UST GN Labor 2011 PDF

LABOR LAW

GOLDEN NOTES 2011
UNIVERSITY OF SANTO TOMAS
FACULTY OF CIVIL LAW
MANILA

Academic Year 2011‐2012
CIVIL LAW STUDENT COUNCIL

Lester John A. Lomeda President
Wilfredo T. Bonilla, Jr. Vice‐President
Raissa S. Saipudin Secretary
Bernadette Faustine C. Balao Treasurer
Marc Mikhaele J. Santos Auditor
Victor Lorenzo L. Villanuea Public Relations Officer

TEAM: BAR‐OPS 2011

Diane Camilla R. Borja Chairperson
Carlo Artemus V. Diaz Vice‐Chairperson
Mary Grace L. Javier Secretary
Ronn Robby D. Rosales Logistics Committee Head
Mark Arthur M. Catabona Asst. Logistics Committee Head
Angeli P. Albaña Finance Committee Head
Vicente O. Platon III Hotel Accommodations Head
Kimverly A. Ong Asst. Hotel Accommodations Head

The UST GOLDEN NOTES is a student-edited work of the University

of Santo Tomas, Faculty of Civil Law. It is updated annually.
Communications regarding the NOTES should be addressed to the
Academics Committee of the Team: Bar-Ops.
ADDRESS: Team Bar-Ops

Academics Committee
Faculty of Civil Law
University of Santo Tomas
España, Manila 1008
TEL. NO.: (02) 731-4027
(02) 4061611 loc. 8578

2011 ACADEMICS COMMITTEE

Lester Jay Alan E. Flores II Chairperson
Karen Joy G. Sabugo Vice‐Chair for Academics
John Henry C. Mendoza Vice‐Chair for Academics
Jeanelle C. Lee Vice‐Chair for Administration and Finance
Theena C. Martinez Vice‐Chair for Layout and Design
Earl Louie M. Masacayan Vice‐Chair for Layout and Design

LABOR LAW COMMITTEE

Angelo S. Diokno Labor Law Committee Head
Karen Joy G. Sabugo Asst. Labor Law Committee Head
Genesis R. Fulgencio Asst. Labor Law Committee Head
Randolph Ian Clet Member
Palma Clarissa V. Carillo Member
Michael Aaron P. Gacutan Member
Lorraine G. Taguiam Member

ADVISER

Atty. Joeven D. Dellosa

FACULTY OF CIVIL LAW
Academic Year 2011‐2012

ADMINISTRATIVE OFFICIALS

Atty. NILO T. DIVINA
Dean

Rev. Fr. ISIDRO C. ABAÑO, O.P.
Regent

Atty. MARIAN JOANNE K. CO‐PUA
Faculty Secretary

Atty. ELGIN MICHAEL C. PEREZ
Legal Counsel
UST Chief Justice Roberto Concepcion Legal Aid Clinic

Judge PHILIP A. AGUINALDO
SWDB Coordinator

ANNA CHRISTINA S. AQUI, MA, RGC
Guidance Counselor

Our deepest appreciation to our
Mentors & Inspiration

Dean Antonio H. Abad, Jr.
Atty. Samson S. Alcantara
Atty. Arnold E. Cacho
Atty. Joeven D. Dellosa
Atty. Cesar E. Santamaria Jr.

For activating our magnets of curiosity, knowledge and
wisdom and helping us understand the intricate
sphere of Labor Law.

‐ Academics Committee 2011

TABLE OF CONTENTS
SYLLABUS FOR 2011 BAR EXAMINATIONS

LABOR LAW
November 6, 2011
(First Sunday, Morning)

A. FUNDAMENTAL PRINCIPLES AND POLICIES‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 1
1. CONSTITUTIONAL PROVISIONS‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 1
a. Art. II, Secs. 9, 10, 11, 13, 14, 18, 20‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 2
b. Art. III, Secs. 1, 4, 8‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 2
c. Art. XIII, Secs. 1, 2, 3, 14‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 2
2. NEW CIVIL CODE AND OTHER LAWS‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 3
3. LABOR CODE‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 4
a. Article 3‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 4
b. Article 211‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 5
c. Article 212‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 5
d. Article 255‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 7

B. RECRUITMENT AND PLACEMENT‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 9
1. RECRUITMENT OF LOCAL AND MIGRANT WORKERS‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 9
a. Recruitment and Placement; defined‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 9
b. Illegal Recruitment, Art. 38 (Local), Sec. 6, Migrant Workers Act, RA 8042‐‐‐‐ 10
a) License vs. Authority‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 10
b) Essential Elements of Illegal recruitment; Simple Illegal
recruitment; Illegal recruitment in a large scale; Illegal
recruitment as economic sabotage; Illegal Recruitment vs. Estafa 11
c) Liabilities‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 13
d) Pretermination of Contract of Migrant Workers‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 13
c. Direct Hiring‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 14
2. REGULATION AND ENFORCEMENT‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 14
a. Remittance of Foreign Exchange Earnings‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 14
b. Prohibited Activities‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 15
c. Regulatory and Visitorial Powers of the Labor Secretary‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 15
d. Penalties for Illegal Recruitment‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 16
3. OTHER RELATED TOPICS‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 17

C. LABOR STANDARDS‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 23
1. HOURS OF WORK‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 23
a. Coverage / Exclusions‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 23
b. Normal Hours of Work‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 24
a) Exceptions: Health Personnel; Compressed Work Week‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 25
c. Work Interruption due to Brownouts‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 26
d. Meal Break‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 26
e. Idle time, waiting time, commuting time, travel time, whether part of hours
of work or not‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 27
f. Overtime Work‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 27
a) Undertime not offset by overtime‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 29
b) Waiver of overtime pay‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 29
g. Night Work‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 29
h. CBA provision vis‐a‐vis overtime work‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 30
2. WAGES‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 30
a. “No work No Pay” principle‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 31
b. Coverage/Exclusions‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 31
c. Facilities vs. Supplements‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 31
d. Wages vs. Salaries‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 32
TABLE OF CONTENTS
e. Wage Distortion‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 32
f. CBA vis‐a‐vis Wage Orders – CBA Credibility‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 33
g. Non‐dimunition of benefits‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 33
h. Worker’s preference in case of bankruptcy‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 33
i. Labor Code provisions for wage protection‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 34
j. Allowable deductions without employee’s consent‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 35
k. Attorney’s fees and union service fee in labor cases‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 35
l. Criteria/Factors for Wage Setting‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 36
3. REST DAY‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 37
a. Right to weekly rest day; Preference of the employee; When work on rest
day authorized‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 37
4. HOLIDAYS‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 39
a. Right to Holiday Pay‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 39
a) In case of Absences‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 41
b) In case of temporary cessation of work‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 41
c) Of teachers, piece workers, seafarers, seasonal workers‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 41
5. LEAVES‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 42
a. Service Incentive Leave Pay‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 42
b. Maternity Leave‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 44
c. Paternity Leave‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 44
d. Parental Leave‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 45
e. Leaves for victims of violence against women‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 45
6. SERVICE CHARGES‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 45
a. Coverage and Exclusion‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 45
b. Distribution‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 46
c. Integration‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 46
th
7. 13 MONTH PAY AND OTHER BONUSES‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 46
a. Coverage, Exclusion/Exemptions from Coverage‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 46
b. Nature of 13th month pay‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 46
c. Commissions vis‐a‐vis 13th month pay‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 48
d. CBA vis‐a‐vis 13th month pay‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 48
8. WOMEN WORKERS‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 48
a. Discrimination (Art. 135, LC); Prohibited Acts (Art. 137, LC)‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 48
b. Stipulation against marriage (Art. 136, LC)‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 49
c. Classification of Certain Women Workers (Art. 138, LC)‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 50
d. Anti‐Sexual Harassment Act (RA 7877)‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 50
9. MINOR WORKERS‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 53
a. Regulation of working hours of a child; Employment of the child in public
entertainment; Prohibition of employing minors in certain undertakings and
in certain advertisements‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 53
10. EMPLOYMENT OF HOUSEHELPERS‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 56
a. Definition‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 56
b. Benefits accorded househelpers‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 56
c. Termination‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 57
d. Reliefs for unjust termination‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 57
11. EMPLOYMENT OF HOMEWORKERS‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 57
a. Definition‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 57
b. Rights and benefits accorded homeworkers‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 58
c. Conditions for deduction from homeworker’s earnings‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 58
12. APPRENTICES AND LEARNERS‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 58
a. Apprentices‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 58
b. Learners‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 61
c. Distinctions between learnership and apprenticeship‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 61
13. HANDICAPPED WORKERS‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 62
a. Definition of “handicapped workers”‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 62
b. Rights of Disabled workers‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 62
c. Prohibitions on discrimination against disabled persons‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 62
d. Incentives for employers‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 62
TABLE OF CONTENTS

D. TERMINATION OF EMPLOYMENT‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 64
1. EMPLOYER‐EMPLOYEE RELATIONSHIP‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 64
a. Four‐fold test‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 65
b. Two‐tiered test‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 66
c. Probationary employment‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 66
d. Kinds of employment‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 69
a) Regular employment‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 69
(1) Reasonable connection rule‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 69
b) Project employment‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 71
(1) Indicators of project employment‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 71
c) Seasonal employment‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 73
d) Casual employment‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 73
e) Fixed term employment; Requisites for validity‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 74
e. Job contracting and Labor‐only contracting‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 75
2. TERMINATION OF EMPLOYMENT‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 79
a. Substantive Due Process‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 79
a) Just Causes‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 79
(1) Serious Misconduct‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 79
(2) Willful Disobedience‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 80
(3) Negligence‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 81
(4) Abandonment‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 81
(5) Fraud; Breach of Trust/Loss of Confidence‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 82
(6) Termination of Employment pursuant to Union Security
Clause‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 83
(7) Totality of Infractions Doctrine‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 84
(8) Commission of a Crime‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 84
(9) Analogous Cases‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 84
b) Authorized Causes‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 84
(1) Redundancy‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 85
(2) Retrenchment‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 86
(3) Closure‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 87
(4) Disease‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 89
b. Procedural Due Process‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 91
a) Agabon Doctrine‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 93
c. Reliefs for illegal dismissal‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 93
a) Reinstatement aspect‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 93
(1) Immediately executor; actual reinstatement and payroll
reinstatement‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 93
b) Separation pay in lieu of reinstatement‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 94
(1) Strained relation rule‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 95
c) Backwages‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 96
(1) Components of the amount of backwages‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 96
d) Constructive Dismissal‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 97
e) Preventive Suspension‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 98
f) Quitclaim‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 98
g) Termination of employment by employee‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 99
3. Retirement Pay Law‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 99
a. Coverage, Exclusions from coverage, Components of Retirement pay‐‐‐‐‐‐‐‐‐‐ 99
b. Retirement pay under RA 7641 vis‐a‐vis Retirment benefits under SSS and
GSIS laws‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 102

E. MANAGEMENT PREROGATIVE‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 103
1. DISCIPLINE‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 103
2. TRANSFER OF EMPLOYEES‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 104
3. PRODUCTIVITY STANDARD‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 104
4. GRANT OF BONUS‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 104
TABLE OF CONTENTS
5. CHANGE OF WORKING HOURS‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 105
6. MARITAL DISCRIMINATION‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 105
7. POST‐EMPLOYMENT BAN‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 106
8. LIMITATIONS IN ITS EXERCISE‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 106

F. SOCIAL LEGISLATION‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 107
1. SSS Law (RA 8282)‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 107
a. Coverage‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 108
b. Exclusions from coverage‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 109
c. Benefits‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 110
d. Beneficiaries‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 114
2. GSIS (RA 8291)‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 115
a. Coverage‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 116
b. Exclusions from coverage‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 116
c. Benefits‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 117
d. Beneficiaries‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 123
3. LIMITED PORTABILITY LAW (RA 7699)‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 124
4. EMPLOYEES’s COMPENSATION‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 124

G. LABOR RELATIONS LAW‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 128
1. RIGHT TO SELF ORGANIZATION‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 128
a. Who may unionize for purposes of collective bargaining‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 128
b. Bargaining Unit‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 128
a) Test to determine the constituency of an appropriate bargaining
unit‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 128
b) Voluntary Recognition‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 130
c. Certification Election‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 131
d. Run‐off Election‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 136
e. Re‐run Election‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 136
f. Consent Election‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 136
g. Affiliation and Disaffiliation of the local union from the mother union‐‐‐‐‐‐‐‐‐ 138
a) Substitutionary Doctrine‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 142
h. Union Dues and Special Assessments‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 142
a) Union Dues‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 142
b) Special Assessments‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 143
i. Agency Fees‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 144
2. RIGHT TO COLLECTIVE BARGAINING‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 144
a. Duty to Bargain Collectively‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 145
b. Mandatory Provisions of the CBA‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 149
a) Grievance Procedure‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 150
b) Voluntary Arbitration‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 150
c) No strike‐No Lockout clause‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 151
d) Labor Management Council‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 151
c. ULP in Collective Bargaining‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 151
d. Unfair Labor Practice‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 152
a) ULP of Employers‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 152
b) ULP of Labor Organizations‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 157
3. RIGHT TO PEACEFUL CONCERTED ACTIVITIES‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 158
a. Forms of Concerted Activities‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 161
b. Who may declare a strike or lockout‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 161
c. Requisites for a valid strike/lockout‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 162
d. Assumption of jurisdiction by the Secretary of Labor or Certification of the
Labor dispute to the NLRC for compulsory arbitration‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 166
e. Nature of Assumption Order or Certification Order‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 167
f. Effect of defiance of Assumption or Certification order‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 168
g. Illegal Strike‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 168
TABLE OF CONTENTS
a) Liability of Officers of the Union and Ordinary Workers‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 169
b) Waiver of Illegality of Strike‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 170
h. Injunctions‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 170
a) Requisites for Labor Injunctions‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 170
b) Innocent Bystander Rule‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 170

H. PROCEDURE AND JURISDICTION‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 172
1. LABOR ARBITER‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 172
a. Jurisdiction‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 172
b. Effect of self‐executing order of reinstatement on backwages‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 174
c. Requirements to perfect appeal to NLRC‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 174
2. NATIONAL LABOR RELATIONS COMMISSION (NLRC)‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 176
a. Jurisdictions‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 176
b. Effect of NLRC reversal of Labor Arbiter’s order of reinstatement‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 178
c. Requirements to perfect appeal to Court of Appeals‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 179
3. BUREAU OF LABOR RELATIONS (BLR)‐MED ARBITERS‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 180
a. Jurisdiction‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 180
4. NATIONAL CONCILIATION AND MEDIATION BOARD‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 182
a. Conciliation vs. Mediation‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 182
b. Preventive Mediation‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 183
c. Arbitration‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 184
5. DOLE REGIONAL DIRECTORS‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 184
a. Small Money Claims‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 184
6. DOLE SECRETARY‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 185
a. Visitorial and Enforcement Powers‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 185
b. Power to suspend effects of Termination‐Art. 277 (b) of the Labor Code‐‐‐‐‐‐ 186
7. VOLUNTARY ARBITRATORS‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 187
a. Submission Agreement‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 187
b. Rule 43, Rules of Court‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 188
8. COURT OF APPEALS‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 189
9. SUPREME COURT‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 190
10. PRESCRIPTION OF ACTIONS‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 190

I. FLOWCHARTS‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 192
1. PHILIPPINE LABOR DISPUTE SETTLEMENT SYSTEM (OVERVIEW)‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 192
a. Overview Based on Jurisdiction‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 192
b. Overview Based on Causes of Action‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 193
a) Injunction‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 194
b) Article 217 of the Labor Code‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 195
c) Money claims under RA 8042 as amended‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 196
d) Unresolved Grievances, other disputes by parties agreements‐‐‐‐‐‐ 197
e) NCMB involving NOS and Lockouts‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 198
f) Enforcement of Labor Standard Laws (Art. 128 of the LC)‐‐‐‐‐‐‐‐‐‐‐‐‐ 199
g) Recovery of Wages, Simple Money Claims and Benefits (Art. 129
of the LC)‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 200
h) Inter‐Intra Union Disputes‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 201
i) Representation Issues‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 202
j) Criminal Action for Illegal Recruitment‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 203

J. INDEX‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 204

K. BIBLIOGRAPHY‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ 207

INDEX
A. FUNDAMENTAL PRINCIPLES Double Holiday Pay 42

Exhaustion of Administrative Remedies 61
Agricultural/Farm Worker 5 Extraordinary Attorney’s Fees 35
Compassionate Justice 4 Facilities 31
Contract‐Interpretation Disputes 7 Field Personnel 23
Contract‐Negotiation Disputes 7 Floor Wage Method 37
Employee 6 Government Employees 23
Employer 6 Handicapped Workers 63, 64
Interest Disputes 7 Hazardous Occupation 60
Inter‐Union Disputes 7 Hazardous Workplace 54
Intra‐Union Disputes 7 Highly Technical Industries 60
Labor 1 Holiday Pay 39
Labor Disputes 6 Hours of Work 24
Labor Law 1 Hours Worked 24
Labor Relations 1 Househelper 57, 59
Labor Standards 1 Homeworkers 58, 59
Non‐Oppression Principle 3 Idle Time 26
Rights Disputes 7 Learners 62
Rule‐Making Power 5 Learnership 62
Social Legislation 1 Learnership Agreement 62
Managerial Employees 23
B. RECRUITMENT AND PLACEMENT Maternity Leave Benefit 44
Meal Period 26
Authority 10 Monthly Paid Employees 41
Direct‐Hiring 14 Muslim Holiday 39
Emigrant 9 Night Shift Differential 30
Illegal Recruitment in a Large Scale 12 Night Work 29
Illegal Recruitment by a Syndicate 12 No‐Pay No‐Work Principle/
Imputed Knowledge Theory 13 Fair Day’s Wage for a Fair Day’s Labor 30
License 9 Non‐Diminution of Benefits 33
Name Hires 9 Non‐Hazardous Work 54
Non‐Licensee/Non‐Holder of Authority 10 No‐Spouse Employment Policy 50
Overseas Employment 9 On The Job Training 60
Overseas Filipino Worker 9 Ordinary Attorney’s Fees 35
Private Employment Agency 9 Overtime Pay 28
Private Recruitment Agency 9 Overtime Work 27
Recruitment and Placement 8 Parental Leave Benefit 45
Seaman 9 Paternity Leave 45
Worker 8 Paternity Leave Benefit 44
Premium Pay 28, 38
C. LABOR STANDARDS Rank‐and‐File Employees 24
Regular Holiday 39, 40
th
13 Month Pay 46 Related Theoretical Instructions 60
Apprentice 59 Retail Establishments 40
Apprenticeable Occupation 60 Salaries 31
Apprenticeship 59, 62 Salary Ceiling Method 36
Bankruptcy 33 Service Charge 46
Battered Woman Leave 46 Service Establishments 40
Bona Fide Occupational Disqualification 50 Service Incentive Leave 43
Child Labor 55 Special Holiday 40
Compressed Workweek 25 Successive Regular Holiday 42
Daily Paid Employees 41 Supervisory Employees 24
Disabled Workers 64 Supplements 31
Domestic Helpers 23 Three‐Fold Liability Rule (Sexual Harassment
Domestic or Household Service 56 cases) 53
204
LABOR LAW TEAM:
ADVISER: ATTY. JOEVEN D. DELLOSA; SUBJECT HEAD: ANGELO S. DIOKNO; ASST. SUBJECT HEAD: KAREN SABUGO, GENESIS R. FULGENCIO
MEMBERS: PALMA CLARISSA V. CARILLO, RANDOLPH IAN CLET, MICHAEL AARON P. GACUTAN, LORRAINE TAGUIAM

UST GOLDEN NOTES 2011
Travel Time 27 Totality of Infractions Doctrine 84

Union Service Fees 36 Two‐ Tiered Test 66
Wage Distortion 32 Willful Disobedience 80
Wages 30 Willful Breach of Trust 82
Waiting Time 26
Weekly Rest Day 37 E. MANAGEMENT PREROGATIVE
Work Day 27
Workers Paid by Results 23 Bonus 104
Working Child 56 Management Prerogative 103
Post Employment Ban 106
D. TERMINATION OF EMPLOYMENT Productivity Standard 104

Abandonment 83 F. SOCIAL LEGISLATION
Agabon Doctrine 95
Backwages 97 Active Members 116
Casual Employment 75 Beneficiaries 126
Closure or Cessation of Business 87, 89, 91 Compensation 115
Commission of a Crime 86 Contingency 108
Constructive Dismissal 99 Death Benefit 111, 127
Control Test 66 Dependents 114, 126
Day Certain Rule 74 Dependent for Support 114
Disease 87, 91 Disability 118
Fixed Term Employment 76 Disability Benefit 112, 126
Four‐ Fold Test 66 Employee 108, 115
Fraud 84 Employee’s Compensation Program 124
Full Backwages 99 Employer 107
Gratuity Pay 104 Employment 108
Gross Negligence 82 Funeral Benefit 112, 122, 127
Habitual Neglect of Duties 82 Going and Coming Rule 125
Incompatibility Doctrine 86 Increased Risk Theory 125
Installation of Labor‐Saving Device 86 Life Insurance Benefits 122
Job‐Contracting 77, 80 Limited Portability Rule 124
Labor‐Only Contracting 77, 79, 80 Lump Sum Amount 111
Last In‐First Out Rule 88 Maternity Benefit 113
Loss of Confidence Doctrine 84 Monthly Pension 110
Preventive Suspension 100 Occupational Disease 124
Probationary Employment 67 Permanent Total Disability 119
Procedural Due Process 93 Permanent Partial Disability 119
Project 73 Policy Holders 117
Project Employment 72, 75 Primary Beneficiaries 114, 123
Quitclaim 101 Retirement Benefits 111, 118
Reasonable Connection Rule 70 Retired Members 117
Redundancy 86, 87 Secondary Beneficiaries 114, 123
Regular Employment 70 Separation Benefits 117
Reinstatement 95 Sickness 125
Reorganization 86 Sickness Benefit 112
Retirement 102 Social Legislation 107
Retirement Benefits 103, 104 Survivorship Benefits 120
Retrenchment 86, 89, 90 Temporary Total Disability 120
Right to Control 77 Unemployment Benefits 117
Seasonal Employment 73
Separation Pay 94 G. LABOR RELATIONS
Serious Misconduct 79
Strained Relations Doctrine 95 7‐Day Strike Ban 164
Sub‐Contracting 76 12‐Month Bar/
Substantial Capital or Investment 77 Certification Year Bar Rule 136, 137
Substantive Due Process 79 Agency Fees 144

205
ACADEMICS CHAIR: LESTER JAY ALAN E. FLORES II
VICE CHAIRS FOR ACADEMICS: KAREN JOY G. SABUGO & JOHN HENRY C. MENDOZA
VICE CHAIR FOR ADMINISTRATION AND FINANCE: JEANELLE C. LEE Facultad de Derecho Civil
VICE CHAIRS FOR LAY‐OUT AND DESIGN: EARL LOUIE M. MASACAYAN & THEENA C. MARTINEZ
INDEX
Appropriate Bargaining Unit 128 Secondary Strike 163

Automatic Renewal Clause 147 Single Enterprise Bargaining 147
Bargaining in Bad Faith 146 Sit Down Strike 161
Bargaining Unit 128 Slowdown 159
Blue‐Sky Bargaining 151 Special Assessment or Extraordinary Fees 143
Boycott 159 Strike 158
Boulwarism 152 Strike Area 159
Certification Election 131, 132, 137 Strike Breaker 159
Check‐Off 143 Substitutionary Doctrine 142
Collective Bargaining 144 Successor‐in‐Interest Doctrine 142
Collective Bargaining Agreement 145 Surface Bargaining 156
Company‐Domination of Union 154 Sweetheart Doctrine 151
Company Union 154 Sympathetic Strike 163
Compulsory Arbitration 150 Totality of Conduct Doctrine 152
Concerted Action 158 ULP Strike 161
Consent Election 136, 137 Union Dues 142, 144
Contract Bar Rule 134 Union Election 132
Contracting Out 153 Unregistered Chartered Local Union 140
Conversion Doctrine 162 Violation of Duty to Bargain 155
Cooling‐Off Period 164 Voluntary Arbitration 150
Deadlock 135, 147 Voluntary Recognition 130
Deadlock Bar Rule 135, 135 Welga ng Bayan/Cause Oriented Strike 163
Direct Certification 133, 137 Wild Cat Strike 163
Discrimination 154 Yellow Dog Contract 153
Double Majority Rule 136 Zipper Clause 145
Economic Provisions 148
Economic Strike 161 H. PROCEDURE AND JURISDICTION
Featherbedding/Make Work Activities 151
Good Faith Strike Doctrine 169 Arbitration 184
Grievance 149 Compulsory Arbitration 175
Grievance Machinery 150 Conciliation 182
Grievance Procedure 150 Enforcement Power 185
Illegal Strike 162, 170 Exclusive Appellate Jurisdiction 177
Independently Registered Local Union 140 Exclusive Original Jurisdiction 176
Innocent By‐Stander Rule 170 Injunction or Temporary Restraining Order 179
Injunction 170 Mediation 182
Interference 152 Mediator‐Arbiter 180
Internal Union Dispute 159 National Labor Relations Commission 176
Labor Dispute 160 Tripartism 184
Legal Strike 161 Visitorial Power 185
Lockout 152, 158 Voluntary Arbitrator 187
Mandatory Provisions 149
Multi‐Employer Bargaining Scheme 148
Negotiation Bar Rule 133, 136
No Backwage Rule 166
No‐Strike No‐Lockout Clause 151
One‐Union One‐Company Policy 129
Paid Negotiation 156
Picketing 158
Premature Extension Doctrine 135
Preventive Mediation Case 165, 183
Quickie Strike 163
Refusal to Bargain 151
Re‐Run Election 136, 137
Right to Self‐Organization 128
Run‐Away Shop 153
Run‐Off Election 136, 137
LABOR LAW TEAM:
206 ADVISER: ATTY. JOEVEN D. DELLOSA; SUBJECT HEAD: ANGELO S. DIOKNO; ASST. SUBJECT HEAD: KAREN SABUGO, GENESIS R. FULGENCIO


Bibliography

Alcantara, Samson S. Reviewer in Labor and Social Legislation. Quezon City: The Philippine Labor Relations Journal, 2004
Abad, Antonio H. Jr. Compendium on Labor Law. Manila: Rex Bookstore Inc., 2006.
th
Azucena, Jr., Cesario A. The Labor Code with Comments and Cases, Vol. I, 6 Ed. Quezon City: Rex Printing Co., 2007.
Azucena, Jr., Cesario A. The Labor Code with Comments and Cases, Vol. II, 6th Ed. Quezon City: Rex Printing Co., 2007
Labitag, Eduardo A. Answers to Bar Examination Questions in Labor and Social Legislations (1987‐2007). Quezon City:
Information and Publication Division U.P. Law Complex, 2008.
Poquiz, Salvador A. Labor Standards Law with Note and Comments. Manila: Rex Bookstore Inc., 2005.
Poquiz, Salvador A. Labor Relations Law with Notes and Comments. Manila: Rex Bookstore Inc., 2006.
http://blr.dole.gov.ph
http://www.bwc.dole.gov.ph
http://www.chanrobles.com
http://www.lawphil.net
http://ncmb.ph/
http://sc.judiciary.gov.ph


207
ACADEMICS CHAIR: LESTER JAY ALAN E. FLORES II
FUNDAMENTAL PRINCIPLES AND POLICIES
LABOR LAW 3. Social legislation – It includes laws that

provide particular kinds of protection or
Q: What is labor? benefits to society or segments thereof in
furtherance of social justice.
A: It is the exertion by human beings of physical or e.g. GSIS Law, SSS Law, Philhealth benefits
mental efforts, or both, towards the production of
goods and services. Q: Is there any distinction between labor
legislation and social legislation? Explain.
Q: What is labor law?
A: Labor legislation is sometimes distinguished from
A: The law governing the rights and duties of the social legislation by the former referring to labor
employer and employees with respect to: statutes, like Labor Relations Law and Labor
Standards, and the latter to Social Security Laws.
1. The terms and conditions of employment Labor legislation focuses on the rights of the worker
and in the workplace.
2. Labor disputes arising from collective
bargaining (CB) respecting such terms and Social legislation is a broad term and may include
conditions. not only laws that give social security protection,
but also those that help the worker secure housing
Q: What is the purpose of labor legislation? and basic necessities. The Comprehensive Agrarian
Reform Law could also be considered a social
A: Labor legislation is an exercise of police power. legislation. All labor laws are social legislation, but
The purpose of labor legislation is to regulate the not all social legislation is labor law. (1994 Bar
relations between employers (Ers) and employees Question)
(Ees) respecting the terms and conditions of
employment, either by providing for certain Q: What are the sources of labor laws?
standards or for a legal framework within which
better terms and conditions of work could be A:
negotiated through CB. It is intended to correct the 1. Labor Code and other related special
injustices inherent in Er‐Ee relationship. (2006 Bar legislation
Question) 2. Contract
3. Collective Bargaining Agreement
Q: What are the classifications of labor law? 4. Past practices
5. Company policies
A:
1. Labor standards – The minimum terms A. FUNDAMENTAL PRINCIPLES AND POLICIES
and conditions of employment prescribed
by existing laws, rules and regulations 1.CONSTITUTIONAL PROVISIONS
relating to wages, hours of work, cost‐of‐
living allowance and other monetary and Q: What are the constitutional mandates with
welfare benefits. (Batong Buhay Gold regard labor laws?
Mines, Inc. v. Dela Serna, G.R. No. 86963,
August 6,1999) A:
th
e.g. 13 month pay 1. Sec. 3, Art. XIII – The State shall afford full
2. Labor relations – Defines and regulates protection to labor, local and overseas,
the status, rights and duties, and the organized and unorganized, and promote
institutional mechanisms, that govern the full employment and equality of
individual and collective interactions of employment opportunities for all.
Ers, Ees, or their representatives. It is
concerned with the stabilization of It shall guarantee the rights of all workers
relations of Er and Ees and seek to to self‐organization, collective bargaining
forestall and adjust the differences and negotiations, and peaceful concerted
between them by the encouragement of activities, including the right to strike in
collective bargaining and the settlement accordance with law. They shall be
of labor disputes through conciliation, entitled to security of tenure, humane
mediation and arbitration. conditions of work, and a living wage.
e.g. Additional allowance pursuant to They shall also participate in policy and
CBA decision‐making processes affecting their
1
ACADEMICS CHAIR: LESTER JAY ALAN E. FLORES II U N I V E R S I T Y O F S A N T O T O M A S

rights and benefits as may be provided by provides incentives to needed

law. investments.

The State shall promote the principle of 9. Sec. 1, Art. III ‐ No person shall be
shared responsibility between workers deprived of life, liberty, or property
and employers and the preferential use of without due process of law, nor shall any
voluntary modes in settling disputes, person be denied the equal protection of
including conciliation, and shall enforce the laws.
their mutual compliance therewith to
foster industrial peace. The State shall 10. Sec. 4, Art. III ‐ No law shall be passed
regulate the relations between workers abridging the freedom of speech, of
and employers, recognizing the right of expression, or of the press, or the right of
labor to its just share in the fruits of the people peaceably to assemble and
production and the right of enterprises to petition the government for redress of
reasonable returns to investments, and to grievances.
expansion and growth.
11. Sec. 8, Art. III – The right of the people,
2. Sec. 9, Art. II – The State shall promote a including those employed in the public
just and dynamic social order that will and private sectors, to form unions,
ensure the prosperity and independence associations, or societies for purposes not
of the nation and free the people from contrary to law shall not be abridged.
poverty through policies that provide
adequate social services, promote full 12. Sec. 1, Art. XIII ‐ The Congress shall give
employment, a rising standard of living, highest priority to the enactment of
and an improved quality of life for all. measures that protect and enhance the
right of all the people to human dignity,
3. Sec. 10, Art II ‐ The State shall promote reduce social, economic, and political
social justice in all phases of national inequalities, and remove cultural
development. inequities by equitably diffusing wealth
and political power for the common good.
4. Sec. 11, Art II ‐ The State values the
dignity of every human person and To this end, the State shall regulate the
guarantees full respect for human rights. acquisition, ownership, use, and
disposition of property and its
5. Sec. 13, Art. II ‐ The State recognizes the increments.
vital role of the youth in nation‐building
and shall promote and protect their 13. Sec. 2, Art. XIII ‐ The promotion of social
physical, moral, spiritual, intellectual, and justice shall include the commitment to
social well‐being. It shall inculcate in the create economic opportunities based on
youth patriotism and nationalism, and freedom of initiative and self‐reliance.
encourage their involvement in public and
civic affairs. 14. Sec. 14, Art. XIII – The State shall protect
working women by providing safe and
6. Sec. 14, Art. II ‐ The State recognizes the healthful working conditions, taking into
role of women in nation‐building, and account their maternal functions, and
shall ensure the fundamental equality such facilities and opportunities that will
before the law of women and men. enhance their welfare and enable them to
realize their full potential in the service of
the nation.

7. Sec. 18, Art. II – The State affirms labor as Q: What is the State policy on labor as found in the
a primary social economic force. It shall constitution (Sec. 3, Art. XIII)?
protect the rights of workers and
promote their welfare. A:
1. Afford full protection to labor
8. Sec. 20, Art. II ‐ The State recognizes the 2. Promote full employment
indispensable role of the private sector, 3. Ensure equal work opportunities
encourages private enterprise, and regardless of sex, race, or creed
2
LABOR LAW TEAM:
ADVISER: ATTY. JOEVEN D. DELLOSA; SUBJECT HEAD: ANGELO S. DIOKNO; ASST. SUBJECT HEADS: KAREN SABUGO, GENESIS R. FULGENCIO

4. Assure the rights of workers to self safety and decent living for the
organization, security of tenure, just and laborer.
humane conditions of work, participate in d. Art. 1703 – No contract which
policy and decision‐making processes practically amounts to involuntary
affecting their right and benefits servitude, under any guise
5. Regulate the relations between workers whatsoever, shall be valid.
and employers
2. Revised Penal Code
Q: What are the basic rights of workers Art. 289 – Formation, maintenance and
guaranteed by the Constitution (Sec. 3, Art. XIII)? prohibition of combination of capital or
labor through violence or threats. – Any
A: person who, for the purpose of
1. Security of tenure organizing, maintaining or preventing
2. Receive a living wage coalitions or capital or labor, strike of
3. Humane working conditions laborers or lock‐out of employees, shall
4. Share in the fruits of production employ violence or threats in such a
5. Organize themselves degree as to compel or force the laborers
6. Conduct collective bargaining or or employers in the free and legal
negotiation with management exercise of their industry or work, if the
7. Engage in peaceful concerted activities act shall not constitute a more serious
including strike offense in accordance with the provisions
8. Participate in policy and decision making of the RPC.
processes
3. Special Laws
Q: What is the principle of non‐oppression? a. GSIS Law
th
b. 13 Month Pay Law
A: The principle mandates capital and labor not to c. Retirement Pay Law
act oppressively against each other or impair the d. SSS Law
interest and convenience of the public. The e. Paternity Leave Act
protection to labor clause in the Constitution is not f. Anti – Child Labor Act
designed to oppress or destroy capital. (Capili v. g. Anti – Sexual Harassment Act
NLRC, G.R. No. 117378, Mar. 26, 1997) h. Magna Carta for Public Health
Workers
2.NEW CIVIL CODE AND OTHER LAWS i. Solo Parents Welfare Act of 2000
j. National Health Insurance Act as
Q: What are other related laws to labor? amended by R.A. 9241
k. Migrant Workers and Overseas
A: Filipinos Act of 1995 as amended by
1. Civil Code RA 10022
a. Art. 1700 – The relations between l. PERA Act of 2008
capital and labor are not merely m. Home Development Mutual Fund
contractual. They are so impressed Law of 2009
with public interest that labor n. The Magna Carta of Women
contracts must yield to the common o. Comprehensive Agrarian Reform Law
good. Therefore, such contracts are as amended by R.A. 9700
subject to the special laws on labor
unions, collective bargaining, strikes 3.LABOR CODE
and lockouts, closed shop, wages,
working conditions, hours of labor Q: What is the aim of labor laws?
and similar subjects.
b. Art. 1701 – Neither capital nor labor A: The justification of labor laws is social justice.
shall act oppressively against the Social justice is “neither communism, nor
other, or impair the interest or despotism, nor atomism, nor anarchy,” but the
convenience of the public. humanization of laws and the equalization of social
c. Art. 1702 – In case of doubt, all labor and economic force by the State so that justice in
legislation and all labor contracts its rational and objectively secular conception may
shall be construed in favor of the at least be approximated. Social justice means the
promotion of the welfare of all the people, the
3

adoption by the government of measures A: No, the Constitution provides that the State shall

calculated to insure economic stability of all the afford full protection to labor. Furthermore, the
competent elements of society, through the State affirms labor as a primary economic force. It
maintenance of a proper economic and social shall protect the rights of workers and promote
equilibrium in the interrelations of the members of their welfare. (1998 Bar Question)
the community, constitutionally, through the
adoption of measures legally justifiable, or extra‐ a.Art. 3. Declaration of Basic Policy
constitutionally, through the exercise of powers
underlying the existence of all governments on the Q: What is the policy of the State as regards labor
time‐honored principle of salus populi est suprema as found in the Labor Code (Art. 12)?
lex. (Calalang v. Williams, G.R. No. 47800, Dec. 2,
1940) A:
1. Promote and maintain a State of full
Q: What is “compassionate justice”? employment through improved
manpower training, allocation and
A: It is disregarding rigid rules and giving due weight utilization;
to all equities of the case. 2. Protect every citizen desiring to work
locally or overseas by securing for him the
e.g: Employee validly dismissed may still be given best possible terms and conditions of
severance pay. employment;
3. Facilitate a free choice of available
Q: How should doubts in the implementation and employment by persons seeking work in
interpretation of the Labor Code (LC) and its conformity with the national interest;
Implementing Rules and Regulations (IRR) be 4. Facilitate and regulate the movement of
resolved? workers in conformity with the national
interest;
A: They should be resolved in favor of labor. 5. Regulate the employment of aliens,
including the establishment of a
Q: What is the concept of liberal approach in registration and/or work permit system;
interpreting the LC and its IRR? 6. Strengthen the network of public
employment offices and rationalize the
A: The workers' welfare should be the paramount participation of the private sector in the
consideration in interpreting the LC and its IRR. recruitment and placement of workers,
This is rooted in the constitutional mandate to locally and overseas, to serve national
afford full protection to labor. (PLDT v. NLRC, G.R. development objectives;
No. 111933, July 23, 1997). It underscores the 7. Ensure careful selection of Filipino
policy of social justice to accommodate the workers for overseas employment in
interests of the working class on the humane order to protect the good name of the
justification that those who have less in life shall Philippines abroad.
have more in law. (PAL v. Santos, G.R. No. 77875,
Feb. 4, 1993). (2006 Bar Question) Q: What are the reasons for affording greater
protection to employees?
Q: Art. 4 of the LC provides that in case of doubt in
the implementation and interpretation of the A:
provisions of the LC and its IRR, the doubt shall be 1. Greater supply than demand for labor;
resolved in favor of labor. Art. 1702 of the Civil and
Code also provides that in case of doubt, all labor 2. Need for employment by labor comes
legislation and all labor contracts shall be from vital and desperate necessity.
construed in favor of the safety and decent living (Sanchez v. Harry Lyons Construction Inc.,
of the laborer. G.R. L‐2779, Oct. 18, 1950)

Mica‐Mara Company assails the validity of these Q: Are all labor disputes resolved in favor of labor?
statutes on the ground that they violate its
constitutional right to equal protection of the A: No. The law also recognizes that management
laws. Is the contention of Mica Mara Company has rights which are also entitled to respect and
tenable? Discuss fully. enforcement in the interest of fair play. (St. Lukes
Medical Center Ees Ass’n v. NLRC, G.R. No. 162053,
Mar. 7, 2007)
4
LABOR LAW TEAM:

1. One employed in an agricultural or farm

b.Art. 5. Rules and Regulations enterprise,
2. Performs tasks which are directly related
Q: Who is given the “rule‐making power”? to agricultural activities of the Er, and
3. Any activities performed by a farmer as
A: The Department of Labor and other gov’t an incident to farming operations.
agencies charged with the administration and
enforcement of the Labor Code or any of its parts d.Art. 211. Declaration of Policy
shall promulgate the necessary implementing rules
and regulations. Such rules and regulations shall Q: What are the policy objectives of our labor
become effective 15 days after announcement of relations law?
their adoption in newspapers of general circulation.
A: The state aims to promote:
Q: What are the limitations to the “rule‐making 1. Free collective bargaining (CB) and
power” given to the Secretary of Labor and negotiations, including voluntary
Employment and other gov’t agencies? arbitration, mediation and conciliation as
modes of settling labor or industrial
A: It must: disputes;
1. Be issued under the authority of the law 2. Free trade unionism;
2. Not be contrary to law and the 3. Free and voluntary organization of a
Constitution strong and united labor movement;
4. Enlightenment of workers concerning
c.Art. 6. Applicability their rights and obligations as union
members and as Ees;
Q: To whom shall all rights and benefits under the 5. Adequate administrative machinery for
LC apply? the expeditious settlement of labor or
industrial disputes;
A: GR: All rights and benefits granted to workers 6. Stable but dynamic and just industrial
under the LC shall apply alike to all workers, peace;
whether agricultural or non‐agricultural. 7. Participation of workers in the decision‐
making processes affecting their rights,
XPN: duties and welfare;
1. Government employees (Ees) 8. Truly democratic method of regulating
2. Ees of government corporations created the relations between the Ers and Ees by
by special or original charter means of agreements freely entered into
3. Foreign governments through CB, no court or administrative
4. International agencies agency or official shall have the power to
5. Corporate officers/ intra‐corporate set or fix wages, rates of pay, hours of
disputes which fall under P.D. 902‐A and work or other terms and conditions of
now fall under the jurisdiction of the employment, except as otherwise
regular courts pursuant to the Securities provided under the LC.
Regulation Code (SRC).
6. Local water district except where NLRC’s e.Art. 212. Definitions
jurisdiction is invoked.
7. As may otherwise be provided by the LC Q: Who is an employer (Er)?

Q: What is the test in determining whether a GOCC A: Any person acting in the interest of an Er,
is subject to the Civil Service Law? directly or indirectly. The term does not include a
labor organization (LO) or any of its officers and
A: It is determined by the manner of their creation. agents, except when acting as an Er. (Art.212[e])
Gov’t corporations that are created by special
(original) charter from Congress are subject to Civil An Er is defined as any person or entity that
Service rules, while those incorporated under the employs the services of others; one for whom work
General Corporation Law are covered by the LC. and who pays their wages of salaries; any person
acting in the interest of an Er; refers to the
Q: Who is an agricultural/farm worker? enterprise where the LO operates or seeks to
operate. (Sec.1[s], Rule I, Book V, IRR)
A:
Q: When is a labor organization deemed an Er?
5

A: When it is acting as such in relation to persons or representation of persons in
rendering services under hire, particularly in negotiating, fixing, maintaining or
connection with its activities for profit or gain. changing terms or conditions of
employment.
Note: The mere fact that respondent is a labor union
does not mean that it cannot be considered an Er for
persons who work for it. Much less should it be Q: What are the kinds of labor disputes?
exempted from labor laws. (Bautista v. Inciong, G.R.
No. L‐52824, Mar. 16, 1988) A:
1. Labor standard disputes
Q: Who is an employee (Ee)? a. Compensation – E.g. Underpayment
of minimum wage; stringent output
A: quota; illegal pay deductions
1. Any person in the employ of the Er b. Benefits – E.g. Non‐payment of
2. Any individual whose work has ceased as holiday pay, OT pay or other benefits
a result of or in connection with any c. Working Conditions – E.g. Unrectified
current labor dispute or because of any work hazards
unfair labor practice if he has not
obtained any other substantially 2. Labor relations disputes
equivalent and regular employment
3. One who has been dismissed from work a. Organizational right disputes/ULP –
but the legality of dismissal is being E.g. Coercion, restraint or
contested in a forum of appropriate interference in unionization efforts;
jurisdiction. (D.O. No. 40‐03, Mar. 15, reprisal or discrimination due to
2003) union activities; company unionism;
Note: The term shall not be limited to the Ees of a
ULP, strike or lockout; union
particular Er unless the LC explicitly states.
members’ complaint against union
Any Ee, whether employed for a definite period or not, officers
shall, beginning on the first day of service, be b. Representation disputes – E.g.
considered an Ee for purposes of membership in any Uncertainty as to which is the
labor union. (Art. 277[c], LC) majority union; determination of
appropriate CB unit; contests for
Q: What is a labor dispute? recognition by different sets of
officers in the same union
A: Includes any controversy or matter concerning: c. Bargaining disputes – E.g. Refusal to
bargain; bargaining in bad faith;
1. Terms and conditions of employment, or bargaining deadlock; economic strike
2. The association or representation of or lockout
persons in negotiating, fixing, d. Contract administration or personnel
maintaining, changing or arranging the policy disputes – E.g. Non‐
terms and conditions of employment compliance with CBA provision (ULP
3. Regardless of whether the disputants if gross non compliance with
stand in the proximate relation of Er and economic provisions); disregard of
Ee. (Art.212[l]) grievance machinery; non
observance of unwarranted use of
union security clause; illegal or
Q: What are the tests on whether a controversy unreasonable personnel
falls within the definition of a labor dispute? management policies; violation of
no‐strike/no‐lockout agreement
A: e. Employment tenure disputes – E.g.
Non‐regularization of Ees; non‐
1. As to nature – It depends on whether the absorption of labor only contracting
dispute arises from Er‐Ee relationship, staff; illegal termination; non‐
although disputants need not be issuance of employment contract
proximately “Er” or “Ee” of another.
Q: Who are the parties to a dispute?
2. As to subject matter – The test depends
on whether it concerns terms or
conditions of employment or association
6
LABOR LAW TEAM:

A: A: The Labor Organization designated or selected

1. Primary parties are the Er, Ees and the by the majority of the employees in an appropriate
union. collective bargaining unit shall be the exclusive
2. Secondary parties are the voluntary representative of the employees in such unit for the
arbitrator, agencies of DOLE, NLRC, purpose of collective bargaining. However, an
Secretary of Labor and the Office of the individual employee or group of employees shall
President. have the right at any time to present grievances to
their employer. (As amended by Sec. 22, R.A. No.
Q: What is an inter‐union dispute? 6715, Mar. 15, 1989)

A: Any conflict between and among legitimate labor Q: What is the extent of the worker’s right to
unions involving representation questions for the participate in policy and decision‐making
purposes of CB or to any other conflict or dispute processes in a company?
between legitimate labor unions.
A: Such right refers not only to formulation of
Q: What is an intra‐union dispute? corporate programs and policies but also to
participation in grievance procedures and voluntary
A: Any conflict between and among union modes of settling disputes.
members, grievances arising from any violation of
the rights and conditions of membership, violation Q: Explain the extent of the workers’ right to
of or disagreement over any provision of the participate in policy and decision‐making process
union’s constitution and by‐laws, or disputes from as provided under Art. XIII, Sec. 13 of the 1987
chartering or affiliation of union. Constitution. Does it include membership in the
Board of Directors of a corporation?
Q: What are rights disputes?
A: No. In Manila Electric Company v. Quisumbing,
A: They are claims for violations of a specific right G.R. No. 127598, January 27, 1999, the SC
arising from a contract, i.e. CBA or company recognized the right of the union to participate in
policies. policy formulation and decision making process on
matters affecting the Union members’ rights, duties
Q: What are interest disputes?
and welfare. However, the SC held that such
participation of the union in committees of Er
A: They involve questions on “what should be
Meralco is not in the nature of a co‐management
included in the CBA”. Strictly speaking, the parties
control of the business of Meralco. Impliedly,
may choose a voluntary arbitrator to decide on the
therefore, workers’ participatory right in policy and
terms and conditions of employment, but this is
decision‐making processes does not include the
impracticable because it will be a value judgment of
right to put a union member in the Corporation’s
the arbitrators and not of the parties.
Board of Directors. (2008 Bar Question)
Q: What are contract–negotiation disputes?
Q: May an Er solicit questions, suggestions and
A: These are disputes as to the terms of the CBA. complaints from Ees even though the Ees are
represented by a union?
Q: What are contract–interpretation disputes?
A: Yes, provided:
A: These are disputes arising under an existing CBA,
involving such matters as the interpretation and 1. The CB representative executes an
application of the contract, or alleged violation of agreement waiving the right to be present
its provisions. on any occasion when Ee grievances are
being adjusted by the Er; and
f.Art. 255. Exclusive Bargaining Representation 2. Er acts strictly within the terms of his
(EBR) and Worker’s Participation in Policy and waiver agreement.
Decision Making
Q: The hotel union filed a Notice of Strike with the
Q: Who shall be the bargaining representative of NCMB due to ULP against the Diamond Hotel who
the Employees for purposes of collective refused to bargain with it. The hotel advised the
bargaining? union that since it was not certified by the DOLE as
the exclusive bargaining agent, it could not be
7

recognized as such. Whether the Union may

bargain collectively?

A: No. Art. 255 of the LC declares that only the
labor organization designated or selected by the
majority of the Ees in an appropriate collective
bargaining (CB) unit is the exclusive representative
of the employees (Ees) in such unit for the purpose
of CB. The union is admittedly not the exclusive
representative of the majority of the Ees of the
hotel, hence, it could not demand from the hotel
the right to bargain collectively in their behalf.
(Manila Diamond Hotel v. Manila Diamond Hotel
Ees Union, G.R. No. 158075, June 30, 2006)

Q: Are probationary Ees allowed to vote at the
time of the certification elections?

A: Yes. Under Art. 255 of the LC the “labor
organization designated or selected by the majority
of the Ees in an appropriate bargaining unit shall be
the exclusive representative of the Ees in such unit
for purposes of CB.” CB covers all aspects of the
employment relation and the resultant CBA
negotiated by the certified union binds all Ees in the
bargaining unit. Hence, all rank and file Ees,
probationary or permanent, have a substantial
interest in the selection of the bargaining
representative. The LC makes no distinction as to
their employment status as basis for eligibility in
supporting the petition for certification election.
The law refers to "all" the Ees in the bargaining unit.
All they need to be eligible to support the petition is
to belong to the "bargaining unit." The provision in
the CBA disqualifying probationary Ees from voting
cannot override the constitutionally‐protected right
of workers to self‐organization, as well as the
provisions of the LC and its implementing rules on
certification elections and jurisprudence. A law is
read into, and forms part of, a contract. Provisions
in a contract are valid only if they are not contrary
to law, morals, good customs, public order or public
policy. (NUWHRAIN‐MPHC v. SLE, G.R. No. 181531,
July 31, 2009)

8
LABOR LAW TEAM:

RECRUITMENT AND PLACEMENT
B. RECRUITMENT AND PLACEMENT 3. Members of the diplomatic corps (but

hiring must go through POEA)
1. RECRUITMENT OF LOCAL AND MIGRANT 4. Public employment offices
WORKERS 5. Private recruitment offices
6. Private employment agencies
a.Recruitment and Placement 7. POEA
8. Shipping or manning agents or
Q: Who is a worker? representatives
9. Name hires
A: Any member of the labor force, whether
employed or unemployed. (Art. 13 [a], LC) Q: Who are name hires?

Q: What is recruitment and placement? A: They are individual workers who are able to
secure contracts for overseas employment on their
A: own efforts and representations without the
1. Any act of canvassing, enlisting, assistance or participation of any agency. Their
contracting, transporting, utilizing, hiring hiring, nonetheless, shall pass through the POEA for
or procuring workers; and processing purposes. (Part III, Rule III, POEA Rules
2. Includes referrals, contact services, Governing Overseas Employment as amended in
promising or advertising for employment, 2002)
locally or abroad, whether for profit or
not. (Art. 13 [b],LC) Q: What if employment is offered to only one
person?
Q: What are the essential elements in determining
whether one is engaged in A: Immaterial. The number of persons dealt with is
recruitment/placement? not an essential ingredient of the act of recruitment
and placement of workers. The proviso merely lays
A: It must be shown that: down a rule of evidence that where a fee is
collected in consideration of a promise or offer of
1. The accused gave the complainant the employment to 2 or more prospective workers, the
distinct impression that she had the individual or entity dealing with them shall be
power or ability to send the complainant deemed to be engaged in the act of recruitment
for work, and placement. The words "shall be deemed"
2. Such that the latter was convinced to part create that presumption. (People v. Panis, G.R. L‐
with his money in order to be so 58674‐77, July 11, 1986)
employed. (People v. Goce, G.R. No.
113161, Aug. 29, 1995) Q: What is a private employment agency?

Q: Who is deemed engaged in recruitment and A: Any person or entity engaged in the recruitment
placement? and placement of workers for a fee which is
charged, directly or indirectly, from the workers or
A: Any person or entity which, in any manner, employers or both.
offers or promises for a fee employment to 2 or
more persons. (Art. 13[b], LC) Q: What is a private recruitment agency?

Q: What is the rule in recruitment and placement? A: It is any person or association engaged in the
recruitment and placement of workers without
A: GR: No person or entity other than the public charging any fee, directly or indirectly, from the
employment offices, shall engage in the workers or employers.
recruitment and placement of workers
Q: Who is a seaman?
XPN:
1. Construction contractors if authorized by A: Any person employed in a vessel engaged in
the DOLE and Construction Industry maritime navigation.
Authority
2. Other persons or entities as may be Q: What is overseas employment?
authorized by the SLE
9

A: It is employment of a worker outside the and executory orders within the period of

Philippines. validity of its license
2. Violations of the conditions of license
Q: Who is an overseas Filipino worker (OFW)? 3. Engaging in acts of misrepresentation for
the purpose of securing a license or
A: A person who is to be engaged, is engaged or has renewal
been engaged in a remunerated activity in a State 4. Engaging in the recruitment or placement
of which he or she is not a citizen or on board a of workers to jobs harmful to the public
vessel navigating the foreign seas other than a health or morality or to the dignity of the
government ship used for military or non‐ country. (Sec. 3, Rule I, Book VI, Rules and
commercial purposes or on an installation located Regulations Governing Overseas
offshore or on the high seas; to be used Employment)
interchangeably with migrant worker. (Sec.2, R.A.
10022 amending R.A. 8042) Q: What are the grounds for suspension or
cancellation of license?
Q: Who is an emigrant?
A:
A: Any person, worker or otherwise, who emigrates 1. Prohibited acts under Art. 34
to a foreign country by virtue of an immigrant visa 2. Publishing job announcements w/o
or resident permit or its equivalent in the country POEA’s approval
of destination. 3. Charging a fee which may be in excess of
the authorized amount before a worker is
b.Illegal Recruitment, Art. 38 (Local), Sec. 6, Migrant employed
Workers Act, RA 8042 4. Deploying workers w/o processing
through POEA
(a)License v. Authority 5. Recruitment in places outside its
authorized area. (Sec. 4, Rule II, Book IV,
Q: What is a license? POEA Rules)

A: It is issued by DOLE authorizing a person or Q: Is the license or authority transferable?
entity to operate a private employment agency.
A: No, they are non‐transferable. (Art. 29)
Q: What is an Authority?
Q: A Recruitment and Placement Agency declared
A: It is a document issued by the DOLE authorizing voluntary bankruptcy. Among its assets is its
a person or association to engage in recruitment license to engage in business. Is the license of the
and placement activities as a private recruitment bankrupt agency an asset which can be sold in
entity. public auction by the liquidator?

Q: Who is a non‐licensee / non‐holder of A: No, because of the non‐transferability of the
authority? license to engage in recruitment and placement.
The LC (Art. 29) provides that no license to engage
A: Any person, corporation or entity: in recruitment and placement shall be used directly
or indirectly by any person other than the one in
1. Which has not been issued a valid license whose favor it was issued nor may such license be
or authority to engage in recruitment and transferred, conveyed or assigned to any other
placement by the Secretary of Labor and person or entity. It may be noted that the grant of
Employment (SLE) or a license is a governmental act by the DOLE based
2. Whose license or authority has been on personal qualifications, and citizenship and
suspended, revoked or cancelled by the capitalization requirements. (Arts.27‐28, LC). (1998
POEA or the SLE Bar Question)

Q: What are the grounds for revocation of license? Note: Change of ownership or relationship of a single
proprietorship licensed to engage in overseas
A: employment shall cause the automatic revocation of
1. Incurring an accumulated 3 counts of the license.
suspension by an agency based on final
Q: Concerned Filipino contract workers in the
Middle East reported to the DFA that XYZ, a
10
LABOR LAW TEAM:

private recruitment and placement agency, is (b)Illegal Recruitment

covertly transporting extremists to terrorist
training camps abroad. Intelligence agencies of the Q: What are the elements of Illegal Recruitment?
gov’t allegedly confirmed the report. Upon being
alerted by the DFA, the DOLE issued orders A:
cancelling the licenses of XYZ, and imposing an 1. Offender is a non‐licensee or non‐holder
immediate travel ban on its recruits for the Middle of authority to lawfully engage in the
East. XYZ appealed to the Office of the President recruitment/placement of workers
to reverse and set aside the DOLE orders, citing 2. Offender undertakes:
damages from loss of employment of its recruits, a. Any act of canvassing, enlisting,
and violations of due process including lack of contracting, transporting, utilizing,
notice and hearing by DOLE. The DOLE in its hiring or procuring workers, and
answer claimed the existence of an emergency in includes referrals, contact services,
the Middle East which required prompt measures promising or advertising for
to protect the life and limb of OFWs from a clear employment, locally or abroad,
and present danger posed by the ongoing war whether for profit or not (Art. 13[b]);
against terrorism. Should the DOLE orders be or
upheld or set aside? b. Any of prohibited practices under
Art. 34
A:
1. The DOLE order cancelling the licenses of Q: When is there Simple Illegal Recruitment?
XYZ is void because a report that an A: It is considered simple illegal recruitment when
agency is covertly transporting extremists it involves less than three (3) victims or recruiters.
is not a valid ground for cancellation of a
Certificate of Registration (Art. 239, LC Q: Larry Domingo was accused of the crime of
and there is failure of due process as no illegal recruitment. He argued that he issued no
hearing was conducted prior to the receipt or document in which he acknowledged as
cancellation (Art. 238, LC). having received any money for the promised jobs.
Hence, he should be free him from liability. Was
2. The DOLE order imposing the travel ban is Larry engaged in recruitment activities?
valid because it is a valid exercise of
police power to protect the national A: Yes. Even if at the time Larry was promising
interest (Sec. 3, Art. XIII, Constitution on employment no cash was given to him, he is still
full protection to labor safety of workers) considered as having been engaged in recruitment
and on the rule making authority of the activities, since Art.13(b) of the LC states that the
SLE. (Art. 5, LC; Phil. Ass’n. of Service act of recruitment may be for profit or not. It
Exporters v. Drilon, G.R. No. 81958, June suffices that Larry promised or offered employment
30, 1988). (2004 Bar Question) for a fee to the complaining witnesses to warrant
his conviction for illegal recruitment. (People v.
Q: Who are the persons prohibited from engaging Domingo, G.R. No. 181475, April 7, 2009, J. Carpio‐
the business of recruiting migrant workers? Morales)

A: Q: What is the difference between the LC and R.A.
1. Unlawful for any official or Ee of the: 8042 or the Overseas Filipinos and Overseas
a. DOLE Migrant Workers Act?
b. POEA
c. Overseas Workers Welfare A:
Administration (OWWA) R.A. 8042, as amended by RA
LC (Art. 38)
d. DFA 10022
e. Other gov’t agencies involved in the Applies to recruitment for
implementation of this Act Local recruitment
overseas employment
th
2. Their relatives within the 4 civil degree Illegal recruitment Illegal recruitment under Sec. 6
of consanguinity or affinity, to engage, under Art. 38 means means any recruitment activity
directly or indirectly in the business of any recruitment committed by non‐licensees/
recruiting migrant workers. (Sec. 8, R.A. activity including non‐holders of authority or
8042) prohibited acts prohibited acts (same as Art.
under Art. 34 34, LC)
committed by non‐
11

licensees or non‐ Added to the following in the believed that her application for the renewal of
holders of authority. list of prohibited acts: her license would be approved. She adduced in
1. Failure to actually deploy evidence the Affidavits of Desistance which the
without valid reason; four private complainants had executed after the
2. Failure to reimburse prosecution rested its case. In the said affidavits,
expenses incurred by the they acknowledge receipt of the refund by
worker in connection with Maryrose of the total amount of P120,000.00 and
his/her documentation
indicated that they were no longer interested to
and processing for
pursue the case against her. Resolve the case with
purposes of deployment;
reasons.
3. To allow a non‐Filipino
citizen to head or
manage a licensed A: Illegal recruitment is defined by law as any
recruitment/ manning recruitment activities undertaken by non‐licenses
agency. or non‐holders of authority. (People v. Senoron,
G.R. No. 119160, Jan. 30,1997) And it is large scale
Q: How does one prove illegal recruitment? illegal recruitment when the offense is committed
against 3 or more persons, individually or as a
A: It must be shown that the accused gave the group. (Art. 38[b], LC) In view of the above,
distinct impression that he had the power or ability Maryrose is guilty of large scale illegal recruitment.
to send complainants abroad for work such that the Her defense of GF and the Affidavit of Desistance as
latter were convinced to part with their money in well as the refund given will not save her because
order to be deployed. R.A. No. 8042 is a special law, and illegal
recruitment is malum prohibitum. (People v. Saulo,
Q: May a licensee or holder of authority be held G.R. No. 125903, Nov. 15, 2000). (2005 Bar
liable for illegal recruitment? Question)

A: Yes, any person (whether non‐licensee, non‐ Q: Sometime in the month of March 1997, in the
holder of authority, licensee or holder of authority) City of Las Piñas, Bugo by means of false pretenses
who commits any of the prohibited acts, shall be and fraudulent representation convinced Dado to
liable for Illegal recruitment. (R.A. 8042) give the amount of P 120,000.00 for processing of
his papers so that he can be deployed to Japan.
Q: When is illegal recruitment considered as Dado later on found out that Bugo had
economic sabotage? misappropriated, misapplied and converted the
money to her own personal use and benefit. Can
A: When it is committed: Dado file the cases of illegal recruitment and
estafa simultaneously?
1. By a syndicate – carried out by 3 or more
persons conspiring/confederating with A: Yes, illegal recruitment and estafa cases may be
one another or filed simultaneously or separately. The filing of
2. In large scale – committed against 3 or charges for illegal recruitment does not bar the
more persons individually or as a group. filing of estafa, and vice versa. Bugo’s acquittal in
(Sec. 6, 10022) the illegal recruitment case does not prove that she
is not guilty of estafa. Illegal recruitment and estafa
Q: While her application for renewal of her license are entirely different offenses and neither one
to recruit workers for overseas employment was necessarily includes or is necessarily included in the
still pending Maryrose Ganda recruited Alma and other. A person who is convicted of illegal
her 3 sisters, Ana, Joan, and Mavic, for recruitment may, in addition, be convicted of estafa
employment as housemates in Saudi Arabia. under Article 315, par. 2(a) of the RPC. In the same
Maryrose represented to the sisters that she had a manner, a person acquitted of illegal recruitment
license to recruit workers for overseas may be held liable for estafa. Double jeopardy will
employment and demanded and received not set in because illegal recruitment is malum
P30,000.00 from each of them for her services. prohibitum, in which there is no necessity to prove
However, her application for the renewal of her criminal intent, whereas estafa is malum in se, in
license was denied, and consequently failed to the prosecution of which, proof of criminal intent is
employ the 4 sisters in Saudi Arabia. The sisters necessary. (Sy v. People, G.R. No. 183879, April 14,
charged Maryrose with large scale illegal 2010)
recruitment. Testifying in her defense, she
declared that she acted in good faith because she Q: Distinguish Illegal Recruitment from Estafa
12
LABOR LAW TEAM:

agent at the time of the transaction or acquired by
A: him before its completion, is deemed to be the
ILLEGAL RECRUITMENT ESTAFA knowledge of the principal, at least so far as the
Malum in se, transaction is concerned, even though in fact the
thus: knowledge is not communicated to the principal at
Malum prohibitum, thus:
1. criminal intent is all. (Leonor v. Filipinas Compania, 48 OG 243)
1. Criminal intent is NOT
necessary
necessary
2. crime which Q: Sunace International Management Services
2. it is a crime which involves
involves moral (Sunace), deployed to Taiwan Montehermozo as a
moral turpitude
turpitude domestic helper under a 12‐month contract
effective Feb. 1, 1997. The deployment was with
Accused defrauded the assistance of a Taiwanese broker, Edmund
another by abuse of Wang, President of Jet Crown International Co.,
It is not required that it be
confidence, or by
shown that the recruiter Ltd. After her 12‐month contract expired on Feb.
means of deceit
wrongfully represented 1, 1998, Montehermozo continued working for her

himself as a licensed Taiwanese employer for two more years, after
NOTE: It is essential
recruiter which she returned to the Philippines on Feb. 4,
that the false
statement or 2000. Shortly after her return she file before the
NOTE: It is enough that the fraudulent NLRC against Sunace, one Perez, the Taiwanese
victims were deceived as they representation broker, and the employer‐foreign principal alleging
relied on the constitutes the very
misrepresentation and scheme that she was jailed for three months and that she
cause or the only was underpaid. Should Sunace be held liable for
that caused them to entrust motive which induces
their money in exchange of the underpayment for the additional two years
the complainant to part
what they later discovered was with the thing of value that she worked for her Taiwanese employer
a vain hope of obtaining under the theory of imputed knowledge?

employment abroad

A: No, the theory of imputed knowledge ascribes
Illegal recruitment and estafa cases may be filed the knowledge of the agent, Sunace, to the
simultaneously or separately. The filing of charges for principal Taiwanese employer, not the other way
illegal recruitment does not bar the filing of estafa, and around. The knowledge of the principal‐foreign
vice versa. employer cannot, therefore, be imputed to its
Double jeopardy will not set agent Sunace.

(c) Liabilities There being no substantial proof that Sunace knew
of and consented to be bound under the 2‐year
Q: What is the liability of the private employment employment contract extension, it cannot be said
agency and the principal or foreign‐based to be privy thereto. As such, it and its owner
employer? cannot be held solidarily liable for and of
Montehermozo’s claims arising from the 2‐year
A: They are jointly and severally liable for any employment extension. (Sunace v. NLRC, G.R. No.
violation of the recruitment agreement and the 161757, Jan. 25, 2006)
contracts of employment.
(d)Pretemination of contract of migrant worker
Note: This joint and solidary liability imposed by law
against recruitment agencies and foreign Ers is meant Q: Serrano, a seafarer, was hired by Gallant
to assure the aggrieved worker of immediate and Maritime and Marlow Navigation Co. for 12
sufficient payment of what is due him. If the months as Chief Officer. On the date of his
recruitment/placement agency is a juridical being, the departure, he was constrained to accept a
corporate officers and directors and partners as the downgraded employment contract for the position
case may be, shall themselves be jointly and solidarily of Second Officer, upon the assurance that he
liable with the corporation or partnership for the would be made Chief Officer after a month. It was
claims and damages. (Becmen Service Exporter and not done; hence, he refused to stay on as Second
Promotion v. Cuaresma, G.R. Nos. 182978‐79, April 7,
Officer and was repatriated to the Phils. He had
2009)
served only 2 months & 7 days of his contract,

leaving an unexpired portion of 9 months & 23
Q: What is the theory of imputed knowledge?
days.

