratic method of Q: What are the stages in collective bargaining?
regulating the relations between the Ers and Ees by
means of agreements freely entered into through CB. A:
1. Preliminary process: Sending a written notice for
Q: Who are the parties to a collective bargaining? negotiation which must be clear and unequivocal
2. Negotiation process.
A: 3. Execution process: The signing of the agreement
1. Er 4. Publication for at least 5 days before ratification
2. Ees, represented by the exclusive bargaining 5. Ratification by the majority of all the workers in
agent the bargaining unit represented in the
negotiation (not necessary in case of arbitral
Q: What are the jurisdictional preconditions in award)
Collective Bargaining? (Kiok Loy Doctrine) 6. Registration process.
7. Administration process: The CBA shall be jointly Q: May either party bargain to an impasse?
administered by the management and the
bargaining agent for a period of 5 years. A: It depends:
8. Interpretation and Application process.
1. Where the subject of a dispute is a mandatory
DUTY TO BARGAIN COLLECTIVELY bargaining subject, either party may bargain to
an impasse as long as he bargains in good faith.
Q: What is the meaning of the duty to bargain 2. Where the subject is non-mandatory, a party
collectively? may not insist in bargaining to the point of
impasse. His instance may be construed as
A: The duty to bargain collectively means the evasion of duty to bargain.
performance of a mutual obligation to meet and
convene promptly and expeditiously in good faith for Q: When does the duty of the employer to bargain
the purpose of negotiating an agreement with collectively arise?
respect to wages, hours of work and all other terms
and conditions of employment including proposals for A: Only after the union requests the Er to bargain. If
adjusting any grievances or questions arising under there is no demand, the Er cannot be in default.
such agreement and executing a contract
incorporating such agreements if requested by either Note: Where a majority representative has been
party but such duty does not compel any party to designated, it is a ULP for the Er, as a refusal to collectively
agree to a proposal or to make any concession. (Art. bargain, to deal and negotiate with the minority
representative to the exclusion of the majority
252, LC)
representative.
When there is a CBA, the duty to bargain collectively shall
Where there is a legitimate representation issue, there is
also mean that neither party shall terminate nor modify
no duty to bargain collectively on the part of the Er [Lakas
such agreement during its lifetime. However, either party
ng mga Manggagawang Makabayan v. Marcelo
can serve a written notice to terminate or modify the
Enterprises, G.R. No. L-38258, (1982)].
agreement at least 60 days prior to its expiration date. It
shall be the duty of both parties to keep the status quo and
to continue in full force and effect the terms and conditions Q: What is the test of bargaining in good faith?
of the existing agreement during the 60-day period and/or
until a new agreement is reached by the parties. [Art. 253, A: There is no perfect test of good faith in bargaining.
LC] The good faith or bad faith is an inference to be
drawn from the facts and is largely a matter for the
Q: What are the restrictions to the duty to bargain NLRCs expertise. The charge of bad faith should be
collectively? raised while the bargaining is in progress.
bad faith. Obviously, the purpose of CB is the WHEN THERE IS ABSENCE OF A CBA
reaching of an agreement resulting in a contract
binding on the parties; but the failure to reach an Q: What is the duty to bargain collectively when
agreement after negotiations have continued for a there is no collective bargaining agreement?
reasonable period does not establish a lack of good
faith. The statutes invite and contemplate a CB A: In the absence of an agreement or other voluntary
contract, but they do not compel one. The duty to arrangement providing for a more expeditious
bargain does not include the obligation to reach an manner of CB, it shall be the duty of Er and the
agreement. While the law makes it an obligation for representatives of the Ees to bargain collectively in
the Er and the Ees to bargain collectively with each accordance with the provisions of the LC. [Art. 251,
other, such compulsion does not include the LC]
commitment to precipitately accept or agree to the
proposals of the other. All it contemplates is that WHEN THERE IS A CBA
both parties should approach the negotiation with an
open mind and make reasonable effort to reach a Q: What is the duty to bargain collectively when
common ground of agreement [Union of Filipro there is a collective bargaining agreement?
Employees v. Nestle Philippines, G.R. Nos. 158930-31,
(2008)]. A: When there is a CBA, the duty to bargain
collectively, in addition to Art. 252, shall mean that:
Q: What is a deadlock?
1. Neither party shall terminate nor modify such
A: Deadlock is synonymous with impasse or a agreement during its lifetime.
standstill which presupposes reasonable effort at 2. However, either party can serve a written notice
good faith bargaining but despite noble intentions to terminate or modify the agreement at least 60
th
does not conclude an agreement between the days prior the expiration of its 5 year.
parties. 3. It shall be the duty of both parties to keep the
status quo and to continue in full force and effect
Q: In case of deadlock in the renegotiation of the the terms and conditions of the existing
collective bargaining agreement, what are the agreement during the 60-day period and/or until
actions that may be taken by the parties? a new agreement is reached by the parties. (Art.
253, LC)
A: The parties may:
Note: CBA is a contract of indefinite period under Art. 253.
1. Call upon the NCMB to intervene for the purpose
of conducting conciliation or preventive A CBA is entered into in order to foster stability and mutual
cooperation between labor and capital. An Er should not be
mediation;
allowed to rescind unilaterally its CBA with the duly
2. Refer the matter for VA or compulsory
certified bargaining agent it had previously contracted with,
arbitration; and decide to bargain anew with a different group if there
3. Declare a strike or lockout upon compliance with is no legitimate reason for doing so and without first
the legal requirements (This remedy is a remedy following the proper procedure. If such behavior would be
of last resort.) tolerated, bargaining and negotiations between the Er and
the union will never be truthful and meaningful, and no
Q: May economic exigencies justify refusal to CBA forged after arduous negotiations will ever be honored
bargain? or be relied upon [Employees Union of Bayer Phils., FFW v.
Bayer Philippines, Inc., 636 SCRA 472, (2010)].
A: No. An Er is not guilty of refusal to bargain by
persistently rejecting the unions economic demands Q: What is a single enterprise bargaining?
where he is operating at a loss, on a low profit
margin, or in a depressed industry, as long as he A: It involves negotiation between one certified labor
continues to negotiate. But financial hardship union and one Er. Any voluntarily recognized or
constitutes no excuse for refusing to bargain certified labor union may demand negotiations with
collectively. its Er for terms and conditions of work covering Ees in
the bargaining unit concerned. (Sec. 3, Rule XVI, Book
V, Rules to Implement the LC, as amended by
Department Order No. 40-03, Series of 2003)
Note: In addition, the BLR requires that the CBA should A: It refers to the internal rules of procedure
include a clear statement of the term of the CBA. Ers duty established by the parties in their CBA which usually
to bargain is limited to mandatory bargaining subjects; as to consists of successive steps starting at the level of the
other matters, he is free to bargain or not. complainant and his immediate supervisor and
ending, when necessary, at the level of the top union
GRIEVANCE PROCEDURE and company officials and with VA as the terminal
step.
Q: What is grievance?
Q: What will happen to grievances submitted to the
A: There is grievance when a dispute or controversy grievance machinery which are not settled within
arises over the interpretation or implementation of seven calendar days from the date of their
any provision of the CBA or interpretation or submission?
enforcement of company personnel policies. [Sec.1
(u), Rule I, Book V, IRR] A: They shall automatically be referred to VA
prescribed in the CBA. [Art. 260 (2), LC]
Q: What provisions must the parties include in a
collective bargaining agreement? Either party may serve notice upon the other of its
decision to submit the issue to VA. If the party upon
A: whom such notice is served fails/refuses to respond
1. Provisions that will ensure the mutual within seven days from receipt, VA/panel designated
observance of its terms and conditions. in the CBA shall commence arbitration proceedings. If
2. A machinery for adjustment and resolution of the CBA does not designate or if the parties failed to
grievances arising from the: name the VA/panel, the regional branch of NCMB
a. Interpretation/implementation of the CBA appoints VA/panel.
and
b. Interpretation/ enforcement of company Q: How are cases arising from the Interpretation
personnel policies. [Art. 260(1), LC] or implementation of collective bargaining
agreements handled and disposed? (1995 Bar
Q: What is grievance machinery? Question)
A: It refers to the mechanism for the adjustment and A: They are disposed through the grievance
resolution of grievances arising from the machinery and if not resolved by the grievance
interpretation or enforcement of company personnel machinery, through VA.
policies. It is part of the continuing process of CB.
Note: A voluntary arbitrator is not an Ee, functionary or Q: What is a no strike-no Lockout clause?
part of the government or of the DOLE, but he is authorized
to render arbitration services provided under labor laws A: It is a clause in the CBA which is an expression of
[(Ludo & Luym Corporation v. Saornido, G.R. No. 140960,
the firm commitment of the parties that, on the part
(2003)].
of the union, it will not mount a strike during the
effectivity of the CBA, and on the part of the Er, that
Q: What is the difference between compulsory and
it will not stage a lockout during the lifetime thereof.
voluntary arbitration?
Q: When does the no strike-no Lockout clause in the
A: Compulsory arbitration is a system whereby the
collective bargaining agreement apply?
parties to a dispute are compelled by the government
to forego their right to strike and are compelled to
A: The no strike-no lockout clause in the CBA
accept the resolution of their dispute through
rd applies only to economic strikes. It does not apply to
arbitration by a 3 party. The essence of arbitration
ULP strikes. Hence, if the strike is founded on a ULP
remains since a dispute is resolved by a disinterested
rd of the Er, a strike declared by the union cannot be
3 party whose decision is final and binding on the
rd considered a violation of the no strike clause [Master
parties. The 3 party is normally appointed by the
Iron Labor Union v. NLRC, G.R. No. 92009, (1993)].
government.
Q: Will acts of violence committed in the course of
Under VA, referral of a dispute by the parties is made,
strike render the strike illegal?
pursuant to a VA clause in their CBA, to an impartial
rd
3 person for a final and binding resolution. Ideally,
A: It depends upon the acts of violence committed.
arbitration awards are to be complied with by both
1. If pervasive, widespread and regularly
parties without delay, such that once an award has
committed, it is illegal, union is responsible.
been rendered by an arbitrator, nothing is left to be
2. If isolated, sporadic or remote, it is still legal but
done by both parties but to comply with the same
the person who committed is responsible.
[Luzon Development Bank v. Association of Luzon
Development Bank Employees, G.R. No. 120319,
(1995)].
Q: When may a Labor Management Council be Q: What is the duration of a collective bargaining
formed? agreement?
A: YES. The hold-over principle, i.e., the duty of the Q: May the economic provisions of an existing CBA
parties to keep the status quo and to continue in full be extended beyond the 3 year period as prescribed
force and effect the terms and conditions of the by law in the absence of a new agreement?
existing CBA until a new agreement is reached by the
parties apply to an imposed CBA. The law does not A: Yes. Under the principle of hold over, until a new
provide for any exception nor qualification on which CBA has been executed by and between the parties,
economic provisions of the existing agreement are to they are duty bound to keep the status quo and must
retain its force and efe. Likewise, the law does not continue in full force and effect the terms and
distinquish between a CBA duly ageed upon by the conditions of the existing agreement. The law does
parties and an imposed CBA [General Milling not provide for any exception or qualification as to
Corporation ILU v. General Milling Corp., (2011)]. which of the economic provisions of the existing
agreement are to retain force and effect. Therefore,
FOR ECONOMIC PROVISIONS it must be encompassing all the terms and condition
in the said agreement [New Pacific Timber v. NLRC,
Q: What are the economic provisions of a collective G.R. No. 124224, (2000)].
bargaining agreement?
Q: Mindanao Terminal Company and respondent
A: Provisions granting economic benefits to the Ees union has an existing CBA which was about to
such as increases, vacation and sick leaves, expire. Negotiations were held regarding certain
hospitalization and retirement. provisions of the CBA which resulted in a deadlock.
The union thereafter filed a notice of strike. During
FOR NON-ECONOMIC PROVISIONS the conference called by the NCMB, the company
and the union were able to agree on all of the
Q: What are the non-economic provisions of a provisions of the CBA except for one. The
collective bargaining agreement? unresolved provision was subsequently settled,
however no CBA was signed. Thus, in the records of
A: the Mediation Arbiter, all issues were settled before
1. Coverage of the bargaining unit the lapse of the six month period after the
2. Union security clauses expiration of the old CBA. Does the signing of the
3. Management prerogatives and/or rights/ CBA by the parties determine the date it was
responsibilities of Ees entered into?
4. Grievance machinery and VA
5. No strike no lock out provision A: No. The signing of the CBA does not determine the
date it was entered into. In the present case, there
Q: What is the effectivity and retroactivity date of was already a meeting of the minds between the
economic and non-economic provisions of the company and the union prior to the end of the six
collective bargaining agreement? month period after the expiration of the old CBA.
Hence, such meeting of the minds is sufficient to
A: conclude that an agreement has been reached within
1. If the CBA is the very first for the bargaining unit, the six month period as provided under Art. 253-A, LC
the parties have to decide the CBA effectivity [Mindanao Terminal and Brokerage Services Inc., v.
date. Confessor, G.R. No. 111809, (1997)].
2. Those made within six months after date of
expiry of the CBA are subject to automatic Q: When is the effectivity of an arbitral award
retroaction to the day immediately following the concluded beyond six months from the expiration of
date of expiry. the old CBA?
3. Those not made within six months, the parties
may agree to the date of retroaction. A: The CBA arbitral award granted six months from
the expiration of the last CBA shall retroact to such
Note: This rule applies only if there is an existing time agreed upon by both the Er and the union.
agreement. If there is no existing agreement, there is no Absent such agreement as to retroactivity, the award
retroactive effect because the date agreed upon shall be st
shall retroact to the 1 day after the six month period
the start of the period of agreement.
following the expiration of the last day of the CBA
Art. 253-A on retroactivity does not apply if the provisions should there be one. In the absence of a CBA, the
were imposed by the SLE by virtue of arbitration. It applies SLEs determination of the date of retroactivity as
only if the agreement was voluntarily made by the parties. part of his discretionary powers over arbitral award
shall control [Manila Electric Company v. Quisumbing, A: While the parties may agree to extend the CBAs
G.R. No. 127598, Feb. 22 and (2000)]. original five-year term together with all other CBA
provisions, any such amendment or term in excess of
Q: PAL was suffering from a worsened financial five years will not carry with it a change in the unions
condition resulting to a retrenchment which exclusive bargaining status. By express provision of
downsized its labor force by more than 1/3 thereby Art. 253-A of the LC, the exclusive bargaining status
affecting numerous union members. Hence, the cannot go beyond the five years and the
union went on strike. The PAL offered that shares of representation status is a legal matter not for the
stock be transferred to its Ees but the union refused. workplace parties to agree upon. Despite an
Thus, PAL claimed it has no alternative left but to agreement for a CBA with a life of more than five
close. PALEA then proposed that the CBA be years, either as an original provision or by
suspended for 10 years provided they remain the amendment, the bargaining unions exclusive
certified bargaining agent. PAL agreed and resumed bargaining status is effective only for five years and
operations. Is the agreement to suspend the CBA for can be challenged within 60 days prior to the
10 years abdicated the workers right to bargain? expiration of the CBAs first five years [FVC Labor
Union-Philippine Transport and General Workers
A: No. The primary purpose of a CBA is to stabilize Organization v. Sama-samang Nagkakaisang
labor-management relations in order to create a Manggagawa sa FVC-Solidarity of Independent and
climate of a sound and stable industrial peace. The General Labor Organizations, G.R. 176249, (2009)].
assailed agreement was the result of the voluntary CB
negotiations undertaken in the light of severe Q: ABC company and U labor union have been
financial situation faced by PAL [Rivera v. Espiritu, negotiating for a new collective bargaining
G.R. No. 135547, (2002)]. agreement but failed to agree on certain economic
provisions of the existing agreement. In the
Q: Is the agreement in conflict with Art. 253-A, LC? meantime, the existing collective bargaining
agreement expired. The company thereafter refused
A: No. There is no conflict between the agreement to pay the employees their midyear bonus, saying
and Art. 253-A, LC for the latter has a two-fold that the collective bargaining agreement which
purpose namely: a) to promote industrial stability and provided for the grant of midyear bonus to all
predictability and b) to assign specific time tables company employees had already expired. Are the
wherein negotiations become a matter of right and employees entitled to be paid their midyear bonus?
requirement. In so far as the first purpose, the Explain your answer. (2010 Bar Question)
agreement satisfies the first purpose. As regard the
second purpose, nothing in Art. 253-A prohibits the A: Yes, the parties are duty-bound to maintain the
parties from waiving or suspending the mandatory status quo and to continue in full force and effect the
timetables and agreeing on the remedies to enforce terms and conditions of the existing CBA until a new
the same [Rivera v. Espiritu, G.R. No. 135547, (2002)]. agreement is reached by the parties (Art. 253, LC).
Furthermore, Art. 253-A provides for an automatic
Q: Does the agreement violate the five year renewal clause of a CBA. Although a CBA has expired,
representation limit as provided under Art. 253-A, it continues to have legal effects as between the
LC? parties until a new CBA has been entered into.
A: No. Under the said article, the representation limit UNION SECURITY
of the exclusive bargaining agent applies only when
there is an existing CBA in full force and effect. In this UNION SECURITY CLAUSES; CLOSED SHOP, UNION
case, the parties agreed to suspend the CBA and put SHOP, MAINTENANCE OF MEMBERSHIP SHOP, ETC.
in abeyance the limit on representation [Rivera v.
