Justice and Fairness

Jollibee’s Case Analysis

Group 3
Laid-off workers for fast-food giant, Jollibee, demands regularization; urges
public not to patronize Jollibee, JFC products.
 Prompted by ongoing labor issues, some of its workers and patrons are calling on
the public to boycott the restaurant. In June 2018, workers laid-off by employment agencies
allegedly cut loose by Jollibee organized protests outside the Jollibee Foods Corporation
(JFC) main office in Pasig City and its warehouse and commissary in Parañaque City.

Workers in the JFC commissary and

warehouse have been engaged in storing,
handling, and distributing products and other
logistical needs of all other warehouses and
Jollibee stores in Luzon and have been
providing logistics services to Jollibee,
Chowking, Greenwich, Burger King, Mang
Inasal, and Red Ribbon stores and outlets.
 Laid-off workers also challenged Department of Labor and Employment Secretary
Silvestre Bello III and President Rodrigo Roa Duterte to intervene and strictly implement its
prior rulings that JFC must regularize its workers, amid JFC’s massive retrenchment of
workers and the numerous termination of agency contracts.

“We appeal to Secretary Bello and

President Duterte to order JFC Founder and
Chairman, Tony Tan Caktiong to stop its
illegal activities against its workers,
immediately start to comply with the
regularization order and stop circumventing
the law just to push its anti-workers policies,”
said Rogelio Magistrado, president of the
Samahan ng Manggagawa sa Jollibee Foods
Corporation (SM-JFC).
 The Labor Department named JFC as the top Philippine company practicing illegal
labor-only contracting schemes.
A statement released on the day of the protest, 21 June 2018

JWS-Logistics wishes to clarify that the workers involved in the recent protest remain
regular employees of their service providers which are duly licensed by the Department of
Labor and Employment.  The workers receive proper wages, complete benefits, and have
the security of tenure under the care of their service providers.
We safeguard the welfare of our workers by engaging only with legitimate service
providers and we ensure that the providers follow all laws and regulations.
We support the Department of Labor and Employment (DOLE) in their
implementation of the law and ending ENDO.  We also remain compliant with all laws
and regulations.
 The Labor Department named JFC as the top Philippine company practicing illegal
labor-only contracting schemes.
A statement released on the day of the protest, 21 June 2018

We are coordinating with the proper authorities to peacefully address the situation as
soon as possible and in accordance with the law.

Note from Business & Human Rights Resource Centre: The company also included
this update: 
" Please note that the said camp out protest indicated by the online site  has been
voluntarily dismantled by the protesters themselves."

Source: 
https://coconuts.co/manila/news/amid-labor-issues-filipinos-call-jollibee-boycott/
https://manilatoday.net/beeastmode-workers-urge-public-not-to-patronize-jollibee-jfc-products-for-the-meantime/ 
https://www.business-humanrights.org/en/latest-news/jollibee-response/ 
The 7 steps of Decision Making
:by Antonette Palma-Angeles, PhD
 Compare the alternative
Articulate the to principles identified in Make the
Gather the facts. Dilemma. Decision.
the Dilemma.

Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7

Who are the List the Weigh the

Stakeholders? Alternatives. Consequences.
 Compare the alternative to
Articulate the principles identified in the Make the
Gather the facts. Dilemma. Decision.
Dilemma.

Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7

Who are the List the Weigh the

Stakeholders? Alternatives. Consequences.
 What do we “need
What do we know?
to” know?
• The laid-off workers of Jollibee were • Why does Jollibee Corp still practice
demanding regularization.  ENDO?

• The workers urged the public to boycott • Are all levels of employment
the JFC products. (management to entry-level) following
ENDO?
 Compare the alternative to
Articulate the principles identified in the Make the
Gather the facts. Dilemma. Decision.
Dilemma.

Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7

Who are the List the Weigh the

Stakeholders? Alternatives. Consequences.
 Who are the Stakeholders?
● Reputation
Jollibee Foods
● Profitability
Corporation (JFC)
● Accountability

● Permanent Work
Workers ● Long-term Employment
● Wages

Department of Labor and ● Implementing policies or programs for

Employment (DOLE) labor and employment
 Compare the alternative to
Articulate the principles identified in the Make the
Gather the facts. Dilemma. Decision.
Dilemma.

Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7

Who are the List the Weigh the

Stakeholders? Alternatives. Consequences.
 Practice Contractual Employment VS
Regularization of Jollibee Workers VS Protecting the
Rights and Interests of the Workers VS Upholding
Justice and Fairness
 Compare the alternative to
Articulate the principles identified in the Make the
Gather the facts. Dilemma. Decision.
Dilemma.

Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7

Who are the List the Weigh the

Stakeholders? Alternatives. Consequences.
 The Matrix
Alternatives (Step 4)

Jollibee should start regularizing employees and let them enjoy the benefits given to regular
employees.

Jollibee should maintain a sufficient number of regular employees that receive just and fair
benefits and only employ contractual employees during peak seasons. These contractual
employees are also to benefit from their inherent rights as contractual workers.

Jollibee will continue to implement contractual employment despite facing a boycott issue.
 Compare the alternative
Articulate the to principles identified in Make the
Gather the facts. Dilemma. Decision.
the Dilemma.

Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7

Who are the List the Weigh the

Stakeholders? Alternatives. Consequences.
 The Matrix
Alternatives (Step 4) Values/Principles (Step 5)
• Protecting the rights and interests of the workers
• Jollibee should start regularizing employees and let them • Justice and Fairness
enjoy the benefits given to regular employees. • Accountability
• Reputation

• Jollibee should maintain a sufficient number of regular • Protecting the rights and interests of the
employees that receive just and fair benefits and only workers
employ contractual employees during peak seasons. • Justice and Fairness
These contractual employees are also to benefit from • Accountability
their inherent rights as contractual workers. • Reputation

• Jollibee will continue to implement contractual

• Practice Contractual Employment
employment despite facing a boycott issue.
 Compare the alternative to
Articulate the principles identified in the Make the
Gather the facts. Dilemma. Decision.
Dilemma.

Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7

Who are the List the Weigh the

Stakeholders? Alternatives. Consequences.
 The Matrix
Alternatives (Step 4) Values/Principles (Step 5) Consequences (Step 6)

• Jollibee should start regularizing • Protecting the rights and interests + Upholding the company’s
employees and let them enjoy of the workers good reputation
the benefits given to regular • Justice and Fairness
employees. • Accountability + Workers are happy with
• Reputation their employment which
could lead to better
production

- Greater labor cost


Alternatives (Step 4)
• Jollibee should maintain a
sufficient number of regular
employees that receive just and
fair benefits and only employ
contractual employees during
peak seasons. These contractual
employees are also to benefit
from their inherent rights as
contractual workers.
The Matrix
Values/Principles (Step 5) Consequences (Step 6)
• Protecting the rights and interests + Upholding the company’s
of the workers good reputation
• Justice and Fairness
• Accountability + Workers are happy with
• Reputation their employment which
could lead to better
production
+ Standard labor costs, with
minimal increases
- The company cannot
escape from the orders of
the law
 The Matrix
Alternatives (Step 4) Values/Principles (Step 5) Consequences (Step 6)

• Jollibee will continue to • Practice Contractual + Reducing long-term labor

implement contractual Employment cost
employment despite facing a
- Damaging the Reputation
boycott issue. of the Company
 Compare the Alternative to
Articulate the principles identified in the Make the
Gather the facts. Dilemma. Decision.
Dilemma.

Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7

Who are the List the Weigh the

Stakeholders? Alternatives. Consequences.
 Jollibee should maintain a sufficient number of regular
employees that receive just and fair benefits and only
employ contractual employees during peak seasons. These
contractual employees are also to benefit from their
inherent rights as contractual workers.
Relation to Justice and Fairness:

Compensatory Justice. This category of justice says that the compensation should
leave the victim as well as before the injury. Traditional moralists argue that a
person only has the obligation to compensate the injured party if the following
three conditions are met:

● The action that inflicted the injury was wrong or negligent.

● The person’s action was the real cause of the injury.
● The person inflicted the injury voluntarily.
In the case of Jollibee Food Corp., we could say that these three conditions were met.

First, Jollibee only employed contractual workers which is wrong because the
company can terminate the worker’s contract after 6 months which stops these workers
from becoming permanent employees.

Secondly, workers being laid-off by the company led to their uproar and their call to
the public to boycott the company’s products.

And third, the protesters were laid off by their agencies Toplis Solutions and Staff
Search Agency, because the agencies were dropped by JFC.
Justice based on contribution: Capitalist justice

This view argues that each individual should receive benefits in proportion to its
contribution to society, group, task, or exchange. The more a person contributes the
more benefits he should receive. The more effort people put into their work, the greater
the share of benefits they receive will be.

In the case of JFC, the workers or the employees should receive benefits in proportion
to their work performance. If workers have an excellent performance, it would be just
to regularize them and give the benefits of performing well enough on their jobs.
...
Thank you.

Group Members:

ARTIAGA, Kim Crisantee

DIGNOS, Pia
MONTALES, Shinneth S.
RAMOS, Klarence Maridee A.
SUMAYOP, Trisha Mae