A: A rule in insurance law that any information
Serrano filed with the LA a Complaint against
material to the transaction, either possessed by the
Gallant Maritime and Marlow for constructive
13

dismissal and for payment of his money claims. the POEA or entities authorized by the Secretary of

The LA rendered a favorable decision to Serrano Labor.
awarding him $8,770.00, representing his salary
for 3 months of the unexpired portion of his Q: What is the ban on direct‐hiring?
contract of employment applying R.A. 8042, Sec
10, par 5: A: GR: An Er may only hire Filipino worker for
overseas employment through POEA or
Money Claims. ‐ In case of termination of overseas entities authorized by DOLE.
employment without just, valid or authorized
cause as defined by law or contract, the workers XPN:
shall be entitled to the full reimbursement of his Direct hiring by
placement fee with interest of 12% per annum, 1. International organizations
plus his salaries for the unexpired portion of his 2. Name hires
employment contract or for 3 months for every 3. Members of the diplomatic organizations
year of the unexpired term, whichever is less. 4. Other Ers as may be allowed by DOLE

Is the subject clause constitutional? Q: Why is direct‐hiring prohibited?

A: No. The subject clause contains a suspect A:
classification in that, in the computation of the 1. To ensure the best possible terms and
monetary benefits of fixed‐term employees who conditions of employment for the worker.
are illegally discharged, it imposes a 3‐month cap 2. To assure the foreign Er that he hires only
on the claim of OFWs with an unexpired portion of qualified Filipino workers.
one year or more in their contracts, but none on 3. To ensure full regulation of employment
the claims of other OFWs or local workers with in order to avoid exploitation.
fixed‐term employment. The subject clause singles
out one classification of OFWs and burdens it with a 2. REGULATION AND ENFORCEMENT
peculiar disadvantage.
a. Remittance of foreign exchange earnings
The clause is a violation of the right of Serrano and
other OFWs to equal protection and right to Q: What is the rule on remittance of foreign
substantive due process, for it deprives him of exchange earnings?
property, consisting of monetary benefits, without
any existing valid governmental purpose. A: GR: It shall be mandatory for all OFWs to remit a
portion of their foreign exchange earnings
Furthermore, prior to R.A. 8042, all OFWs, to their families, dependents, and/or
regardless of contract periods or the unexpired beneficiaries ranging from 50% ‐ 80%
portions thereof, were treated alike in terms of the depending on the worker’s kind of job.
computation of their monetary benefits in case of (Rule VIII, Book III, POEA Rules)
illegal dismissal. Their claims were subjected to a
uniform rule of computation: their basic salaries XPN:
multiplied by the entire unexpired portion of their 1. The worker’s immediate family members,
employment contracts. The same applies local beneficiaries and dependents are residing
workers with fixed‐term employment. with him abroad
2. Immigrants and Filipino professionals and
Thus, Serrano is entitled to his salaries for the employees working with the UN agencies
entire unexpired period of nine months and 23 days or specialized bodies
of his employment contract, pursuant to law and 3. Filipino servicemen working in U.S.
jurisprudence prior to the enactment of RA 8042. military installations. (Resolution No. 1‐
(Serrano v. Gallant Maritime Services & Marlow 83, Inter‐Agency Committee for
Navigation Co., Inc., G.R. No. 167614, Mar.24, 2009) Implementation of E.O. 857)

c.Direct Hiring Q: What is the effect of failure to remit?

Q: What is Direct‐hiring? A:
1. Workers – Shall be suspended or removed
A: It is when an employer hires a Filipino worker from the list of eligible workers for
for overseas employment without going through overseas employment.
14
LABOR LAW TEAM:

2. Employers – Will be excluded from the processing of pending workers'
overseas employment program. Private applications; and
employment agencies shall face 15. For a recruitment/manning agency or a
cancellation or revocation of their foreign principal/ Er to pass on the OFW
licenses or authority to recruit. (Sec. 9, or deduct from his or her salary the
E.O. 857) payment of the cost of insurance fees,
premium or other insurance related
b. Prohibited Activities charges, as provided under the
compulsory worker's insurance coverage
Q: What are prohibited practices in 16. Imposing a compulsory and exclusive
recruitment/placement (Art. 34.)? arrangement whereby an OFW is required
to:
A: a. Avail a loan only from specifically
1. Furnishing or publishing any false designated institutions, entities or
notice/information/document related to persons
recruitment/employment b. To undergo health examinations only
2. Failure to file reports required by SLE from specifically designated medical,
3. Inducing or attempting to induce a worker entities or persons, except seafarers
already employed to quit his employment whose medical examination cost is
in order to offer him another unless the shouldered by the shipowner
transfer is designed to liberate a worker c. To undergo training of any kind only
from oppressive terms and conditions from designated institutions, entities
4. Recruitment/placement of workers in or persons, except for
jobs harmful to public health or morality recommendatory trainings
or to the dignity of the country mandated by principals/shipowners.
5. Engaging directly or indirectly in the (Sec. 6, R.A. 10022)
management of a travel agency
6. Substituting or altering employment c. Regulatory and Visitorial Powers of the Labor
contracts without approval of DOLE Secretary
7. Charging or accepting any amount greater
than that specified by DOLE or make a Q: What are the regulatory powers of the
worker pay any amount greater than Secretary of Labor and Employment (SLE)?
actually received by him
8. Committing any act of misrepresentation A:
to secure a license or authority 1. Restrict and regulate the recruitment and
9. Influencing or attempting to influence any placement activities of all agencies
person/entity not to employ any worker 2. Issue orders and promulgate rules and
who has not applied of employment regulations
through his agency
10. Obstructing or attempting to obstruct Q: What constitute visitorial power?
inspection by SLE or by his
representatives A:
11. Withholding or denying travel documents 1. Access to employer’s records and
from applicant workers before departure premises at any time of the day or night,
for monetary considerations other than whenever work is being undertaken
authorized by law 2. To copy from said records
12. Granting a loan to an OFW which will be 3. Question any employee and investigate
used for payment of legal and allowable any fact, condition or matter which may
placement fees be necessary to determine violations or
13. Refusing to condone or renegotiate a loan which may aid in the enforcement of the
incurred by an OFW after his employment Labor Code and of any labor law, wage
contract has been prematurely order, or rules and regulation issued
terminated through no fault of his or her pursuant thereto.
own
14. For a suspended recruitment/manning Q: Give 4 instances where the visitorial power of
agency to engage in any kind of the SLE may be exercised under the Labor Code.
recruitment activity including the
A: Power to:
15

provisions or both
1. Inspect books of accounts and records of
any person or entity engaged in Non‐licensee/non‐ 4‐8 yrs imprisonment; or
holder of authority Fine: P20K ‐ P100K
recruitment and placement, require it to
violates provisions or both
submit reports regularly on prescribed
Corporation, Penalty imposed upon
forms and act in violations of any
partnership, officer/s responsible for
provisions of the LC on recruitment and association, or entity violation
placement. (Art. 37) Penalties prescribed under RA
2. Have access to employer’s records and 10022,
premises to determine violations of any Alien +
provisions of the LC on recruitment and Deportation without further
placement. (Art. 128) proceedings
3. Conduct industrial safety inspections of Automatic revocation of
establishments. (Art. 165) license or authority and all
4. Inquire into the financial activities of permits and privileges of the
In every case
legitimate labor organizations (LLO) and recruitment or manning

examine their books of accounts upon the agency, lending institutions,
filing of the complaint under oath and training school or medical
duly supported by the written consent of clinic
at least 20% of the total membership of
the LO concerned. Q: What are the remedies under the Migrant
Workers Act and how may they be enforced?
Q: Can SLE issue search warrants or warrants of
arrest? A:
CRIMINAL ACTIONS
A: No. Only a judge may issue search and arrest
RTC
warrants. Art 38 (c) of the Labor Code is
unconstitutional inasmuch as it gives the SLE the Province or city:
power to issue search or arrest warrants. The labor 1. Where the offense was committed or
authorities must go through the judicial process. 2. Where the offended party actually resides at the
same time of the commission of the offense
d. Penalties for Illegal Recruitment MONEY CLAIMS
NLRC
Q: What is the consequence of conviction of illegal Original and exclusive jurisdiction to hear and decide
recruitment (IR)? claims arising out of an Er‐Ee relationship or by virtue
of any law or contract involving Filipino workers for
A: overseas deployment including claims for actual,
PENALTIES (under R.A. 10022) moral, exemplary and other forms of damages.
• The liability of the principal/ Er and the recruitment/
Offender / Offense Penalty
placement agency for any and all claims shall be
IR as economic joint and several.
sabotage Life imprisonment + • The performance bond to de filed by the
fine of P2M‐P5M recruitment/ placement agency shall be answerable
Provided: for all money claims or damages that may be
1. If person illegally awarded to the workers.
recruited is below • If the recruitment/placement agency is a juridical
18 years of age or being, the corporate officers and directors and
2. Illegal Maximum penalty shall partners as the case may be, shall themselves be
recruitment is be imposed jointly and solidarily liable with the corporation or
committed by a partnership for the claims and damages.
non‐licensee/non‐
holder ADMINISTRATIVE ACTIONS
Any person found 12 yrs and 1 day ‐ 20 yrs POEA
guilty of illegal imprisonment; or
recruitment Fine: P1M‐P2M
Any person found 6 yrs and 1 day ‐ 12 yrs
guilty of the imprisonment; or
prohibited acts Fine of P500K ‐ P1M
Licensee/holder of 2‐5 yrs imprisonment; or
authority violates Fine: P10K ‐ P50K;
16
LABOR LAW TEAM:

Original and exclusive jurisdiction to hear and decide: Do OT and leave pay form part of the salary basis
1. All cases which are administrative in character, in the computation of the monetary award?
involving or arising out of violations of rules and
regulations relating to licensing and registration of A: No. The word “salaries” in Sec. 10(5) does not
recruitment and employment agencies or entities include overtime and leave pay. For seafarers,
and DOLE Department Order No. 33, series 1996,
2. Disciplinary action (DA) cases and other special cases provides a Standard Employment Contract of
which are administrative in character, involving Ers,
Seafarers, in which salary is understood as the basic
principals, contracting partners and Filipino migrant
wage, exclusive of OT, leave pay and other bonuses;
workers.
whereas OT pay is compensation for all work
a. It may be filed with the POEA Adjudication Office
or the DOLE/POEA regional office of the place “performed” in excess of the regular 8 hours, and
where the complaint applied or was recruited at holiday pay is compensation for any work
the option of the complainant. The office with “performed” on designated rest days and holidays.
which the complaint was first filed shall take (Serrano v. Gallant Maritime Services & Marlow
cognizance of the case. Navigation Co., Inc., G.R. No. 167614, Mar. 24,
b. DA cases and other special cases, as mentioned 2009)
in the preceding Section, shall be filed with
POEA Adjudication Office. 3.OTHER RELATED TOPICS
PERIODS
Philippine Overseas Employment Administration
Mandatory Period for Resolution of Illegal

Recruitment Cases
Q: What are the principal functions of the POEA?
The preliminary investigations (PI) of cases under R.A.
10022 shall be terminated within a period of 30
calendar days from the date of their filing. A:
If the PI is conducted by a If the PI is conducted by 1. Protection of the right of Filipino workers
prosecution officer and a a judge and a prima to fair and equitable employment
prima facie case is facie case is found to practices
established exist 2. Regulation of private sector participation
Prosecution officer in the recruitment and overseas
Information shall be filed
within 48 hours from the placement of workers by setting up a
in court within 24 hours
date of receipt of the licensing and registration system
from the termination of
records of the case. (Sec. 3. Deployment of Filipino workers through
the investigation
11) gov’t to gov’t hiring
Prescriptive Period for Illegal Recruitment Cases 4. Formulation, implementation, and
monitoring of overseas employment of
Simple Illegal Recruitment Economic Sabotage Filipino workers taking into consideration
Within 20 yrs from the their welfare and domestic manpower
Within 5 yrs from the time
time illegal recruitment requirements
illegal recruitment has
has happened. (Sec. 5. Shall inform migrant workers not only of
happened
12,R.A. 8042) their rights as workers but also of their
rights as human beings, instruct and guide
Q: Is compromise agreement on money claims the workers how to assert their rights and
allowed? provide the available mechanism to
redress violation of their rights. (Sec. 14,
A: Yes. Consistent with the policy encouraging R.A. 10022)
amicable settlement of labor disputes, Sec. 10 of 6. Implementation, in partnership with
R.A. 8042 allows resolution by compromise of cases other law‐enforcement agencies, of an
filed with the NLRC. intensified program against illegal
recruitment activities. (Sec. 14, R.A.
Q: When shall compromise agreements on money 10022)
claims be paid?
Q: May the POEA, at any time terminate or impose
A: Any compromise/amicable settlement or a ban on employment of migrant workers?
voluntary agreement on money claims inclusive of
damages shall be paid within 4 months from the A: Yes, in consultation with the DFA based on the
approval of the settlement by the appropriate ff. grounds:
authority.
2. In pursuit of the National Interest or
17

3. When public welfare so requires. (Sec. 4 3. It has concluded a bilateral agreement or

R.A. 10022) arrangement with the government on the
protection of the rights of OFWs. . (Sec. 3,
Q: What are the minimum conditions/ provisions R.A. 10022 amending R.A. 8042)
of overseas employment contracts?
Provided, that the receiving country is taking
A: positive, concrete measures to protect the rights of
1. Guaranteed wages for regular hours and migrant workers in furtherance of any of the
overtime, not lower than the minimum guarantees.
wage prescribed in all of the ff:
a. The host country Note: In the absence of a clear showing that any of the
b. Bilateral agreements or international guarantees exists in the country of destination of the
conventions ratified by the host migrant workers, no permit for deployment shall be
country and the Philippines issued by the POEA.
c. The Philippines
2. Free transportation to and from the Q: What is the rule on repatriation?
worksite or offsetting benefit
3. Free food and accommodation or A: GR: The repatriation of the:
offsetting benefit 1. Worker and the transport of his personal
4. Just/authorized causes of termination of belongings ‐ shall be the primary
the contract or services of the worker responsibility of the agency which
recruited or deployed the worker
Note: An agreement that diminishes the Ees pay and overseas.
benefits as contained in a POEA‐approved contract is 2. Remains and transport of the personal
void, unless such subsequent agreement is approved belongings of a deceased worker and all
by the POEA. costs attendant thereto ‐ shall be borne
by the principal and/or the local agency.
Q: What is the rule on deployment of OFWs?
XPNs:
A: The State shall allow the deployment of OFWs: 1. If the termination of employment is due
solely to the fault of the worker, the
1. Only in countries where the rights of principal/ Er or agency shall not be
Filipino migrant workers are protected. responsible for the repatriation of the
2. To vessels navigating the foreign seas or former and/or his belongings
to installations located offshore or on 2. In cases of war, epidemic, disaster or
high seas whose owners/Ers are calamities, natural or man‐made, and
compliant with international laws and other similar event, and where the
standards that protect the rights of principal or recruitment agency cannot be
migrant workers. identified, the Overseas Workers Welfare
3. To companies and contractors with Administration, in coordination with
international operations: Provided, That appropriate international agencies, shall
they are compliant with standards, take charge of the repatriation. (Sec.15,
conditions and requirements, as R.A. 8042)
embodied in the employment contracts
prescribed by the POEA and in accordance Q: What is the rule on mandatory repatriation of
with internationally‐accepted standards. underage migrant workers?
(Sec. 3, R.A. 10022 amending R.A. 8042)
A: Upon discovery or being informed of the
Q: What are the guarantees of the receiving presence of migrant workers whose ages fall below
country for the protection of the rights of OFWs? the minimum age requirement for overseas
deployment, the responsible officers in the foreign
A: service shall without delay repatriate said workers
1. It has existing labor and social laws and advise the DFA through the fastest means of
protecting the rights of workers, including communication available of such discovery and
migrant workers; other relevant information. The license of a
2. It is a signatory to and/or a ratifier of recruitment/manning agency which recruited or
multilateral conventions, declarations or deployed an underage migrant worker shall be
resolutions relating to the protection of automatically revoked and shall be imposed a fine
workers, including migrant workers; and
18
LABOR LAW TEAM:

of not less than P500,000 but not more than JURISDICTION
P1,000,000. (Sec. 9, R.A. 10022) Labor Arbiter POEA
Original and exclusive
Q: What are the regulatory and adjudicatory Original and exclusive jurisdiction over:
functions of the POEA? jurisdiction over all 1. All cases which are
claims arising out of administrative in character
A: Er‐Ee relationship or relating to licensing and
1. Regulatory – It regulates the private by virtue of any law or registration of recruitment
sector participation in the recruitment contract involving and employment agencies
OFWs including claims
and overseas placement of workers
for: 2. Disciplinary Action cases
through its licensing and registration
1. Actual and other special cases,
system.
2. Moral which are administrative in
2. Adjudicatory 3. Exemplary character, involving Ees,
a. Administrative cases involving 4.Other forms of principals, contracting
violations of licensing rules and damages. (Sec. 10, partners and Filipino migrant
regulations and registration of R.A. 8042) workers. (Rule VII, Book VII,
recruitment and employment POEA Rules)
agencies or entities
b. Disciplinary action cases and other Q: A seafarer was prevented from leaving the
special cases which are port of Manila and refused deployment without
administrative in character involving valid reason. His POEA‐approved employment
employers, principals, contracting contract provides that the employer‐employee
partners and Filipino migrants. relationship shall commence only upon the
seafarer’s actual departure from the port in the
Q: What are the grounds for disciplinary action of point of hire. Is the seafarer entitled to relief
OFW’s? under the Migrant Workers’ Act, in the absence of
an employer‐employee relationship?
A: Under R.A. 8042, these are:
1. Prostitution A: Yes. Despite the absence of an employer‐
2. Unjust refusal to depart for the worksite employee relationship, the NLRC has jurisdiction
3. Gunrunning or possession of deadly over the seafarer’s complaint. The jurisdiction of
weapons labor arbiters is not limited to claims arising from
4. Vandalism or destroying company Er‐Ee relationships. Sec. 10 of the Migrant Workers
property Act provides that the labor arbiters shall have
5. Violation of the laws and sacred practices jurisdiction over claims arising out of an Er‐Ee
of the host country and unjustified breach relationship or by virtue of any law or contract
of employment contract involving Filipino workers for overseas deployment
6. Embezzlement of funds of the company including claims for actual, moral, exemplary and
or fellow worker entrusted for delivery to other forms of damages. Since the present case
relatives in the Phils. involves the employment contract entered into by
7. Creating trouble at the worksite or in the petitioner for overseas employment, his claims are
vessel cognizable by the labor arbiters of the NLRC.
8. Gambling (Santiago v. CF Sharp Crew Management,G.R. No.
9. Initiating or joining a strike or work 162419, July 10, 2007)
stoppage where the laws of the host
country prohibits strikes or similar actions Q: What matters fall outside the jurisdiction of the
10. Commission of felony punishable by POEA?
Philippine laws or by the host country
11. Theft or robbery A:
12. Drunkenness 1. Foreign judgments – such claim must be
13. Drug addiction or possession or trafficking brought before regular courts. POEA is
of prohibited drugs not a court; it is an administrative agency,
14. Desertion or abandonment exercising adjudicatory or quasi‐judicial
functions.
Q: What is the distinction between the jurisdiction 2. Torts – falls under the provisions of the
of the LA and POEA? Civil Code.

A:
19

Employment of Non‐Resident Aliens XPNS:
1. Diplomatic services and foreign gov’t
Q: What is required in the employment of non‐ officials
resident aliens? 2. Officers and staff of int’l organizations
and their legitimate spouses
A: Any alien seeking admission to the Phil. for 3. Members of governing board who has
employment purposes and any domestic or foreign voting rights only
employer (Er) who desires to engage an alien for 4. Those exempted by special laws
employment in the Philippines: 5. Owners and representatives of foreign
1. Shall obtain an employment permit from principals who interview Filipino
the DOLE applicants for employment abroad
2. The permit may be issued to a non‐ 6. Aliens whose purpose is to teach, present
resident alien or to the applicant Er after and/or conduct research studies
a determination of the non‐availability of 7. Resident aliens. (D.O. 75‐06, May 31,
a person in the Phil. who is competent, 2006)
able and willing at the time of application
to perform the services for which the Q: May the non‐resident alien transfer
alien is desired employment after issuance of the employment
3. For an enterprise registered in preferred permit?
areas of investments, said permit may be
issued upon recommendation of the gov’t A: After the issuance of an employment permit, the
agency charged with the supervision of alien shall not transfer to another job or change his
said registered enterprise employer without prior approval of the Secretary of
Labor.
Q: The DOLE issued an alien employment permit
for Earl Cone, a U.S. citizen, as sports consultant Q: What is required for immigrants and resident
and assistant coach for GMC. Later, the Board of aliens?
Special Inquiry of the Commission on Immigration
and Deportation approved Cone’s application for a A: An Alien Employment Registration Certificate.
change of admission status from temporary visitor
to pre‐arranged employee. A month later, GMC Q: What is the duration of the employment
requested that it be allowed to employ Cone as permit?
full‐fledged coach. The Dole Regional Director
granted the request. The Basketball Association of A: GR: Minimum of 1 year
the Phils. appealed the issuance of said permit to
the SLE who cancelled Cone’s employment permit XPN: Unless revoked and subject to renewal
because GMC failed to show that there is no
person in the Philippines who is competent and Q: May aliens be employed in entities engaged in
willing to do the services nor that the hiring of nationalized activities?
Cone would redound to the national interest. Is
the act of SLE valid? A: GR: No.

A: Yes. GMC’s claim that hiring of a foreign coach is XPNs:
an Er’s prerogative has no legal basis. Under Art. 40 1. Sec. of Justice specifically authorizes the
of the LC, an Er seeking employment of an alien employment of technical personnel
must first obtain an employment permit from the 2. Aliens are elected members of the board
DOLE. GMC’s right to choose whom to employ is of directors or governing body of
limited by the statutory requirement of an corporations or associations or
employment permit. (GMC v. Torres, G.R. No. 9366, 3. Enterprises registered under the Omnibus
April 22, 1991) Investment Code in case of technical,
supervisory or advisory positions, but for
Art. 41. Prohibition Against Transfer of Employment a limited period.

Q: Who are required to obtain an employment
permit?

A: GR: Only non‐resident aliens;

20
LABOR LAW TEAM:

Art. 25. Private Sector Participation in the Q: Is a corporation, 70% of the authorized and

Recruitment and Placement of Workers voting capital of which is owned and controlled by
Filipino citizens, allowed to engage in the
Q: What are the entities in the private sectors that recruitment and placement of workers, locally or
can participate in recruitment and placement of overseas? Explain briefly.
workers?
A: No. It is because Art. 27 of the Labor Code
A: requires at least 75%. (2002 Bar Question)
1. Shipping or manning agents or
representatives Q: Who are disqualified to engage in the business
2. Private recruitment offices of recruitment and placement of workers?
3. Public employment offices
4. Construction contractors if authorized by A:
the DOLE and Construction Industry 1. Travel agencies and sales agencies of
Authority. airline companies; (Art. 26, LC)
5. Persons that may be authorized by the 2. Officers or members of the board of any
SLE corporation or members in a partnership
6. Private employment agencies. (Sec. 1, engaged in the business of a travel
Rule VII, Book I, IRR) agency;
3. Corporations and partnerships, when any
Q: What are the qualifications for participation in of its officers, members of the board or
recruitment and placement of workers? partners, is also an officer, member of the
board or partner of a corporation or
A: partnership engaged in the business of a
1. Filipino citizens, partnerships or travel agency;
corporations at least 75% of the 4. Persons, partnerships or corporations
authorized capital stock of which is which have derogatory records, such as
owned and controlled by Filipino citizens; but not limited to those:
(Art. 27, LC) a. Certified to have derogatory record
2. Capitalization or information by the NBI or by the
a. Single proprietorship or partnership Anti‐Illegal Recruitment Branch of
‐A minimum capitalization of P2 the POEA;
million b. Against whom probable cause or
b. Corporation prima facie finding of guilt for illegal
‐A minimum paid‐up capital of P2 recruitment or other related cases
million exists;
Provided, that those with existing licenses c. Convicted for illegal recruitment or
shall, within 4 yrs from the effectivity other related cases and/or crimes
hereof, increase their capitalization or involving moral turpitude; and
paid up capital, as the case may be, to P2 d. Agencies whose licenses have been
million at the rate of P250,000.00 every previously revoked or cancelled by
year. (Art. 28, LC) the POEA for violation of R.A. 8042,
3. Not otherwise disqualified by law or other P.D. 442 as amended and their
government regulations to engage in the implementing rules and regulations
recruitment and placement of workers for as well as these rules and
overseas employment. (Rule I, Part II, regulations.
POEA Rules) 5. Any official or Ee of the DOLE, POEA,
4. Payment of registration fees OWWA, DFA and other government
5. Posting of surety/cash bonds agencies directly involved in the
implementation of R.A. 8042 and/or any
th
Q: How will POEA regulate private sector of his/her relatives within the 4 civil
participation in the recruitment and overseas degree of consanguinity or affinity; and
placement of workers? 6. Persons or partners, officers and directors
of corporations whose licenses have been
A: By setting up a licensing and registration system. previously cancelled or revoked for
(Sec. 14, R.A. 10022) violation of recruitment laws. (Sec. 2, Rule
I, 2002 Rules and Regulations on the
21

Recruitment and Employment of Land‐

Based Workers)

Art. 26. Travel Agencies Prohibited to Recruit

Q: What is the rule on recruitment of travel
agencies and sales agencies of airline companies?

A: They are prohibited from engaging in the
business of recruitment and placement of workers
for overseas employment whether for profit or not.

Q: WTTA is a well‐known travel agency and an
authorized sales agent of the PAL. Since majority
of its passengers are overseas workers, WTTA
applied for a license for recruitment and
placement activities. It stated in its application
that its purpose is not for profit but to help
Filipinos find employment abroad. Should the
application be approved?

A: The application should be disapproved, as it is
prohibited by Art. 26 of the LC, to wit: "Art 26.
Travel agencies and sales agencies of airline
companies are prohibited from engaging in the
business of recruitment and placement of workers
for overseas employment whether for profit or
not." Rule I, Part II POEA Rules and Regulations
Governing the Recruitment and Employment of
Land‐Based Workers (2002) disqualifies any entity
having common director or owner of travel
agencies and sales agencies of airlines, including
any business entity from the recruitment and
placement of Filipino workers overseas, whether
they derive profit or not. (2006 Bar Question)

Art. 32. Fees to be Paid by Workers

Q: When may a worker be charged any fee?

A: Only when:

1. He has obtained work through recruiter’s
efforts, and
2. The worker has actually commenced
working

Note: A land based agency may charge and collect
from its hired workers a placement fee in an amount
equivalent to 1 month salary, exclusive of
documentation costs.

Q: What are the only authorized payments that
may be collected from a hired worker?

A:
1. Placement fee in an amount equivalent
to one month’s salary of the worker and
2. Documentation costs.
22
LABOR LAW TEAM:

LABOR STANDARDS
C. LABOR STANDARDS Q: Who are managerial Ees?

1. HOURS OF WORK A: Those whose primary duty consists of the
management of the establishment in which they
a. Coverage/ Exclusions are employed or a department or subdivision
thereof, and other officers or members of the
Q: Who determines working conditions? managerial staff.

A: Generally, they are determined by the employer, They must meet all of the ff. conditions, namely:
as he is usually free to regulate, according to his
discretion, all aspects of employment. 1. Primary duty: management of the
establishment in which they are
Q: What is the limitation on the employer’s power employed or of a department or sub‐
to regulate working conditions? division thereof;
2. Customarily or regularly direct the work
A: It must be done in good faith and not for the of 2 or more Ees
purpose of defeating or circumventing the rights of 3. Has the authority to hire or fire other Ees
the employees. Such are not always absolute and of lower rank; or their suggestions and
must be exercised with due regard to the rights of recommendations as to the hiring and
labor. firing and as to the promotion or any
change of status of other Ees are given
Note: One’s employment, profession, trade or calling particular weight.
is a property right and the wrongful interference 4. Execute under general supervision work
therewith is an actionable wrong. along specialized or technical lines
requiring special training, experience, or
Q: When does the condition on employment under knowledge
the Labor Code apply? 5. Execute under general supervision special
assignment and tasks; and
A: Only if an Er‐Ee relationship exists. 6. Do not devote more than 20% of their
hours worked to activities which are not
Q: Who are the employees that are covered by the directly and closely related to
conditions of employment? performance of the work described. (Art.
82[2])
A: GR: It applies to all Ee’s in all establishments.
Q: Why are managerial Ees not covered?
XPN:
1. Gov’t employees A: They are employed by reason of their special
2. Managerial employees training, expertise or knowledge and for positions
3. Field personnel requiring the exercise of discretion and
4. The employers family members who independent judgment. Value of work cannot be
depend on him for support measured in terms of hours.
5. Domestic helpers and persons in the
personal service of another, and Q: Who are field personnel?
6. Workers who are paid by results as
determined under DOLE regulations A: They are:

Q: Who are government employees (Ees)? 1. non‐agricultural employees
2. who regularly perform their duties
A: They are Ees of the: 3. away from the principal place of business
or branch office of the employer; and
1. National Government 4. whose actual hours of work in the field
2. Any of its political subdivisions cannot be determined with reasonable
3. Including those employed in GOCCs with certainty.
original charters.
Q: Who are workers paid by results?
Q: What law governs government Ees?
A: They are:
A: The Civil Service Law, rules and regulations.

23

1. paid based on the work completed; and A:
2. not on the time spent in working 1. All time during which an Ee is required to
3. including those who are paid on piece‐ be:
work, “takay”, “pakiaw”, or task basis if a. On duty, or
their output rates are in accordance with b. At the Ers premises, or
the standards prescribed. c. At a prescribed workplace

Q: Who are domestic helpers and persons in the 2. All time during which an Ee is suffered or
personal service of another? permitted to work. (Sec. 3, Rule I, Book III,
IRR)
A: Those who:
Q: What are the principles in determining hours
1. perform services in the employers (Er) worked?
home which are usually necessary or
desirable for the maintenance or A:
enjoyment thereof; or 1. All hours which the Ee is required to give
2. minister to the personal comfort, to his Er regardless of whether or not
convenience or safety of the Er as well as such hours are spent in productive labor
the members of his Ers household. or involve physical or mental exertion.
2. Rest period is excluded from hours
Q: A house personnel was hired by a ranking worked, even if Ee does not leave his
company official to maintain a staff house workplace, it being enough that:
provided for the official. The personnel is being a. He stops working
paid by the company itself. Is the house personnel b. May rest completely
a domestic servant of the company official? c. May leave his workplace, to go
elsewhere, whether within or
A: No, the personnel is not a domestic helper but a outside the premises of the
regular employee of the company. workplace
3. All time spent for work is considered
Q: What are the 3 groups of employees (Ees) hours worked if:
under the LC? a. The work performed was
necessary
A: b. If it benefited the Er
1. Managerial Ee ‐ One who is vested with c. Or the Ee could not abandon his
the powers or prerogatives to lay down work at the end of his normal
and execute management policies and/or working hours because he had
to hire, transfer, suspend, lay‐off, recall, no replacement
discharge, assign or discipline Ees. d. Provided, the work was with the
2. Supervisory Ee ‐ those who in the interest knowledge of his Er or
of the Er, effectively recommend such immediate supervisor
managerial actions if the exercise of such 4. The time during which an Ee is inactive by
authority is not merely routinary or reasons of interruptions in his work
clerical in nature but requires the use of beyond his control shall be considered
independent judgment. working time:
3. Rank‐and‐File Ee ‐ all Ees not falling within a. If the imminence of the
any of the above definitions. (Art. 212[m]) resumption of the work
requires the Ees presence at
b. Normal hours of work the place of work or
b. If the interval is too brief to be
Q: What are the normal hours of work of an Ee? utilized effectively and gainfully
in the Ees own interest. (Sec. 4,
A: It should not exceed 8 hours in a general working Rule I, Book III, IRR)
day.

Note: Normal hours of work may be shortened or
compressed.

Q: What are considered hours worked?
24
LABOR LAW TEAM:

LABOR STANDARDS
consultations with the workers and supervisors, a

(a) Exceptions: Health Personnel & Compressed consensus is reached on how to deal with
Work Week deteriorating economic conditions and it is
sufficiently proven that the company was suffering
Health Personnel from losses. Under the Bureau of Working
Conditions’ bulletin, a reduction of the number of
Q: What are the hours of work of health regular working days is valid where the
personnel? arrangement is resorted to by the employer to
prevent serious losses due to causes beyond his
A: GR: 8 hours/5 days (40‐hour work week), control, such as when there is a substantial slump in
exclusive of time for meals. the demand for his goods or services or when there
is lack of raw materials. There is one main
XPN: Where the exigencies of the service consideration in determining the validity of
require that such personnel work for 6 days or reduction of working hours – that the company was
48 hours, they shall be entitled to an additional suffering from losses. A year of financial losses
compensation of at least 30% of their regular would not justify a reduced workweek. (Linton
th
wage for work on the 6 day. Commercial v. Hellera, G.R. No. 163147, October 10,
2007)
Note: 40‐hour work week does not apply if there is a
training agreement between the resident physician Q: Under what conditions may a "compressed
and the hospital and the training program is duly
work week" schedule be legally authorized as an
accredited or approved by appropriate government
exception to the "8‐hour a day" requirement
agency.
under the LC?
Q: Who are covered by the 40‐hour work week?
A:

1. The Ee voluntarily agrees to it
A:
2. There is no diminution in their weekly or
1. Health personnel in cities and
monthly take home pay or fringe benefits
municipalities with a population of at
3. The benefits are more than or at least
least 1 million; or
commensurate or equal to what is due
2. Hospitals and clinics with a bed capacity
the Ees without the compressed work
of at least 100
week

4. OT pay will be due and demandable when
Note: Art. 83(2) do not require hospitals to pay the
they are required to work on those days
Ees a full weekly salary with paid 2 days off. (San
which should have ceased to be working
Juan de Dios Ees Assoc.‐AFW et al. vs. NLRC, G.R.
days because of the compressed work
No. 126383, Nov.28, 1997)
week schedule.

5. No strenuous physical exertion or that
Compressed Workweek
they are given adequate rest periods.

6. It must be for a temporary duration as
Q: What is a compressed workweek?
determined by the DOLE. (2005 Bar

Question)
A: The normal workweek is reduced to less than 6

days but the total number of work‐hours of 48
Q: What are the requisites for adoption of
hours per week shall remain. The normal workday is
compressed workweek?
increased to more than 8 hours but not to exceed

12 hours, without corresponding overtime
A:
premium. The concept can be adjusted accordingly
1. The Er shall notify the DOLE through the
depending on the normal workweek of the
Regional Office which has jurisdiction
company. (Department Advisory Order No. 2, Series
over the workplace, of the adoption of
of 2009)
compressed workweek.

2. The notice shall be in Report Form
Q: When is the implementation of a compressed
attached to the advisory.
work week valid?
3. The Regional Office shall conduct an

ocular visit to validate whether the
A: The validity of the reduction of working hours
adoption of the flexible work
can be upheld when the arrangement is temporary,
arrangements is in accordance with this
it is a more humane solution instead of a
issuance. (Department Advisory Order No.
retrenchment of personnel, there is notice and
2, Series of 2009)
25

Note: Where during meal period, the laborers are

c. Work interruption due to brownoutS required to stand by for emergency work, or where the
meal hour is not one of complete rest, such is
Q: What are the guidelines on power considered OT. (Pan Am vs. Pan Am Ees Association,
interruptions? G.R. No. L‐16275, Feb. 23, 1961)
A: Rest periods or coffee breaks running from 5 to 20
1. Brownouts of short duration but not minutes shall be considered as compensable working
exceeding 20 minutes shall be treated as time. (Sec. 7, Rule I, Book III, IRR)
worked or compensable hours whether
used productively by the employees (Ees) Q: Are meal periods provided during OT work
or not. compensable?

2. Brownouts running for more than 20 A: Yes, since the 1 hour meal period (non‐
minutes may not be treated as hours compensable) is not given during OT work because
worked provided any of the following the latter is usually for a short period and to deduct
conditions are present: from the same would reduce to nothing the Ees OT
a. The Ees can leave their workplace or work. Thus, the 1 hour break for meals during OT
go elsewhere within or without the should be treated as compensable.
work premises; or
Q: What are the instances where meal periods
b. The Ees can use the time effectively
shortened to not less than 20 minutes is
for their own interest.
compensable or not compensable?

3. In each case, the Er may extend the
A:
working hours of his Ees outside the
1. Compensable – At the instance of
regular schedules to compensate for the
Employer, when:
loss of productive man‐hours without
a. Work is non‐manual in nature or
being liable for OT pay.
does not involve strenuous physical

exertion;
4. Industrial enterprises with one or two
b. Establishment regularly operates less
work shifts may adopt any of the work
than 16 hours a day;
shift prescribed for enterprises with 3
c. Work is necessary to prevent serious
work shifts to prevent serious loss or
loss of perishable goods.
damage to materials, machineries, or
d. Actual or impending emergency or
equipment that may result case of power
there is urgent work to be performed
interruptions. (Policy Instruction No. 36)
on machineries and equipment to

avoid serious loss which the Er would
d. Meal Break
otherwise suffer. (Sec. 7, Rule I, Book

III, IRR)
Q: What is the duration of the meal period?

2. Not Compensable – Ee requested for the
A: Every Er shall give his Ees not less than 60
shorter meal time so that he can leave
minutes or 1 hour time‐off for regular meals.
work earlier than the previously
Q: Is the meal period compensable? established schedule. Requisites:
a. Ees voluntarily agree in writing and
A: Being time‐off, it is not compensable. Employee are willing to waive OT pay for the
must be completely relieved from duty. shortened meal period;
b. No diminution in the salary and
Q: When is the meal period considered other fringe benefits of the Ees
compensable? which are existing before the
effectivity of the shortened meal
A: It is compensable where the lunch period or period;
meal time: c. Work of the Ees does not involve
strenuous physical exertion and they
1. Is predominantly spent for the employers are provided with adequate coffee
benefit; or breaks in the morning and
2. Where it is less than 20 minutes afternoon;

26
LABOR LAW TEAM:

LABOR STANDARDS
d. Value of the benefits derived by the to travel to his regular place of
Ees from the proposed work business or some other work site.
arrangements is equal to or b. Done through a conveyance
commensurate with the provided by the employer (Er).
compensation due them for the c. Done under the supervision and
shortened meal period as well as the control of the Er.
OT pay for 30 minutes as determined d. Done under vexing and dangerous
by the Ees concerned; circumstance.
e. OT pay will become due and
demandable after the new time 2. Travel that is all in a day’s work – time
schedule spent in travel as part of the employees
f. Arrangement is of temporary (Ees) principal activity
duration. e.g. travel from job site to job site during
the work day, must be counted as
e. Idle time, waiting time, commuting time/ travel working hours.
time, whether part of hours of work or not
3. Travel away from home
Q: When is an Ee considered working while on GR:
call? a. Travel that requires an overnight
stay on the part of the Ee when it
A: When Ee is required to remain on call in the Ers cuts across the Ees workday is clearly
premises or so close thereto that he cannot use the working time.
time effectively and gainfully for his own purpose. b. The time is not only hours worked on
regular workdays but also during
Q: When idle time is considered working time? corresponding working hours on
non‐working days. Outside of these
A: When the employee is idle or inactive by reason regular working hours, travel away
of interruptions beyond his control shall be from home is not considered
considered working time. working time.

Q: When is waiting time considered working time? XPN: During meal period or when Ee is
permitted to sleep in adequate facilities
A: furnished by the Er.
1. If waiting is an integral part of his work, or
2. The Ee is required or engaged by the Er to Q: What are the conditions in order for lectures,
wait (engaged to wait) meetings and training programs to be not
considered as working time?
Note: The controlling factor is whether waiting time
spent in idleness is so spent predominantly for the Er’s A: All of the ff. conditions must be present:
benefit or for the Ee. 1. Attendance is outside of the employers
regular working hours
Q: When is waiting time not considered working 2. Attendance is in fact voluntary and
time? 3. The employee does not perform any
productive work during such attendance.
A: When the Ee is waiting to be engaged: idle time
is not working time; it is not compensable. f. Overtime work: Undertime offset by overtime,
Waiver of overtime
Q: When is travel time considered working time?

Q: What is overtime work (OT)?
A:
1. Travel from home to work
A: Work performed beyond 8 hours within the

worker’s 24 hour workday.
GR: Normal travel from home to work is
not working time. Note: Express instruction from the employer (Er) to
the employee (Ee) to render OT work is not required
XPNS: for the Ee to be entitled to OT pay; it is sufficient that
a. Emergency call outside his regular the Ee is permitted or suffered to work. However,
working hours where he is required written authority after office hours during rest days
27

and holidays are required for entitlement to Rate of the first 8 hours worked on

compensation. plus at least 30% of the regular wage (RW):

Q: What is a work day? if done on a special holiday OR rest day:
30% of 130% of RW
A: The 24‐hour period which commences from the
time the employee regularly starts to work If done on a special holiday AND rest day:
e.g. If the worker starts to work 8 am today, the 30% of 150% of RW
workday is from 8 am today up to 8 am tomorrow.
if done on a regular holiday:
Note: Minimum normal working hours fixed by law 30% of 200% of RW
need not be continuous to constitute the legal working
day. Q: What is the basis of computing the OT pay and
additional remuneration?
Q: What is the rationale behind OT pay?
A: Regular wage which includes the cash wage only,
A: Employee is made to work longer than what is without deduction on account of facilities provided
commensurate with his agreed compensation for by the employer. (Art. 90)
the statutory fixed or voluntarily agreed hours of
labor he is supposed to do. (PNB vs. PEMA and CIR, Q: In lieu of OT pay, the employee was given
G.R. No. L‐30279, July 30, 1982) permission to go on leave on some other day, is
that valid?
Discourages the employer (Er) from requiring such
work thus protecting the health and well‐being of A: No. Permission given to the employee (Ee) to go
the worker, and also tend to remedy on leave on some other day of the week shall NOT
unemployment by encouraging Ers to employ exempt the employer from paying the additional
others workers to do what cannot be accomplished compensation required because it would prejudice
during the normal hours of work. the Ee, for he will be deprived of the additional pay
for the OT work he has rendered and which is
Q: Distinguish Overtime pay from premium pay. utilized to offset the undertime he may have
incured. Undertime could be charged against the
A: Ees accrued leave.
OVERTIME PAY PREMIUM PAY
Additional compensation for work Q: Socorro is a clerk‐typist in the Hospicio de San
Additional performed within 8 hours on days Jose, a charitable institution dependent for its
compensation for when normally he should not be existence on contributions and donations from
work performed working (on non‐working days, well wishers. She renders work 11 hours a day but
beyond 8 hours such as rest days and special has not been given OT pay since her place of work
on ordinary days days.) is a charitable institution. Is Socorro entitled to OT
(within the But additional compensation for
pay? Explain briefly.
worker’s 24‐hour work rendered in excess of 8
workday) hours during these days is also
A: Yes. Socorro is entitled to OT compensation. She
considered OT pay.
does not fall under any of the exceptions to the

coverage of Art. 82, under the provisions of hours
Q: What are the OT pay rates?
of work. The Labor Code is equally applicable to

non‐profit institutions. A covered Ee who works
A:
beyond 8 hours is entitled to OT compensation.
PAY RATES
(2002 Bar Question)
OT during a regular working day
Q: Flores applied for the position of driver in the
Additional compensation of 25% of the regular wage
motor‐pool of Gold Company, a multinational
corporation. Danilo was informed that he would
OT during a holiday or rest day
frequently be working OT as he would have to
drive for the company's executives even beyond
the ordinary 8‐hour work day. He was provided
with a contract of employment wherein he would
be paid a monthly rate equivalent to 35 times his
daily wage, regular sick and vacation leaves, 5 day‐
leave with pay every month and time off with pay
28
LABOR LAW TEAM:

LABOR STANDARDS
when the company's executives using the cars do specific wages per day, without providing

not need Danilo's service for more than eight for a fixed hourly rate or that the daily
hours a day, in lieu of OT. Are the above provisions wages include OT pay, said wages cannot
of the contract of employment in conformity with, be considered as including OT
or violative of, the law? compensation. (Manila Terminal Co. vs.
CIR, et al., 91 Phil., 625)
A: Except for the provision that Danilo shall have 2. However, the employment contract may
time off with pay when the company's executives provide for a “built‐in” OT pay. Because of
using the cars do not need Danilo's service for more this, non‐payment of OT pay by the
than 8 hours a day, in lieu of OT, the provisions of employer is valid. (Eng’g Equipment vs.
the contract of employment of Danilo are not Minister of Labor, G.R. No. L‐64967, Sep.
violative of any labor law because they instead 23, 1985)
improve upon the present provisions of pertinent
labor laws. (a)Undertime not offset by Overtime

Q: May an employee be compelled to render OT Q: Can undertime (UT) offset OT?
work?
A: Where a worker incurs undertime hours during
A: GR: No. OT work is voluntary. his regular daily work, said undertime hours should
not be offset against the overtime hours on the
XPN: Compulsory OT work in any of the same day or on any other day. It is both prohibited
following situations: by the statute and by jurisprudence.

1. Urgent work to be performed on (b)Waiver of Overtime pay
machines and installations in order to
avoid serious loss or damage to the Er or Q: Can the right to OT pay be waived?
some other cause of similar nature
2. Work is necessary to prevent loss or A: GR: The right to OT pay cannot be waived as it
damage to perishable goods is governed by law and not merely by the
3. In case of imminent danger to the public agreement of the parties.
safety due to an actual or impending
emergency in the locality caused by XPN:
serious accidents, fire, flood, typhoon, 1. If the waiver is done in exchange for
earthquake, epidemic or other disaster or certain valuable benefits and privileges,
calamity which may even exceed the OT Pay,
4. Country is at war waiver may be permitted.
5. Completion or continuation of the work 2. Compressed work week
started before the 8th hour is necessary
to prevent serious obstruction or g.Nightwork
prejudice to the business operations of
the Er Q: What is nightwork?
6. Any other national or local emergency has
been declared A: Any and all work rendered between 6:00 pm
7. Necessary to prevent loss of life or and 6:00 am. (National Rice & Corn Corp. v. NARIC,
property. 105 Phil 891)

Note: There should be payment of additional Q: What is night work prohibition with regard to
compensation. Ees refusal to obey the order of the Er
women workers?
constitutes insubordination for which he may be
subjected to disciplinary action.
A: GR: No woman regardless of age shall be
employed or permitted to work, with or
Q: The employment contract requires work for
without compensation in any:
more than 8 hours a day with a fixed wage
inclusive of OT pay. Is that valid?
1. Industrial undertaking or branch thereof
between 10pm and 6am of the following
A: It depends.
day.
1. When the contract of employment 2. Commercial or non‐industrial undertaking
requires work for more than 8 hours at or branch thereof, other than agricultural,
29

between midnight and 6am of the

following day. XPN:
3. Agricultural undertaking at nighttime 1. Ees of the Gov’t and any of its political
unless she is given period of rest not less subdivisions, including GOCC’s.
than 9 consecutive hours. 2. Retail and service establishments
regularly employing not more than 5
XPNS: workers.
1. Actual or impending emergencies 3. Includes task and contract basis
a. Caused by serious accident, fire, 4. Domestic helpers and persons in the
flood, typhoon, earthquake, personal service of another.
epidemic, other disasters, or 5. Field personnel and Ees whose time and
calamity performance is unsupervised by the
b. To prevent loss of life or property or employer
c. In case of force majeure or 6. Managerial Ees
d. Imminent danger to public safety
2. Urgent work Q: May an employee waive the right to NSD?
a. To be performed on machineries,
equipment or installations, A: GR: No, such waiver is against public policy.
b. To avoid serious loss which the Er (Mercury Drug Co., Inc. vs. Dayao, et al., G.R.
would otherwise suffer No. L‐30452, Sep. 30, 1982)
3. Work is necessary to prevent serious loss
to perishable goods XPN: Higher/better benefits
4. Woman Ees
a. Holds a responsible position of h.CBA provision vis‐à‐vis overtime work
managerial or technical nature, or
b. Has been engaged to provide health Q: May the overtime rate be subject to stipulation
and welfare services of the Ee and Er?
5. Nature of the work
a. Requires the manual skill and A: Generally, the premium for work performed on
dexterity of women workers and the employee’s rest days or on special days or
b. The same cannot be performed with regular holidays are included as part of the regular
equal efficiency by male workers rate of the employee in the computation of
6. Women Ees are immediate members of overtime pay for any overtime work rendered on
the establishment or undertaking said days especially if the employer pays only the
7. In analogous cases exempted by the SLE minimum overtime rates prescribed by law. The
in appropriate regulations. (Art. 131) employees and employer, however, may stipulate
in their collective agreement the payment of
Note: The operation of Call Contract Centers which overtime rates higher than those provided by law
provides offshore case solutions to US based clients and exclude the premium rates in the computation
who phone in to conduct product inquiries and of overtime pay. Such agreement may be
technical support, operating for 24/7, has been considered valid only if the stipulated overtime pay
exempted from the prohibition considering the rates will yield to the employees not less than the
inevitable time difference between the US and the minimum prescribed by law.
Phils. and the peak time for its operation is between
8:00 pm to 10:00 am Manila time, thereby making it 2.WAGES
necessary for 80% of its Ees, including women, to work
during graveyard shift. (BWC‐WHSD Opinion No. 491, s. Q: What is a wage?
2003)
A: It is the remuneration or earnings, however
Q: What is night shift differential (NSD)? designated, capable of being expressed in terms of
money, whether fixed or ascertained on a time,
A: It is additional compensation of not less than task, piece, or commission basis, or other method
10% of an Ees regular wage for every hour worked of calculating the same, payable by an employer
between 10:00 pm to 6:00 am, whether or not such (Er) to an employee (Ee) under a written or
period is part of the worker’s regular shift. unwritten contract of employment:
Q: Who are entitled to NSD? 1. For work done or to be done, or for
services rendered or to be rendered; and
A: GR: NSD applies to all employees (Ees). includes
30
LABOR LAW TEAM:

LABOR STANDARDS
2. Fair and reasonable value of board, c.Facilities and Supplements

lodging, or other facilities customarily
furnished by the Er to the Ee as Q: Distinguish between facilities and supplement
determined by SLE.
A:
Q: What do you mean by customary? FACILITIES SUPPLEMENT
Extra remuneration or
Items of expenses special privileges or
A: It is founded on long‐established and constant
necessary for the laborer’s benefits given to or
practice connoting regularity.
and his family’s existence received by the laborers
and subsistence over and above their
Q: What do you mean by fair and reasonable
ordinary earnings or
value? Note: Does not include tools
wages (Atok Big Wedge
of trade or articles / services
A: It shall not include any profit to the employer (Er) Mining Co. v. Atok Big
primarily for the benefit of
or to any person affiliated with the Er. Wedge Mutual Benefit
the Er or necessary to the
conduct of the Er’s business. Assoc, G.R. No. L‐7349,
a.No work, No pay principle July 19, 1955) .
Forms part of the wage Independent of wage
Q: What does a “fair day’s wage for a fair day’s Deductible from wage Not wage deductible
labor “mean (no work no pay)? For the benefit of the Granted for the
worker and his family. convenience of the Er.
A: GR: If there is no work performed by the Ee,
without the fault of the Er, there can be no Q: What is the criterion in determining whether an
wage or pay. item is a supplement or facility?

XPN: The laborer was able, willing and ready to A: The criterion is not so much with the kind of the
work but was: benefit or item (food, lodging, bonus or sick leave)
1. Prevented by management; given, but its purpose. (State Marine v. Cebu
2. Illegally locked out; Seamen’s Ass’n., G.R. No. L‐12444, Feb. 28, 1963)
3. Illegally suspended;
4. Illegally dismissed Q: When can the cost of facilities furnished by the
5. Otherwise illegally prevented from Er be charged against an Ee?
working. (Aklan Electric Coop. v. NLRC,
G.R. No. 129246, Jan. 25, 2000) A: In order that the cost be charged against the Ee,
the latter’s acceptance of such facilities must be
b.Coverage and Exclusions voluntary.

Q: To whom does the title on wages apply? Q: What are the requirements for deducting values
for facilities?
A: GR: It applies to all employees
A:
XPN: 1. Proof must be shown that such facilities
1. Farm tenancy or leasehold; are customarily furnished by the trade
2. Household or domestic helpers, including 2. The provision of deductible facilities must
family drivers and persons working in the be voluntarily accepted in writing
personal service of another; 3. The facilities must be charged at fair and
3. Home workers engaged in needlework or reasonable value (Mabeza v. NLRC, G.R.
in any cottage industry duly registered in No. 118506, April 18, 1997)
accordance with law;
4. Workers in duly registered cooperatives Q: Are food and lodging, or the electricity and
when so recommended by the Bureau of water consumed by a hotel worker, considered
Cooperative Development and upon facilities?
approval of the Secretary of Labor and
Employment. A: No. These are supplements. Considering,
5. Workers of a barangay micro business therefore, that hotel workers are required to work
enterprise (R.A. 9178) different shifts and are expected to be available at
various odd hours, their ready availability is a
necessary matter in the operations of a small hotel.
Furthermore, granting that meals and lodging were
31

provided and indeed constituted facilities, such A: The Er and the union shall negotiate to correct
facilities could not be deducted without the Er the distortions. If there is no union, the Er and the
complying first with certain legal requirements. workers shall endeavor to correct such distinctions.
(Mabeza v. NLRC, G.R. No. 118506, April 18, 1997)
Q: What are the basic principles in WD?
d.Wages v. Salaries
A:
Q: Distinguish between wage and salary? 1. The concept of WD assumes an existing
group or classification of Ees which
A: establishes distinctions among such Ees
WAGE SALARY on some relevant or legitimate basis. This
(Gaa vs.CA, G.R. No. 44169, Dec. 3, 1985) classification is reflected in a differing
Compensation for manual Paid to “white collared wage rate for each of the classes of Ees
labor (skilled or unskilled) workers” and denotes 2. Often results from gov’t decreed
also known as “blue higher degree of
increases in minimum wages.
collared workers”, paid at employment or a
3. Should a WD exist, there is no legal
stated times and superior grade of services
requirement that, in the rectification of
measured by the day, and implies a position in
week, month or season. office. that distortion by re‐adjustment of the
Considerable pay for a wage rates of the differing classes of Ees,
Out gesture of a larger the gap which had previously or
lower and less
and more important historically existed be restored in
responsible character of
service precisely the same amount. In other
employment.
GR: Not subject to words, correction of a WD may be done
execution by reestablishing a substantial or
significant gap (as distinguished from the
Subject to execution.
XPN: Debts incurred for historical gap) between the wage rates of
food, shelter, clothing and the differing classes of Ees.
medical attendance. 4. The re‐establishment of a significant
difference in wage rates may be the result
e.Wage Distortion of resort to grievance procedures or
collective bargaining negotiations. (Metro
Q: What is wage distortion (WD)? Transit Org., Inc. v. NLRC, G.R. No.
116008, July 11, 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 WD of
quantitative differences in wage or salary rates organized establishments and unorganized
between and among the Ee‐groups in an 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 Establishments
(with union) (without union)
Q: What are the elements of WD? 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. resolved through a Any dispute shall be
2. A significant change or increase in the grievance procedure settled through the NCMB.
salary rate of a lower pay class without a under the CBA.
corresponding increase in the salary rate If it remains unresolved,
If it remains unresolved
of a higher one; it shall be dealt with
within 10 days it shall be
through voluntary
3. The elimination of the distinction referred to the NLRC.
arbitration.
between the 2 groups or classes; and
The dispute will be The NLRC shall conduct
4. The WD exists in the same region of the
resolved within 10 days continuous hearings and
country. (Alliance Trade Unions v. NLRC,
from the time the decide the dispute within
G.R. No. 140689, Feb. 17, 2004) dispute was referred to 20 days from the time the
voluntary arbitration. same was referred.
Q: Is the Er legally obliged to correct WD?

32
LABOR LAW TEAM:

LABOR STANDARDS
Q: Can the issue of WD be raised in a notice of Moreover, compliance with a collective bargaining
strike? agreement is mandated by the expressed policy to
give protection to labor. Unless otherwise provided
A: No. WD is non‐strikeable. (Ilaw at Buklod ng by law, said policy should be given paramount
Manggagawa v. NLRC, G.R. No. 91980, June 27, consideration. (Meycauayan College v. DRILON, G.R.
1991.) WD is neither a deadlock in collective No. 81144, My 7, 1990).
bargaining nor ULP.
g.Non‐ diminution of benefits
f.CBA provision vis‐à‐vis Wage Order CBA Credibility
Q: What is the concept of non‐diminution (ND) of
Q: Distinguish CBA and Wage Order. benefits?

A: A: GR: Benefits being given to employees (Ees)
CBA WAGE ORDER cannot be taken back or reduced unilaterally by
Not an ordinary Administrative issuance the employer (Er) because the benefit has
contract. It can be which results from a become part of the employment contract,
entered into only by an statute (RA 6727) whether written or unwritten.
exclusive bargaining
agent or unit. XPN: To correct an error, otherwise, if the error is
If the CBA provides Only sets the minimum not corrected for a reasonable time, it ripens into
better benefits then the a company policy and Ees can demand it as a
employees shall be matter of right.
entitled to the same.
Q: When is ND of benefits applicable?
Q: Can a CBA provision regarding wages prevail
over a Wage Order? A: It is applicable if it is shown that the grant of
benefit:
A: Yes, where the CBA provides a wage or salary to
be received by the employees which is more than 1. Is based on an express policy of the law;
the amount set by the Wage Order, whether issued or
prior to or after the conclusion of the CBA, it is 2. Has ripened into practice over a long
incumbent upon the employer to compensate the period of time and the practice is
employees according to the provisions of the CBA consistent and deliberate and is not due
with respect to wages. to an error in the construction/
application of a doubtful or difficult
question of law.
Q: Meycauayan College Faculty and Personnel

Association as the employees union in
h.Worker’s preference in case of bankruptcy
Meycauayan College, admits that its members

were paid all the increases in pay as mandated
Q: What is bankruptcy?
law. It appears however that in 1987, shortly after

union President Joy Bugo turned over the
A: “Bankruptcy” is referred to in the Philippines as
presidency, she discovered that Art. IV of the CBA,
“Insolvency”. It denotes the state of an entity or
which provides for higher salary increase was not
person that has liabilities greater than its assets.
implemented. May the union claim the difference

between their old salaries and those provided by
Q: What happens if the Er business experiences
said CBA provision?
bankruptcy or liquidation?
A: Yes, the terms and conditions of a collective A: His workers shall enjoy first preference as
bargaining contract constitute the law between the regards their wages and monetary claims, any
parties. Beneficiaries thereof are therefore, by provision of the law to the contrary
right, entitled to the fulfillment of the obligation notwithstanding.
prescribed therein. Consequently, to deny binding
force to the CBA would place a premium on a Q: What are the principles underlying the
refusal by a party thereto to comply with the terms preference?
of the agreement. Such refusal would constitute an
unfair labor practice. A:

33

1. Declaration of bankruptcy or judicial mortgagee of property. Was the Labor Arbiter
liquidation before enforcement of the correct in his decision?
worker’s preferential right;
2. Filing of claims by workers; A: No. The preference of credits established in Art.
3. The right does not constitute a lien to the 110 of the LC cannot be invoked in the absence of
property of the insolvent debtor in favor any insolvency proceedings, declaration of
of workers. (DBP vs. NLRC, G.R. No. 82763 bankruptcy, or judicial liquidation. (DBP v.
Mar. 19, 1990 and G.R. No. 97176, Mar. Santos, G.R. No. 75801, March 20, 1991). (2003 Bar
18, 1993); Question)
4. The preference in favor of the Ees applies
to discharge of funds. The preference Q: Distinguish the mortgage created under the
does not only cover unpaid wages, it also Civil Code from the right of 1st preference created
extends to termination pay and other by the LC as regards the unpaid wages of workers.
monetary claims; Explain.
Note: Termination pay, after all, is
considered as additional remuneration for A: A mortgage directly subjects the property upon
services rendered to the employer for a which it is imposed, whoever the possessor may be,
certain period of time; it is computed on the to the fulfillment of the obligation for which it was
basis of length of service. (PNB vs. Cruz, G.R. constituted. It creates a real right which is
No. 80593, Dec. 18, 1989) enforceable against the whole world. It is therefore
5. Applicable only to ordinary preferred a lien on an identified real property.
credit, hence, must yield to special
preferred credits. Mortgage credit is a special preferred credit under
the Civil Code in the classification of credits. The
Q: Are workers preferred than the tax claims of preference given by the LC when not attached to
the Gov’t? any specific property is an ordinary preferred credit.
(1995 Bar Question)
A: No. Art. 110 did not sweep away the overriding
preference accorded under the scheme of the Civil i.Labor Code provisions for wage protection
Code to tax claims of the government.
Q: What are the Labor Code provisions for wage
Q: Is worker preference applicable if the Er protection
corporation is under rehabilitation?
A:
A: No. Suspension of payments order by the SEC Art. 112. Non‐Interference in Disposal of Wages‐No
mandates the holding in abeyance the filing or the employer shall limit or otherwise interfere with the
proceedings on labor cases against an Er who is freedom of any employee to dispose of his wages.
under rehabilitation to give the Er the chance to He shall not in any manner force, compel or oblige
concentrate on how to revive his business and not his employees to purchase merchandise,
be distracted in trying to defend itself in labor cases commodities or other properties from the employer
filed against it. (Rubberworld, Inc. v. NLRC, G.R. No. or from any other person, or otherwise make use of
126773, April 14, 1999) any store or service of such employer or any other
person.
Q: Premiere Bank, being the creditor‐mortgagee of
XYZ & Co., a garment firm, foreclosed the Art. 113 Wage Deduction‐No employer in his own
hypothecated assets of the latter. Despite the behalf or in behalf of any person, shall make any
foreclosure, XYZ & Co. continued its business deduction from the wages of his employees,
operations. A year later, the bank took possession except:
of the foreclosed property. The garment firm's
business operations ceased without a declaration (a) In cases where the worker is insured with
of bankruptcy. Caspar, an employee of XYZ & Co., his consent by the employer, and the
was dismissed from employment due to the deduction is to recompense the employer
cessation of business of the firm. He filed a for the amount paid by him as premium
complaint against XYZ & Co. and the bank. The on the insurance;
Labor Arbiter, after hearing, so found the company (b) For union dues, in cases where the right
liable, as claimed by Caspar, for separation pay. of the worker or his union to check‐ off
Premiere Bank was additionally found subsidiarily has been recognized by the employer or
liable upon the thesis that the satisfaction of labor authorized in writing by the individual
benefits due to the Ee is superior to the right of a worker concerned; and
34
LABOR LAW TEAM:

LABOR STANDARDS
(c) In cases where the employer is authorized worker concerned (Art. 113). Art. 241(o)

by law or regulations issued by the provides that special assessments may be
Secretary of Labor. validly checked‐off provided that there is
an individual written authorization duly
Art. 114 No employer shall require his worker to signed by every employee (Ee).
make deposits from which deductions shall be 3. Deductions for SSS, Medicare and Pag‐ibig
made for the reimbursement of loss of or damage premiums
to tools, materials or equipments supplied by the 4. Taxes withheld pursuant to the Tax Code
employer; except when the employer is engaged in 5. Deductions under Art. 114 for loss or
such trades, occupations or business where the damage to tools, materials or equipments
practice of making deductions or requiring deposits 6. Deductions made with the written
is a recognized one, or is necessary, or desirable as authorization of the Ee for payment to a
determined by the Secretary of Labor in third person. (Sec 13, Rule VIII, Book III of
appropriate rules and regulations. the IRR)
7. Deductions as disciplinary measures for
Art. 115 Limitations‐No deduction from the habitual tardiness (Opinion dated March
deposits of an employee for the actual amount of 10, 1975 of the SLE)
the loss or damage shall be made unless the 8. Agency fees under Art. 248(e)
employee has been heard thereon, and his 9. Deductions for value of meals and
responsibility has been clearly shown. facilities freely agreed upon
10. In case where the Ee is indebted to the Er
Art 116 Withholding of Wages and Kickbacks where such indebtedness has become
Prohibited‐It shall be unlawful for any person, due and demandable. (Art. 1706, Civil
directly or indirectly, to withhold any amount from Code)
the wages of a worker or induce him to give up any 11. In court awards, wages may be subject of
part of his wages by force, stealth, intimidation, execution or attachment, but only for
threat or by any other means whatsoever without debts incurred for food, shelter, clothing,
the worker’s consent. and medical attendance. (Art. 1703, Civil
Code)
Art 117 Deduction to Ensure Employment‐It shall be 12. Salary deduction of a member of a legally
unlawful to make any deduction from the wages of established cooperative. (R.A. 6938, Art.
any employee for the benefit of the employer or his 59)
representative or intermediary as consideration of
a promise of employment or retention in k.Attorney’s fees
employment or retention in employment.
Q: What are the limitations to the assessment of
Art. 118 Retaliatory Measures‐It shall be unlawful attorney’s lien against the culpable party?
for an employer to refuse to pay or reduce the
wages and benefits, discharge or in any manner A:
discriminate against any employee who has filed 1. In case of unlawful withholding of wages
any complaint instituted any proceeding under this – 10% of the amount of wages to be
Title or has testified or is about to testify in such recovered.
proceedings. 2. It shall be unlawful for any person to
demand or accept, in any judicial or
j. Allowable deductions without employee’s administrative proceedings for the
consent recovery of wages, atty’s fees that exceed
10% of the amount of wages recovered.
Q: What is the rule in wage deductions?
Note: The prohibition on atty’s lien refers to
A: proceedings for recovery of wages and not to services
GR: It is strictly prohibited rendered in connection with CBA negotiations. In the
latter case, the amount of atty’s fees may be agreed
XPN: upon by the parties and the same is to be charged
1. Deductions under Art. 113 for insurance against union funds as provided for in Art. 222 of the
premiums Labor Code. (Pacific Banking Corp.v. Clave, G.R. No.
56965, Mar. 7, 1984)
2. Union dues in cases where the right of the

worker or his union to check off has been
Q: What is ordinary attorney’s fee?
recognized by the employer (Er) or

authorized in writing by the individual
35

A: It is the reasonable compensation paid to a Q: When can attorney’s fees and damages be
lawyer by his client for the legal services he has awarded in an illegal dismissal case?
rendered.
A: For attorney’s fees, moral and exemplary
Q: What is extraordinary attorney’s fee? damages to be granted, the plaintiff must prove
that the facts of his case fall within the enumerated
A: It is the indemnity for damages ordered by the instances in the Civil Code. Thus, moral damages
court to be paid by the losing party in litigation and may only be recovered where the dismissal or
is not to be paid to the lawyer but to the client, suspension of the employee was attended by bad
unless they have agreed that the award shall faith or fraud, or constituted an act oppressive to
pertain to the lawyer as an additional labor, or was done in a manner contrary to morals,
compensation or as a part thereof. (Traders Royal good customs or public policy. In other words, the
Bank Ee’s Union‐Independent v. NLRC, G.R. No. act must be a conscious and intentional design to
120592, Mar. 14, 1997) do a wrongful act for a dishonest purpose or some
moral obliquity. Exemplary damages, on the other
Note: Art.111 of the LC deals with the extraordinary hand, may only be awarded where the act of
concept of attorney’s fees. It may not be used as the dismissal was effected in a wanton, oppressive or
standard in fixing the amount payable to the lawyer by malevolent manner. (Chaves v. NLRC,G.R. No.
his client for the legal services he rendered. (Masmud 166382, June 27, 2006)
v. NLRC, G.R. No. 183385, Feb. 13, 2009)
Q: What is union service fee?
Q: Santiago, a project worker, was being assigned

by his Er, Bagsak Builders, to Laoag, Ilocos Norte.
A: The appearance of labor federations and local
Santiago refused to comply with the transfer
unions as counsel in labor proceedings has been
claiming that it, in effect, constituted a
given legal sanction under Art.222 of the LC, which
constructive dismissal because it would take him
allows non‐lawyers to represent their organization
away from his family and his usual work
thereof. The said labor federations and local unions
assignments in Metro Manila. The Labor Arbiter
have a valid claim to atty’s fees which is called the
(LA) found that there was no constructive
Union Service Fee.
dismissal but ordered the payment of separation
pay due to strained relations between Santiago l.Criteria/ Factors for Wage Setting
and Bagsak Builders plus atty’s fees equivalent to
10% of the value of Santiago's separation pay. Q: What are the standards or criteria for minimum
wage setting?
Is the award of atty's fees valid? State the reasons
for your answer. A: In the determination of such regional minimum
wages, the Regional Board shall, among other
A: No, the award of atty’s fees is not valid. relevant factors consider the following:
According to the LC (Art. 111 [a]), atty’s fees may be
assessed in cases of unlawful withholding of wages a)The demand for living wages
which does not exist in the case. The worker b)Wage adjustment vis‐a‐vis the consumer
refused to comply with a lawful transfer order, and price index
hence, a refusal to work. Given this fact, there can c) The cost of living and changes or
be no basis for the payment of atty's fees. increases therein
d) The needs of workers and their families
Could the LA have validly awarded moral and e) The need to induce industries to invest in
exemplary damages to Santiago instead of atty's the countryside
fees? Why? f) Improvements in standards of living
g) The prevailing wage levels
A: No, moral and exemplary damages can be
h) Fair return of the capital invested and
awarded only if the worker was illegally terminated
capacity to pay of employers
in an arbitrary or capricious manner. (Nueva Ecija
i) Effects on employment generation and
Electric Cooperative Inc., Ees’ Ass’n., vs. NLRC, G.R.
family income
No. 116066, Jan. 24, 2000; Cruz vs. NLRC, G.R. No.
j) The equitable distribution of income and
116384, Feb. 7, 2000; Phil. Aeolus etc., vs. NLRC,
wealth along the imperatives of economic
G.R. No. 124617, April 28, 2000). (2001 Bar
and social development
Question)

Q: What is salary ceiling method?
36
LABOR LAW TEAM:

LABOR STANDARDS
A: A method of minimum wage adjustment (MBTC v NWPC Commission, G.R. NO. 144322, Feb.

whereby the wage adjustment is applied to Ees 6, 2007)
receiving a certain denominated ceiling. In other
words, workers already being paid more than the 3.REST DAY
existing minimum wage are also to be given a wage
increase. (ECOP v. NWCP, G.R. No. 96169, Sep. 24, a.Right to weekly rest day, Preferemce of the
1991) employee, when work on rest day authorized

Q: What is a floor wage method? Q: What is the right to weekly rest day (WRD)?