Espiritu, G.R. No. 135547, (2002)]. Q: Define union security.
Q: What is the effect of an amended or extended A: Union security is a generic term, which is applied
term of the collective bargaining agreement on the to and comprehends closed shop, union shop,
exclusive representation status of the collective maintenance of membership, or any other form of
bargaining agent and the right of another union to agreement which imposes upon Ees the obligation to
ask for certification as exclusive bargaining agent? acquire or retain union membership as a condition
affecting employment.
A: It occurs when Er directly bargains with the Ee requires exaggerated or unreasonable economic demands,
disregarding the union; the aim was to deal with the then it is guilty of ULP [Standard Chartered Bank v.
labor union through Ees rather than with the Ees thru Confessor, G.R. No. 114974, (2004)].
the union. Er submits its proposals and adopts a take-
it-or-leave-it stand. SURFACE BARGAINING
Q: When is there Refusal to bargain? A: It is the act of going through the motions of
negotiating without any legal intent to reach an
A: This occurs when the Er refuses or fails to meet agreement [Standard Chartered Bank Employees
and convene with the majority of his Ees. To bargain Union v. Confesor, (2004)].
in good faith, an Er must not only meet and confer
Note: Surface bargaining is a question of intent of the party
with the union which represents his Ees, but must
concerned and usually such intent can only be inferred
also recognize the union for the purpose of CB.
from the totality of the challenged partys conduct both at
(Azucena, 2010, p. 360) and away from the bargaining table.
A: The act complained of must have a proximate and 3. Their connection with an established collateral
causal connection with: plan of coercion or interference [The Insular Life
1. Exercise of the Right to Self-organization Assurance-NATU v. The Insular Life Co. Ltd, G.R.
2. Exercise of the Right to CB No.L-25291, (1971)].
Note: Not all illegal acts are ULP. Only those enumerated in Note: An expression which might be permissibly uttered by
the LC are ULP. one employer, might, in the mouth of a more hostile
employer, be deemed improper and consequently
ULP OF EMPLOYERS actionable as a ULP.
Q: What are the unfair labor practice that may be Q: Phil. Marine Officers Guild (PMOG) is a union
committed by employers? representing some of Philsteams officers and Cebu
Seamens Association (CSA) is another union
A: representing some of Philsteams officers. PMOG
1. Interference sent a letter to Philsteam requesting for CB but the
2. Yellow dog condition company asked the former to first prove that it
3. Contracting out represents the majority. Simultaneously, Philsteam
4. Company unionism interrogated its captains, deck officers and
5. Discrimination for or against union membership engineers while CSA likewise sent its demands to
6. Discrimination because of testimony Philsteam. The company recognized CSA as
7. Violation of duty to bargain representing the majority and entered into a CBA.
8. Paid negotiation Hence PMOG declared a strike. PMOG was
9. Gross violation of CBA subjected to vilification and Philsteams pier
superintendent participated in the solicitation of
Q: What is interference? membership for CSA. Is the company guilty of ULP?
A: The act of Er to interfere with, restrain or coerce A: Yes. Although the company is free to make
Ees in the exercise of their right to self-organization. interrogations as to its Ees union, the same should
be for a legitimate purpose and must not interfere
Q: What is the test of interference? with the exercise of self-organization otherwise it is
considered as ULP. Moreover, Philsteams supervisory
A: Whether the Er has engaged in conduct which, it Ees statement that PMOG is a money-making
may reasonably be said, tends to interfere with the union, which is made to appear to be said in behalf of
free exercise of the Ees right to self-organization. the union and the participation of the companys pier
superintendent in soliciting membership for the
Note: Direct evidence that an Ee was in fact intended or competing union, is ULP for interfering with the
coerced by the statements of threats of the Er is not exercise of the right to self-organization. [Philsteam
necessary if there is a reasonable interference that the anti- and Navigation v. Philippine Marine Officers Guild,
union conduct of the Er does have an adverse effect on self- G.R. Nos. L-20667 and L-20669, (1965)]
organization and CB [The Insular Life Assurance-NATU v.
The Insular Life Co. Ltd, G.R. No.L-25291, (1971)].
Q: What are other examples of acts of interference?
Q: What is the totality of conduct doctrine?
A:
1. Outright and unconcealed intimidation
A: It states that the culpability of Ers remarks is to be
2. Intimidating expressions of opinion by Er
evaluated not only on the basis of their implications,
3. An Er who interfered with the right to self-
but against the background of and in conjunction
organization before a union is registered can be
with collateral circumstances.
held guilty of ULP. [Samahan ng mga
Manggagawa sa Bandolino-LMLC v. NLRC, G.R.
Under this doctrine, expressions of opinion by an Er,
No. 125195, (1997)]
though innocent in themselves, frequently were held
to be ULP because of:
Note: It is the prerogative of the company to promote,
transfer or even demote its Ees to other positions when the
1. The circumstances under which they were interests of the company reasonably demand it. Unless
uttered there are circumstances which directly point to interference
2. The history of the particular Ers labor relations by the company with the Ees right to self-organization, the
or anti-union bias transfer of an Ee should be considered as within the bounds
allowed by law. [Rubberworld Phils. v. NLRC, G.R. No. A: GR: Contracting out services is not ULP per se.
75704, (1989)]
XPNs: The following are prohibited for being
In order that interrogation would not be deemed coercive:
contrary to law or public policy:
a. The Er must communicate to the Ee the purpose of
questioning
b. Assure him that no reprisal would take place A. Contracting out of jobs, works or services when
c. Obtain Ee participation voluntarily not done in good faith and not justified by the
d. Must be free from Er hostility to union organization exigencies of the business such as the following:
e. Must not be coercive in nature
(1) Contracting out of jobs, works or services
Q: What is a yellow dog condition? when the same results in the termination or
reduction of regular employees and reduction of
A: It is to require as a condition of employment that a work hours or reduction or splitting of the
person or an Ee shall not join a labor organization or bargaining unit.
shall withdraw from one to which he belongs.
(2) Contracting out of work with a Cabo.
Q: What is a yellow dog contract?
(3) Taking undue advantage of the economic
A: It is a promise exacted from workers as condition situation or lack of bargaining strength of the
of employment that they are not to belong to or contractors employees, or undermining their
attempts to foster a union during their period of security of tenure or basic rights, or circumventing
employment. the provisions of regular employment, in any of
the following instances:
Q: Is yellow dog contract valid?
(i) Requiring them to perform functions which
A: No. It is null and void because: are currently being performed by the regular
1. It is contrary to public policy for it is tantamount employees of the principal; and
to involuntary servitude.
2. It is entered into without consideration for Ees in (ii) Requiring them to sign, as a precondition to
waiving their right to self-organization. employment or continued employment, an
3. Ees are coerced to sign contracts antedated resignation letter; a blank payroll; a
disadvantageous to their family. waiver of labor standards including minimum
wages and social or welfare benefits; or a
Note: This is one of the cases of ULP that may be quitclaim releasing the principal, contractor or
committed in the absence of an Er-Ee relationship. from any liability as to payment of future
claims.
Q: What are the 3 usual provisions under a yellow
dog contract? (4) Contracting out of a job, work or service
through an in-house agency.
A:
1. A representation by the Ee that he is not a (5) Contracting out of a job, work or service that is
member of a labor union. necessary or desirable or directly related to the
2. A promise by the Ee not to join a labor union. business or operation of the principal by reason of
3. A promise by the Ee that upon joining a labor a strike or lockout whether actual or imminent.
union, he will quit his employment.
(6) Contracting out of a job, work or service being
Q: What is contracting out as a form of ULP? performed by union members when such will
interfere with, restrain or coerce employees in the
A: It is to contract out services or functions being exercise of their rights to self-organization as
performed by union members when such will provided in Art. 248 (c) of the LC, as amended.
interfere with, restrain or coerce Ees in the exercise
of their rights to self-organization. (7) Repeated hiring of employees under an
employment contract of short duration or under a
Q: Does it mean that an Employer cannot contract Service Agreement of short duration with the
out work? same or different contractors, which circumvents
(8) Requiring employees under a subcontracting A: It is an industrial plant moved by its owners from
arrangement to sign a contract fixing the period of one location to another to escape labor regulations or
employment to a term shorter than the term of State laws or to discriminate against Ees at the old
the Service Agreement, unless the contract is plant because of their union activities. It may also be
divisible into phases for which substantially the place where the Er transferred his business in
different skills are required and this is made case of strike.
known to the employee at the time of
engagement. Q: Is resorting to run-away shop ULP?
(9) Refusal to provide a copy of the Service A: Yes. Where a plant removal is for business reasons
Agreement and the employment contracts but the relocation is hastened by anti-union
between the contractor and the employees motivation, the early removal is ULP. It is immaterial
deployed to work in the bargaining unit of the that the relocation is accompanied by a transfer of
principals certified bargaining agent to the sole title to a new Er who is an alter ego of the original Er.
and exclusive bargaining agent (SEBA).
Q: What is a company union?
(10) Engaging or maintaining by the principal of
subcontracted employees in excess of those A: Any labor organization whose formation, function
provided for in the applicable Collective or administration has been assisted by any act
Bargaining Agreement (CBA) or as set by the defined as ULP [Art. 212(i), LC].
Industry Tripartite Council (ITC).
Q: What are the forms of company unionism?
B. Contracting out of jobs, works or services
analogous to the above when not done in good A:
faith and not justified by the exigencies of the 1. Initiation of the company union idea by:
business [Sec. 7, D.O. 18-A]. a. Outright formation by Er or his
representatives
Note: Consistent with the authority of the Secretary of b. Ee formation on outright demand or
Labor and Employment to restrict or prohibit the influence by Er and
contracting out of labor to protect the rights of workers, it c. Managerially motivated formation by Ees
shall be mandatory for all persons or entities, including
cooperatives, acting as contractors, to register with the
2. Financial support to the union by:
Regional Office of the Department of Labor and
Employment (DOLE) where it principally operates. Failure a. Er defrays union expenses
to register shall give rise to the presumption that the b. Pays attorney's fees to the attorney who
contractor is engaged in labor-only contracting [Sec. 14, drafted the Constitution or by-laws of the
D.O. 18-A]. union.
Q: Company "A" contracts out its clerical and 3. Er encouragement assistance - Immediately
janitorial services. In the negotiations of its CBA, granting of exclusive recognition as bargaining
the union insisted that the company may no longer agent without determining whether the union
engage in contracting out these types of services, represents the majority of the employees
which services the union claims to be necessary
in the company's business, without prior 4. Supervisory assistance- Soliciting membership,
consultation. Is the union's stand valid or not? For permitting union activities during work time or
what reasons? (2001 Bar Question) coercing Ees to join the union by threats of
dismissal or demotion
A: The union's stand is not valid. It is part of
management prerogative to contract out any work, Q: What is meant by the act of company-domination
task, job or project except that it is an ULP to of union?
contract out services or functions performed by
union members when such will interfere with, A: This is to initiate, dominate, assist or otherwise
restrain or coerce Ees in the exercise of their rights interfere with the formation or administration of any
to self-organization. (Art. 248[c] of the LC). labor organization including giving of financial or
other support to it or its organizers or supporters.
Q: Why is company unionism/captive unionism a A: Yes. The Er is not guilty of ULP if it merely complies
form of ULP? in good faith with the request of the certified union
for the dismissal of Ees expelled from the union
A: It is considered ULP because the officers will be pursuant to the union security clause in the CBA.
beholden to the Ers and they will not look after the [Soriano v. Atienza, G.R. No. L-68619, (1989)]
interest of whom they represent.
Q: A profit sharing scheme was introduced by the
Q: What is meant by discrimination as a form of company for its managers and supervisors, who are
ULP? not members of the union, hence do not enjoy the
benefits of the CBA. The respondent union wanted
A: It is to discriminate in regard to wages, hours of to participate with the scheme but was denied by
work and other terms and conditions of employment the company due to the CBA. Subsequently the
in order to encourage or discourage membership in company distributed the profit sharing to the
any labor organization. manager, supervisors and other non-union member
employees. As a result the union filed a notice of
Q: When is a discharge of an employee strike alleging ULP. Is the non-extension of the profit
discriminatory? sharing scheme to union members discriminatory
and an ULP?
A: The underlying reason for the discharge must be
established in order to determine whether such an A: No. There can be no discrimination when the Ees
act is discriminatory or not. are not similarly situated. The situation of union
members is different and distinct from non-union
The fact that a lawful cause for discharge is available members because only union members enjoy the
is not a defense where the Ee is actually discharged benefit under the CBA. The profit sharing scheme was
because of his union activities. If the discharge is extended to those who do not enjoy the benefits of
actually motivated by lawful reason, the fact that the the CBA. Hence, there is no discrimination and ULP is
Ee is engaged in union activities at the time will lie not committed [Wise and Co., Inc. v. NLRC, G.R. No. L-
against the Er and prevent him from the exercise of 87672, (1989)].
business judgment to discharge an Ee for cause [Phil.
Metal Foundries Inc. v. CIR, G.R. Nos. L-34948-49, Q: Is dismissal of an employee pursuant to a union
(1979)]. security clause a form of ULP?
Q: Jobo has 3 hotels, the Taal Vista Lodge, Manila A: No. Union security clauses in the CBA, if freely and
Hotel and the Pines Hotel. Among the 3, Pines Hotel voluntarily entered into, are valid and binding. Thus,
had more employees and the only one with a labor the dismissal of an Ee by the company pursuant to a
organization. When the bonus was distributed labor unions demand in accordance with a union
among the 3 hotels, Pines Hotel employees received security agreement does not constitute ULP
the least amount compared to the employees of [Malayang Samahan ng mga Manggagawa sa M.
Manila Hotel and Taal Vista Lodge. Did the company Greenfield v. Ramos, G.R. No. 113907, (2000)].
commit ULP?
A union member who is employed under an
A: Yes. In this case, Pines Hotel Ees who were the agreement between the union and his Er is bound by
most numerous "would receive, a lesser bonus than the provisions thereof since it is a joint and several
the employees of the Manila Hotel and Taal Vista contract of the members of the union entered into by
Lodge where neither is there any existing labor the union as their agent [Manalang v. Artex Devt,
organization nor the complainant union has any G.R. No. L-20432, (1967)].
member." The fact that management granted
Christmas bonus to its Ees, the same should have Q: Is notice and hearing required in case an
been distributed pro rata among all its Ees regardless employee is dismissed pursuant to a union security
of their place of work [Manila Hotel Co. v. Pines Hotel clause?
Employees Association, G.R. No.L-30139, (1972)].
A: Yes. Although a union security clause in a CBA may
Q: Can an employer discriminate against an be validly enforced and dismissal pursuant thereto
employee without committing ULP? may likewise be valid, this does not erode the
fundamental requirement of due process. The reason
ULP OF LABOR ORGANIZATIONS A: No. A union violates the law when, to restrain or
coerce non-strikers from working during the strike, it:
Q: What are the ULP of labor organizations?
1. Assaults or threatens to assault them
A: It shall be ULP for a labor organizations, its officers, 2. Threatens them with the loss of their jobs
agents or representatives: 3. Blocks their ingress to or egress from the plant
4. Damages non-strikers automobiles or forces
1. To restrain or coerce Ees in the exercise of their them off the highway
rights to self-organization. However, a labor 5. Physically preventing them from working
organization shall have the right to prescribe its 6. Sabotages the Ers property in their presence,
own rules with respect to the acquisition or thereby creating an atmosphere of fear or
retention of membership violence
2. To cause or attempt to cause an Er to 7. Demonstrates loudly in front of a non-strikers
discriminate against an Ee, including residence with signs and shouts accusing the
discrimination against an Ee with respect to non-striker of scabbing
whom membership in such organization has 8. Holding the non-striker up to ridicule
been denied or to terminate an Ee on any ground 9. Seeking public condemnation of the non-striker
other than the usual terms and conditions under
which membership or continuation of Q: What is a case of union-induced discrimination?
membership is made available to other members
3. To violate the duty, or refuse to bargain A: This pertains to the arbitrary use of union security
collectively with the Er, provided it is the clause. A union member may not be expelled from
representative of the Ees the union, and consequently from his job, for
4. To cause or attempt to cause an Er to pay or personal and impetuous reasons or for causes foreign
deliver or agree to pay or deliver any money or to the closed shop agreement [Manila Mandarin
other things of value, in the nature of an Employees Union v. NLRC, G.R. No. 76989, (1987)].
exaction, for services which are not performed or
not to be performed, including the demand for Labor unions are not entitled to arbitrarily exclude
fee for union negotiations qualified applicants for membership and a closed-
5. To ask for or accept negotiations or attorney's shop applicants provision will not justify the
fees from Ers as part of the settlement of any employer in discharging, or a union in insisting upon
issue in Collective Bargaining or any other the discharge of an Ee whom the union thus refuses
dispute or to admit to membership without any reasonable
6. To violate a CBA (Art. 248, LC). ground thereof [Salunga v. CIR, G.R. No. L-22456,
(1967)].
Q: Is interference by a labor organization an ULP?
Q: What are the aspects of ULP?
A: No, because interference by a labor organization in
the exercise of the right to organize is itself a function A: Under Art. 247, ULP has two aspects:
of self-organizing. 1. Civil aspect
2. Criminal aspect.
Q: What are examples of interference which does
not amount to ULP? Note: Civil aspect- LA together with claim for damages
arising from termination (ex: reinstatement)
A:
Criminal aspect- Regular courts. Commenced only upon
1. Union campaigns for membership even among
final decision by LA that party commits ULP.
members of another union
2. Filing by a union of a petition to dislodge an No simultaneous filing is allowed. There must be a final
incumbent bargaining union decision first by the Labor Arbiter.
