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Rejoinder Labor Arbiter
Rejoinder Labor Arbiter
ARVIN A. PASCUAL,
Complainant,
Respondents.
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REJOINDER
(To Respondents’ Reply)
PREFATORY
“The name of the game is fair play, not foul play. We cannot
allow a legal skirmish where, from the start, one of the protagonists
enters the arena with one arm tied to his back.” (Separate
concurring opinion of Justice Teodoro Padilla in Republic vs. Sandigan
Bayan [G.R. Nos. 109430-43 December 28, 1994])
1.3.1 Deliberately omitted in their Position Paper and Reply the fact that
former Operations Manager Glenn Kuan illegally enticed Complainant on
18 October 2014 to resign (please see p. 10 of Complainant’s Position
Paper and its attached Annexes “C-1”).
1.3.2 Deliberately omitted in their Position Paper and Reply the fact that
it was Respondent Argana who prevented Complainant from participating
in the administrative hearing by exhibiting cold disdain to all of
Complainant’s requests in contravention of prevailing law and
jurisprudence. Among these requests which were contumaciously denied
by Respondent Argana are (a) to be provided with copies of all
documents, records, and evidence against the latter in the possession of
Respondents. The intention of Complainant is to afford his legal counsel
the opportunity of prior review. Enabling him (Complainant) therefore to
1.3.3 Deliberately omitted in their Position Paper and Reply the fact that
on 25 November 2014, Complainant filed a grievance in relation to the
five – day suspension jointly imposed on him by Respondents Sukumar,
Argana and Reyes. Complainant sent his grievance notice via electronic
mail correspondence to (but said grievance notice was treated
with cold disdain by) Respondent Sukumar. (please see Annexes “P”
to “P-1” of Complainant’s Position Paper)
1.3.4 Deliberately omitted in their Position Paper and Reply the fact that
Respondents peremptorily deducted the amount of Php6,896.50 from his
salary due on 28 November 2014. To substantiate the illegal deduction,
Respondents suppressed the verified medical certificates submitted by
Complainant. (please see Annexes “A” to “A-10” and Annex “B” of
Complainant’s Reply)
1.3.5 Deliberately omitted in their Position Paper and Reply the fact of
Respondents Argana’s and Lee’s contumacious refusal to issue
Complainant’s certificate of employment despite written demands. The
refusal of Respondents to issue certificate of employment to a terminated
employee like Complainant is a patent violation of the Labor Code (please
see Annex “T-2” of Complainant’s Position Paper)
1.3.6 Deliberately omitted in their Position Paper and Reply the fact that
Respondent Reyes humiliated Complainant on 3 December 2014 when he
submitted the Reply to CARE form 1 (Notice to Explain) that Respondent
Reyes served to Complainant on 2 December 2014 with stern warning
that should Complainant fail to submit his written explanation within 24
hours, the latter will be suspended.
1.3.8 Deliberately omitted in their Position Paper and Reply the fact that
Respondents Canda and Reyes are fully aware that Respondent Sitel had
been incurring pecuniary losses ever since Diosdado Remion was placed
on off-the-phone status effective 14 May 2014 because the latter
continuously receive salary without productive output. (please see Annex
“C” of Complainant’s Reply)
1.3.9 Deliberately omitted in their Position Paper and Reply the fact that
Complainant, on his own volition, coordinated with the Comcast Quality
Team as evidenced by an electronic mail correspondence dated 21 July
2014. Complainant in truth and in fact requested for a transcription of
the call between Remion and the customer who accused the latter of
exhibiting rude behavior on 13 May 2014. But the Comcast Quality Team
failed to provide him with the transcript of call. Without the transcript
of call, there is no case against Remion. (please see Annex “D” of
Complainant’s Reply)
a] Willful failure to act on the case of Mr. Remion who with his full
knowledge was loitering for four (4) months and still receiving his
salary (last paragraph p.3); and
The reason is plain and obvious. One need not stretch the imagination
too far. Respondents maliciously suppressed the presentation of these
email correspondences because they could not bear the thought that
being managers and senior manager they would be penalized for gross
negligence in the performance of duties. There is no better escape goat
and later on as sacrificial lamb but herein Complainant. Respondents
knew what was coming. In order to save their neck, they had to devise a
scheme to pass all the blame to Complainant. Thus, they displayed the
kind of conduct all of which were punitive in nature and offensive to
elementary norms of justice and fair play (e.g. infringement of
constitutional right to due process, insults, coercion, discrimination, illegal
deduction from salary, imposition of misplaced superiority, etc.) so that
Complainant would be compelled to leave Respondent Sitel.