A: It involves the fixing of a determinate amount to A: Every employer shall give his employees a rest
be added to the prevailing statutory minimum wage period of not less than 24 consecutive hours after
rates. every 6 consecutive normal work days. (Sec. 3, Rule
III, Book III, IRR)
Q: The Regional Wage Board of Region II issued a
Wage Order granting all Ees in the private sector Q: What is the scope of WRD?
throughout the region an across‐the‐board
increase of P15.00 daily. Is this Wage Order valid? A: It shall apply to all employers whether operating
for profit or not, including public utilities operated
A: The Wage Order is valid insofar as the mandated by private persons. (Sec. 1, Rule III, Book III, IRR)
increase applies to Ees earning the prevailing
minimum wage rate at the time of the passage of Q: Who determines the WRD?
the Wage Order and void with respect to its
application to Ees receiving more than the A: GR: Er shall determine and schedule the WRD of
prevailing minimum wage rate at the time of the his Ee.
passage of the Wage Order. Pursuant to its
authority, the Regional Wage Boards may issue XPNs:
wage orders which set the daily minimum wage 1. CBA
rates. In the present case, the Regional Wage 2. Rules and regulations as the SLE provides
Board did not determine or fix the minimum wage 3. Preference of employee (Ee) based on
rate. It did not set a wage level nor a range to which religious grounds – Ee shall make known
a wage adjustment or increase shall be added. his preference in writing at least 7 DAYS
Instead, it granted an across‐the‐board wage before the desired effectivity of the initial
increase of P15.00 to all Ees in the region. In doing rest day so preferred. (Sec. 4(1), Rule III,
so, the Regional Wage Board exceeded its authority Book III, IRR)
by extending the coverage of the Wage Order to
wage earners receiving more than the prevailing XPN to XPN no. 3: Employer (Er) may
minimum wage rate, without a denominated salary schedule the WRD of his choice for at
ceiling. The Wage Order granted additional benefits least 2 days in a month if preference of
not contemplated by R.A. No. 6727. (MBTC v NWPC the employee will inevitably result in:
Commission, G.R. No. 144322, Feb. 6, 2007) a. serious prejudice to the operations
of the undertaking and
Q: Since the Wage Order was declared void with b. the Er cannot normally be expected
respect to its application to employees receiving to resort to other remedial
more than the prevailing minimum wage rate at measures. (Sec. 4(2), Rule III, Book III,
the time of the passage of the Wage Order, should IRR)
these Ees refund the wage increase received by
them? Q: When should employees (Ees) be informed of
their schedule of WRD?
A: No. The Ees should not refund the wage increase
that they received under the invalidated Wage A: Er shall make known rest period by means of:
Order. Being in good faith, the employees need not 1. Written notice
refund the benefits they received. Since they 2. Posted conspicuously in the workplace
received the wage increase in good faith, in the 3. At least 1 week before it becomes
honest belief that they are entitled to such wage effective. (Sec.5, Rule III, Book III. IRR)
increase and without any knowledge that there was
no legal basis for the same, they need not refund Q: Can an Ee be compelled to work on his rest
the wage increase that they already received. day?

37

A: GR: No. Work on a scheduled + 30% Premium Pay (PP)

rest day of 100% regular wage
XPN: (RW). (Sec. 7, Rule III, Book
1. Urgent work to be performed on the III, IRR)
machinery, equipment or installation, to Work has no regular
+ 30% PP of 100% RW .
avoid serious loss which the Er would workdays and rest days
(Sec. 7, Rule III, Book III,
otherwise suffer; (If performed on
IRR
2. Nature of work requires continuous Sundays and Holidays)
operations for 7 days in a week or more Work on a Sunday + 30% PP of 100% RW.
(If Ee’s scheduled rest (Sec. 7, Rule III, Book III,
and stoppage of the work may result in
day) IRR)
irreparable injury or loss to the Er;
3. Abnormal pressure of work due to special 1st 8 hrs: + 30% PP of
circumstances, where the Er cannot be 100% RW

ordinarily expected to resort to other Work performed on any
Excess of 8 hrs: + 30% of
measures; Special Holiday
hourly rate on said date.
4. Actual or impending emergencies (serious (M.C. No. 10, Series of
accident, fire, flood, typhoon, earthquake, 2004)
etc.)
1st 8 hrs: + 50% PP of
5. Prevent loss or damage to perishable
100% regular wage
goods; Work performed on a

6. Analogous or similar circumstances as Special Holiday and
Excess of 8 hrs: + 30% of
determined by the SLE; same day is the
hourly rate on said date.
7. Work is necessary to avail of favorable scheduled rest day
(M.C. No. 10, Series of
weather or environmental conditions 2004)
where performance or quality of work is Ee is only entitled to his
dependent thereon. basic rate. No PP is
required.
Q. What is the rule when an Ee volunteers to work
Work performed on a
on his rest day under other circumstances? Reason: Work performed
Special Working Holiday
is considered work on
A: He shall express it in writing subject to additional ordinary working days.
compensation. (Sec. 6[2], Rule III, Book III, IRR) (Sec. 7, Rule III, Book III,
IRR)
Q: What is premium pay?
Note: Holiday work provided under Art.93 pertains to
A: It is the additional compensation for work special holidays or special days.
rendered by the employee on days when normally
he should not be working such as special holidays Q: Jose applied with Mercure Drug Company for
and weekly rest days. the position of Sales Clerk. Mercure Drug Company
maintains a chain of drug stores that are open
Q: Can the Er and Ee agree on the rate of premium everyday till late at night. Jose was informed that
pay other than that provided by law? he had to work on Sundays and holidays at night
as part of the regular course of employment. He
A: Yes. Nothing shall prevent the Er and his Ee or was presented with a contract of employment
their representatives from entering into any setting forth his compensation on an annual basis
agreement with terms more favorable to the Ees with an express waiver of extra compensation for
Provided: It shall not be used to diminish any work on Sundays and holidays, which Jose signed.
benefit granted to the Ees under existing laws, Is such a waiver binding on Jose? Explain.
agreements and voluntary Er practices. (Sec. 9, Rule
III, Book III, IRR) A: As long as the annual compensation is an
amount that is not less than what Jose should
Q: What are the rates of compensation for rest receive for all the days that he works, plus the extra
day, Sunday or holiday work? compensation that he should receive for work on
his weekly rest WRD and for night differential pay
A: for late night work, considering the laws and wage
RATES OF ADDITIONAL orders providing for minimum wages, and the
INSTANCES pertinent provisions of the LC, then the waiver that
COMPENSATION
Jose signed is binding on him for he is not really
waiving any right under Labor Law. It is not contrary
38
LABOR LAW TEAM:

LABOR STANDARDS
to law, morals, good customs, public order or public considered regular holidays. (Presidential

policy for an Er and Ee to enter into a contract Proclamation No. 18)
where the Ees compensation that is agreed upon
already includes all the amounts he is to receive for REGULAR HOLIDAYS DATE
OT work and for work on weekly rest days and New Year’s Day January 1
holidays and for night differential pay for late night Maundy Thursday April 21
work. (1996 Bar Question) Good Friday April 22
Eid’l Fitr Movable Date
4.HOLIDAYS Araw ng Kagitingan April 9
Labor Day May 1
a.Right to Holiday Pay Independence Day June 12
Aug. 29 (last Monday of
National Heroes Day
Q: What is holiday pay (HP)? August)
Bonifacio Day Nov. 30
A: It is a premium given to employees (Ees) Christmas Day December 25
pursuant to law even if he has not been suffered to Rizal Day Dec. 30
work on a regular holiday. It is limited to the 11
regular holidays, also called legal holidays listed by
law. The employee (Ee) should not have been Note: RA 9492 has already been superseded by
absent without pay on the working day preceeding Presidential Proclamation No. 18 issued by President
the regular holiday. Benigno C. Aquino III placing the observance of regular
holidays and national special days according to their
Q: What are the classes of special days (SD)? respective dates in the calendar.

A: Q: What are Muslim Holidays (MH)?
1. National Special Public Holiday
A: The MHs, except Eid’l Fitr, are observed in
GR: Non working days
specified Muslim areas. All private corporations,

offices, agencies and entities or establishments
XPN: Otherwise declared by the
President operating within the designated Muslim provinces
and cities are required to observe MH.

2. Local Special Public Holiday – Regular
Q: When shall Eid’l Fitr and/or Eid’l Adha be
working day. (LOI 814 as amended by LOI
declared a national holiday?
1087)
A: The proclamation declaring a national holiday for
NATIONAL SPECIAL DAYS DATE
the observance of Eid’l Fitr and/or Eid’l Adha shall
All Saints Day November 1
be issued:
Last Day of the Year December 31
Ninoy Aquino Day August 21 1. After the approximate date of the Islamic
Other days declared by law holiday has been determined in

1. Special Non‐working
accordance with the:
days
December 24 a. Islamic Calendar (Hijra) or
2. Special Public Holidays
b. Lunar Calendar or
3. Special National
c. Upon astronomical calculations
Holiday
d. Whichever is possible or convenient
4. Special Holiday ( for all
2. The Office of Muslim Affairs shall inform
schools)
the Office of the President on which day
a. Edsa Revolution
February 25 the holiday shall fall. (Sec.2, Proc. No.
Anniversary
LOCAL SPECIAL DAYS 1841)
Those declared by:
e.g. Manila day (in Q: Can a Christian employee (Ee) working within
1. Law or
Manila only) the Muslim area be compelled to work during MH?
2. Ordinance

A: No. Christians working within the Muslim areas
Q: What are regular holidays (RH)? may not report for work during MH. Not only
Muslim but also Christian Ee in the designated
A: They are compensable whether worked or provinces and cities are entitled to HP on the MH.
unworked subject to certain conditions. They are (SMC v. CA, G.R. 146775, Jan. 30, 2002)
also called legal holidays. The following are
39

Q: Can a Muslim Ee working outside the Muslim 8.Ee paid fixed amount for performing work

area be compelled to work during the observance irrespective of the time consumed in the
of the MH? performance thereof. (Sec. 1, Rule IV,
Book III, IRR)
A: GR: No. Muslim Ees shall be excused from work
during MH without diminution of salary or Q: What are retail establishments?
wages.
A: They are engaged in the sale of goods to end
XPN: Those who are permitted or suffered to users for personal or household use. (e.g. Grocery)
work on MH are entitled to at least 100% basic
pay + 100% as premium of their basic pay. (SMC Q: What are service establishments?
v. CA, G.R. No. 146775, Jan. 30, 2002)
A: They are engaged in the sale of services to
Note: RH falling within temporary or periodic individuals for their own or household use. (e.g. TV
shutdown and temporary cessation of work are repair shop)
compensable. However, if the temporary or periodic
shutdown and cessation of work is due to business Q: Is an exercise of profession retail or service?
reverses, the employer may not pay the RHs during
such period. A: It is neither retail nor service.

Q: Distinguish RH from SD. Q: May an Er require an Ee to work on RH?

A: A: Yes. But Ee shall be compensated twice his
REGULAR HOLIDAY SPECIAL HOLIDAY regular rate.
If Unworked
Regular pay Q: What are the rates of compensation for RH on
(subject to certain Ees regular workday and RH on Ees rest day?
No Pay
conditions for daily paid
Ee’s) A:
If worked FORMULAS TO COMPUTE WAGES ON
+ 30% premium pay of REGULAR HOLIDAYS (RH)
2x regular pay (200%)
100% regular wage (M.C.No.10, Series of 2004)
Other matters RH on Ee’s regular
RH on Ee’s rest day
Set by law Set by proclamation workday
Limited to those provided If unworked
Not exclusive
under Art. 94, LC 100%
100%

Q: Who are entitled to HP? e.g. 300 Php regular wage
e.g. 300 Php (RW)
(RW)
A: GR: All employees (Ees) are entitled. (Sec.1, Rule If worked (1st 8 hrs)
IV, Book III, IRR) + 30% of 200%
200%
XPNS: e.g 600(200% of RW)
1. Gov’t Ees and any of its political e.g. 300(RW) X 0.3
subdivisions, including GOCCs (with + 300 180
original charter) 600 = Total Wage (TW)
2. Retail and service establishments 180+600= 780 (TW)
regularly employing less than 10 workers If worked (OT)(excess of 8 hrs)
3. Domestic helpers and persons in the 230%
personal service of another 230% + 30% of hourly
4. Ee engaged on task or contract basis or 200% + 30% of hourly rate rate on said date
purely commission basis on said date
5. Members of the Family of the Er who are
dependent on him for support Q: What is an important condition that should be
6. Managerial Ee and other member of the met in order to avail/receive the single HP?
managerial staff
A: The Ee should not have been absent without pay
7. Field personnel and other Ee whose time
on the working day preceding the RH.
and performance are unsupervised by the
Er
40
LABOR LAW TEAM:

LABOR STANDARDS
Q: Distinguish between monthly paid and daily cleaning of machineries compensated.
paid Ees. is undertaken
Due to business reverses
RH may not be paid
A: (cessation as authorized by
by the Er
Monthly Paid Ees Daily Paid Ees the Sec. of Labor)
One who is paid his wage or One who is paid his
salary for everyday of the wage or salary only
month, including rest days, on those days he (3)Holiday Pay of Teachers, Piece workers,
Sundays, regular or special actually worked, seafarers, seasonal workers
days, although he does not except in cases of
regularly work on these days. regular or special Q: What are the HPs of certain employees?
days, although he
Not excluded from benefit of does not regularly A:
HP. work on these days. EMPLOYEES RULE
1. RH during semestral
Private school
Q: What is the effect if a legal holiday falls on a vacations
teachers (Faculty
Sunday? - Not entitled to HP
members of
2. RH during Christmas
colleges and
A: A legal holiday falling on a Sunday creates no vacation
universities)
legal obligation for the Er to pay extra to the Ee - Shall be paid HP
who does not work on that day, aside from the HP shall not be less than his
usual HP to its monthly paid Ee. (Wellington v. Ee paid by: average daily earnings for the
Trajano, G.R. 114698, July 3, 1995) 1. results or last 7 actual work days
2. output preceding the RH.
(1)In Case of Absences (Piece work Provided: HP shall not be less
payment) than the statutory minimum
Q: Discuss the concept of absences. wage rate.
May not be paid the required HP
A: Seasonal Workers during offseason where they are
ABSENCES not at work.
LOA with pay on the day LOA without pay on the Workers having no
Shall be entitled to HP
immediatley preceding day immediately regular work days
RH. preceding a RH. Seafarers Shall be entitled to HP
GR: An Ee may not be
paid the required HP Q: Are the school faculty who according to their
if he has not worked contracts are paid per lecture hour entitled to
on such RH. unworked HP?
XPN: Where the day
immediately A:
GR: All covered Ees are
preceding the 1. If during regular holiday – No. Art. 94 of
entitled to HP.
holiday is a: LC is silent with respect to faculty members
1. Non‐working day paid by the hour who because of their teaching
(NWD) in the contracts are obliged to work and consent to
establishment or be paid only for work actually done (except
2. The scheduled rest
when an emergency or a fortuitous event or a
day (RD) of the Ee.
national need calls for the declaration of

special holidays). RH specified as such by law
are known to both school and faculty members
(2)In Case of Temporary Cessation of Work
as "no class days" certainly the latter do not
Q: What is the effect in case there is a temporary expect payment for said unworked days, and
or periodic shutdown and temporary cessation of this was clearly in their minds when they
work? entered into the teaching contracts. (Jose Rizal
College v. NLRC, G.R. No. 65482, Dec. 1, 1987)
A:
TEMPORARY OR PERIODIC SHUTDOWN and 2. If during special public holidays – Yes. The
TEMPORARY CESSATION OF WORK law and the IRR governing HP are silent as to
(Sec. 7, Rule IV, Book III, IRR) payment on Special Public Holidays. It is
Instances Rule: readily apparent that the declared purpose of
1. Yearly inventory or RH falling within the the HP which is the prevention of diminution
2. When the repair or period shall be of the monthly income of the Ees on account
41

of work interruptions is defeated when a Authorized 300%

worked
regular class day is cancelled on account of a absence (at least)
special public holiday and class hours are held 390%
on another working day to make up for time Worked and day is (+30% of
Same
lost in the school calendar. Otherwise stated, Rest Day each 3
the faculty member, although forced to take a 100%)
rest, does not earn what he should earn on
that day. Be it noted that when a special public Q: Is double HP applicable at present?
holiday is declared, the faculty member paid
by the hour is deprived of expected income, A: No, because Araw ng Kagitingan is moved to
and it does not matter that the school calendar Monday nearest April 9. (R.A. 9242)
is extended in view of the days or hours lost,
for their income that could be earned from Q: What is the concept of successive RH?
other sources is lost during the extended days.
Similarly, when classes are called off or A:
shortened on account of typhoons, floods, MAUNDY GOOD ENTITLED
WED
rallies, and the like, these faculty members THURS FRIDAY TO HP
must likewise be paid, whether or not Worked RH RH Yes. Both
extensions are ordered. (Jose Rizal College v. LOA
RH RH Yes. Both
NLRC, G.R. No. 65482, Dec.1, 1987) w/pay
LOA w/o
RH RH No. Both
pay
Q: Lita, a full time professor in San Ildefonso
Yes. Only to
University, is paid on a regular monthly basis. She LOA w/o
Worked RH HP on
teaches for a period of 10 months in a school year, pay
Friday
excluding the 2 month summer‐break. During the

semestral break, the University did not pay her
Q: What are the conditions so that an Ee may be
emergency Cost of Living allowance (ECOLA)
entitled to 2 successive HP?
although she received her regular salary since the

semestral break was allegedly not an integral part
A: On the day immediately preceding the 1st RH, he
of the school year and no teaching service were
must be:
actually rendered by her. In short, the University

invoked the principle of "no work, no pay". She
1. Present (worked), or
seeks your advice on whether or not she is entitled
2. On LOA with pay. (Sec. 10, Rule IV, Book
to receive her ECOLA during semestral breaks.
III, IRR)
How would you respond to the query?

Q: What if the conditions are not met?
A: There is no longer any law making it the legal
obligation of an employer to grant an Emergency
A: He must work on the 1st RH to be entitled to HP
Cost of Living Allowance (ECOLA). Effective 1981,
on the 2nd RH. (Sec. 10, Rule IV, Book III, IRR)
the mandatory living allowances provided for in
earlier Presidential Decrees were integrated into 5.LEAVES
the basic pay of all covered employees. Thus,
whether the ECOLA will be paid or not during the a.Service Incentive Leave Pay
semestral break now depends on the provisions of
the applicable wage order or contract which may be Q: What is service incentive leave (SIL)?
a CBA, that many grant said ECOLA. (1997 Bar
Question) A: It is 5 days leave with pay for every employee
who has rendered at least 1 yr of service. It is
Q: What is the concept of double HP? commutable to its money equivalent if not used or
exhausted at the end of year.
A: 2 RH on same day.
Q: What do you mean by at least 1 year of service?
MAUNDY
WED THURSDAY & ARAW RATE
A: Service for not less than 12 months, whether
NG KAGITINGAN
continuous or broken reckoned from the date the
Present unworked 200%
employee started working, including authorized
LOA w/pay unworked 200%
absences and paid regular holidays unless the
300%
LOA w/ pay worked working days in the establishment as a matter of
(at least)
42
LABOR LAW TEAM:

LABOR STANDARDS
practice or policy, or that provided in the the SIL may be on a pro‐rata basis. (No. VI(c), DOLE

employment contract is less than 12 months, in Handbook on Worker’s Statutory Monetary Benefit)
which case said period shall be considered as one
year. (Sec. 3, Rule V, Book III, IRR) Q: Are part‐time workers entitled to the full
benefit of the yearly 5 day SIL?
Q: Who are entitled to SIL?
A: Yes. Art. 95 of Labor Code speaks of the number
A: GR: Applies to every Ee who has rendered at of months in a year for entitlement to said benefit.
least 1 year of service. (Art. 95[a]) (Bureau of Working Conditions Advisory Opinion to
Phil. Integrated Exporter’s, Inc.)
XPNS:
1. Government Ees and any of its political Q: Are piece‐rate workers entitled to the full
subdivisions including GOCCs benefit of the yearly 5 day SIL?
2. Those already enjoying the benefit
3. Domestic helpers and persons in the A: It depends.
personal services of another
4. Those already enjoying vacation leave with 1. Yes. Provided:
pay of at least 5 days a. They are working inside the premises
5. Managerial Ees of the employer (Er) and
6. Field personnel and other Ees whose b. Under the direct supervision of the
performance is unsupervised by the Er Er.
7. Employed in establishments regularly 2. No. Provided:
employing less than 10 workers a. They are working outside the
8. Exempt establishments premises of the Er
9. Engaged on task or contract basis, purely b. Hours spent in the performance of
commission basis, or those who are paid in work cannot be ascertained with
a fixed amount of performing work reasonable certainty
irrespective of the time consumed in the c. The are not under the direct
performance thereof. (Art. 95[b]) supervision of the Er

Q: Are teachers of private schools on contract Q: Does it apply to Ees with salaries above
basis entitled to SIL? minimum wage?

A: Yes. The phrase "those who are engaged on task A: No. The difference between the minimum wage
or contract basis" should, however, be related with and the actual salary received by the Ees cannot be
"field personnel" applying the rule on ejusdem deemed as their 13th month pay and SIL pay as such
generis that general and unlimited terms are difference is not equivalent to or of the same
restrained and limited by the particular terms that import as the said benefits contemplated by law.
they follow. Clearly, Cebu Institute of Technology (JPL Marketing Promotions v. CA, G.R. No. 151966,
teaching personnel cannot be deemed as field July 8, 2005.)
personnel which refers "to non‐agricultural Ees who
regularly perform their duties away from the Q: Explain the entitlement of terminated Ees to
principal place of business or branch office of the Er SIL.
and whose actual hours of work in the field cannot
be determined with reasonable certainty. (Par. 3, A:
Art. 82, LC). (CIT vs. Ople, G.R. No. 70203, Dec. 18, 1. Illegally dismissed Ees ‐ entitled to SIL
1987) until actual reinstatement. (Integrated
Contractor and Plumbing Works, Inc. v.
Q: Is SIL commutable to its monetary equivalent if NLRC, G.R.No. Aug.9, 2005)
not used or exhausted at the end of the year? 2. Legally dismissed Ees – the Ee who had
not been paid of SIL from outset of
A: Yes. It is aimed primarily at encouraging workers employment is entitled only of such pay
to work continuously and with dedication to the after a year from commencement of
company. service until termination of employment
or contract. (JPL Marketing Promotions v.
Q: What is the basis for cash conversion? CA, G.R. No. 151966, July 8, 2005)

A: The basis shall be the salary rate at the date of
commutation. The availment and commutation of
43

b.Maternity Leave said Ee would otherwise have been

entitled to, and the SSS shall in turn pay
Q: What is maternity leave benefit? such amount to the Ee concerned.

A: A covered female employee (Ee) is entitled to a c.Paternity Leave
daily maternity benefit equivalent to 100% of her
present basic salary, allowances and other benefits Q: What is the concept of paternity leave benefits?
or the cash equivalent of such benefits for 60 days
or 78 days in case of caesarian delivery. A: Notwithstanding any law, rules and regulations
to the contrary, every married male employee in
Q: What are the requirements in order that the private and public sectors shall be entitled to a
maternity benefits may be claimed? paternity leave of 7 days with full pay for the first 4
deliveries of the legitimate spouse with whom he is
A: cohabiting.
1. There is childbirth, abortion or
miscarriage Q: What is paternity leave?
2. She has paid at least 3 monthly
contributions A: It refers to the benefits granted to a
married male employee allowing him not to report
Q: What are the conditions? for work for 7 days but continues to earn the
compensation therefore, on the condition that his
A: spouse has delivered a child or suffered
1. The Ee shall have notified her employer a miscarriage for purposes of enabling him to
(Er) of her pregnancy and the probable effectively lend support to his wife in her period of
date of her childbirth which notice shall recovery and/or in the nursing of the newly‐born
be transmitted to the SSS child.

2. The payment shall be advanced by the Er Q: What are the requirements in order to avail
in 2 equal installments within 30 days paternity leave?
from the filing of the maternity leave
application A: The male employee (Ee) applying for paternity
leave shall:
3. In case of caesarian delivery, the Ee shall
be paid the daily maternity benefit for 78 1. Notify his employer (Er) of the pregnancy
days of his legitimate spouse and
2. The expected date of such delivery.
4. Payment of daily maternity benefits shall
be a bar to the recovery of sickness Q: What are the conditions for entitlement to
benefits for the same compensable paternity leave?
period of 60 days for the same childbirth,
abortion, or miscarriage A: The male Ee is;
5. The maternity benefits provided under 1. Legally married to, and is cohabiting with
Section 14‐A shall be paid only for the the woman who delivers the baby
first four deliveries 2. Ee of private or public sector;
3. Only for the first 4 deliveries of legitimate
6. The SSS shall immediately reimburse the spouse with whom he is cohabiting; and
Er of 100% of the amount of maternity 4. Notify his Er of the pregnancy of his
benefits advanced to the Ee by the Er legitimate spouse and the expected date
upon receipt of satisfactory proof of such of such delivery
payment and legality thereof; and
Note: For purposes of this Act, delivery shall include
7. If an Ee should give birth or suffer childbirth or any miscarriage.
abortion or miscarriage without the
required contributions having been Q: Jemuel is a bank employee of BPI. He is
remitted for her by her Er to the SSS, or cohabiting with Paula for straight five years with
without the latter having been previously whom he has four children. On the fifth year of
notified by the Er of the time of the their cohabitation, Paula had her miscarriage.
pregnancy, the Er shall pay to the SSS Jemuel is availing himself of his paternity leave. Is
damages equivalent to the benefits which he entitled to paternity leave?
44
LABOR LAW TEAM:

LABOR STANDARDS
A: No. Jemuel is not entitled to paternity he/she is entrusted with the custody
leave because the facts of the case only show that of the children;
he is only cohabiting with Paula. The law expressly e. Nullity or annulment of marriage as
provides that the male must be legally married to decreed by a court or by a church as
the woman with whom he is cohabiting as a long as he/she is entrusted with the
condition for entitlement of paternity leave. Even custody of the children;
assuming that Jemuel is legally married to Paula, he f. Abandonment of spouse for at least 1
cannot avail also of the paternity leave because the yr;
law limits the deliveries only to four which include 3. Unmarried mother/father who has
childbirth or miscarriage. Based on the facts, it is preferred to keep and rear his or her
already the fifth delivery of the woman. child/children instead of:
a. having others care for them or
d.Parental Leave b. give them up to a welfare institution;
4. Any other person who solely provides:
Q: What is parental leave? a. parental care and
b. support to a child or children;
A: Leave benefits granted to a solo parent to enable 5. Any family member who assumes the
him/her to perform parental duties and responsibility of head of family as a result
responsibilities ‐ where physical presence is of the:
required. a. death,
b. abandonment,
In addition to leave privileges under existing laws, c. disappearance or
parental leave of not more than 7 working days d. prolonged absence of the parents or
every year shall be granted to any solo parent Ee solo parent.
who has rendered service of at least 1 year. (Sec. 8)
Note: A change in the status or circumstance of the
Q: What are the conditions for entitlement of parent claiming benefits under this Act, such that
parental leave? he/she is no longer left alone with the responsibility of
parenthood, shall terminate his/her eligibility for these
A: benefits. (Sec.3)
1. He or she must fall among those referred to as
solo parent e.Leaves for victims of violence against women
2. Must have the actual and physical custody of
the child or children Q: What is the leave for victims of violence against
3. Must have at least rendered service of one women or otherwise known as battered woman
year to his or her employer leave?
4. He or she must remain a solo parent
A: A female employee who is a victim of violence
Q: Who are those referred to as solo parent (physical, sexual, or psychological) is entitled to a
entitled to parental leave? paid leave of 10 days in addition to other paid
leaves. (R.A. 9262, Anti‐ VAWC Act)
A: Any individual who falls under any of the ff.
categories: 6.SERVICE CHARGES

1. A woman who gives birth as a result of rape a.Coverage and Exclusion
and other crimes against chastity even
without a final conviction of the offender, Q: What are service charges (SC)?
provided, That the mother keeps and
raises the child; A: These are charges collected by hotels,
2. Parent left solo or alone with the restaurants and similar establishments and shall be
responsibility of parenthood due to: distributed at the rate of:
a. Death of spouse;
b. Detention or service of sentence of COVERED Ees MANAGEMENT
spouse for a criminal conviction for at
least 1 yr; 85% 15%
c. Physical and/or mental incapacity of
spouse 1. To answer for losses and
Equally
d. Legal separation or de facto separation breakages and
distributed
2. Distributed to Ees receiving
from spouse for at least 1 yr as long as
45

among them more than P2000 a month at Provided, that they have worked for at least 1
the discretion of the month, during a calendar year. (Revised
th
management. Guidelines on the Implementation of the 13
Month Pay Law)
Q: Who are covered Ees?
XPN:
A: GR: All Ees are covered, regardless of their 1. Government Ees
position, designation, employment status, 2. Household helpers
irrespective of the method by which their wages are 3. Ees paid purely on commission basis
paid. 4. Ees already receiving 13th month pay

Note: Applies only to hotels, restaurants and similar Q: What would be your advice to your client, a
establishment collecting service charges. manufacturing company, who asks for your legal
opinion on whether or not the 13th Month Pay
XPN: Managerial Ees. (Sec. 2, Rule VI, Book III, IRR) Law covers a casual Ee who is paid a daily wage?

b.Distribution A: I will advise the manufacturing company to pay
the casual Ee 13th Month Pay if such casual Ee has
Q: When is the share of employee distributed and worked for at least 1 month during a calendar year.
paid to them? The law on the 13th Month Pay provides that Ees
are entitled to the benefit of said law regardless of
A: Not less than once every 2 weeks or twice a their designation or employment status.
month at intervals not exceeding 16 days.
The SC ruled in Jackson Building‐Condominium
c.Integration Corp. v. NLRC, G.R. No. 112546, March 13, 1996,
interpreting P.D.851, as follows: Ees are entitled to
Q: What happens if the Service Charge is the 13th month pay benefits regardless of their
abolished? designation and irrespective of the method by
which their wages are paid. (1998 Bar Question)
A: The share of the covered Ees shall be considered
integrated in their wages on the basis of the Note: An Er, may give to his Ees ½ of the required 13th
average monthly share of each Ees for the past 12 Month pay before the opening of the regular school yr.
months immediately preceding the abolition. and the other half on or before the Dec. 24.
Note: Service charges form part of the award in illegal Q: Is 13th Month Pay legally demandable?
dismissal cases.
A: Yes. It is a statutory obligation, granted to
7.13th MONTH PAY AND OTHER BONUSES covered Ees, hence, demandable as a matter of
right. (Sec 1, P.D. 851)
a.Coverage, Exclusion/ exemptions from coverage
b.Nature of 13th Month Pay
th
Q: What is 13 month pay or its equivalent?
Q: In what form is the 13th month pay paid or
A: Additional income based on wage required by given?
P.D. 851 Requiring all Employers to pay their
Employees a 13th month pay which is equivalent to A: It is given in the form of:
1/12 of the total basic salary earned by an
employee (Ee) within a calendar year. 1. Christmas Bonus
2. Midyear Bonus
Q: Who are covered by P.D. 851? 3. Profit Sharing Scheme
4. Other Cash bonuses amounting to not
A: GR: All rank‐and‐file Ees regardless of the less than 1/12 of its basic salary
amount of basic salary that they receive in a
month, if their employers (Er) are not otherwise Note: It must always be in the form of a legal tender.
exempted from paying the 13th month pay. Such
th th
Ees are entitled to the 13 month pay Q: What are not proper substitutes for 13 Month
regardless of said designation of employment pay?
status, and irrespective of the method by which
their wages are paid. A:
1. Free rice
46
LABOR LAW TEAM:

LABOR STANDARDS
2. Electricity last 2 years, subject to the provision
3. Cash and stock dividends of Sec. 7 of P.D. 851;
4. COLA (Sec. 3)
2. The Government and any of its political
Q: Concepcion Textile Co. included the OT pay, subdivisions, including GOCCs, except
night‐shift differential pay, and the like in the those corporations operating essentially
computation of its Ees’ 13th‐month pay. as private subsidiaries of the
Subsequently, with the promulgation of the Government;
decision of the SC in the case of SMC vs. Inciong 3. Ers already paying their Ees 13‐month pay
(103 SCRA 139) holding that these other monetary or more in a calendar year of its
claims should not be included in the computation equivalent at the time of this issuance:
of the 13th month pay, Concepcion Textile Co.
sought to recover under the principle of solutio 4. Its equivalent shall include:
indebiti the overpayment of the Ees’ 13th‐month a. Christmas bonus
pay, by debiting against future 13th‐month b. Mid‐year bonus
payments whatever excess amounts it had c. Profit‐sharing payments
previously made. and
d. Other cash bonuses
(1) Is the Company's action tenable? amounting to not less than
1/12th of the basic salary
(2) With respect to the payment of the 13th‐ but
month pay after the SMC ruling, what
arrangement, if any, must the Company make in 5. It shall not include:
order to exclude from the 13th‐month pay all a. cash and stock dividends,
earnings and remunerations other than the basic b. COLA
pay? c. all other allowances
regularly enjoyed by the
A: The Company's action is not tenable. The Ee, as well as non‐
principle of solutio indebiti which is a civil law monetary benefits.
concept is not applicable in labor law. (Davao Fruits
Corp. vs. NLRC, et al., G.R. No. 85073 August 24, 6. Ers of household helpers and persons in
1993). After the 1981 SMC ruling, the High Court the personal service of another in relation
decided the case of Philippine Duplicators Inc. vs. to such workers; and
NLRC, GR 110068, Nov. 11, 1993. Accordingly,
management may undertake to exclude sick leave, 7. Ers of those who are paid on purely
vacation leave, maternity leave, premium pay for commission, boundary, or task basis, and
regular holiday, night differential pay and cost of those who are paid a fixed amount for
living allowance. Sales commissions, however, performing a specific work, irrespective of
should be included based on the settled rule as the time consumed in the performance
earlier enunciated in Songco vs. NLRC, G.R. No. L‐ thereof, except where the workers are
50999, March 23, 1990. (1994 Bar Question) paid on piece‐rate basis in which case the
employer shall be covered by this
Q: Are all Ers required to pay 13th Month Pay issuance insofar as such workers are
under P.D. 851? concerned.(Sec 3, P.D. 851)

A:
Q: What are the options of covered Ers?
GR: Yes. It applies to all Ers,
A:
XPN: 1. Pay one‐half of the 13th‐month pay
1. Distressed Ers: required before the opening of the
a. Currently incurring substantial losses regular school year and the other half on
or or before the 24th day of December of
b. In the case of non‐profit institutions every year.
and organizations, where their 2. In any establishment where a union has
income, whether from donations, been recognized or certified as the
contributions, grants and other collective bargaining agent of the Ee, the
earnings from any source, has periodicity or frequency of payment of
consistently declined by more than the 13th month pay may be the subject of
40% of their normal income for the agreement.
47

Manggagawa sa Honda, G.R. No. 145561, June

Q: How are claims adjudicated? 15, 2005)

A: Non‐payment of the 13th month pay provided by XPN: Ees who are paid a guaranteed minimum
P.D. 851 and the rules of NLRC shall be treated as wage or commissions earned are entitled to 13th
money claims cases. month pay based on total earnings. (Philippine
Agricultural Commercial and Industrial Workers
Q: Are the following Ees entitled to 13th month Union v. NLRC, G.R. No. 107994, Aug. 14, 1995)
pay?
th
Q: Is 14 Month Pay legally demandable?
a. Ees who are paid by results
b. Ees with multiple Ers A: No. The granting of 14th month pay is a
c. Private school teachers management prerogative and is not legally
d. Resigned or separated Ees demandable. It is basically a bonus and is gratuitous
in nature. (Kamaya Point Hotel v. NLRC, G.R. No.
A: 75289, Aug. 31, 1989)
1. Ee paid by results – entitled to 13th month
pay. c.Commissions vis‐à‐vis 13th month pay

Note: Ees paid a fixed or guaranteed wage Q: What is commission in relation to 13th month
plus commission are also entitled to the pay?
mandated 13th month pay, based on their
total earnings during the calendar year, i.e. A:
on both their fixed or guaranteed wage and 1. The salesman’s commissions, comprising
commission a pre‐determined percent of the selling
price of the goods sold by each salesman,
2. Those with Multiple Ers – Government Ees were properly included in the term basic
working part time in a private enterprise, salary for purposes of computing their
including private educational institutions, 13th month pay.
as well as Ees working in 2 or more
private firms, whether full or part time 2. The so called commission paid to or
th
basis, are entitled to the required 13 received by medical representatives of
month pay from all their private Ers BoieTakeda Chemicals or by the rank and
regardless of their total earnings from file Ees of Phil. Fuji Xerox were excluded
each or all their Ers. from the term basic salary because these
were paid as productivity bonuses. Such
3. Private School Teachers, including faculty bonuses closely resemble profit sharing,
members of universities and colleges – payments and have no clear, direct,
entitled regardless of the number of necessary relation to the amount of work
months they teach or are paid within a actually done by each individual
year, if they have rendered service for at employee.
least 1 month within a year.
d.CBA vis‐à‐vis 13th month pay
4. Resigned or Separated Ees ‐ If resigned or
separated from work before the time of Q: What is CBA in relation to 13th month pay?
th
payment of 13 month pay, entitled to
monetary benefit in proportion to the A: The absence of an express provision in the CBA
length of time he started working during obligating the employer to pay the members of a
the calendar year up to the time of union thirteenth month pay is immaterial.
resignation or termination of service. Notwithstanding therefore the absence of any
th
(Pro‐rated 13 month pay) contractual agreement, the payment of a thirteenth
month pay being a statutory grant, compliance with
th
Q: When does pro‐ration of 13 Month Pay apply? the same is mandatory and is deemed incorporate
in the CBA.
A: GR: Pro‐ration of this benefit applies only in
cases of resignation or separation from work; 8.WOMEN WORKERS
computation should be based on length of
service and not on the actual wage earned by a.Discrimination (Art. 135. LC); Prohibited Acts (Art.
the worker (Honda Phils. v. Samahan ng 137. LC)
48
LABOR LAW TEAM:

LABOR STANDARDS
Q: What are the unlawful acts against women Ee? Under Sec. 2 of R.A. 9710 or the Magna Carta of
Women, the State condemns discrimination against
A: women in all its forms and pursues by all appropriate
1. Discrimination with respect to the terms means and without delay the policy of eliminating
and conditions of employment solely on discrimination against women in keeping with the
account of sex Convention on the Elimination of All Forms of
a. Payment of lesser compensation to a Discrimination Against Women (CEDAW) and other
female Ee as against a male Ee for international instruments consistent with Philippine
law. The State shall accord women the rights,
work of equal value
protection, and opportunities available to every
b. Favoring a male Ee with respect to
member of society.
promotion, training opportunities,

study and scholarship grants on The State shall take steps to review and, when
account of gender. (Art. 135) necessary, amend and/or repeal existing laws that are
c. Favoring a male applicant with discriminatory to women within three (3) years from
respect to hiring where the the effectivity of this Act. (Sec. 12, R.A. 9710)
particular job can equally be handled
by a woman Q: Can an individual, the sole proprietor of a
d. Favoring a male Ee over a female Ee business enterprise, be said to have violated the
with respect to dismissal of Anti‐Sexual Harassment Act of 1995 if he clearly
personnel. discriminates against women in the adoption of
2. Stipulating, whether as a condition for policy standards for employment and promotions
employment or continuation of in the enterprise? Explain.
employment:
a. That a woman Ee shall not get A: When an employer (Er) discriminates against
married, or women in the adoption of policy standards for
b. That upon marriage, such woman Ee employment and promotion in his enterprise, he is
shall be deemed resigned or not guilty of sexual harassment. Instead, the Er is
separated. (Art. 136) guilty of discrimination against women Ees which is
Note: A woman worker may not be declared to be unlawful by the LC.
dismissed on the ground of dishonesty for
having written ‘’single” on the space for civil For an Er to commit sexual harassment, he – as a
status on the application sheet, contrary to
person of authority, influence or moral ascendancy
the fact that she was married. (PT&T Co. v.
– should have demanded, requested or otherwise
NLRC, G.R. No. 118978, May 23, 1997)
required a sexual favor from his Ee whether the
3. Dismissing, discriminating or otherwise
demand, request or requirement for submission is
prejudice a woman Ee by reason of her
accepted by the object of said act. (2003 Bar
being married. (Art. 136)
Question)
4. Denying any woman Ee benefits provided

by law. (Art. 137)
Q: At any given time, approximately 90% of the
5. Discharge any woman for the purpose of
production workforce of a semiconductor
preventing her from enjoying any of the
company are females. 75% of the female workers
benefits provided by law. (Art. 137)
are married and of child‐bearing years. It is
6. Discharging such woman on account of
imperative that the Company must operate with a
her pregnancy, or while on leave or in
minimum number of absences to meet strict
confinement due to her pregnancy. (Art.
delivery schedules. In view of the very high
137)
number of lost working hours due to absences for
7. Discharging or refusing the admission of
family reasons and maternity leaves, the company
such woman upon returning to her work
adopted a policy that it will employ married
for fear that she may again be pregnant.
women as production workers only if they are at
(Art. 137)
least 35 yrs of age. Is the policy violative of any

law?
Note: Discrimination in any form from pre‐
employment to post employment, including hiring,
promotion or assignment, based on the actual,
A: Yes, it is violative of Art. 140 of the LC which
perceived or suspected HIV status of an individual is provides that no employer shall discriminate
unlawful. (Philippine AIDS Prevention and Control Act against any person in respect to terms and
of 1998, [R.A. 8504]) conditions of employment on account of his age.
(1998 Bar Question)
b.Stipulation Against Marriage (Art. 136, LC)
49

Q: What is the no‐spouse employment policy? Glaxo does not impose an absolute prohibition

against relationships between its Ees and those of
A: GR: competitor companies. Its Ees are free to cultivate
1. Policy banning spouses from working in relationships with and marry persons of their own
the same company. choosing. What the company merely seeks to avoid
2. May not facially violate Art. 136 of the LC is a conflict of interest between the Ee and the
but it creates a disproportionate effect company that may arise out of such relationships.
and the only way it could pass judicial Furthermore, the prohibition forms part of the
scrutiny is by showing that it is reasonable employment contract and Tecson was aware of
despite the discriminatory albeit such restrictions when he entered into a
disproportionate effect. relationship with Bettsy. (Duncan Asso. of
Detailman‐PTGWO v. Glaxo Wellcome Phil. Inc.,
XPN: Bona fide occupational qualification rule G.R. No. 162994, Sep.17, 2004)
(BFOQ)
c.Classification of Certain Women Workers (Art.
Q: What is the BFOQ rule? 138, LC)
A: There must be a finding of any BFOQ to justify an Q: Who are covered under this Title?
Ers no spouse rule. There must be a compelling
business necessity for which no alternative exist A: Any women who is permitted or suffered to
other than the discriminating practice. work:
To justify a BFOQ the employer must prove two 1. With or without compensation

factors: 2. In any night club, cocktail lounge,
massage clinic, bar or similar
1. That the employment qualification is establishment
reasonably related to the essential 3. Under the effective control or supervision
operation of the job involved; and of the Er for a substantial period of time
2. That there is a factual basis for believing 4. Shall be considered as an Ee of such
that all or substantially all persons establishment for purposes of labor and
meeting the qualification would be social legislation.
unable to properly perform the duties of
the job. (Star Paper v. Simbol, G.R. No. d.Anti‐ Sexual Harrasment Act
164774, April 12, 2006) RA 7877

Q: What is the importance of the BFOQ Rule? Q: What is the policy of the State in enacting the
Anti‐Sexual Harassment law?
A:
1. To ensure that the Ee can effectively A: The State shall:
perform his work
2. So that the no‐spouse rule will not impose 1. Value the dignity of every individual
any danger to business. 2. Enhance the development of it human
resources
Q: Tecson was employed by Glaxo as medical 3. Guarantee full respect for human rights
representative who has a policy against Ees having and
relationships against competitor’s Ees. Tecson 4. Uphold the dignity of workers, Ee,
married Bettsy, a Branch coordinator of Astra, applicants for employment, students or
Glaxo’s competitor. Tecson was transferred to those undergoing training, instruction or
another area. Tecson did not accept such transfer. education. (Sec. 2)

Is the policy of Glaxo valid and reasonable so as to Q: Who may be held liable for sexual harassment?
constitute the act of Tecson as willful
disobedience? A: In a work, education or training‐related
environment sexual harassment may be committed
A: The prohibition against personal or marital by an:
relationships with Ees of competitors companies
upon Glaxo’s Ees is reasonable under the 1. Ee
circumstances because relationships of that nature 2. Manager
might compromise the interest of the company. 3. Supervisor
50
LABOR LAW TEAM:

LABOR STANDARDS
4. Agent of the (Er) segregating or classifying the Ee

5. Teacher, instructor, professor which in a way would discriminate,
6. Coach, trainer, or deprive or diminish employment
7. Any other person who, having authority, opportunities or otherwise adversely
influence or moral ascendancy over affect said Ee;
another in a work or training or education b. The above acts would impair the Ees’
environment: rights or privileges under existing
a. Demands labor laws; or
b. Requests or c. The above acts would result in an
c. Requires intimidating, hostile, or offensive
any sexual favor from the other, environment for the Ee.
regardless of whether the demand,
request or requirement for 2. In an education or training environment:
submission is accepted by the object a. Against one who is under the care,
of R.A. 7877. (Sec. 3) custody or supervision of the
offender;
Q: How is sexual harassment committed? b. Against one whose education,
training, apprenticeship or tutorship
A: Generally, a person liable demands, requests, or is entrusted to the offender;
otherwise requires any sexual favor from the other, c. Sexual favor is made a condition to
regardless of whether the demand, request or the giving of a passing grade, or the
requirement for submission is accepted by the granting of honors and scholarships,
latter. or the payment of a stipend,
allowance or other benefits,
Q: Under the Sexual Harassment Act, does the privileges, or considerations; or
definition of sexual harassment require a d. Sexual advances result in an
categorical demand or request for sexual favor? intimidating, hostile or offensive
environment for the student, trainee
A: No. It is true that the provision calls for a or apprentice.
“demand, request or requirement of a sexual
favor.” But it is not necessary that the demand, Q: What are the duties of the Er or head of office
request or requirement of a sexual favor be in a work‐related, education or training
articulated in a categorical manner. It may be environment?
discerned, with equal certitude, from the acts of
the offender. A:
1. Prevent or deter the commission of acts
Likewise, it is not essential that the demand, of sexual harassment and
request or requirement be made as a condition for 2. Provide the procedures for the resolution,
continued employment or for promotion to a settlement or prosecution of acts of
higher position. It is enough that the respondent’s sexual harassment.
acts result in creating an intimidating, hostile or
offensive environment for the employee. (Domingo Towards this end, the Er or head of office shall:
v. Rayala, G.R. No. 155831, Feb. 18, 2008)
1. Promulgate appropriate rules and
Q: When is sexual harassment committed? regulations in consultation with the jointly
approved by the Ees or students or
A: Specifically: trainees, through their duly designated
representatives, prescribing the
1. In a work‐related or employment procedure for the investigation or sexual
environment: harassment cases and the administrative
a. The sexual favor is made as a sanctions therefore. (Sec. 4)
condition in the hiring or in the
employment, re‐employment or Note: Administrative sanctions shall not be
continued employment of said a bar to prosecution in the proper courts for
individual, or in granting said unlawful acts of sexual harassment.
individual favorable compensation, The said rules and regulations issued shall
terms, conditions, promotions, or include, among others, guidelines on proper
privileges; or the refusal to grant the decorum in the workplace and educational
sexual favor results in limiting, or training institutions.
51

hostile or unfriendly to the applicant's chances for a
2. Create a committee on decorum and job if she turns down the invitation. [Sec. 3(a)(3),
investigation of cases on sexual R.A. No. 7877, Anti‐Sexual Harassment Act]. (2000
harassment. Bar Question)
3. The Er or head of office, education or
training institution shall disseminate or Q: In the course of an interview, another female
post a copy of this R.A. 7877 for the applicant inquired from the same Personnel
information of all concerned Manager if she had the physical attributes
required for the position she applied for. The
Q: What is the liability of the Er, head of office, Personnel Manager replied: "You will be more
educational or training institution? attractive if you will wear micro‐mini dresses
without the undergarments that ladies normally
A: Ee shall be solidarily liable for damages arising wear." Did the Personnel Manager, by the above
from the acts of sexual harassment committed in reply, commit an act of sexual harassment?
the employment, education or training Reason.
environment provided:
A: Yes. The remarks would result in an offensive or
1. The Er or head of office, educational or hostile environment for the Ee. Moreover, the
training institution is informed of such remarks did not give due regard to the applicant’s
acts by the offended party; and feelings and it is a chauvinistic disdain of her honor,
2. No immediate action is taken thereon. justifying the finding of sexual harassment
(Sec. 5) (Villarama v. NLRC, G.R. No. 106341, Sep. 2, 1994)

Q: Can an independent action for damages be Q: Pedrito Masculado, a college graduate from the
filed? province, tried his luck in the city and landed a job
as utility/maintenance man at the warehouse of a
A: Yes. Nothing under R.A. 7877 shall preclude the big shopping mall. After working as a casual Ee for
victim of work, education or training‐related sexual 6 months, he signed a contract for probationary
harassment from instituting a separate and employment for 6 months. Being well‐built and
independent action for damages and other physically attractive, his supervisor, Mr. Hercules
affirmative relief. (Sec. 6) Barak, took special interest to befriend him. When
his probationary period was about to expire, he
Q: What is the three‐fold liability rule in sexual was surprised when one afternoon after working
harassment cases? hours, Mr. Barak followed him to the men’s
comfort room. After seeing that no one else was
A: An act of sexual harassment may give rise to civil, around, Mr. Barak placed his arm over Pedrito’s
criminal and administrative liability on the part of shoulder and softly said: “You have great potential
the offender, each proceeding independently of the to become a regular Ee and I think I can give you a
others. favorable recommendation. Can you come over to
my condo unit on Saturday evening so we can
Q: When does the action prescribe? have a little drink? I’m alone, and I’m sure you
want to stay longer with the company.” Is Mr.
A: Any action shall prescribe in 3 years. Barak liable for sexual harassment committed in a
work‐related or employment environment?
Q: A Personnel Manager, while interviewing an
attractive female applicant for employment, A: Yes, the elements of sexual harassment are all
stared directly at her for prolonged periods, albeit present. The act of Mr. Barak was committed in a
in a friendly manner. After the interview, the workplace. Mr. Barak, as supervisor of Pedrito
manager accompanied the applicant to the door, Masculado, has authority, influence and moral
shook her hand and patted her on the shoulder. ascendancy over Masculado.
He also asked the applicant if he could invite her
for dinner and dancing at some future time. Did Given the specific circumstances mentioned in the
the Personnel Manager, by the above acts, commit question like Mr. Barak following Masculado to the
sexual harassment? Reason. comfort room, etc. Mr. Barak was requesting a
sexual favor from Masculado for a favorable
A: Yes, because the Personnel Manager, is in a recommendation regarding the latter's
position to grant or not to grant a favor (a job) to employment. It is not impossible for a male, who is
the applicant. Under the circumstances, inviting the a homosexual, to ask for a sexual favor from
applicant for dinner or dancing creates a situation another male. (2000 Bar Question)
52
LABOR LAW TEAM:

LABOR STANDARDS
9.MINOR WORKERS iii.
the conditions provided in
the first instance are met.
a.Regulation of working hours of a child, B. Above 15 but below 18 – may be
Employment of the child in public entertainment, employed in any non‐hazardous work
Prohibition of employing minors in certain C. Above 18 – no prohibition
undertakings and in certain advertisements
Q: What is the duty of the Er before engaging child
Q: What are the general prohibitions? into work?
A: GR: A: The Er shall first secure a work permit from the
1. No person under 18 years of age will be DOLE which shall ensure observance of the
allowed to be employed in an undertaking requirements. (Sec. 12, R.A. 7160)
which is hazardous or deleterious in
nature. Q: What is the rule regarding the issuance of work
2. No Er shall discriminate against any certificates/ permits for children at least 15 but
person in respect to terms and conditions below 18 years of age?
of employment on account of his age.
A: The issuance of a DOLE Certificate to youth aged
XPN: 15 to below 18 years of age is not required by law.
A. Below 15 yrs. Old No employer shall deny opportunity to any such
1. The child works directly under the youth applying for employment merely on the basis
sole responsibility of his parents, or of lack of work permit or certificate of eligibility for
guardians who employ members of employment. Any young person aged 15 to below
his family, subject to the following 18 years of age may present copy of this DOLE
conditions: advisory to any employer, job provider, government
a. Employment does not endanger authority, or his/her representative when seeking
the child’s safety, health and employment or anytime during employment. (DOLE
morals Department Advisory No. 01‐08)
b. Employment does not impair
the child’s normal dev’t Q: What is a non‐hazardous work?
c. Er‐parent or legal guardian
provides the child with the A: It is any work or activity in which the Ee is not
primary and/or secondary exposed to any risk which constitutes an imminent
education prescribed by the danger to his safety and health.
Dept. of Education
2. The child’s employment or Q: What are hazardous workplaces?
participation in public entertainment
or information through cinema, A:
theater, radio or television is 1. Nature of work exposes the workers to
essential provided: dangerous environmental elements,
a. Employment contract is contaminants or work conditions
concluded by the child’s parents 2. Workers are engaged in construction work,
or legal guardian, logging, fire‐fighting, mining, quarrying,
b. With the express agreement of blasting, stevedoring, dock work, deep‐sea
the child concerned, if possible, fishing, and mechanized farming
and 3. Workers are engaged in the manufacture or
c. The approval of DOLE, the handling of explosives and other pyrotechnic
following must be complied products
with: 4. Workers use or are exposed to heavy or
i. The employment does not power‐driven tools
involve advertisement or
commercials promoting Q: You were asked by a paint manufacturing
alcoholic beverages, company regarding the possible employment as a
intoxicating drinks, tobacco mixer of a person, aged 17, who shall be directly
and its by‐products or under the care of the section supervisor. What
exhibiting violence advice would you give? Explain briefly.
ii. there is a written contract
approved by DOLE A: I will advise the paint manufacturing company
that it cannot hire a person who is aged 17. Art 139
53

(c) of the LC provides that a person below 18 yrs of the employment of persons below 18 years of age
age shall not be allowed to work in an undertaking in an undertaking which is hazardous or deleterious
which is hazardous or deleterious in nature as in nature as determined by the SLE.
determined by the SLE. Paint manufacturing has
been classified by the SLE as a hazardous work. 2. An 11‐year old boy who is an accomplished
(2002 Bar Question) singer and performer in different parts of the
country.
Q: What are the prohibitions on the employment
of children in certain advertisements? A: No, he should not be prohibited from being hired
and from performing as a singer. Under Art. VIII Sec.
A: No employment of child models in all 12 par. 2 of R.A. 7619 as amended by R.A. 7658, this
commercial advertisements promoting: constitutes an exception to the general prohibition
against the employment of children below 15 years
1. Violence of age, provided that the following requirements
2. Alcoholic beverages are strictly complied with:
3. Intoxicating drinks
4. Tobacco and its by products 1. The Er shall ensure the protection, health
safety and morals of the child
Q: A spinster school teacher took pity on one of 2. The Er shall institute measures to prevent
her pupils, a robust and precocious 12‐year old the child’s exploitation or discrimination
boy whose poor family could barely afford the cost taking into account the system and level
of his schooling. She lives alone at her house near of remuneration, and the duration and
the school after her housemaid left. In the arrangement of working time; and
afternoon, she lets the boy do various chores as 3. The Er shall formulate and implement,
cleaning, fetching water and all kinds of errands subject to the approval and supervision of
after school hours. She gives him rice and P30.00 competent authorities, a continuing
before the boy goes home at 7:00 every night. The program for training and skill acquisition
school principal learned about it and charged her of the child. Moreover, the child must be
with violating the law which prohibits the directly under the sole responsibility of
employment of children below 15 years of age. In his parents or guardian and his
her defense, the teacher stated that the work employment should not in any way
performed by her pupil is not hazardous, and she interfere with his schooling.
invoked the exception provided in the Department
Order of DOLE for the engagement of persons in 3. A 15‐year old girl working as a library assistant
domestic and household service. Is her defense in a girls' high school.
tenable? Reason?
A: No, she should not be prohibited from working
A: No, her defense is not tenable. Under Art. 139 of as a library assistant because the prohibition in the
the LC on “minimum employable age”, no child LC against employment of persons below 18 years
below 15 years of age shall be employed except of age merely pertains to employment in an
when he works directly under the sole undertaking which is hazardous or deleterious in
responsibility of his parents or guardian, the nature as identified in the guidelines issued by the
provisions of the alleged DO of DOLE to the SLE working as a library assistant is not one of
contrary notwithstanding. A mere DO cannot undertakings identified to be hazardous under D.O.
prevail over the express prohibitory provisions of No 04 Series of 1999.
the LC. (2004 Bar Question)
4. A 16‐year old girl working as model promoting
Q: Determine whether the following minors alcoholic beverages.
should be prohibited from being hired and from
performing their respective duties indicated A: Yes, she should be prohibited from working as a
hereunder: model promoting alcoholic beverages. R.A. 7610
categorically prohibits the employment of child
1. A 17‐year old boy working as miner at the models in all commercials or advertisements
Walwadi Mining Corporation. promoting alcoholic beverages and intoxicating
drinks, among other things.
A: Yes, he should be prohibited from being hired
and from performing the duties of a miner because 5. A 17‐year old boy working as a dealer in a
such constitutes hazardous work under D.O. No. 04 casino.
Series of 1999. Art. 139 (c) of LC expressly prohibits
54
LABOR LAW TEAM:

LABOR STANDARDS
A: Yes, he should be prohibited from working as a - Not allowed to work between 8:00
dealer in casino, because Art. 140 of the LC pm – 6:00 am
prohibits the employment of persons below 18
years of age in an undertaking which is hazardous 2. At least 15 years of age but below 18
or deleterious in nature identified in the guidelines years of age – will not exceed 8 hours a
issued by the SLE. Working as a dealer in a casino is day or 40 hours a week
classified as hazardous under D.O. No. 04 Series of - Not allowed to work between 10:00
1999 as it exposes children to physical, pm – 6:00 am
psychological or sexual abuses. (2006 Bar Question)
Q: What are the worst forms of labor?
b.Act Against Child Labor (RA 9231) and Child Abuse
Law (RA 7610) A:
1. All forms of slavery (Anti‐Trafficking of
Q: What is child labor? Persons Act of 2003) or practices similar
to slavery such as sale and trafficking of
A: Any work or economic activity performed by a children, debt bondage and serfdom and
child that subjects him or her to any form of forced or compulsory labor, including
exploitation or is harmful to his or her health and recruitment of children for use in armed
safety or physical, mental or psychosocial conflict;
development. 2. The use, procuring, offering or exposing
of a child pornography or for
Q: Who is a working child? pornographic performances;
3. The use, procuring, offering or exposing
A: Any child engaged as follows: of a child for illegal or illicit activities,
including the production and trafficking of
1. When the child is below 18 years of age in dangerous drugs and volatile substances
a work or economic activity that is not prohibited under existing laws;
child labor; or 4. Employing child models in all commercials
2. When the child is below 15 years of age: or advertisements promoting alcoholic
a. In work where he/she is directly beverages, intoxicating drinks, tobacco
under the responsibility of his/her and its byproducts and violence; and
parents or legal guardian and where 5. Work which, by its nature or
only members of the child’s family circumstances in which it is carried out, is
are employed; or hazardous or likely to be harmful to the
b. In public entertainment or health, safety or morals of children.
information
Q: Who can file a complaint for unlawful acts
Q: When may the State intervene in behalf of the committed against children?
child?
A:
A: 1. Offended party
1. The parent, guardian, teacher or person 2. Parents or guardians
having care or custody of the child fails or 3. Ascendants or collateral relatives within
rd
is unable to protect the child against the 3 degree of consanguinity
abuse, exploitation and discrimination; or 4. Officer, social worker or representative of
2. When such acts are committed against a licensed child‐caring institution
the child by the said parent, guardian, 5. Officer or social worker of DSWD
teacher or person having care and 6. Barangay chairman of the place where
custody over the child the violation occurred, where the child is
residing or employed
Q: What is the limitation on the hours of work of a 7. At least 3 concerned, responsible citizens
working child? where the violation occurred

A: If the child is: Q: Which courts have jurisdiction over offenses
punishable under R.A. 9231?
1. Below 15 years of age – not more than 20
hours a week and not more than 4 hours A: The Family Courts shall have original jurisdiction
a day over all cases involving offenses punishable under
this Act
55

5. Non‐assignment to a work in a

commercial, industrial or agricultural
10.EMPLOYMENT OF HOUSEHELPERS enterprise at a wage or salary rate lower
than that provided for agricultural or non‐
a.Definition agricultural workers. (Art. 145)
Q: What is domestic or household service? 6. Ees under 18 years of age shall be given
A: opportunity for at least elementary
1. Services in the Ers home education. The cost of education shall be
2. Usually necessary or desirable part of the HH’s compensation, unless
3. For the maintenance and employment otherwise stipulated. (Art 146)
thereof 7. Should be treated in a just and humane
4. Includes ministering to the personal manner. (Art. 147)
comfort and convenience of the members 8. Not to be treated with physical violence
of the Ers household (Art. 147)
5. Including services of family drivers. 9. Suitable and sanitary living headquarters
as well as adequate food and medical
Q: Who is a househelper? attendance. (Art. 148)
10. Termination of employment should be
A: A househelper is synonymous to domestic a. upon expiration of term of
servant employment, or
b. based on just cause (Art. 149)
1. Any person, male or female; 11. Indemnity for unjust termination of
2. Who renders services in and about the Ers service
home and; 12. Employment certification as to nature and
3. Services are usually necessary or Desirable duration of service and efficiency and
for the maintenance and enjoyment conduct of househelper.
thereof, and
4. Ministers exclusively to the personal Q: What is the minimum wage for househelpers?
comfort and enjoyment of Ers family
A:
Note: The children and relatives of a househelper who 1. Meto Manila‐P 800 / month
live under the Ers roof and who share the 2. Other Chartered Cities or First Class
accommodations provided for the househelper by the Municipalities‐P 650 / month
Er shall not be deemed as househelper’s if they are not
3. In other Municipalities‐P 550 / month
otherwise engaged as such and are not required to

perform any substantial household work. (Sec 3, Rule
Note: The minimum cash wage rates shall be paid to
XII, Book III, IRR)
the househelpers in addition to lodging, food and
medical attendance.
The definition of a househelper cannot be interpreted
to include househelp or laundry women working in
Q: Is there an OT Pay for househelpers?
staffhouses of a company. (APEX Mining CO., Inc., v.
NLRC, G.R. No. 94951, April 22, 1991)
A: No. The LC is silent on the grant of OT pay, HP,
b.Benefits accorded househelpers Premium Pay and SIL to those engaged in the
domestic or household service. Moreover Art. 82 of
Q: What are the rights of househelpers? LC expressly excludes domestic helpers from its
coverage. (Ultra Villa Food Haus v. Geniston, G.R.
A: No. 120473, June 23, 1999)
1. Original contract of domestic service shall
not last for more than 2 years but it may Q: Erlinda worked as a cook, preparing the lunch
be renewed by the parties. (Art. 142) and merienda of the Ees of Remington Industrial
2. Entitled to minimum wage in addition to Sales Corp. She worked at the premises of the
lodging, food, and medical attendance. company. When Erlinda filed an illegal dismissal
(Art. 144) case, Mr. Tan, the managing director of Remington
3. Employment contract should be reviewed Corp. claimed that Erlinda was a domestic helper,
every 3 years with the end view of and not a regular Ee of Remington Corp. Mr. Tan
improving the terms and conditions of argued that it is only when the househelper or
employment. (Art. 143) domestic servant is assigned to certain aspects of
4. SSS benefits for those who are receiving the business of the Er that such househelper or
at least P1,000 per month. (Art. 143)
56
LABOR LAW TEAM:

LABOR STANDARDS
domestic servant may be considered as such an d. Reliefs for Unjust Termination

employee. Is Erlinda a domestic or househelper?
Q: What are the rules for indemnity?
A: No, Erlinda is clearly not a househelper. A
“househelper” or “domestic servant” under the A:
Implementing Rules of the LC is one who is 1. If the period for household service is
employed in the Er’s home to minister exclusively fixed, neither the Er nor the househelper
to the personal comfort and enjoyment of the Er’s may terminate the contract before the
family. A househelper, domestic servant or expiration of the term except for just
laundrywoman in a home or in a company cause.
staffhouse is different in the sense that in a 2. If the househelper is unjustly dismissed, he
corporation or a single proprietorship engaged in or she shall be paid the compensation
business or industry or any agricultural or similar already earned plus that for the 15 days
pursuit, service is being rendered in the staffhouses by way of indemnity.
or within the premises of the business of the Er. In 3. If the househelper leaves without
such instance, they are Ees of the company or Er in justifiable reason, he or she shall forfeit
the business concerned, entitled to the privileges of any unpaid salary due him or her not
a regular Ee. The mere fact that the househelper or exceeding 15 days.
domestic servant is working within the premises of
the business of the employer and in relation to or in Q: When can the HH demand for employment
connection with its business, as in its staffhouses certification?
for its guest or even for its officers and Ees,
warrants the conclusion that such househelper or A: Upon the severance of the household service
domestic servant is and should be considered a relationship, the househelper may demand from
regular Ee and not a househelper. (Remington the Er a written statement of the nature and
Industrial v. Castaneda, G.R. Nos. 169295‐96, duration of the service and his/ her efficiency and
Nov.20, 2006) conduct as househelper.