3. A bargaining union, through a union security
clause, requires an incoming employee to join Q: Who may be criminally liable for ULP?
the union.
A:
Q: May a union coerce employees to join a strike? 1. On the part of the employer, only the officers and
agents of corporations, associations or
partnerships who have actually participated in,
Q: What is the constitutional basis of strikes, The term strike shall comprise not only concerted
lockouts and other concerted activities? work stoppages, but also slowdowns, mass leaves,
sitdowns, attempts to damage, destroy or sabotage
A: The State shall guarantee the Rights of all workers plant equipment and facilities and similar activities.
to self-organization, collective bargaining and Thus, the fact that the conventional term strike was
negotiations, and peaceful concerted activities, not used by the striking employees to describe their
including the right to strike in accordance with law common course of action is inconsequential, since
(Sec. 3, Art. XIII, 1987 Constitution). the substance of the situation and not its appearance,
will be deemed to be controlling.
Note: The law does not look with favor upon strikes and
lockouts because of their disturbing and pernicious effects The right to strike, while constitutionally recognized,
upon the social order and the public interests; to prevent or is not without legal constrictions. Art. 264(a) of the
avert them and to implement Sec. 6, Art. XIV of the LC, as amended, provides that no strike or lockout
Constitution, the law has created several agencies, namely: shall be declared after assumption of jurisdiction by
the BLR, the DOLE, the Labor Management Advisory Board,
the President or the Secretary or after certification or
and the CIR. [Luzon Marine Devt Union v. Roldan, G.R. No.
L-2660, (1950)]
submission of the dispute to compulsory or voluntary
arbitration or during the pendency of cases involving
Q: What is a concerted action? the same grounds for the strike or lockout. The court
has consistently ruled that once the Secretary of
A: It is an activity undertaken by two or more Labor assumes jurisdiction over a labor dispute, such
employees or by one on behalf of others. jurisdiction should not be interfered with by the
application of the coercive processes of a strike or
Q: Are all concerted actions strikes? lockout. A strike that is undertaken despite the
issuance by the Secretary of Labor of an assumption
A: Not all concerted activities are strikes. They may order and/or certification is a prohibited activity and
only be protest actions they do not necessarily thus illegal [Solidbank Corporation v. Ernesto U.
cause work stoppage by the protesters. A strike in Gamier/ Solid Bank Union, G.R. No. 159460, (Nov.
contrast is always a group action accompanied by 2010)].
work stoppage.
Note: The fact that the conventional term strike was not
used by the striking employees to describe their common
course of action is inconsequential, since the substance of
the situation and not its appearance will be deemed
controllin [Toyota Motor Phils. Corp. Workers Association v.
NLRC, 537 SCRA 174 (2007)]. It shall comprise not only
evidence must establish that the purpose was to The right to peaceful picketing shall be exercised by
interfere with the Ees exercise of their rights. the workers with due respect for the rights of
others. No person engaged in picketing shall commit
Q: Is there any express statutory recognition of the any act of violence, coercion or
workers right to strike and the employers right to intimidation. Stationary picket, the use of means like
lockout? placing of objects to constitute permanent blockade
or to effectively close points of entry or exit in
A: Yes. Art. 263(b) of the LC provides that workers company premises are prohibited by law.
shall have the right to engage in concerted activities
for purposes of CB for their mutual benefit and Q: Distinctions between strike and picketing.
protection. The right of LLOs to strike and picket and
of Ers to lockout, consistent with the national STRIKE PICKETING
interest, shall continue to be recognized and To withhold or to stop To march to and from
respected. However, no labor union may strike and work by concerted action the employers premises,
no Er may declare a lockout on grounds involving of Ees as a result of an usually accompanied by
inter-union and intra-union disputes. industrial or labor the display of placards
dispute. The work and other signs making
Q: Is the right to strike or lockout absolute? Explain. stoppage may be known the facts involved
accompanied by in a labor dispute. It is a
A: No, the exercise of these rights is subject to picketing by the striking strike activity separate
reasonable restrictions pursuant to the police power employees outside of the and different from actual
of the State. It has been held that the right to strike, company compound. stoppage of work.
because of the more serious impact upon the public Focuses on stoppage of Focuses on publicizing
interest, is more vulnerable to regulation that the work the labor dispute and its
right to organize and select representatives for incidents to inform the
purposes of CB [National Federation of Sugar public of what Is
Workers (NFSW) v. Ovejera, et al. G.R. No. L-59743, happening in the
(1982)]. company struck against.
Q: What is picketing? Note: A strike conducted by a union which acquired its legal
personality AFTER the filing of its notice of strike and the
A: It is the act of marching to and fro the Ers premises conduct of the strike vote is ILLEGAL.
which is usually accompanied by the display of
placard and other signs, making known the facts Q: Who is a strike-breaker?
involved in a labor dispute.
A: Any person who obstructs, impedes, or interferes
The right to picket as a means of communicating the with by force, violence, coercion, threats, or
facts of a labor dispute is a phase of the freedom of intimidation any peaceful picketing affecting wages,
speech guaranteed by the Constitution. If peacefully hours or conditions of work or in the exercise of the
carried out, it cannot be curtailed even in the absence right of self-organization or CB. (Art. 212 [r], LC)
of Er-Ee relationship [PAFLU v. Cloribel, G.R. No. L-
25878, (1969)]. Q: What is a strike area?
Q: Is the right to picket an absolute right? A: It means the establishment, warehouses, depots,
plants or offices, including the sites or premises used
A: No, while peaceful picketing is entitled to as runaway shops, of the Er struck against, as well as
protection as an exercise of free speech, the courts the immediate vicinity actually used by picketing
are not without power to confine or localize the strikers in moving to and fro before all points of
sphere of communication or the demonstration to entrance to and exit from said establishment. (Sec. 1
the parties to the labor dispute, including those with [vv], Rule I, Book V, IRR)
related interests, and to insulate establishments or
persons with no industrial connection or having Q: What is a boycott?
interest totally foreign to the context of the dispute
[Liwayway Pub., Inc. v. Permanent Concrete Workers A: It is an attempt, by arousing a fear of loss, to
Union, G.R. No. L-25003, (1981)]. coerce others, against their will to withhold from one
denominated unfriendly to labor their beneficial Q: The employees wrote and published a letter to
business intercourse. the bank president, demanding his resignation on
the grounds of immorality, nepotism, favoritism and
A boycott may be said to include any activity on the discrimination in the appointment and promotion of
part of a labor organization whereby it is sought bank employees. The bank dismissed the employees
through concerted action, other than by reason of for the alleged libelous letter. Were the employees
lawful competition, to obtain withdrawal of public engaged in a concerted activity?
patronage from one in business [Burke v. Adams
Dairy, Inc., 352 U.S. 969]. A: Yes, assuming that they acted in their individual
capacities when they wrote the letter, they were
Q: Is a boycott lawful? nonetheless protected, for they were engaged in a
concerted activity, in their right of self-organization
A: Ees may lawfully exert economic pressure on their that includes concerted activity for mutual aid and
Er by means of a boycott, provided they act protection. Any interference made by the company
peaceably and honestly. They have a right to will constitute as ULP.
persuade the public by any lawful means to refuse to
patronize the Er. Union members are entitled to The joining in protests or demands, even by a small
advise the public of the existence of their controversy group of Ees, if in furtherance of their interests as
with the Er and may request their friends and the such is a concerted activity protected by the
public generally to assist them by not patronizing the Industrial Peace Act. It is not necessary that union
Er. In so doing, there is no element of threat or activity be involved or that Collective Bargaining be
coercion or unlawful interference with anothers contemplated [Republic Savings Bank v. CIR, G.R. No.
business. [51A, C.J.S. Sec. 286, pp. 64-85] L-20303, (1967)].
relationship or they mutually act to accomplish that Rebuilders, Inc. v. Progresibong Unyon ng mga
purpose. As they did not assume the status of Manggagawa ng AER G.R. No. 160138, (2011)].
strikers, their protest retirement/resignation was
not a concerted activity which was protected by law WHO MAY DECLARE A STRIKE OR LOCKOUT?
[Enrique v. Zamora, G.R. No. L-51382, (1986)].
Q: Who may declare a strike or lockout?
Q: PHIMCO argues that the strike staged by its
employees was illegal as they committed the A:
prohibited acts under Art. 264(e) of the LC such as 1. Any certified or duly recognized bargaining
blocking the ingress and egress of the company representative may declare a strike in cases of
premises. The employees, on the other hand, submit bargaining deadlocks and ULP. The Er may
that the picket was peaceful and no human declare a lockout in the same cases.
barricade blocked the company premises. May a 2. In the absence of a certified or duly recognized
peaceful picketing of employees be held illegal? bargaining representative, any LLO in the
establishment may declare a strike but only on
A: Yes. Despite the validity of the purpose of a strike grounds of ULP. [Sec. 6, Rule XXII, Book V,
and compliance with the procedural requirements, a Implementing Rules, as amended by D.O. 40-03]
strike may still be held illegal where the means
employed are illegal. The means become illegal when Note: A strike conducted by a minority union is patently
they come within the prohibitions under Art. 264(e) illegal because no labor dispute which will justify the
of the LC. Protected picketing does not extend to conduct of a strike may exist between the employer and a
minority union.
blocking ingress to and egress from the company
premises, and, the fact that the picket was moving,
was peaceful and was not attended by actual violence Q: On what grounds may a strike or lockout be
may not free it from taints of illegality if the picket declared?
effectively blocked entry to and exit from the
company premises [PHIMCO Industries, Inc. v. A:
PHIMCO Industries Labor Association, G.R. No. 1. Collective Bargaining Deadlock economic
170830, (2010)]. 2. ULP political
A: No, a strike cannot be converted into a pure and Q: When is a person or entity considered as
simple lockout by the mere expedient of filing before participating or interested in a labor dispute?
the trial court a notice of offer to return to work
during the pendency of the labor dispute between A:
the union and the Er [Rizal Cement Workers Union v. 1. If relief is sought against him or it, and
CIR, G.R. No. L-18442, (1962)]. 2. He or it is engaged in the same industry, trade,
craft, or occupation in which such dispute occurs,
Q: What are the instances where a strike or lockout or
cannot be declared? 3. Has a direct or indirect interest therein, or
4. Is a member, officer, or agent of any association
A: composed in whole or in part of Ees or Ers
1. Violations of CBAs, except flagrant and/or engaged in such industry, trade, craft, or
malicious refusal to comply with economic occupation.
provisions.
2. Inter-union disputes Q: Liwayway Publication Inc. is a second sub lessee
3. Intra-union disputes of a part of the premises of the Permanent Concrete
4. Failure to file a notice of strike or lockout or Products, Inc. It has a bodega for its newsprint in
without necessary strike or lockout vote the sublet property which it uses for its printing and
obtained and reported to the Board. publishing business. The daily supply of newsprint
5. After assumption of jurisdiction by the Secretary needed to feed its printing plant is taken from its
has been declared warehouse. The employees of the Permanent
6. After certification or submission of the dispute to Concrete Products Inc. declared a strike against their
compulsory or voluntary arbitration company. The union members picketed, stopped
7. There is already a pending case involving the and prohibited Liwayways trucks from entering the
same grounds for the strike or lockout. compound to load newsprint from its bodega.
8. Labor standards cases such as wage orders. [Sec.
5, Rule XXII, Book V, Implementing Rules, as Does the lower court have jurisdiction to issue a writ
amended by D.O. 40-03] of preliminary injunction considering that there was
a labor dispute between Permanent Concrete
Q: When does a deadlock in collective bargaining Products, Inc. and the union?
arise?
A: Yes, Liwayway Publication Inc. is not in any way
A: A deadlock arises when there is an impasse which related to the striking union except for the fact that it
presupposes reasonable effort at good faith in is the sub- lessee of a bodega in the companys
bargaining which, despite noble intentions, does not compound.
conclude in agreement between the parties.
The business of Liwayway is exclusively the
Q: What is an internal union dispute? publication of magazines which has absolutely no
relation or connection whatsoever with the cause of
A: It includes all disputes or grievances arising from the strike of the union against their company, much
any violation of or disagreement over any provision less with the terms, conditions or demands of the
rd
of the constitution and by-laws of a union, including strikers. Liwayway is merely a 3 person or an
any violation of the rights and conditions of union innocent by-stander [Liwayway Pub., Inc. v.
membership provided for in this LC. (Art. 212 [q], LC) Permanent Concrete Workers Union, G.R. No. L-
25003, (1981)].
Q: What is a labor dispute?
REQUISITES FOR A VALID STRIKE period [NSFW vs. Ovejera, G.R. No. 59743,
REQUISITES FOR A VALID LOCKOUT (1982)].
Q: What are the requisites of a lawful strike / In case of dismissal from employment of union
lockout? officers which may constitute union busting, the
time requirement for the filing of the Notice of
A: The requirements for a valid strike or lockout Strike shall be dispensed with but the strike vote
are as follows: requirement, being mandatory in character, shall
in every case be complied with.
1. It must be based on a valid and factual ground;
Note: The purpose of the 7 day strike ban is to give
2. A strike or lockout notice shall be filed with the DOLE an opportunity to verify whether the projected
NCMB at least 15 days before the intended date strike really carries the imprimatur of the majority of
the union members in addition to the cooling-off
of the strike or lockout if the issues raised are
period before the actual strike [Lapanday Workers
unfair labor practices, or at least 30 days
Union, et.al. v. NLRC, G.R. Nos. 95494-97, (1995)].
before the intended date thereof if the issue
involves bargaining deadlock. 8. The dispute must not be the subject of an
assumption of jurisdiction by the President or the
Note: The failure of the union to serve the company a
SLE, a certification for compulsory arbitration, or
copy of the notice of strike is a clear violation of
Section 3, Rule XXII, Book V of the Rules Implementing submission to compulsory or voluntary
the LC. The Constitutional precepts of due process arbitration nor a subject of a pending
mandate that the other party be notified of the case involving the same grounds for the strike or
adverse action of the opposing party [Filipino Pipe and lockout.
Foundry Corp. v. NLRC, G.R. No. 115180, (1999)].
Q: What is a cooling-off period?
3. In cases of dismissal from employment of union
officers duly elected in accordance with the A: It is the period of time given by the NCMB to
union constitution and by-laws, which may mediate and conciliate the parties. It is the span of
constitute union busting where the existence of time allotted by law for parties to settle their disputes
the union is threatened, the 15-day cooling-off in a peaceful manner before staging a strike or
period shall not apply and the union may take lockout.
action immediately after the strike vote is
conducted and the result thereof submitted to Note: Cooling-off and waiting period may be done
the DOLE. simultaneously.
4. Notice of conduct of strike vote 24 hours before Q: Johnny is the duly elected President and principal
the intended strike is filed with the DOLE. union organizer of the Nagkakaisang Manggagawa
ng Manila Restaurant (NMMR), a legitimate labor
5. A strike must be approved by a majority vote of organization. He was unceremoniously dismissed by
the members of the union and a lockout must be management for spending virtually 95% of his
approved by a majority vote of the members of working hours in union activities. On the same day
the Board of Directors of the Corporation or Johnny received the notice of termination, the labor
Association or of the partners in a partnership, union went on strike.
obtained by secret ballot in a meeting called for
that purpose. Management filed an action to declare the strike
illegal, contending that:
6. A strike or lockout vote shall be reported to the 1. The Union did not observe the cooling-off
NCMB-DOLE Regional Branch at least 7 days period mandated by the LC; and
before the intended strike or lockout subject to 2. The Union went on strike without complying
the cooling-off period. with the strike-vote requirement under the
LC.
7. In the event the result of the strike/lockout
ballot is filed within the cooling-off period, the 7- Rule on the foregoing contentions with reasons.
day requirement shall be counted from the day (2009 Bar Question)
following the expiration of the cooling-off
Q: Who has the duty to declare that the notice of conciliation meetings called by the regional
strike or lockout has been converted into preventive branch of the NCMB.
mediation case?
4. A notice, upon agreement of the parties, may be
A: Upon the recommendation of the conciliator or referred to alternative modes of dispute
mediator handling the labor dispute, the Director of resolution, including voluntary arbitration.
the Regional Branch of the NCMB which has
jurisdiction over the labor dispute has the duty to Q: Was the strike held by the union legal based on
declare and inform the parties that the issues raised the fact that the notice of strike only contained
or the actual issues involved are not proper subjects general allegations of ULP?
of a Notice of Strike or Lockout has been converted
into a Preventive Mediation Case without prejudice A: No. In cases of ULP, the notice of strike shall as far
to further conciliation or upon the request of either as practicable, state the acts complained of and the
or both parties. efforts to resolve the dispute amicably [Tiu v. NLRC,
G.R. No. 123276, (1997)].