The jurisprudential guide is that the burden of proof rests with Respondents. In
Libcap Marketing Corp. vs. Baquial (G.R. No. 192011 30 June 2014), the Supreme
Court held, to wit:
The truth is that Complainant had been very transparent in all his dealings with
Respondents. Complainant tirelessly communicated with Respondents. Upon the
other hand, Respondents treated everything with cold disdain. They simply shrugged
their shoulders down to all of Complainant’s communication efforts. Respondents
treated all communications of Complainant with cold disdain.
Additionally, the case of The Philippine American Life and General Insurance Co.
vs. Angelita Gramaje, G.R. No. 156963 [November 11, 2004] is also instructive, to wit:
[a] Sent another copy to Respondent Reyes via electronic mail correspondence
on the following day, 12 December 2014 at 9:24 A.M. (Annex “U” up to Annex
“U-3” of Complainant’s position paper); and
[b] Printed another copy of the same notice and sent it to Respondent Reyes
via registered mail with return card on 15 December 2014 (Annex “V” up to
Annex “V-3” of Complainant’s position paper).
The point in issue in the instant case is whether the execution of the resignation
letter tendered by Complainant to Respondents Lee and Reyes was voluntary or
involuntary. Put differently, whether the execution of the resignation letter tendered by
Complainant and alleged to have been formally received by Respondent Reyes on 18
December 2014 using a fabricated documentary evidence was voluntary or involuntary.
Simply stated, the point in issue here is not the acceptance of the resignation letter.
Instead, the voluntariness or involuntariness of its execution by Complainant. The
jurisprudential guide is that onus thereof rests with Respondents.
The fact of filing a resignation letter alone does not shift the burden of
proving that the employee’s dismissal was for a just and valid cause from
the employer to the employee. In Mora v. Avesco, we ruled that should
the employer interpose the defense of resignation, it is still incumbent
upon the employer to prove that the employee voluntarily resigned.
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While the letter states that Peñaflor’s resignation was irrevocable, it does
not necessarily signify that it was also voluntarily executed. Precisely
because of the attendant hostile and discriminatory working environment,
Peñaflor decided to permanently sever his ties with Outdoor Clothing. This
falls squarely within the concept of constructive dismissal that
jurisprudence defines, among others, as involuntarily resignation due to
the harsh, hostile, and unfavorable conditions set by the employer. It
arises when a clear discrimination, insensibility, or disdain by an employer
exists and has become unbearable to the employee. The gauge for
constructive dismissal is whether a reasonable person in the employee’s
position would feel compelled to give up his employment under the
prevailing circumstances.”
9. In pages #18 and #19 of their Reply, Respondents, like a broken music
record of the past era insisted that Complainant’s absences from work on the following
dates were without valid or justifiable reason: Nov. 10, 13, 17, 22, 23, and 24, 2014.
In People vs. Chua Hiong, C.A. [51 O.G. 1932], the Supreme Court succinctly
said, to wit:
But that is not the case when it is aimed at a person’s good name. Once
the aspersion is cast its sting clings and the one thus defamed may avail
himself of all necessary means to shake it off. He may hit back with
another libel which, if adequate, will be justified.”
A] Administrative Circular No. 14-93 issued by the Supreme Court on July 15,
1993.
B] Section 409 of Republic Act No. 7160 or the Local Government Code of 1991.
C] Decision of the Supreme Court in Agbayani vs. Court of Appeals, G.R. No.
183623 25 June 2012.
Complainant firmly believed that the Honorable Labor Arbiter will see through
Respondents’ false propaganda and will not be misled into believing their lies as against
Complainant’s pristine record of eight long and dedicated years of service in Sitel
Philippines. It bears stressing that Respondents’ drama of intrigues and persecution
continuously bring untold sufferings to Complainant and his three dependent children.
PRAYER
1) Full back wages, inclusive of allowances and other benefits or their monetary
equivalent computed from the time Complainant was illegally dismissed on 8 December
2014 up to the time of the final resolution of the instant case (Please see Annex “EE” of
Complainant’s Position Paper for monthly salary and other benefits computation);
2) Separation pay amounting to one month pay for every year of service starting
on the date Complainant was hired on 26 October 2006 up to the final resolution of the
instant case;
4) Php5,725.19 representing payment for the five (5) days of illegal suspension;
Finally, Complainant respectfully prays for such and other reliefs as may be
deemed just and equitable under the premises.