Q: NBC has a resthouse and recreational facility in 11.EMPLOYMENT OF HOMEWORKERS
the highlands of Tagaytay City for the use of its top
executives and corporate clients. The resthouse a.Defintion
staff includes a caretaker, two cooks and a
laundrywoman. All of them are reported to the Q: Who are homeworkers?
SSS as domestic or household Ees of the resthouse
and recreational facility and not of NBC. Can NBC A: They are those who perform in or about his own
legally consider the caretaker, cooks and home any processing or fabrication of goods or
laundrywoman as domestic Ee’s of the resthouse materials, in whole or in part, which have been
and not of NBC? furnished directly or indirectly, by an Er and sold
thereafter to the latter.
A: No, they are not domestic Ees. They are NBC’s
Ees because the resthouse and recreational facility Q: Who is the Er of Homeworker?
are business facilities as they are for use of the top
executives and clients of NBC. (Traders Royal Bank A: Includes any person, natural or artificial who, for
v. NLRC, G.R. No. 127864, Dec. 22. 1999). (2000 Bar his account or benefit, or on behalf of any person
Question) residing outside the country, directly or indirectly,
or through an Ee, agent contractor, subcontractor
c.Termination or any other person:

Q: What is the proper procedure in the 1. Delivers or causes to be delivered, any
termination of a househelper? goods, articles or materials to be
processed or fabricated in or about a
A: The termination of the employment of a home and thereafter to be returned or to
househelper should be: be disposed of or distributed in
accordance with his directions.
a. Upon expiration of the term of 2. Sells any goods, articles or materials to be
employment, or processed or fabricated in or abut a home
b. Based on just cause (Art. 149) and then rebuys them after such
processing or fabrication, either by
himself or through some other person.
57

4. The deduction is made at such rate that

b.Rights and benefits accorded homeworkers the amount deducted does not exceed
20% of the HW’s earnings in a week.
Q: What is the duty of the Er in case he contracts
with another the performance of his work?
Q: Distinguish househelpers from homeworkers.
A: It shall be the duty of the Er to provide in such
contract that the Ees or HWs of the contractor and A:
the latter’s subcontractor shall be paid in HOUSEHELPERS HOMEWORKERS
accordance with the LC. Performs in or about his
own home any processing
Q: What is the liabilty of the Er if the contractor or or fabrication of goods or
subcontractor fails to pay the wages or earnings of Minister to the personal materials, in whole or in
his Ees? needs and comfort of his part, which have been
Er in the latter’s home furnished directly or
A: Er shall be jointly and severally liable with the indirectly, by an Er and
contractor or sub‐contractor to the workers of the sold thereafter to the
latter to the extent that such work is performed latter.
under such contract, in the same manner as if the Q: Josie is the confidential secretary of the
Ees or HWs were directly engaged by the Er. Chairman of the Board of the bank. She is
presently on maternity leave. In an arrangement
Q: Can Homeworkers form labor organizations? where the Chairman of the Board can still have
access to her services, the bank allows her to work
A: Yes. DO No. 5, replacing Rule XIV of the IRR Book in her residence during her leave. For this purpose,
3 of the LC, authorizes the formation and the bank installed a fax machine in her residence,
registration of labor organization of industrial HWs. and gave her a cellphone and a beeper. Is Josie a
It also makes explicit the Ers duty to pay and remit homeworker under the law? Explain.
SSS, 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
repurchased by said contractor. (Art. 155, LC) (2000
1. Explosives, fireworks and similar articles; Bar Question)
2. Drugs and poisons; and
3. Other articles, the processing of which 12.APPRENTICES AND LEARNERS
requires exposure to toxic substances.
(Sec. 13, Rule XIV, Book III, IRR) a.Apprentices

c.Conditions for deduction from homeworker’s Q: Who is an apprentice?
earnings A: Any worker who is covered by a written
apprenticeship agreement with an individual
Q: Can the Er make deductions on homeworker’s employer or any of the entities recognized under
earnings? the LC.

A: GR: No Er, contractor or subcontractor shall Q: What is apprenticeship?
make any deduction from the HWs earnings
for the value of materials which have been lost, A: It is practical training on the job supplemented
destroyed, soiled or otherwise damage. by related theoretical instruction.

XPN: Unless the ff. conditions are met: Q: What is an apprenticeable occupation?
1. The HW is clearly shown to be responsible
for the loss or damage A: That which requires more than 3 months of
2. The Ee is given reasonable opportunity to practical training with theoretical instruction
show cause why deductions should not be
made; Q: What is on the job training (OJT)?
3. The amount of such deduction is fair and
A: It is practical work experience through actual
reasonable and shall not exceed the
participation in productive activities given to or
actual loss or damages; and
acquired by an apprentice.
58
LABOR LAW TEAM:

LABOR STANDARDS
Q: What are highly technical industries? Q: What is the employment status of apprentices?
A: Those which are engaged in the application of A: They are contractual workers whose length of
advanced technology. service depends on the term provided for in the
apprenticeship agreement. Thus, the employer is
Q: What are related theoretical instructions? not obliged to employ the apprentice after the
completion of his training.
A: Technical information based on apprenticeship
standards approved by the Bureau. Q: What is the period of apprenticeship?
Note: Prior approval by TESDA (formerly DOLE) of the A: Must not exceed 6 months:
proposed apprenticeship program is a condition sine
qua non. Otherwise, apprentice becomes a regular Ee. 1. 2 months/400 hours: Trades or occupations
(Nitto Enterprises v. NLRC, G.R. No. 114337, Sep. 29, which normally require 1 year or more for
1995). proficiency
2. 1 month/200 hours: Occupations and jobs
Q: What are the qualifications of an apprentice? which require more than 3 months but less
than 1 year for proficiency. (Sec. 19, Rule VI,
A: Book II, IRR)
1. At least 15 years of age
Note: Those below 18 years of age shall not Q: What is the status of an apprentice hired after
work in hazardous occupations such term?
2. Physically fit for the occupation
3. Possess vocational aptitude and capacity A: He is deemed a regular Ee. He cannot be hired as a
4. Possess: probationary Ee since the apprenticeship is deemed
a. The ability to comprehend, and the probationary period.
b. Follow oral and written instructions
5. The company must have an Q: What is the wage rate of an apprentice?
apprenticeship program duly approved by
the DOLE. A: Start at not less than 75% of the statutory
minimum wage for the 1st 6 months (except OJT);
Note: Trade and industry associations may thereafter, shall be paid in full minimum wage,
recommend to the SLE appropriate educational including the full COLA.
requirements for different occupations.
Note: GR: Apprenticeship programs shall be primarily
Q: When is an occupation deemed hazardous? voluntary
A: XPN: Compulsory apprenticeship:
1. Nature of work exposes worker to 1. National security or economic
dangerous environmental elemental development so demand, the President
contaminants or work conditions may require compulsory training
2. Workers are engaged in construction 2. Services of foreign technicians are
work, logging, firefighting, mining, utilized by private companies in
quarrying, blasting, stevedoring, deep‐sea apprenticeable trades.
fishing, and mechanized farming
3. Workers are engaged in the manufacture Q: What are the rules regarding apprenticeship
or handling of explosives and other agreements?
pyrotechnic products
4. Workers use, or are exposed to heavy or A: Apprenticeship agreements, including the wage
power‐driven machinery or equipment. rates of apprentices, shall:

Q: Who may employ apprentices? 1. Conform to the rules issued by SLE.
2. The period of apprenticeship shall not
A: exceed 6 months.
1. Only employers in highly technical 3. Apprenticeship agreements providing for
industries and wage rates below the legal minimum
2. Only in apprenticeable occupations wage, which in no case shall start below
approved by SLE 75% of the applicable min. wage, may be
entered into only in accordance with
59

apprenticeship programs duly approved A: Gomburza College is not liable for the acts of
by the SLE. Padilla because there is no Er‐Ee relationship
4. The DOLE shall develop standard model between them. As provided in the Rules and
programs of apprenticeship. (Sec. 18, Rule Regulations Implementing the LC "there is no Er‐Ee
VI, Book II, IRR) relationship between students on one hand, and
schools, colleges, or universities on the other,
Q: Who signs the apprenticeship agreement? where students work with the latter in exchange for
the privilege to study free of charge, provided the
A: Every apprenticeship agreement shall be signed students are given real opportunity, including such
by: facilities as may be reasonable and necessary to
finish their chosen courses under such
1. The employer or his agent, or arrangement." (1997 Bar Question)
2. An authorized representative of any of
the recognized organizations, associations Q: Who may terminate an apprenticeship
or groups, and agreement?
3. The apprentice.
A:
Q: Who will sign if the apprentice is a minor? 1. Either party may terminate an agreement
after the probationary period but only for
A: An apprenticeship agreement with a minor shall a valid cause.
be signed in his behalf by: 2. It may be initiated by either party upon
filing a complaint or upon DOLE’s own
1. His parent or guardian, or if the latter is initiative.
not available,
2. An authorized representative of the Q: Who may appeal the decision of the authorized
DOLE. agency of the DOLE?

Q: May apprentices be hired without A: It may be appealed by any aggrieved person to
compensation? the SLE within 5 days from receipt of the decision.

A: Required: Note: The decision of the SLE shall be final and
executory.
1. By school
2. By the training program curriculum Q: What is Exhaustion of Administrative Remedies
3. For Graduation (EAR)?
4. For board examinations
A: It is a condition precedent to the institution of
Q: What are the rules on working scholars? action. (Sec. 32b, Rule VI, Book II, IRR)
A: There is no Er‐Ee relationship between students Q: How is the principle of Exhaustion of

on one hand, and schools, where there is written Administrative Remedies applied in case of breach
agreement between them under which the former of apprenticeship agreement?
agree to work for the latter in exchange for the
A: No person shall institute any action for the
privilege to study free of charge. The student is not
enforcement of any apprenticeship agreement or
considered an Ee. (Sec. 14, Rule IX, Book III, IRR)
damages for breach of any such agreement, unless
Q: Padilla entered into a written agreement with he has exhausted all available administrative
Gomburza College to work for the latter in remedies.
exchange for the privilege of studying in said
Q: Who shall settle differences arising out of
institution. His work was confined to keeping clean
apprenticeship agreement?
the lavatory facilities of the school. One school
day, he got into a fist fight with a classmate,
A: The plant apprenticeship committee shall have
Monteverde, as a result of which the latter
the initial responsibility for settling differences
sustained a fractured arm. Victor filed a civil case
arising out of apprenticeship agreement. (Sec. 32b,
for damages against him, impleading Gomburza
Rule VI, Book II, IRR)
College due to the latter's alleged liability as his Er.
Under the circumstances, could Gomburza College Q: What is the procedure for the termination of
be held liable by Victor Monteverde as an Padilla’s apprenticeship?
Er?
60
LABOR LAW TEAM:

LABOR STANDARDS
A: The party terminating shall: A: Only employers in semi‐skilled and other

industrial occupations which are non‐
1. Serve a written notice on the other at apprenticeable.
least 5 days before actual termination,
2. Stating the reason for such decision; and Q: What is the status of learners who have been
3. A copy of said notice shall be furnished allowed or suffered work during the first 2
the Apprenticeship Division concerned. months, if training is terminated by the Er before
the end of the stipulated period through no fault
b.Learners of the learner?

Q: Who are learners? A: They are deemed regular employees. (Sec. 4,
Rule VII, Book II, IRR)
A:
1. They are persons hired as trainees in c.Distinctions between Learnership and
semi‐skilled and other industrial Apprenticeship
occupations
2. Which are non‐apprenticeable and Q: Distinguish Learnership from Apprenticeship.
3. Which may be learned through practical
training on the job in a relatively short A:
period of time Learnership Apprenticeship
4. Which shall not exceed 3 months Nature
5. Whether or not such practical training is Training on the job in semi‐
supplemented by theoretical instructions. Training in trades which
skilled and other industrial
(Sec. 1a, Rule VII, Book II, IRR) are apprenticeable, that
occupation or trades which
is, practical training on
are non‐apprenticeable
the job supplemented
Q: When may learners be employed? and which may be learned
by related theoretical
thru practical training on
instruction for more
A: the job in a relatively short
than 3 months.
1. When no experienced worker is available period of time.
2. It is necessary to prevent curtailment of
Duration of training
employment opportunities; and
3. Employment does not create unfair Min: 3 months
Max: 3 months
competition in terms of labor costs or Max: 6 months
impair or lower working standards. Commitment to employ
With commitment to
Q: What is a learnership agreement? employ the learner as a
regular Ee if he desires No commitment to hire
upon completion of
A: Any employer desiring to employ learners shall
learnership
enter into a learnership agreement with them,
which agreement shall include: In case of pretermination of contract
Considered a regular Ee if
1. The names and addresses of the learners; pre‐termination occurs
2. The duration of the learnership period, after 2 months of training Worker not considered
which shall not exceed 3 months; and the dismissal is as regular employee.
without fault of the
3. The wages or salary rates of the learners
learner.
which shall begin at not less than 75% of
Coverage
the applicable minimum wage; and
Highly technical
4. A commitment to employ the learners if Semi‐skilled/Indus‐trial
industries and only in
they so desire, as regular employees upon occupations
industrial occupation
completion of the learnership.
There is a list of learnable
No list
trades by TESDA
Q: What is the qualification of a learner? Written agreement
Require Learnership Requires Apprenticeship
A: Must be at least 15 years of age. Agreement Agreement

Note: Those below 18 years of age shall not work in

hazardous occupations.

Q: Who may employ learners?
61

disability he can still efficiently perform his work, he

13.HANDICAPPED WORKERS (RA 9277) cannot be classified as handicapped; he would be
13. considered a qualified disabled worker entitled to the
a.Definition same treatment as qualified able‐bodied workers.
Q: Who are handicapped workers (HW)? b.Rights of disabled workers
A: Those whose earning capacity is impaired by: Q: What are the rights and privileges of disabled
workers?
1. Physical deficiency
2. Age A:
3. Injury 1. Equal opportunity for employment
4. Disease 2. Sheltered employment (the gov’t shall
5. Mental deficiency endeavour to provide them work if suitable
6. Illness employment for disabled persons cannot
be found through open employment)
Q: What is the duration of the employment period 3. Apprenticeship
of handicapped workers? 4. Vocational rehabilitation (means to develop
the skills and potentials of disabled workers
A: There is no minimum or maximum duration. It and enable them to compete in the labor
depends on the agreement but it is necessary that market)
there is a specific duration stated. 5. Vocational guidance and counselling
Q: May handicapped workers be hired as c.Prohibitions on discrimination against disabled

apprentices or learners? persons
A: Yes, if their handicap is not such as to effectively Q: What is the prohibition on discrimination

impede the performance of job operations in the against disabled workers?
particular occupations for which they are hired.
(Art. 81) A: No disable person shall be denied access to
opportunities for suitable employment. A qualified
Q: Can a handicapped workers acquire the status disabled employee shall be subject to the same
of a regular Ee? terms and conditions of employment and the same
compensation, privileges, benefits, fringe benefits,
A: Yes, if work is usually or necessarily or desirable incentives or allowances as a qualified able bodied
to the business. (Bernardo v. NLRC, G.R No. person.
122917, July 12, 1999)
Five percent (5%) of all casual emergency and
Q: Who may employ handicapped workers? contractual positions in the Departments of Social
Welfare and Development; Health; Education,
A: Employers in all industries. Provided, the Culture and Sports; and other government
handicap is not such as to effectively impede the agencies, offices or corporations engaged in social
performance of job operations in the particular development shall be reserved for disabled
occupations for which they are hired persons.
Q: When can handicapped workers be employed? d.Incentives for employers
A: Q: What are the incentives provided for employers

1. When their employment is necessary to in employing disabled workers?
prevent curtailment of employment
opportunities and A: 1. Entitled to an additional deduction, from their
2. When it will not create unfair competition gross income, equivalent to twenty‐five percent
in labor costs or lower working standards. (25%) of the total amount paid as salaries and
(Art. 79) wages to disabled persons: Provided, however, That
such entities present proof as certified by the
Q: Does the mere fact that a worker has a disability, Department of Labor and Employment that
make him a handicapped worker? disabled persons are under their employ: Provided,
further, That the disabled employee is accredited
A: No, because his disability may not impair his with the Department of Labor and Employment and
efficiency or the quality of his work. If despite his
62
LABOR LAW TEAM:

LABOR STANDARDS
the Department of Health as to his disability, skills

and qualifications
2. Private entities that improve or modify their

physical facilities in order to provide reasonable
accommodation for disabled persons shall also be
entitled to an additional deduction from their net
taxable income, equivalent to fifty percent (50%) of
the direct costs of the improvements or
modifications
Q: Distinguish handicapped from disabled?
A:
Disabled
Handicapped
(Differently Abled)
Refers to all suffering from
restriction of different abilities
Earning capacity is as a result of mental, physical
impaired by age, or or sensory impairment to
physical or mental perform an activity in the
deficiency or injury. manner or within range
considered normal for a
human being.
Covers all activities or
Covers only workers.
endeavors.
Basis: range of activity which
Basis: loss/impairment
is normal for a human
of earning capacity.
being.
Loss due to injury or Restriction due to impairment
physical or mental of 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.

63

D. TERMINATION OF EMPLOYMENT suspensions, dismissals and award citations for

meritorious services were all done upon approval
1.EMPLOYER‐EMPLOYEE RELATIONSHIP by BARON's chief security officer. After the
expiration of the contract with ASIA, BARON did
Q: What determines the existence of an not renew the same and instead executed another
employment relationship? contract for security services with another agency.
ASIA placed the affected security guards on
A: It is determined by law and not by contract. "floating status" on "no work no pay" basis.
Whether or not an Er‐Ee relationship exists Having been displaced from work, the ASIA
between the parties is a question of fact. In this security guards filed a case against the BARON for
regard, the findings of the NLRC are accorded not illegal dismissal, overtime pay, minimum wage
only respect but finality if supported by evidence. differentials, vacation leave and sick leave
benefits, and 13th month pay. BARON denied
Note: Taxi or jeepney drivers under the “boundary” liability alleging that ASIA is the employer of the
system are Ee’s of the taxi or jeepney security guards and therefore, their complaint for
owners/operators; so also the passenger bus drivers illegal dismissal and payment of money claims
and conductors. (Jardin vs. NLRC and Goodman Taxi,
should be directed against ASIA. Nevertheless,
G.R. No. 119268, Feb. 23, 2000)
BARON filed a Third Party Complaint against ASIA.

Q: The employment contract stipulates that there
Is there an Er‐Ee relationship between the BARON,
is no Er‐Ee relationship between the parties. Is
on one hand, and the ASIA security guards, on the
that valid?
other hand? Explain briefly.
A: No. The existence of an Er‐Ee relation is a
question of law and being such, it cannot be made A: As a general rule, the security guards of a private
the subject of agreement. (Tabas v. California security guard agency are the employees of the
Manufacturing Co., G.R. No. L‐80680, Jan. 26, 1989) latter and not of the establishment that has entered
into a contract with the private security guard
Q: Banco de Manila and the Ang Husay Janitorial agency for security services. But under the facts in
and Pest Control Agency entered into an the question, Baron Hotel appear to have hired the
Independent Contractor Agreement with the usual security guards, to have paid their wages, to have
stipulations: specifically, the absence of Er‐Ee the power to promote, suspend or dismiss the
relationship, and the relief from liability clauses. security guards and the power of control over
Can the bank, as a client, and the agency, as an them, namely, the security guards were under
independent contractor, stipulate that no Er‐Ee orders of Baron Hotel as regard their employment.
relationship exists between the bank and the Ees Because of the above‐mentioned circumstances,
of the Agency who may be assigned to work in the Baron Hotel is the Er of the security guards.
Bank? Reason.
Q: Assuming that ASIA is the Er, is the act of ASIA
A: Yes, they can stipulate provided the relationship in placing the security guards on "floating status"
is job contracting. However the stipulation cannot lawful? Why?
prevail over the facts and the laws. The existence of
Er‐Ee relationship is determined by facts and law A: It is lawful for a private security guard agency to
and not by stipulation of the parties. (Insular Life place its security guard on a "floating status" if it
Assurance Co.. Ltd. v. NLRC, G.R. No. 119930, March has no assignment to give to said security guards.
12,1998) But if the security guards are placed on a "floating
status" for more than 6 months, the security guards
Q: ASIA executed a 1‐year contract with the Baron may consider themselves as having been dismissed.
Hotel (BARON) for the former to provide the latter (1999 Bar Question)
with 20 security guards to safeguard the persons
and belongings of hotel guests, among others. The Q: Lacson was one of more than 100 Ees who were
security guards filled up Baron application form terminated from employment due to the closure
and submitted the executed forms directly to the of LBM Construction Corporation. LBM was a sister
Security Department of Baron. The pay slips of the company of Lastimoso Construction, Inc. and RL
security guards bore BARON's logo and showed Realty & Dev’t Corp. All 3 entities formed what
that Baron deducted therefrom the amounts for came to be known as the Lastimoso Group of
SSS premiums, medicare contributions and Companies. The 3 corporations were owned and
withholding taxes. Assignments of security guards, controlled by members of the Lastimoso family;
who should be on duty or on call, promotions, their incorporators and directors all belonged to
64
LABOR LAW TEAM:

TERMINATION OF EMPLOYMENT
the Lastimoso family. The 3 corporations were 4. Power of control. (The Labor Code with
engaged in the same line of business, under one Comments and Cases 2007, Azucena, Vol
management, and used the same equipment I, p.158)
including manpower services. Lacson and his co‐
Ees filed a complaint with the Labor Arbiter Q: What is control test?
against LBM, RL Realty and Lastimoso Construction
to hold them jointly and severally liable for A: The person for whom the services are performed
backwages and separation pay. Lastimoso reserves a right to control not only the end to be
Construction, Inc. RL Realty & Development achieved but also the means to be used in reaching
Corporation interposed a Motion to Dismiss such end.
contending that they are juridical entitles with
distinct and separate personalities from LBM Note: However, in certain cases the control test is not
Construction Corporation and therefore, they sufficient to give a complete picture of the relationship
cannot be held jointly and severally liable for the between the parties, owing to the complexity of such a
money claims of workers who are not their Ees. relationship where several positions have been held by
Rule on the motion to dismiss. Should it be the worker. The better approach is to adopt the two‐
tiered test. (Francisco vs. NLRC, G.R. No. 170087, Aug.
granted or denied? Why?
31, 2006)

A: It is very clear that even if LBM Construction
Q: Genesis entered into a Career’s Agent
company, Lastimoso Construction Company, Inc.
Agreement with EmoLife Insurance Company, a
and RL Realty & Dev’t Corp. all belong to the
domestic corporation engaged in insurance
Lastimoso family and are engaged in the same line
business. In the Agreement, it provides that the
of business under one management and used the
agent is an independent contractor and nothing
same equipment including manpower services,
therein shall be construed or interpreted as
these corporations were separate juridical entities.
creating an employer‐ employee relationship. It
Thus, only the LBM Construction Corp. is the Er of
further provides that the agent must comply with
Teofilo Lacson. The other corporation do not have
three requirements: (1) compliance with the
any Er‐Ee relations with Lacson. The case in
regulations and requirements of the company; (2)
question does not include any fact that would
maintenance of a level of knowledge of the
justify piercing the veil of corporate fiction of the
company's products that is satisfactory to the
other corporations in order to protect the rights of
company; and (3) compliance with a quota of new
workers. In a case (Concept Builders, Inc. v. NLRC,
businesses. However, EmoLife insurance company
G.R. No. 108734, May 29, 1996) the SC ruled that it
terminated Genesis’ services. Genesis filed an
is a fundamental principle of corporation law that a
illegal dismissal complaint alleging therein that an
corporation is an entity separate and distinct from
employer‐employee relationship exists and that he
its stockholders and from other corporations to
was illegally dismissed. Is he an employee of the
which it may be connected. But this separate and
insurance company?
distinct personality of a corporation is merely a
fiction created by law for convenience and to A: Genesis is not an employee of EmoLife Insurance
promote justice. So, when the notion of separate Company. Generally, the determinative element is
juridical personality is used to defeat public the control exercised over the one rendereing the
convenience, justify wrong, protect fraud or defend service. The concept of “control” in Labor Code has
crime, or is used as a device to defeat the labor to be compared and distinguished with “control”
laws, this separate personality of the corporation that must necessarily exist in a principal‐agent
maybe disregarded or the veil of corporate fiction relationship. The employer controls the employee
pierced. (1999 Bar Question) both in the results and in the means and manner of
achieving this result. The principal in an agency
a.Four‐ fold test relationship, e.g. insurance agent, on the other
hand, also has the prerogative to exercise control
Q: What factors determine the existence of an Er‐ over the agent in undertaking the assigned task
Ee relationship? based on the parameters outlined in the pertinent
laws. In the present case, the Agreement fully
A: The “four–fold test”: serves as grant of authority to Genesis as EmoLife’s
insurance agent. This agreement is supplemented
1. Selection and engagement of the
by the company’s agency practices and usages, duly
employee;
accepted by the agent in carrying out the agency.
2. Payment of wages;
Foremost among these are the directives that the
3. Power of dismissal; and
principal may impose on the agent to achieve the
65

assigned tasks, to the extent that they do not just cause, when he fails to qualify as a regular Ee in
involve the means and manner of undertaking accordance with reasonable standards prescribed
these tasks. The law likewise obligates the agent to by the Er.
render an account; in this sense, the principal may
impose on the agent specific instructions on how an Q: Michelle Miclat was employed on a
account shall be made, particularly on the matter of probationary basis as marketing assistant by
expenses and reimbursements. To these extents, Clarion Printing House but during her employment
control can be imposed through rules and she was not informed of the standards that would
regulations without intruding into the labor law qualify her as a regular employee (Ee). 30 days
concept of control for purposes of employment. after, Clarion informed Miclat that her
(Gregorio Tongko v. ManuLife Insurance Company, employment contract had been terminated
G.R. No. 167622, Jun. 29, 2010) without any reason. Miclat was informed that her
termination was part of Clarion’s cost‐cutting
b.Two‐ tiered Test measures. Is Miclat considered as a regular Ee and
hence entitled to its benefits?
Q: What is the two‐tiered test?
A: Yes. Probationary employment shall be governed
A: by the following rules: (d) In all cases of
1. The putative Er’s power to control the Ee probationary employment, the Er shall make known
with respect to the means and methods to the Ee the standards under which he will qualify
by which the work is to be accomplished; as a regular Ee at the time of his
and engagement. Where no standards are made known
2. The underlying economic realities of the to the Ee at that time, he shall be deemed a regular
activity or relationship. Ee”. In the case at bar, she was deemed to have
been hired from day one as a regular Ee. (Clarion
Note: This two‐tiered test would provide us with a Printing House Inc., vs. NLRC, G.R. No. 148372, June
framework of analysis, which would take into 27, 2005)
consideration the totality of circumstances
surrounding the true nature of the relationship
Q: What are the characteristics of probationary
between the parties. This is especially appropriate in
employment?
this case where there is no written agreement or

terms of reference to base the relationship on and due
to the complexity of the relationship based on the A:
various positions and responsibilities given to the 1. It is an employment for a trial period;
worker over the period of the latter’s employment. 2. It is a temporary employment status prior
(Francisco vs. NLRC, G.R. No. 170087, Aug. 31, 2006) to regular employment;
3. It arises through a contract with the
Q: What is the proper standard for economic following elements:
dependence? a. The employee (Ee) must learn and
work at a particular type of work
A: The proper standard is whether the worker is b. Such work calls for certain
dependent on the alleged employer for his qualifications
continued employment in that line of business c. The probation is fixed
d. The Er reserves the power to
c.Probationary employment terminate during or at the end of the
trial period
Q: What is probationary employment? e. And if the Ee has learned the job to
the satisfaction of the Er, he
A: Employment where the employee (Ee), upon his becomes a regular Ee.
engagement:
Q: What is the period of probationary
1. Is made to undergo a trial period employment?
2. During which the Er determines his fitness
to qualify for regular employment, A: GR: It shall not exceed 6 months.
3. Based on reasonable standards made
known to the Ee at the time of XPNs:
engagement. (Sec 6, Rule I, Book VI, IRR) 1. Covered by an apprenticeship or
learnership agreement stipulating a
Note: The services of an Ee who has been engaged different period
on probationary basis may be terminated only for
66
LABOR LAW TEAM:

2. Voluntary agreement of parties According to Alcira’s computation, since Art. 13 of

(especially when the nature of work the Civil Code provides that 1 month is composed
requires a longer period) of 30 days, 6 months totaling 180 days, then his
th
3. The Er gives the(Ee a second chance to 180 day would fall on Nov. 16, ‘96 making him a
pass the standards set. (Mariwasa regular Ee before his termination. Is the
Manufacturing, Inc. v. Leogardo, Jr.,G.R. contention of the petitioner in the computation of
No. 74246, Jan. 26, 1989) 6 months correct?
4. When the same is required by the nature
of the work, e.g. the probationary period A: No, the computation of the 6‐month
set for professors, instructors and probationary period is reckoned from the date of
teachers is 3 consecutive years of appointment up to the same calendar date of the
th
satisfactory service pursuant to DOLE 6 month following. In short, since the number of
Manual of Regulations for Private Schools. days in each particular month was irrelevant, Alcira
5. When the same is established by was still a probationary Ee when Middleby opted
company policy. not to “regularize” him on Nov. 20, 1996. (Alcira v.
NLRC, G.R. No. 149859, June 9, 2004)
Note: Period of probation shall be reckoned from the
date the Ee actually started working. (Sec.6 [b], Rule I, Note: In Mitsubishi Motors v. Chrysler Phils. Labor
Book VI, IRR) Union, G.R. No. 148738, June 29, 2004, the SC ruled in
this wise:
After the lapse of the probationary period (6 months),
Ee becomes regular. “Applying Art. 13 of the Civil Code, the probationary
period of 6‐months consists of the 180 days. This is in
Probationary Ees may be dismissed before end of the conformity with par.1, Art. 13 of the Civil Code. The
probationary period. number of months in the probationary period, 6,
should then be multiplied by the number of days
Q: May the Er and Ee validly agree to extend the within a month, 30; hence, the period of 180 days. As
probationary period beyond 6 months? clearly provided for the in last par. of Art. 13, in
computing a period, the first day shall be excluded and
A: Yes. Such an extension may be lawfully agreed the last day included. Thus, the 180 days commenced
upon, despite the restrictive language of Art. 281. A on May 27, 1996, and ended on Nov. 23, 1996. The
voluntary agreement extending the original termination letter dated Nov. 25, 1996 was served on
probationary period to give the Ee a second chance Paras only on Nov. 26, 1996. He was, by then already a
regular Ee of the company under Art. 281 of the LC.”
to pass the probation standards constitutes a lawful

exception to the statutory limit. (Mariwasa
How to resolve the conflict between the Alcira and
Manufacturing, Inc. v. Leogardo, Jr., G.R. No. 74246, Mitsubishi Motors case
Jan.26, 1989)
1. Statutory Construction – The latter case
Note: By voluntarily agreeing to such an extension, the prevails (Mitsubishi Motors); or
Ee waived any benefit attaching to the completion of 2. Rule more favorable to the Ee – use the
the period if he still failed to make the grade during computation which would amount to
the period of extension. (Mariwasa Mfg. Inc. v. Hon. granting the subject Ee regular employment
Leogardo, G.R. No. 74246, Jan.26, 1989) status (based on Constitutional and
statutory provisions for the liberal
Q: Is double or successive probation allowed? interpretation of labor laws)

A: No. The evil sought to be prevented is to
Q: What is the purpose of the period?
discourage scheming employers from using the
system of double or successive probation to A: To afford the employer an opportunity to
circumvent the mandate of the law on observe the fitness of a probationary employee at
regularization and make it easier for them to work.
dismiss their employees. (Holiday Inn Manila v.
NLRC, G.R. No. 109114, Sep. 14, 2003) Q: In what instances is a probationary employee
(Ee) deemed a regular Ee?
Q: Middleby Phils. Corp. hired Alcira as eng’g
support services supervisor on a probationary A:
basis for 6 months. Apparently unhappy with 1. If he is allowed to work after a
Alcira’s performance, Middleby terminated his probationary period. (Art. 281)
services. Alcira contends that he was already a
regular employee (Ee) when he was terminated.
67

2. If no standards, under which he will A: Yes, there is no dispute that as a probationary
qualify as a regular Ee, are made known employee (Ee), Cruz had but limited tenure.
to him at the time of his engagement. Although on probationary basis, however, Cruz still
(Sec. 6 [d], Rule I, Book VI, IRR) enjoys the constitutional protection on security of
tenure. During his tenure of employment, therefore,
Q: What are the grounds for terminating or before his contract expires, Cruz cannot be
probationary employment? removed except for cause as provided for by law.

A: What makes Cruz’ dismissal highly suspicious is that
1. Just/authorized causes it took place at a time when he needs only but a
2. When he fails to qualify as a regular Ee in day to be eligible as a regular Ee. That he is
accordance with reasonable standards competent finds support in his being promoted to a
made known by the employer (Er) to the lead gardener in so short span of less than 6
Ee at the time of his engagement (ICMC v. months. By terminating his employment or
NLRC, G.R. No. 72222, Jan. 30, 1989) abolishing his position with but only one day
remaining in his probationary appointment, the
Note: While probationary Ees do not enjoy permanent hotel deprived Cruz of qualifying as a regular Ee
status, they are afforded the security of tenure with its concomitant rights and privileges. (Manila
protection of the Constitution. Consequently, they Hotel Corp. v. NLRC, G.R. No. L‐53453, Jan. 22,
cannot be removed from their positions unless for 1986)
cause. Such constitutional protection, however, ends
upon the expiration of the period stated in their
Q: Colegio San Agustin (CSA) hired the Gela Jose as
probationary contract of employment. Thereafter, the
a grade school classroom teacher on a
parties are free to renew the contract or not. (CSA v.
probationary basis for SY ‘84 – ‘85. Her contract
NLRC, G.R. No. 87333, Sep. 6, 1991)
was renewed for SY’s ‘85‐‘86 and ‘86‐‘87. On Mar.
Q: What are the limitations on the employer’s 24, ‘87, the CSA wrote the Gela that "it would be
(Er’s) power to terminate a probationary in the best interest of the students and their
employment contract? families that she seek employment in another
school or business concern for next school year".
A: Notwithstanding the said notice, the CSA still paid
1. The power must be exercised in Gela her salary for April 15 to May 15, 1987. On
accordance with the specific req’ts of the April 6, ‘87, Gela wrote the CSA and sought
contract reconsideration but she received no reply.
2. If a particular time is prescribed, the Thereafter, she filed a complaint for illegal
termination must be within such time and dismissal. Was Gela illegally dismissed?
if formal notice is required, then that
form must be used A: No. The Faculty Manual of CSA underscores the
3. The Er’s dissatisfaction must be real and completion of 3 years of continuous service at CSA
in good faith, not feigned so as to before a probationary teacher acquires tenure.
circumvent the contract or the law Hence, the Gela cannot claim any vested right to a
4. There must be no unlawful discrimination permanent appointment since she had not yet
in the dismissal achieved the prerequisite 3‐year period under the
Manual of Regulation for Private Schools and the
Note: The probationary employee is entitled to Faculty Manual of CSA.
procedural due process prior to dismissal from service.
In the instant case where the CSA did not wish to
Q: R.L. Cruz was employed as gardener by Manila renew the contract of employment for the next
Hotel on “probation status” effective Sep. 22, ‘76. school year, the Gela has no ground to protest. She
The appointment signed by Cruz provided for a 6 was not illegally dismissed. Her contract merely
month probationary period. On Mar. 20, ‘77, or a expired. (CSA v. NLRC, G.R No. 87333, Sep. 6, 1991)
day before the expiration of the probationary
period, Cruz’s was promoted to lead gardener Q: During their probationary employment, 8 Ees
position. On the same day Cruz’ position was were berated and insulted by their supervisor. In
“abolished” by Manila Hotel allegedly due to protest, they walked out. The supervisor shouted
economic reverses or business recession, and to at them to go home and never to report back to
salvage the enterprise from imminent danger of work. Later, the personnel manager required
collapse. Was Cruz illegally dismissed? them to explain why they should not be dismissed
from employment for abandonment and failure
to qualify for the positions applied for. They filed
68
LABOR LAW TEAM:

a complaint for illegal dismissal against their Er. Regular employment does not mean permanent
As a LA, how will you resolve the case? employment. A probationary Ee becomes a regular Ee
after 6 months. A regular Ee may only be terminated
A: As a LA I will resolve the case in favor of the 8 for just/authorized causes.
probationary Ees due to the ff::
The practice of entering into employment contracts
1. Probationary Ees also enjoy security of which would prevent the workers from becoming
tenure. (Biboso v. Victoria Milling, G.R. regular should be struck down as contrary to public
No. L‐44360, Mar. 31, 1977) policy and morals. (Universal Robina Corp. v.
2. In all cases involving Ees on probationary Catapang, G.R. No. 164736, Oct. 14, 2005)
status, the Er shall make known to the
Ee at the time he is hired, the standards (a)Reasonable connection rule
by which he will qualify for the
positions applied for. Q: What is the test to determine regular
3. The filing of the complaint for illegal employment?
dismissal effectively negates the Ers
A:
theory of abandonment. (Rizada v.
1. The primary standard of determining
NLRC, G.R. No. 96982, Sep. 21, 1999)
regular employment is the reasonable
4. The order to go home and not to return
connection between the particular
to work constitutes dismissal from
activity performed by the employee (Ee)
employment.
to the usual trade or business of the
5. The 8 probationary Ees were terminated
employer. The test is whether the former
without just cause and without due
is usually necessary or desirable in the
process
usual business or trade of the Er. (De Leon

v. NLRC, G.R. No. 70705, Aug. 21, 1989)
In view of the foregoing, I will order

reinstatement to their former positions without
Note: The connection can be determined by
loss of seniority rights with full backwages, plus
considering the nature of the work
damages and atty’s fees. (2006 Bar Question) performed and its relation to the scheme of
the particular business or trade in its
d.Kinds of employment entirety. (Highway Copra Traders v. NLRC,
G.R. No. 108889, July 30, 1998)
(1)Regular employment
Q: What is regular employment? 2. Also, the performance of a job for at least
A: a year is sufficient evidence of the job’s
1. An employment shall be deemed to be necessity if not indispensability to the
regular where the Ee has been engaged to business. This is the rule even if its
perform activities which are usually performance is not continuous and
necessary or desirable in the usual merely intermittent. The employment is
business or trade of the Er, the provisions considered regular, but only with respect
of written agreements to the contrary to such activity and while such activity
notwithstanding and regardless of the exists. (Universal Robina Corp. v.
oral agreements of the parties. (Sec. 5 [a], Catapang, G.R. No. 164736, Oct. 14,
Rule I, Book VI, IRR) 2005).

2. Any Ee who has rendered at least one Note: The status of regular employment attaches to
year of service, whether such service is the casual Ee on the day immediately after the end of
continuous or broken, shall be considered his first year of service. The law does not provide the
a regular Ee with respect to the activity in qualification that the Ee must first be issued a regular
which he is employed and his appointment or must first be formally declared as such
employment shall continue while such before he can acquire a regular status. (Aurora Land
activity exists. (Sec. 5 [b], Rule I, Book VI, Projects Corp. v. NLRC, G.R. No. 114733, Jan. 2, 1997)
IRR)
Q: Is the mode of compensation determinative of
Note: Regularization is not a management prerogative; regular employment?
rather, it is the nature of employment that determines
it. It is a mandate of the law. (PAL v. Pascua, G.R. No. A: No, while the Ees mode of compensation was on
143258, Aug. 15, 2003) a “per piece basis” the status and nature of their
employment was that of regular Ees. (Labor
69

Congress of the Phils v. NLRC, G.R. No. 123938, May were directly related to the business of the

21, 1998) Tanjangco’s as lessors of residential and apartment
bldgs. Moreover, such a continuing need for his
Q: When does Art. 280 not apply? services by the Tanjangcos is sufficient evidence of
the necessity and indispensability of his services to
A: It does not apply in case of OFWs. their business or trade.

Note: Seafarers cannot be considered as regular Ees. Dagui should likewise be considered a regular Ee by
Their employment is governed by the contracts they the mere fact that he rendered service for the
sign everytime they are hired and their employment Tanjangcos for more than one year, that is,
terminated when the contract expires. Their beginning ‘53 until ‘82, under Doña Aurora; and
employment is fixed for a certain period of time. then from 1982 up to June 8, ‘91 under the
(Ravago v. Esso Eastern Maritime Ltd., G.R. No. daughter, for a total of 29 and 9 years respectively.
158324, Mar. 14, 2005) Owing to Dagui's length of service, he became a
regular Ee, by operation of law, one year after he
Q: Moises was employed by La Tondeña at the was employed in ‘53 and subsequently in ‘82.
maintenance section of its Eng’g Dep’t paid on a (Aurora Land Projects Corp. v. NLRC, G.R. No.
daily basis through petty cash vouchers. His work 114733, Jan. 2, 1997)
consisted mainly of painting company building and
equipment and other odd jobs relating to Q: A total of 43 Ees who are deaf‐mutes were
maintenance. After a service of more than 1 year, hired and re‐hired on various periods by Far East
Moises requested that he be included in the Bank and Trust Co. as money sorters and counters
payroll of regular workers, instead of being paid through a uniformly worded agreement called
through petty cash vouchers. Instead La Tondeña’s “Employment Contract for Handicapped Workers.”
dismissed Moises and claimed that Moises was The company disclaimed that these Ees were
contracted on a casual basis specifically to paint regular Ees and maintained among others that
certain company buildings and that its completion they are a special class of workers, who were hired
terminated Moises’ employment. Can Moises be temporarily under a special employment
considered as a regular Ee? arrangement which was a result of overtures
made by some civic and political personalities to
A: Yes, the law demands that the nature and the Bank. Should the deaf‐mute Ees be considered
entirety of the activities performed by the Ee be as regular Ees?
considered. Here, the painting and maintenance
work given Moises manifests a treatment A: Yes. The renewal of the contracts of the
consistent with a maintenance man and not just a handicapped workers and the hiring of others leads
painter, for if his job was only to paint a building to the conclusion that their tasks were beneficial
there would be no basis for giving him other work and necessary to the bank. It also shows that they
assignments in‐between painting activities. were qualified to perform the responsibilities of
their positions; their disability did not render them
It is not tenable to argue that the painting and unqualified or unfit for the tasks assigned to them.
maintenance work of Moises are not necessary in
La Tondeña’s business of manufacturing liquors; The Magna Carta for Disabled Persons mandates
otherwise, there would be no need for the regular that a qualified disabled Ee should be given the
maintenance section of the company’s eng’g dep’t. same terms and conditions of employment as a
(De Leon v. NLRC, G.R. No. 70705, Aug. 21, 1989) qualified able‐bodied person. The fact that the Ees
were qualified disabled persons necessarily
Q: Honorio Dagui was hired by Doña Aurora removes the employment contracts from the ambit
Suntay Tanjangco in 1953 to take charge of the of Art. 80. Since the Magna Carta accords them the
maintenance and repair of the Tanjangco rights of qualified able‐bodied persons, they are
apartments and residential bldgs. He was to thus covered by Art. 280 of the LC. (Bernardo v.
perform carpentry, plumbing, electrical and NLRC, G.R. No. 122917, July 12, 1999)
masonry work. Upon the death of Doña Aurora
Tanjangco in ‘82 her daughter, Teresita Tanjangco Q: Coca‐Cola Bottlers Phils, Inc., (CCBPI) engaged
Quazon, took over the administration of all the the services of the workers as “sales route
Tanjangco properties, and dismissed Dagui. Is helpers” for a period of 5 months. After 5 months,
Honorio Dagui a regular employee (Ee)? the workers were employed by the company on a
day‐to‐day basis. According to the company, the
A: Yes. The jobs assigned to Dagui as maintenance workers were hired to substitute for regular route
man, carpenter, plumber, electrician and mason helpers whenever the latter would be unavailable
70
LABOR LAW TEAM:

or when there would be an unexpected shortage (2)Project Employment

of manpower in any of its work places or an
unusually high volume of work. The practice was Q: What is project employment?
for the workers to wait every morning outside the
gates of the sales office of the company, if thus A: Employment that has been fixed for a specific
hired, the workers would then be paid their wages project or undertaking the completion for which
at the end of the day. Should the workers be has been determined at the time of engagement of
considered as regular employees (Ees) of CCBPI? the employee (Ee). (Sec.5 [a], Rule I, Book VI, IRR).
The period is not the determining factor, so that
A: Yes, the repeated rehiring of the workers and the even if the period is more than 1 year, the Ee does
continuing need for their services clearly attest to not necessarily become regular.
the necessity or desirability of their services in the
regular conduct of the business or trade of the Note: Where the employment of a project Ee is
company. The fact that the workers have agreed to extended long after the supposed project has been
be employed on such basis and to forego the finished, the Ees are removed from the scope of
protection given to them on their security of project Ees and considered as regular Ees.
tenure, demonstrate nothing more than the serious
Repeated hiring on a project‐to‐project basis is
problem of impoverishment of so many of our
considered necessary and desirable to the business of
people and the resulting unevenness between labor
the Er. The Ee is regular (Maraguinot v. NLRC, G.R. No.
and capital. (Magsalin & Coca‐Cola v. N.O.W.M., 120969, Jan. 22, 1998 ). However, repeated hiring does
G.R. No. 148492, May 9, 2003) not necessarily mean regular employment. (Filipinas
Pre‐Fabricated Building Systems (FILSYSTEMS), Inc. v.
Q: Metromedia Times Corp. entered, for the fifth Puente, G.R. No. 153832,. March 18, 2005 )
time, into an agreement with Efren Paguio,
appointing him to be an account executive of the (a)Indicators of project employment
firm. He was to solicit advertisements for “The
Manila Times,”. The written contract between the Q: What are the Indicators of Project
parties provided that, “You are not an Ee of the Employment?
Metromedia Times Corp. nor does the company
have any obligations towards anyone you may A: Either one or more of the following
employ, nor any responsibility for your operating circumstances, among others, may be considered as
expenses or for any liability you may incur. The indicators that an employee is a project employee.
only rights and obligations between us are those (Hanjin v. Ibañez, G.R. No. 170181, June 26, 2008)
set forth in this agreement. This agreement cannot
be amended or modified in any way except with a. The duration of the specific/identified
the duly authorized consent in writing of both undertaking for which the worker is
parties.” Is Efren Paguio a regular employee of engaged is reasonably determinable
Metromedia Times Corporation?
b. Such duration, as well as the specific
A: Yes, he performed activities which were work/service to be performed, is defined
necessary and desirable to the business of the Er, in an employment agreement and is
and that the same went on for more than a year. made clear to the employee at the time of
He was an account executive in soliciting hiring.
advertisements, clearly necessary and desirable, for
the survival and continued operation of the Note: Absent any other proof that the
business of the corp. project employees were informed of their
status as such, it will be presumed that they
The corporation cannot seek refuge under the are regular employees.
terms of the agreement it has entered into with
Efren Paguio. The law, in defining their contractual c. The work/service performed by the
relationship, does so, not necessarily or exclusively employee is in connection with the
upon the terms of their written or oral contract, but particular project/undertaking for which
also on the basis of the nature of the work of Efren he is engaged
has been called upon to perform. A stipulation in
an agreement can be ignored as and when it is d. The employee, while not employed and
utilized to deprive the Ee of his security of tenure. awaiting engagement, is free to offer his
(Paguio v. NLRC, G.R. No. 147816, May 9, 2003) services to any other employer

71

e. The termination of his employment in the projects. These facts are the basis in considering them
particular project/undertaking is reported as regular Ees of the company. (Maraguinot v. NLRC,
to the Department of Labor and G.R. No. 120969, Jan. 22, 1998)
Employment Regional Office having
jurisdiction over the workplace within 30 Members of a work pool from which a construction
days following the date of his separation company draws its project Ees, if considered Ees of the
construction company while in the work pool, are non‐
from work, using the prescribed form on
project Ees or Ees for an indefinite period. If they are
employees’
employed in a particular project, the completion of the
termination/dismissal/suspensions
project or any phase thereof will not mean severance
of Er‐Ee relationship. Unless the workers in the work
f. An undertaking in the employment pool are free to leave any time and offer their services
contract by the employer to pay to other Ers. (L.T. Datu & Co., Inc. v. NLRC, G.R. No.
completion bonus to the project 113162, Feb. 9, 1996)
employee as practiced by most
construction companies Q: What is the “day certain” rule?

Q: What are the requisites in determining whether A: It states that a project employment that ends on
an employee (Ee) is a project Ee? a certain date does not end on an exact date but
upon the completion of the project.
A:
1. The project Ee was assigned to carry out a Q: Are project Ees entitled to separation pay?
specific project or undertaking, and
2. The duration and scope of which were A: GR: Project Ees are not entitled to separation
specified at the time the Ee was engaged pay if they are terminated as a result of the
for that project. (Imbuido v. NLRC, G.R. completion project.
No. 114734, Mar. 31, 2000)
3. The Ee must have been dismissed every XPN: If the projects they are working on have
after completion of his project or phase not yet been completed when their services are
4. Report to the DOLE of Ee’s dismissal on terminated; project Ees also enjoy security of
account of completion of contract (Policy tenure during the limited time of their
Inst. No. 20; D.O. 19 [1997]) employment. (De Ocampo v. NLRC, G.R. No.
81077, June 6, 1990)
Q: What is a project?
Q: Roger Puente was hired by Filsystems, Inc.,
A: A "project" has reference to a particular job or initially as an installer and eventually promoted to
undertaking that may or may not be within the mobile crane operator, and was stationed at the
regular or usual business of the Er. In either case, company’s premises. Puente claimed in his
the project must be distinct, separate and complaint for illegal dismissal, that his work was
identifiable from the main business of the Er, and continuous and without interruption for 10 years,
its duration must be determined or determinable and that he was dismissed from his employment
(PAL v. NLRC, G.R. No. 125792, Nov. 9, 1998). without any cause. Filsystems on its part averred
that Puente was a project Ee in the company’s
Q: Can a project employee (Ee) or a member of a various projects, and that after the completion of
work pool acquire the status of a regular Ee? each project, his employment was terminated, and
such was reported to the DOLE. Is Roger Puente a
A: Yes, when the following concur: regular Ee?

1. There is a continuous rehiring of project A: No, Puente is a project Ee. The contracts of
Ee’s even after cessation of a project; and employment of Puente attest to the fact that he
2. The tasks performed by the alleged was hired for specific projects. His employment was
“project Ee” are vital, necessary and coterminous with the completion of the projects for
indispensable to the usual business or which he had been hired. Those contracts expressly
trade of the employer (Er). provided that his tenure of employment depended
on the duration of any phase of the project or on
Note: The length of time during which the Ee was the completion of the construction projects.
continuously re‐hired is not controlling, but merely Furthermore, the company regularly submitted to
serves as a badge of regular employment. Enero and the labor dep’t reports of the termination of
Maraguinot have been employed for a period of not services of project workers. Such compliance with
less than 2 years and have been involved in at least 18
72
LABOR LAW TEAM:

the reportorial req’t confirms that Puente was a duration of the season does not detract from
project Ee. considering them in regular employment. Seasonal
workers who are called to work from time to time
The mere rehiring of Puente on a project‐to‐project and are temporarily laid off during off‐season are
basis did not confer upon him regular employment not separated from service in that period, but
status. “The practice was dictated by the practical merely considered on leave until re‐employed.
consideration that experienced construction
workers are more preferred.” It did not change his If the Ee has been performing the job for at least a
status as a project Ee. (Filipinas Pre‐Fabricated year, even if the performance is not continuous and
Building Systems (FILSYSTEMS), Inc. v. Puente, G.R. merely intermittent, the law deems repeated and
No. 153832, Mar. 18, 2005) continuing need for its performance as sufficient
evidence of the necessity if not indispensability of
(3)Seasonal employment that activity to the business. Hence, the
employment is considered regular, but only with
Q: What is seasonal employment? respect to such activity and while such activity
exists. (Benares v. Pancho, G.R. No. 151827, April
A: Employment where the job, work or service to 29, 2005)
be performed is seasonal in nature and the
employment is for the duration of the season. Q: Carlito Codilan and Maximo Docena had been
(Sec.5 [a], Rule I, Book VI, IRR) working for the rice mill for 25 years, while
Eugenio Go, Teofilo Trangria and Reynaldo Tulin
An employment arrangement where an employee have been working for 22, 15, and 6 years
(Ee) is engaged to work during a particular season respectively. The operations of the rice mill
on an activity that is usually necessary or desirable continue to operate and do business throughout
in the usual business or trade of the employer (Er). the year even if there are only two or three
harvest seasons within the year. This seasonal
Note: For seasonal Ees, their employment legally ends harvesting is the reason why the company
upon completion of the project or the season. The considers the workers as seasonal Ees. Is the
termination of their employment cannot and should
company correct in considering the Ees as seasonal
not constitute an illegal dismissal. (Mercado v. NLRC,
Ees?
G.R. No. 79869, Sept. 5, 1991)

One year duration on the job is pertinent in deciding A: No, the fact is that big rice mills such as the one
whether a casual Ee has become regular or not, but it owned by the company continue to operate and do
is not pertinent to a seasonal or project Ee. Passage of business throughout the year even if there are only
time does not make a seasonal worker regular or two or three harvest seasons within the year. It is a
permanent. (Mercado v. NLRC, G.R. No. 78969, Sep. 5, common practice among farmers and rice dealers
1991) to store their palay and to have the same milled as
the need arises. Thus, the milling operations are
During off‐season, the relationship of Er‐Ee is not not seasonal. Finally, considering the number of
severed; the seasonal Ee is merely considered on LOA years that they have worked, the lowest being 6
without pay. Seasonal workers who are repeatedly years, the workers have long attained the status of
engaged from season to season performing the same regular Ees as defined under Art. 280. (Tacloban
tasks are deemed to have acquired regular Sagkahan Rice Mill v. NLRC, G.R. No. 73806, Mar. 21,
employment. (Hacienda Fatima v. National Federation 1990)
of Sugarcane Workers‐Food and General Trade, G.R.
No. 149440, Jan. 28, 2003)
(4)Casual employment

Q: Are seasonal Ees entitled to separation pay? Q: What is casual employment?

A: When the business establishment is sold which A:
effectively terminates the employment of the 1. It is an employment where the Ee is engaged in
seasonal Ees, the latter would be entitled to an activity which is not usually necessary or
separation pay. desirable in the usual business or trade of the Er,
provided: such employment is not project nor
Q: Can seasonal employees (Ees) be considered as seasonal (Art. 281).
regular Ees?
Note: But despite the distinction between regular
A: Yes. The fact that seasonal Ees do not work and casual employment, every Ee shall be
continuously for one whole year but only for the entitled to the same rights and privileges, and
73

shall be subject to the same duties as may be A:
granted by law to regular Ees during the period of CASUAL or
their actual employment. PROJECT WORKER CONTRACTUAL
WORKER
2.An Ee is engaged to perform a job, work or service Used to designate
which is merely incidental to the business of the Er, workers in the
and such job, work or service is for a definite period construction industry,
Generic term used to
made known to the Ee at the time of engagement hired to perform a
designate any worker
(Sec. 5 [b], Rule I, Book VI, IRR) specific undertaking for
covered by a wrtitten
a fixed period, co‐
contract to perform a
Note: If he has rendered at least 1 year of service, terminus with a project
specific undertaking for
whether such service is continuous or broken, he or phase thereof
a fixed period
is considered as regular Ee with respect to the determined at the time
activity in which he is employed and his of the engagement of
employment shall continue while such activity the Ee
exists. To be considered a true
project worker, it is
A Casual Ee is only casual for 1 year, and it is the required that a
passage of time that gives him a regular status. termination report be
(KASAMMA‐CCO v. CA, G.R. No. 159828, April 19, submitted to the
There is no such
2006) nearest public
requirement for an
employment office
ordinary contractual
The purpose is to give meaning to the upon the completion of
worker
constitutional guarantee of security of tenure and the construciton
right to self‐organization. (Mercado v. NLRC, G.R. project. (Aurora Land
No. 79868, Sep. 5, 1991) Projects Corp. v. NLRC,
G.R. No. 114733, Jan.
Q: Yakult Phils. is engaged in the manufacture of 2, 1997)
cultured milk. The workers were hired to cut
cogon grass and weeds at the back of the factory
building used by Yakult. They were not required (5)Fixed term employment; Requisites for validity
to work on fixed schedule and they worked on any
day of the week on their own discretion and Q: What is the nature of term employment?
convenience. The services of the workers were
A: A contract of employment for a definite period
terminated by Yakult on less than 1‐year after.
terminates by its own terms at the end of such
May casual or temporary Ees be dismissed by the
period. (Brent School v. Zamora, G.R. No. L‐48494,
Er before the expiration of the 1‐year period of
Feb. 5, 1990)
employment?

A: Yes, the usual business or trade of Yakult Phils. is Q: What is the decisive determinant in term
the manufacture of cultured milk. The cutting of employment?
the cogon grasses in the premises of its factory is
hardly necessary or desirable in the usual business A: It is the day certain agreed upon by the parties
of the Yakult. for the commencement and the termination of
their employment relation.
The workers are casual Ees. Nevertheless, they may
be considered regular Ees if they have rendered Q: What is a fixed‐term employment?
services for at least 1 year. When, as in this case,
they were dismissed from their employment before A: It is an employment where a fixed period of
the expiration of the 1‐year period they cannot employment was agreed upon:
lawfully claim that their dismissal was illegal.
(Capule, et al. v. NLRC, G.R. No. 90653, Nov. 12, 1. Knowingly and voluntarily by the parties,
1990) 2. Without any force, duress or improper
pressure being brought to bear upon the
Q: How is the project worker different from a employee (Ee) and
casual or contractual worker? Briefly explain your 3. Absent any other circumstances vitiating
answers. his consent, or
4. Where it satisfactorily appears that the Er
and Ee dealt with each other on more or
less equal terms with no moral
74
LABOR LAW TEAM:

dominance whatever being exercised by Q: Does the “Reasonable Connection Rule” applies

the former over the latter. (Brent School, in fixed‐ term employment for a fixed‐ term
Inc. v. Zamora, G.R. No. 48494, Feb. 5, employee be eventually classified as regular
1990) employee?

Note: A fixed‐period Ee does not become a regular Ee A: No. It should be apparent that this settled and
because his employment is co‐terminus with a specific familiar notion of a period, in the context of a
period of time. contract of employment, takes no account at all of
the nature of the duties of the employee; it has
Ee hired on a fixed‐term is regular if job is necessary absolutely no relevance to the character of his
and desirable to the business of Er. (Philips duties as being usually necessary and desirable to
Semiconductor v. Fadriquela, G.R. No. 141717, April the usual business of the employer, or not.
2004)

Q: Dean Jose and other employees are holding
Q: Is “term employment” a circumvention of the
administrative positions as dean, dep’t heads and
law on security of tenure?
institute secretaries. In the implementation of the

Reorganization, Retrenchment and Restructuring
A: No, it is not a circumvention of the law if it
program effective Jan. 1, 1984, Dean Jose and
follows the requisites laid down by the Brent ruling.
other employees were retired but subsequently
(Romares v. NLRC, G.R. No. 122327, Aug. 19, 1998)
rehired. Their appointment to their administrative

positions as dean, dep’t heads and institute
Q: Rene was hired as an athletic director in
secretaries had been extended by the company
ChristOmarDiviva School for a period of five years.
from time to time until the expiration of their last
As such, he oversees the work of coaches and
appointment on May 31, 1988. Were Dean Jose
related staff involved in intercollegiate or
and other employees illegally dismissed?
interscholastic athletic programs. However, he

was not rehired upon the expiration of said period.
A: No. Petitioners were dismissed by reason of the
Rene questions his termination alleging that he
expiration of their contracts of employment.
was a regular employee and could not be
Petitioners' appointments as dean, dep’t heads and
dismissed without valid cause. Is he a regular
institute secretaries were for fixed terms of definite
employee?
periods as shown by their respective contracts of

employment, which all expired on the same date,
A: No. Rene was not a regular employee but an
May 31, 1988. The validity of employment for a
employee under a fixed‐ term contract. While it can
fixed period has been acknowledged and affirmed
be said that the services he rendered were usually
by the SC. (Blancaflor v. NLRC, G.R. No. 101013, Feb.
necessary and desirable to the business of the
2, 1993)
school, it cannot also be denied that his

employment was for a fixed term of five years. The
e.Job contracting and labor‐ only contracting
decisive determinant in fixed‐ term employment
should not be the activities that the employee is Q: When is there “job contracting”?
called upon to perform, but the day certain agreed
upon by the parties for the commencement and A: Specifically, there is “job contracting” where:
termination of their employment relation (Brent
School Inc. v. Zamora, G.R. No. 48494, Feb. 5, 1990). 1. The contractor carries on an
independent business and
Q: In the above‐ mentioned facts, will Rene undertakes the contract work on his
automatically become a regular employee if he is own account under his own
rehired by the school for another definite period responsibility according to his own
of employment? manner and method, free from the
control and direction of his employer
A: No. The decisive determinant in term or principal in all matters connected
employment is the day certain agreed upon by the with the performance of the work
parties for the commencement and termination of except as to the results thereof; and
their employment relationship, a day certain being
understood to be that which must necessarily come, 2. The contractor has substantial
although it may not be known when and not capital or investment in the form of
whether the work is usually necessary and desirable tools, equipment, machineries, work
to the business of the employer. premises, and other materials which

75

are necessary in the conduct of his Phils., Inc., G.R. No. 179807, July 31, 2009,

business. J. Carpio‐Morales)

Q: When is there “labor‐only” contracting? Q: What are the factors to consider in determining
whether contractor is carrying on an independent
A: A person is deemed to be engaged in “labor‐ business?
only” contracting where:
A:
1. The person supplying workers to an 1. Nature and extent of work
employer does not have substantial 2. Skill required
capital or investment in the for of 3. Term and duration of the relationship
tools, equipment, machineries, work 4. Right to assign the performance of
premises, among others; and specified pieces of work
5. Control and supervision of worker
2. The workers recruited and placed by 6. Power of employer to hire, fire and pay
such person are performing activities wages
which are directly related to the 7. Control of the premises
principal business of such employer. 8. Duty to supply premises, tools,
(Baguio v. NLRC, G.R. No. 79004‐08, appliances, materials and labor
Oct. 4, 1991) 9. Mode, manner and terms of payment.
(Vinoya v. NLRC, G.R. No. 126286, Feb 2,
Q: What is a permissible job contracting or 2000)
subcontracting?
Note: Individuals with special skills, expertise or talent
A: It refers to an arrangement whereby a principal enjoy the freedom to offer their services as
agrees to farm out with a contractor or independent contractors. An individual like an artist or
subcontractor the performance of a specific job, talent has a right to render his services without any
work, or service within a definite or predetermined one controlling the means and methods by which he
period, regardless of whether such job, work or, performs his art or craft. (Sonza vs. ABS‐CBN, G.R. No.
service is to be performed or completed within or 138051, June 10, 2004)
outside the premises of the principal.
Q: Who are the parties in contracting and
Q: What are the conditions that must be met in subcontracting?
order to be considered as permissible job
contracting or subcontracting? A:
1. Contractor/subcontractor – Refers to any
A: The following conditions must be met: person engaged in a legitimate contracting or
subcontracting arrangement.
1. The contractor carries on a distinct and
independent business and undertakes the 2. Contractual Ee – One who is employed by a
contract work on his account under his contractor or subcontractor to perform or
own responsibility according to his own complete a job, work, or service pursuant to an
manner and method, free from the arrangement between the latter and a
control and direction of his employer or principal. (D.O. 18‐02)
principal in all matters connected with the
performance of his work except as to the 3. Principal – Any Er who puts out or farms out a
results thereof; job, service, or work to a contractor or
subcontractor.
2. The contractor has substantial capital or
investment; and Q: Describe the relationship arising from
contractual arrangements.
3. The agreement between the principal and
contractor or subcontractor assures the A: There is a trilateral relationship between the
contractual employees entitlement to all principal, contractor and Ee. There exists a
labor and occupational safety and health contractual relationship between the principal and
standards, free exercise of the right to the contractor or subcontractor to its Ees.
self‐organization, security of tenure, and
Q: What are the rights of a contractual Ee (CEe)?
social welfare benefits. (Gallego v. BAYER

76
LABOR LAW TEAM:

A: They shall be entitled to all the rights and A: The principal shall be solidarily liable with the
privileges due to a regular Ee as provided in the LC, contractor in the event of any violation of any
as amended to include the ff: provision of the LC, including the failure to pay
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,
holiday pay, 13th month pay and Q: What does substantial capital or investment
separation pay mean?
3. Social security and welfare benefits;
4. Self‐organization, CBA and peaceful A: It refers to the capital stocks and subscribed
concerted actions capitalization in case of corporations, tools,
5. Security of tenure (Sec. 8, DO 18‐02) equipments, implement, machineries and work
premises, actually and directly used by the
Q: What are the effects of termination of CEe to contractor or subcontractor in the performance or
separation pay and other benefits? completion of the job, work or service contracted
out. (D.O. 18‐02)
A:
1. If prior to the expiration of the Note: The law does not require both substantial capital
employment contract between the and investment in the form of tools, equipments,
principal and the contractor or machineries, etc. This is clear from the use of
conjunction “or”. If the contention was to require the
subcontractor – The right of CEe to
contractor to prove that he has both capital and
separation pay or other related benefits
requisite investment, then the conjunction “and”
shall be governed by the applicable laws
should have been used. (Virginia Neri v. NLRC, G.R.
and jurisprudence on termination of No. 97008, July 21, 1993)
employment
Q: What does the right to control mean?
2. If the termination results from the
expiration of the contract between the A: It refers to the right reserved to the person for
principal and the contractor or whom the services of the contractual workers are
subcontractor – The Ee shall not be performed, to determine not only the end to be
entitled to separation pay. However, this achieved, but also the manner and means to be
is w/o prejudice to completion bonuses or used in reaching that end. (D.O. 18‐02)
other emoluments including retirement
pay as may be provided by law or in the Q: SMC and Sunflower Cooperative entered into a
contract between the principal and the 1‐yr Contract of Services, to be renewed on a
contractor. month to month basis until terminated by either
party. Pursuant to the contract, Sunflower
Q: When is the principal deemed the employer of engaged private respondents to render services at
the contractual employee? SMC’s Bacolod Shrimp Processing Plant. The
contract was deemed renewed by the parties
A: Where: every month after its expiration on Jan. 1, ‘94 and
respondents continued to perform their tasks until
1. There is labor‐only contracting Sep. 11, ‘95. In July ‘95, private respondents filed a
2. The contracting arrangement falls within complaint before the NLRC, praying to be declared
the prohibited acts as regular Ees of SMC, with claims for recovery of
all benefits and privileges enjoyed by SMC rank
Q: May the Er or indirect Er require the contractor and file Ees. Respondents subsequently filed an
or subcontractor to furnish a bond equal to the Amended Complaint to include illegal dismissal as
cost of labor under contract to answer for the additional cause of action following SMC’s closure
wages due to Ees in case the contractor or of its Bacolod Shrimp Processing Plant on which
subcontractor fails to pay the same? resulted in the termination of their services. SMC
filed a Motion for Leave to File Attached Third
rd
A: Yes. The Er or indirect Er may require the Party Complaint to implead Sunflower as 3 ‐Party
contractor or subcontractor to furnish a bond that Defendant. Are private respondents Ees of the
will answer for the wages due to the Ees. independent cooperative contractor (Sunflower)
or of the SMC?
Q: What is the liability of the principal?