Q: What are the contents of the notice of strike or
lockout? Q: Fil Transit Employees Union filed a notice of strike
with the Bureau of Labor Relations because of
A: alleged ULP of the company. Because of failure to
1. Name and addresses of Er reach an agreement the union went on strike.
2. Union involved Several employees were dismissed because of the
3. Nature of the industry to which the Er belongs strike. The union filed another notice of strike
4. Number of union members alleging ULP, massive dismissal of officers and
5. Workers in the bargaining unit members, coercion of employees and violation of
6. Other relevant date workers rights to self-organization. The DOLE after
7. In case of bargaining deadlocks: unresolved assuming jurisdiction over the dispute, ordered all
issues, written proposals of the union, counter- striking employees including those who were
proposals of the Er and proof of request for dismissed to return to work. The company however
conference to settle differences countered that no strike vote had been obtained
8. In case of ULP: The acts complained of, and the before the strike was called and the result of the
efforts taken to resolve the dispute strike vote was not reported to DOLE. Was the strike
held by the union illegal for failure to hold a strike
Note: NCMB shall inform the concerned party in case notice vote?
does not conform with the requirements.
A: Yes, there is no evidence to show that a strike
Q: What action will the NCMB take on the notice of vote had in fact been taken before a strike was called.
strike of strike or lockout? Even if there was a strike vote held, the strike called
A: by the union was illegal because of non-observance
1. Upon receipt of notice, the regional branch of by the union of the mandatory 7-day strike ban
the NCMB shall exert all efforts at mediation and counted from the date the strike vote should have
conciliation to enable the parties to settle the been reported to the DOLE [First City Interlink
dispute amicably. It shall also encourage the Transportation Co., Inc. v. Confessor, G.R. No. 106316,
parties to submit the dispute to voluntary (1997)].
arbitration.
Q: What is the effect of non-compliance with the
2. The regional branch of the NCMB may, upon requisites of a strike?
agreement of the parties, treat a notice as a
preventive mediation case. A: The strike may be declared illegal.
3. During the proceedings, the parties shall not do Q: What are the tests in determining the legality of
any act which may disrupt or impede the early strike?
settlement of the dispute. They are obliged, as
part of their duty to bargain collectively in good A: The following must concur:
faith and to participate fully and promptly in 1. Purpose test the strike must be due to either
bargaining deadlock and/or the ULP
2. Compliance with the procedural and substantive that the latter will in turn bring pressure upon
requirements of the law. (See requisites of a valid the Er of another company with whom another
strike) union has a labor dispute
3. Means employed test It states that a strike may Illegal There is no labor dispute involved.
be legal at its inception but eventually be
declared illegal if the strike is accompanied by Note: A strike can validly take place only in the
violence which is widespread, pervasive and presence of and in relation to a labor dispute between
adopted as a matter of policy and not mere Er and Ee.
violence which is sporadic which normally occur
in a strike area. 6. Welga ng bayan (Cause Oriented Strikes) A
political strike and therefore there is neither a
Q: Give examples of strike and explain their legality. bargaining deadlock nor any ULP
Q: Two unions, joined a welga ng bayan. The unions, A: If peacefully carried out, picketing cannot be
led by their officers, staged a work stoppage which prohibited even in the absence of Ee-Er relationship
lasted for several days, prompting FILFLEX and [PAFLU v. CFl, G.R.L-49580,(1983)].
BIFLEX Corporations to file a petition to declare the
work stoppage illegal for failure to comply with ASSUMPTION OF JURISDICTION BY THE SECRETARY
procedural requirements. Did the the employees OF LABOR OR CERTIFICATION OF THE LABOR
committed an illegal work stoppage? DISPUTE TO THE NLRC FOR COMPULSORY
ARBITRATION
A: Yes. Ees, who have no labor dispute with their Er
but who, on a day they are scheduled to work, refuse Q: What is the power of the SLE to assume
to work and instead join a welga ng bayan commit an jurisdiction over a labor dispute or certify it to the
illegal work stoppage. There being no showing that NLRC for compulsory arbitration?
the two unions notified the corporations of their
intention, or that they were allowed by the A: The SLE may assume jurisdiction over a labor
corporations, to join the welga ng bayan, their work dispute, or certify it to the NLRC for compulsory
stoppage is beyond legal protection [BIFLEX Phils. Inc. arbitration, if, in his opinion, it may cause or likely to
Labor Union (NAFLU) vs. FILFLEX Industrial and cause a strike or lockout in an industry indispensable
Manufacturing Corp., G.R. No. 155679, (2006)]. to the national interest. The President may also
exercise the power to assume jurisdiction over a
Q: May a strike be enjoined? labor dispute.
A: GR: No strikes arising from a labor dispute may be Q: What is the effect of such assumption or
enjoined. certification of labor dispute to the NLRC?
A: The right to picket is guaranteed under the Q: What is the extent of the power of the President
freedom of speech and of expression and to peacably or the Secretary of Labor and Employment to issue
assemble to air grievances under Sec. 4, Art. III. assumption and certification orders?
Q: What are the requisites for lawful picketing? A: The power to issue assumption and certification
orders is an extraordinary authority strictly limited to
A: The following are the requisites: national interest cases and granted to the President
or to the SLE, which can justifiably rest on his own
1. It should be peacefully carried out; consideration of the exigency of the situation in
2. There should be no act of violence, coercion or relation to the national interest.
intimidation;
3. The ingress to (entrance) or egress from (exit) Pursuant to Art. 263(g) of the LC, as amended, the
the company premises should not be SLE is vested with the discretionary power to decide
obstructed; not only the question of whether to assume
4. Public thoroughfares should not be impeded. jurisdiction over a given labor dispute or certify the
same to the NLRC, but also the determination of the
Q: What is the effect of the absence of Employee- industry indispensable to national interest.
Employerr relationship on picketing?
The President shall not be precluded from intervening
at any time and assuming jurisdiction over any labor
Under Art. 277(b) of the LC, as amended, the SLE may Q: What does the phrase under the same terms
suspend the effects of the termination pending and conditions contemplates?
resolution of the dispute in the event of a prima facie
finding by the appropriate official of the DOLE before A: GR: It contemplates only actual reinstatement.
whom such dispute is pending that the termination This is in keeping with the rationale that any work
may cause a serious labor dispute or is in the stoppage or slowdown in that particular industry can
implementation of a mass lay-off. be inimical to the national economy.
Q: When a dispute is assumed by the President or XPN: Payroll reinstatement in lieu of actual
SLE, or certified to the NLRC for compulsory reinstatement but there must be showing of
arbitration, may a strike or lockout be validly special circumstances rendering actual
declared on account of the same dispute? reinstatement impracticable, or otherwise not
conducive to attaining the purpose of the law in
A: No. The assumption or certification shall have the providing for assumption of jurisdiction by the SLE
effect of automatically enjoining the intended or in a labor dispute that affects the national interest
impending strike or lockout. [Manila Diamond Hotel Ees Union v. SLE, G.R. No.
140518, (2004)].
Q: What is the nature of a return-to-work
order? Q: What are issues that the Secretary of Labor and
Employment may resolve when he assumes
A: A return-to-work order is a valid statutory part and jurisdiction over a labor dispute?
parcel of the assumption of jurisdiction and
certification orders given the predictable prejudice A:
the strike could cause not only to the parties but 1. Issues submitted to the SLE for resolution and
more especially to the national interest. Stated such issues involved in the labor dispute itself [St.
otherwise, the assumption of jurisdiction and the Scholasticas College v. Torres, G.R. No. 100158,
certification to the NLRC has the effect of (1992)].
automatically enjoining the strike or lockout, whether 2. SLE may subsume pending labor cases before LAs
actual or intended, even if the same has not been which are involved in the dispute and decide
categorically stated or does not appear in the even issues falling under the exclusive and
assumption or certification order. It is not a matter of original jurisdiction of LAs such as the declaration
option or voluntariness but of obligation. It must be of legality or illegality of strike [Intl.
discharged as a duty even against the workers Pharmaceuticals v. SLE, G.R. Nos. 92981-83,
will. The worker must return to his job together with (1992)].
his co-workers so that the operation of the company
can be resumed and it can continue serving the public Note: Power of SLE is plenary and discretionary [St. Lukes
and promoting its interest. It is executory in character Medical Center v. Torres, G.R. No. 99395, (1993)].
and shall be strictly complied with by the parties even
during the pendency of any petition questioning their Q: Is it necessary for the Secretary of Labor and
validity precisely to maintain the status quo while the Emplyment to issue a return-to-work order in an
determination is being made [Union of Filipro assumption order?
Employees vs. Nestle Philippines, Inc., GR No. 88710-
13, December 19, 1990]. A: No, the mere issuance of an assumption order
automatically carries with it a return-to-work order
Q: What are the industries which are considered as although not expressly stated therein [TSEU-FFW v.
indispensable to the national interest? CA, G.R. Nos. 143013-14, (2000)].
2. May intervene at any time and assume exercise of such right national interest will be
jurisdiction over any such labor dispute in order affected. The LC vests upon the SLE the discretion to
to settle or terminate the same. (Art. 263[g], LC) determine what industries are indispensable to
national interest.
Note: The decision of the President or SLE is final and
executory after receipt thereof by the parties. Note: The underlying principle embodied in Art. 264 (g), LC
on the settlement of labor disputes is that assumption and
Q: May a return to work order be validly issued certification orders are executory in character and are
pending determination of the legality of the strike? strictly complied with by the parties even during the
pendency of any petition questioning their validity. This
extraordinary authority given to the Secretary of Labor is
A: Yes. Where the return to work order is issued
aimed at arriving at a peaceful and speedy solution to labor
pending the determination of the legality of the
disputes, without jeopardizing national interests.
strike, it is not correct to say that it may be enforced
only if the strike is legal and may be disregarded if Q: A notice of strike was filed by the PSBA
illegal. Precisely, the purpose of the return to work Employees Union-FFW, alleging union busting,
order is to maintain the status quo while the coercion of Employees and harassment on the part
determination is being made [Sarmiento v. Tuico, G.R. of PSBA. The conciliation being ineffective, the strike
Nos. 75271-73, (1988)]. pushed through. A complaint for ULP and for a
declaration of illegality of the strike with a prayer
Q: Does a return-to-work order violate the for preliminary injunction was filed by PSBA against
constitutional provision against involuntary the union.
servitude?
While the cases were pending, a complaint was filed
A: A return-to-work order is not offensive to the in the RTC of Manila by some PSBA students against
constitutional provision against involuntary servitude. PSBA and the union, seeking to enjoin the union and
It must be discharged as a duty even against the its members from picketing and from barricading
workers will. The worker must return to his job themselves in front of the schools main gate. A TRO
together with his co-workers so that the operation of was then issued by the RTC, which the union
the company can be resumed and it can continue opposed on the ground that the case involves a
serving the public and promoting its interest. It is labor dispute over which the RTC had no
executory in character and should be strictly jurisdiction. The Acting SLE later on assumed
complied with by the parties even during the jurisdiction over the labor dispute and ordered the
pendency of any petition questioning its validity in striking Employees to return to work. Was the SLE
order to maintain the status quo while the correct in ordering the striking Employees to return
determination is being made. to work?
NATURE OF ASSUMPTION ORDER OR CERTIFICATION A: Yes. In the opinion of the Acting SLE, the labor
ORDER dispute adversely affected the national interest,
affecting as it did 9,000 students. He is authorized by
Q: What is the nature of the power of the Secretary law to assume jurisdiction over the labor dispute,
of Labor and Employment under Art. 263(g) of the after finding that it adversely affected the national
LC? interest. This power is expressly granted by Art. 263
(g) of the LC, as amended by B.P. Blg. 227.
A: The assumption of jurisdiction is in the nature of a
police power measure. This is done for the promotion Q: Does the RTC have jurisdiction to decide on the
of the common good considering that a prolonged case filed by the PSBA students?
strike or lockout can be inimical to the national
economy. The SLE acts to maintain industrial peace. A: No. The RTC was without jurisdiction over the
Thus, his certification for compulsory arbitration is subject matter of the case filed by some PSBA
not intended to impede the workers right to strike students. It is a labor dispute which the labor
but to obtain a speedy settlement of the dispute agencies have exclusive jurisdiction. The regular
[Philtread Workers Union v. Confesor, G.R. No. courts have no jurisdiction over labor disputes and to
117169, (1997)]. issue injunctions against strikes is well-settled [PSBA
v. Noriel, G.R. No. 80648, (1988)].
Art. 263(g), LC does not interfere with the workers
right to strike but merely regulates it, when in the
Q: Members of the union learned that a redundancy Note: The SLE may cite the defiant party in contempt
program would be implemented by PLDT. They thus pursuant to the power vested in him under the provisions
filed a notice of strike on the ground of ULP. of the LC.
However, the Secretary of Labor, recognizing that
PLDTs operations is impressed with public and Q: What are the justifications for the dismissal of a
national interest as communication plays a vital role defiant Employee?
in furtherance of trade, commerce, and industry
specially at this time of globalized economy where A:
information is vital to economic survival, enjoined 1. A strike that is undertaken after the issuance by
the strike and issued a qualified return to work the SLE of an assumption or certification order
order where all striking employees except those becomes a prohibited activity and thus illegal.
who were terminated due to redundancy were The striking union officers and members, as a
ordered to return to work. Was the qualified result, are deemed to have lost their
return to work order valid? employment status for having knowingly
participated in an illegal strike.
A: No. When the SLE exercises the powers granted by
Art. 263(g) of the LC, he is, indeed, granted great 2. From the moment an Ee defies a return-to-work
breadth of discretion. However, the application of order, he is deemed to have abandoned his job.
this power is not without limitation, lest the SLE
would be above the law. As Art. 263(g) is clear and 3. By staging a strike after the assumption or
unequivocal in stating that all striking or locked out certification for compulsory arbitration, the Ee
Ees shall immediately return to work and the Er shall forfeit their right to be readmitted to work,
immediately resume operations and readmit all having, in effect, abandoned their employment
workers under the same terms and conditions [Steel Corporation of the Philippnes v. SCP
prevailing before the strike or lockout, then the Employees Union, G.R. Nos. 169829-30, (2008)].
unmistakable mandate must be followed by the SLE
Note: Once the SLE assumes jurisdiction over a labor
[PLDT v. Manggagawa ng Komunikasyon sa Pilipinas,
dispute or certifies it to the NLRC for compulsory
G.R. No. 162783, (2005)].
arbitration, such jurisdiction should not be intered with by
the application of the coercive process of a strike or
EFFECT OF DEFIANCE OF ASSUMPTION OR lockout.
CERTIFICATION ORDER
The workers defying a return-to-work order issued in
Q: What is the effect of defiance to the return to connection with the asusmption or certification by the SLE
work order? may, in fact, be subjected not only to immediate
disciplinary action such as dismissal or loss of employment
status but to criminal prosecution as well. Defiant strikers
A: It shall be considered an illegal act committed in
could be validly replaced.
the course of the strike or lockout and shall authorize
the SLE or the NLRC, as the case may be, to enforce
Q: Several employees and members of Union A were
the same under pain or loss of employment status or
terminated by Western Phone Co. on the ground of
entitlement to full employment benefits from the
redundancy. After complying with the necessary
locking-out Er or backwages, damages and/or other
requirements, the Union staged a strike and
positive and/or affirmative reliefs, even to criminal
picketed the premises of the company. The
prosecution against the liable parties [(Sec. 6, Rule IX,
management then filed a petition for the Secretary
of the New Rules of Procedure of the NLRC; St.
of Labor and Employment to assume jurisdiction
Scholasticas College v. Torres, G.R. No. 100158,
over the dispute. Without the benefit of a hearing,
(2002)].
the Secretary issued an Order to assume jurisdiction
and for the parties to revert to the status quo ante
Q: What is the effect of a defiance of assumption or
litem.
certification orders of the Secretary of Labor and
Employment?
1. Was the order to assume jurisdiction legal?
Explain.
A: The defiance by the union, its officers and
2. Under the same set of facts the Secretary
members of the SLEs assumption of jurisdiction or
instead issued an Order directing all striking
certification order constitutes a valid ground for
workers to return to work within 24 hours,
dismissal [Art. 263(g), LC].
except those who were terminated due to
redundancy. Was the Order legal? Explain.
principle of a fair days wage for a fair days labor ceased from their labor; the declaration of a strike is
[Danilo Escario v. NLRC, G.R. No. 160302, (2010)]. not a renunciation of employment relation.
Q: X was dismissed for joining an illegal strike but Q: Who are not entitled to reinstatement?
was reinstated because he is only a member of the
union who did not commit any illegal act. Is X A:
entitled for backwages for the period of strike? 1. Union officers who knowingly participate in the
illegal strike
A: No. Conformably with the long honored principle 2. Any striker or union who knowingly participates
of a fair days wage for a fair days labor, Ees in the commission of illegal acts during the strike
dismissed for joining illegal strike are not entitled to
backwages for the period of the strike even if they Note: Those union members who have joined an illegal
are reinstated by virtue of their being merely strike but have not committed any illegal act shall be
members of the striking union who did not commit reinstated but without backwages.
any illegal act during the strike [Escario v. NLRC, G.R.
160302, (2010)]. The responsibility for the illegal acts committed during the
strike must be on an individual and not on a collective basis
LIABILITY OF UNION OFFICERS; LIABILITY OF [First City Interlink Transportation Co., Inc. v. Confesor, G.R.
No. 106316, (1997)].
ORDINARY WORKERS
Q: What is the rule in strikes in hospitals?
Q: What are the effects of an illegal strike?