77

A: The contention of SMC holds no basis. Using the
“substantial capital” doctrine and the “right of A: It gives rise to confusion as to who is the real Er
control test”, the Court found that the Sunflower of the workers and who is liable to their claims. It
had no substantial capital in the form of tools, also deprives workers of the opportunity to become
equipment, machineries, work premises and other regular Ees.
materials to qualify itself as an independent
contractor. The lot, building, machineries and all Q: How do we determine if one is engaged in
other working tools utilized by private respondents labor/job only contracting?
in carrying out their tasks were owned and
provided by SMC. In addition, the shrimp A: The test to determine whether one is a job/labor
processing company was found to have control of only contracting is to look into the elements of a job
the manner and method on how the work was contractor. If all the elements of a job contractor
done. Thus, the complainants were deemed Ees not are present, then he is a job contractor. Absent one
of the cooperative but of the shrimp processing of the elements for a job contractor, then the
company. Since respondents who were engaged in person is a labor‐only contractor.
shrimp processing performed tasks usually
necessary or desirable in the aquaculture business Note: It is the opinion of Dean Antonio H. Abad, Jr.
of SMC, they should be deemed regular Ees of the that the decisive determinant in job contracting should
not be the fact that the contracted workers are
latter and as such are entitled to all the benefits
“performing activities which are directly related to the
and rights appurtenant to regular employment.
main business of the principal,” but that the principal
(SMC vs. Prospero Aballa, et al., G.R. No. 149011, has no right to control the conduct of the employees
June 28, 2005, J. Carpio‐Morales) as to the means employed to achieve an end; not the
character of the activities as being “usually necessary
Q: What are the conditions before permitting job or desirable in the usual business of the employer.”
contracting?
It cannot be gainsaid that the activities of the
A: contracted workers are always necessary or desirable;
1. The labor contractor must be duly even that they are directly related to the main
licensed by the appropriate Regional business of the principal. The primordial consideration
Office of the DOLE should be the “control test.” Hence, if the
2. There should be a written contract arrangement passes the control test, it is “job‐
between the labor contractor and his contracting.” If it fails, it is “labor‐only contracting.”
client‐Er that will assure the Ees at least
the minimum labor standards and Q: Distinguish between job contracting and labor
benefits provided by existing laws. only contracting

Note: The Ees of the contractor or subcontractor shall A:
be paid in accordance with the provisions of the LC. LABOR‐ONLY
JOB CONTRACTING
(Art. 106) CONTRACTING
Liability is limited (shall be
Q: What is labor‐only contracting? solidarily liable with Er
Liability extends to all
only when the Er fails to
those provided under
A: It refers to an arrangement where the following comply with req’ts as to
the Labor Standards law
conditions concur: unpaid wages and other
labor standards violations)
1. The person supplying workers to an Er Permissible, subject only
Prohibited by Law
does not have substantial capital or to certain conditions
investment in the form of tools, The contractor has
Has no substantial
equipment, machineries, work, premises, substantial capital or
capital or investment
investment
among others, or
2. Even if such person has substantial assets,
the same are not actually or directly used Q: SMPC entered into a contract with Arnold for
by the Ees contracted out; the milling of lumber as well as the hauling of
3. The workers recruited and placed by such waste wood products. The company provided the
person are performing activities which are equipment and tools because Arnold had neither
directly related to the principal business tools and equipment nor capital for the job.
of such Er. Arnold, on the other hand, hired his friends,
relatives and neighbors for the job. Their wages
Q: Why is labor only contracting prohibited? were paid by SMPC to Arnold, based on their
78
LABOR LAW TEAM:

production or the number of workers and the time A: Substantive Due Process provides the ground for
used in certain areas of work. All work activities disciplinary action, i.e. corrective or retributive
and schedules were fixed by the company.
(a)Just causes
1. Is Arnold a job contractor? Explain briefly
Q: What are the just causes for termination (Art.
2. Who is liable for the claims of the workers hired 282, LC)?
by Arnold? Explain briefly.
A:
A: 1. Serious misconduct or willful
1. No. In the problem given, Arnold did not disobedience by the employee (Ee) of the
have sufficient capital or investment for lawful orders of his employer (Er) or
one. For another, Arnold was not free representative in connection with his
from the control and direction of SMPC work
because all work activities and schedules 2. Gross and habitual neglect by the Ee of
were fixed by the company. Therefore, his duties
Arnold is not a job contractor. He is 3. Fraud or willful breach by the Ee of the
engaged in labor‐only contracting. trust reposed in him by his Er or duly
2. SMPC is liable for the claims of the organized representative
workers hired by Arnold. A finding that 4. Commission of a crime or offense by the
Arnold is a labor only contractor is Ee against the person of his Er or any
equivalent to declaring that there exist an immediate member of his family or his
Er‐Ee relationship between SMPC and duly authorized representative.
workers hired by Arnold. This is so 5. Other causes analogous to the foregoing
because Arnold is considered a mere
agent of SMPC (Lim v. NLRC, G.R. No. Note: The burden of proving that the termination was
124630, Feb. 19, 1999); 2002 Bar for a valid or authorized cause shall rest on the Er. (Art.
Question) 277[b])

Q: What are the grounds for delisting of 1.Serious Misconduct
contractors or subcontractors?
Q: What is serious misconduct?
A:
1. Non‐submission of contracts between the A: It is an improper or wrong conduct; the
principal and the contractor or transgression of some established and definite rule
subcontractor when required to do so; of action, a forbidden act, a dereliction of duty,
2. Non‐submission of annual report; willful in character, and implies wrongful intent and
3. Findings through arbitration that the not mere error in judgment. To be serious within
contractor or subcontractor has engaged the meaning and intendment of the law, the
in labor‐only contracting and other misconduct must be of such grave and aggravated
prohibited activities; character and not merely trivial or unimportant.
4. Non‐compliance with labor standards and (Villamor Golf Club v. Pehid, G.R. No. 166152, Oct.
working conditions. (Sec. 16, D.O. 18‐02) 4, 2005)

Q: What are the effects of finding that there is Q: What are the elements of serious misconduct?
labor‐only contracting?
A:
A: A finding that a contractor is a “labor‐only” 1. It must be serious or of such a grave and
contractor is equivalent to declaring that there is an aggravated character;
employer‐employee relationship between the 2. Must relate to the performance of the
principal and the employees of the “labor‐only” employees (Ee) duties;
contractor. (Assoc. Anglo‐American Tobacco Corp. 3. Ee has become unfit to continue working
v. Clave, G.R. No. 50915, Aug. 30, 1990) for the employer. (Philippine Aeolus
Automotive United Corp. v. NLRC, G.R.
2.TERMINATION OF EMPLOYMENT No. 124617, April 28, 2000)

a.Substantive due process Q: Give some examples of serious misconduct.
Q: What is Substantive due process? A:
79

1. Sexual harassment 2. The disobeyed orders, regulations or

2. Fighting within the company premises instructions of the Er must be:
3. Uttering obscene, insulting or offensive a. Reasonable and lawful
words against a superior b. Sufficiently made known to the Ee
4. Falsification of time records c. Must pertain to or be in connection
5. Gross immorality with the duties which the Ee has
been engaged to discharge. (Cosep V.
Q: Escando, upset at his transfer to the washer NLRC, G.R. No. 124966 June 16,
section, repeatedly uttered “gago ka” and 1998)
threatened bodily harm to his superior Mr.
Andres. Is the utterance of the obscene words and Note: There is no law that compels an Ee to accept a
threats of bodily harm gross and willful promotion for the reason that a promotion is in the
misconduct? nature of a gift or reward, which a person has the right
to refuse. The exercise of the Ee of the right to refuse a
A: Yes. The repeated utterances by Escando of promotion cannot be considered in law as
obscene, insulting or offensive words against a insubordination or willful disobedience. (PT&T Corp. v.
superior were not only destructive of the morals of CA, G.R. No. 152057, Sep. 29, 2003)
his co‐employees (Ees) and a violation of the
company rules and regulations, but also constitute Q: The company vehicle was brought out of the
gross misconduct which is one of the grounds company premises without authorization twice. In
provided by law to terminate the services of an Ee. the first instance the company opted not to
(Autobus Workers Union v. NLRC, G.R. No. 11753, implement any action against Dioks and instead
June 26, 1998) issued a memorandum reiminding Dioks as well as
the security guards of the proper procedure.
Q: Samson made insulting and obscene utterances However, in the second instance the vehicle met
towards the General Manager saying “Si EDT an accident. Is Dioks guilty of willful disobedience
bullshit yan, sabihin mo kay EDT yan” among even though he was not the one who personally
others during the Christmas party. Are the brought the company vehicle out of the company
utterances towards the General Manager gross premises and was merely a passenger in the
misconduct? second incident?
A: The alleged misconduct of Samson when viewed A: Yes. A rule prohibiting Ees from using company

in its context is not of such serious and grave vehicles for private purpose without authority from
character as to warrant his dismissal. Samson made management is a reasonable one. When Dioks rode
the utterances and obscene gestures at an informal the company vehicle he was undoubtedly aware of
Christmas gathering and it is to be expected during the possible consequences of his act and taking into
this kind of gatherings, where tongues are more consideration his moral ascendancy over the
often than not loosened by liquor of other alcoholic security guards it was incumbent upon him not only
beverages, that employees (Ees) freely express their to admonish them but also to refrain from using the
grievances and gripes against their employers (Ers). company car himself. (Family Planning Org. of the
Ees should be allowed wider latitude to freely Phil. v. NLRC, G.R. No. 75907, Mar. 23, 1992)
express heir grievances and gripes against their Er.
Ees should be allowed wider latitude to freely Q: Escobin’s group were security guards based in
express their sentiments during these kinds of Basilan. They were placed in floating status and
occasions which are beyond the disciplinary were asked to report for reassignment in Metro
authority of the Er. (Samson v. NLRC, G.R. No. Manila by PISI. Upon failure to report or respond
121035, April 12, 2000) to such directives they were ordered dismissed
from employment by PISI for willful disobedience.
2.Willful Disobedience Did the failure to report to Manila amount to
willful disobedience?
Q: When is willful disobedience of the Er’s lawful
orders a just cause for termination? A: The reasonableness of the rule pertains to the
kind of character of directives and commands and
A: 2 requisites must concur: to the manner in which they are made. In this case,
the order to report to the Manila office fails to
1. The employees (Ees) assailed conduct meet this standard. The order to report to Manila
must have been willful or intentional, the was inconvenient, unreasonable, and prejudicial to
willfulness being characterized by a Escobin’s group since they are heads of families
wrongful and perverse attitude. residing in Basilan and they were not given
80
LABOR LAW TEAM:

transportation money or assurance of availability of A: Yes, failure to observe prescribed standards of

work in Manila. (Escobin v. NLRC, G.R. No. 118159. work, or to fulfill reasonable work assignments due
April 15, 1998) to inefficiency may constitute just cause for
dismissal. Such inefficiency is understood to mean
3.Negligence failure to attain work goals or work quotas, either
by failing to complete the same within the allotted
Q: When is negligence a just cause for reasonable period, or by producing unsatisfactory
termination? results. (Buiser v. Leogardo, G.R. No. L‐63316, July
31, 1984)
A: When it is gross and habitual.
This ground is considered analogous to those
Q: When is there Gross Negligence? enumerated under Art. 282. (Skippers United Pacific
v. Magud, G.R. No. 166363, Aug. 15, 2006)
A: Gross negligence implies a want or absence of or
failure to exercise slight care of diligence of the Q: Gamido was a quality control inspector of VH
entire absence of care it evinces thoughtless Manufacturing. Gamido was allegedly caught by
disregard of consequences without exerting any the company Pres. Dy Juanco of sleeping and was
effort to avoid them. However, such neglect must dismissed from employment. Did Gamido’s act of
not only be gross but habitual in character. (Judy sleeping on the job constitute a valid cause of
Phils. v. NLRC, G.R. No. 111934, April 29, 1998) dismissal?
Q: When is there Habitual Neglect of duties? A: Sleeping on the job as a valid ground for
dismissal only applies to security guards whose duty
A: Habitual Neglect implies repeated failure to necessitates that they be awake and watchful at all
perform one’s duties over a period of time, times. Gambido’s single act of sleeping further
depending upon the circumstance. (JGB and shows that the alleged negligence or neglect of
Associates v. NLRC, GR No. 10939, Mar. 7, 1996) duty was neither gross nor habitual. (VH
Manufacturing v. NLRC, G.R. No. 130957, Jan. 19,
Q: Antiola, as assorter of baby infant dress as for
2000)
Judy Phils. erroneously assorted and packaged
2,680 dozens of infant wear. Antiola was Q: Give some forms of neglect of duty.
dismissed from employment for this infraction.
Does the single act of misassortment constitute A:
gross negligence? 1. Habitual tardiness and absenteeism
2. Abandonment:
A: No. Such neglect must not only be gross but also a. Failure to report for work or absence
habitual in character. Hence, the penalty of without justifiable reason
dismissal is quite severe considering that Antiola b. Clear intention to sever Er‐Ee
committed the infraction for the first time. (Judy relationship manifested by some
Phils. v. NLRC, G.R. No. 111934. April 29, 1998) overt acts. (Labor et. al v. NLRC, GR
No. 110388, Sep.14, 1995)
Q: Does the failure in performance evaluations

amount to gross and habitual neglect of duties?
4.Abandonment
A: As a general concept “poor performance” is
Q: What is abandonment as a just cause for
equivalent to inefficiency and incompetence in the
termination?
performance of official duties. The fact that an
employee’s (Ee’s) performance is found to be poor A: It means the deliberate, unjustified refusal of an
or unsatisfactory does not necessarily mean that employee to resume his employment.
the Ee is grossly and habitually negligent of his
duties. Gross negligence implies a want or absence Q: What are the requirements for a valid finding of
of or failure to exercise slight care of diligence or abandonment?
the entire absence or care. He evinces a thoughtless
disregard of consequences without exerting any A: For a valid finding of abandonment, 2 factors
effort to avoid them. (Eastern Overseas must be present:
Employment Center Inc. v. Bea, G.R. 143023, 1. The failure to report for work, or absence
Nov.29, 2005) without valid or justifiable reason; and
2. A clear intention to sever Er‐Ee
Q: Is inefficiency a just cause for dismissal? relationship, with the 2nd element as the
81

more determinative factor, being money or property – to this class
manifested by some overt acts. (Sta. belong cashiers, auditors, property
Catalina College s. NLRC, G.R. No. custodians, etc., or those who, in the
144483, Nov. 19, 2003) normal and routine exercise of their
functions, regularly handle
Q: How to prove abandonment? significant amounts of money or
property. (Mabeza v. NLRC, G.R. No.
A: To prove abandonment, the Er must show that 118506 April 18, 1997)
the Ee deliberately and unjustifiably refused to
resume his employment without any intention of 2. The loss of trust and confidence must be
returning. There must be a concurrence of the based on willful breach.
intention to abandon and some overt acts from
which an Ee may be deduced as having no more Note: A breach is willful if it is done
intention to work. The law, however, does not intentionally, knowingly, and purposely
enumerate what specific overt acts can be without justifiable excuse, as distinguished
considered as strong evidence of the intention to from an act done carelessly, thoughtlessly,
sever the Ee‐Er relationship. (Sta. Catalina College heedlessly, or inadvertently (De la Cruz v.
v. NLRC, G.R. No. 144483. Nov. 19, 2003) NLRC, G.R. No. 119536, Feb. 17, 1997)

Q: Mejila a barber at Windfield Barber Shop, had 3. The act constituting the breach must be
an altercation with a fellow barber which resulted “work‐related” such as would show the
in his subsequent turning over the duplicate keys Ee concerned to be unfit to continue
of the shop to the cashier and took away all his working for the Er. (Gonzales V. NLRC,
belongings there from and worked at different G.R. No. 131653, Mar. 26, 2001)
barbershop. Mejila then filed an illegal dismissal
case but did not seek reinstatement as a relief. Did 4. It must be substantial and founded on
Mejila commit abandonment? clearly established facts sufficient to
warrant the Ee’s separation from
A: Mejila’s acts such as surrendering the shop’s employment. (Sulpicio Lines Inc. V. Gulde,
keys, not reporting to the shop anymore without G.R. No. 149930, Feb. 22, 2002)
any justifiable reason, his employment in another
barber shop, and the filing of a complaint for illegal 5. Fraud must be committed against the Er
dismissal without praying for reinstatement clearly or his representatives, e.g.:
show that there was a concurrence of the intention a. Falsification of time cards
to abandon and some overt acts from which it may b. Theft of company property
be inferred that the Ee concerned has no more c. Unauthorized use of company
interest in working. (Jo v. NLRC, G.R. No. 121605, vehicle
Feb. 2, 2000)
Note: The treatment of rank and file personnel and
5.Fraud; Breach of Trust / Loss of Confidence managerial Ees in so far as the application of the
doctrine of loss of trust and confidence is concerned is
Q: When is breach of trust/loss of confidence a different. As regards managerial Ees, such as Caoile,
mere existence of a basis for believing that such Ee has
just cause for termination?
breached the trust of his Er would suffice for his
dismissal. (Caoile v. NLRC, G.R. No. 115491, Nov. 24,
A:
1998)
1. It applies only to cases involving:

a. Employees (Ees) occupying positions
Q: What are the guidelines for the doctrine of loss
of trust and confidence (confidential
of confidence to apply?
and managerial Ee’s) – to this class
belong managerial Ees, i.e., those A:
vested with the powers or 1. Loss of confidence should not be
prerogatives to lay down simulated (reasonable basis for loss of
management policies and/or to hire, trust and confidence)
transfer, suspend, lay‐off, recall, 2. Not used for subterfuge for causes which
discharge, assign or discipline Ees or are improper and/or illegal and
effectively recommend such unjustified
managerial actions 3. Not arbitrarily asserted in the face of
b. Ees routinely charged with the care overwhelming evidence to the contrary
and custody of the employer’s (Er’s)
82
LABOR LAW TEAM:

4. Must be genuine, not a mere An investigation was promptly launched by the
afterthought to justify earlier action taken company’s officers. Abel attended the meetings
in bad faith and but claimed that he was neither asked if he
5. The Ee involved holds a position of trust needed the assistance of counsel nor allowed to
and confidence properly present his side. By memo, the company
found Abel guilty of (1) fraud resulting in loss of
Note: The breach of trust must rest on substantial trust and confidence and (2) gross neglect of duty,
grounds and not on the Er’s arbitrariness, whims, and was meted out the penalty of dismissal from
caprices, or suspicion; otherwise, the Ee would employment. Was Abel validly dismissed for any
eternally remain at the mercy of the Er. It should be of the causes provided for in Art. 282 of the LC?
genuine and not simulated, nor should it appear as a
mere afterthought to justify earlier action taken in bad A: No. The 1st requisite for dismissal on the ground
faith of a subterfuge for causes which are improper, of loss of trust and confidence is that the Ee
illegal, or unjustified. It has never been intended to concerned must be holding a position of trust and
afford and occasion for abuse because of its subjective
confidence. Abel was a contract claims assistant at
nature. There must, therefore, be an actual breach of
the time he allegedly committed the acts which led
dully committed by the employee which must be
to its loss of trust and confidence. It is not the job
established by substantial evidence. (Dela Cruz v.
NLRC, G.R. No. 119536, Feb. 17, 1997) title but the actual work that the Ee performs. It
was part of Abel’s responsibilities to monitor the
Q: Mabeza a chambermaid at Hotel Supreme was performance of the company’s contractors in
terminated from employment because of her relation to the scope of work contracted out to
refusal to sign an affidavit attesting to their them.
employer’s (Er’s) compliance with minimum wage
and other labor standards. Mabeza filed a The 2nd requisite is that there must be an act that
complaint for illegal dismissal against Hotel would justify the loss of trust and confidence. Loss
Supreme. As a defense, Hotel Supreme claimed of trust and confidence, to be a valid cause for
that she abandoned her work and belatedly dismissal, must be based on a willful breach of trust
claimed loss of confidence as the ground for the and founded on clearly established facts. The basis
dismissal of Mabeza because she stole some of the for the dismissal must be clearly and convincingly
properties of her Er. Is loss of confidence a valid established but proof beyond reasonable doubt is
ground for dismissal of a hotel chambermaid? not necessary. The company’s evidence against
Abel fails to meet this standard. Its lone witness,
A: No. Loss of confidence as a just cause for Lupega, did not support his affidavit and testimony
dismissal was never intended to provide Ers with a during the company investigation with any piece of
blank check for terminating their Ees. Evidently, an evidence at all. It could hardly be considered
ordinary chambermaid who has to sign out for linen substantial evidence. (Abel v. Philex Mining Corp.,
and other hotel property from the property G.R. No. 178976, July 31, 2009, J. Carpio‐Morales)
custodian each day and who has to account for
each and every towel or bed sheet utilized by the 6.Termination of Employment pursuant to Union
hotel's guests at the end of her shift would not fall Security Clause
under any of these two classes of Ees for which loss
Q: MSMG was a local union affiliated with ULGWP
of confidence, if ably supported by evidence, would
a national federation. MSMG had a dispute with
normally apply. (Mabeza v. NLRC, G.R. No. 118506,
ULGWP over an imposition of a fine prompting
April 18, 1997)
MSMG to declare independence from ULGWP.
Q: Abelardo Abel was first hired by Philex Mining Because of the dispute, ULGWP asked for the
Corp. in Jan. ’88. He was later assigned to the dismissal from employment of the officers of
company’s Legal Dep’t as a Contract Claims Asst., MDMG from the company by virtue of a union
and held the position for 5 yrs prior to his transfer security clause in the CBA. The company dismissed
to the Mine Eng’g and Draw Control Dep’t wherein the officers. Does a union security clause absolve
he was appointed Unit Head. In ‘02, he was the company form observing the requirement of
implicated in an irregularity occurring in the due process?
subsidence area of the company’s mine site at
A: Although union security clauses embodied in the
Benguet. His co‐worker Danilo, executed an
CBA may be validly enforced and dismissals
affidavit known as the “Subsidence Area
pursuant thereto may likewise be valid, this does
Anomaly”. The incidents in Lupega’s affidavit
not erase the fundamental requirement of due
supposedly took place when Abel was still a
process. An employer cannot merely rely upon a
Contract Claims Asst. at the company’s legal dep’t.
labor federation’s allegations in terminating union
83

officers expelled by the federation for allegedly 9.Analogous Cases

committing acts of disloyalty and/or inimical to the
interest of the federation and in violation of its Q: What is required for an act to be included in
constitution and by laws. analogous cases of just causes of termination?

The right of an Ee to be informed of the charges A: Must be due to the voluntary and/or willful act
against him and to be given a reasonable or omission of the employee (Nadura v. Benguet
opportunity to present his side in a controversy Consolidated, G.R. No. L‐17780, Aug. 24, 1962), e.g.:
with either the company or his own union is not
wiped away by a union security clause in a CBA. 1. Violation of company rules and
Even assuming that a federation had valid grounds regulations
to expel union officers, due process requires that 2. Drunkenness
these union officers be accorded a separate hearing 3. Gross inefficiency
by the company. (MSMG v. Ramos, G.R. No. 4. Illegally diverting employer’s products
113907, Feb. 28, 2000) 5. Failure to heed an order not to join an
illegal picket
7.Totality of Infractions doctrine 6. Violation of safety rules and code of
discipline
Q: What is the totality of infractions doctrine?
Q: What is the doctrine of incompatibility?
A: It is the totality, not the compartmentalization of
company infractions that the Ee has committed, A: Where the employee has done something that is
which justifies the penalty of dismissal. (MERALCO contrary or incompatible with the faithful
v. NLRC, G.R. No. 114129, Oct. 24, 1996) performance of his duties, his employer has a just
cause for terminating his employment. (Manila
Note: Where the Ee has been found to have
Chauffeur’s League v. Bachrach Motor Co., G.R. No.
repeatedly incurred several suspensions or warnings
L‐47071, June 17, 1940 )
on account of violations of company rules and
regulations, the law warrants their dismissal as it is
(b).Authorized Causes
akin to “habitual delinquency”. (Villeno v. NLRC, G.R.
No. 108153, Dec. 26, 1995)
Q: What are the authorized causes of termination
Q: What are the guidelines to determine the by the employer (Er)?
validity of termination?
A:
A: Gravity of the offense 1. Installation of labor‐saving devices
1. Position occupied by the employee (automation/robotics)
2. Degree of damage to the employer
3. Previous infractions of the same offense 2. Redundancy (superfluity in the
4. Length of Service performance of a particular work) – exists
where the services of an employee (Ee)
8.Commission of a Crime are in excess of what is reasonably
demanded by the actual req’ts of the
Q: What do you mean by “commission of a crime enterprise. (Wiltshire File Co., Inc. v. NLRC,
or offense” as a just cause for termination of an G.R. No. 82249, Feb. 7, 1991)
Ee?
Note: The redundancy should not have been
created by the Er.
A: It refers to an offense by the Ee against the

person of his employer or any immediate member
3. Reorganization
of his family or his duly authorized representative

and thus, conviction of a crime involving moral
Note: An Er is not precluded from adopting
turpitude is not analogous thereto as the element
a new policy conducive to a more
of relation to his work or to his employer is lacking.
economical and effective management, and
the law does not require that the Er should
Note: A criminal case need not be actually filed.
be suffering financial losses before he can
Commission of acts constituting a crime itself is
terminate the services of the employee on
sufficient.
the ground of redundancy (DOLE Phil., Inc. v.
NLRC, G.R. No. L‐55413, July 25, 1983)

84
LABOR LAW TEAM:

4. Retrenchment – cutting of expenses and Purpose: To enable it to ascertain the
includes the reduction of personnel; It is a verity of the cause of termination.
management prerogative, a means to
protect and preserve the Er’s viability and 2. Written notice to Ee concerned 30 days
ensure his survival. To be an authorized prior the intended date of termination.
cause it must be affected in good faith
(GF) and for the retrenchment, which is 3. Payment of separation pay ‐ Serious
after all a drastic recourse with serious business losses do not excuse the Er from
consequences for the livelihood of the complying with the clearance or report
Ee’s or otherwise laid‐off. required in Art. 283 of the LC and its IRR
before terminating the employment of its
Note: The phrase “to prevent losses” means workers. In the absence of justifying
that retrenchment or termination from the circumstances, the failure of the Er to
service of some Ees is authorized to be observe the procedural req’ts under Art.
undertaken by the Er sometime before the 284 taints their actuations with bad faith
anticipated losses are actually sustained or if the lay‐off was temporary but then
realized. Evidently, actual losses need not serious business losses prevented the
set in prior to retrenchment. (Cajucom VII v. reinstatement of respondents, the Er’s
TP Phils Cement Corp., et al, G.R. No.
should have complied with the req’ts of
149090, Feb. 11, 2005)
written notice.

5. Closing or cessation of operation of the
Redundancy
establishment or undertaking – must be

done in good faith and not for the
Q: What are the requisites of a valid redundancy?
purpose of circumventing pertinent labor

laws.
A:

1. Written notice served on both the
6. Disease – must be incurable within 6
employees (Ees) and the DOLE at least 1
months and the continued employment is
month prior to separation from work
prohibited by law or prejudicial to his
2. Payment of separation pay equivalent to
health as well as to the health of his co‐
at least 1 month pay or at least 1 month
Ees with a certification from the public
pay for every year of service, whichever is
health officer that the disease is incurable
higher
within 6 months despite due to
3. Good faith in abolishing redundant
medication and treatment
position

4. Fair and reasonable criteria in
Q: What are other authorized causes?
ascertaining what positions are to be

declared redundant:
A:
a. Less preferred status, e.g. temporary
1. Total and permanent disability of Ee
Ee
2. Valid application of union security clause
b. Efficiency and
3. Expiration of period in term of
c. Seniority
employment

4. Completion of project in project
Q: Ong, a Sales Manager of Wiltshire File Co., Inc.,
employment
was informed of the termination of his
5. Failure in probation
employment due to redundancy upon returning
6. Relocation of business to a distant place
from a trip abroad. Ong maintains that there can
7. Defiance of return‐to work‐order
be no redundancy since he was the only person
8. Commission of Illegal acts in strike
occupying his position in the company.
9. Violation of contractual agreement
10. Retirement
Is there redundancy even though Ong was the only

one occupying his position.
Q: What are the procedural steps required in
termination of an employee for authorized A: Redundancy in an employer’s (Er’s) personnel
causes? does not necessarily or even ordinarily refer to
duplication of work. The characterization ofOng’s
A: services as no longer necessary or sustainable and
1. Written Notice to DOLE 30 days prior to therefore properly terminable, was an exercise of
the intended day of termination. business judgment on the part of Wiltshire.
85

Furthermore, a position is redundant where it is

superfluous, and superfluity of a position or Retrenchment is a means of last resort.
positions may be the outcome of a number of
factors, such as over hiring of workers, decreased Q: What are the requisites of a valid
volume of business, or dropping of a particular retrenchment?
product line or service activity previously
manufactured or undertaken by the enterprise. The A:
Er has no legal obligation to keep in its payroll more 1. Written notice served on both the Ee and
employees that are necessary for the operation of the DOLE at least 1 month prior to the
its business. (Wiltshire File Co., Inc. v. NLRC, G.R. No. intended date of retrenchment
82249, Feb. 7, 1991) 2. Payment of separation pay equivalent to
at least one month pay or at least 1/2
Retrenchment month pay for every year of service,
whichever is higher
Q: What are the circumstances that must be 3. Good faith
present for a valid retrenchment? 4. Proof of expected or actual losses
5. The employer used fair and reasonable
A: criteria in ascertaining who would be
retained among the Ees, such as status,
1. The losses expected should be substantial efficiency, seniority, physical fitness, age,
and not merely de minimis in extent ‐ If and financial hardship of certain workers
the loss purportedly sought to be (Asian Alcohol Corp. v. NLRC, G.R. No.
forestalled by retrenchment is clearly 131108, Mar. 25, 1999).
shown to be insubstantial and
inconsequential in character, the bona Q: What are the criteria in selecting employees
fide nature of the retrenchment would (Ees) to be retrenched?
appear to be seriously in question.
A: There must be fair and reasonable criteria to be
2. The substantial loss apprehended must be used in selecting Ees to be dismissed such as:
reasonably imminent ‐ as such imminence 1. Less preferred status;
can be perceived objectively and in good 2. Efficiency rating;
faith by the employer (Er). There should 3. Seniority. (Phil. Tuberculosis Society, Inc.
be a certain degree of urgency for the v. National Labor Union, G.R. No. 115414,
retrenchment. Aug. 25, 1998)

3. It must be reasonably necessary and likely Q: What is the “last in first out (LIFO)” rule?
to prevent the expected losse ‐ The Er
should have taken other measures prior A: It applies in the termination of employment in
or parallel to retrenchment to forestall the line of work. What is contemplated in the LIFO
losses such as cutting other costs than rule is that when there are two or more Ees
labor costs. occupying the same position in the company
affected by the retrenchment program, the last one
4. The alleged losses if already realized, and employed will necessarily be the first one to go.
the expected imminent losses sought to (Maya Farms Ees’ Organization v. NLRC, G.R. No.
be forestalled, must be proved by 106256, Dec. 28, 1994)
sufficient and convincing evidence ‐ The
reason for requiring this quantum of Q: Is the seniority rule or "last in first out"
proof is readily apparent: any less policy to be strictly followed in effecting a
exacting standard of proof would render retrenchment or redundancy program?
too easy the abuse of this ground for
termination of services of employees. A: Again, in Asian Alcohol Corp., the SC stated
(Lopez Sugar Corp. v. Federation of Free that with regard the policy of "first in, last out"
Workers, G.R. No. 75700‐01, Aug. 30, in choosing which positions to declare as
1990) redundant or whom to retrench to prevent further
business losses, there is no law that mandates
Note: The losses which the company may suffer or is such a policy. The reason is simple enough. A host
suffering may be proved by financial statements of relevant factors come into play in determining
audited by independent auditors (Asian Alcohol cost efficient measures and in choosing the Ees
Corporation v. NLRC, G.R. No. 131108, Mar. 25, 1999) who will be retained or separated to save the
86
LABOR LAW TEAM:

company from closing shop. In from bankruptcy. (Asian Alcohol Corp. v. NLRC, G.R.

determining these issues, management plays a No. 131108, Mar. 25, 1999)
pre‐eminent role. The characterization of positions
as redundant is an exercise of business judgment Closure
on the part of the Er. It will be upheld as long
as it passes the test of arbitrariness. (2001 Bar Q: What are the requisites of a valid closure?
Question)
A:
Q: What is the difference between redundancy 1. Written notice served on both the
and retrenchment? employees (Ees) and the DOLE at least 1
month prior to the intended date of
A: In redundancy, company has no financial closure
problems, unlike in retrenchment where the 2. Payment of separation pay equivalent to
company will suffer financial losses. at least one month pay or at least 1/2
month pay for every year of service,
Q: Philippine Tuberculosis Society, Inc. retrenched whichever is higher, except when closure
116 Ees after incurring deficits amounting to 9.1 is due to serious business losses
million pesos. Aside for retrenching some of its 3. Good faith
Ees, the company also implemented cost cutting 4. No circumvention of the law
measures to prevent such losses for increasing and 5. No other option available to the Er
minimizing it. The NLRC ruled that the
retrenchment was not valid on the ground that the Q: What is the test for the validity of closure or
Society did not take seniority into account in their cessation of establishment or undertaking?
selection. Was the retrenchment done by the
Society not valid for its failure to follow the A: The ultimate test of the validity of closure or
criteria laid down by law? cessation of establishment or undertaking is that it
must be bona fide in character. And the burden of
A: No. The Society terminated the employment of proving such falls upon the Er. (Capitol Medical
several workers who have worked with the Society Center, Inc. vs. Dr. Meris, G.R. No. 155098, Sep. 16,
for great number of years without consideration for 2005, J. Carpio‐Morales)
the number of years of service and their seniority
indicates that they had been retained for such a Q: When is separation pay required in case of
long time because of loyal and efficient service. The closure?
burden of proving the contrary rest on the Society.
(Phil. Tuberculosis Society, Inc. v. National Labor A: Only where closure is not due to serious business
Union, G.R. No. 115414, Aug. 25, 1998) losses nor due to an act of gov’t. (North Davao
Mining Corp v. NLRC, G.R. No. 112546, Mar. 13,
Q: Due to mounting losses the former owners of 1996; NFL v. NLRC, G.R. No. 127718, Mar. 2, 2000)
Asian Alcohol Corporation sold its stake in the
company to Prior Holdings. Upon taking control of Q: Galaxie Steel Corp. decided to close down
the company and to prevent losses, Prior Holdings because of serious business loses. It filed a written
implemented a reorganization plan and other cost‐ notice with the DOLE informing its intended
saving measures and one of them is the closure and the termination of its employees (Ees).
retrenchment of 117 employees (Ees) of which It posted the notice of closure on the corporate
some are members of the union and the majority bulletin board.
held by non‐union members. Some retrenched
workers filed a complaint for illegal dismissal Q: Does the written notice posted by Galaxie on
alleging that the retrenchment was a subterfuge the bulletin board sufficiently comply with the
for union busting activities. notice req’t under Art. 283 of the LC?

Was the retrenchment made by Asian Alcohol A: No. In order to meet the purpose, service of the
valid and justified? written notice must be made individually upon each
and every Ee of the company. However, the Court
A: Yes. Even though the bulk of the losses were held that where the dismissal is for an authorized
suffered under the old management and continued cause, non‐compliance with statutory due process
only under the new management ultimately the should not nullify the dismissal, or render it illegal,
new management of Prior Holdings will absorb such or ineffectual. Still, the employer should indemnify
losses. The law gives the new management every the Ee, in the form of nominal damages, for the
right to undertake measures to save the company violation of his right to statutory due process.
87

(Galaxie Steel Workers Union v. NLRC, G.R. No. damages and claim for employment benefits.
165757, Oct. 17, 2006) Were the losses incurred by the company enough
to justify closure of its operations?
Are Ees entitled to separation pay?
A: The determination to cease operations is a
A: No. Galaxie had been experiencing serious prerogative of management that is usually not
financial losses at the time it closed business interfered with by the State as no business can be
operations. Art. 283 of the LC governs the grant of required to continue operating at a loss simply to
separation benefits "in case of closures or cessation maintain the workers in employment. That would
of operation" of business establishments "not due be a taking of property without due process of law
to serious business losses or financial reverses." which the employer has a right to resist. But where
Where, the closure then is due to serious business it is manifest that the closure is motivated not by a
losses, the LC does not impose any obligation upon desire to avoid further losses but to discourage the
the employer to pay separation benefits. (Galaxie workers from organizing themselves into a union
Steel Workers Unin v. NLRC, G.R. No. 165757, Oct. for more effective negotiations with management,
17, 2006) the State is bound to intervene. The losses of less
than P2,000 for a corporation capitalized at P3
Q: Rank‐and‐file workers of SIMEX filed a petition million cannot be considered serious enough to call
for direct certification and affiliated with Union of for the closure of the company. (Carmelcraft Corp.
Filipino Workers (UFW). Subsequently, 36 workers v. NLRC, G.R. No. 90634‐35, June 6, 1990)
of the company’s “lumpia” dep’t and 16 other
workers from other dep’ts were effectively locked Q: Is the transferee of the closed corporation
out when their working areas were cleaned out. required to absorb the employees (Ees) of the old
The workers through UFW filed a complaint for corporation?
unfair labor practices against the company. SIMEX
then filed a notice of permanent shutdown/total A:
closure of all units of operation in the GR: There is no law requiring a bona fide purchaser
establishment with the DOLE allegedly due to of assets of an on‐going concern to absorb in its
business reverses brought about by the enormous employ the Ee’s of the latter except when the
rejection of their products for export to the United transaction between the parties is colored or
States. clothed with bad faith (BF). (Sundowner Dev’t Corp.
v. Drilon, G.R. No. 82341, Dec. 6, 1989)
Was the closure warranted by the alleged business
reverses? XPNs:
1. Where the transferee was found to be
A: The closure of a business establishment is a merely an alter ego of the different
ground for the termination of the services of any merging firms. (Filipinas Port Services, Inc.
employee unless the closing is for the purpose of v. NLRC, G.R. No. 97237, Aug. 16, 1991)
circumventing the provisions of the law. But, while 2. Where the transferee voluntarily agrees
business reverses can be a just cause for to do so. (Marina Port Services, Inc. v.
terminating employees, they must be sufficiently Iniego, G.R. No. 77853, Jan. 22, 1990)
proved. In this case, the audited financial statement
of SIMEX clearly indicates that they actually derived Q: Marikina Dairy Industries, Inc. decided to sell its
earnings. Although the rejections may have reduced assets and close operations on the ground of
their earnings they were not suffering losses. There heavy losses. The unions alleged that the financial
is no question that an employer may reduce its losses were imaginary and the dissolution was a
work force to prevent losses but it must be serious, scheme maliciously designed to evade its legal and
actual and real otherwise this ground for social obligations to its employees (Ees). The
termination would be susceptible to abuse by unions want the buyers of the corporations assets
scheming employers who might be merely feigning restrained to operate unless the members of the
business losses or reverses in their business unions were the ones hired to operate the plant
ventures to ease out employees. (Union of Filipino under the terms and conditions specified in the
Workers v. NLRC, G.R. No. 90519, Mar. 23, 1992) collective bargaining agreements.
Q: Carmelcraft Corporation closed it business Is the buyer of a company’s assets required to
operations allegedly due to losses of P1, 603.88 absorb the Ees of the seller?
after the Carmelcraft Ees Union filed a petition for
certification election. Carmelcraft Union filed a A: There is no law requiring that the purchaser of a
complaint for illegal lockout and ULP with company’s assets should absorb its Ees and the
88
LABOR LAW TEAM:

most that can be done for reasons of public policy 2. With a certification by competent public
and social justice was to direct that buyers of such health authority that the disease is
assets to give preference to the qualified separated incurable within 6 months despite due
Ees in the filling up of vacancies in the facilities of medication and treatment. (Solis v. NLRC,
the buyer. (MDII Supervisors & Confidential Ees GR No. 116175, Oct. 28,1996)
Ass’n (FFW) v. residential Assistant on Legal Affairs,
G.R. Nos. L‐45421‐23, Sep. 9, 1977) Note: The req’t for a medical certification cannot
be dispensed with; otherwise, it would sanction
Q: What is the difference between closure and the unilateral and arbitrary determination by the
retrenchment? Er of the gravity or extent of the Ee’s illness and
thus defeat the public policy on the protection of
A: labor. (Manly Express v Payong, G.R. No. 167462,
CLOSURE RETRENCHMENT Oct.25, 2005)
Is the reversal of Is the reduction of
fortune of the Er personnel for the purpose Termination of services for health reasons must
whereby there is a of cutting down on costs of be effected only upon compliance with the above
complete cessation of operations in terms of requisites. The req’t for a medical certificate
business operations to salaries and wages under Art. 284 of the LC cannot be dispensed
prevent further financial resorted to by an Er with; otherwise, it would sanction the unilateral
drain upon an Er who because of losses in and arbitrary determination by the Er of the
cannot pay anymore his operation of a business gravity or extent of the Ee’s illness and thus
Ees since business has occasioned by lack of work defeat the public policy on the protection of
already stopped. and considerable reduction labor. (Sy et. al v. CA, G.R. No. 142293, Feb. 27,
in the volume of business. 2003)
As in the case of
retrenchment, however, Q: What is the procedure in terminating an
for the closure of a employee (Ee) on the ground of disease?
One of the prerogatives
business or a department
of management is the A:
due to serious business
decision to close the
losses to be regarded as an 1. The employer (Er) shall not terminate his
entire establishment or
authorized cause for employment unless:
to close or abolish a
terminating Ees, it must be a. There is a certification by a
department or section
proven that the losses competent public health authority
thereof for economic
incurred are substantial b. That the disease is of such nature or
reasons, such as to
and actual or reasonably at such a stage that it cannot be
minimize expenses and
imminent; that the same cured within a period of 6 months
reduce capitalization.
increased through a period even with proper medical treatment.

of time; and that the

condition of the company
2. If the disease or ailment can be cured
is not likely to improve in
within the period, the Er shall not
the near future.
terminate the Ee but shall ask the Ee to
LC provides for the
Does not obligate the Er take a leave. The Er shall reinstate such Ee
payment of separation
for the payment of to his former position immediately upon
package in case of
separation package if the restoration of his normal health. (Sec.
retrenchment to prevent
there is closure of 8, Rule I, Book VI, IRR)
losses.
business due to serious

losses. Q: Is an employee suffering from a disease entitled

to reinstatement?

Disease A: Yes, provided he presents a certification by a
competent public health authority that he is fit to
Q: When is disease a ground for dismissal? return to work. (Cebu Royal Plant v. Deputy
Minister, G.R. No. L‐58639, Aug. 12, 1987)
A: Where the Ee suffers from a disease, and:
1. His continued employment is prohibited Q: Is the requirements of a medical certificate
by law or prejudicial to his health or to mandatory?
the health of his co‐Ees. (Sec.8, Rule I,
Book VI, IRR) A: Yes, it is only where there is a prior certification
from a competent public authority that the disease
89

afflicting the employee sought to be dismissed is of Closures or cessation

Equivalent to at least 1 month
such nature or at such stage that it cannot be cured of operation not due
pay or at least 1 month pay
within 6 months even with proper medical to serious
for every year of service (if
treatment that the latter could be validly business
due to severe financial losses,
terminated from his job. (Tan v. NLRC, G. R. No. losses/financial
no separation pay
116807, April 14, 1997) reverses
Equivalent to at least 1 month
Note: Termination from work on the sole basis of pay or at least ½ month pay
actual perceived or suspected HIV status is deemed Disease for every year of service,
unlawful. (Sec. 35, R.A. 8504 HIV/AIDS Law) whichever is higher
Q: Anna Ferrer has been working as

bookkeeper at Great Foods, Inc., which operates a Note: A fraction of at least 6 months shall be
considered 1 whole year.
chain of high‐end restaurants throughout the

country, since 1970 when it was still a small
There is no separation pay when the closure is due to
eatery at Binondo. In the early part of the year
an act of the gov’t.
2003, Anna, who was already 50 years old,

reported for work after a week‐long vacation in
Q: What is the purpose of the 2 notices served to
her province. It was the height of the SARS scare, the Ee and DOLE 1 month prior to termination?
and management learned that the first confirmed
SARS death case in the Phils, a “balikbayan” nurse A:
from Canada, is a townmate of Anna.
1. To give the Ees some time to prepare for
Immediately, a memorandum was issued by
the eventual loss of their jobs and their
management terminating the services of Anna on
corresponding income, look for other
the ground that she is a probable carrier of SARS
employment and ease the impact of the
virus and that her continued employment is
loss of their jobs.
prejudicial to the health of her co‐Ees. Is the
2. To give DOLE the opportunity to ascertain
action taken by the employer (Er) justified?
the verity of the alleged cause of
termination. (Phil. Telegraph & Telephone
A: The Er’s act of terminating the employment of
Corp. v. NLRC, G.R. No. 147002, April 15,
Anna is not justified. There is no showing that said
2005)
employee is sick with SARS, or that she associated or

had contact with the deceased nurse. They are
Note: Notice to both the Ees concerned and the DOLE
merely town mates. Furthermore, there is no are mandatory and must be written and given at least
certification by a competent public health authority 1 month before the intended date of retrenchment –
that the disease is of such a nature or such a stage and the fact that the Ees were already on temporary
that it cannot be cured within a period of 6 months lay‐off at the time notice should have been given to
even with proper medical treatment. (Implementing them is not an excuse to forego the 1‐month written
Rules, Book VI, Rule 1, Sec. 8, LC) (2004 Bar notice. (Sebuguero v. NLRC, G.R. No.115394, Sep. 27,
Question) 1995)
Q: Discuss the rules on separation pay with regard Q: DAP Corp. ceased its operation due to the
to each cause of termination. termination of its distribution agreement with Int’l
Distributors Corp. which resulted in its need to
A: cease its business operations and to terminate the
employment of its Ees. Marcial et al. filed a
CAUSE OF complaint for illegal dismissal and for failure to
SEPARATION PAY
TERMINATION give the Ees written notices regarding the
Equivalent to at least 1 month termination of their employment. On the other
pay or at least 1 month pay hand, DAP claims that their Ees actually knew of
Automation for every year of service, the termination therefore the written notices
whichever is higher were no longer required. Are written notices
Equivalent to at least 1 month dispensed with when the Ees have actual
pay or at least 1 month pay knowledge of the redundancy?
Redundancy for every year of service,
whichever is higher A: The Ees’ actual knowledge of the termination of
Equivalent to 1 month pay or a company’s distributorship agreement with

at least ½ month pay for another company is not sufficient to replace the
Retrenchment
every year or service formal and written notice required by law. In the
90
LABOR LAW TEAM:

written notice, the Ees are informed of the specific 1. The req’t of notice is intended to inform

date of the termination, at least a month prior to the Ee concerned of the Er’s intent to
the date of effectivity, to give them sufficient time dismiss him and the reason for the
to make necessary arrangements. In this case, proposed dismissal
notwithstanding the Ees knowledge of the 2. On the otherhand the req’t of hearing
cancellation of the distributorship agreement, they affords the Ee the opportunity to answer
remained uncertain about the status of their his Er’s charges against him and
employment when DAP failed to formally inform accordingly to defend himself there from
them about the redundancy. (DAP Corp. v. CA, G.R. before dismissal is effected. (Salaw v.
No. 165811, Dec. 14, 2005) NLRC G.R. No. 90786 Sep. 27, 1991)

b.Procedural due process Note: Failure to comply with the req’t of the
2 notices makes the dismissal illegal. The
Q: What are the 2‐fold requirements of a valid procedure is mandatory. (Loadstar Shipping
dismissal for a just cause? Co. Inc. v. Mesano, G.R. No. 138956, Aug. 7,
2003)
A:
1. Substantive – it must be for a just cause Q: While it may be true that the Er enjoys wider
2. Procedural – there must be notice and latitude of discretion in terminating employees
hearing (Ees) should there exists valid and just cause,
would this be sufficient for the Er to depart from
Q: What is the process to be observed by the giving the Ee the right to be heard?
employer (Er) for termination of the employment
based on any of the just causes for termination? A: Art. 277(b) of the LC mandates that an Er who
seeks to dismiss an Ee must “afford the latter ample
A: opportunity to be heard and to defend himself with
1. A written notice should be served to the the assistance of his representative if he so desires.”
Ee specifying the ground/s for Expounding on this provision, the SC held that
termination and giving the said Ee “ample opportunity” connotes every kind of
reasonable opportunity to explain. assistance that management must accord the Ee to
enable him to prepare adequately for his defense
Note: This first written notice must apprise including legal representation. (U‐BIX Corp. vs.
the Ee that his termination is being Bravo, G.R. No. 177647, Oct. 31, 2008)
considered due to the acts stated in the
notice. (Phil. Pizza Inc. v. Bungabong, G.R. Q: What is included in the opportunity to be
No. 154315, May 9, 2005) heard?

2. A hearing or conference should be held A: The issue was addressed in an en banc decision
during which the Ee concerned, with the rendered by the Supreme Court. With a 14‐1 vote
assistance of counsel, if the Ee so desires, the Court through Chief Justice Corona held as
is given the opportunity to respond to the follows:
charge, present his evidence and present
the evidence presented against him. a) “Ample opportunity to be heard” in an
employee dismissal case means any
3. A written notice of termination – If meaningful opportunity (verbal or
termination is the decision of the Er, it written) given to the employee to answer
should be served on the Ee indicating that the charges against him or her and submit
upon due considerations of all the evidence in support of the defences,
circumstance, grounds have been whether in a hearing, conference or some
established to justify his termination, at other fair, just and reasonable way.
least one month prior to his termination. b) A formal hearing or conference becomes
mandatory only when requested by the
Note: Single notice of termination does not employee in writing or substantial
comply with the requirements of the law. evidentiary disputes exist or a company
(Aldeguer & Co., Inc. vs. Honeyline Tomboc, rule or practice requires it, or when
G.R. No. 147633, July 28, 2008) similar circumstance justify it.
c) The “ample opportunity to be heard”
Q: What is the purpose of notice and hearing? standard in the Labor Code prevails over
the “hearing or conference” requirement
A:
91

in the implementing rules and opportunity to explain his side and (2) another
regulations. (Perez v. PT&T, G.R. No. written notice indicating that, upon due
152048, Apr. 7, 2009) consideration of all circumstances, grounds have
been established to justify the Er's decision to
Q: Who has the burden of proof? dismiss the Ee.
A: The burden of proof rests upon the employer to There is however, no need for a hearing or

show that the dismissal of the employee is for a just conference. “To be heard” does not mean verbal
cause, and failure to do so would necessarily mean argumentation alone inasmuch as one may be
that the dismissal is not justified, consonant with heard just as effectively through written
the constitutional guarantee of security of tenure. explanations, submissions or pleadings. In other
words, the existence of an actual, formal “trial‐
Note: Due process refers to the process to be type” hearing, although preferred, is not absolutely
followed; burden of proof refers to the amount of necessary to satisfy the employee’s right to be
proof to be adduced. heard. (Perez. v. Phil. Telegraph and Telephone
Company, G.R. No. 152048, April 7, 2009)
In money claims, the burden of proof as to the amount
to be paid the Ees rests upon the Er since he is in
Q: What are the guidelines in determining
custody of documents that would be able to prove the
whether penalty imposed on Ee is proper?
amount due, such as the payroll.

A:
Q: What is the degree of proof?
1. Gravity of the offense

2. Position occupied by the Ee
A: In administrative or quasi‐judicial proceedings,
3. Degree of damage to the employer (Er)
substantial evidence is considered sufficient in
4. Previous infractions of the same offense
determining the legality of an employer’s dismissal
5. Length of service (ALU‐TUCP v. NLRC, G.R.
of an employee. (Pangasinan III Electric
No. 120450, Feb. 10, 1999; PAL v. PALEA,
Cooperative, Inc. v. NLRC, G.R. No. 89878, Nov. 13,
G.R. No.L‐24626, June 28,1974)
1992)

Q: Felizardo was dismissed from Republic Flour
Q: Perez and Doria were employed by PT&T. After
Mills‐Selecta ice cream Corporation for dishonesty
investigation, Perez and Doria were placed on
and theft of company property for bringing out a
preventive suspension for 30 days for their alleged
pair of boots, 1 piece aluminum container and 15
involvement in anomalous transactions in the
pieces of hamburger patties. Is the penalty of
shipping section. PT&T dismissed Perez and Doria
dismissal commensurate with the offense
from service for falsifying documents. They filed a
committed?
complaint for illegal suspension and illegal
dismissal. The LA found that the 30‐day extension
A: There is no question that the employer has the
of suspension and the subsequent dismissal were
inherent right to discipline its Ees which includes
both illegal. The NLRC reversed the LA’s decision, it
the right to dismiss. However this right is subject to
ruled that Perez and Doria were dismissed for just
the police power of the State. In this case the Court
cause, that they were accorded due process and
finds that the penalty imposed upon Felizardo was
that they were illegally suspended for only 15 days
not commensurate with the offense committed
(without stating the reason for the reduction of
considering the value of the articles he pilfered and
the period of petitioners’ illegal suspension). On
the fact that he had no previous derogatory record
appeal, CA held that they were dismissed without
during his 2 years of employment in the company.
due process. Whether petitioners were illegally
Moreover, it should also be taken into account that
dismissed?
Felizardo was not a managerial or confidential Ee in
whom greater trust is reposed by management and
A: Yes. The Er must establish that the dismissal is
from whom greater fidelity to duty is
for cause in view of the security of tenure that Ees
correspondingly expected. (ALU‐TUCP v. NLRC, G.R.
enjoy under the Constitution and the LC. PT&T
No. 120450, Feb. 10, 1999)
failed to discharge this burden. PT&T’s illegal act of
dismissing Perez and Doria was aggravated by their
(1) Agabon Doctrine
failure to observe due process. To meet the req’ts
of due process in the dismissal of an Ee, an Er must Q: If the dismissal is for a just or authorized cause
furnish the worker with 2 written notices: (1) a but the requirement of due process of notice and
written notice specifying the grounds for hearing were not complied with should the
termination and giving to said Ee a reasonable dismissal be held illegal?
92
LABOR LAW TEAM:

A: No, In Agabon v. NLRC, G.R. No. 158693, Nov. Note: An order of reinstatement by the LA is not the
17, 2004, it was held that when dismissal is for just same as actual reinstatement of a dismissed or
or authorized cause but due process was not separated Ee. Thus, until the Er continuously fails to
observed, the dismissal should be upheld. actually implement the reinstatement aspect of the
decision of the LA, their obligation to the illegally
However, the employer (Er) should be held liable dismissed Ee, insofar as accrued backwages and other
for non‐compliance with the procedural req’ts of benefits are concerned, continues to accumulate. It is
only when the illegally dismissed Ee receives the
due process (e.g. damages). The Agabon ruling was
separation pay (in case of strained relations) that it
modified by JAKA Food Processing v. Pacot (G.R. No.
could be claimed with certainty that the Er‐Ee
515378, Mar. 28, 2005) where it was held that: realtionship has formally ceased thereby precluding
the possibility of reinstatement. In the meantime, the
1. If based on just cause (Art. 282) but the Er illegally dismissed Ees entitlement to backwages, 13th
failed to comply with the notice req’t, the month pay, and other benefits subsists. Until the
sanction to be imposed upon him should payment of separation pay is carried out, the Er should
be tempered because the dismissal not be allowed to remain unpunished for the delay, if
process was, in effect, initiated by an act not outright refusal, to immediately execute the
imputable to the Ee; and reinstatement aspect of the LA’s decision.
2. If based on authorized causes (Art. 283)
but the Er failed to comply with the notice Further, the Er cannot refuse to reinstate the illegally
req’t, the sanction should be stiffer dismissed Ee by claiming that the latter had already
because the dismissal process was found a job elsewhere. Minimum wage earners are left
initiated by Er’s exercise of his with no choice after they are illegally dismissed from
management prerogative. their employment, but to seek new employment in
order to earn a decent living. Surely, we could not fault

them for their perseverance in looking for and
c.Reliefs for illegal dismissal
eventually securing new employment opportunities

instead of remaining idle and waiting the outcome of
(1)Reinstatement aspect the case. (Triad Security & Allied Services, Inc. et al v.
Ortega, G.R. No. 160871, Feb. 6, 2006).
Q: What are the remedies available to an illegally
dismissed employee (Ee)? Q: Distinguish Arts. 223 from 279 of the LC?

A: An Ee who is unjustly dismissed from work shall A:
by entitled to: Art. 279 Art. 223
1. Reinstatement without loss of seniority Presupposes that the May be availed of as soon
rights and judgment has already as the labor arbiter
2. Full backwages. (Sec. 3, Rule I, Book VI, become final and renders a judgment
IRR) executory. declaring that the
3. Separation pay in lieu of reinstatement, if dismissal of the Ee is
the latter is no longer feasible Consequently, there is illegal and ordering said
nothing left to be done reinstatement. It may be
Q: What is reinstatement? except the execution availed of even pending
thereof. appeal
A: It is the restoration of the employee to the state
from which he has been unjustly removed or Note: An award or order for reinstatement is self‐
separated without loss of seniority rights and other executory. It does not require the issuance of a writ of
privileges. execution. (Pioneer Texturizing Corp. v. NLRC, G.R. No.
118651, Oct. 16, 1997)

(a)Immediately executory: actual reinstatement and
Q: PAL dismissed Garcia, for violating PAL’s Code
payroll reinstatement
of Discipline for allegedly sniffing shabu in PAL’s
Technical Center Toolroom Section. Garcia then
Q: What are the forms of reinstatement?
filed for illegal dismissal and damages where the
A: Labor Arbiter (LA) ordered PAL to immediately
1. Actual or physical – the employee (Ee) is reinstate Garcia. On appeal, the NLRC reversed
admitted back to work the decision and dismissed Garcia’s complaint for
2. Payroll – the Ee is merely reinstated in the lack of merit. Garcia’s motion for reconsideration
payroll was denied by the NLRC. It affirmed the validity of
the writ and the notice issued by the LA but
suspended and referred the action to the
93

Rehabilitation Receiver for appropriate action. not include a prayer for reinstatement, unless, of
Whether Garcia may collect their wages during the course the Ee has waived his right to reinstatement.
period between the LA’s order of reinstatement By law, an Ee who is unjustly dismissed is entitled to
pending appeal and the NLRC decision overturning reinstatement among others. The mere fact that
that of the LA? the complaint did not pray for reinstatement will
not prejudice the Ee, because technicalities of law
A: Par. 3 of Art. 223 of the LC provides that the and procedure are frowned upon in labor
decision of the LA reinstating a dismissed or proceedings (Pheschem Industrial Corp. v. Moldez,
separated Ee, insofar as the reinstatement aspect is G.R. No. 1161158, May 9, 2005).
concerned, shall immediately be executory,
pending appeal. Q: What happens if there is an Order of
Reinstatement but the position is no longer
Even if the order of reinstatement of the LA is available?
reversed on appeal, it is obligatory on the part of
the Er to reinstate and pay the wages of the A: The employee (Ee) should be given a
dismissed Ee during the period of appeal until substantially equivalent position. If no substantially
reversal by the higher court. On the other hand, if equivalent position is available, reinstatement
the Ee has been reinstated during the appeal period should not be ordered because that would in effect
and such reinstatement order is reversed with compel the employer to do the impossible. In such
finality, the Ee is not required to reimburse a situation, the Ee should merely be given a
whatever salary he received for he is entitled to separation pay consisting of 1‐month salary for
such, more so if he actually rendered services every year of service (Grolier Int’l Inc. v. ELA, G.R.
during the period. No. 83523, Aug. 31, 1989)
In other words, a dismissed Ee whose case was (2)Separation pay in lieu of reinstatement

favorably decided by the LA is entitled to receive
wages pending appeal upon reinstatement, which is Q: How can separation pay be viewed?
immediately executory. Unless there is a restraining
order, it is ministerial upon the LA to implement the A: Under present laws and jurisprudence,
order of reinstatement and it is mandatory on the separation pay may be viewed in 4 ways:
Er to comply therewith. (Garcia vs. PAL, G.R. No.
164856, Jan.20, 2009) 1. In lieu of reinstatement in illegal dismissal
cases, where Ee is ordered reinstated but
Q: What is the effect of the reversal of LA’s reinstatement is not feasible.
decision to the reinstated employee (Ee) 2. As Er’s statutory obligation in cases of
legal termination due to authorized
A: If the decision of the LA is later reversed on causes under Art. 283 and 284 of the LC.
appeal upon the finding that the ground for 3. As financial assistance, as an act of social
dismissal is valid, then the Er has the right to justice and even in case of legal dismissal
require the dismissed Ee on payroll reinstatement under Art. 282 of the LC.
to refund the salaries he/she received while the 4. As employment benefit granted in CBA or
case was pending appeal, or it can be deducted company policy. (Poquiz, 2005)
from the accrued benefits that the dismissed Ee
was entitled to receive from the employer under Q: Is an illegally dismissed employee entitled to
existing laws, CBA provisions, and company reinstatement as a matter of right?
practices. However, if the Ee was reinstated to work
during the pendency of the appeal, then the Ee is A: GR: Yes.
entitled to receive the compensation received for
actual services rendered without need of refund XPNS: Proceeds from an illegal dismissal
(Citibank v. NLRC, G.R. No. 142732‐33, Dec. 4, wherein reinstatement is ordered but cannot be
2007). carried out as in the following cases:
Q: May a court order the reinstatement of a 1. Reinstatement cannot be effected in view

dismissed employee (Ee) even if the prayer of the of the long passage of time or because of
complaint did not include such relief? the realities of the situation.
2. It would be inimical to the employers’
A: Yes. So long as there is a finding that the Ee was interest.When reinstatement is no longer
illegally dismissed, the court can order the feasible.
reinstatement of an Ee even if the complaint does
94
LABOR LAW TEAM:

3. When it will not serve the best interest of as that provided under Art. 283 of the LC in case of
the parties involved. retrenchment to prevent losses?
4. Company will be prejudiced by
reinstatement. A: No. The separation pay awarded to employees
5. When it will not serve a prudent purpose. due to illegal dismissal is different from the amount
6. When there is resultant strained relation of separation pay provided for in Art. 283 of the LC.
(applies to both confidential and Prescinding from the above, Phil. Tobacco is liable
managerial employees (Ees) only). for illegal dismissal and should be responsible for
7. When the position has been abolished the reinstatement of the Lubat group and the
(applies to both managerial, supervisory payment of their backwages. However, since
and rank‐and‐file Ees). reinstatement is no longer possible as Phil. Tobacco
have already closed its Balintawak plant, members
Note: In such cases, it would be more prudent to order of the said group should instead be awarded
payment of separation pay instead of reinstatement. normal separation pay (in lieu of reinstatement)
(Quijano v. Mercury Drug Corporation, G.R. No. equivalent to at least one month pay, or one month
126561, July 8, 1998) pay for every year of service, whichever is higher. It
must be stressed that the separation pay being
Q: Respondents are licensed drivers of public awarded to the Lubat group is due to illegal
utility jeepneys owned by Moises Capili. When dismissal; hence, it is different from the amount of
Capili assumed ownership and operation of the separation pay provided for in Article 283 in case of
jeepneys, the drivers were required to sign retrenchment to prevent losses or in case of closure
individual contracts of lease of the jeepneys. The or cessation of the Er’s business, in either of which
drivers gathered the impression that signing the the separation pay is equivalent to at least one (1)
contract was a condition precedent before they month or one‐half (1/2) month pay for every year
could continue driving. The drivers stopped plying of service, whichever is higher. (Phil. Tobacco Flue‐
their assigned routes and a week later filed with Curing & Redrying Corp. v. NLRC, G.R. No. 127395,
the Labor Arbiter a complaint for illegal dismissal Dec. 10, 1998)
praying not for reinstatement but for separation
pay. Are the respondents entitled to separation (a)Strained relation rule
pay?
Q: What is the doctrine of strained relations?
A: No. When drivers voluntarily chose not to return
to work anymore, they must be considered as A: When the Er can no longer trust the Ee and vice
having resigned from their employment. The versa, or there were imputations of bad faith to
common denominator of those instances where each other, reinstatement could not effectively
payment of separation pay is warranted is that the serve as a remedy. This doctrine applies only to
employee was dismissed by the employer. (Capili v. positions which require trust and confidence (Globe
NLRC, G.R. 117378, Mar. 26, 1997) Mackay v. NLRC, G.R. No. 82511, March 3, 1992).

Q: Two groups of seasonal workers claimed Note: Under the circumstances where the
separation benefits after the closure of Phil. employment relationship has become so strained to
Tobacco processing plant in Balintawak and the preclude a harmonious working relationship and that
transfer of its tobacco operations to Candon, all hopes at reconciliation are naught after
Ilocos Sur. Phil. Tobacco refused to grant reinstatement, it would be more beneficial to accord
separation pay to the workers belonging to the the Ee backwages and separation pay.
first batch (Lubat group), because they had not
been given work during the preceding year and, Q: What must be proven before the principle of
hence, were no longer in its employ at the time it strained relations can be applied to a particular
closed its Balintawak plant. Likewise, it claims case?
exemption from awarding separation pay to the
second batch (Luris group), because the closure of A:
its plant was due to "serious business losses," as 1. The Ee concerned occupies a position
defined in Art. 283 of the LC. Both labor agencies where he enjoys the trust and confidence
held that the Luris and Lubat groups were entitled of his Er; and
to separation pay equivalent to 1/2 month salary 2. That it is likely that if reinstated, an
for every of service, provided that the Ee worked atmosphere of antipathy and antagonism
at least 1 month in a given year. Is the separation may be generated as to adversely affect
pay granted to an illegally dismissed Ee the same the efficiency and productivity of the Ee
concerned. (Globe Mackay Cable & Wire
95

Corp. v. NLRC G.R. No. 82511, Mar. 3, A: The payment of backwages is generally granted
1992) on the ground of equity. It is a form of relief that
restores the income that was lost by reason of the
Q: Does the doctrine of strained relationship unlawful dismissal; the grant thereof is intended to
always bar reinstatement in all cases? restore the earnings that would have accrued to the
dismissed Ee during the period of dismissal until it is
A: No. The doctrine should be applied on a case to determined that the termination of employment is
case basis, based on each case’s peculiar conditions for a just cause. It is not private compensation or
and not universally. Otherwise, reinstatement can damages but is awarded in furtherance and
never be possible simply because some hostility is effectuation of the public objective of the LC. Nor is
invariably engendered between the parties as a it a redress of a private right but rather in the
result of litigation. That is human nature. (Anscor nature of a command to the employer to make
Transport v. NLRC, G.R. No. 85894, Sept. 28, 1990) public reparation for dismissing an Ee either due to
the former’s unlawful act or bad faith. (Tomas
Besides, no strained relations should arise from a Claudio Memorial College Inc., v. CA, G.R. No.
valid and legal act of asserting one's right; 152568, Feb. 16, 2004)
otherwise an Ee who shall assert his right could be
easily separated from the service, by merely paying Q: What is the period covered by the payment of
his separation pay on the pretext that his backwages?
relationship with his employer (Er) had already
become strained. (Globe Mackay Cable & Wire A: The backwages shall cover the period from the
Corp. v. NLRC, G.R. No. 82511, Mar. 3, 1992) date of dismissal of the employee up to the date of:

Q: Differentiate Art. 279 of the LC from Sec. 7 of 1. Actual reinstatement, or if reinstatement
R.A. 10022. is no longer feasible
2. Finality of judgment awarding backwages
A: (Buhain v. CA, G.R. 143709, July 2, 2002)

Art. 279, LC (Local Sec. 7, RA 10022 Note: The backwages to be awarded should not be
Workers) (Migrant Workers) diminished or reduced by earnings elsewhere during
Reinstatement the period of his illegal dismissal. The reason is that
the Ee while litigating the illegality of his dismissal
Full Reimbursement of his must earn a living to support himself and his family.
Full backwages from the
placement fee with (Bustamante v. NLRC, G.R. No. 111651, Mar. 15, 1996;
time of his compensation
interest of 12% per Buenviaje v. CA, G.R. No. 147806, Nov. 2002)
was withheld from him
annum.
up to the time of his
actual reinstatement. (a)Components of the amount of backwages

Q: What is included in the computation of
(3)Backwages backwages?
Q: What are backwages? A: They cover the following:

A: It is the relief given to an employee (Ee) to 1. Transportation and emergency
compensate him for the lost earnings during the allowances
period of his dismissal. It presupposes illegal 2. Vacation or service incentive leave and
termination. sick leave
th
3. 13 month pay
Note: Entitlement to backwages of the illegally
dismissed Ee flows from law. Even if he does not ask Note: Facilities such as uniforms, shoes, helmets and
for it, it may be given. The failure to claim backwages ponchos should not be included in the computation of
in the complaint for illegal dismissal is a mere backwages because said items are given for free, to be
procedural lapse which cannot defeat a right granted use only during official tour of duty not for private or
under substantive law. (St. Michael’s Institute v. personal use.
Santos, G.R. No. 145280, Dec. 4, 2001)
The award of backwages is computed on the basis of
Q: What is the basis of awarding backwages to an 30‐day month. (JAM Trans Co. v. Flores, G.R. No. L‐
illegally dismissed employee (Ee)? 63555, Mar. 19, 1993)

Q: What does the term “full backwages” mean?
96
LABOR LAW TEAM:

A: The Labor Code as amended by R.A. 6715 points Q: Reynaldo was hired by Geminilou Trucking

to "full backwages" as meaning exactly that, i.e., Service (GTS) as a truck driver to haul and deliver
without deducting from backwages the earnings products of San Miguel Pure Foods Company, Inc.
derived elsewhere by the concerned Ee during the He was paid P 400 per trip and made 4 trips a day.
period of his illegal dismissal. (Buenviaje v. CA, G.R. He claimed that he was requested by GTS to sign a
147806, Nov. 12, 2002) contract entitled “Kasunduan Sa Pag‐Upa ng
Serbisyo” which he refused as he found it to alter
The underlying reason for this ruling is that the his status as a regular Ee to merely contractual. He
employee, while litigating the legality (illegality) of averred that on account of his refusal to sign the
his dismissal, must still earn a living to support Kasunduan, his services were terminated
himself and family, while full backwages have to be prompting him to file a complaint before the NLRC
paid by the employer as part of the price he has to for constructive dismissal against the GTS. Would

pay for illegally dismissing his Ee. (Bustamante v. Reynaldo’s refusal to sign the Kasunduan
NLRC, G.R. No. 111651, Mar. 15, 1996) adequately support his allegation of constructively
dismissal?
Q: Is an Ee entitled to backwages even after the
closure of the business? A: No. The test of constructive dismissal is whether
a reasonable person in the employee’s (Ee's)
A: Yes. The closure of the business rendered the position would have felt compelled to give up his
reinstatement of complainant to her previous job under the circumstances. In the present case,
position impossible but she is still entitled to the the records show that the lone piece of evidence
payment of backwages up to the date of dissolution submitted by Reynaldo to substantiate his claim of
or closure. An employer found guilty of unfair labor constructive dismissal is an unsigned copy of the
practice in dismissing his Ee may not be ordered to Kasunduan. This falls way short of the required
pay backwages beyond the date of closure of quantum of proof which is substantial evidence, or
business where such closure was due to legitimate such relevant evidence as a reasonable mind might
business reasons and not merely an attempt to accept as adequate to support a conclusion.
defeat the order of reinstatement. (Pizza Inn v. Reynaldo was not dismissed, but that he simply
NLRC, G.R. No. 74531, June 28, 1988) failed to report for work after an altercation with a
fellow driver. (Madrigalejos vs. Geminilou Trucking
Q: What are the circumstances that prevent award Service, G.R. No. 179174, Dec. 24, 2008)
of backwages?
Q: Flores, a conductor of JAM Transportation Co.,
A: Inc., had an accident where he had to be
1. Dismissal for cause hospitalized for a number of days. Upon reporting
2. Death, physical or mental incapacity of back to the company he was told to wait. For
the employee several days this continued and he was promised a
3. Business reverses route assignment which did not materialize. Upon
4. Detention in prison speaking to Personnel Manager Medrano, he was
told that he will be accepted back to work but as a
(4)Constructive Dismissal new employee. Flores rejected the offer because it
would mean forfeiture of his 18 years of service to
Q: What is constructive dismissal? the company. Is the offer for reinstatement as a
new employee (Ee) a constructive dismissal?
A: An involuntary resignation resorted to when:
A: Yes. Flores’ re‐employment as a new Ee would
1. continued employment becomes be very prejudicial to him as it would mean a
impossible, unreasonable, or unlikely demotion in rank and privileges, retirement
2. there is a demotion in rank or diminution benefits as his previous 18 years of service with the
in pay or company would simply be considered as non‐
3. clear discrimination, insensibility or existent. It amounts to constructive dismissal. (JAM
disdain by an Er becomes unbearable to Transportation Co., Inc. v. Flores, G.R. No. 82829,
the Ee. (Leonardo v. NLRC, G.R. Mar. 19, 1993)
No.125303, June 16, 2000)
Q: Quinanola was transferred from the position of
Note: There is no formal dismissal. The Ee is placed in Executive Secretary to the Executive Vice
a situation by the Er such that his continued President and General Manager to the Production
employment has become unbearable. Abandonment is Dep’t as Production Secretary. Quinanola rejected
incompatible with constructive dismissal.
the assignment and filed a complaint for illegal
97

dismissal due to constructive dismissal. Did the This period is intended only for the purpose of
transfer of Quinanola amount to constructive investigating the offense to determine whether he
dismissal? is to be dismissed or not. It is not a penalty.
A: No. Quinanola’s transfer was not unreasonable Note: The Er may continue the period of preventive
since it did not involve a demotion in rank nor a suspension provided that he pays the salary of the Ee.
change in her place of work nor a diminution in pay,
benefits and privileges. It did not constitute a If more than 1 month, the Ee must actually be
constructive dismissal. Furthermore, an employee’s reinstated or reinstated in the payroll. Officers are
security of tenure does not give him a vested right liable only if done with malice.
in his position as would deprive the company of its
Q: Cantor and Pepito were preventively suspended
prerogative to change his assignment or transfer
pending application for their dismissal by Manila
him where he will be most useful. (Philippine Japan
Doctor’s Hospital after being implicated by one
Active Carbon Corp. v. NLRC, G.R. No. 83239, Mar.
Macatubal when they refused to help him when
8, 1989)
he was caught stealing x‐ray films from the
Q: Sangil was a utility man/assistant steward of hospital. Was the preventive suspension of Cantor
the passenger cruise vessel Crown odyssey under a and Pepito proper?
one‐year contract. Sangil suffered head injuries
A: Where the continued employment of an Ee
after an altercation with a Greek member of the
poses a serious and imminent threat to the life and
crew. He informed the captain that he no longer
property of the employer or on his co‐Ees, the Ees’
intends to return aboard the vessel for fear that
preventive suspension is proper. In this case, no
further trouble may erupt between him and the
such threat to the life and property of the Er or of
other Greek crewmembers of the ship. Was Sangil
their co‐Ee’s is present and they were merely
constructively dismissed?
implicated by the Macatubal. (Manila Doctors
A: Yes. There is constructive dismissal where the act Hospital v. NLRC, G.R. No 64897, Feb. 28, 1985)
of a seaman in leaving ship was not voluntary but
(6)Quitclaim
was impelled by a legitimate desire for self‐
preservation or because of fear for his life
Q: What is a quitclaim?
Constructive dismissal does not always involve
diminution in pay or rank but may be inferred from A: It is a document executed by an employee in
an act of clear discrimination, insensibility or favor of the employer preventing the former from
disdain by an Er may become unbearable on the filing any further money claim against the latter
part of the Ee that it could foreclose any choice by arising from employment.
him except to forego his continued employment.
(Sunga Ship Management Phils., Inc. v. NLRC, G.R. Q: What are the elements of a valid quitclaim?
No. 119080, April 14, 1998)
A:
(5)Preventive Suspension 1.Voluntarily entered into with full
understanding of what the employee is
Q: What is preventive suspension? doing
2. Represents a reasonable settlement
A: During the pendency of the investigation, the Er

may place the Ee under preventive suspension
Q: What constitutes reasonable settlement?
leading to termination when there is an imminent
threat or a reasonable possibility of a threat to the A: Reasonable settlement requires that the
lives and properties of the Er, his family and consideration for the quitclaim is credible and
representatives as well as the offender’s co‐workers reasonable. (Periquet v. NLRC, G.R. No. 91298, June
by the continued service of the Ee. 22, 1990)
Q: What is the duration of preventive suspension? Q: Is “dire necessity” a ground to nullify a
quitclaim?
A: It should not last for more than 30 days. The Ee
should be made to resume his work after 30 days. It A: Dire necessity is not an acceptable ground for
can be extended provided the Ee’s wages are paid annulling the releases, especially since it has not
after the 30‐day period. been shown that the employees had been forced to
execute them. It has not even been proven that the
considerations for the quitclaims were
98
LABOR LAW TEAM:

unconscionably low and that the petitioners had A: It is the result of a bilateral act of the parties, a

been tricked into accepting them. Furthermore, no voluntary agreement between the employer and
deception has been established on the part of the the employees whereby the latter after reaching a
employer that would justify the annulment of the certain age agrees and/or consents to sever his
employees’ quitclaim. (Veloso v. DOLE, G.R. No. employment with the former. (Soberano v. Sec. of
87297, August 5, 1991.) Labor, G.R. Nos. L‐43753‐56 and L‐50991, Aug. 29,
1980)
(7)Termination of employment by employee
Q: What are the kinds of retirement schemes?
Q: How can an employee (Ee) terminate his service
with his employer (Er)? A:
1. Compulsory and contributory in nature;
A: 2. One set up by the agreement between
1. Without just cause – by serving written the employer (Er) and employees (Ees) in
notice on the Er at least 1 month in the CBA or other agreements between
advance. The Er upon whom no such them (other applicable employment
notice was served may hold the Ee liable contract);
for damages. 3. One that is voluntarily given by the Er,
expressly as announced company policy
2. With just cause – an Ee may put an end to or impliedly as in the failure to contest
employment without serving any notice the Ee’s claim for retirement benefits.
on the Er for any of the following just (Marilyn Odchimar Gertach v. Reuters
causes: Limited, Phils., G.R. No. 148542, Jan. 17,
a. Serious insult by the Er or his 2005)
representative on the hour and
person of the Ee Q: Who are covered by the LC provisions on
b. Inhuman and unbearable treatment retirement?
accorded the Ee by the Er or his
representative A:
c. Commission of a crime or offense by GR: All employees (Ees) in the private sector:
the Er or his representative against 1. Regardless of their position, designation
the person of the Ee or any of the or status; and
immediate members of his family 2. Irrespective of the method by which their
d. Other causes analogous to any of the wages are paid. (Sec.1, Rule II, Book VI,
foregoing IRR)

Q: When is employment not deemed terminated? XPN:
1. Ees of the National Gov’t and its political
A: subdivisions, including GOCCs (if they are
1. Bona fide suspension of the operation of covered by the Civil Service Law)
a business or undertaking for a period not 2. Domestic helpers and persons in the
exceeding 6 months, or personal service of another
2. The fulfillment by the Ee of a military or 3. Ees of retail, service, and agricultural
civic duty shall not terminate establishments or operations employing
employment. not more than 10 Ees (Sec.2, Rule II, Book
VI, IRR)
Note: In all such cases, the Er shall reinstate the Ee to
his former position without loss of seniority rights if he Q: What is the retirement age?
indicates his desire to resume his work not later than 1
month from the resumption of operations of his Er or A: It is the age of retirement that is specified in the:
from his relief from the military or civic duty. (Art. 286) 1. CBA; or
2. Employment contract; or
3.RETIREMENT PAY LAW 3. Retirement plan (Sec. 3, Rule II, Book VI,
IRR).
a.Coverage, Exclusions from coverage, Components 4. Optional retirement age for underground
of retirement pay mining employees: 50‐60 years provided
Q: What is retirement? they have at least served for a period of 5
years. (Art.285 as amended by R.A. 8558)

99

Q: What is the retirement age in the absence of a 6 months being considered as 1 whole year.

retirement plan or other applicable agreement? (Sec.5.1, Rule II, Book VI, IRR)

A: Q: What comprises ½ month salary or retirement
1. Optional – 60 years old / 5 years in service pay?
(includes authorized absences, vacations,
regular holidays, mandatory military or A: Unless parties provide for broader inclusions:
civic service) 1. 15 days salary based on latest salary rate;
2. Cash equivalent of not more than 5 days
Note: The option to retire upon reaching the of service incentive leaves (22.5/year of
age of 60 years or more but not beyond 65 service)
is the exclusive prerogative of the employee 3. 1/12 of the 13th month pay
(Ee) if there is no provision on retirement in 4. All other benefits as may be agreed upon
a CBA or any other agreement or if the by the employer and employee (Ee).
employer (Er) has no retirement plan. (R.A. (Sec.5.2, Rule II, Book VI, IRR)
7641; Capili v. NLRC, G.R. No. 117378, Mar.
26, 1997)
Note: Under Sec. 26 of R.A. No. 4670,otherwise known
2. Compulsory – 65 years old, regardless of as Magna Carta for Public School Teachers, public
years of service (company is not bound to school teachers having fulfilled the age and service
dismiss Ee; it is automatic). (Sec. 4, Rule II, req’ts of the applicable retirement laws shall be given
Book VI, IRR) one range salary raise upon the retirement, which
shall be the basis of the computation of the lump sum
Note: Retirement benefits, where not of the retirement pay and monthly benefit thereafter.
mandated by law, may be granted by
agreement of the Ees and their Er or as a Q: Can Art. 287 of the LC (on retirement) as
voluntary act on the part of the Er. amended by R.A. 7641 be applied retroactively?
Retirement benefits are intended to help
the Ee enjoy the remaining years of his life, A: Yes, provided:
lessening the burden of worrying for his 1. The claimant for retirement benefits was
financial support, and are a form of reward still the employee of the employer at the
for his loyalty and service to the Er (Aquino time the statute took effect; and
v. NLRC, G.R. No. 87653, Feb. 11, 1992) 2. The claimant was in compliance with the
req’ts for eligibility under the statute for
Q: Is compulsory retirement age below 60 such retirement benefits. (PSVSIA v. NLRC,
allowed? G.R. No. 115019, April 14, 1997)

A: Yes. Art. 287 permits Er and Ee to fix the Q: Are the provisions of the retirement plan
applicable retirement age at below 60. The same is binding as part of the employment contract?
legal and enforceable so long as the parties agree to
be governed by such CBA. (Pantranco North Express A: Yes. The retirement plan forms part of the
v. NLRC, G.R. No. 95940, July 24, 1996) employment contract since it is made known to the
Ees and accepted by them, and such plan has an
Q: What is the rule for extension of service of express provision that the company has the choice
retiree upon his reaching the compulsory to retire an Ee regardless of age, with 20 years of
retirement age? service, said policy is within the bounds
contemplated by the LC. Moreover, the manner of
A: Upon the compulsory retirement of an employee
computation of retirement benefits depends on the
(Ee) or official in the public or private service, his
stipulation provided in the company retirement
employment is deemed terminated. The matter of
plan. (Progressive Dev’t Corporation v. NLRC, G.R.
extension of service of such Ee or official is
No. 138826, Oct.30, 2000)
addressed to the sound discretion of the Er. (UST
Faculty Union v. NLRC, G.R. No. 89885, Aug. 6,1990) Q: Rivera was employed as senior manufacturing
pharmacist by UNILAB. She later became Director
Q: What are retirement benefits?
of UNILAB's Manufacturing Division. UNILAB
adopted a comprehensive retirement plan (the
A: In the absence of an applicable agreement or
plan or retirement plan) supported by a
retirement plan – A retiree is entitled to a
retirement fund. A member is compulsorily
retirement pay equivalent to at least ½ month
retired upon reaching age 60 or has completed 30
salary for every year of service, a fraction of at least
100
LABOR LAW TEAM:

years of service, whichever comes first. Rivera Q: In ‘55, Hilaria was hired as a grade school
completed 30 years of service and UNILAB retired teacher at the Sta. Catalina College. In ‘70, she
her pursuant to the terms of the plan, she received applied for and was granted a 1 yr LOA without
the benefits in ‘88. At Rivera's request, UNILAB pay due to the illness of her mother. After the
allowed her to continue working for the company. expiration in ‘71 of her LOA, she had not been
She continued working beyond the compulsory heard from by Sta. Catalina. In the meantime, she
separation from service that resulted from her was employed as a teacher at the San Pedro
retirement. From 1993 to 1994, Rivera served as a Parochial School during SY ‘80‐‘81 and at the Liceo
personal consultant under contract for UNILAB’s de San Pedro, during SY ’81‐‘82. In ‘82, she applied
sister companies which assigned Rivera to render anew at Sta. Catalina which hired her. On Mar 22,
st
service involving UNILAB. In 1992, the company ‘97, during the 51 Commencement Exercises of
amended its retirement plan, providing, among Sta. Catalina, Hilaria was awarded a Plaque of
others, for an increase in retirement benefits. Appreciation for 30 yrs of service and P12,000 as
Rivera asked that her retirement benefits be gratuity pay. On May 31, ‘97, Hilaria reached the
increased in accordance with the amended compulsory retirement age of 65. Sta. Catalina
retirement program. Whether Rivera is entitled to pegged her retirement benefits at
the additional retirement benefits of the amended P59,038.35. Deducted was the amount of P12,000
retirement plan? representing the gratuity pay which was given to
her.
A: No. Whether these terms included renewed
coverage in the retirement plan is an evidentiary Should the gratuity pay be deducted from the
gap that could have been conclusively shown by retirement benefits?
evidence of deductions of contributions to the plan
after 1988. Two indicators, however, tell us that no A: No. As for the ruling of the CA affirming that of
such coverage took place. The first is that the terms the NLRC that the P12,000 gratuity pay earlier
of the retirement plan, before and after its 1992 awarded to Hilaria should not be deducted from the
amendment, continued to exclude those who have retirement benefits due her, the same is in order.
rendered 30 years of service or have reached 60 Gratuity pay is separate and distinct from
years of age. Therefore, the plan could not have retirement benefits. It is paid purely out of
covered her. The second is the absence of evidence generosity.
of, or of any demand for, any reimbursement of
what Rivera would have paid as contributions to the Q: What is the difference between gratuity pay
plan had her coverage and deductions continued and retirement benefits?
after 1988. Thus, the Court concludes that her
renewed service did not have the benefit of any A:
retirement plan coverage. (Rivera v. United GRATUITY PAY RETIREMENT BENEFITS
Laboratories, Inc., G.R. No. 155639, April 22, 2009) It is paid to the
beneficiary for the past Are intended to help the
Q: Is a special retirement plan different from those services or favor Ee enjoy the remaining
contemplated under the LC as agreed upon by the rendered purely out of years of his life, releasing
parties valid? the generosity of the him from the burden of
giver or grantor. It is not worrying for his financial
A: Yes. A pilot who retires after 20 years of service intended to pay a worker support, and are a form of
or after flying 20,000 hours would still be in the for actual services reward for his loyalty to
prime of his life and at the peak of his career, rendered or for actual the Er. (Sta. Catalina
performance. It is a College and Sr. Loreta
compared to one who retires at the age of 60 years
money benefit or bounty Oranza, vs. NLRC and
old. Based on this peculiar circumstance that PAL
given to the worker, the Hilaria Tercera, G.R. No.
pilots are in, the parties provided for a special purpose of which is to 144483. November 19,
scheme of retirement different from that reward Ee’s who have 2003, J. Carpio‐Morales)
contemplated in the LC. Conversely, the provisions rendered satisfactory
of Art. 287 of the LC could not have contemplated service to the company.
the situation of PAL's pilots. Rather, it was intended
for those who have no more plans of employment
after retirement, and are thus in need of financial b. Retirement pay under RA 7641 vis‐à‐vis retireent
assistance and reward for the years that they have benefits under SSS and GSIS laws
rendered service. (PAL v. Airline Pilots Ass’n of the
Phils., G.R. No. 143686, Jan.15, 2002) Q: What is retirement pay under the LC in relation
to retirement benefits under SSS and GSIS laws?
101

A:
Revised
Employees
Social Government
Compensation
Security Law Service
Act
Insurance Act
Compulsory
upon all E e s
n o t o v e r 6 0 Compulsory for
years of age all permanent
and their Ers. Ees below 60 Compulsory upon
years of age all Ers and their
1.Filipinos upon Ees not over 60
recruited in appointment to years of age;
the Phils. by permanent Provided, that an
foreign ‐ based status, and for Ee who is over 60
Ers for all elective years of age and
employment officials for the paying
abroad may be duration of their contributions to
covered by the tenure. qualify for the
SSS on a retirement or life
voluntary 1. Any person, insurance benefit
basis. whether elected administered by
or appointed, in the System shall
2. the service of an be subject to
Compulsory Er is a covered compulsory
upon all self‐ Ee if he receives coverage.
employed compensation
persons for such service.
earning P1,800
or more per
annum.

Note: The Ees Compensation Commission shall ensure
adequate coverage of Filipino Ees employed abroad,
subject to regulations as it may prescribe. (Art. 170)
Any person compulsorily covered by the GSIS
including the members of the AFP, and any person
employed as casual, emergency, temporary, substitute
or contractual, or any person compulsorily covered by
the SSS are covered by the Ee’s Compensation Program.
(1997 Bar Question)
102
LABOR LAW TEAM:

MANAGEMENT PREROGATIVE
E. MANAGEMENT PREROGATIVE the school's laudable mission which, as

already stated, accords with high
Q: What is Management Prerogative? constitutional precepts. This answer does
not contradict the ruling in Chua‐Qua
A: where the teacher merely fell in love with
GR: It is the right of an Er to regulate, a bachelor student and the teacher, also
according to his own discretion and judgment, single, did not get pregnant out of
all aspects of employment, including: wedlock. (2000 Bar Question)
1. Hiring
2. Work assignments Q: Little Hands Garment Company, an unorganized
3. Working methods manufacturer of children's apparel with around
4. Time, place and manner of work 1,000 workers, suffered losses for the 1st first time
5. Tools to be used in history when its US and European customers
6. Processes to be followed shifted their huge orders to China and Bangladesh.
7. Supervision of workers The management informed its Ees that it could no
8. Working regulations longer afford to provide transportation shuttle
9. Transfer of Ees services. Consequently, it announced that a
10. Work supervision normal fare would be charged depending on the
11. Lay‐off of workers distance traveled by the workers availing of the
12. Discipline service.
13. Dismissal
14. Recall of workers Was the Little Hands Garments Company within its
rights to withdraw this benefit which it had
XPNs: Otherwise limited by special laws. unilaterally been providing to its Ees?

Note: So long as a company’s prerogatives are A: Yes, because this is a management prerogative
exercised in good faith for the advancement of the which is not due any legal or contractual
Er’sinterest and not for the purpose of defeating or obligation. – The facts of the case do not state the
circumventing the rights of the Ees under special laws circumstances through which the shuttle service
or under valid agreements, the Supreme Court will may be considered as a benefit that ripened into a
uphold them. demandable right. There is no showing that the
benefit has been deliberately and consistently
Q: 1. An exclusive school for girls, run by a granted, i.e. with the employer’s full consciousness
religious order, has a policy of not employing that despite its not being bound by law or contract
unwed mothers, women with live‐in partners, and to grant it, it just the same granted the benefit.
lesbians. Is the policy violative of any provision of (2005 Bar Question)
the LC on employment of women?
1.DISCIPLINE
2. The same school dismissed 2 female faculty
members on account of pregnancy out of wedlock. Q: Discuss briefly the Er’s right to discipline his Ees.
Did the school violate any provision of the LC on
employment of women? A: The Er has the prerogative to instill discipline in
his Ees and to impose reasonable penalties,
A: including dismissal, on erring Ees pursuant to
1. No, the policy does not violate the LC. The company rules and regulations. (San Miguel
practice is a valid exercise of management Corporation v. NLRC, G.R. No. 87277, May 12, 1989)
function. Considering the nature and
reason for existence of the school, it may Q: Is the power of the Er to discipline his Ees
adopt such policy as will advance its absolute?
laudable objectives. In fact, the policy
accords with the constitutional precept of A: No. While management has the prerogative to
inculcating ethical and moral values in discipline its Ees and to impose appropriate
schools. The school policy does not penalties on erring workers, pursuant to company
discriminate against women solely on rules and regulations, however, such management
account of sex (Art. 135, LC) nor are the prerogatives must be exercised in good faith for the
acts prohibited under Art. 137 of the LC. advancement of the Er’s interest and not for the
purpose of defeating or circumventing the rights of
2. No, because to tolerate pregnancy out of the Ees under special laws and valid agreements.
wedlock will be a blatant contradiction of
103

(PLDT vs. Teves, G.R. No. 143511, November 10, or a reward, which a person has a right to refuse.
2010) When an Ee refused to accept his promotion, he
was exercising his right and cannot be punished for
Q: May the Er be compelled to share with its Ees it. While it may be true that the right to transfer or
the prerogative of formulating a code of reassign an Ee is an Er’s exclusive right and the
discipline? Is a code of discipline unilaterally prerogative of management, such right is not
formulated by the Er enforceable? absolute. (Dosch vs. NLRC and Northwest Airlines,
G.R. No. 51182, July 5, 1983)
A: The Er has the obligation to share with its Ees its
prerogative of formulating a code of discipline. This Q: Who has the burden of proving that the
is in compliance with the State’s policy stated in transfer was reasonable?
Article 211 of the Labor Code, to ensure the
participation of workers in decision and policy‐ A: The Er must be able to show that the transfer is
making processes affecting their rights, duties and not unreasonable, inconvenient or prejudicial to the
welfare. The exercise of management prerogatives Ee; nor does it involve a demotion in rank or a
has, furthermore, never been considered to be diminution of his salaries, privileges and other
boundless. This obligation is not dispensed with by benefits. Should the Er fail to overcome this burden
a provision in the collective bargaining agreement of proof, the Ee’s transfer shall be tantamount to
recognizing the exclusive right of the Er to make constructive dismissal. (Blue Dairy Corporation v.
and enforce company rules and regulations to carry NLRC, 314 SCRA 401 [1999])
out the functions of management without having to
discuss the same with the union and much less 3.PRODUCTIVITY STANDARD
obtain the latter’s conformity thereto. A code of
discipline unilaterally formulated and promulgated Q: May an Er impose productivity standards for its
by the Er would be unenforceable. (Philippine workers?
Airlines, Inc. vs. NLRC et al., G.R. No. August 13,
1993.) A: Yes. An Er is entitled to impose productivity
standards for its workers, and in fact, non‐
2.TRANSFER OF EMPLOYEES compliance may be visited with a penalty even
more severe than demotion. The practice of a
Q: Discuss briefly the Er’s right to transfer and company in laying off workers because they failed
reassign Ees. to make the work quota has been recognized in this
jurisdiction. Failure to meet the sales quota
A: In the pursuit of its legitimate business interests, assigned to each of them constitute a just cause of
especially during adverse business conditions, their dismissal, regardless of the permanent or
management has the prerogative to transfer or probationary status of their employment. Failure to
assign Ees from one office or area of operation to observe prescribed standards of work, or to fulfill
another provided there is no demotion in rank or reasonable work assignments due to inefficiency
diminution of salary, benefits and other privileges may constitute just cause for dismissal. Such
and the action is not motivated by discrimination, inefficiency is understood to mean failure to attain
bad faith, or effected as a form of punishment or work goals or work quotas, either by failing to
demotion without sufficient cause. This privilege is complete the same within the allotted reasonable
inherent in the right of Ers to control and manage period, or by producing unsatisfactory results. This
their enterprises effectively. management prerogative of requiring standards
may be availed of so long as they are exercised in
Note: The right of Ees to security of tenure does not good faith for the advancement of the Er’s interest.
give them vested rights to their positions to the extent (Leonardo vs. NLRC, G.R. No. 125303, June 16, 2000)
of depriving management of its prerogative to change
their assignments or to transfer them. (Endico v. 4.GRANT OF BONUS
Quantum Foods Distribution Center, G.R. No. 161615,
Jan. 30, 2009) Q: What is a bonus?

Q: May the Er exercise his right to transfer an Ee A: It is an amount granted and paid to an Ee for his
and compel the latter to accept the same if said industry and loyalty which contributed to the
transfer is coupled with or is in the nature of success of the Ers business and made possible the
promotion? realization of profits.

A: No. There is no law that compels an Ee to accept Q: Can bonus be demanded?
promotion, as a promotion is in the nature of a gift
104
LABOR LAW TEAM:

MANAGEMENT PREROGATIVE
of time has been paying his Ees wages due for eight
A: hours work although the work shift less than eight
GR: Bonus is not demandable as a matter of hours (e.g. seven) it cannot later on increase the
right. It is a management prerogative given in working hours without an increase in the pay of the
addition to what is ordinarily received by or employees affected. An Er is not allowed to
strictly due to recipient. (Producers Bank of the withdraw a benefit which he has voluntarily given.
Phil. v. NLRC, G.R. No. 100701, March 28, 2001) An Er is not allowed to withdraw a benefit which he
has voluntarily given.
XPNs: Given for a long period of time
1. Consistent and deliberate – Er continued 6.MARITAL DISCRIMINATION
giving benefit without any condition
imposed for its payment Q: Is a company policy prohibiting marriage
2. Er knew he was not required to give between co‐workers valid?
benefit
3. Nature of benefit is not dependent on A: There must be a finding of a bona fide
profit occupational qualification (BFOQ) to justify an Er’s
4. Made part of the wage or compensation No Spouse Rule. There must be a compelling
agreed and stated in the employment business necessity for which no alternative exists
contract. other than the discriminating practice. (Star Paper
vs. Simbol, G.R. No. 164774, April 12, 2006)
Q: The projected bonus for the Ees of Suerte Co.
was 50% of their monthly compensation. Q: What are the factors that the Er must prove
Unfortunately, due to the slump in the business, inorder to justify BFOQ?
the president reduced the bonus to 5% of their
compensation. Can the company unilaterally A: The Er must prove 2 factors:
reduce the amount of bonus? Explain briefly. 1. That the employment qualification is
reasonably related to the essential
A: Yes. The granting of a bonus is a management operation of the job involved; and
prerogative, something given in addition to what is 2. That there is a factual basis for believing
ordinarily received by or strictly due the recipient. that all or substantially all persons
An Er cannot be forced to distribute bonuses when meeting the qualification would be
it can no longer afford to pay. To hold otherwise unable to properly perform the duties of
would be to penalize the Er for his past generosity. the job. (Star Paper et al. vs. Simbol, G.R.
(Producers Bank of the Phil. v NLRC, G.R. No. No. 164774, April 12, 2006)
100701, March 28, 2001). (2002 Bar Question)
Q: Peds was employed by Glaxo as medical
5.CHANGE OF WORKING HOURS representative who has a policy against Ees having
relationships against competitor’s Ees. Peds
Q: Discuss briefly the Er’s right to change working married Jali, a Branch coordinator of Astra, Glaxo’s
hours. competitor. Peds was transferred to another area.
Peds did not accept such transfer. Is the policy of
A: Well‐settled is the rule that management retains Glaxo valid and reasonable so as to constitute the
the prerogative, whenever exigencies of the service act of Peds as willful disobedience?
so require, to change the working hours of its Ees.
A: The prohibition against personal or marital
Q: May the normal hours fixed in Article 83 be relationships with Ees of competitors‐companies
reduced by the Er? Explain. upon Glaxo’s Ees is reasonable under the
circumstances because relationships of that nature
A: The present article provides that the normal might compromise the interest of the company.
hours of work of an Ee shall not exceed eight (8) Glaxo does not impose an absolute prohibition
hours a day. This implies that the Er, in the exercise against relationships between its Ees and those of
of its management prerogatives, may schedule a competitor companies. Its Ees are free to cultivate
work shift consisting of less than eight hours. And relationships with and marry persons of their own
following the principle of “a fair day’s wage for a choosing. What the company merely seeks to avoid
fair day’s labor”, the Er is not obliged to pay an Ee, is a conflict of interest between the Ee and the
working for less than eight hours a day, the wages company that may arise out of such relationships.
due for eight hours. Nonetheless, if by voluntary Furthermore, the prohibition forms part of the
practice or policy, the Ee for a considerable period employment contract and Peds was aware of such
105

restrictions when he entered into a relationship 3. General principles of fair play and justice

with Jali. (Duncan Association of Detailman‐PTGWO
v. Glaxo Wellcome Phil. Inc., G.R. No. 162994, Sep. Furthermore, a line must be drawn between
17, 2004) management prerogatives regarding business
operations per se and those which affect the rights
7.POST‐EMPLOYMENT BAN of Ees. In treating the latter, management should
see to it that its Ees are at least properly informed
Q: Genesis Fulgencio had been working for of its decisions and modes of actions. So long as a
Solidbank Corporation since 1977. He later on company’s prerogatives are exercised in good faith
applied for retirement. Solidbank required Genesis for the advancement of the Er’sinterest and not for
to sign an undated Undertaking where he the purpose of defeating or circumventing the
promised that "[he] will not seek employment rights of the Ees under special laws or under valid
with a competitor bank or financial institution agreements, the Supreme Court will uphold them.
within one (1) year from February 28, 1995, and (PAL v. NLRC, G.R. No. 85985, Aug. 13, 1993; San
that any breach of the Undertaking or the Miguel Brewery Sales v9. Ople, G.R. No. 53515,
provisions of the Release, Waiver and Quitclaim February 8, 1989)
would entitle Solidbank to a cause of action
against him before the appropriate courts of law.” Note: It must be established that the prerogative being
Equitable Banking Corporation (Equitable) invoked is clearly a managerial one
employed Genesis. Is the post‐retirement
employment ban incorporated in the Undertaking
which Genesis executed upon his retirement is
unreasonable, oppressive, hence, contrary to
public policy?

A: No. There is a distinction between restrictive
covenants barring an Ee to accept a post‐
employment competitive employment or restraint
on trade in employment contracts and restraints on
post‐retirement competitive employment in
pension and retirement plans either incorporated in
employment contracts or in collective bargaining
agreements between the Er and the union of Ees,
or separate from said contracts or collective
bargaining agreements which provide that an Ee
who accepts post retirement competitive
employment will forfeit retirement and other
benefits or will be obliged to restitute the same to
the employer. The strong weight of authority is that
forfeitures for engaging in subsequent competitive
employment included in pension and retirement
plans are valid even though unrestricted in time or
geography. A post‐retirement competitive
employment restriction is designed to protect the
Er against competition by former Ee who may retire
and obtain retirement or pension benefits and, at
the same time, engage in competitive employment.
(Rivera vs. Solidbank, G.R. No. 163269, April 19,
2006)

8.LIMITATIONS IN ITS EXERCISE

Q: Is the exercise of management prerogative
unlimited?

A: No. It is circumscribed by limitations found in:
1. Law,
2. CBA, or
106
LABOR LAW TEAM:

SOCIAL LEGISLATION
F. SOCIAL LEGISLATION A:
DISPUTE SETTLEMENT
Q: What is Social Legislation? Disputes involving:
1. Coverage
A: It consists of statutes, regulations and 2. Benefits
jurisprudence that afford protection to labor, 3. Contributions
especially to working women and minors, and is in 4. Penalties
full accord with the constitutional provisions on the Social 5. Any other matter related
promotion of social justice to insure the well being Security thereto.
Commission
and economic security of all the people.
(SSC) Note: Disputes within the mandatory
period of 20 days after the submission of
1.SOCIAL SECURITY LAW evidence. (Sec. 5a)
(RA 8282)
Decision, in the absence of appeal, shall
Q: What is the policy objective in the enactment of be final and executory 15 days after date
(SSS) Law? of notification. (Sec. 5b)
Decisions of SSC shall be appealable to:
A: It is the policy of the State to establish, develop, 1. CA – questions of law and fact (Sec.
CA / SC
promote and perfect a sound and viable tax‐exempt 5c)
SSS suitable to the needs of the people throughout 2. SC – questions of law. (Sec. 5c)
the Phils., which shall promote social justice and SSC may, motu proprio or on motion of

any interested party, issue a writ of
provide meaningful protection to members and Execution
execution to enforce any of its
their beneficiaries against the hazards of disability, of decision
decisions or awards, after it has
sickness, maternity, old age, death, and other
become final and executory. (Sec. 5d)
contingencies resulting in loss of income or financial

burden. (Sec. 2)
Q: Can the SSC validly re‐evaluate the findings of

the RTC, and on its own, declare the latter’s
The enactment of SSS law is a legitimate exercise of
decision to be bereft of any basis?
the police power. It affords protection to labor and

is in full accord with the constitutional mandate on
A: No. It cannot review, much less reverse,
the promotion of social justice. (Roman Catholic
decisions rendered by courts of law as it did in the
Archbishop of Manila v. SSS, G.R. No. 15045 Jan. 20,
case at bar when it declared that the CFI Order was
1961)
obtained through fraud and subsequently

disregarded the same, making its own findings with
Q: Are the premiums considered as taxes?
respect to the validity of Bailon and Alice’s marriage

on the one hand and the invalidity of Bailon and
A: No. The funds contributed to the System belong
Teresita’s marriage on the other. In interfering with
to the members who will receive benefits, as a
and passing upon the CFI Order, the SSC virtually
matter of right, whenever the hazards provided by
acted as an appellate court. The law does not give
the law occur. (CMS Estate, Inc., v. SSS, G.R. No.
the SSC unfettered discretion to trifle with orders of
26298 Sep.28, 1984)
regular courts in the exercise of its authority to

determine the beneficiaries of the SSS. (SSS vs.
Q: Are benefits received under SSS Law part of the
Teresita Jarque Vda. De Bailon, G.R. No. 165545,
estate of a member?
Mar. 24, 2006, J. Carpio‐Morales)

A: No. Benefits receivable under the SSS Law are in
Q: Who is an employer (Er)?
the nature of a special privilege or an arrangement

secured by the law pursuant to the policy of the
A: Any person, natural or juridical, domestic or
State to provide social security to the workingman.
foreign, who carries into the Phils. any trade,
The benefits are specifically declared not
business, industry, undertaking or activity of any
transferable and exempt from tax, legal processes
kind and uses the services of another person who is
and liens. (SSS v. Davac, et. al., G.R. No.21642, July
under his orders as regards the employment,
30, 1966)
except the Government and any of its political

subdivisions, branches or instrumentalities,
Q: How are disputes settled?
including corporations owned or controlled by the

Government: Provided, That a self‐employed

person shall be both Ee and Er at the same time.

(Sec 8[c])
107

discontinued, reduced or

Q: Who is an employee (Ee)? otherwise impaired;
b. Existing private plans shall be
A: Any person who performs services for an Er in integrated with the SSS but if
which either or both mental and physical efforts are the Er under such plan is
used and who receives compensation for such contributing more than what is
services, where there is an Er‐Ee relationship: required by this Act, he shall
Provided, That a self‐employed person shall be both pay to the SSS the amount
Ee and Er at the same time. (Sec. 8[d]) required to him, and he shall
continue with his contributions
Q: What is employment? less the amount paid to SSS;
c. Any changes, adjustments,
A: GR: Any service performed by an Ee for his Er. modifications, eliminations or
improvements in the benefits of
XPNs: the remaining private plan after
1. Employment purely casual and not for the the integration shall be subject
purpose of occupation or business of the to agreements between the Ers
Er; and the Ees concerned; and
2. Service performed on or in connection d. The private benefit plan which
with an alien vessel by an Ee if he is the Er shall continue for his Ees
employed when such vessel is outside the shall remain under the Ers
Phils; management and control unless
3. Service performed in the employ of the there is an existing agreement
Phil. Government or instrumentality or to the contrary
agency thereof; c. All self‐employed – considered both
4. Service performed in the employ of a an Er and Ee
foreign government or international d. Professionals;
organization, or their wholly‐owned e. Partners and single proprietors of
instrumentality: business;
5. Such other services performed by f. Actors and actresses, directors,
temporary and other Ees which may be scriptwriters and news
excluded by regulation of the SSC. Ees of correspondents who do not fall
bona fide independent contractors shall within the definition of the term
not be deemed Ees of the Er engaging the “Ee”;
services of said contractors. (Sec. 8[j]) g. Professional athletes, coaches,
trainers and jockeys; AND
Q: What is a contingency? h. Individual farmers and fisherman.
(Sec. 9)
A: The retirement, death, disability, injury or
sickness and maternity of the member. 2. Voluntary
a. Spouses who devote full time to
a.Coverage managing the household and family
affairs, unless they are also engaged
Q: Who are covered by SSS? in other vocation or employment
which is subject to mandatory
A: coverage ; (Sec. 9[b])
1. Compulsory Coverage b. Filipinos recruited by foreign‐based
a. All Ees not over 60 years of age and Ers for employment abroad may be
their Ers; covered by the SSS on a voluntary
b. Domestic helpers whose income is basis; (Sec. 9[c])
not less than P 1000/month and not c. Ee separated from employment to
over 60 years of age and their Ers; maintain his right to full benefits
Limitations: d. Self‐employed who realizes no
a. Any benefit earned by the Ees income for a certain month
under private benefit plans
existing at the time of the 3. By Agreement
approval of the Act shall not be Any foreign government, international
organization, or their wholly‐owned
108
LABOR LAW TEAM:

SOCIAL LEGISLATION
instrumentality employing workers in the A: No. It is not necessary, for the enjoyment of
Phils., may enter into an agreement with benefits under the SSS Law that the injury is work‐
the Phil. government for the inclusion of connected. What is important is membership in the
such Ees in the SSS except those already SSS and not the causal connection of the work of
covered by their respective civil service the Ee to his injury or sickness.
retirement systems.
Claims based on work‐connected injuries or
Q: When is the compulsory coverage deemed occupational diseases are covered by the State
effective? Insurance Fund.

A: b.Exclusions from coverage
1. Employer – on the first day of operation
2. Employee – on the day of his employment Q: Enumerate the kinds of employment which are
3. Compulsory coverage of self‐employed – excepted from compulsory coverage under the SSS
upon his registration with the SSS Law.

Q: What is the effect of separation of an employee A: Under Section 8(j) of R.A. 1161, as amended, the
from his employment under compulsory coverage? following services or employments are excepted
from coverage:
A:
1. His Ers obligation to contribute arising 1. Employment purely casual and not for the
from that employment shall cease at the purpose of occupation or business of the
end of the month of separation, employer;
2. But said Ee shall be credited with all
contributions paid on his behalf and 2. Service performed on or in connection
entitled to benefits according to the with an alien vessel by an employee if he
provisions of R.A. 9282. is employed when such vessel is outside
3. He may, however, continue to pay the the Philippines;
total contributions to maintain his right to
full benefit. (Sec. 11) 3. Service performed in the employ of the
Philippine Government or instrumentality
Note: The above provision recognizes the “once a or agency thereof;
member, always a member” rule.
4. Service performed in the employ of a
Q: What is the effect of interruption of business or foreign government or international
professional income? organization, or their wholly‐owned
instrumentality:
A: If the self‐employed member realizes no income
in any given month: Provided, however, That this exemption
notwithstanding, any foreign government,
1. He shall not be required to pay international organization or their wholly‐
contributions for that month. owned instrumentality employing
2. He may, however, be allowed to continue workers in the Philippines or employing
paying contributions under the same rules Filipinos outside of the Philippines, may
and regulations applicable to a separated enter into an agreement with the
Ee member: Philippine Government for the inclusion
3. Provided, that no retroactive payment of of such employees in the SSS except those
contributions shall be allowed other than already covered by their respective civil
as prescribed under Sec.22‐A. (Sec. 11‐A) service retirement systems:Provided,
further, That the terms of such agreement
Q: On her way home from work, Asteria shall conform with the provisions of this
Benedicta, a machine operator in a sash factory, Act on coverage and amount of payment
enters a movie house to relax. But she is stabbed of contributions and benefits: Provided,
by an unknown assailant. Her claim for benefits finally, That the provisions of this Act shall
under the SSS Law is denied on the ground that be supplementary to any such agreement;
her injury is not work‐connected. Is the denial and
legal? Why?

109

5. Such other services performed by iv. 2% of the average monthly
temporary and other employees which salary credit for each credited
may be excluded by regulation of the year of service in excess of 10
Commission. Employees of bona years; or
fide independent contractors shall not be b. 40% of the average monthly salary
deemed employees of the employer credit; or
engaging the service of said contractors. c. P1,000.00, provided that the
monthly pension shall in no case be
c.Benefits paid for an aggregate amount of less
than sixty (60) months (Sec. 12 [a])
Q: What are the benefits under the SSS Act? 2. Minimum Pension
a. P1,200.00 ‐ members with at least
A: 10 credited years of service
1. Monthly Pension b. P2,400.00 for those with 20 credited
2. Retirement Benefits years of service. (Sec. [b])
3. Death Benefits
4. Disability Benefits Q: What will happen to the monthly pension of a
5. Funeral Benefits retiree in case of death?
6. Sickness Benefits
7. Maternity Benefits A:
1. Upon the death of the retired member,
Q: Are the benefits provided for in the SSS Law his primary beneficiaries as of the date of
transferable? his retirement will get 100% of his
monthly pension plus the dependent's
A: Benefits provided for in the SSS Law are not pension for each child.
transferable and no power of attorney or other
document executed by those entitled thereto in Note: The above phrase “primary
favor of any agent, attorney or any other person for beneficiaries (as of the date of his
the collection thereof on their behalf shall be retirement) was declared unconstitutional
recognized, except when they are physically unable by the SC in Dycaico v. SSS and SSC (G.R. No.
to collect personally such benefits. (Sec.15, R.A. 16137, June 6, 2006) because it is in
1161, as amended) violation of the equal protection, due
process and social justice.
Q: What are the reportorial requirements of the Er
and self‐employed? 2. If he dies within 60 months from the start
of his pension and he has no primary
A: beneficiaries, his secondary beneficiaries
1. Er ‐ Report immediately to SSS the names, will receive a lump sum benefit equivalent
ages, civil status, occupations, salaries and to the difference of 60 multiplied by the
dependents of all his covered Ees monthly pension and the total monthly
pensions paid by the SSS excluding the
2. Self‐employed ‐ Report to SSS within 30 days dependent's pension. (Sec. 12‐B [d])
from the first day of his operation, his name,
age, civil status, occupation, average Q: Bonifacio and Elena are living together as
monthly net income and his dependents husband and wife without the benefit of
marriage. Bonifacio declared Elena and their
Monthly Pension children as his primary beneficiaries in his self‐
employed data record in SSS. A few months prior
Q: How much is the monthly pension? to his death, Bonifacio married Elena.Is Elena
entitled to the survivor’s pension?
A:
1. The monthly pension shall be the highest A: Yes, she is considered primary beneficiary of
of the following amounts: Bonifacio. The phrase “Upon the death of the
a. The sum of the following: retired member, his primary beneficiaries as of the
ii. P300.00; plus date of his retirement will get 100 per cent of his
iii. 20% of the average monthly monthly pension xxx” of Sec. 12‐B d of RA 8282 is
salary credit; plus unconstitutional because it violates the: (1) equal
protection clause because it impermissibly
discriminates against dependent spouses whose
110
LABOR LAW TEAM:

SOCIAL LEGISLATION
respective marriages to the SSS members were

contracted after the latter’s retirement; (2) due 3. A member
process clause because it outrightly deprives a. At least 60 years old at retirement;
spouses who married the SSS members after their and
retirement of the survivor’s pension, a property b. Does not qualify for pension benefits
interest, without giving them opportunity to be under paragraph (a) above ‐ entitled
heard; and (3) social justice. to a lump sum benefit equal to the
total contributions paid by him and
Further, the survivorship pension applied for was on his behalf;
classified as death benefits. Hence, the contingency c. Must be separated from
that gives rise to the entitlement of Elena is the employment and is not continuing
death of Bonifacio and not his retirement. (Dycaico payment of contributions to the SSS
v. SSS, G. R. No. 16137, June 6, 2006) on his own. (Sec. 12‐B [b])

Q: When is the monthly pension and dependent’s Q: What happens when the retirement pensioner
pension suspended? is re‐employed or resumes self‐employment?

A: A: The monthly pension of a retirement pensioner
1. Upon the reemployment or resumption of who resumes employment and is less than 65 years
self‐employment old will be suspended. He and his Er will again be
2. Recovery of the disabled member from subject to compulsory coverage. (Sec. 12‐B [c])
his permanent total disability
3. Failure to present himself for examination Q: Are the children of a retiree member entitled
at least once a year upon notice by the to the dependent's pension?
SSS. (Sec. 13‐A [b])
A: Yes (Sec. 12[A]). However, only 5 minor children,
Retirement Benefit beginning from the youngest, are entitled to the
dependents' pension. No substitution is allowed.
Q: What is a retirement benefit? Where there are more than 5 legitimate and
illegitimate children, the legitimate ones will be
A: It is a cash benefit paid to a member who can no preferred.
longer work due to old age.
Q: For how long will the dependent child receive
Q: What are the types of retirement benefits? the pension?

A: A: Until the child reaches 21 years of age, gets
1. Monthly Pension ‐ Lifetime cash benefit married, gets employed and earns P300 a month or
paid to a retiree who has paid at least 120 more, or dies.
monthly contributions to the SSS prior to
the semester of retirement . However, the dependent's pension is granted for
2. Lump Sum Amount ‐ Granted to a retiree life to children who are over 21 years old, provided
who has not paid the required 120 they are incapacitated and incapable of self‐support
monthly contributions. due to physical or mental defect which is congenital
or acquired during minority.
Q: Who are entitled for retirement benefits?
Death Benefit
A:
1. A member who Q: When is a beneficiary entitled to death
a. has paid at least 120 monthly benefits?
contributions prior to the semester of
retirement; A:
b. at least 60 years old; and 1. Upon death of a member, if he has paid at
c. already separated from employment least 36 monthly contributions prior to
or has ceased to be self‐employed, OR the semester of death:
a. primary beneficiaries shall be
2. At least 65 years old, shall be entitled for entitled to the monthly pension; or
as long as he lives to the monthly b. If there are no primary beneficiaries,
pension; (Sec 12‐B [a]) secondary beneficiaries shall be
111

entitled to a lump sum benefit

equivalent to 36 times the monthly A: Disability pension shall cease upon his
pension. retirement or death. (Sec 13‐A [j])
2. Upon death of a member If he has not
paid the required 36 monthly Funeral Benefit
contributions prior to the semester of
death: Q: What is the funeral benefit?
a. Primary or secondary beneficiaries
shall be entitled to a lump sum A: A funeral grant equivalent to P12, 000.00 shall be
benefit equivalent to the monthly paid, in cash or in kind, to help defray the cost of
pension multiplied by the number of expenses upon the death of a member or retiree.
monthly contributions paid to the (Sec. 13‐B)
SSS: or
b. 12 times the monthly pension, Sickness Benefit
whichever is higher. (Sec. 13)
Q: What is sickness benefit?
Disability Benefit
A: It is a daily cash allowance paid for the number
Q: What is a disability benefit? of days a member is unable to work due to sickness
or injury.
A: It is a cash benefit paid to a member who
becomes permanently disabled, either partially or Q: What are the requirements to be entitled for
totally. sickness benefit?

Q: What is the difference between death benefits A:
and Permanent Total Disability benefits? 1. The member paid at least 3 monthly
contributions in the 12‐month period
A: immediately preceding the semester of
Death Benefits PTD Benefits sickness or injury
Requisite 2. Confined for more than 3 days in a
at least 36 monthly contributions hospital or elsewhere with the approval
of the SSS
Benefits payable to whom
3. He has used all current company sick
Primary Beneficiaries Member leaves with pay for the current year
Failure to make 36 monthly payments 4. Notified his Er or the SSS, if he is a
Benefits shall be in lump sum equivalent to the separated, voluntary or self‐employed
monthly pension times the number of monthly member
contributions paid to SSS or 12 times the monthly
pension, whichever is higher. Q: Who will pay sickness benefits? and how much
is the benefit?
Q: What is the effect of the death of the PTD
pensioner? A: The Er shall pay the:
1. Ee for each compensable confinement or
A: fraction thereof or
1. Primary beneficiaries are entitled to
receive monthly pension as of the date of 2. SSS if member is self‐employed daily
disability. sickness benefit equivalent to 90% of his
2. No primary beneficiaries and he dies average daily salary credit, subject to the
within 60 months from the start of his following conditions:
monthly pension ‐ secondary beneficiaries a. In no case shall the daily sickness
shall be entitled to a lump sum benefit benefit be paid longer than 120 days
equivalent to the total monthly pensions in 1 calendar year, nor shall any
corresponding to the balance of the 5‐ unused portion of the 120 days of
year guaranteed period excluding the sickness benefit granted be carried
dependents’ pension. (Sec. 13‐A [c]) forward and added to the total
number of compensable days
Q: What is the effect of retirement or death to allowable in the subsequent year;
partial disability pension?
112
LABOR LAW TEAM:

SOCIAL LEGISLATION
b. Not paid for more than 240 days on 2. Er shall be reimbursed only for each day

th
account of the same confinement; of confinement starting from the 10
and calendar day immediately preceding the
c. Ee member shall notify his Er of the date of notification to the SSS if the
fact of his sickness or injury within 5 notification to the SSS is made beyond 5
calendar days after the start of his calendar days after receipt of the
confinement unless such notification from the Ee member. (Sec. 14
confinement: [c])
i. is in a hospital
ii. the Ee became sick or was Q: When will reimbursement be made by SSS?
injured while working or
within the premises of the Er A:GR: SSS shall reimburse the Er or pay the
(notification to the Er not unemployed member only for confinement
necessary); within 1 year immediately preceding the date the
claim for benefit or reimbursement is received by
3. If the member is unemployed or self‐ the SSS
employed, he shall directly notify the SSS
of his confinement within 5 calendar days XPN: Confinement in a hospital in which case the
after the start thereof unless such claim for benefit or reimbursement must be filed
confinement is in a hospital in which case within 1 year from the last day of confinement.
notification is also not necessary; (Sec. 14[c])

4. Where notification is necessary, Maternity Benefit
confinement shall be deemed to have
started not earlier than the 5th day Q: What is the maternity benefit?
immediately preceding the date of
notification. (Sec.14 [b]) A: The maternity benefit is a daily cash allowance
granted to a female member who was unable to
Note: The law does not require that sickness must be work due to childbirth or miscarriage.
related to the duties of the beneficiaries.
Q: What are the qualifications for entitlement to
Q: When will compensable confinement the maternity benefit?
commence?
A:
A: 1. She has paid at least three monthly
1. Begins on the 1st day of sickness contributions within the 12‐month period
2. Payment of such allowances shall be immediately preceding the semester of
promptly made by the Er: her childbirth or miscarriage.
a. every regular payday or on the 15th 2. She has given the required notification of
and last day of each month, her pregnancy through her employer if
b. in case of direct payment by the SSS ‐ employed, or to the SSS if separated,
as long as such allowances are due voluntary or self‐employed member.
and payable. (Sec. 14[b])
Q: Is the voluntary or self‐employed member also
Q: What are the requirements in order that Er may entitled to the maternity benefit?
claim reimbursement of the sickness benefit?
A: Yes, A voluntary or a self‐employed member is
A: entitled to the maternity benefit provided that she
1. 100% of daily benefits shall be meets the qualifying conditions.
reimbursed by SSS if the following
requirements are satisfied: Q: How much is the maternity benefit?
a. Receipt of SSS of satisfactory proof
of such payment and legality thereof: A: The maternity benefit is equivalent to 100 per
b. The Er has notified the SSS of the cent of the member’s average daily salary credit
confinement within 5 calendar days multiplied by 60 days for normal delivery or
after receipt of the notification from miscarriage, 78 days for caesarean section delivery.
the Ee member:
Q: How is the maternity benefit computed?
113

any gainful occupation for
A: a continuous period
1. Exclude the semester of contingency exceeding 120 days
(delivery or miscarriage). regardless of whether he
loses the use of any of his
Note: Semester refers to two consecutive body parts.
quarters ending in the quarter of
contingency. Quarter refers to three d.Beneficiaries
consecutive months ending March, June,
September or December. Q: Who are primary beneficiaries?

2. Count 12 months backwards starting from A:
the month immediately before the 1. The dependent spouse until he or she
semester of contingency. remarries

3. Identify the six highest monthly salary 2. The dependent legitimate, legitimated or
credits within the 12‐month period. legally adopted, and illegitimate children,:
Provided, That the dependent illegitimate
Note: Monthly salary credit means the children shall be entitled to 50% of the
compensation base for contributions share of the legitimate, legitimated or
benefits related to the total earnings for the legally adopted children.
month.
Q: Who are secondary beneficiaries?
4. Add the six highest monthly salary credits
to get the total monthly salary credit. A: In the absence of primary beneficiaries, the
dependent parents.
5. Divide the total monthly salary credit by
180 days to get the average daily salary In the absence of all the foregoing, any other
credit. This is equivalent to the daily person designated by the member as his or her
maternity allowance. secondary beneficiary. (Sec. 8[k])

6. Multiply the daily maternity allowance by Q: Who are considered dependents?
60 (for normal delivery or miscarriage) or
78 days (for caesarean section delivery) to A:
get the total amount of maternity benefit. 1. The legal spouse entitled by law to
receive support from the member;
Q: What is the difference of compensability under 2. The legitimate, legitimated, or legally
the Labor Law and the Social Security Law? adopted, and illegitimate child who:
a. Is unmarried,
A: The claims are different as to their nature and b. Not gainfully employed, and
purpose. (Ortega vs. Social Security Commission, c. Has not reached 21 years of age, or if
G.R. No. 176150, June 25, 2008) over 21 years of age, he is
congenitally or while still a minor has
LABOR LAW SOCIAL SECURITY LAW been permanently incapacitated and
Purpose incapable of self‐support, physically
Governs compensability Benefits are intended to or mentally.
of : provide insurance or
3. The parent who is receiving regular
1. work‐related protection against the
support from the member.
disabilities hazards or risks of

2. when there is loss disability, sickness, old
of income due to age or death, inter alia, Q: What is meant by “dependent for support”?
work‐connected irrespective of whether
or work‐ they arose from or in the A: The entitlement to benefits as a primary
aggravated injury course of the beneficiary requires not only legitimacy but also
or illness. employment. dependence upon the member Ee. (Gil v. SSC CA‐
Nature GR SP. 37150, May 8, 1996)
A disability is total and Disability may be
permanent if as a result of permanent total or If a wife who is already separated de facto from her
the injury or sickness the permanent partial. husband cannot be said to be "dependent for
Ee is unable to perform support" upon the husband, absent any showing to
114
LABOR LAW TEAM:

SOCIAL LEGISLATION
the contrary. Conversely, if it is proved that the performed by these 50 people is not in connection
husband and wife were still living together at the with the purpose of the business of the factory.
time of his death, it would be safe to presume that Hence, the employment of these 50 persons is
she was dependent on the husband for support, purely casual. They are, therefore, excepted from
unless it is shown that she is capable of providing the compulsory coverage of the SSS law. (2000 Bar
for herself. (SSS v. Aguas, G.R. No. 165546, Feb. 27, Question)
2006)
2.GSIS
Q: Who is entitled to the benefits of an SSS (R.A. 8291)
member who was survived not only by his legal
wife, who is not dependent upon the member, but Q: What are the purposes behind the enactment
also by two common‐law wives with whom he had of the GSIS Act?
illegitimate minor children?
A: To provide and administer the following social
A: The illegitimate minor children shall be entitled security benefits for government employees (Ee):
to the death benefits as primary beneficiaries
because the legal wife is not dependent upon the 1. Compulsory life insurance
member. The SSS Law is clear that for a minor child 2. Optional life insurance
to qualify as a “dependent” the only requirements 3. Retirement benefits
are that he/she must be below 21 yrs. of age, not 4. Disability benefits to work‐related
married nor gainfully employed. (Signey v. SSS, G.R. contingencies; and
No. 173582, Jan.28, 2008) 5. Death benefits

Q: What is compensation? Q: Who are considered employers (Er) under the
GSIS Act?
A: All actual remuneration for employment,
including the mandated cost of living allowance, as A:
well as the cash value of any remuneration paid in 1. National Government
any medium other than cash except that part of the 2. Its political subdivisions, branches,
remuneration received during the month in excess agencies, instrumentalities
of the maximum salary. 3. GOCCs, and financial institutions with
original charters
Q: The owners of FALCON Factory, a company 4. Constitutional Commissions and the
engaged in the assembling of automotive Judiciary (Sec. 2[c])
components, decided to have their building
renovated. (50) persons, composed of Q: Can SSS Ees be covered by GSIS?
engineers, architects and other construction
workers, were hired by the company for this A: Yes.
purpose. The work was estimated to be
completed in 3 years. The Ees contended that Q: Who is an Employee or member?
since the work would be completed after more
than 1 year, they should be subject to compulsory A: Any person, receiving compensation while in the
coverage under the Social Security Law. Do you service of an Er, whether by election or
agree with their contention? Explain your answer appointment, irrespective of status of appointment,
fully. including barangay and sanggunian officials. (Sec.
2[d])
A: No. Under Sec. 8 (j) of R.A. 1161, as amended,
employment of purely casual and not for the Q: What is compensation?
purpose of the occupation or business of the
employer are excepted from compulsory coverage. A: The basic pay or salary received by an Ee,
An employment is purely casual if it is not for the pursuant to his or her election or appointment,
purpose of occupation or business of the Er. excluding per diems, bonuses, OT pay, honoraria,
allowances and any other emoluments received in
In the problem given, Falcon Factory is a company addition to the basic pay which are not integrated
engaged in the assembly of automotive into the basic pay under existing laws. (Sec. 2[i])
components. The 50 persons (engineers, architects
and construction workers) were hired by Falcon Q: Baradero is a member of the Sangguniang
Factory to renovate its building. The work to be Bayan of the Municipality of La Castellana, Negros
115

Occ. and is paid on a per diem basis. On the other a.Coverage
hand, Belo a Vice‐Governor of Capiz is in a hold
over capacity and is paid on a per diem basis. Are Q: What government Ees are subject to coverage
the services rendered by Baradero and Belo on a under the GSIS?
per diem basis creditable in computing the length
of service for retirement purposes? A:
GR: All Ees receiving compensation who have
A: Yes. The traditional meaning of per diem is a not reached the compulsory retirement age,
reimbursement for extra expenses incurred by the irrespective of employment status.
public official in the performance of his duties.
Under this definition the per diem is intended to XPNs:
cover the cost of lodging and subsistence of officers 1. Uniformed members of the:
and employees when the latter are on a duty a. AFP; and
outside of their permanent station. On the other b. PNP.
hand, a per diem could rightfully be considered a 2. Contractuals who have no Er and Ee
compensation or remuneration attached to an relationship with the agencies they serve.
office.
Q: Who are covered by life insurance, retirement
The per diems paid to Baradero and Belo were in and other social security protection?
the nature of compensation or remuneration for
their services as Sangguniang Bayan and Vice‐ A:
Governor, respectively, rather than a GR: All members of the GSIS shall have life
reimbursement for incidental expenses incurred insurance, retirement, and all other social
while away from their home base. security protections such as disability,
survivorship, separation, and unemployment
If the remuneration received by a public official in benefits. (Sec. 3)
the performance of his duties does not constitute a
mere “allowance for expenses” but appears to be XPNs: Members of:
his actual base pay, then no amount of categorizing 1. The judiciary; and
the salary as a “per diem” would take the 2. Constitutional commissions who shall
allowances received from the term service with have life insurance only.
compensation for the purpose of computing the
number of years of service in government. (GSIS v. b.Exclusions from coverage
CSC, G. R. Nos. 98395 and 102449, June 19, 1995)
Q: Who, under the GSIS, are excluded from the
Q: What are the sources of funds of the GSIS? coverage?

A: It comes from the monthly contributions of the A:
covered Ees and Ers. (Sec. 5) 1. Ees who have separate retirement
schemes (members of the Judiciary,
The contributions of the Ees are deducted and Constitutional Commissions and others
withheld by the Er each month from the monthly similarly situated)
salary of the former and are remitted by the latter, 2. Contractual Ees who have no Er‐Ee with
together with its own share, to the System within the agencies they serve
the first 10 days of each calendar month following 3. Uniformed members of the AFP, BJMP,
the month to which the contributions apply. (Sec. 6) whose coverage by the GSIS has ceased
effective June 24, 1997
Q: What is the penalty in case of delayed 4. Uniformed members of the PNP whose
remittance or non‐remittance of contributions? coverage by the GSIS has ceased effective
February 1, 1996. (Sec. 2.4, Rule II, IRR)
A: The unremitted contributions shall be charged
interests as prescribed by the GSIS Board of Q: For the purpose of benefit entitlement, how are
Trustees but shall not be less than 2% simple the members classified?
interest per month from due date to the date of
payment by the employers concerned. A:
1. Active members
a. Still in the service and are paying
integrated premiums.
116
LABOR LAW TEAM:

SOCIAL LEGISLATION
b. Covered for the entire package Separation Benefits

benefits and privileges being
extended by GSIS. Q: When will a member be entitled to separation
benefits and what comprises these separation
2. Policyholders benefits?
a. Covered for life insurance only
b. Can avail of policy loan privilege only A: A member who has rendered a minimum of 3
c. May also apply for housing loans years creditable service shall be entitled to
d. Judiciary and Constitutional separation benefit upon resignation or separation
Commissions under the following terms:

3. Retired Members 1. A member with at least 3 years but less
a. Former active members who have than 15 years: Cash payment equivalent
retired from the service and are to 100% of the AMC for every year of
already enjoying the corresponding service the member has paid
retirement benefits applied for contributions:
b. Not entitled to any loan privilege, a. not less than P12,000.00
except stock purchase loan (Sec. 2.2, b. Payable upon reaching 60 years of
Rules II, IRR) age or upon separation, whichever
comes later.
c.Benefits
2. A member with less than 15 years of
Q: What are the benefits provided by the GSIS service and less than 60 years of age at
Act? the time of resignation or separation:
a. Cash payment equivalent to 18 times
A: the basic monthly pension (BMP),
1. Separation payable at the time of resignation or
2. Unemployment or involuntary separation separation
3. Retirement b. An old‐age pension benefit equal to
4. Permanent disability the basic monthly pension, payable
5. Temporary disability monthly for life upon reaching the
6. Survivorship age of 60.
7. Funeral
8. Life Insurance Q: What are the effects of separation from service
9. Such other benefits and protection as with regard to membership?
may be extended to them by the GSIS
such as loans. A: A member separated from the service shall
continue to be a member and shall be entitled to
Q: What are the benefits under P.D. 1146 (Revised whatever benefits he has qualified to.
GSIS Act of 1977) that may be granted to the
separated members of the PNP, BJMP and BFP? Note: A member separated for a valid cause shall
automatically forfeit his benefits, unless the terms of
A: GR: resignation or separation provide otherwise.
1. Old‐age benefit
2. Permanent disability benefit In the case of forfeiture, the separated employee shall
3. Survivorship benefit be entitled to receive only ½ of the cash surrender
4. Funeral benefit value of his insurance.
5. Retirement benefit
Unemployment Benefits
XPN: Judiciary (Life insurance only – tax exempt)
Q: What are the conditions for entitlement to
Q: What are the reportorial requirements of the unemployment benefits?
Er?
A:
A: Er must report to GSIS the names, employment 1. The recipient must be a permanent
status, positions, salaries of the employee and such employee at the time of separation;
other matter as determined by the GSIS. 2. His separation was involuntary due to the
abolition of his office or position resulting
from reorganization; and
117

3. He has been paying the contribution for Q: What are the options of the retiree with regard

at least 1 year prior to separation. to his or her retirement benefits?