A:
A:
1. It shall be the duty of the striking Ees or locking-
Union Officer Ordinary worker
out Er to provide and maintain an effective
May be Cannot be
skeletal workforce of medical and health
declared to terminated
personnel for the duration of the strike or
have lost his
lockout.
employment Note: The LC
protects ordinary, 2. SLE may immediately assume jurisdiction within
status
rank-and-file 24 hours from knowledge of the occurrence of
Knowingly union members such strike or lockout certify it to the NLRC for
participating in who participated compulsory arbitration.
an illegal strike in such a strike
from losing their Q: More or less 1400 employees of the company
jobs provided that staged a mass walk-out, allegedly without anybody
they did not leading them as it was a simultaneous, immediate
commit illegal acts
and unanimous group action and decision, to
during the strike.
protest the non-payment of their salaries and
wages. The Secretary of Labor and Employment
Knowingly May be May be
who found the strike to be illegal granted the
participating in terminated terminated
clearance to terminate the employment of those
the
who were instigators in the illegal strike. Was the
commission of
decision of the Secretary in granting the clearance
illegal acts
correct?
during strike
A: No, a mere finding of the illegality of a strike
[Art. 264, LC; Samahang Manggagawa Sa Sulpicio
should not be automatically followed by wholesale
Lines, Inc.Naflu et al. v. Sulpicio Lines, Inc., G.R. No.
dismissal of the strikers from their employment.
140992, (2004)]
While it is true that administrative agencies exercising
quasi-judicial functions are free from the rigidities of
Q: What is the rule on reinstatement of striking procedure, it is equally well-settled that avoidance of
workers? technicalities of law or procedure in ascertaining
objectively the facts in each case should not,
A: Striking Ees are entitled to reinstatement, however, cause denial of due process [Bacus v. Ople,
regardless of whether or not the strike was the G.R. No. L-56856, (1984)].
consequence of the Ers ULP because while out on
strike, the strikers are not considered to have
abandoned their employment, but rather have only
Q: Two days after the union struck, the Secretary of A: GR: No, even if such strike was legal.
LE ordered the striking workers to return to work
within 24 hours. But the striking union failed to XPN:
return to work and instead they continued their 1. Where the strikers voluntarily and
pickets. As a result, violence erupted in the picket unconditionally offered to return to work, but
lines. The service bus ferrying non-striking workers the Er refused to accept the offer Ers are
was stoned causing injuries to its passengers. entitled to backwages from the date their
Threats, defamation, illegal detention, and physical offer was made
injuries also occurred. The company was directed to 2. When there is a return-to-work order and the
accept back all striking workers, except the union Ees are discriminated against other Ees,
officers, shop stewards, and those with pending workers are entitled to back wages from the
criminal charges. Was the SLE correct in not date of discrimination
including the union officers, shop stewards and 3. In case of a ULP strike, in the discretion of the
those with pending criminal charges in the return- authority deciding the case
to-work order? 4. When the Ees were illegally locked out and
thus compel them to stage a strike.
A: No, to exclude union officers, shop stewards and
those with pending criminal charges in the directive Q: By reason of a deadlock in collective bargaining,
to the company to accept back the striking workers the union, after the lapse of the cooling-off period,
without first determining whether they knowingly declares a strike. The strike is peaceful but fruitless;
committed illegal acts would be tantamount to the management is adamant. So after 60 days, the
dismissal without due process of law [Telefunken strikers abandon their strike and offer to return to
Semiconductors Ees Union-FFW v. SLE, G.R. No. work. Is the company bound to readmit them?
122743 & 127215, (1997)]. Why?
Q: Can employees who abandoned a legal strike but A: Yes. By going on strike, the Ees are not deemed to
were refused reinstatement be awarded have abandoned their work; they are merely utilizing
backwages? a weapon given to them by law to seek better terms
and conditions of employment and to protect their
A: Yes, provided the following requisites are present: rights. An Er who refuses to readmit the strikers,
excepting those who have forfeited their
1. The strike was legal employment status because of illegal acts committed
2. There was an unconditional offer to return to in the course of the strike would be discriminating
work as when the strikers manifested their against them for have exercised their right to engage
willingness to abide by the CIR back-to-work in a concerted action; it commits a ULP [Cromwell
order and even sought the aid of competent Commercial Employees and Laborers Union v. CIR, et
authorities to effect their return al., G.R. No. L-19778, ( 1964)].
3. The strikers were refused reinstatement such as
when they have not been re-admitted to their Q: If by reason of the prolonged strike, the company
former position [Philippine Marine Officers' Guild was compelled to hire replacements, would this
v. Compaia Maritima et al., G.R. Nos. L-20662 constitute as sufficient reason for it not to readmit
and L-20662 (1971)]. the strikers? Why?
Note: No backwages will be awarded to union members as A: No. Under Art. 264 of the LC, mere participation of
a penalty for their participation in the illegal strike. As for an Ee in a lawful strike shall not constitute sufficient
the union officers, for knowingly participating in an illegal ground for termination of his employment, even if a
strike, the law mandates that a union officer may be
replacement had been hired by the Er during such
terminated from employment and they are not entitled to
lawful strike. A contrary rule would enable the Er to
any relief [Gold City Integrated Port Services, Inc. v. NLRC,
G.R. No. 86000, (1990)]. dismiss an Ee by the simple expedient of hiring a
replacement.
LIABILITY OF EMPLOYER
Q: If an employer knowingly readmits to work a
Q: Are strikers entitled to their backwages or strike striker who committed illegal acts during a strike,
duration pay? can it later on seek the dismissal of the employee by
reason of such acts? Why?
A: The Er can no longer seek the dismissal of the Ee CBA with Union X, and eventually to Voluntary
on the ground that he committed illegal acts during Arbitration. Is the company correct? Explain. (2010
the strike. By readmitting him to work, the Er is Bar Question)
deemed to have condoned the illegal acts.
A: No. The RTC has jurisdiction to hear and decide the
WAIVER OF ILLEGALITY OF STRIKE prohibitory injunction case filed by Union X against
Company C to enjoin the latter from implementing
Q: When is there a waiver of the illegality of a strike the memorandum-policy against the use of cell
by the employer? phones in the factory. The issue in this case is the
validity and constitutionality of the cell phone ban
A: When an Er accedes to the peaceful settlement being implemented by Company C. The issue,
brokered by the NLRC by agreeing to accept all Ees therefore, does not involve the interpretation of the
who had not yet returned to work, it waives the issue memorandum-policy, but its intrinsic validity
of the illegality of the strike [Reformist Union v. NLRC, [Haliguefla v. PAL 602 SCRA 297].
G.R. No. 120482, (1997)].
REQUISITES FOR LABOR INJUNCTIONS
Q: Does the compliance with the return-to-work
order operate as a waiver of the strikes illegality? Q: Is injunction in labor disputes prohibited?
A: GR: A return-to-work order does not have the A: GR: No temporary or permanent injunction or
effect of rendering the issue of the legality of the restraining order in any case involving or growing out
strike as moot and academic. [Insurefco Paper Pulp of labor disputes shall be issued by any court. (Art.
and Project Workers Union v. Insular Sugar Refining 254, LC)
Corp., 95 Phil. 761]
XPNs:
XPN: Er may be considered to have waived its 1. Injunction power of the NLRC (Art. 218, LC)
right to proceed against the striking Es for 2. Prohibited activities during a strike or
alleged commission of illegal acts during the lockout (Art. 264, LC)
strike when, during a conference before the 3. Assumption or certification power of the SLE
Chairman of the NLRC, it agreed to reinstate in national interest cases [Art. 263(g), LC]
them and comply with the return-to-work order
issued by the SLE [TASLI-ALU v. Court of Appeals, Q: What are the requisites in issuing an injunction in
G.R. No. 145428, (2004)]. a labor case?
INJUNCTIONS A:
1. There is an actual or threatened commission of
Q: What is an injunction? any or all prohibited or unlawful acts in any labor
dispute
A: It is an order or a writ that commands a person to 2. There is a need to enjoin or restrain such acts or
do or not to do a particular act. It may be a positive to require the performance of a particular act
(mandatory) or a negative (prohibitory) command. 3. If not restrained or performed forthwith, may
cause grave or irreparable damage to any party
Q: Company C, a toy manufacturer, decided to ban or render ineffectual any decision in favor of such
the use of cell phones in the factory premises. In the party [Sec. 218, LC]
pertinent Memorandum, management explained
that too much texting and phone-calling by Note: "Labor dispute" includes any controversy or matters
employees disrupted company operations. Two concerning terms or conditions of employment or the
employee-members of Union X were terminated association or representation of persons in negotiating,
fixing, maintaining, changing or arranging the terms and
from employment due to violation of the
conditions of employment, regardless of whether the
memorandum-policy. The union countered with a
disputants stand in the proximate relation of Er and Ee [Sec.
prohibitory injunction case (with prayer for the 212, LC].
issuance of a temporary restraining order) filed with
the RTC challenging the validity and constitutionality Q: Is injunction available in picketing?
of the cell phone ban. The company filed a motion
to dismiss, arguing that the case should be referred A: GR: No, because picketing is part of the freedom of
to the grievance machinery pursuant to an existing speech duly protected by the Constitution.
INNOCENT BYSTANDER RULE Q: The employer filed with the RTC a complaint for
damages with preliminary mandatory injunction
Q: Who are innocent bystanders? against the union, the main purpose of which is to
dispense the picketing of the members of the union.
A: They are the third party in a picketing who has no The union filed a motion to dismiss on the ground of
existing connection or interest with and the picketing lack of jurisdiction. The RTC denied the motion to
union [MSF Tire & Rubber v. CA, G.R. No. 128632, dismiss and enjoined the picketing, it said that mere
(1999)]. allegations of Employer-Employeee relationship
does not automatically deprive the court of its
Note: While peaceful picketing is entitled to protection as jurisdiction and even the subsequent filing of
an exercise of free speech, the courts are not without charges of ULP, as an afterthought, does not deprive
power to confine or localize the sphere of communication it of its jurisdiction. Was the issuance by the RTC of
or the demonstration to the parties to the labor dispute,
the injunction proper?
including those with related interest, and to insulate
establishments or persons with no industrial connection or
having interest totally foreign to the context of the dispute. A: No, the concerted action taken by the members of
(Ibid.) the union in picketing the premises of the
department store, no matter how illegal, cannot be
Q: What must be established by an innocent regarded as acts not arising from a labor dispute over
bystander before a court enjoins a labor strike? which the RTCs may exercise jurisdiction [Samahang
Manggagawa ng Liberty Commercial v. Pimentel, G.R.
A: The innocent by stander must show: No. L-78621, (1987)].
A:
Q: What is the nature of the cases which the labor
1. The NLRC has exclusive appellate jurisdiction on
arbiter may resolve?
all cases decided by the LA.
2. The NLRC does not have original jurisdiction on
A: The cases that an LA can hear and decide are
the cases over which the LA have original and
employment related. Where no Er-Ee relationship
exclusive jurisdiction.
exists between the parties and no issue is involved
3. The NLRC cannot have appellate jurisdiction if a
which may be resolved by reference to the LC, other
claim does not fall within the exclusive original
labor statutes, or any CBA, it is the RTC that has
jurisdiction of the LA.
jurisdiction [Lapanday Agricultural Devt. Corp v. CA,
G.R. No. 112139, (2000)].
Q: What is the nature of jurisdiction of labor
arbiters? The LA has jurisdiction over controversies involving
Ers and Ees only if there is a reasonable causal
A: It is original and exclusive. LAs have no appellate connection between the claim asserted and the Er-
jurisdiction. Ee relations. Absent such link, the complaint is
cognizable by the regular court. [Eviota v. CA, G.R. No.
Q: What are the cases falling under the jurisdiction
152121, (2003)]
of labor arbiters?
Q: Do labor arbiters exercise concurrent jurisdiction
A: Exclusive and original jurisdiction to hear and
with the NLRC?
decide the following cases involving all workers:
A: Yes, with respect to contempt cases.
1. ULP cases
2. Termination disputes Q: What is the extent of the jurisdiction of the labor
3. If accompanied with a claim for reinstatement, arbiter if there are unresolved matters arising from
those that workers file involving wages, rates of the interpretation of the CBA?
pay, hours of work and other terms and
conditions of employment A: GR: LAs have no jurisdiction over unresolved or
4. Claims for actual, moral, exemplary and other unsettled grievances arising from the interpretation
forms of damages arising from Er-Ee relations or implementation of the CBA and those arising from
5. Cases arising from any violation of Art. 264, LC the interpretation or enforcement of company
including questions involving the legality of personnel policies.
strikes and lockouts except claims for
Employment Compensation, Social Security, XPN: Actual termination disputes
Philhealth and maternity benefits, all other
claims arising from Er-Ee relations, including Note: Where the dispute is just in the interpretation,
those of persons in domestic or household implementation or enforcement stage of the termination, it
service, involving an amount exceeding P5000 may be referred to the grievance machinery set up by the
regardless of whether accompanied with a claim CBA or by voluntary arbitration. Where there was already
for reinstatement actual termination, i.e., violation of rights, it is already
6. Monetary claims of overseas contract workers cognizable by the LA [Maneja v. NLRC, G.R. No. 124013,
arising from Er-Ee relations under the Migrant (1998)].
Workers Act of 1995 as amended by RA 10022
Q: Does the use of the word may in the provisions
of the Grievance Procedure allow the alternative
7. Wage distortion disputes in unorganized
submission of the case before the labor arbiter?
establishments not voluntarily settled by the
parties pursuant to RA 6727
A: Yes. The use of the word may shows the the claims enumerated in Art.217, LC [Ocheda v.
intention of the parties to reserve the right to submit CA, G.R. No. 85517, (1992)].
the illegal termination dispute to the jurisdiction of 10. Complaint arising from violation of training
the LA, rather than to a voluntary arbitrator. agreement [Singapore Airlines v. Pano, G.R. No.
Petitioner validly exercised his option to submit his L-47739, (1983)]
case to a LA when he filed his complaint before the
proper government agency. In other words, the CA is LABOR ARBITER vs. REGIONAL DIRECTOR
correct in holding that voluntary arbitration is
mandatory in character if there is a specific Q: What are the differences between the powers of
agreement between the parties to that effect. It must the Secretary of Labor and Employment, Regional
be stressed however that, in the case at bar, the use Director and Labor Arbiter?
of the word may shows the intention of the parties
to reserve the right of recourse to LAs [Vivero v. CA, A:
G.R. No. 138938, (2000)]. Art. 128
Visitation and
Q: Who has the exclusive appellate jurisdiction over Enforcement Art. 129
Art. 217(a)(6)
all cases decided by Labor Arbiters? Power of Regional
Labor Arbiter
Secretary of Director
A: The NLRC. Labor and
Employment
Q: What are the cases which do not fall under the LA exercises
jurisdiction of the labor arbiters? original and
exclusive
A: LAs have no jurisdiction over the following: jurisdiction on
cases involving :
1. Foreign governments [JUSMAG-Phils. v. NLRC,
G.R. No. 108813, (1994)] a. ULP ;
2. International agencies [Lasco v. NLRC, G.R. Nos. b. termination
109095-109107, (1995)] disputes ;
3. Intra-corporate disputes which fall under P.D. c. wages ;
902-A and now falls under the jurisdiction of the d. rates of pay;
a) Inspection of
regular courts pursuant to the new Securities e. hours of
establishments;
Regulation Code [Nacpil v. IBC, G.R. No. 144767, work ;
and
(2002)] f. other terms of
Adjudication
4. Executing money claims against government employment,
b)issuance of of Ees claims
[Dept. of Agriculture v. NLRC, G.R. No. 104269, claims for
orders to compel for wages and
(1993)] damages
compliance with benefits
5. Cases involving GOCCs with original charters arising from
labor standards,
which are governed by civil service law, rules or Er-Ee
wage orders and
regulations (Art. IX-B, Sec.2, No.1, 1987 relationship,
other labor laws
Constitution) legality of
6. Local water district [Tanjay Water District v. strikes and
Gabaton, (1989)] except where NLRC jurisdiction lockouts, and
is invoked [Zamboanga City Water District v. g. all other
Buat, G.R. No. 104389, (1994)] claims arising
7. The aggregate money claim does not exceed from Er-Ee
P5000 and without claim for reinstatement relationship
[Rajah Humabon Hotel, Inc. v. Trajano, G.R. Nos. involving an
100222-23, (1993)] amount
8. Claim of Ee for cash prize under the Innovation exceeding Php
Program of the company, although arising from 5,000.00
Er-Ee relationship, is one requiring application of Enforcement of Limited to All other claims
general civil law on contracts which is within the labor legislation monetary arising from Er-
jurisdiction of the regular courts [SMC v. NLRC, in general claims Ee relations
G.R. No. 80774, (1988)]
9. Cause of action based on quasi-delict or tort
which has no reasonable connection with any of
LA decides case
Initiated by
within 30 A: Yes. The subject of litigation is incapable of
Proceeding is an sworn
calendar days pecuniary estimation, exclusively cognizable by the
offshoot of complaints
after submission RTC, pursuant to Sec. 19(1) of BP Blg. 129, as
routine filed by any
of the case by amended. Being an ordinary civil action, the same is
inspections interested
the parties for beyond the jurisdiction of labor tribunals.
party
decision
Jurisdictional Not every controversy or money claim by an Ee
requirements: against the Er or vice-versa is within the exclusive
jurisdiction of the LA. Actions between Ees and Er
1) Complaint where the Er-Ee relationship is merely incidental and
arises from the cause of action precedes from a different source
1) All other
Er-Ee of obligation is within the exclusive jurisdiction of the
claims arising
relationship regular court. Here, the Er-Ee relationship between
from Er-Ee
the parties is merely incidental and the cause of
relations
2) Claimant is action ultimately arose from different sources of
an Ee or obligation, i.e., the Constitution and CEDAW
2) Including
person [Halaguena vs. PAL Incorporated, G.R. No. 172013,
those of persons
employed in (2009)].
in domestic or
domestic or
household
No jurisdictional household REINSTATEMENT PENDING APPEAL
service
requirements service or a
HH Q: What is the effect of perfection of an appeal on
3) Involving an
3) Complaint execution?
amount
does NOT
exceeding P5,000
include a A: The perfection of an appeal shall stay the
claim for execution of the decision of the LA on appeal, except
4) Whether or
reinstatement execution for reinstatement pending appeal.
not accompanied
with a claim for
4) Aggregate Note: The provision of Art. 223 of LC is clear that an award
reinstatement by the LA for reinstatement shall be immediately executory
money claim
of EACH even pending appeal and the posting of a bond by the
claimant does employer shall not stay the execution for reinstatement
[Pioneer Texturizing Corp. v. NLRC, G.R. No. 118651,
not exceed
(1997)].