Q: What will consist of an unemployment benefit? A: The retiree may get either of the following:

A: It will consists of cash payment equivalent to 1. Lump sum equivalent to 6 months of the
50% of the average monthly compensation basic monthly pension (BMP) payable at
the time of retirement and an old‐age
Note: A member who has rendered at least 15 years of pension benefit equal to BMP payable for
service will be entitled to separation benefits instead life, starting upon the expiration of the 5
of unemployment benefits. years covered by the lump sum; or
2. Cash payment equivalent to 18 times his
Retirement Benefits BMP and monthly pension for life payable
immediately. (Sec. 13[a])
Q: What are the conditions in order to be entitled
to retirement benefits? Permanent Disability Benefits

A: Q: What is disability?
1. A member has rendered at least 15 years
of service; A: Any loss or impairment of the normal functions
2. He is at least 60 years of age at the time of the physical and/or mental faculty of a member,
of retirement; and which reduces or eliminates his/her capacity to
3. He is not receiving a monthly pension continue with his/her current gainful occupation or
benefit from permanent total disability. engage in any other gainful occupation.
(Sec. 13‐A)
Q: What is total disability?
Q: What is the rule in case of extension of service
in order to be entitled for retirement benefit? A: Complete incapacity to continue with present
employment or engage in any gainful occupation
A: The doctrine in Cena vs. CSC (G.R. No. 97419, July due to the loss or impairment of the normal
3, 1992), was modified in Rabor vs. CSC, (G.R. No. functions of the physical and/or mental faculties of
111812, May 31, 1995), where the SC held that: The the member.
head of the government agency concerned is
vested with discretionary authority to allow or Q: What is permanent total disability (PTD)?
disallow extension of the service of an official or Ee
who has reached 65 years old without completing A: Accrues or arises when recovery from
the 15 years of government service. However, this impairment mentioned in Sec.2(q) (defining
discretion is to be exercise conformably with the disability) is medically remote.
provisions of Civil Service Memorandum Circular
No. 27, series of 1990 which provides that the Q: What is permanent partial disability (PPD)?
extension shall not exceed 1 year.
A: Accrues or arises upon the irrevocable loss or
Q: What is the reason for compulsory retirement? impairment of certain portions of the physical
faculties, despite which the member is able to
A: The compulsory retirement of government pursue a gainful occupation.
officials and Ees upon their reaching the age of 65
years is founded on public policy which aims by it to Q: What are the conditions in order to be entitled
maintain efficiency in the government service and for permanent disability benefits?
at the same time give to the retiring public servants
the opportunity to enjoy during the remainder of A: The permanent disability was not due to any of
their lives the recompense, for their long service the ff:
and devotion to the government , in the form of a
comparatively easier life, freed from the rigors of 1. Grave misconduct
civil service discipline and the exacting demands 2. Notorious negligence
that the nature of their work and their relations 3. Habitual intoxication
with their superiors as well as the public would 4. Willful intention to kill himself or another
impose upon them. (Beronilla v. GSIS, G.R. No.
21723, Nov. 26, 1970)

118
LABOR LAW TEAM:

SOCIAL LEGISLATION
Q: What are the two types of permanent contribution prior
disability? his disability
e. He is not receiving
A: old‐age retirement
1. Permanent total disability (PTD) ‐ accrues pension benefits
or arises when recovery from any loss or
impairment of the normal functions of 2. If the member does not
satisfy the conditions
the physical and/or mental faculty of a
above but has rendered at
member which reduces or eliminates his
least 3 years service, he
capacity to continue with his current
shall be advanced the cash
gainful occupation or engage in any other payment equivalent to
gainful occupation is medically remote. 100% of his average
[Section 2 (q) and (s)] monthly compensation for
each year of service he
2. Permanent partial disability (PPD) ‐ has pad contributions but
accrues or arises upon the irrevocable not less than P12,000.00
loss or impairment of certain portion/s of which should have been
the physical faculties, despite which the his separation benefit (he
member is able to pursue a gainful shall no longer receive
occupation. (Sec. 2[u]) separation benefits)

PTD PPD Q: When will the payment of these benefits be
Causes suspended?
1. Complete loss of sight Complete and
of both eyes permanent loss of the A:
2. Loss of 2 limbs at or use of: 1. In case a member is re‐employed; or
above the ankle or 2. Member recovers from disability as
wrist 1. Any finger determined by the GSIS; or
3. Permanent complete 2. Any toe 3. Fails to present himself for medical
paralysis of 2 limbs 3. One arm examination when required by the GSIS.
4. Brain injury resulting 4. One hand (Sec. 16 [c])
in incurable imbecility 5. One foot

or insanity 6. One leg
Q: Manioso was suffering from several diseases
5. Such other cases as 7. One or both ears
from 1959 to 1994 when he worked as Accounting
may be determined 8. Hearing of one or both
by the GSIS ears Clerk I at the Budget Commission up to the time he
9. Sight of one eye was transferred and promoted to the DENR as
Senior Bookkeeper. On ‘95, he was
Such other causes as hospitalized. The results of his examinations
determined by GSIS showed that he was suffering from Acute
Benefits Myocardial Infarction and Hypertensive Vascular
1. A member is entitled to A member is entitled to Disease. From Jan‐ May ‘95 when he compulsory
the monthly income cash payment in retired from government service and after serving
benefit for life equivalent accordance with the for 36 yrs, he no longer reported for work. His sick
to the BMP when: schedule of disabilities to leave covering said period was duly approved. In
a. He is in the service be prescribed by GSIS, if the meantime, Manioso filed a claim for income
at the time of the he satisfies the given benefits with the GSIS which found his ailments
disability or conditions of either (1) work‐related. He was granted Temporary Total
b. If separated from or (2) of Sec. 16(a). Disability benefits for 2 months. He was later
service granted Permanent Partial Disability benefits for 8
c. He has paid at months. It appears that he appealed for more
least 36 monthly
disability benefits with the GSIS which subjected
contributions
him to a series of medical tests. In ‘97, he was
within 5 years
brought to the PGH several times due to Chronic
immediately
preceding his Renal Infection 2˚ to Obstructive Uropathy 2˚ to
disability Staghorn Calculi (L) and Benign Prostatic
d. He has paid a total Hypertrophy; Diabetes Mellitus Neprophaty, Stage
of at least 180 IV, and Hypertensive Nephrosclerosis. He then
monthly filed a request with the GSIS for additional
disability benefits, claiming that the ailments for
119

which he was hospitalized several times in ‘97 a. He has exhausted all sick leaves

developed from his work‐related illnesses. The b. CBA sick leave benefits
GSIS disapproved Manioso’s request. Provided, that:
i. He was in the service at time of
Do Manioso’s ailments which later developed fall disability; or
under the category of permanent total disability? ii. If separated, he has rendered at
least 3 years of service and has
A: Yes. Under Art. 192 (c) of P.D. No. 442, as paid at least 6 monthly
amended (the LC), the following disabilities are contributions in the year
deemed total and permanent: (1) Temporary total preceding his disability
disability lasting continuously for more than 120 2. The temporary total disability benefits
days. Under Section 2(b), Rule VII of the Amended shall in no case be less than P70 a day.
Rules on Ee’s Compensation, “[a] disability is total
and permanent if as a result of the injury or Note: A member cannot enjoy the temporary total
sickness the Ee is unable to perform any gainful disability benefit and sick leave pay simultaneously.
occupation for a continuous period exceeding 120
days, except as otherwise provided under Rule X of An application for disability must be filed with the GSIS
these Rules.” In the case at bar, Manioso was on within 4 years from the date of the occurrence of the
sick leave from Jan 11, ‘95 up to his date of contingency.
retirement on May 15, ‘95 or for a period of more
than 120 days. Surely, the DENR, in approving his Survivorship Benefits
more than 120 days leave must have passed upon
his Medical Certificate relative to his ailments. Q: Who are entitled to survivorship benefits?
Manioso’s disability having lasted for more than
120 days, he is entitled to PTD benefits. (Manioso, A: Upon the death of a member or pensioner, his
v. GSIS, G.R. No. 148323, Apr. 29, 2005) beneficiaries shall be entitled to survivorship
benefits. Such benefit shall consist of:
Q: Does Manioso’s retirement from service
prevent him from entitlement to PTD benefits? 1. The basic survivorship pension which is
50% of the basic monthly pension; and
A: No. Benefits due an Ee due to work‐related 2. The dependent children’s pension not
sickness shall be provided until he becomes exceeding 50% of the basic monthly
gainfully employed, or until his recovery or death. pension
None of these are present in Manioso’s case. It
would be an affront to justice if Manioso, a Q: Under what conditions are the primary
government Ee who had served for 36 years, is beneficiaries entitled to the basic monthly
deprived of the benefits due him for work‐related pension?
ailments that resulted in his Permanent Total
Disability. (Manioso v. GSIS, G.R. No. 148323, Apr. A: Upon the death of a member, the primary
29, 2005) beneficiaries shall be entitled to:

Temporary Disability Benefits 1. Survivorship pension: Provided, That the
deceased:
Q: When does temporary total disability arises? a. was in the service at the time of his
death; or
A: It accrues or arises when the impaired physical b. if separated from the service, has
and/or mental faculties can be rehabilitated and/or rendered at least 3 years of service
restored to their normal functions. (Sec 2[t]) at the time of his death and has paid
36 monthly contributions within the
Q: What benefits are given for temporary five‐year period immediately
disability? preceding his death; or has paid a
total of at least 180 monthly
A: contributions prior to his death; or
1. Member is entitled to 75% of his current
daily compensation for each day or 2. The survivorship pension plus a cash
fraction thereof of total disability benefit, payment equivalent to 100% of his
th
to start at the 4 day but not exceeding average monthly compensation for every
120 days in one calendar year when: year of service: Provided, That the
deceased was in the service at the time of
120
LABOR LAW TEAM:

SOCIAL LEGISLATION
his death with at least 3 years of service; P12,000.00: Provided, That the member is
OR in the service at the time of his death and
has at least 3 years of service; or
3. A cash payment equivalent to 100% of his 2. In the absence of secondary beneficiaries,
average monthly compensation for each the benefits under this par. shall be paid
year of service he paid contributions, but to his legal heirs. (Sec. 21[c])
not less than P12,000.00: Provided, That
the deceased has rendered at least 3 Q: What are the benefits that the beneficiaries are
years of service prior to his death but entitled to upon the death of the pensioner?
does not qualify for the benefits under
item (1) or (2) of this paragraph. [Sec. 21 A:
(a)] 1. Upon the death of an old‐age pensioner
or a member receiving the monthly
Q: After the end of the guaranteed 30 months, are income benefit for permanent disability,
the beneficiaries still entitled to any survivorship the qualified beneficiaries shall be
benefits? entitled to the survivorship pension
defined in Sec. 20 of this Act, subject to
A: Yes. The survivorship pension shall be paid as the provisions of par. (b) of Sec.21.
follows: 2. When the pensioner dies within the
period covered by the lump sum, the
1. When the dependent spouse is the only survivorship pension shall be paid only
survivor, he/she shall receive the basic after the expiration of the said period.
survivorship pension for life or until he or
she remarries; Q: Gary Leseng was employed as a public school
teacher at the Marinduque High. On April 27, 1997,
2. When only dependent children are the a memorandum was issued by the school principal
survivors, they shall be entitled to the designating Gary to prepare the model dam
basic survivorship pension for as long as project, which will be the official entry of the
they are qualified, plus the dependent school in the search for Outstanding Improvised
children’s pension equivalent to 10% of Secondary Science Equipment for Teachers. Gary
the basic monthly pension for every complied with his superior's instruction and took
dependent child not exceeding 5, counted home the project to enable him to finish before
from the youngest and without the deadline. While working on the model dam
substitution; project, he came to contact with a live wire and
was electrocuted. The death certificate showed
3. When the survivors are the dependent that he died of cardiac arrest due to accidental
spouse and the dependent children, the electrocution.
dependent spouse shall receive the basic
survivorship pension for life or until Bella (Gary’s common‐law wife) and Jobo (his
he/she remarries, and the dependent only son) filed a claim for death benefits with the
children shall receive the dependent GSIS which was denied on the ground that Gary’s
children’s pension. (Sec. 21[b]) death did not arise out of and in the course of
employment and therefore not compensable
Note: The dependent children shall be entitled to the because the accident occurred in his house and
survivorship pension as long as there are dependent not in the school premises. Is Bella entitled to
children and, thereafter, the surviving spouse shall file a claim for death benefits with the GSIS?
receive the basic survivorship pension for life or until Why?
he or she remarries.
A: The beneficiaries of a member of the GSIS are
Q: When are secondary beneficiaries entitled to entitled to the benefits arising from the death
survivorship benefits? of said member. Death benefits are called
survivorship benefits under the GSIS Law. Not
A: In the absence of primary beneficiaries, the being a beneficiary, Bella is not entitled to receive
secondary beneficiaries shall be entitled to: survivorship benefits. She is not a beneficiary
because she is a common‐law wife and not a legal
1. The cash payment equivalent to 100% of dependent spouse. (1991 Bar Question)
his average monthly compensation for
each year of service he paid Q: Is the cause of death of Gary (cardiac arrest
contributions, but not less than
121

due to accidental electrocution in his house)

compensable? Why? Funeral Benefits

A: Yes. To be compensable under the GSIS Law, the Q: What comprises the funeral benefit?
death need not be work connected.
A: Cash not less than P12,000 to be increased to at
Q: Abraham, a policeman, was on leave for a least P18,000 after 5 years (specifically year 2002).
month. While resting in their house, he heard two The amount shall be determined and specified by
of his neighbors fighting with each other. the GSIS through an information circular distributed
Abraham rushed to the scene intending to to all Ers for posting at their premises. (Sec. 23,
pacify the protagonists. However, he was shot to par.1)
death by one of the protagonists. Eva Joy, a
housemaid, was Abraham's surviving spouse Q: When will it be paid?
whom he had abandoned for another woman
years back. When she learned of Abraham's A: Upon the death of:
death, Eva Joy filed a claim with the GSIS for
death benefits. However, her claim was denied 1. An active member
because: (a) when Abraham was killed, he was on 2. A member who has been separated from
leave; and (b) she was not the dependent the service but is entitled to future
spouse of Abraham when he died. Resolve with separation or retirement benefits
reasons whether GSIS is correct in denying the 3. A member who is a pensioner (excluding
claim. survivorship pensioners)
4. A retiree who is at the time of his
A: Yes, because under the law, a dependent is one retirement was of pensionable age, at
who is a legitimate spouse living with the Ee. least 60 years old, who opted to retire
(Art. 167 [i], LC) In the problem given, Eva Joy had under RA 1616 (An act further amending
been abandoned by Abraham who was then living Sec.12, C.A. 186, as amended, by
already with another woman at the time of his prescribing two other modes of retirement
death. and for other purposes).

Moreover, Abraham was on leave when he was Life Insurance
killed. The 24‐hour duty rule does not apply when
the policeman is on vacation leave. (ECC v. CA, G.R. Q: What are the classes of life insurance coverage?
No. 121545, Nov. 14, 1996) Taking together
jurisprudence and the pertinent guidelines of the A:
ECC with respect to claims for death benefits, 1. Compulsory life insurance
namely: 2. Optional life insurance

1. That the Ee must be at the place where Note: The plans may be endowment or ordinary life.
his work requires him to be;
2. That the Ee must have been performing Q: When does compulsory life insurance coverage
his official functions; and take effect?
3. That if the injury is sustained elsewhere,
the Ee must have been executing an order A: All Ees including the members of the Judiciary
for the Er, it is not difficult to understand and the Constitutional Commissioners except for
then why Eva Joy's claim was denied by Members of the AFP, the PNP, BFP and BJMP, shall,
the GSIS. (Tancinco v. GSIS, G.R. No. under such terms and conditions as may be
132916, Nov. 16, 2001) promulgated by the GSIS, be compulsorily covered
with life insurance, which shall automatically take
In the present case, Abraham was resting at his effect as follows:
house when the incident happened; thus, he was
not at the place where his work required him to 1. Those employed after the effectivity of
be. Although at the time of his death Abraham was this Act, their insurance shall take effect
performing a police function, it cannot be said on the date of their employment;
that his death occurred elsewhere other than the 2. For those whose insurance will mature
place where he was supposed to be because he after the effectivity of this Act, their
was executing an order for his Er. (2005 Bar insurance shall be deemed renewed on
Question) the day following the maturity or expiry
date of their insurance;
122
LABOR LAW TEAM:

SOCIAL LEGISLATION
3. For those without any life insurance as of 2. Within 15 days from receipt of the notice
the effectivity of this Act, their insurance of decision or award, the aggrieved party
shall take effect following said effectivity. may appeal the decision of the GSIS Board
of Trustees to the CA. Appeal shall be
Q: When may a member obtain optional life taken by filling a verified petition for
insurance coverage? review with the CA. (Sec 1 to 5, Rule 43,
Rules of Court)
A: 3. When no appeal is perfected and there is
1. A member may at any time apply for no order to stay by the Board, by the CA
himself and/or his dependents an or by the SC, any decision or award of the
insurance and/or pre‐need coverage Board shall be enforced and executed in
embracing: the same manner as decisions of the RTC.
a. Life Note: The social security benefits shall be
b. Memorial plans exempt from attachment, garnishment,
c. Health execution, levy or other processes issued
d. Education by the courts, quasi‐judicial bodies or
e. Hospitalization administrative agencies including the
f. Other plans as maybe designed by Commission on Audit, disallowances, and
GSIS from all financial obligations of the
members.
2. Any employer may apply for group
insurance coverage for its employees. Q: May a member enjoy the benefits provided for
in the Revised GSIS Act simultaneous with similar
Q: Where can GSIS loans be invested in? benefits provided under other laws for the same
contingency?
A:
1. In direct housing loans to members and A: Whenever other laws provide similar benefits for
group housing projects secured by first the same contingencies covered by this Act, the
mortgage giving priority to the low member who qualifies to the benefits shall have the
income groups option to choose which benefits will be paid to him.
2. In short and medium term loans to However, if the benefits provided by the law chosen
members such as salary, policy, are less than the benefits provided under this Act,
educational, emergency stock purchase the GSIS shall pay only the difference. (Sec. 55)
plan, and other similar loans
d.Beneficiaries
Q: What is the prescriptive period to claim the
benefits? Q: Who are the considered beneficiaries?

A: A:
GR: 4 Years from the date of contingency 1. Primary beneficiaries
a. The legal dependent spouse until
XPN: Life insurance and retirement (Sec. 28) he/she remarries and
b. The dependent children. (Sec. 2[g])

Q: What is the process for the adjudication of 2. Secondary beneficiaries
claims and disputes regarding the GSIS benefits? a. The dependent parents and
b. Subject to the restrictions on
A: The quasi‐judicial functions of the GSIS shall be dependent children, the legitimate
vested in its Board of Trustees. descendants. (Sec. 2[h])

1. The GSIS, in appropriate cases, or any Q: Who are considered dependents?
person whose rights are or may be
prejudiced by the operations or A:
enforcement of R.A. 8291 and other laws 1. Legitimate spouse dependent for support
administered by the GSIS, may file a upon the member or pensioner;
petition before the GSIS either personally 2. Legitimate, legitimated, legally adopted
or through counsel. child, including the illegitimate child,
a. who is unmarried,
123

b. not gainfully employed, 4.EMPLOYEES’S COMPENSATION
c. not over the age of majority, or if
over the age of majority, Q: Discuss briefly the Employee’s Compensation
incapacitated and incapable of self‐ Program (ECP).
support due to a mental or physical
defect acquired prior to age of A: It is the program provided for in Article 166 to
majority; and 208 of the Labor Code whereby a fund known as
3. Parents dependent upon the member for the State Insurance Fund (SIF) is established
support. (Sec. 2[f]) through premium payments exacted from Ers and
from which the Ees and their dependents in the
3.LIMITED PORTABILITY LAW event of work‐connected disability or death, may
(RA 7699) promptly secure adequate income benefit, and
medical or related benefits.
Q: What is the Limited Portability Rule?
Coverage
A: A covered worker who transfers employment
from one sector to another or is employed on both Q: Who are subject to coverage under the ECP?
sectors, shall have creditable services or
contributions on both Systems credited to his A: Ers and their Ees not over sixty (60) years of age
service or contribution record in each of the are subject to compulsory coverage under this
Systems and shall be totalized for purposes of old‐ program.
age, disability, survivorship, and other benefits in
either or both Systems. (Sec. 3) The Er may belong to either the:

All contributions paid by such member personally, 1. Public sector covered by the GSIS, comprising
and those that were paid by his employers to both the National Government, including GOCCs,
Systems shall be considered in the processing of Philippine Tuberculoses Society, the Philippine
benefits which he can claim from either or both National Red Cros, and the Philippine Veterans
Systems. (Sec. 4) Bank; and
2. Private sector covered by the SSS, comprising
Q: How are the "portability" provisions of R.A. No. all Ers other than those defined in the
7699 beneficial or advantageous to SSS and GSIS immediately preceding paragraph.
members in terms of their creditable employment
services in the private sector or the government, as The Ee may belong to either the:
the case may be, for purposes of death, disability
or retirement? 1. Public sector comprising the employed
workers who are covered by the GSIS,
A: Portability provisions of R.A. No. 7699 shall including the members of the AFP, elective
benefit a covered worker whose creditable officials who are receiving regular salary and
services or contributions in both systems credited any person employed as casual emergency,
to his service or contribution record in each of the temporary, substitute or contractual;
system and shall be totalized for purposes of old‐ 2. Private sector comprising the employed
age, disability, survivorship and other benefits. workers who are covered by the SSS.
(Sec. 3)
Q: When does compulsory coverage take effect?
The "portability" provisions of R.A. 7699 allow the
transfer of funds for the account and benefit of the A:
worker who transfers from one system to another. 1. Employer – on the first day of operation

This is advantageous to the SSS and GSIS members 2. Employee – on the day of his employment
for purposes of death, disability or retirement
benefits. In the event the employees transfer from Q: What is an Occupational Disease?
the private sector to the public sector, or vice‐versa,
their creditable employment services and A: One which results from the nature of the
contributions are carried over and transferred as employment, and by nature is meant conditions
well. (2005 Bar Question) which all Ees of a class are subject and which
produce the disease as a natural incident of a
particular occupation, and attach to that
124
LABOR LAW TEAM:

SOCIAL LEGISLATION
occupation a hazard which distinguishes it from the 4. Claim was filed beyond three (3) years

usual run of occupations and is in excess of the from the time the cause of action accrued
hazard attending the employment in general (Art. 201, LC, as amended by P.D. 1921)

To be occupational, the disease must be one Note: Notorious negligence is equivalent to gross
wholly due to causes and conditions which are negligence; it is something more than mere
normal and constantly present and characteristic of carelessness or lack of foresight.
the particular occupation.
Q: Abraham Dino works as a delivery man in a
Q: What is Sickness? construction supply establishment owned by
Abraham Julius. One day, while Dino was making
A: It means any illness definitely accepted as an reports on his delivery, he had an altercation with
occupational disease listed by the Commission or Julius; irked by the disrespectful attitude of Dino,
any illness caused by employment, subject to proof Julius pulled out his gun and shot Dino, hitting him
that the risk of contracting the same is increased by in the spinal column and paralyzing him
working conditions (Art. 167(l), LC). completely. Julius was prosecuted for the act.

Q: Discuss briefly the theory of Increased Risk. 1. Is the disability suffered by Abraham Dino
compensable?
A: The term “sickness” as defined in Article 167(l) of 2. If Abraham Dino recovers compensation from
the Labor Code is a recognition of the theory of the SIF, can he still recover from Abraham
increased risk. To establish compensability under Julius damages in the criminal case? Why?
the same, the claimant must show substantial proof
of work‐connection, but what is required is merely A:
a reasonable work‐connection and not a direct 1. Yes. The injury was sustained by Abraham Dino
causal relation. Proof of actual cause of the ailment in his place of work and while in the
is not necessary. The test of evidence of relation of performance of his official functions.
the disease with the employment is probability and
not certainty. (Jimenez v. Employees’ Compensation 2. No. Under Article 173 of the Labor Code, as
Commission, G.R. No. L‐58176, March 23, 1984; amended by P.D. 1921, the liability of the State
Panotes vs. ECC, G.R. No. L‐64802, March 29, 1984) Insurance Fund under the Employee’s
Compensation Program shall be exclusive and
Q: May an illness not listed by the Employees in place of all other liabilities of the Er to the
Compensation Commission as an occupational Ee or his dependents or anyone otherwise
disease be compensable? entitled to recover damages on behalf of the
Ee or his dependents.
A: Where the illness is not listed by the Employees
Compensation Commission as an occupational Q: Socrates Benjie, a truck driver employed by a
disease, it must be established that the risk of local construction company, was injured in an
contracting the same is increased by working accident while on assignment in one of his
conditions. employer’s project in Iraq. Considering that his
injury was sustained in a foreign country, is
Q: What defenses may be interposed by the State Socrates Benjie entitled to benefits under the ECP?
Insurance Fund (SIF) against a claim for
compensation made by a covered Ee or his A: Yes. Filipinos working abroad in the service of an
dependents? Er, domestic or foreign, who carries on in the
Philippines any trade, business, industry,
A: The following defenses may be set up: undertaking or activity of any kind, are covered by
the ECP. (Rule 1, Section 5, ECC Rules; Art.169, LC)
1. Injury is not work‐connected or the
sickness is not occupational Q: What is the “Going and Coming Rule”? Is this
2. Disability or death was occasioned by the rule absolute?
Ee’s intoxication, wilful intention to injure
or kill himself or another, or his notorious A: GR: In the absence of special circumstances, an
negligence (Art. 172, LC) Ee injured while going to or coming from his place
3. No notice of sickness, injury or death was of work is excluded from the benefits of Workmen’s
given to the Er (Art. 206, LC) Compensation Act.

XPNS:
125

1. Where the Ee is proceeding to or from his 2. Disability Benefits
work on the premises of the Er; 3. Death Benefits
2. Proximity Rule—where the Ee is about to 4. Funeral Benefits
enter or about to leave the premises of
his Er by way of exclusive or customary Medical Benefit
means of ingress and egress;
3. Ee is charged, while on his way to or from Q: What are the conditions of entitlement to
his place of employment or at his home, Medical Services?
or during this employment with some
duty or special errand connected with his A: For an Ee to be entitled to medical services, the
employment; and following conditions must be satisfied:
4. Where the Er as an incident of the 1. He has been duly reported to the System
employment provides the means of (SSS or GSIS);
transportation to and from the place of 2. He sustains a permanent disability as a
employment. result of an injury or sickness; and
3. The System has been notified of the injury
Q: Who are entitled to benefits under the ECP? or sickness which caused his disability.

A: The covered Ee, his dependents, and in case of Disability Benefit
his death, his beneficiaries.
Q: What are disability benefits?
Q: Who are the dependents of the Ee?
A: They are income benefits in case of temporary
A: total disability, permanent total disability and
1. Legitimate, legitimated, legally adopted permanent partial disability
or acknowledged natural child who is
unmarried, not gainfully employed, and Q: What are the disabilities that are considered
not over twenty‐one (21) years of age or total and permanent?
over twenty‐one (21) years of age
provided he is incapacitated and A: The following disabilities shall be deemed total
incapable of self‐support due to a physical and permanent:
or mental defect which is congenital or 1. Temporary total disability lasting
acquired during minority; continuously for more than one hundred
2. Legitimate spouse living with the Ee; and twenty days, except as otherwise
3. Parents of said Ee wholly dependent upon provided for in the Rules;
him for regular support. (Art.167(i), LC, as 3. Complete loss of sight of both eyes;
amended by P.D. 1921) 4. Loss of two limbs at or above the ankle or
wrist;
Q: Who are included in the term beneficiaries? 5. Permanent complete paralysis of two
limbs;
A: "Beneficiaries" means the dependent spouse 6. Brain injury resulting in incurable
until he remarries and dependent children, who are imbecility or insanity; and
the primary beneficiaries. In their absence, the 7. Such cases as determined by the Medical
dependent parents and subject to the restrictions Director of the System and approved by
imposed on dependent children, the illegitimate the Commission. (Art.192(c), LC)
children and legitimate descendants who are the
secondary beneficiaries; Provided, that the Q: May a permanent partial disability be
dependent acknowledged natural child shall be converted to permanent total disability after the
considered as a primary beneficiary when there are Ee’s retirement? Why?
no other dependent children who are qualified and
eligible for monthly income benefit. (Art. 167, LC, as A: Yes. This is in line with the social justice provision
amended by Sec. I, P.D. 1921) in the Constitution. A person’s disability may not
manifest itself fully at one precise moment in time
Q: What are the benefits which may be enjoyed but rather over a period of time. And disability
under the SIF? should not be understood more on its medical
significance but on the loss of earning capacity.
A:
1. Medical Benefits
126
LABOR LAW TEAM:

SOCIAL LEGISLATION
Q: May permanent total disability arise although A: In case the employee's injury or death was due
the Ees does not lose the use of any part of his to the failure of the employer to comply with any
body? law, or to install and maintain safety devices, or
take other precautions for the prevention of injury,
A: Yes. Where the Ee is unable, by reason of the said employer shall pay to the State Insurance Fund
injury or sickness, to perform his customary job for a penalty of twenty‐five percent of the lump sum
more than 120 days, permanent total disability equivalent of the income benefit payable by the
arises. (Ijares vs. CA, G.R. No. 105854, August 26, System to the employee. All employers, especially
1999) those who should have been paying a rate of
contribution higher than required of them under
Death Benefit this Title, are enjoined to undertake and strengthen
measures for the occupational health and safety of
Q: What are the conditions for entitlement to their employee. (Art.200, LC)
death benefits?
Q: Who are required to make contributions to the
A: The beneficiaries of a deceased Ee shall be SIF?
entitled to an income benefit if all of the following
conditions are satisfied: A: Contributions under this Title shall be paid in
their entirety by the employer and any contract or
1. The Ee has been duly reported to the device for the deduction of any portion thereof
System; from the wages or salaries of the employees shall
2. He died as a result of an injury or be null and void. (Art.183(c), LC)
sickness; and
3. The System has been duly notified of his The Republic of the Philippines guarantees the
death, as well as the injury or sickness benefits prescribed under this Title, and accepts
which caused his death. general responsibility for the solvency of the State
Insurance Fund. In case of any deficiency, the same
Q: For how long are the primary beneficiaries shall be covered by supplemental appropriation
entitled to the death benefits? from the national government. (Art.184, LC)

A: Q: When does the right to compensation or
1. Dependent Spouse—until he or she benefit for loss or impairment of an Ee’s earning
remarries. capacity due to work‐related illness or injury
2. Dependent Children—until they get arise?
married, or find gainful employment, or
reach twenty‐one (21) years of age. A: It arises or accrues upon, and not before, the
3. Dependent Child suffering from physical happening of the contingency. Hence, an Ee
or mental defect—until such defect acquires no vested right to a program of
disappears. compensation benefits simply because it was
operative at the time he became employed. (San
Q: If an Ee suffers disability or dies before he is Miguel Corporation vs. NLRC, G.R. No. 57473,
duly reported for coverage to the System (SSS or August 15, 1988)
GSIS), who will be liable for the benefits?
Q: Does recovery from the SIF bar a claim for
A: The Er (Sec.1, Rule X; Sec.1, Rule XI; Sec. 1, Rule benefits under the SSS Law? Why?
XII; Sec. 1, Rule XIII; ECC Rules )
A: No, as expressly provided for in Article 173 of the
Funeral Benefit Labor Code, payment of compensation under the
SIF shall not bar the recovery of benefits under the
Q: What is the funeral benefit? SSS Law, Republic Act No. 1161, as amended.
Benefits under the SIF accrue to the Ees concerned
A: A funeral benefit of P10, 000.00 shall be paid due to hazards involved and are made a burden on
upon the death of a covered Ee or permanently the employment itself. On the other hand, social
totally disabled pensioner. security benefits are paid to SSS members by
reason of their membership therein for which they
Q: When is an Er liable to pay a penalty to the contribute their money to a general fund. (Maao
State Insurance Fund (SIF)? Sugar Central Co., Inc. vs. CA, G.R. No. 83491,
August 27, 1990)
127

G.LABOR RELATIONS LAW 4. Members of the AFP including the police

officers, policemen, firemen, and jail
1.RIGHT TO SELF ORGANIZATION guards. (Sec. 4, E.O. 180)
5. Confidential Employees. (Metrolab
a.Who may unionize for purposes of collective Industries Inc. v. Confesor, G.R. No.
bargaining 108855, Feb. 28, 1996)
6. Employees of cooperatives who are its
Q: What is the extent of the right to self‐ members. (Benguet Elec. Coop. v. Ferrer‐
organization? Calleja, G.R. No. 79025, Dec. 29, 1989);
However they may form worker’s
A: It includes the right: association. (NEECO Ee’s Assoc. v. NLRC,
G.R. No. 16066, Jan. 24, 2000)
1. To form, join and assist labor 7. Non‐Ee’s. (Rosario Bros. v. Ople, G.R. No.
organizations for the purpose of L‐5390, July 31, 1984)
collective bargaining (CB) through 8. Gov’t Ee’s, including GOCC’s with original
representatives of their own charters. (Arizala v. CA, G.R. Nos. 43633‐
choosing; and 34, Sep. 14, 1990)
2. To engage in lawful and concerted 9. Aliens without a valid working permit or
activities for the purpose of CB or for aliens with working permits but are
their mutual aid and protection. (Art. nationals of a country which do not allow
246) Filipinos to exercise their right of self‐
organization and to join or assist labor
Q: Who are the persons/Ee’s eligible to join a organizations. (Art. 269 of LC; D.O. No. 9
labor organization (LO) for purposes of CB? [1997], Rule II, Sec. 2)

A: The entities covered are all persons employed in: b.Bargaining Unit
1. Commercial industrial, and agricultural
enterprises; and Q: What is a bargaining unit?
2. In religious, charitable, medical or
educational institutions whether A: It is a group of Ee’s of a given Er, comprised of all
operating for profit or not. (Art. 243) or less than all of the entire body of the Ee’s which
the collective interest of all the Ee’s consistent with
Q: Who are the persons/Ee’s eligible to join a equity to the employer, indicate to be best suited to
labor organization for mutual aid and protection? serve the reciprocal rights and duties of the parties
under the collective bargaining provisions of the
A: The following enjoy the right to self‐organization law.
for mutual aid and protection:
Q: What is an appropriate bargaining unit?
1. Ambulant workers
2. Intermittent workers A: 1. A group of employees (Ees)
3. Itinerant workers 2. Of a given employer
4. Self‐employed people 3. Comprised of all or less than all of the
5. Rural workers entire body of Ees
6. Those without and definite Er’s. (Art. 4. Which the collective interest of all the Ees
243) consistent with equity to the Er
5. Indicate to be best suited to serve the
Q: Who are the persons/Ee’s not granted the right reciprocal rights and duties of the parties
to self‐organization: under the collective bargaining provisions
of the law.
A:
1. High level or Managerial Government (1)Test to determine the constituency of an
Ee’s. (Sec. 3, E.O. 180) appropriate bargaining unit
2. Ee’s of International organizations with
immunities. (ICMC v. Calleja, G.R. No. Q: What are the factors considered in determining
85750, Sep. 28, 1990) the appropriateness of a bargaining unit?
3. Managerial Employees. (Art. 212 of LC)
A:
1. Will of the Ees. (Globe Doctrine)
128
LABOR LAW TEAM:

LABOR RELATIONS LAW
2. Affinity and unity of the Ees interest, such A: No. While the existence of a bargaining history is
as substantial similarity of work and a factor that may be reckoned with in determining
duties, or similarity of compensation and the appropriate bargaining unit, the same is not
working conditions. (Substantial Mutual decisive or conclusive. Other factors must be
Interest Rule) considered. The test of grouping is community or
3. Prior collective bargaining history mutuality of interests. This is so because the basic
4. Similarity of employment status. (SMC v. test of an asserted bargaining unit’s acceptability is
Laguesma, G.R. No. 100485, Sep. 21, whether or not it is fundamentally the combination
1994) which will best assure to all Ees the exercise of their
CB rights. (Democratic Labor Ass’n v. Cebu
Q: What are the factors considered in determining Stevedoring Company, Inc., G.R. No. L‐10321, Feb.
the substantial mutual interest doctrine? 28, 1958)

A: 1. Similarity in the scale and manner of Q: What is “one‐union, one‐company” policy?
determining earnings
2. Similarity in employment benefits, hours A: GR: It is the proliferation of unions in an Er unit.
of work, and other terms and conditions Such is discouraged as a matter of policy unless
of employment there are compelling reasons which would deny
3. Similarity in the kinds of work performed a certain class of Ees to the right to self‐
4. Similarity in the qualifications, skills and organization for purposes of collective
training of Ees bargaining (CB).
5. Frequency of contract or interchange
among the Ees XPNs:
6. Geographical proximity 1. Supervisory Ees who are allowed to form
7. Continuity and integration of production their own unions apart from the rank‐
processes and‐file Ees and
8. Common supervision and determination 2. The policy should yield to the right of Ees
of labor‐relations policy to form union for purposes not contrary
9. History of CB to law, self‐organization and to enter into
10. Desires of the affected Ees or CB negotiations.
11. Extent of union organization
Note: Two companies cannot be treated into a single
Q: A registered labor union in UP, ONAPUP, filed a bargaining unit even if their businesses are related.
petition for certification election (PCE) among the
Subsidiaries or corporations formed out of former
non‐academic Ees. The university did not oppose,
divisions of a mother company following a re‐
however, another labor union, the All UP Workers
organization may constitute a separate bargaining
Union assents that it represents both academic
unit.
and non‐academic personnel and seeks to unite all

workers in 1 union. Do Ees performing academic
Q: Union filed a PCE among the rank and file Ees
functions need to comprise a bargaining unit
of three security agencies including the Veterans
distinct from that of the non‐academic Ees?
Security. The latter opposed alleging that the three
security agencies have separate and distinct
A: Yes. The mutuality of interest test should be
corporate personalities. May a single PCE filed by a
taken into consideration. There are two classes of
labor union in the three corporations instead of
rank and file Ees in the university that is, those who
filing 3 separate petitions?
perform academic functions such as the professors
and instructors, and those whose function are non‐
A: Yes. The following are indications that the 3
academic who are the janitors, messengers, clerks
agencies do not exist and operate separately and
etc. Thus, not much reflection is needed to perceive
distinctly from each other with different corporate
that the mutuality of interest which justifies the
direction and goals: 1) Veterans Security failed to
formation of a single bargaining unit is lacking
rebut the fact that they are managed through the
between the two classes of Ees. (U.P. v. Ferrer‐
Utilities Management Corp with all their Ees
Calleja, G.R. No.96189, July 14, 1992)
drawing their salaries and wages from the said
entity; 2) that the agencies have common and
Q: Is the bargaining history a decisive factor in the
interlocking incorporators and officers; 3) that they
determination of appropriateness of bargaining
have a single mutual benefit system and followed a
unit?
single system of compulsory retirement. 4) they
could easily transfer security guards of one agency
129

to another and back again by simply filling‐up a through the Labor Relations Division shall, within 10
common pro‐forma slip; 5) they always hold joint days from receipt of the notice, record the fact of VR in
yearly ceremonies such as the PGA Annual Awards its roster of legitimate labor unions and notify the
Ceremony; and 6) they continue to be represented labor union concerned.
by one counsel.
Q: What are the three (3) conditions to voluntary
Hence, the veil of corporate fiction of the 3 recognition (VR)?
agencies should be lifted for the purpose of
allowing the Ees of the 3 agencies to form single A: VR requires 3 concurrent conditions:
union. As a single bargaining unit, the Ees need not
file 3 separate PCE. (Philippine Scout Veterans 1. VR is possible only in an unorganized
Security and Investigation Agency v. SLE, G.R. No. establishment.
92357, July 21, 1993)
2. Only one union must ask for recognition. If
(2)Voluntary Recognition there 2 or more unions asking to be
recognized, the Er cannot recognize any
Q: What are the 3 methods of determining the of them; the rivalry must be resolved
bargaining representative? through an election.

A:
1. Voluntary recognition
2. Certification election with or without run‐ 3. The union voluntarily recognized should
off be the majority union as indicated by the
3. Consent election fact that members of the bargaining unit
did not object to the projected
Q: What is voluntary recognition (VR)? recognition. If no objection is raised, the
recognition will proceed, the DOLE will be
A: The process by which a legitimate labor union is informed and CBA recognition will
recognized by the employer (Er) as the exclusive commence. If objection is raised, the
bargaining representative or agent in a bargaining recognition is barred and a certification
unit, reported with the Regional Office. (Sec. 1 election or consent election will have to
[bbb], Rule I, Book V, IRR) take place.

Q: What are the requirements for VR? Note: In an organized establishment, voluntary
recognition is not possible. A petition to hold a CE has
A: The notice of VR shall be accompanied by the to be filed within the freedom period which means the
original copy and 2 duplicate copies of the following last 60 days of the 5th year of the expiring CBA. The
req’ts: petition may be filed by any Legitimate Labor
Organization (LLO), but the petition must have written
1. Joint statement under oath of VR support of at least 25% of the Ees in the bargaining
unit.
2. Certificate of posting of joint statement
for 15 consecutive days in at least 2 Q: Where and when to file the petition for VR?
conspicuous places in the establishment
of the bargaining unit A: Within 30 days from such recognition, Er shall
submit a notice of VR with the Regional Office
3. Certificate of posting which issued the recognized labor union’s
certificate of registration or certificate of creation
4. Approximate number of Ees in the of a chartered local.
bargaining unit and the names of those
who supported the recognition Q: What are the effects of recording of fact of
voluntary recognition (VR)?
5. Statement that the labor union is the only
A:
LLO operating within the bargaining unit.
1. The recognized labor union shall enjoy

Note: Where the notice of voluntary recognition is
the rights, privileges and obligations of an
sufficient in form, number and substance and where existing bargaining agent of all the
there is no registered labor union operating within the employees (Ees) in the bargaining unit.
bargaining unit concerned, the Regional Office, 2. It shall also bar the filing of a petition for
certification election by any labor
130
LABOR LAW TEAM:

LABOR RELATIONS LAW
organization for a period of 1 year from Note: Some of the Ees may not want to have a union;

the date of entry of VR. hence, “no union” is one of the choices named in the
ballot. If “no union” wins, the company or the
(3)Certification Election bargaining unit remains un‐unionized for at least 12
months, the period is known as 12‐month bar. After
Q: What is certification election (CE)? that period, a petition for a CE may be filed again.
A: It is the process of determining through secret Q: Distinguish the requisites for a petition for
ballot the sole and exclusive representative of the certification election between an organized and an
Ees in an appropriate bargaining unit, for purposes unorganized establishment.
of CB or negotiation. (Sec. 1 [h], Rule I, Book V, IRR)
A:
Note: The process is called CE because it serves as the Art.256. ORGANIZED Art.257. UNORGANIZED
official, reliable and democratic basis for the BLR to Bargaining agent
determine and certify the union that shall be the Present None
exclusive bargaining representative of the Ees for the Petition filed
purpose of bargaining with the Er. Has to be a verified
No need to be verified
petition
Q: What is the nature of certification election? Freedom Period
No petition for CE except
Not applicable. No
A: A certification election is not a litigation but within 60 days before the
freedom period. Petition
merely an investigation of a non‐adversarial fact‐ expiration of the CBA.
can be filed anytime.
finding character in which BLR plays a part of a (See Art. 253 & 253‐A)
disinterested investigator seeking merely to Substantial support rule
ascertain the desire of the employees as to the Must be duly supported
No substantial support
matter of their representation. (Airline Pilots Ass’n by 25% of all the
rule.
members of the
of the Philippines v. CIR, G.R. No. L‐33705, April 15,
appropriate bargaining
1977) Why? Intention of law is
unit (ABU).
to bring in the union, to

Q: What is the purpose of a certification election? implement policy behind
Percentage base: all
Art. 211(a).
members of an ABU.
A: It is a means of determining the worker’s choice
of: Note: The approval of the PCE in an unorganized
bargaining unit is NEVER appealable, the reason being
1. Whether they want a union to represent that the law wants the ununionized to be unionized.
them for collective bargaining or if they
want no union to represent them at all. Q: Should the consent signatures of at least 25%
2. And if they choose to have a union to of the Ees in the bargaining unit be submitted
represent them, they will choose which simultaneously with the filing of the petition for
among the contending unions will be the certification election (PCE)?
sole and exclusive bargaining
representative of the employees in the A: No, the administrative rule requiring the
appropriate bargaining unit. simultaneous submission of the 25% consent
signatures upon the filing of PCE should not be
Q: What are the issues involved in a certification strictly applied to frustrate the determination of the
proceeding? legitimate representative of the workers.
Accordingly, the Court held that the mere filing of a
A: Certification proceedings directly involve two PCE within the freedom period is sufficient basis for
issues: the issuance of an order for the holding of a CE,
subject to the submission of the consent signatures
1. Proper composition and constituency of within a reasonable period from such filing. (Port
the bargaining unit; and Workers Union of the Phils. v. Laguesma, G.R. Nos.
2. The veracity of majority membership 94929‐30, Mar. 18, 1992)
claims of the competing unions so as to
identity the one union that will serve as Q: Who may file a petition for certification
the bargaining representative of the election (PCE)?
entire bargaining unit.
A:
1. Any legitimate labor organization (LLO)
131

2. A national union or federation which has by‐laws

already issued a charter certificate to its All Ees whether union or
local chapter participating in the CE Right to vote is enjoyed non‐union members who
3. A local chapter which has been issued a only by union members belong to the appropriate
charter certificate bargaining unit can vote
4. An Er only when requested to bargain The winner in a CE is an
collectively in a bargaining unit where no entity, a union, which
registered CBA exists. (Sec. 1, Rule VIII, Winners of union election becomes the
Book V, IRR as amended by D.O. 40‐F‐03) become officers and representative of the
representatives of the whole bargaining unit

union only that includes even the
Note: A national union or federation filing a petition in
members of the defeated
behalf of its local/chapter shall not be required to
unions.
disclose the names of the local/chapter’s officers and
members, but shall attach to the petition the charter
certificate it issued to its local/chapter. (Sec. 1, Rule Note: Both in CE and union election, the prescribed
VIII, Book V, IRR as amended by D.O. 40‐F‐03) procedures should be followed.

Q: May an employee intervene in the petition for Q: Can a "no‐union" win in a certification Election
(CE)?
certification election (PCE)?

A: Yes. Because the objective in a CE is to ascertain
A: Yes, for the purpose of protecting his individual
the majority representation of the bargaining
right. (Sec. 1, Rule VIII, Book V, IRR as amended by
representative, if the Ee’s desire to be represented
D.O. 40‐03)
at all by anyone. Hence, no union is one of the

choices in a CE. (2006 Bar Question)
Q: Where is PCE filed?
Alternative Answer:
A: It shall be filed with the Regional Office which
issued the petitioning union's certificate of No. A no union cannot win in a CE. The purpose of a
registration/certificate of creation of chartered CE is to select an excusive bargaining agent and a
local. (Implementing Rules, as amended by D.O. 40‐ no union vote would precisely mean that the voter
03) is not choosing any of the contending unions. If the
no‐union votes constitute a majority of the valid
Q: Who shall hear and resolve the PCE? votes cast, this fact will all the more mean that no
union won in CE. A one‐year bar will consequently
A: The Mediator‐Arbiter. stop the holding of another CE to allow the Er to
enjoy industrial peace for at least one year.
Q: When to file PCE?
Q: In what instance may a PCE be filed outside
A: The proper time to file the PCE depends on the freedom period of a current CBA?
whether the Certified Bargaining Unit has a CBA or
not: A: As a general rule, in an establishment where
there is a CBA in force and effect, a PCE may be
1. If it has no CBA, the petition may be filed filed only during the freedom period of such CBA.
anytime outside the 12‐month bar But to have that effect, the CBA should have been
(certification year). filed and registered with the DOLE. (Art. 231, 253‐A
2. If it has CBA, it can be filed only within the and 256, LC). (1997 Bar Question)
th
last 60 days of the 5 year of the CBA.
Thus, a CBA that has not been filed and registered
Note: At the expiration of the freedom period, the Er with the DOLE cannot be a bar to a CE and such
shall continue to recognize the majority status of the election can be held outside the freedom period of
incumbent bargaining agent where no PCE is filed. such CBA.

Q: Distinguish union election from certification Alternative Answer:
election.
A PCE may be filed outside the freedom period of
A: a current CBA if such CBA is a new CBA that has
UNION ELECTION CERTIFICATION ELECTION been prematurely entered into, meaning, it was
Held pursuant to the The process is ordered entered into before the expiry date of the old
union’s constitution and and supervised by DOLE CBA. The filing of the PCE shall be within the
132
LABOR LAW TEAM:

LABOR RELATIONS LAW
freedom period of the old CBA which is outside the A: Yes, it is now well‐settled that Ees who have
freedom period of the new CBA that had been been improperly laid off but who have at present
prematurely entered into. an unabandoned right to or expectation of re‐
employment, are eligible to vote in CE’s. Thus, and
Q: Are probationary employees (Ees) entitled to to repeat, if the dismissal is under question, as in
vote in a CE? Why? the case now at bar whereby a case of illegal
dismissal and/or ULP was filed, the Ee’s concerned
A: Yes, in a CE, all rank‐and‐file Ees in the could still qualify to vote in the elections. (Phil.
appropriate bargaining unit (ABU) are entitled to Fruits & Vegetables Industries v. Torres, G.R. No.
vote. This principle is clearly stated in Art. 255 of 92391, July 3, 1992)
the LC which states that the "labor organization
designated or selected by the majority of the Ees in Q: Is direct certification (DC) still allowed?
such unit shall be the exclusive representative of
the Ees in such unit for the purpose of collective A: No. Even in a case where a union has filed a
bargaining (CB)." petition for CE, the mere fact that there was no
opposition does not warrant a DC. More so in a
CB covers all aspects of the employment relation case when the required proof is not presented in an
and the resultant CBA negotiated by the certified appropriate proceeding and the basis of the DC is
union binds all Ees in the bargaining unit. Hence, all the union’s self‐serving assertion that it enjoys the
rank‐ and‐file Ees, probationary or permanent, have support of the majority of the Ees, without
a substantial interest in the selection of the subjecting such assertion to the test of competing
bargaining representative. The LC makes no claims. (Samahang Manggagawa sa Permex v.
distinction as to their employment status as basis Secretary, G.R. No. 107792, Mar. 2, 1998)
for eligibility to vote in the petition for CE. The
law refers to "all" the Ees in the bargaining unit. Q: What are the grounds for denying the PCE?
All they need to be eligible to vote is to belong
to the "bargaining unit" (Airtime Specialists, Inc. v. A:
Ferrer‐Calleja, G.R. No. 80612‐16, Dec. 29, 1989). 1. The petitioning union or federation is not
(1999 Bar Question) listed in the DOLE’s registry of legitimate
labor unions or that its registration
Q: What is direct certification? certificate legal personality has been
revoked or cancelled with finality
A: It is the process whereby the Med‐Arbiter 2. Failure of a local chapter or national
directly certifies a labor organization of an union/federation to submit a duly issued
appropriate bargaining unit (ABU) of a company charter certificate upon filing of the
after a showing that such petition is supported by petition
at least a majority of the Ees in the bargaining unit. 3. The petition was filed before or after the
FREEDOM PERIOD of a duly registered
Q: Does the failure of SAMAFIL (an independent CBA; provided that the 60‐day period
union) to prove its affiliation with NAFLU‐KMU based on the original CBA shall not be
federation affect its right to file a PCE as an affected by any amendment, extension or
independent union? renewal of the CBA; (contract bar rule)
4. The petition was filed within 1 year from
A: No, as a LLO, it has the right to file a PCE on its entry of voluntary recognition or within
own beyond question. Its failure to prove its the same period from a valid certification,
affiliation with the NAFLU‐KMU cannot affect its consent or run‐off election and no appeal
right to file said PCE as an independent union. At on the results of the certification, consent
the most, its failure will result in an ineffective or run‐off election is pending; (12‐month
affiliation with NAFLU‐KMU. Despite affiliation, the bar; certification year bar rule)
local union remains the basic unit free to serve the 5. A duly certified union has commenced
common interest of all its members and pursue its and sustained negotiations with the Er in
own interests independently of the federation. accordance with Art. 250 of the LC within
(Samahan ng mga Manggagawa sa Filsystems v. the 1‐year period. (negotiation bar rule)
SLE, G.R. No. 128067, June 5, 1998) 6. There exists a bargaining deadlock which
had been submitted to conciliation or
Q: May illegally dismissed Ees of the company arbitration or had become the subject of
participate in the certification election (CE)? a valid notice of strike or lockout to which
an incumbent or certified bargaining
agent is a party. (deadlock bar rule)
133

7. In case of an organized establishment, ng Manggagawa sa Pacific Plastic vs. Laguesma,
failure to submit the 25% support req’t G.R. No. 111245, Jan. 31, 1997) and that the law is
for the filing of the PCE. indisputably partial to the holding of a CE. (Western
8. Non‐appearance of the petitioner for 2 Agusan vs. Trajano G.R. No. 65833, May 6, 1991)
consecutive scheduled conferences
before the med‐arbiter despite due At any rate, UNIDAD completed all the req’ts for
notice, and union registration on July 14, 2001, and legitimate
9. Absence of Er‐Ee relationship between all union status was accorded on July 15, 2000, or at
the members of the petitioning union and least 10 days before the scheduled date for holding
the owner of the establishment where the CE. (2001 Bar Question)
the proposed bargaining unit is sought to
be represented. (Sec.14[a], Rule VIII, Book Q: What is meant by “contract‐bar rule”?
V, IRR, as amended by D.O. 40‐F‐03)
A: Contract‐bar rule means that while a valid and
Q: What is a prohibited ground for the registered CBA is subsisting, the BLR is not allowed
denial/suspension of the petition for certification to hold an election contesting the majority status of
election? the incumbent union except during the 60‐day
period immediately prior to its expiration, which
A: The inclusion as union members of Ees outside period is called the freedom period.
the bargaining unit. Said Ees are automatically
deemed removed from the list of membership of Note: In the absence of such timely notice or filing of
said unions. petition, the contract executed during the automatic
renewal period is a bar to CE.
Q: Does the filing of a petition to cancel the
There shall be no amendment, alteration, or
petitioner’s registration cause the suspension or
termination of any of the provisions of the CBA except
dismissal of the petition for certification election? to give notice of one party’s intention to amend, alter
and terminate the provisions within the freedom
A: No. To serve as a ground for dismissal of a PCE, period.
the legal personality of the petitioner should have
been revoked or cancelled “with finality”. Q: What are the requirements in order to invoke
the contract bar rule?
Q: UNIDAD, a labor organization claiming to
represent the majority of the rank and file A: The existing CBA must:
workers of BAGSAK Toyo Manufacturing Corp.
(BMTC), filed a petition for CE during the 1. Be in writing and signed by all contracting
freedom period obtaining in said corp. parties
Despite the opposition thereto by SIGAW 2. Contain the terms and conditions of
Federation on the ground that UNIDAD was not employment
possessed with all the attributes of a duly 3. Cover employees in an appropriate
registered union, the Med‐Arbiter issued an order bargaining unit
calling for a CE on July 25, 2001. This order was 4. Be for a reasonable period or duration
promulgated and served on the parties on July 5. Be ratified
12, 2001. On July 14, 2001, UNIDAD submitted 6. Be registered with the BLR; and
and served the required documents for its 7. The violation of the contract bar rule or
registration as an independent union, which the existence of a duly registered CBA
documents were approved by the DOLE on July 15, must be specially pleaded as a defense.
2001.
Q: What is the effect of an invalid or unregistered
During the elections, UNIDAD won over SIGAW. CBA?
SIGAW questioned UNIDAD's victory on the
ground that UNIDAD was not a duly registered A: There is no bar and therefore a certification
union when it filed the petition for a CE. Shall election may be held.
SIGAW’s case prosper or not? Why?
Note: Registration of CBA only puts into effect the
A: No, SIGAW's case will not prosper. The contract‐bar rule but the CBA itself is valid and binding
application of technicalities of procedural req’ts even if unregistered.
in CE disputes will serve no lawful objective or
purpose. It is a statutory policy that no obstacles Q: What are the exceptions to the contract bar
should be placed on the holding of a CE, (Samahang rule?
134
LABOR LAW TEAM:

LABOR RELATIONS LAW
A: bargaining which, despite noble intentions, did not
1. The CBA is unregistered conclude in an agreement between the parties.
2. The CBA is inadequate and incomplete
3. The CBA was hastily entered into Q: What is deadlock bar rule?
(Doctrine of premature extension)
4. Withdrawal of affiliation from the A: A petition for certification election (PCE) cannot
contracting union brought about by be entertained if, before the filing of the PCE, a
schism or mass disaffiliation bargaining deadlock to which an incumbent or
5. Contract where the identity of the certified bargaining agent is a party, had been
representative is in doubt. (ALU v. Ferrer submitted to conciliation or arbitration or had
Calleja, G.R. No. 85085, Nov. 6, 1989) become the subject of a valid strike or lockout.
6. CBA entered into between the Er and the
union during the pendency of a petition Q: What are the indications of a genuine
for CE (Vassar Industries Ees Union v. deadlock?
Estrella, G.R. No. L‐46562, Mar. 31, 1978)
7. CBA conducted between the Er and the A:
union is not bar to a certification election 1. The submission of the deadlock to a third
filed by another union and said CBA can party conciliator or arbitrator; and
be renegotiated at the option of the new 2. The deadlock is the subject of a valid
bargaining agent. (ATU v. Hon. Noriel, G.R. notice strike or lockout.
No. L‐48367, Jan. 16, 1979)
8. A CBA registered with falsified supporting Q: Capitol Medical Center Ees’ Association‐Alliance
documents of Filipino Workers (CMCEA‐AFW) emerged as the
9. CBA was concluded in violation of an certified representative of the rank‐and‐file Ees at
order enjoining the parties from entering Capitol Medical Center (CMC). Due to CMC’s
into a CBA until the issue of refusal to bargain collectively, CMCEA‐AFW filed a
representation is resolved notice of strike and later on staged the strike after
10. Petition is filed during the 60‐day complying with the other legal req’ts. The SLE
freedom period. assumed jurisdiction over the case and issued an
order certifying the same to the NLRC for
Note: Basic to the contract bar rule is the proposition compulsory arbitration. During all of these events
that the delay of the right to select representatives can Capitol Medical Center Alliance of Concerned
be justified only where stability is deemed paramount. employees (Ees)‐Unified Filipino Service Workers
Excepted from the contract bar rule are certain types filed a petition for CE among the regular rank‐and‐
of contracts which do not foster industrial stability, file Ees of CMC. The petition for CE was dismissed
such as contracts where the identity of the and the CMC was directed to negotiate with
representative is in doubt. Any stability derived from CMCEA‐AFW. Was the dismissal of the PCE proper?
such contracts must be subordinated to the Ees’
freedom of choice because it does not establish the A: Yes, if the law proscribes the conduct of a CE
type of industrial peace contemplated by law. when there is a bargaining deadlock submitted to
(Firestone Tire & Rubber Company Ee’s Union v. conciliation or arbitration, with more reason should
Estrella, G.R. No. L‐45513‐14, Jan. 6, 1978) it not be conducted if, despite attempts to bring an
Er to the negotiation table by the certified
Q: Can the BLR certify a union as the exclusive bargaining agent, there was "no reasonable effort
bargaining representative after showing proof of in good faith" on the Er to bargain collectively.
majority representation thru union membership
cards without conducting an election? The circumstances in this case should be considered
as similar in nature to a "bargaining deadlock"
A: No. The LC (In Arts. 256, 257 and 258) provides when no CE could be held. This is also to make sure
only for a CE as the mode for determining that no floodgates will be opened for the
the exclusive collective bargaining representative circumvention of the law by unscrupulous Ers to
if there is a question of representation in an prevent any certified bargaining agent from
appropriate bargaining unit. (1998 Bar Question) negotiating a CBA. Sec. 3, (Rule VIII), Book V of the
IRR should be interpreted liberally so as to include a
Q: When does deadlock arise?
circumstance where a CBA could not be concluded
due to the failure of one party to willingly perform
A: It arises when there is an impasse, which
its duty to bargain collectively. (Capitol Medical
presupposes reasonable effort at good faith
Center Alliance of Concerned Ees v. Laguesma, G.R.
No. 118915, Feb. 4, 1997)
135

votes will be declared the winner

Q: Should the certification election proceedings be provided they get the majority votes of
suspended in view of the pending case for the total votes cast.
cancellation of the union’s certificate of
registration? Q: Who are the choices in a run‐off election?

nd
A: No, the pendency of a cancellation case is not a A: The unions receiving the highest and 2 highest
ground for the dismissal or suspension of a number of the votes cast. (Sec.2, Rule X, Book V,
representation proceeding considering that a IRR)
registered labor organization (LO) continues to be a
legitimate one entitled to all the rights appurtenant Note: “No Union” shall not be a choice in the run‐off
thereto until a final valid order is issued cancelling election
such registration.
Once a LO attains the status of a LLO it begins to (5)Re‐run Election
possess all of the rights and privileges granted by
law to such organizations. As such rights and Q: When does Re‐run Election take place?
privileges ultimately affect areas which are
constitutionally protected, the activities in which LO, A: 1. If one choice receives a plurality of the
associations and unions are engaged directly affect vote and the remaining choices results in a
the public interest and should be zealously tie; or
protected. (Progressive Dev’t Corp. v. SLE, G.R. No. 2. If all choices received the same number
115077, April 18, 1997) of votes.

Q: What is negotiation bar rule? Note: In both instances, the no union is also a choice.

A: A PCE cannot be entertained if, before the filing (5)Consent Election
of the PCE, the duly recognized or certified union
has commenced negotiations with the Er in Q: What is a consent election?
accordance with Art. 250 of the LC.
A: An election voluntarily agreed upon by the
Q: What is certification year rule? parties, with or without the intervention by DOLE.
(Sec.1 [h], Rule I, Book V, IRR)
A: No PCE may be filed within one year from the
Note: To afford an individual employee‐voter an
date of a valid certification, consent, or run‐off
informed choice where a local/chapter is the
election or from the date of voluntary recognition. petitioning union, the local/chapter shall secure its
certificate of creation at least 5 working days before
(4)Run‐off Election the date of the consent election. (Sec.1, Rule VIII, Book
V, IRR as amended by DO 40‐F‐03)
Q: What is a run‐off election?
Q: What are the requisites before a labor union
A: An election conducted when: can be declared a winner (double majority rule)?
1. An election which provides for 3 or more A:
choices results in none of the contending 1. Majority of the eligible voters cast their
unions receiving a majority of the valid votes.
votes cast, and 2. Majority of the valid votes cast is for such
2. There are no objections or challenges union.
which if sustained can materially alter the
results, provided Q: How to determine the double majority rule?
3. The total number of votes for all the
contending unions is at least 50% of the A:
number of votes cast. (Sec. 1, Rule X, Book 1. In determining the eligible votes cast (first
V, IRR) majority) include spoiled ballots
4. Not one of the choices obtained the 2. In determining valid votes (second
majority of the valid votes cast (50%+ 1 majority), eliminate spoiled ballots but
second majority); included the challenged votes.
5. The two choices which garnered the
highest votes will be voted and the one
which garners the highest number of
136
LABOR LAW TEAM:

LABOR RELATIONS LAW
Q: A certification election was conducted among Requires petition for CE

the rank‐and‐file Ees of Holiday Inn Manila filed by a union or Er. A
Pavilion Hotel. In view of the significant number Med‐Arbiter grants the
of segregated votes, contending unions, National To determine the sole petition and an election
Union of Workers in Hotels, Restaurants and Allied and exclusive bargaining officer is designated by
agent of all the Ees in an regional director to
Industries—Manila Pavilion Hotel Chapter
appropriate bargaining supervise the election.
(NUWHRAIN‐MPHC) and Holiday Inn Manila
unit for the purpose of
Pavilion Hotel Labor Union (HIMPHLU), referred
collective bargaining. Note: Med‐Arbiter may
the case back to the Med‐Arbiter to decide which determine if there is Er‐Ee
among those votes would be opened and tallied. relationship and if the
11 votes were initially segregated because they voters are eligible.
were cast by dismissed Ees, albeit the legality of Consent Election
their dismissal was still pending before the CA. 6 To determine the issue of
other votes were segregated because the Ees who majority representation
cast them were already occupying supervisory of all the workers in the
positions at the time of the election. Still 5 other appropriate CB unit
votes were segregated on the ground that they mainly for the purpose of
were cast by probationary Ees and, pursuant to determining the Held by agreement of the
the existing CBA, such Ees cannot vote. administrator of the CBA unions with or without
NUHWHRAIN‐MPHC further avers that HIMPHLU, when the contracting the participation of the
which garnered 169 votes, should not be union suffered massive Med‐Arbiter.
immediately certified as the bargaining unit, as the disaffiliation and not for
the purpose of
opening of the 17 segregated ballots would push
determining the
the number of valid votes cast to 338, hence, the
bargaining agent for
169 votes which HIMPHLU garnered would be 1
purpose of CB.
vote short of the majority which would then Direct Certification
become 170. Med‐Arbiter directly
A LO is directly certified
certifies that a labor
Was HIMPHLU able to obtain the required as an appropriate
union is the exclusive CB
majority for it to be certified as the exclusive bargaining unit of a
representative of the Ees
bargaining agent? company upon showing
of an appropriate
that petition is supported
bargaining unit without
A: No, it is well‐settled that under the “double by at least a majority of
holding a CE, but merely
majority rule” for there to be a valid certification the Ees in the bargaining
on the basis of evidence
election, majority of the bargaining unit must have unit.
of in support of the
voted and the winning union must have garnered
union’s claim that is the
Note: Direct certification is
majority of the valid votes cast. choice of the majority of
no longer allowed.
the Ees.
Following the ruling that all the probationary Ees Run‐Off Election
votes should be deemed valid votes while that of Takes place between the
the supervisory Ees should be excluded, it follows unions who received the
that the number of valid votes cast would increase. two highest number of
Under Art. 256 of the LC, the union obtaining the votes in a CE with 3 or
majority of the valid votes cast by the eligible voters more choices, where not
shall be certified as the sole exclusive bargaining one of the unions
agent of all the workers in the appropriate obtained the majority of
bargaining unit. This majority is 50% + 1, in this case the valid votes cast,
provided the total union
at least 170. HIMPHLU obtained 169, clearly it was
votes is at least 50% of
not able to obtain a majority vote. (NUWHRAIN ‐
the votes cast.
MPHC v. SLE, G.R. No. 181531, July 31, 2009)
Re‐run Election
Takes place in 2
Q: Distinguish certification election, consent
instances:
election, direct certification, and run‐off and re‐
1. If one choice receives a
run elections. plurality of the vote
and the remaining
A: choices results in a tie;
Participation of or
Purpose
Med‐Arbiter 2. If all choices received
Certification Election the same number of
137

votes. processed by the Labor Relations Division
at the RO.
In both instances, the no
union is also a choice. 2. Federations, national unions or worker’s
association operating in more than one
Note: Petition for cancellation of registration is not a region – It is filed with the BLR of the RO,
bar to a PCE. No prejudicial question shall be but shall be processed by the BLR.
entertained in a petition for certification election.
(D.O. 40‐03) Q: What is the duty of the BLR after a LO had filed
the necessary papers and documents for
(7)Affiliation and Disaffiliation of the Local Union
registration?
from the Mother Union
A: It becomes mandatory for the BLR to check if the
Q: How is a local chapter created?
req’ts under Art. 234 of the LC have been
sedulously complied with. If its application for
A: A duly registered federation or national union
registration is vitiated by falsification and serious
may directly create a local/ chapter by issuing a
irregularities, especially those appearing on the face
charter certificate indicating the establishment of a
of the application and the supporting documents, a
local/chapter.
LO should be denied recognition as a LLO.