P5,000
Appealable to SLE
Q: May dismissed employees collect their wages
(In case
Appealable to Appealable to during the period between the Labor Arbiters order
compliance order
NLRC NLRC of reinstatement pending appeal and the NLRC
is issued by
decision overturning that of the LA?
Regional Office)
A: Yes. Art. 223(3) of the LC provides that the
Q: FASAP, the sole and exclusive bargaining decision of the LA reinstating a dismissed or
representative of the flight attendants, flight separated Ee, insofar as the reinstatement aspect is
stewards and pursers of PAL, and respondent PAL concerned, shall immediately be executory, pending
entered into a CBA incorporating the terms and appeal.
conditions of their agreement for the years 01-05.
Sec. 144, Part A of the CBA provides that compulsory Even if the order of reinstatement of the LA is
retirement shall be 55 for females and 60 for males. reversed on appeal, it is obligatory on the part of the
They filed an action with the RTC claiming that the Er to reinstate and pay the wages of the dismissed Ee
CBA provision is discriminatory and hence during the period of appeal until reversal by the
unconstitutional. The RTC issued a TRO. The higher court. On the other hand, if the Ee has been
appellate court ruled that the RTC has no jurisdiction reinstated during the appeal period and such
over the case at bar. Does the RTC have jurisdiction reinstatement order is reversed with finality, the Ee is
over the petitioners' action challenging the legality not required to reimburse whatever salary he
of the provisions on the compulsory retirement age received for he is entitled to such, more so if he
contained in the CBA?
actually rendered services during the period [Pfizer v. Q: Is the posting of an appeal bond required for the
Velasco, G.R. No. 177467, (2011)]. perfection of an appeal from a Labor Arbiters
decision involving monetary award?
Unless there is a restraining order, it is ministerial
upon the LA to implement the order of reinstatement A: Yes. In case the decision of the LA or the RD
and it is mandatory on the Er to comply therewith involves a monetary award, an appeal by the Er may
[Garcia v. PAL, G.R. No. 164856, (2009)]. be perfected only upon the posting of a bond. (Sec.6,
Rule VI, NLRC 2011 Rules of Procedure)
REQUIREMENTS TO PERFECT APPEAL TO NLRC
Q: What are the forms of the appeal bond?
Q: How is an appeal from Labor Arbiter to National
Labor Relations Commission perfected?
A: It shall either be in the form of cash deposit or
surety bond equivalent in amount to the monetary
A:
award, exclusive of damages and attorney's fees.
1. The appeal is perfected:
(Sec. 6, Rule VI, NLRC 2011 Rules of Procedure)
a. Filed within the reglementary period of 10
calendar days from receipt if it involves a
Q: Who may issue a surety bond?
decision, award, or order of the LA, or 5
calendar days from receipt if it involves a
A: It shall be issued by a reputable bonding company
decision or resolution of the RD
duly accredited by the Commission or the SC, and
b. Verified by the appellant himself in
shall be accompanied by original or certified true
accordance with Sec. 4, Rule 7 of the Rules
copies of:
of Court, as amended
c. In the form of a memorandum of appeal
1. A joint declaration under oath by the Er, his
which shall state the grounds relied upon
counsel, and the bonding company, attesting
and the arguments in support thereof, the
that the bond posted is genuine, and shall be in
relief prayed for, and with a statement of
effect until final disposition of the case.
the date the appellant received the appealed
decision, resolution or order
2. An indemnity agreement between the Er-
d. In 3 legibly typewritten or printed copies
appellant and bonding company;
e. Accompanied by (i) proof of payment of the
required appeal fee; (ii) posting of a cash or
3. Proof of security deposit or collateral securing
surety bond as provided in Sec. 6 of this
the bond: provided, that a check shall not be
Rule; (iii) a certificate of non-forum
considered as an acceptable security;
shopping; and (iv) proof of service upon the
other parties (Sec. 4, Rule VI, NLRC 2011
4. A certificate of authority from the Insurance
Rules of Procedure)
Commission;
Note: Mere notice of appeal without complying with the
aforementioned requisites shall not stop the running of the 5. Certificate of registration from the SEC;
period for perfecting an appeal.
6. Certificate of authority to transact surety
Q: What are the grounds for filing an appeal? business from the Office of the President;
A: The appeal may be entertained only on any of the 7. Certificate of accreditation and authority from
following grounds: the SC; and
Q: What is the period within which a cash or surety A: Yes. A motion for reconsideration is required to
bond shall be valid and effective? enable NLRC to correct its mistakes. If no MR is filed,
NLRCs decision becomes final and executory.
A: From the date of deposit or posting, until the case
is finally decided, resolved or terminated, or the Q: What is the remedy in case of denial of the MR?
award satisfied. This condition shall be deemed
incorporated in the terms and conditions of the A: If the motion is denied, the aggrieved party may
surety bond, and shall be binding on the appellants file a petition for certiorari not later than 60 days
and the bonding company. [Sec. 6, Rule VI, NLRC 2011 from notice of the judgment, order or resolution. In
Rules of Procedure] case a motion for reconsideration or new trial is
timely filed, whether such motion is required or not,
Q: What is the effect if the bond is verified by the the 60 day period shall be counted from notice of the
NLRC to be irregular or not genuine? denial of said motion. No extension of time to file the
petition shall be granted except for compelling
A: The Commission shall cause the immediate reason and in no case exceeding 15 days. (Sec. 4, Rule
dismissal of the appeal, and censure or cite in 65, Rules of Court)
contempt the responsible parties and their counsels,
or subject them to reasonable fine or penalty. (Sec.6, Q: What is the effect if no service of summons was
Rule VI, NLRC 2011 Rules of Procedure) made?
Note: The appellee shall verify the regularity and A: In the absence of service of summons or a valid
genuineness of the bond and immediately report any waiver thereof, the hearings and judgment rendered
irregularity to the NLRC. by the LA is null and void.
organization respectively. A:
b. The Chairman and the 7 remaining members 1. Member of the Philippine Bar
shall come from the public sector, with the 2. Engaged in the practice of law in the Philippines
latter to be chosen preferably from among for at least 10 years
the incumbent LAs. 3. At least 5 years of experience or exposure in
c. Upon assumption into office, the members handling labor management relations
nominated by the workers and Ers
organization shall divest themselves of any Q: What is the term of office of the Chairman,
affiliation with or interest in the federation or Commissioners and Labor Arbiters?
association to which they belong.
A: They shall hold office during good behavior until
Note: There is no need for the Commission on they reach the age of 65 unless removed for causes as
Appointments to confirm the positions in the NLRC. Such provided by law or become incapacitated to discharge
requirement has no constitutional basis. [Calderon v. Carale, the function of his office.
GR. No. 91636, (1992)]
Provided, however, that the President of the
Q: How does the NLRC adjudicate cases? Philippines may extend the services of the
Commissioners and LAs up to the maximum age of 70
A: years upon the recommendation of the Commission
1. The NLRC adjudicates cases by division. A en banc.
concurrence of 2 votes is needed for a valid
judgment. Q: Some disgruntled members of Bantay Labor
Union filed with the Regional Office of the DOLE a
Note: Whenever the required membership in a division
written complaint against their union officers for
is not complete and the concurrence of the
Commissioners to arrive at judgment or resolution mismanagement of union funds. The RD did not rule
cannot be obtained, the Chairman shall designate such in the complainants' favor. Not satisfied, the
number of additional Commissioners from the other complainants elevated the RDs decision to the NLRC.
divisions as may be necessary. The union officers moved to dismiss on the ground of
lack of jurisdiction. Are the union officers correct?
2. It shall be mandatory for the division to meet for Why? (2001 Bar Question)
purposes of consultation.
A: Yes, the union officers are correct in claiming that
Note: The conclusion of a division on any case the NLRC has no jurisdiction over the appealed ruling
submitted to it for decision should be reached in of the RD. In Barles v. Bitonio (G.R. No. 120220,
consultation before the case is assigned to a member 1999), the SC ruled:
for the writing of the opinion.
Appellate authority over decisions of the RD
3. A certification that a consultation has been involving examination of union accounts is
conducted, signed by the presiding commissioner expressly conferred on the BLR under the Rule of
of the division, shall be issued (copy attached to Procedure on Mediation- Arbitration.
the record of case and served upon the parties).
Sec. 4. Jurisdiction of the BLR (b) The BLR shall
Q: What are the qualifications of the Chairman and exercise appellate jurisdiction over all cases
the Commissioners? originating from the RD involving complaints for
examination of union books of accounts.
A:
1. Member of the Philippine Bar The language of the law is categorical. Any
2. Engaged in the practice of law in the Philippines additional explanation on the matter is
for at least 15 years superfluous."
3. At least 5 years of experience or exposure in
handling labor management relations Q: Company "A" and Union "B" could not resolve
4. Preferably a resident of the region where he is to their negotiations for a new CBA. After
hold office conciliation proceedings b efor e th e NCM B
p r oved f u t i l e , B went on strike. Violence during
Q: What are the qualifications of an Executive Labor the strike prompted A to file charges against
Arbiter? striker-members of B for their illegal acts. The SLE
assumed jurisdiction, referred the strike to the
NLRC and issued a return-to-work order. The 3. Power to investigate matters and hear disputes
NLRC directed the parties to submit their respective within its jurisdiction (adjudicatory power
position papers and documentary evidence. At the original and appellate jurisdiction over cases)
initial hearing before the NLRC, the parties agreed
to submit the case for resolution after the 4. Contempt power
submission of the position papers and evidence.
5. Ocular Inspection
Subsequently, the NLRC issued an arbitral award
resolving the disputed provisions of the CBA and 6. Power to issue injunctions and restraining orders
ordered the dismissal of certain strikers for having
knowingly committed illegal acts during the strike. EFFECT OF NLRC REVERSAL OF LABOR ARBITERS
The dismissed employees elevated their dismissal to ORDER OF REINSTATEMENT
the CA claiming that they were deprived of their
right to due process and that the affidavits Q: May dismissed employees collect their wages
submitted by A were self-serving and of no during the period between the Labor Arbiters order
probative value. Should the appeal prosper? State of reinstatement pending appeal and the NLRC
the reason(s) for your answer clearly. (2001 Bar decision overturning that of the LA?
Question)
A: Yes. Art. 223 (3) of the LC provides that the
A: The appeal should not prosper. The SC, in many decision of the LA reinstating a dismissed or
cases, has ruled that decisions made by the NLRC may separated Ee, insofar as the reinstatement aspect is
be based on position papers. In the question, it is concerned, shall immediately be executory, pending
stated that the parties agreed to submit the case for appeal.
resolution after the submission of position papers
and evidence. Given this fact, the striker-members of Even if the order of reinstatement of the LA is
B cannot now complain that they were denied due reversed on appeal, it is obligatory on the part of the
process. They are in estoppel. After voluntarily Er to reinstate and pay the wages of the dismissed Ee
submitting a case and encountering an adverse during the period of appeal until reversal by the
decision on the merits, it is too late for the loser to higher court. On the other hand, if the Ee has been
question the jurisdiction or power of the court. A reinstated during the appeal period and such
party cannot adopt a posture of double dealing reinstatement order is reversed with finality, the Ee is
[Marquez vs. Secretary of Labor, G.R. No. 80685, not required to reimburse whatever salary he
(1989)]. received for he is entitled to such, more so if he
actually rendered services during the period [Pfizer v.
Q: Is barangay conciliation available in labor cases? Velasco, G.R. No. 177467, (2011)].
REMEDIES
A: No. Labor cases are not subject to barangay
conciliation since ordinary rules of procedure are Q: Is judicial review of the NLRCs decision available?
merely suppletory in character vis--vis labor disputes
which are primarily governed by labor laws [Montoya A: Yes, through petitions for certiorari (Rule 65) which
v. Escayo, G.R. No. 82211-12, (1989)]. should be initially filed with the CA in strict
observance of the doctrine on the hierarchy of courts
Q: What are the powers of the NLRC? as the appropriate forum for the relief desired. The
CA is procedurally equipped to resolve unclear or
A: ambiguous factual finding, aside from the increased
1. Rulemaking power promulgation of rules and number of its component divisions [St. Martin
regulations: Funeral Home v. NLRC, G.R. No. 130866, (1998)].
a. Governing disposition of cases before any of
its division/regional offices. Q: What is an injunction or a temporary restraining
b. Pertaining to its internal functions order (TRO)?
c. As may be necessary to carry out the
purposes of the LC. A: Orders which may require, forbid, or stop the
doing of an act. The power of the NLRC to enjoin or
2. Power to issue compulsory processes (administer restrain the Commission from any or all prohibited or
oaths, summon parties, issue subpoenas) unlawful acts under Art. 218 of Labor Code can only
be exercised in labor disputes.
Q: What is the procedure for the issuance of Note: Adequate remedy one that affords relief
restraining order/injunction? with reference to the matter in controversy and
which is appropriate to the particular
A: circumstances of the case if the remedy is
specifically provided by law. [PAL v. NLRC, GR. No.
1. Filing of a verified petition
120567, (1998)]
3. Notwithstanding the necessity for a clarificatory 1. Conduct or nullification of election of union and
hearing, all certified cases shall be resolved by workers association officers
the Commission within 60 calendar days from 2. Audit/accounts examination of union or workers
receipt of the complete records. association funds
3. Deregistration of CBAs
4. No motion for postponement or extension shall 4. Validity/invalidity of union affiliation or
be entertained. [Sec. 5, Rule VIII, NLRC 2005 disaffiliation
Rules] 5. Validity/invalidity of acceptance/ non-acceptance
for union membership
BUREAU OF LABOR RELATIONS 6. Validity/invalidity of voluntary recognition
MEDIATOR-ARBITERS 7. Opposition to application for union or CBA
registration
JURISDICTION (ORIGINAL AND APPELLATE) 8. Violations of or disagreements over any provision
of the constitution and by-laws of union or
Q: What is covered by the BLRs jurisdiction and workers association
functions? 9. Disagreements over chartering or registration of
labor organizations or the registration of CBAs;
A: The BLR no longer handles all labor management 10. Violations of the rights and conditions of
disputes; rather its functions and jurisdiction are membership in a union or workers association;
largely confined to: 11. Violations of the rights of LLO, except
interpretation of CBAs;
1. Union matters 12. Validity/invalidity of impeachment/
2. Collective bargaining registry and expulsion/suspension or any disciplinary action
meted against any officer and member, including
UNIVERSITY OF SANTO TOMAS
201 FACULTY OF CIVIL LAW
Labor Law and Social Legislation
those arising from non-compliance with the 6. Issue is purely a question of law;
reportorial requirements under Rule V; 7. Where the administrative agency had already
13. Such other disputes or conflicts involving the prejudged the case; and
8. Where the administrative agency was practically
rights to self-organization, union membership
given the opportunity to act on the case but it did
and CB
not.
a. Between and among LLO and
b. Between and among members of a union or Q: May a decision in an inter/intra-union dispute be
workers association. [Sec.1, Rule XI, Book V, appealed from?
IRR as amended by D.O. 40-F-03]
A: Yes.
Q: What is covered by the phrase other related
labor relations disputes? Q: Within what period may an appeal to a decision
of the Mediator-Arbiter or Regional Director in an
A: inter/intra-union dispute be filed?
1. Any conflict between:
a. A labor union and the Er; or A: The decision may be appealed by any of the parties
b. A labor union and a group that is not a LO; or within 10 days from receipt thereof. (Sec. 16, Rule XI,
c. A labor union and an individual who is not a
D.O. 40-03)
member of such union
Q: To whom is the decision appealable?
2. Cancellation of registration of unions and
workers associations filed by individual/s other A: The decision is appealable to the:
than its members, or group that is not a LO. 1. BLR: if the case originated from the Med-Arbiter
or RD;
3. A petition for Interpleader involving labor
relations. [Sec. 2, Rule XI, Book V, IRR as 2. SLE: if the case originated from the BLR.
amended by D.O. 40-F-03]
Q: What is the extent of the Bureau of Labor
Q: Who may file a complaint or petition involving Relations authority?
intra/inter-union disputes?
A:
A: A legitimate labor organization or its members. 1. It may hold a referendum election among the
[Sec. 5, Rule XI, D.O. 40-03] members of a union for the purpose of
determining whether or not they desire to be
Q: What if the issue involves the entire affiliated with a federation.
membership?
2. But the BLR has no authority to:
A: The complaint must be signed by at least 30% of a. Order a referendum among union members
the entire membership of the union. to decide whether to expel or suspend union
officers.
Q: What if the issue involves a member only? b. Forward a case to the Trade Union Congress
of the Philippines for arbitration and
A: Only the affected member may file the complaint. decision.
[Sec. 5, Rule XI, D.O. 40-03]
Q: What are the administrative functions of the
Note: Bureau Labor Relations?
GR: Redress must first be sought within the union itself in
accordance with its constitution and by-laws
A:
XPNs: 1. Regulation of the labor unions
1. Futility of intra-union remedies; 2. Keeping the registry of labor unions
2. Improper expulsion procedure; 3. Maintenance of a file of the CBA
3. Undue delay in appeal as to constitute substantial 4. Maintenance of a file of all settlements or final
injustice; decisions of the SC, CA, NLRC and other agencies
4. The action is for damages; on labor disputes
5. Lack of jurisdiction of the investigating body; action for
the administrative agency is patently illegal, arbitrary
and oppressive;
Q: What are the effects of filing or pendency of NATIONAL CONCILIATION AND MEDIATION BOARD
inter/intra-union dispute and other labor relations (NCMB)
disputes?
NATURE OF PROCEEDINGS
A:
1. The rights relationships and obligations of the Q: What are the alternative modes of settlement of
party-litigants against each other and other labor dispute under Art. 211 of the LC?
parties-in-interest prior to the institution of the
petition shall continue to remain during the A:
pendency of the petition and until the date of 1. Voluntary Arbitration
the decision rendered therein. Thereafter, the 2. Conciliation
rights, relationships and obligations of the party- 3. Mediation
litigants against each other and other parties-in-
interest shall be governed by the decision Q: What is the nature of the proceedings?
ordered.
A: The proceedings are non-litigious.
2. The filing or pendency of any inter/intra union
disputes is not a prejudicial question to any Q: Are all labor disputes required to be submitted to
petition for certification election, hence it shall mandatory conciliation-mediation?
not be a ground for the dismissal of a petition for
certification of election or suspension of the A: GR: All issues arising from labor and employment
proceedings for the certification of election. (Sec. shall be subject to mandatory conciliation-mediation.
3, Rule XI, DO 40-03) The LA or the appropriate DOLE agency or office that
has jurisdiction over the dispute shall entertain only
Q: State the rules on appeal in intra/inter-union endorsed or referred cases by the duly authorized
disputes. officer [Art. 228 (a), as amended by R.A. 10396]
A: XPNs:
1. Formal Requirements 1. Grievance machinery and Voluntary Arbitration,
a. Under oath in which case, their agreement will govern
b. Consist of a memorandum of appeal. 2. When excepted by the SLE (Ibid.)
c. Based on either of the following grounds:
i. Grave abuse of discretion Note: Any or both parties involved in the dispute may pre-
ii. Gross violation of the rules terminate the conciliation-mediation proceedings and
iii. With supporting arguments and request referral or endorsement to the appropriate DOLE
agency or office which has jurisdiction over the dispute, or
evidence
if both parties so agree, refer the unresolved issues to
voluntary arbitration." (Art. 228 (b), as amended by R.A.
2. Period - within 10 days from receipt of decision. 10396)
Q: Can workers insist that they be represented in A: Sec. 3, Art. 13 of the Constitution provides:
the policy making in the company? The State shall promote xxx the preferential use of
voluntary modes of setting disputes including
A: No. Such kind of representation in the policy- conciliation and shall ensure mutual compliance by
making bodies of private enterprises is not ordained, the parties thereof in order to foster industrial
not even by the Constitution. What is provided for is peace.
workers participation in policy and decision-making
process directly affecting their rights, benefits, and Note: A similar provision is echoed in the Declaration of
welfare. Policy under Art. 211 (a) of the LC, as amended.
either or both parties or upon the initiative of the A: Conciliation and mediation is non-litigious/non-
NCMB to avoid the occurrence of an actual labor adversarial, less expensive, and expeditious. Under
dispute. this informal set-up, the parties find it more
expedient to fully ventilate their respective
Q: Who may file a notice for preventive mediation? positions without running around with legal
technicalities and, in the course thereof, afford
A: Any certified or duly recognized bargaining them a wider latitude of possible approaches to the
representative may file a notice or declare a strike or problem.
request for preventive mediation in cases of
bargaining deadlocks and ULPs. The Er may file a Q: Are the parties bound by the agreement
notice or declare a lockout or request for preventive entered into by them?
mediation in the same cases. In the absence of a
certified or duly recognized bargaining A: Yes, the parties are bound to honor any
representative, any LLO in the establishment may file agreement entered into by them. It must be
a notice, request preventive mediation or declare a pointed out that such an agreement came into
strike, but only on grounds of ULP. (Sec. 3, Rule IV of existence as a result of painstaking efforts among
the NCMB Manual of Procedure) the union, management, and the Conciliator-
Mediator. Therefore, it is only logical to assume
Note: Only a certified or duly recognized bargaining agent that the Conciliator assigned to the case has to
may file a notice or request for preventive mediation. If the follow up and monitor the implementation of the
notice was filed not by the Union but by its individual agreement.
members, the NCMB had no jurisdiction to entertain it.
Q: Is conciliation and mediation service still
Moreover, the notice or request for preventive mediation
possible during actual strike or lockout?
cannot be filed by the Federation on behalf of its
local/chapter. A local union does not owe its existence to
the federation with which it is affiliated. It is a separate and A: Yes, it is possible to subject an actual strike or
distinct voluntary association owing its creation to the will actual lockout to continuing conciliation and
of its members. Mere affiliation does not divest the local mediation services. In fact, it is at this critical stage
union of its own personality, neither does it give the that such conciliation and mediation services by
mother federation the license to act independently of the fully given a chance to work out possible solution
local union. It only gives rise to a contract of agency, where to the labor dispute. With the ability of the
the former acts in representation of the latter. Hence, local
Conciliator-Mediator to put the parties at ease and
unions are considered principals while the federation is
place them at a cooperative mood, the final
deemed to be merely their agent [Insular Hotel Employees
Union-NFL v. Waterfront Insular Hotel Davao, G.R. Nos. solutions of all the issues involved may yet be
174040-41, (2010)]. effected and settled.
Q: What are the valid issues for a notice of strike Q: When the dispute has already been assumed
/ lockout or preventive mediation? or certified to the NLRC, is it also possible to
remand the same to conciliation and mediation
A: A notice of strike or lockout maybe filed on services?
ground of ULP acts, gross violation of the CBA, or
deadlock in CBAs. A complaint on any of the above A: Yes, the parties are not precluded from availing
ground must be specified in the NCMB Form or the the services of an NCMB Conciliator-Mediator as
proper form used in the filing of complaint. the duty to bargain collectively subsists until the
final resolution of all issues involved in the dispute.
In case of preventive mediation, any issue may be Conciliation is so pervasive in application that, prior
brought before the NCMB Central Office or its to a compulsory arbitration award, the parties are
regional offices for conciliation and possible encouraged to continue to exhaust all possible
settlement through a letter. This method is more avenues of mutually resolving their dispute,
preferable than a notice of strike/lockout because especially through conciliation and mediation
of the non-adversarial atmosphere that pervades services.
during the conciliation conferences.
Q: What benefit can the parties have in appearing
Q: What advantage can be derived from during conciliation conferences?
conciliation and mediation services?
Q: What are the money claims falling under the Q: Give four instances where the Visitorial power of
jurisdiction of the DOLE Regional Directors? the SLE may be exercised under the LC.
A: Under Art. 129 of the LC, the RDs or any of the duly A: Power to:
authorized hearing officers of DOLE have jurisdiction
over claims for recovery of wages, simple money 1. Inspect books of accounts and records of any
claims and other benefits, provided that: person or entity engaged in recruitment and
1. The claim must arise from Er-Ee relationship; placement, require it to submit reports regularly
2. The claimant does not seek reinstatement; on prescribed forms and act in violations of any
and provisions of the LC on recruitment and
3. The aggregate money claim of each placement. (Art. 37)
employee does not exceed Php 5,000.00. 2. Have access to Ers records and premises to
determine violations of any provisions of the LC
Note: In the absence of any of the ff. requisites, it is the LA on recruitment and placement. (Art. 128)
who shall have the jurisdiction over the claims arising from 3. Conduct industrial safety inspections of
Er-Ee relations, except claims for Ees compensation, SSS, establishments. (Art. 165)
Philhealth, and maternity benefits, pursuant to Art. 217 of
4. Inquire into the financial activities of LLO and
the LC.
examine their books of accounts upon the filing
The proceedings before the Regional Office shall be of the complaint under oath and duly supported
summary and non-litigious in nature. by the written consent of at least 20% of the
total membership of the LO concerned.
Q: What is the adjudicatory power of the Regional
Director? Q: What is Enforcement power?
A: The RD or any of his duly authorized hearing officer A: It is the power of the SLE to:
is empowered through summary proceeding and
after due notice, to hear and decide cases involving 1. Issue compliance orders
recovery of wages and other monetary claims and 2. Issue writs of execution for the enforcement of
benefits, including legal interests. their orders, except in cases where the Er
contests the findings of the labor officer and
DOLE SECRETARY raise issues supported by documentary proof
which were not considered in the course of
VISITORIAL AND ENFORCEMENT POWERS inspection
3. Order stoppage of work or suspension of
Q: What are the three kinds of powers of the SLE? operation when non-compliance with the law or
implementing rules and regulations poses grave
A: and imminent danger to health and safety of
1. Visitorial powers workers in the workplace
2. Enforcement powers 4. Require Ers to keep and maintain such
3. Appellate or power to review employment records as may be necessary in aid
to the visitorial and enforcement powers
Q: What constitutes Visitorial power? 5. Conduct hearings within 24 hours to determine
whether:
Q: What are the violations under Art. 128 of the LC? A: Yes, under Art. 277(b) of the LC, the SLE may
suspend the effects of the termination pending
A: resolution of the dispute in the event of a prima facie
1. Obstruct, impede, delay or otherwise render finding by the appropriate official of the DOLE before
ineffective the orders of the SLE or his authorized whom such dispute is pending that the termination
representatives may cause serious labor dispute or is in
2. Any government employee found guilty of, or implementation of a mass layoff.
abuse of authority, shall be subject to
administrative investigation and summary Note: Art. 277 (b) of LC, is applicable on suspension of the
dismissal from service. effects of termination if there is a showing that the
termination may cause serious labor dispute within the
company while Art. 263 (g) of LC on assumption of
Q: What are the limitations to other courts?
jurisdiction is applicable in cases of strike in establishments
affecting national interest, not just the company.
A: In relation to enforcement orders issued under
Art. 128 of the LC, no inferior court or entity shall: ASSUMPTION OF JURISDICITION
1. Issue temporary or permanent injunction or Q: When can the SLE assume jurisdiction over a
restraining order; or labor dispute?
2. Assume jurisdiction over any case
A: When there is a labor dispute causing or likely to
Q: What are the instances when Enforcement power cause a strike affecting national interest, the SLE, on
may not be used? his own initiative or upon petition by any of the
parties, may either assume jurisdiction or certify the
A: dispute to the NLRC for compulsory arbitration.
1. Case does not arise from the exercise of visitorial
power Note: Art. 263(g) of the LC is both an extraordinary and a
2. When Er-Ee relationship ceased to exist at the preemptive power to address an extraordinary situation (a
time of the inspection strike or lockout in an industry indispensable to the
3. If Er contests the finding of the Labor Regulation national interest). As the term assume jurisdiction
Officer and such contestable issue is not connotes, the intent of the law is to give the SLE full
verifiable in the normal course of inspection authority to resolve all matters within the dispute that gave
rise to or which arose out of the strike or lockoutit
includes and extends to all questions and controversies
Q: Does the SLE have the power to determine the
arising from or related to the dispute, including cases over
existence of an employer-employee relationship in
which the Labor Arbiter has exclusive jurisdiction [Bagong
the exercise of its visitorial and enforcement powers Pagkakaisa ng Manggagawa ng Triumph International v.
under Art. 128 of the LC? Secretary of the Department of Labor and Employment, G.R.
No. 167401, (2010)].
A: No. The visitorial and enforcement powers of the
SLE comes into play only in cases when the Q: What is the effect of the assumption or
relationship of Er-Ee still exists. The SLEs power certification?
does not apply in two instances, namely: (a) where
the Er-Ee relationship has ceased; and (b) where no A: It automatically enjoins the intended or impending
such relationship has ever existed. The question of Er- strike or lockout as specified in the assumption or
Ee relationship becomes a battle of evidence, the certification order. If one has already taken place at
determination of which should be comprehensive the time of the assumption or certification, all striking
and intensive and therefore best left to the or locked out Ees shall immediately return to work
specialized quasi-judicial body that is the NLRC and the Er shall immediately resume operations and
readmits all workers under the same terms and the BLR which exercises appellate jurisdiction in such case
conditions prevailing before the strike or lockout. [Barles v. Bitonio, G.R. No. 120270, (1999)].
Q: What are the cases within the appellate GRIEVANCE MACHINERY AND VOLUNTARY
jurisdiction of the SLE? ARBITRATION
A: Q: What is a grievance?
1. Appeal from and adverse decision of the POEA
[Sec. 1, Part VII, Rule V, 2003 POEA Rules and A: Any question by either the Er or the union
Regulations; Eastern Mediterranean Maritime regarding the interpretation or application of the CBA
Ltd. And Agemar Manning Agency Inc., v. Surio or company personnel policies or any claim by either
et. al., G.R. No. 154213, (2012)] party that the other party is violating any provision of
2. Appeal the order or results of a certification the CBA or company personnel policies.
election on the ground that the Rules and
Regulations or parts thereof established by the Q: What is grievance machinery?
SLE for the conduct of election have been
violated. (Art. 259, LC) A: It refers to the mechanism for the adjustment and
3. A review of cancellation proceedings decided by resolution of grievances arising from the
the BLR in the exercise of its exclusive and interpretation or implementation of a CBA and those
original jurisdiction [Abbott Laboratories arising from the interpretation or enforcement of
Philippines, Inc. v. Abbott Laboratories Employees company personnel policies. It is part of the
Union, G.R. No.131374, ( 2000)]. continuing process of CB.
Note: The SLE has no jurisdiction over decisions of the BLR Q: What is grievance procedure?
rendered in the exercise of its appellate power to review
the decision of the RD in a petition to cancel the union's A: It is the internal rules of procedure established by
certificate of registration, said decisions being final and the parties in their CBA with voluntary arbitration as
inappealable. (Ibid.) the terminal step, which are intended to resolve all
issues arising from the implementation and
Secs. 7 to 9 of Rule II, Book V of the IRR of the LC provides
interpretation of their CBA.
for two situations:
a. The first situation involves a petition for cancellation It refers to the system of grievance settlement at the
of union registration which is filed with a Regional plant level as provided in the CBA. It usually consists
Office. A decision of a Regional Office cancelling a of successive steps starting as the level of the
union's certificate of registration may be appealed to complainant and his immediate supervisor and
the BLR whose decision on the matter shall be final ending, when necessary, at the level of the top union
and inappealable. and company officials.
b. The second situation involves a petition for
cancellation of certificate of union registration which is
SUBJECT MATTER OF GRIEVANCE
filed directly with the BLR. A decision of the BLR
cancelling a union's certificate of registration may be
appealed to the SLE whose decision on the matter Q: What are the cases falling under the jurisdiction
shall be final and inappealable (Ibid.) of the Grievance Machinery?
SLE has no appellate jurisdiction over decisions of RD A: Any grievance arising from:
involving petitions for examinations of union accounts. It is
1. The interpretation or implementation of the 4. Violations of CBA provisions which are not gross
CBA; and in character are no longer treated as ULP and
2. The interpretation or enforcement of shall be resolved as grievances under the CBA
company personnel policies
Note: Gross violation of CBA provisions shall mean
Note: Art. 217(c) of the LC requires LAs to refer cases flagrant and/or malicious refusal to comply with the
involving the implementation of CBAs to the grievance economic provisions of such agreement.
machinery provided therein and to voluntary arbitration.
Likewise, Art. 260 of the LC clarifies that such disputes must 5. Any other labor disputes upon agreement by the
be referred first to the grievance machinery and, if parties including ULP and bargaining deadlock.
unresolved within seven days, they shall automatically be (Art. 262, LC)
referred to voluntary arbitration [Miguela Santuyo v.
Remerco Garments Manufacturing, Inc., G.R. No. 174420,
Q: May the NLRC and DOLE entertain
(2010)].
disputes/grievances/matters under the exclusive
VOLUNTARY ARBITRATOR and original jurisdiction of the voluntary arbitrator?
A: REMEDIES
1. The parties in a CBA shall designate in advance a
VA/panel, preferably from the listing of qualified Q: Are decisions of voluntary arbitrators
VAs duly accredited by the NCMB, or appealable?
2. Include in the agreement a procedure for the
selection of such VA or panel of VAs, preferably A: GR: Decisions of VA are final and executory after
from the listing of qualified VAs duly accredited 10 calendar days from receipt of the copy of the
by the NCMB. [Art.260(3), LC] award or decision by the parties. (Art. 262-A, LC)
Q: Who will designate the voluntary arbitrator Note: Art. 262-A deleted the word unappealable from
/panel in case the parties fail to select one? Art. 263. It makes the voluntary arbitration award final and
executory after 10 calendar days from receipt of the copy
of the award or decision by the parties. Presumably, the
A: It is the NCMB that shall designate the VA panel
decision may still be reconsidered by the VA on the basis of
based on the selection procedure provided by the
a motion for reconsideration duly filed during that period
CBA. [Manila Central Line Free Workers Union v. [Albert Teng v. Alfredo Pahagac, G.R. No. 169704, (2010)].
Manila Central Line Corp., G.R. No. 109383, (1998)]
XPN: Appeal to the CA via Rule 43 of the Rules of
Q: May Labor Arbiters be designated as voluntary Court within 15 days from the date of receipt of
arbitrators? VAs decision [Luzon Devt Bank v. Assn of Luzon
Devt Bank Ees, G.R. No. 120319, (1995)].
A: Yes. There is nothing in the law that prohibits LAs
from also acting as voluntary arbitrators as long as Note: A VA by the nature of his functions acts in quasi-
the parties agree to have him hear and decide their judicial capacity. There is no reason why the VAs
dispute [Manila Central Line Free Workers Union v. decisions involving interpretation of law should be
Manila Central Line Corp., G.R. No. 109383, (1998)]. beyond the SCs review. Administrative officials are
presumed to act in accordance with law, yet the SC will
Q: What is the effect of the award of voluntary not hesitate to pass upon their work where a question
of law is involved or where a showing of abuse of
arbitrator?
authority or discretion in their official acts is properly
raised in petitions for certiorari [Continental Marble
A: The decision or award of the voluntary arbitrator Corporation v. NLRC, G.R. No. L-43825, (1988)].
acting within the scope of its authority shall
determine the rights of the parties and their decisions Q: PSSLU had an existing CBA with Sanyo Phils., Inc.
shall have the same legal effects as judgment of the which contains a union security clause which
courts. Such matters on fact and law are conclusive. provides that: all members of the union covered by
this agreement must retain their membership in
Q: Are both the employer and the bargaining good standing in the union as condition of his / her
representative of the employees required to go continued employment with the company. On
through the grievance machinery in case a grievance account of anti-union activities, disloyalty and for
arises? joining another union, PSSLU expelled 12 employees
from the union. As a result, PSSLU recommended
A: Yes, because it is but logical, just and equitable the dismissal of said Ees pursuant to the union
that whoever is aggrieved should initiate settlement security clause. Sanyo approved the
of grievance through the grievance machinery. To recommendation and considered the said Ees
impose compulsory procedure on Ers alone would be dismissed. Thereafter, the dismissed Ees filed with
oppressive of capital. the Arbitration Branch of the NLRC a complaint for
illegal dismissal.
Does the voluntary arbitrator have jurisdiction over that they were "submitting the issue of performance
the case? bonus to voluntary arbitration."
A: No, the VA has no jurisdiction over the case. Does the voluntary arbitrator have the power to
Although the dismissal of the Ees concerned was pass upon the question of whether to grant the
made pursuant to the union security clause provided performance bonus and to determine the amount
in the CBA, there was no dispute whatsoever thereof?
between PSSLU and Sanyo as regards the
interpretation or implementation of the said union A: Yes, in their agreement to arbitrate, the parties
security clause. Both PSSLU and Sanyo are united and submitted to the VA the issue of performance
have come to an agreement regarding the dismissal bonus. The language of the agreement to arbitrate
of the Ees concerned. Thus there is no grievance may be seen to be quite cryptic. There is no
between the union and management which could be indication at all that the parties to the arbitration
brought to the grievance machinery. The dispute is agreement regarded the issue of performance
between PSSLU and Sanyo. The dispute therefore, bonus as a two-tiered issue, only one tier of which
does not involve the interpretation or was being submitted to arbitration. Possibly, Sime
implementation of a CBA [Sanyo Philippines Workers Darbys counsel considered that issue as having dual
Union-PSSLU v. Canizares, G.R. No. 101619, (1992)]. aspects and intended in his own mind to submit only
one of those aspects to the VA, if he did, however, he
Q: X was employed as telephone operator of Manila failed to reflect his thinking and intent in the
Midtown Hotel. She was dismissed from her arbitration agreement [Sime Darby Phils. v. Magsalin,
employment for committing the following violations G.R. No. 90426, (1989)].
of offenses subject to disciplinary actions, namely:
falsifying official documents and culpable Q: Apalisok, production chief for RPN Station, was
carelessness-negligence or failure to follow specific dismissed due to her alleged hostile, arrogant,
instructions or established procedures. X then filed a disrespectful, and defiant behavior towards the
complaint for illegal dismissal with the Arbitration Station Manager. She informed RPN that she is
branch of the NLRC. The Hotel challenged the waiving her right to resolve her case through the
jurisdiction of the Labor Arbitrator on the ground grievance machinery provided in the CBA. The
that the case falls within the jurisdictional ambit of voluntary arbitrator resolved the case in the
the grievance procedure and voluntary arbitration employees favor.
under the CBA.
On appeal, the CA ruled in favor of RPN because it
Does the LA have jurisdiction over the case? considered Apalisoks waiver to file her complaint
before the grievance machinery as a relinquishment
A: Yes, the LA has jurisdiction. The dismissal of X does of her right to avail herself of the aid of the
not call for the interpretation or enforcement of voluntary arbitrator. The CA said that the waiver
company personnel policies but is a termination had the effect of resolving an otherwise unresolved
dispute which comes under the jurisdiction of the LA. grievance, thus the decision of the VA should be set
The dismissal of X is not an unresolved grievance. aside for lack of jurisdiction. Is the ruling of the CA
Neither does it pertain to interpretation of company correct?
personnel policy [Maneja v. NLRC, G.R. No. 124013,
(1998)]. A: No. Art. 262 of the LC provides that upon
agreement of the parties, the VA can hear and decide
Q: Sime Darby Salaried Employees Association-ALU all other labor disputes.
(SDSEA-ALU) wrote petitioner Sime Darby Pilipinas
(SDP) demanding the implementation of a The Ees waiver of her option to submit her case to
performance bonus provision identical to the one grievance machinery did not amount to relinquishing
contained in their own CBA with SDP. Subsequently, her right to avail herself of voluntary arbitration.
SDP called both respondents SDEA and SDEA-ALU to
a meeting wherein SDEA explained that it was Contrary to the finding of the CA, voluntary
unable to grant the performance bonus. In a arbitration as a mode of settling the dispute was not
conciliation meeting, both parties agreed to submit forced upon RPN. Both parties indeed agreed to
their dispute to voluntary arbitration. Their submit the issue of validity of the dismissal of
agreement to arbitrate stated, among other things, petitioner to the jurisdiction of the VA by the
Submission Agreement duly signed by their
respective counsels. The VA had jurisdiction over the decision of the NLRC may be filed should be
parties controversy [Apalisok v. RPN, G.R. No. computed from the date counsel of record of the
138094, (2003)]. party receives a copy of the decision or resolution,
and not from the date the party himself receives a
COURT OF APPEALS copy thereof [Ginete v. Sunrise Manning Agency, G.R.
No. 142023, (2001)].
RULE 65, RULES OF COURT
Q: Company A was sold to Company B with the
Q: What is the remedy of a party aggrieved by a undertaking that Company B will absorb the
decision of the NLRC? formers employees. However, they were not hired
by Company B or given separation pay by Company
A: File a petition for certiorari (Rule 65) which should A. They thus filed an action for illegal dismissal but
be initially filed with the CA in strict observance of the was denied. When the case reached the CA via a
doctrine on the hierarchy of courts as the appropriate petition for certiorari, the same was dismissed
forum for the relief desired. The CA is procedurally outright considering that the verification and
equipped to resolve unclear or ambiguous factual certification against forum shopping was signed only
finding, aside from the increased number of its by 3 out of the 228 petitioners. Was the CA correct?
component divisions [St. Martin Funeral Home v.
NLRC, G.R. No. 130866, (1998)]. A: Yes. While litigation is not a game of technicalities,
and that the rules of procedure should not be
Note: Rule 65, Section 1, Rules of Court: enforced strictly at the cost of substantial justice, still
it does not follow that the Rules of Court may be
Petition for Certiorari - When any tribunal, board or officer ignored at will and at random to the prejudice of the
exercising judicial or quasi-judicial functions has acted
orderly presentation, assessment and just resolution
without or in excess of its or his jurisdiction, or with grave
of the issues. The Rules of Court provide that a
abuse of discretion amounting to lack or excess of
jurisdiction, and there is no appeal, or any plain, speedy, petition for certiorari must be verified and
and adequate remedy in the ordinary course of law, a accompanied by a sworn certification of non-forum
person aggrieved thereby may file a verified petition in the shopping. Failure to comply with these mandatory
proper court, alleging the facts with certainty and praying requirements shall be sufficient ground for the
that judgment be rendered annulling or modifying the dismissal of the petition. Considering that only 3 of
proceedings of such tribunal, board or officer, and granting the 228 named petitioners signed the requirement,
such incidental reliefs as law and justice may require. the CA dismissed the case against them, as they did
not execute a Verification and Certification against
The petition shall be accompanied by a certified true copy
forum shopping. It does not involve a failure to
of the judgment, order or resolution subject thereof, copies
of all pleadings and documents relevant and pertinent attach the Annexes. Rather, the procedural infirmity
thereto, and a sworn certification of non-forum shopping as consists of omission the failure to sign a Verification
provided in the third paragraph of section 3, Rule 46. and Certification against forum shopping (Ramirez et.
al. v. Mar Fishing Co., Inc. et. al., G.R. No. 168208,
Q: Within what period should the petition for June 13, 2012).
certiorari be filed with the Court of Appeals?
XPN: The Court may recognize the merits of a
A: Under Sec. 4, Rule 65 (as amended by A.M. No. case by considering the special circumstances or
00-2-03-SC) of the Rules of Civil Procedure, the compelling reasons that justifies the relaxation of
petition must be filed within 60 days from notice of the rule requiring verification and certification of
the judgment or from notice of the resolution non-forum shopping in the interes of substantial
denying the petitioners motion for reconsideration. justice. (Ibid.)
This amendment is effective September 1, 2000, but
being curative may be given retroactive application. SUPREME COURT
[Narzoles v. NLRC, G.R. No. 141959, (2000)]
RULE 45, RULES OF COURT
Art. 224 of the LC, which requires that copies of final
decisions, orders or awards be furnished not only the Q: How does a party appeal from a judgment, or
partys counsel of record but also the party himself final order or resolution, of the Court of Appeals?
applies to the execution thereof and not to the filing
of an appeal or petition for certiorari. The period A: A party desiring to appeal may file with the
within which a petition for certiorari against a Supreme Court a verified petition for review on
certiorari under Rule 45 within fifteen (15) days from Compensation not later than Mar. 31,
notice of the judgment, final order or resolution claims accruing prior 1975 before the
appealed from [Sea Power Shipping Enterprises, Inc. to the effectivity of appropriate regional offices
v. CA, G.R. No. 138270, (2001)]. the LC and between of the DOLE. (Art. 291, LC)
Nov. 1, 1974-Dec.
Note: Rule 45, Sec. 1, Rules of Court: 31, 1974
After 3 years from the date
Filing of petition with Supreme Court.A party desiring to of submission of the annual
appeal by certiorari from a judgment, final order or
financial report to the DOLE
resolution of the Court of Appeals, the Sandiganbayan, the
Court of Tax Appeals, the Regional Trial Court or other or from the date the same
courts, whenever authorized by law, may file with the should have been
Union funds
Supreme Court a verified petition for review on certiorari. submitted as required by
The petition may include an application for a writ of law, whichever comes
preliminary injunction or other provisional remedies and earlier. (Sec. 5, Rule II, Book
shall raise only questions of law, which must be distinctly VII, Omnibus Rules
set forth. The petitioner may seek the same provisional Implementing the LC)
remedies by verified motion filed in the same action or
4 years. It commences to
proceeding at any time during its pendency.
run from the date of formal
Illegal Dismissal
dismissal [Mendoza v.
Q: Give the policy of the Supreme Court regarding Cases
NLRC, G.R. No. 122481,
appeals in labor cases.
(1998)].
A: The Supreme Court is very strict regarding appeals
Q: When does promissory estoppel arise?
filed outside the reglementary period for filing the
same. To extend the period of the appeal is to delay
A: It may arise from the making of a promise, even
the case, a circumstance which could give the
though without consideration, if it was intended that
employer the chance to wear out the efforts and
the promise should be relied upon. If in fact it was
meager resources of the worker that the latter is
relied on, a refusal to enforce it would virtually
constrained to give up for less than what is due him
sanction the perpetration of fraud or would result in
[Firestone Tire and Rubber Co. of the Philippines v.
other injustice. It presupposes the existence of a
FirestoneTire and Rubber Co. Employees Union, G.R.
promise on the part of one against whom estoppel is
No. 75363, (1992)].
claimed. The promise must be plain and
unambiguous and sufficiently specific so that the
PRESCRIPTION OF ACTIONS
court can understand the obligation assumed and
enforce the promise according to its terms.
Q: Give the rules as regards the prescriptive period
provided for in the LC.
Note: In order to make out a claim of promissory estoppel,
a party bears the burden of establishing the following
A: elements: (1) a promise was reasonably expected to induce
SUBJECT PRESCRIPTIVE PERIOD action or forbearance; (2) such promise did, in fact, induce
1 year from accrual of such such action or forbearance; and (3) the party suffered
ULP; otherwise forever detriment as a result.
ULP
barred
(Art. 290, LC) Q: What are the acts considered as criminal
GR: 3 years from the time violations of the LC?
the cause of action accrued;
otherwise forever barred A: Except as otherwise provided in the LC, or unless
Money Claims (Art. 291, LC) the acts complained of hinge on a question of
interpretation or implementation of ambiguous
XPN: Promissory Estoppel provisions of an existing CBA, any violation of the
provisions of the LC declared to be unlawful or penal
Within one year from the in nature shall be punished with a fine of not less
All money claims date of effectivity, in than Php 1,000.00 nor more than Php 10,000.00 or
accruing prior to the accordance with IRR; imprisonment of not less than three months nor
effectivity of the LC otherwise, they shall more than three years, or both such fine and
forever be barred imprisonment at the discretion of the court. (Art. 288,
Workmens Dec. 31, 1974 shall be filed LC)
1. Prohibition against transfer of employment - After orders issued in accordance with this Article. [Art. 128
the issuance of an employment permit, the alien shall (4), LC]
not transfer to another job or change his employer
without prior approval of the SLE. (Art. 41, LC) 10. It shall be unlawful for any employer to
discriminate against any woman Ee with respect to
2. Violation of the provisions on learnership (Art. 77, terms and conditions of employment solely on
LC) account of her sex. (Art. 135, LC)
3. In cases of unlawful withholding of wages, the 11. It shall be unlawful for an Er to require as a
culpable party may be assessed attorneys fees condition of employment or continuation of
equivalent to ten percent of the amount of wages employment that a woman employee shall not get
recovered (Art. 111, LC). married, or to stipulate expressly or tacitly that upon
getting married, a woman employee shall be deemed
4. It shall be unlawful for any person to demand or resigned or separated, or to actually dismiss,
accept, in any judicial or administrative proceedings discharge, discriminate or otherwise prejudice a
for the recovery of wages, attorneys fees which woman Ee merely by reason of her marriage. (Art.
exceed ten percent of the amount of wages 136, LC)
recovered (Art. 111, LC).
12. It shall be unlawful for any Er: (a) to deny any
5. It shall be unlawful for any person, directly or woman Ee the benefits provided for in this Chapter or
indirectly, to withhold any amount from the wages of to discharge any woman employed by him for the
a worker or induce him to give up any part of his purpose of preventing her from enjoying any of the
wages by force, stealth, intimidation, threat or by any benefits provided under this Code; (b) to discharge
other means whatsoever without the workers such woman on account of her pregnancy, or while
consent. (Art. 116, LC) on leave or in confinement due to her pregnancy; or
(c) to discharge or refuse the admission of such
6. It shall be unlawful to make any deduction from woman upon returning to her work for fear that she
the wages of any employee for the benefit of the Er may again be pregnant.
or his representative or intermediary as consideration
of a promise of employment or retention in 13. Violations of rights and conditions of membership
employment. (Art. 117, LC) in a labor organization (Art. 241, LC)
7. It shall be unlawful for an Er to refuse to pay or 14. Unfair labor practice of Ers (Art. 248, LC)
reduce the wages and benefits, discharge or in any
manner discriminate against any Ee who has filed any 15. Unfair labor practice of labor organizations (Art.
complaint or instituted any proceeding under this 249 in relation to Art. 247, LC)
Title or has testified or is about to testify in such
proceedings. (Art. 118, LC) 16. Violation of the provision on retirement benefits
(Art. 287, LC)
8. It shall be unlawful for any person to make any
statement, report, or record filed or kept pursuant to Note: In addition to the penalty prescribed under Art. 288,
the provisions of this Code knowing such statement, any alien found guilty shall be summarily deported upon
report or record to be false in any material respect. completion of service of sentence. (Art. 288, LC).
If the offense is committed by a corporation, trust, firm,
(Art. 119, LC)
partnership, association or any other entity, the penalty
shall be imposed upon the guilty officer or officers of such
9. It shall be unlawful for any person or entity to corporation, trust, firm, partnership, association or entity.
obstruct, impede, delay or otherwise render (Art. 289, LC)
ineffective the orders of the SLE or his duly
authorized representatives issued pursuant to the
authority granted under this Article, and no inferior
court or entity shall issue temporary or permanent
injunction or restraining order or otherwise assume
jurisdiction over any case involving the enforcement