(Progressive Dev’t Corp.‐Pizza Hut v. Laguesma, G.R.
1. The chapter shall acquire legal personality
No. 115077, April 18, 1997)
only for purposes of filing a petition for
certification election from the date it was
Q: Within what period should the BLR act on the
issued a charter certificate
applications submitted before it?
2. The chapter shall be entitled to all other
rights and privileges of a legitimate labor A: It shall act on all applications for registration
organization (LLO) only upon the within 10m days from receipt either by:
submission of the following documents in
addition to its charter certificate: 1. Approving the application and issuing the
a. Names of the chapter’s officers, certificate of registration/acknowledging
their addresses, and the principal the notice/report; or
office of the chapter 2. Denying the application/notice for failure
b. Chapter’s constitution and by‐laws of the applicant to comply with the
c. Where the chapter’s constitution requirements for registration/notice (D.O.
and by‐laws are the same as that of 40‐03, Rule IV, Sec.4, series of 2003)
the federation or the national union,
this fact shall be indicated Note: All requisite documents shall be:
accordingly 1. Certified under oath by the secretary or
3. The genuineness and due execution of treasurer of the organization, as the case
the supporting requirements shall be: may be and
a. Certified under oath by the secretary 2. Attested to it by its President.
or treasurer of the local/chapter, and
b. Attested to by its president (Sec.2[e], Q: May the BLR review the issuance of a certificate
Rule III, Book V, IRR, as amended by of registration?
D.O. 40‐F‐03)
A: No. The BLR has the duty to review the
Note: Under the LC and the rules, the power granted application for registration not the issuance of a
to LOs to directly create a chapter or local through certificate of registration.
chartering is given to a federation or national union
only, not to a trade union center. (SMCEU v. San Q: Why is a lesser requirement imposed for a
Miguel Packaging Products Ees Union, G.R. No. chartered local?
171153, Sep. 12, 2007)
A: The intent of the law in imposing lesser req’ts in
Q: Where is the application for registration filed?
the case of branch or local of a registered
federation or national union is to encourage the
A:
affiliation of a local union in order to increase the
1. Independent labor unions, chartered
local union’s bargaining power respecting terms
locals or worker’s associations – It is filed
and conditions of labor. (Progressive Dev’t Corp v.
with the Regional Office (RO). where the
SLE, G.R. No. 96425, Feb. 4, 1992)
applicant principally operates. It shall be
138
LABOR LAW TEAM:

LABOR RELATIONS LAW
Q: What are the requirements before a federation 3. The total number of members comprising
can be issued a certificate of registration? the labor union and the names of
members who approved the affiliation;
A: The application for registration of federations 4. The certificate of affiliation issued by the
and national unions shall be accompanied by the federation in favor of the independently
following documents: registered labor union; and
5. Written notice to the employer
1. A statement indicating the name of the concerned if the affiliating union is the
applicant labor union, its principal incumbent bargaining agent. (D.O. 40‐03,
address, the name of its officers and their Rule, III, Sec. 7, series of 2003)
respective addresses;
Q: What is the effect of affiliation?
2. The minutes of the organizational
meeting(s) and the list of Ees who A: The labor union that affiliates with a federation is
participated in the said meeting(s); subject to the laws of the parent body under whose
authority the local union functions. The
3. The annual financial reports if the constitution, by‐laws and rules of the mother
applicant union has been in existence for federation, together with the charter it issues to the
1 or more years, unless it has not local union, constitutes an enforceable contract
collected any amount from the members, between them and between the members of the
in which case a statement to this effect subordinate union inter se. Thus, pursuant to the
shall be included in the application; constitution and by‐laws, the federation has the
right to investigate and expel members of the local
4. The applicant union's constitution and by‐ union. (Villar v. Inciong, G.R. No. L‐50283‐84, April
laws, minutes of its adoption or 20, 1983)
ratification, and the list of the members
who participated in it. The list of ratifying Q: May a local union disaffiliate from the
members shall be dispensed with where federation?
the constitution and by‐laws was ratified
or adopted during the organizational A:
meeting(s). In such a case, the factual GR: A labor union may disaffiliate from the
circumstances of the ratification shall be mother union to form an independent union
recorded in the minutes of the only during the 60‐day freedom period
organizational meeting(s); immediately preceding the expiration of the
CBA.
5. The resolution of affiliation of at least 10
LLOs, whether independent unions or XPN: Even before the onset of the freedom
chartered locals, each of which must be a period, disaffiliation may still be carried out, but
duly certified or recognized bargaining such disaffiliation must be effected by the
agent in the establishment where it seeks majority of the union members in the
to operate; and bargaining unit.

6. The name and addresses of the Note: This happens when there is a substantial shift in
companies where the affiliates operate allegiance on the part of the majority of the members
and the list of all the members in each of the union. In such a case, however, the CBA
company involved. (D.O. 40‐03, Rule, III, continues to bind the members of the new or
Sec. 2‐B, series of 2003) disaffiliated and independent union up to determine
the union which shall administer the CBA may be

conducted. (ANGLO‐KMU v. Samahan ng
Q: What are the requirements for affiliation?
Manggagawang Nagkakaisa sa Manila Bay Spinning

Mills at J.P. Coats, G.R. No.118562, July 5, 1996)
A: The report of affiliation of independently
registered labor unions with a federation or Q: What is the limitation to disaffiliation?
national union shall be accompanied by the
following documents: A: Disaffiliation should be in accordance with the
1. Resolution of the labor union's board of rules and procedures stated in the constitution and
directors approving the affiliation; by‐laws of the federation. A local union may
2. Minutes of the general membership disaffiliate with its mother federation provided that
meeting approving the affiliation; there is no enforceable provision in the federation’s
139

constitution preventing disaffiliation of a local CHARTERED LOCAL UNION

union. (Tropical Hut Ees Union v. Tropical Hut, G.R. Independently
Unregistered
Nos. L‐43495‐99, Jan. 20, 1990) Registered
How to affiliate?
Note: A prohibition to disaffiliate in the Federation’s By application of with the
constitution and by‐laws is valid because it is intended federation for the
By signing contract of
for its own protection. issuance of a charter
affiliation
certificate to be
Q: What is the effect of cancellation of registration submitted to the BLR
of a federation or a national union? Effect of Disaffiliation to the union (local)
Would cease to be LLO
A: Would not affect its being and would no longer
GR: It shall operate to divest its locals/chapters a LLO and therefore it have the legal personality
of their status as LLO. would continue to have and the rights and
legal personality and to privileges granted by law
XPN: Locals/chapters retain status as LLO if posses all rights and to LLO, unless the local
they arecovered by a duly registered CBA. privileges of LLO. chapter is covered by its
duly registered CBA.
Note Locals or chapters who retained status as LLO Effect of Disaffiliation to the CBA
shall be allowed to register as independent unions. If The CBA would continue
An existing CBA would
they fail to register, they shall lose their legitimate to be valid. The local
continue to be valid as
status upon the expiration of the CBA. chapter will not lose its
the LO can continue
personality, unless it
administering then CBA.
Q: PSEA is a local union in Skylander company registers a new.
which is affiliated with PAFLU. PSEA won the Entitlement to union dues after Disaffiliation
certification election among the rank and file Ees Union dues may no
of the Skylander company but its rival union PSEA‐ LO entitled to the union longer be collected as
WATU protested the results. Pending the dues and not the there would no longer be
resolution of such controversy, PSEA disaffiliated federation from which any labor union that is
with PAFLU and hence affiliated with NCW which the LO disaffiliated. allowed to collect such
was supported by its members. May a local union union dues from the Ees.
disaffiliate with its mother federation pending the
settlement of the status as the sole and exclusive
bargaining agent? Q: What is the form of the decision of the denial of
application for registration?
A: Yes. The pendency of an election protest does
not bar the valid disaffiliation of the local union A: It shall be:
which was supported by the majority of its 1. In writing
members. 2. Stating in clear terms the reason for the
decision
The right of a local union to disaffiliate with the 3. Applicant union must be furnished a copy
federation in the absence of any stipulation in the of said decision.
constitution and by‐laws of the federation
prohibiting disaffiliation is well settled. Local Q: Is the denial of registration appealable?
unions remain as the basic unit of association, free
to serve their own interest subject to the restraints A: Yes.
imposed by the constitution and by‐laws of national 1. Decisions of the Regional Office shall be
federation and are free to renounce such affiliation appealable to the BLR and CA.
upon the terms and conditions laid down in the 2. The BLR’s decisions on cases appealed
agreement which brought such affiliation to from Regional Director are final and not
existence. In the case at bar, no prohibition existed appealable to the SLE.
under the constitution and by‐laws of the 3. Decisions of the BLR denying the
federation. Hence, the union may freely disaffiliate registration of a LO (federation or
with the federation. (Philippine Skylanders v. NLRC, national union) is appealable to the SLE
G.R. No. 127374, Jan. 31, 2002) within 10 days from receipt of the
decision, on grounds of:
Q: Distinguish between an independently a. Grave abuse of discretion; or
registered and unregistered chartered local union. b. Gross incompetence.
4. Decision of SLE appealable to CA.
A:
140
LABOR LAW TEAM:

LABOR RELATIONS LAW
Q: How is appeal taken with regard to denial or a. Failure to comply with any of the
cancellation of registration? req’ts under Art. 234, 237 and 238 of
the LC.
A: b. Violation of any provision under Art.
DENIAL OR CANCELLATION OF REGISTRATION 239, LC.
By Regional office By BLR
Transmit records within 24 hours 2. For federations, national or industry
from receipt of the Memo of Appeal unions, trade union centers – Only
BLR will decide on the members of the labor organization (LO)
SLE decides on the matter
matter within 20 days concerned may file if the grounds are
within 20 days from
from receipt of the actions involving violations of Art. 241,
receipt of records
records subject to the 30% rule.
Appeal to CA via Rule 65
Q: What is the effect of cancellation of registration
Note: Appeal is by memo of appeal within 10 days
if the cancellation is made in the course of the
from receipt of notice.
proceedings?
Q: Who cancels the certificate of registration?
A: Where a labor union is a party in a proceeding
and later it loses its registration permit in the
A: The certificate of registration of any LLO,
course or during the pendency of the case, such
whether national or local, may be cancelled by the
union may continue as party without need of
BLR, after due hearing, only on the grounds
substitution of parties, subject however to the
specified in Art. 239. (as amended by R.A. 9481)
understanding that whatever decision may be
Q: What is the effect of a petition for cancellation rendered will be binding only upon those members
or of union registration? of the union who have not signified their desire to
withdraw from the case before its trial and decision
A: It shall not suspend the proceedings for on the merits.
certification election (CE) nor shall it prevent the
filing of CE. Note: Rationale: Principle of agency is applied – the
Ees are the principals, and the LO is merely an agent of
the former, consequently, the cancellation of the
In case of cancellation, nothing herein shall restrict
union’s registration would not deprive the consenting
the right of the union to seek just and equitable
member‐Ees of their right to continue the case as they
remedies in the appropriate courts.
are considered as the principals.
Q: Where is a petition for cancellation of
Q: What are the grounds for cancellation of union
registration or application for voluntary
registration?
dissolution filed?

A:
A:
1. Misrepresentation, false statement or
1. For legitimate independent labor unions,
fraud in connection with the:
local/chapter and worker’s association –
a. Adoption or application of the
It shall be filed with the Regional Office
constitution and by‐laws or
which issued its certificate of registration
amendments thereto
or creation.
b. Minutes of ratification and
2. For federations, national or industry and
c. List of members who took part in the
trade union centers – It shall be filed with
ratification;
the BLR. (Sec. 1, Rule XIV, Book V, IRR as
d. Election of officers
amended by D.O. 40‐F‐03)
e. Minutes of the election of officers

and
Q: Who may file a petition for cancellation of
f. List of voters (Art. 239 as amended)
registration?

A: 2. Voluntary dissolution by the members.
1. For legitimate individual labor union, (as amended by R.A. 9481)
chartered local and worker’s association –
Note: A pronouncement as to the legality of the strike
Any party‐in‐interest may file a petition
is not within the meaning of Art. 239 of the LC.
for cancellation of registration if the

ground is:
141

Q: What are the prohibited grounds for Rule V, Book V, IRR, as amended by D.O.
cancellation of union registration? 40‐F‐03)
A:
1. The inclusion as union member of Ees who Note: Failure to submit reportorial requirements is no
are outside the bargaining unit shall not longer a ground for cancellation but shall subject the
be a ground to cancel the union erring officers or members to suspension, expulsion
registration. The ineligible Ees are from membership, or any appropriate penalty (Art.
automatically deemd removed from the 242‐A, as inserted by R.A. 9481).
list of membership of the union as.(Art.
245‐A as amended by RA 9481) Q: What is the successor‐ in‐interest doctrine?
2. The affiliation of the rank‐and‐file and
A:
supervisory unions operating within the
GR: It is when an Er with an existing CBA is
same establishment to the same
succeeded by another Er, the successor‐in‐
federation or national union shall not be a
interest who is the buyer in good faith has no
ground to cancel registration of either
liability to the Ees in continuing employment
union. (Sec. 6, Rule XIV, Book V, as
and the bargaining agreement because these
inserted by D.O. 40‐F‐03)
contracts are in personam.

Q: How is voluntary cancellation of registration
XPNs:
made?
1. When the successor‐in‐interest expressly

assumes an obligation;
A: Registration may be cancelled by the
2. The sale is a device to circumvent the
organization itself provided:
obligation; or

3. The sale or transfer is made in bad faith.
1. At least ⅔ of its general membership

votes to dissolve the organization, in a
(a)Substitutionary Doctrine
meeting duly called for that purpose; and
Q: What is the substitutionary doctrine?
2. An application to cancel registration is
thereafter submitted by the board of the A: It is where there occurs a shift in the Ees union
organization, attested by its president. allegiance after the execution of a collective
bargaining (CB) contract with the Er, the Ees can
Q: What are the “reportorial requirements” change their agent (labor union) but the CB
required to be submitted by a legitimate labor contract which is still subsisting continues to bind
organization (LLO) ? the Ees up to its expiration date. They may
however, bargain for the shortening of said
A: The following documents are required to be expiration date.
submitted to BLR by the LLO concerned:
Note: The Er cannot revoke the validly executed CB
1. Within 30 days from adoption or contract with their Er by the simple expedient of
ratification of the constitution and by changing their bargaining agent. The new agent must
laws (CBL) or amendments thereto: respect the contract. (Benguet Consolidated Inc. v. BCI
a. CBL or amendments thereto Ees and Worker’s Union‐PAFLU, G.R. No. L‐24711, April
b. Minutes of ratification 30, 1968)
c. List of members who took part in the
ratification of the constitution and It cannot be invoked to support the contention that a
by‐laws; newly certified CB agent automatically assumes all the
2. Within 30 days from date of election or personal undertakings of the former agent‐like the “no
appointment: strike clause” in the CBA executed by the latter.
a. List of elected and appointed officers
(8)Union Dues and Special Assessments
and agents entrusted with the

handing of union funds
(a) Union Dues
b. Minutes of election of officers

c. List of voters
Q: What are union dues?
3. Annual financial report within 30 days

after the close of every fiscal year
A: These are regular monthly contributions paid by
4. List of members at least once a year or
the members to the union in exchange for the
whenever required by the Bureau. (Sec. 1,
142
LABOR LAW TEAM:

LABOR RELATIONS LAW
benefits given to them by the CBA and to finance Q: What are the requisites for a valid levy of
the activities of the union in representing the union. special assessment or extraordinary fees?
Q: What is check‐off?
A:
A: It is a method of deducting from an Ee’s pay at a 1. Authorization by a written resolution of
prescribed period, the amounts due the union for the majority of all members at the general
fees, fines and assessments. membership meeting duly called for that
purpose;
Deductions for union service fees are authorized by 2. Secretary’s record of the minutes of the
law and do not require individual check‐off meeting, which must include the:
authorizations. a. List of members present
b. Votes cast
Q: What is the nature and purpose of check‐off? c. Purpose of the special assessments
d. Recipient of such assessments;
A: Union dues are the lifeblood of the union.
3. Individual written authorization to check‐
off duly signed by the Ee concerned – to
All unions are authorized to collect reasonable
levy such assessments.
membership fees, union dues, assessments and

fines and other contributions for labor education
Q: What is the effect of failure to strictly comply
and research, mutual death and hospitalization
the requirements set by law?
benefits, welfare fund, strike fund and credit and

cooperative undertakings.(Art. 277[a])
A: It shall invalidate the questioned special
Q: What are the requisites of a valid check‐off? assessments. Substantial compliance of the
requirements is not enough in view of the fact that
A: the special assessment will diminish the
GR: No special assessments, atty’s fees, compensation of union members. (Palacol v. Ferrer‐
negotiation fees or any other extraordinary fees Calleja, G.R. No. 85333, Feb. 26, 1990)
may be checked off from any amount due to an
employee (Ee) without individual written Q: Who has jurisdiction over check‐off disputes?
authorization duly signed by the Ee.
A: Being an intra‐union dispute, the Regional
The authorization should specifically state the: Director of DOLE has jurisdiction over check off
1. Amount disputes.
2. Purpose &
Q: Distinguish check‐off from special assessments.
3. Beneficiary of the deduction.

A:
XPNs:
Check‐off Special Assessment
1. For mandatory activities under the LC
How approved
2. For agency fees
(Union Dues)
3. When non‐members of the union avail of By obtaining the individual By written resolution
the benefits of the CBA: written authorization duly approved by majority of
a. Non‐members may be assessed signed by the Ee which all the members at the
union dues equivalent to that paid by must specify: meeting called for that
union members; 1. Amount purpose.
b. Only by board resolution approved 2. Purpose
by majority of the members in 3. Beneficiary
general meeting called for the Exception to such requirement
purpose.

(b) Special Assessments

Q: What are special assessments or extraordinary
fees?
A: These are assessments for any purpose or object
other than those expressly provided by the labor
organization’s constitution and by‐laws.
143

(Agency fees) Union Dues Agency Fee

Not necessary when: Is deducted from non‐
1. For mandatory activities Is deducted from members of the
under the LC members for the bargaining agent (union)
2. For agency fees payment of union dues for the enjoyment of the
3. When non‐members of benefits under the CBA.
the union avail of the May not be deducted
benefits of the CBA: May be deducted from
from the salaries of the
a. Said non‐members No exception; written the salary of the Ees
union members without
may be assessed resolution is mandatory without their written
the written consent of
union dues equivalent in all instances. consent.
the workers affected.
to that paid by union
members;
b. Only by Board 2.RIGHT TO COLLECTIVE BARGAINING
resolution approved
by majority of the Q: What is collective bargaining (CB)?
members in general
meeting called for the A:
purpose
1. It is the process of negotiation by an
organization or group of workmen, in
Q: Are Ees who are members of another union behalf of its members, with the employer
considered free riders? (Er), concerning wages, hours of work,
and other terms and conditions of
A: No. When the union bids to become the
employment and
bargaining agent, it voluntarily assumes the

responsibility of representing all the Ees.
2. The settlement of disputes by negotiation

between an Er and the representative of
(9)Agency Fees
his employees (Ee)

Q: What is an agency fee?
3. It is the obligation to meet and convene

promptly and expeditiously in good faith
A: It is an amount equivalent to union dues, which a
for the purpose of negotiating an
non‐union member pays to the union because he
agreement with respect to wages, hours
benefits from the CBA negotiated by the union.
of work and all other terms and
conditions of employment including
Note: Agency fee cannot be imposed on Ees already in
the service and are members of another union. If a proposals for adjusting any grievances or
closed shop agreement cannot be applied to them, questions arising under such agreement
neither may an agency fee, as a lesser form of union and executing a contract incorporating
security, be imposed to them. Payment by non‐union such agreements if requested by either
members of agency fees does not amount to an unjust party but such does not compel any party
enrichment basically the purpose of such dues is to to agree to a proposal or to make any
avoid discrimination between union and non‐union concession. (Art. 252, LC)
members.
Note:
Q: What are the requisites for assessment of Agency GR: No court or administrative agency or official
fees (Art. 248 [e], LC)? shall have the power to set or fix wages, rates of
pay, hours of work, or other terms and conditions
A: of employment
1. The employee is part of the bargaining unit
2. He is not a member of the union XPNs: As otherwise provided under the LC:
3. He partook of the benefits of the CBA
1. National Wages and Productivity
Note: The individual authorization required under Art. Commission and RTWPB as to wage fixing.
242, par. O of the LC shall not apply to the non‐ (Art. 99 and 122, LC)
members of the recognized collective bargaining 2. NCMB and NLRC as to wage distortion.
agent. (Art. 124, LC)
3. SLE and President of the Philippines as to
Q: Distinguish union dues from agency fees. certification and assumption of powers
over labor disputes. (Art. 236[g], LC)
A:
144
LABOR LAW TEAM:

LABOR RELATIONS LAW
Q: What is the purpose behind this rule? Note: The certification of the CBA by the BLR is not
required to make such contract valid. Once it is duly
A: It is to encourage a truly democratic method of entered into and signed by the parties, a CBA becomes
regulating the relations between the employers and effective as between the parties whether or not it has
employees by means of agreements freely entered been certified by the BLR. (Liberty Flour Mills Ee’s
into through CB. Association v. Liberty Flour Mills, G.R. Nos. 58768‐70,
Dec. 29, 1989)

Q: Who are the parties to a CB?
Q: What is a zipper clause?

A:
A: It is a stipulation in a CBA indicating that issues
1. Employer
that could have been negotiated upon but not
2. Employees, represented by the exclusive
contained in the CBA cannot be raised for
bargaining agent
negotiation when the CBA is already in effect.

Q: What are the jurisdictional preconditions in
A CBA is not an ordinary contract but one impressed
collective bargaining?
with public interest, only provisions embodied in the
CBA should be so interpreted and complied with.
A: Where a proposal raised by a contracting party does
1. Possession of the status of majority not find print in the CBA, it is not a part thereof and
representation of the employees the proponent has no claim whatsoever to its
representative in accordance with any of implementation. (SMTFM‐UWP v. NLRC , G.R. No.
the means of selection or designation 113856, Sept. 7, 1998)
provided for the Labor Code
2. Proof of majority representation Q: When shall bargaining commence?
3. A demand to bargain under Art. 250 (a) of
the LC. (Kiok Loy v. NLRC, G.R. No. L‐ A: It commences within 12 months after the
54334, Jan.22, 1986) determination and certification of the Ees exclusive
bargaining representative. (certification year)
a.Duty to Bargain Collectively
Q: What is the procedure in CB?
Q: When does the duty of the employer (Er) to
bargain collectively arise? A: When a party desires to negotiate an agreement:

A: Only after the union requests the Er to bargain. If 1. It shall serve a written notice upon the
there is no demand, the Er cannot be in default. other party with a statement of proposals
2. Reply by the other party shall be made
Note: Where a majority representative has been within 10 days with counter proposals
designated, it is an ULP for the Er, as a refusal to 3. In case of differences, either party may
collectively bargain, to deal and negotiate with the request for a conference which must be
minority representative to the exclusion of the held within 10 calendar days from receipt
majority representative. of request

4. If not settled, NCMB may intervene and
Where there is a legitimate representation issue, there
encourage the parties to submit the
is no duty to bargain collectively on the part of the Er
(Lakas ng mga Manggagawang Makabayan v. Marcelo
dispute to a voluntary arbitrator
Enterprises, G.R. No. L‐38258, Nov. 19, 1982) 5. If not resolved, the parties may resort to
any other lawful means (either to settle
Q: What is a collective bargaining agreement the dispute or submit it to a voluntary
(CBA)? arbitrator).

A: It is a contract executed upon request of either Note: During the conciliation proceeding in the NCMB,
the parties are prohibited from doing any act which
the Er or the exclusive bargaining representative of
may disrupt or impede the early settlement of
the Ees incorporating the agreement reached after
disputes. (Art.250[d], LC)
negotiations with respect to wages, hours of work,

terms and conditions of employment, including
Q: What are the stages in CB?
proposals for adjusting any grievance or questions

under the agreement.
A:

145

1. Preliminary process: Sending a written 2. Parties cannot stipulate terms and

notice for negotiation which must be conditions of employment which are
clear and unequivocal below the minimum req’ts prescribed by
2. Negotiation process. law.
3. Execution process: The signing of the
agreement Q: May either party bargain to an impasse?
4. Publication for at least 5 days before
ratification A: It depends:
5. Ratification by the majority of all the
workers in the bargaining unit 1. Where the subject of a dispute is a
represented in the negotiation (not mandatory bargaining subject, either
necessary in case of arbitral award) party may bargain to an impasse as long
6. Registration process. as he bargains in GF.
7. Administration process: The CBA shall be
jointly administered by the management 2. Where the subject is non‐mandatory, a
and the bargaining agent for a period of 5 party may not insist in bargaining to the
years. point of impasse. His instance may be
8. Interpretation and Application process. construed as evasion of duty to bargain.

Q: Does a petition for cancellation of a union’s Q: What is the test of bargaining in bad faith?
certificate of registration involve a prejudicial
question that should first be settled before parties A: There is no perfect test of good faith (GF) in
could be required to collectively bargain? bargaining. The GF or BF is an inference to be
drawn from the facts and is largely a matter for the
A: No. A pending cancellation proceeding is not a NLRC’s expertise. The charge of BF should be raised
bar to set mechanics for collective bargaining (CB). while the bargaining is in progress.
If a certification election may still be held even if a
petition for cancellation of a union’s registration is Note: With the execution of the CBA, BF can no longer
pending, more so that the CB process may proceed. be imputed upon any of the parties thereto. All
The majority status of the union is not affected by provisions in the CBA are supposed to have been
the cancellation proceedings. (Capitol Medical jointly and voluntarily incorporated therein by the
Center v. Trajano, G.R. No. 155690, June 30, 2005) parties. This is not a case where private respondent
exhibited an indifferent attitude towards CB because
Q: What is the duty to bargain collectively when the negotiations were not the unilateral activity of
there is no CBA? petitioner union. The CBA is good enough that private
respondent exerted “reasonable effort of GF
A: It is the performance of a mutual obligation: bargaining.” (Samahang Manggagawa sa Top Form
Manufacturing‐United Workers of the Phils v. NLRC,
G.R. No. 113856, Sept. 7, 1998)
1. To meet and convene promptly and
expeditiously in good faith (GF)
2. For the purpose of negotiating an Q: Does an Er’s steadfast insistence to exclude a
agreement with respect to wages, hours particular substantive provision in the
of work and all other terms and negotiations for a CBA constitute refusal to
conditions of employment bargain or bargaining in BF?
3. Including proposals for adjusting any
grievances or questions arising under A: No. This is no different from a bargaining
such agreement; and representative’s perseverance to include one that
4. To execute a contract incorporating such they deem of absolute necessity. Indeed, an
agreements if requested by either party. adamant insistence on a bargaining position to the
(Art. 252) point where the negotiations reach an impasse
does not establish bad faith. Obviously, the purpose
Q: What are the limitations to the duty to bargain of CB is the reaching of an agreement resulting in a
collectively? contract binding on the parties; but the failure to
reach an agreement after negotiations have
A: continued for a reasonable period does not
1. Such duty does not compel any party to establish a lack of good faith. The statutes invite
agree to a proposal or to make any and contemplate a collective bargaining contract,
concession. but they do not compel one. The duty to bargain
does not include the obligation to reach an
146
LABOR LAW TEAM:

LABOR RELATIONS LAW
agreement. While the law makes it an obligation of the existing agreement during the 60‐
for the Er and the Ees to bargain collectively with day period and/or until a new agreement
each other, such compulsion does not include the is reached by the parties. (Art. 253, LC)
commitment to precipitately accept or agree to the
proposals of the other. All it contemplates is that Q: What is the automatic renewal clause of CBAs?
both parties should approach the negotiation with
an open mind and make reasonable effort to reach A: Although a CBA has expired, it continues to have
a common ground of agreement. (Union of Filipro legal effects as between the parties until a new CBA
Ees v. Nestle Phils., G.R. Nos. 158930‐31, Mar. 3, has been entered into (Pier & Arrastre Stevedoring
2008) Services, Inc. v. Confessor, G.R. No. 110854,
February 13, 1995). This is so because the law
Q: What is a deadlock? makes it a duty of the parties to keep the status
quo and to continue in full effect the terms and
A: It is synonymous with impasse or a standstill conditions of the existing agreement until a new
which presupposes reasonable effort at GF agreement is reached by the parties. (Art. 253, LC).
bargaining but despite noble intentions does not (2008 Bar Question)
conclude an agreement between the parties.
Q: What may be done during the 60‐day freedom
Q: In case of deadlock in the renegotiation of the period?
CBA, what are the actions that may be taken by
the parties? A:
1. A labor union may disaffiliate from the
A: The parties may: mother union to form a local or
independent union only during the 60‐day
1. Call upon the NCMB to intervene for the freedom period immediately preceding
purpose of conducting conciliation or the expiration of the CBA.
preventive mediation; 2. Either party can serve a written notice to
2. Refer the matter for voluntary arbitration terminate or modify agreement at least
or compulsory arbitration; 60‐days prior to its expiration period.
3. Declare a strike or lockout upon 3. A petition for certification election may
compliance with the legal req’ts (This be filed.
remedy is a remedy of last resort).
Q: When to file CBA?
Q: May economic exigencies justify refusal to
bargain? A: Within 30 days from execution of CBA.

A: No. An employer is not guilty of refusal to Q: What are the requirements for registration?
bargain by adamantly rejecting the union’s
economic demands where he is operating at a loss, A: The application for CBA registration shall be
on a low profit margin, or in a depressed industry, accompanied by the original and 2 duplicate copies
as long as he continues to negotiate. But financial of the following req’ts:
hardship constitutes no excuse for refusing to
bargain collectively. 1. CBA
2. A statement that the CBA was posted in
Q: What is the duty to bargain collectively when at least 2 conspicuous places in the
there is a CBA? establishment concerned for at least 5
days before its ratification
A: 3. Statement that the CBA was ratified by
1. When there is a CBA the duty to bargain the majority of the Ees in the bargaining
collectively shall also mean that neither unit.
party shall terminate nor modify such
agreement during its lifetime. Note: The following documents must be certified
2. Either party can serve a written notice to under oath by the representative of the Er and the
terminate or modify the agreement at labor union. No other document shall be required in
least 60 days prior to its expiration date. the registration of the CBA.
3. It shall be the duty of both parties to keep
the status quo and to continue in full Q: What is a single enterprise bargaining?
force and effect the terms and conditions
147

A: It involves negotiation between one certified

labor union and one Er. Any voluntarily recognized 3. Those not made within 6 months, the
or certified labor union may demand negotiations parties may agree to the date of
with its Er for terms and conditions of work retroaction.
covering Ee’s in the bargaining unit concerned.
Note: This rule applies only if there is an existing
Q: What is a multi‐Er bargaining scheme? agreement. If there is no existing agreement, there is
no retroactive effect because the date agreed upon
A: It involves negotiation between and among shall be the start of the period of agreement.
several certified labor unions and Ers.
Art. 253‐A on retroactivity does not apply if the
Q: What is the duration of a CBA? provisions were imposed by the SLE by virtue of
arbitration. It applies only if the agreement was

voluntarily made by the parties.
A:

1. With respect to the representation aspect
Q: May the economic provisions of an existing CBA
(refers to the identity and majority status
be extended beyond the 3 year period as
of the union that negotiated the CBA as
prescribed by law in the absence of a new
the exclusive bargaining representative):
agreement?
5 years
2. With respect to all other provisions (refers A: Yes. Under the principle of hold over, until a new
to the rest of the CBA, economic as well CBA has been executed by and between the parties,
as non‐economic provisions other than they are duty bound to keep the status quo and
representational provisions): 3 years after must continue in full force and effect the terms and
the execution of the CBA
conditions of the existing agreement. The law does
not provide for any exception or qualification as to
Q: What are the economic provisions of a CBA? which of the economic provisions of the existing
agreement are to retain force and effect.
A: Therefore, it must be encompassing all the terms
1. Wages and condition in the said agreement. (New Pacific
2. Family planning Timber v. NLRC, G.R. No. 124224, Mar. 17, 2000)
3. Effectivity of the agreement
4. Other terms and conditions of Q: Mindanao Terminal Company and respondent
employment union has an existing CBA which was about to
expire. Thus, negotiations were held regarding
Q: What are the non‐economic provisions of a certain provisions of the CBA which resulted in a
CBA? deadlock. Thus the union filed a notice of strike.
During the conference called by the NCMB the
A: company and the union were able to agree on all
1. Coverage of the bargaining unit of the provisions of the CBA except for one.
2. Union security clauses However, the last unresolved provision was
3. Management prerogatives and/or subsequently settled but no CBA was signed.
rights/responsibilities of employees Hence, in the records of the Mediation Arbiter, all
4. Grievance machinery and voluntary issues were settled before the lapse of the 6
arbitration month period after the expiration of the old CBA.
5. No strike – no lock out provision Does the signing of the CBA determine the date it
was entered into within the 6 month period?
Q: What is the effectivity and retroactivity date of
other economic provisions of the CBA? A: No. The signing of the CBA does not determine
whether the agreement was entered into within the
A: 6 month period from the date of expiration of the
1. If the CBA is the very first for the old CBA. In the present case, there was already a
bargaining unit, the parties have to decide meeting of the minds between the company and
the CBA effectivity date. the union prior to the end of the 6 month period
after the expiration of the old CBA. Hence, such
2. Those made within 6 months after date of meeting of the mind is sufficient to conclude that
expiry of the CBA are subject to an agreement has been reached within the 6 month
automatic retroaction to the day period as provided under Art. 253‐A of the LC.
immediately following the date of expiry.
148
LABOR LAW TEAM:

LABOR RELATIONS LAW
(Mindanao Terminal and Brokerage Services Inc., v. Q: Does the agreement violate the 5 year

Confessor, G.R. No. 111809, May 5, 1997) representation limit as provided under Art. 253‐A
of the LC?
Q: When is the effectivity of a CBA arbitral award
concluded beyond 6 months from the expiration of A: No. For under the said article, the representation
the old CBA? limit of the exclusive bargaining agent applies only
when there is an existing CBA in full force and
A: The CBA arbitral awards granted 6 months from effect. In this case, the parties agreed to suspend
the expiration of the last CBA shall retroact to such the CBA and put in abeyance the limit on
time agreed upon by both the Er and the union. representation. (Rivera v. Espiritu, G.R. No. 135547,
Absent such agreement as to retroactivity, the Jan. 23, 2002)
award shall retroact to the 1st day after the 6 month
period following the expiration of the last day of b.Mandatory provisions of the CBA
the CBA should there be one. In the absence of a
CBA, the SLE’s determination of the date of Q: What are the mandatory provisions of the CBA?
retroactivity as part of his discretionary powers
over arbitral award shall control. (Manila Electric A:
Company v. Quisumbing, G.R. No. 127598, Feb. 22 1. Grievance machinery
and Aug. 1, 2000) 2. Voluntary arbitration
3. Wages
Q: PAL was suffering from a worsened financial 4. Hours of work
condition resulting to a retrenchment which 5. Family planning
downsized its labor force by more than 1/3 6. Rates of pay
thereby affecting numerous union members. 7. Mutual observance clause
Hence, the union went on strike. The PAL offered
that shares of stock be transferred to its Ees but Note: In addition, the BLR requires the CBA should
the union refused. Thus, PAL claimed it has no include a clear statement of the terms of the CBA.
alternative left but to close. Hence, the union Er’s duty to bargain is limited to mandatory bargaining
PALEA offered that the CBA be suspended for 10 subjects; as to other matters, he is free to bargain or
years and to waive some of the economic benefits not.
in the CBA provided they remain the certified
bargaining agent. PAL agreed and resumed Q: How are cases arising from the
operations. Is the agreement to suspend the CBA Interpretation or implementation of CBAs
for 10 years abdicated the worker’s right to handled and disposed?
bargain?
A: They are disposed through the grievance
A: No. The primary purpose of a CBA is to stabilize machinery and if not resolved by the grievance
labor‐management relations in order to create a machinery, through voluntary arbitration. (1995 Bar
climate of a sound and stable industrial peace. The Question)
assailed agreement was the result of the voluntary
CB negotiations undertaken in the light of severe Q: What is grievance?
financial situation faced by PAL.
A: It is any question by either the employer or the
Q: Is the agreement in conflict with Art. 253‐A of union regarding the interpretation or
the LC? implementation of any provision of the CBA or
interpretation or enforcement of company
A: No. There is no conflict between the agreement personnel policies. (Sec.1 [u], Rule I, Book V, IRR)
and Art. 253‐A of the LC for the latter has a 2‐fold
purpose namely: a) to promote industrial stability Q: What provisions must the parties include in a
and predictability and b) to assign specific time CBA?
tables wherein negotiations become a matter of
right and requirement. In so far as the first A:
purpose, the agreement satisfies the first purpose. 1. Provisions that will ensure the mutual
As regard the second purpose, nothing in Art. 253‐A observance of its terms and conditions.
prohibits the parties from waiving or suspending 2. A machinery for adjustment and
the mandatory timetables and agreeing on the resolution of grievances arising from the:
remedies to enforce the same. a. Interpretation/implementation of
the CBA and
149

b. Interpretation/ enforcement of days from receipt, VA/panel designated in

company personnel policies. (Art. the CBA shall commence arbitration
260, par. 1). proceedings
2. If the CBA does not designate or if the
(1)Grievance Procedure parties failed to name the VA/panel, the
regional branch of NCMB appoints
Q: What is grievance machinery? VA/panel

A: It refers to the mechanism for the adjustment (2)Voluntary Arbitration
and resolution of grievances arising from the
interpretation or enforcement of company Q: What is voluntary arbitration?
personnel policies. It is part of the continuing
process of collective bargaining (CB). A: It refers to the mode of settling labor
management disputes by which the parties select a
Note: It is a must provision in any CBA and no competent, trained and impartial third person who
collective agreement can be registered in the absence shall decide on the merits of the case and whose
of such procedure. decision is final and executory. (Sec.1 [d], Rule II,
NCMB Revised Procedural Guidelines in the Conduct
Q: How is grievance machinery established? of Voluntary Arbitration Proceedings, Oct. 15, 2004)

A: Q: What is the difference between compulsory
1. Agreement by the parties and voluntary arbitration?
2. A grievance committee – composed of at
least 2 representatives each from the A: Compulsory arbitration is a system whereby the
members of the bargaining unit and the parties to a dispute are compelled by the
employer, unless otherwise agreed upon government to forego their right to strike and are
by the parties – shall be created within 10 compelled to accept the resolution of their dispute
days from the signing of CBA rd
through arbitration by a 3 party. The essence of
arbitration remains since a resolution of a dispute is
Note: Although Art. 260 of the Labor Code mentions arrived at by resort to a disinterested third party
“parties to a CBA”, it does not mean that a grievance whose decision is final and binding on the parties,
machinery cannot be set up in a CBA‐less enterprise. In but in compulsory arbitration, such a third party is
any workplace where grievance can arise, a grievance normally appointed by the government.
machinery can be established.

Under voluntary arbitration, on the other hand,
Q: What is grievance procedure?
referral of a dispute by the parties is made,

pursuant to a voluntary arbitration clause in their
A: It refers to the internal rules of procedure
collective agreement, to an impartial third person
established by the parties in their CBA which usually
for a final and binding resolution. Ideally,
consists of successive steps starting at the level of
arbitration awards are supposed to be complied
the complainant and his immediate supervisor and
with by both parties without delay, such that once
ending, when necessary, at the level of the top
an award has been rendered by an arbitrator,
union and company officials and with voluntary
nothing is left to be done by both parties but to
arbitration as the terminal step.
comply with the same. After all, they are presumed

to have freely chosen arbitration as the mode of
Q: What will happen to grievances submitted to
settlement for that particular dispute. Pursuant
the grievance machinery which are not settled
thereto, they have chosen a mutually acceptable
within 7 calendar days from the date of their
arbitrator who shall hear and decide their case.
submission?
Above all, they have mutually agreed to be bound

by said arbitrator's decision. (Luzon Dev’t Bank v.
A: They shall automatically be referred to voluntary
Ass’n of Luzon Dev’t Bank Ees, G.R. No. 120319, Oct.
arbitration prescribed in the CBA. (Art. 260, par.2,
6, 1995)
Labor Code)

Q: What is the basis for voluntary arbitration and
Either party may serve notice upon the other of its
its rationale?
decision to submit the issue to voluntary arbitration

(VA):
A: The State shall promote the principle of shared
1. If the party upon whom such notice is
responsibility between workers and employers and
served fails/refuses to respond within 7
150
LABOR LAW TEAM:

LABOR RELATIONS LAW
the preferential use of voluntary modes in settling

disputes, including conciliation, and shall enforce A:
their mutual compliance therewith to foster 1. Failure to meet and convene
industrial peace (Sec. 3, Art. XIII, 1987 Constitution). 2. Evading the mandatory subjects of
bargaining.
(3)No Strike‐No Lockout Clause 3. Bad faith in bargaining (boulwarism),
including failure to execute the CBA if
Q: When does the No Strike‐No Lockout clause in requested
the CBA apply? 4. Gross violation of the CBA
5. Surface Bargaining
A: The “no strike‐no lockout” clause in the CBA 6. Blue sky bargaining
applies only to economic strikes. It does not apply
to ULP strikes. Hence, if the strike is founded on an Note: Violations of CBA, except those which are gross
unfair labor practice of the employer, a strike in character, shall no longer be treated as ULP but a
declared by the union cannot be considered a grievance under CBA. (Art. 261, LC, Silva v. NLRC, G.R.
violation of the no strike clause. (Master Iron Labor No. 110226, June 19 1997)
Union v. NLRC, G.R. No. 92009, Feb. 17, 1993)
Q: When is there refusal to bargain?
(4)Labor Management Council
A: A union violates its duty to bargain collectively by
Q: What is the role of the Department of Labor entering negotiations with a fixed purpose of not
and Employment in the creation of Labor reaching an agreement or signing a contract.
Management Councils?
Q: What is featherbedding/ make work activities?
A: The Department shall promote the formation of
labor‐management councils in organized and A: It refers to the practice of the union or its agents
unorganized establishments to enable the workers in causing or attempting to cause an employer (Er)
to participate in policy and decision‐making to pay or deliver or agree to pay or deliver money
processes in the establishment, insofar as said or other things of value, in the nature of an
processes will directly affect their rights, benefits exaction, for services which are not performed or
and welfare, except those which are covered by not to be performed, as when a union demands
collective bargaining agreements or are traditional that the Er maintain personnel in excess of the
areas of bargaining. latter’s requirements.

Note: It is not featherbedding if the work is performed
The Department shall promote other labor‐ no matter how unnecessary or useless it may be.
management cooperation schemes and, upon its
own initiative or upon the request of both parties, Q: What is the sweetheart doctrine?
may assist in the formulation and development of
programs and projects on productivity, A: It is when a LO asks for or accepts negotiations or
occupational safety and health, improvement of atty’s fees from employers as part of the settlement
quality of work life, product quality improvement, of any issue in CB or any other dispute.
and other similar schemes. (Sec. 1, Rule XXI, Book V,
IRR) Note: The resulting CBA is considered as a “sweetheart
contract” – a CBA that does not substantially improve
Q: How is the representative in the Management the employees wages and benefits and whose benefits
Council Selected? are far below than those provided by law.

A: In organized establishments, the workers’ Q: What is blue‐sky bargaining?
representatives to the council shall be nominated
by the exclusive bargaining representative. In A: It is defined as making exaggerated or
establishments where no legitimate labor unreasonable proposals.
organization exists, the workers representative shall
Note: Whether or not the union is engaged in blue‐sky
be elected directly by the employees at large. (Sec.
bargaining is determined by the evidence presented by
2, Rule XXI, Book V, IRR)
the union as to its economic demands. Thus, if the

union requires exaggerated or unreasonable economic
c.ULP in Collective Bargaining demands, then it is guilty of ULP. (Standard Chartered
Bank v. Confessor, G.R. No. 114974, June 16, 2004)
Q: What are the forms of ULP in bargaining?
151

Q: When does boulwarism occur? 1. The circumstances under which they were
uttered
A: It occurs when employer (Er) directly bargains 2. The history of the particular Er’s labor
with the employee (Ee) disregarding the union; the relations or anti‐union bias
aim was to deal with the labor union through Ees 3. Their connection with an established
rather than with the Ees thru the union. Er submits collateral plan of coercion or interference.
its proposals and adopts a take‐it‐or‐leave‐it stand. (The Insular Life Assurance‐NATU v. The
Insular Life Co. Ltd, G.R. No.L‐25291, Jan.
d.Unfair Labor Practice 30, 1971)

(1)ULP of Employers Q: Phil. Marine Officers Guild (PMOG) is a union
representing some of Philsteam’s officers and
Q: What are the ULP that may be committed by Cebu Seamen’s Association (CSA) is another union
Ers? representing some of Philsteam’s officers. PMOG
sent a letter to Philsteam requesting for CB but the
A: company asked the former to first prove it
1. Interference represents the majority. Simultaneously,
2. Yellow dog condition Philsteam interrogated its captains, deck officers
3. Contracting out and engineers while CSA likewise sent its demands
4. Company unionism to Philsteam. The company recognized CSA as
5. Discrimination for or against union representing the majority and entered into a CBA.
membership Hence PMOG declared a strike. PMOG was
6. Discrimination because of testimony subjected to vilification and Philsteam’s pier
7. Violation of duty to bargain superintendent participated in the solicitation of
8. Paid negotiation membership for CSA. Is the company guilty of
9. Gross violation of CBA ULP?

(a)Interference A: Yes. Although the company is free to make
interrogations as to its Ees’ union, the same should
Q: What is meant by interference? be for a legitimate purpose and must not interfere
with the exercise of self‐organization otherwise it is
A: The act of Er to interfere with, restrain or coerce considered as ULP. Moreover, Philsteam’s
Ees in the exercise of their right to self organization. supervisory Ees’ statement that PMOG is a “money‐
making” union, which is made to appear to be said
Q: What is the test of interference? in behalf of the union and the participation of the
company’s pier superintendent in soliciting
A: Whether the Er has engaged in conduct which, it membership for the competing union, is ULP for
may reasonably be said, tends to interfere with the interfering with the exercise of the right to self‐
free exercise of the Ees right to self‐organization. organization. (Philsteam and Navigation v.
Philippine Marine Officers Guild, G.R. Nos. L‐20667
Note: Direct evidence that an Ee was in fact intended and L‐20669, Oct. 29, 1965)
or coerced by the statements of threats of the Er is not
necessary if there is a reasonable interference that the Q: What is a lockout?
anti‐union conduct of the Er does have an adverse

effect on self‐organization and CB. (The Insular Life
A: It means any temporary refusal of an Er to
Assurance‐NATU v. The Insular Life Co. Ltd, G.R. No.L‐
furnish work as a result of an industrial or labor
25291, Jan. 30, 1971)
dispute. (Art.212[p])

Q: What is the totality of conduct doctrine?
Q: When does lockout or closure amount to ULP?

A: It states that the culpability of Er’s remarks is to
A: A lockout, actual or threatened, as a means of
be evaluated not only on the basis of their
dissuading the Ees from exercising their rights is
implications, but against the background of and in
clearly an ULP. However, to hold an Er guilty, the
conjunction with collateral circumstances.
evidence must establish that the purpose was to

interfere with the Ees exercise of their rights.
Under this doctrine, expressions of opinion by an

Er, though innocent in themselves, frequently were
Q: What are other examples of acts of
held to be ULP because of:
interference?

152
LABOR LAW TEAM:

LABOR RELATIONS LAW

A: Q: What are the 3 usual provisions under a yellow
1. Outright and unconcealed intimidation dog contract?
2. In order that interrogation would not be
deemed coercive: A:
a. The Er must communicate to the Ee 1. A representation by the Ee that he is not a
the purpose of questioning member of a labor union.
b. Assure him that no reprisal would 2. A promise by the Ee not to join a labor
take place union.
c. Obtain Ee participation voluntarily 3. A promise by the Ee that upon joining a
d. Must be free from Er hostility to labor union, he will quit his employment.
union organization
e. Must not be coercive in nature (c)Contracting Out
3. Intimidating expressions of opinion by Er
Q: What is “contracting out” as a form of ULP?
Note: An Er who interfered with the right to self‐
organization before a union is registered can be held A: It is to contract out services or functions being
guilty of ULP. (Samahan ng mga Manggagawa sa performed by union members when such will
Bandolino‐LMLC v. NLRC, G.R. No. 125195, July 17, interfere with, restrain or coerce Ees in the exercise
1997) of their rights to self‐organization.

It is the prerogative of the company to promote, Q: Does it mean that an Er cannot contract out
transfer or even demote its Ees to other positions work?
when the interests of the company reasonably
demand it. Unless there are circumstances which
A:
directly point to interference by the company with the
GR: Contracting out services is not ULP per se.
Ees right to self‐organization, the transfer of an Ee

should be considered as within the bounds allowed by
law. (Rubberworld Phils. v. NLRC, G.R. No. 75704, July XPNs: It is ULP only when the ff. exists:
19, 1989) 1. The services contracted out are being
performed by union members; and
(b)Yellow Dog 2. Such contracting out interferes with,
restrains, or coerce Ees in the exercise of
Q: What is a yellow dog condition? their right to self‐organization.

A: It is to require as a condition of employment that Note: When the contracting out is being done for
business reasons such as decline in business,
a person or an Ee shall not join a labor organization
inadequacy of equipment or to reduce cost, then it is a
or shall withdraw from one to which he belongs.
valid exercise of management prerogative.

Q: What is a yellow dog contract?
Q: Company "A" contracts out its clerical and

janitorial services. In the negotiations of its
A: It is a promise exacted from workers as condition
CBA, the union insisted that the company may no
of employment that they are not to belong to or
longer engage in contracting out these types of
attempt to foster a union during their period of
services, which services the union claims to be
employment.
necessary in the company's business, without

prior consultation. Is the union's stand valid or
Q: Is yellow dog contract valid?
not? For what reason(s)?

A: No. It is null and void because:
A: The union's stand is not valid. It is part of
1. It is contrary to public policy for it is
management prerogative to contract out any
tantamount to involuntary servitude.
work, task, job or project except that it is an ULP to
2. It is entered into without consideration
contract out services or functions performed
for Ees in waiving their right to self‐
by union members when such will interfere
organization.
with, restrain or coerce Ees in the exercise of their
3. Ees are coerced to sign contracts
rights to self‐organization. (Art. 248[c] of the LC).
disadvantageous to their family.
(2001 Bar Question)

Note: This is one of the cases of ULP that may be
Q: What is a run‐away shop?
committed in the absence of an Er‐Ee relationship.

153

A: It is an industrial plant moved by its owners from or other support to it or its organizers or
one location to another to escape labor regulations supporters.
or State laws or to discriminate against Ees at the
old plant because of their union activities. Q: Why is company unionism/captive unionism a
form of ULP?
Q: Is resorting to run‐away shop ULP?
A: It is considered ULP because the officers will be
A: Yes. Where a plant removal is for business beholden to the Ers and they will not look after the
reasons but the relocation is hastened by anti‐union interest of whom they represent.
motivation, the early removal is ULP. It is
immaterial that the relocation is accompanied by a (e)Discrimination for or against union membership
transfer of title to a new employer (Er) who is an
alter ego of the original Er. Q: What is meant by discrimination as a form of
ULP?
(d)Company Unionism
A: It is to discriminate in regard to wages, hours of
Q: What is a company union? work and other terms and conditions of
employment in order to encourage or discourage
A: Any labor organization whose formation, membership in any labor organization.
function or administration has been assisted by any
act defined as ULP. (Art. 212[i]) Q: When is a discharge of an Ee discriminatory?

Q: What are the forms of company unionism? A: For the test of determining whether or not a
discharge is discriminatory, it is necessary that the
A: underlying reason for the discharge be established.
1. Initiation of the company union idea by:
a. Outright formation by Er or his The fact that a lawful cause for discharge is
representatives available is not a defense where the Ee is actually
b. Ee formation on outright demand or discharged because of his union activities. If the
influence by Er and discharge is actually motivated by lawful reason,
c. Managerially motivated formation by the fact that the Ee is engaged in union activities at
Ees the time will lie against the Er and prevent him from
the exercise of business judgment to discharge an
2. Financial support to the union by: Ee for cause. (Phil. Metal Foundries Inc. v. CIR, G.R.
a. Er defrays union expenses Nos. L‐34948‐49, May 15, 1979)
b. Pays atty’s fees to the attorney who
drafted the Constitution or by‐laws Q: Jobo has 3 hotels, the Taal Vista Lodge, Manila
of the union. Hotel and the Pines Hotel. Among the 3, Pines
Hotel had more Ees and the only one with a labor
3. Er encouragement assistance ‐ organization (LO). When the bonus was distributed
Immediately granting of exclusive among the 3 hotels, Pines Hotel Ees received the
recognition as bargaining agent without least amount compared to the Ees of Manila Hotel
determining whether the union and Taal Vista Lodge. Did the company commit
represents the majority of the employees ULP?

4. Supervisory assistance‐ Soliciting A: Yes. The sharing of the bonuses is discriminatory
membership, permitting union activities and such constitute ULP. The Pines Hotel Ees would
during work time or coercing Ees to join be receiving fewer bonuses compared to the Ees of
the union by threats of dismissal or Taal Vista Lodge and Manila Hotel where neither
demotion has a LO nor does the complainant union has a
member. Taking into account that Pines Hotel is
Q: What is meant by the act of company‐ realizing profit compared to that of Taal Vista. Same
domination of union? analogy applies in the salary increase. (Manila Hotel
Co. v. Pines Hotel Ees’ Ass’n, G.R. No.L‐30139, Sep.
A: This is to initiate, dominate, assist or otherwise 28, 1972)
interfere with the formation or administration of
any labor organization including giving of financial Q: When can there be a valid discrimination?
154
LABOR LAW TEAM:

LABOR RELATIONS LAW
A: The employer is not guilty of ULP if it merely Notwithstanding the fact that the dismissal was at
complies in good faith with the request of the the instance of the federation and that it undertook
certified union for the dismissal of employees to hold the company free from any liability resulting
expelled from the union pursuant to the union from such dismissal, the company may still be held
security clause in the CBA. (Soriano v. Atienza, G.R. liable if it was remiss in its duty to accord the
No. L‐68619, Mar. 16, 1989) would‐be dismissed Ees their right to be heard on
the matter.
Q: A profit sharing scheme was introduced by the
company for its managers and supervisors who are Q: Mabeza and her co‐Ees were asked by the
not members of the union, hence do not enjoy the company to sign an affidavit attesting to the
benefits of the CBA. The respondent union wanted latter’s compliance with pertinent labor laws.
to participate with the scheme but was denied by Mabeza signed the affidavit but refused to swear
the company due to the CBA. Subsequently the to its veracity before the City prosecutor. Mabeza
company distributed the profit sharing to the then filed a LOA which was denied by
manager, supervisors and other non‐union management. After sometime, she attempted to
member Ees. As a result the union filed a notice of return to work but the company informed her not
strike alleging ULP. Is the non‐extension of the to report for work and continue with her unofficial
profit sharing scheme to union members leave. Did the company commit ULP?
discriminatory and an ULP?
A: Yes. The act of compelling an Ee to sign an
A: No. There can be no discrimination when the instrument indicating the Er’s compliance with
Ees are not similarly situated. The situation of union Labor laws which the company might have violated
members is different and distinct from non‐union together with the act of terminating or coercing
members because only union members enjoy the those Ees to cooperate is an act of ULP. This is
benefit under the CBA. The profit sharing scheme analogous with Art. 248 (f) of the LC which
was extended to those who do not enjoy the provides: “to dismiss, discharge or otherwise
benefits of the CBA. Hence, there is no prejudice or discriminate against an Ee for having
discrimination and ULP is not committed. (Wise and given or being about to give testimony under this
Co., Inc. v. NLRC, G.R. No. L‐87672, Oct. 13, 1989) Code”. For in not giving a positive testimony in
favor of the Er, Mabeza reserved not only her right
Q: Is dismissal of an Ee pursuant to a union to dispute the claim but also to work for better
security clause a form of ULP? terms and condition. (Mabeza v. NLRC, G.R No.
118506, April 18, 1997)
A: No. Union security clauses in the CBA, if freely
and voluntarily entered into, are valid and binding. (f)Violation of Duty to Bargain
Thus, the dismissal of an Ee by the company
pursuant to a labor union’s demand in accordance Q: What is violation of the duty to bargain as a
with a union security agreement does not kind of ULP?
constitute ULP. (Malayang Samahan ng mga
Manggagawa sa M. Greenfield v. Ramos, G.R. No. A: This is the act of violating the duty to bargain
113907, Feb. 28, 2000) collectively as prescribed in the LC.
A union member who is employed under an Q: What are the forms of ULP in bargaining?

agreement between the union and his Er is bound
by the provisions thereof since it is a joint and A:
several contract of the members of the union 1. Failure or refusal to meet and convene
entered into by the union as their agent. (Manalang 2. Evading the mandatory subject of
v. Artex Dev’t, G.R. No. L‐20432, Oct. 30, 1967) bargaining
3. Bad faith (BF) bargaining, including failure
Q: Is notice and hearing required in case an Ee is to execute the CBA if requested
dismissed pursuant to a union security clause? 4. Gross violation of the CBA

A: Yes. Although a union security clause in a CBA Note: A company’s refusal to make counter‐proposal,
may be validly enforced and dismissal pursuant to if considered in relation to the entire bargaining
thereto may likewise be valid, this does not erode process, may indicate BF and this is especially true
the fundamental requirement of due process. The where the union’s request for a counter proposal is
reason behind the enforcement of union security left unanswered. (Kiok Loy v. NLRC, G.R. No. L‐54334,
clauses which is the sanctity and inviolability of Jan. 22, 1986)
contracts cannot erode one’s right to due process.
155

Q: What are the examples of ULP in bargaining? being a majority union. (1997 Bar Question)

A: Q: What is surface bargaining?
1. Delaying negotiations by discussing
unrelated matters A: It is the act of going through the motions of
2. Refusal to accept request to bargain negotiating without any legal intent to reach an
3. Rejecting a union’s offer to prove its agreement. It involves the question of whether or
majority claim not the Ers conduct demonstrates an unwillingness
4. Shutdown to avoid bargaining to bargain in good faith or is merely hard
5. Engaging in surface bargaining bargaining. (Standard Chartered Bank v. Confessor,
G.R. No. 114974, June 16, 2004)
Q: Balmar Farms Ees Association (BFEA) is
affiliated with Associated Labor Union (ALU). ALU Note: Occurs when the Er constantly changes its
won in the certification election held in the position over the agreement.
company. Thus, ALU sent its proposal for a CBA,
(g)Paid Negotiation
but the company refused to act on it alleging that
BEA is the sole and exclusive bargaining
Q: What is meant by paid negotiation as a form of
representative and that BFEA through its president
ULP?
had sent a letter informing the company of its
disaffiliation with ALU. Is the company guilty of A: It is the act of the employer to pay negotiation or
ULP for refusing to bargain collectively? atty’s fees to the union or its officers or agents as
part of the settlement of any issue in collective
A: Yes. ALU is the certified exclusive bargaining bargaining or any other dispute.
representative after winning the certification
election. The company merely relied on the letter (h)Gross Violation of CBA
of disaffiliation by BFEA’s president without proof
and consequently refusing to bargain collectively Q: When is the violation of CBA considered as
constitutes ULP. Such refusal by the company to ULP?
bargain collectively with the certified exclusive
bargaining representative is a violation of its duty to A: Only when the violation is gross – There must be
collectively bargain which constitutes ULP. (Balmar a flagrant and/or malicious refusal to comply with
Farms v. NLRC, G.R. No.73504, Oct. 15, 1991) the economic provision of the CBA.
Q: The Kilusang Kabisig, a newly‐formed labor Note: All the ULP acts must have a relation to the Ees

union claiming to represent a majority of the exercise of their right to self‐organization. Anti‐union
workers in the Microchip Corp., proceeded to or anti‐organization motive must be proved because it
present a list of demands to the management for is a definitional element of ULP.
purposes of collective bargaining (CB). The
Microchips Corp., a multinational corp.engaged in If violation is not gross, it is not ULP but a grievance
the production of computer chips for export, under CBA. The “grossly violate” phrase is an
amendment by R.A. 6715.
declined to talk with the union leaders,
alleging that they had not as yet presented any
Q: A complaint for ULP was filed by a prosecutor of
proof of majority status. The Kilusang Kabisig
the CIR against Alhambra company, upon the
then charged Microchip Corp. with ULP, and
charges of the union that 15 of its members
declared a "wildcat" strike wherein means of
employed as drivers and helpers are discriminated
ingress and egress were blocked and remote and
for being deprived of the benefits under the CBA
isolated acts of destruction and violence were
with no justifiable reason other than union
committed. Was the company guilty of an ULP
membership. Is the company guilty of ULP?
when it refused to negotiate with the Kilusang
Kabisig?
A: Yes. The refusal to extend the benefits and
privileges under the CBA to Ees constitutes ULP.
A: No. It is not an ULP not to bargain with a union
Failure on the part of the company to live up in
which has not presented any proof of its majority
good faith to the terms of the CBA is a serious
status. The LC imposes on an Er the duty to
violation of the duty to collectively bargain which
bargain collectively only with a legitimate labor
again amounts to ULP. The 15 drivers and helpers
organization designated or selected by the majority
are found to be Ees of the company, hence, the
of the Ees in an appropriate CB unit. It is not a ULP
benefit and privileges under the CBA should be
for an Er to ask a union requesting to bargain
collectively that such union first show proof of its
156
LABOR LAW TEAM:

LABOR RELATIONS LAW
extended to them. (Alhambra Industries v. CIR, G.R. nature of an exaction, for services which

No. L‐25984, Oct. 30, 1970) are not performed or not to be
performed, including the demand for fee
Q: What are the reliefs available in ULP cases? for union negotiations
5. To ask for or accept negotiations or atty’s
A: The following reliefs may be availed of: fees from Ers as part of the settlement of
1. Cease and desist order any issue in collective bargaining (CB) or
2. Affirmative order any other dispute or
3. Court may order the employer to bargain. 6. To violate a CBA.
CBA may be imposed.
4. Strike by union members Q: Is interference by a LO an ULP?

Note: ULP cases are not subject to compromise in view A: No, because interference by a LO in the exercise
of the public interest involve. The relation between of the right to organize is itself a function of self‐
capital and labor is not merely contractual. They are organizing.
impressed with public interest that labor contracts
must yield to common good. Q: What are examples of interference which does
not amount to ULP?
Q: Is the commission of an ULP by an employer
subject to criminal prosecution? A:
1. Union campaigns for membership even
A: Yes, because ULPs are not only violations of the among members of another union
civil rights of both labor and management but are 2. Filing by a union of a petition to dislodge
also criminal offenses against the State which shall an incumbent bargaining union
be subject to prosecution and punishment. (Art. 3. A bargaining union, through a union
247 LC; See also B.P. Blg. 386 as amended by R.A. security clause, requires an incoming
6715). However, the criminal aspect can only be employee to join the union.
filed when the decision of the labor tribunals,
finding the existence of ULP, shall have become Q: May a union coerce Ees to join a strike?
final and executory. (2005 Bar Question)
A: No. A union violates the law when, to restrain or
(2)ULP of Labor Organizations
coerce non‐strikers from working during the strike,
it:
Q: What are the ULP of LOs?

A: It shall be ULP for a LO, its officers, agents or 1. Assaults or threatens to assault them
representatives: 2. Threatens them with the loss of their jobs
3. Blocks their ingress to or egress from the
1. To restrain or coerce Ees in the exercise plant
of their rights to self‐organization. 4. Damages non‐strikers’ automobiles or
However, a LO shall have the right to forces them off the highway
prescribe its own rules with respect to the 5. Physically preventing them from working
acquisition or retention of membership 6. Sabotages the Er’s property in their
2. To cause or attempt to cause an Er to presence, thereby creating an
discriminate against an Ee, including atmosphere of fear or violence
discrimination against an Ee with respect 7. Demonstrates loudly in front of a non‐
to whom membership in such strikers’ residence with signs and shouts
organization has been denied or to accusing the non‐striker of “scabbing”
terminate an Ee on any ground other than 8. Holding the non striker up to ridicule
the usual terms and conditions under 9. Seeking public condemnation of the non‐
which membership or continuation of striker
membership is made available to other
members Q: What is a case of union induced discrimination
3. To violate the duty, or refuse to bargain by labor organization (LO)?
collectively with the Er, provided it is the
representative of the Ees A: This pertains to the arbitrary use of union
4. To cause or attempt to cause an Er to pay security clause.
or deliver or agree to pay or deliver any
money or other things of value, in the A union member may not be expelled from the
union, and consequently from his job, for personal
157

and impetuous reasons or for causes foreign to the
closed shop agreement. (Manila Mandarin Ees A: Yes, assuming that they acted in their individual
Union v. NLRC, G.R. No. 76989, Sep. 29, 1987) capacities when they wrote the letter, they were
nonetheless protected, for they were engaged in a
Labor unions are not entitled to arbitrarily exclude concerted activity, in their right of self‐organization
qualified applicants for membership and a closed‐ that includes concerted activity for mutual aid and
shop applicants provision will not justify the protection. Any interference made by the company
employer in discharging, or a union in insisting upon will constitute as ULP.
the discharge of an employee whom the union thus
refuses to admit to membership without any The joining in protests or demands, even by a small
reasonable ground thereof. (Salunga v. CIR, G.R. group of Ees, if in furtherance of their interests as
No. L‐22456, Sep. 27, 1967) such is a concerted activity protected by the
Industrial Peace Act. It is not necessary that union
Q: When is there refusal to bargain? activity be involved or that collective bargaining be
contemplated. (Republic Savings Bank v. CIR, G.R.
A: A union violates its duty to bargain collectively by No. L‐20303, Oct. 31, 1967)
entering negotiations with a fixed purpose of not
reaching an agreement or signing a contract. Q: What is a strike?

3.RIGHT TO PEACEFUL CONCERTED ACTIVITIES A: It means any temporary stoppage of work by the
concerted action of employees as a result of an
Q: What is the constitutional basis of strikes,
industrial or labor dispute. (Sec.1 [uu], Rule I, Book
lockouts and other concerted activities?
V, IRR)

A: The State shall guarantee the rights of all
It shall comprise not only concerted work
workers to self‐organization, collective bargaining
stoppages, but also slowdowns, mass leaves,
and negotiations, and peaceful concerted activities,
sitdowns, attempt to damage, destroy or sabotage
including the right to strike in accordance with law
plant equipment and facilities, and similar activities.
(Sec. 3, Art. XIII, 1987 Constitution).
(Samahang Manggagawa sa Sulpicion Lines v.
Note: The law does not look with favor upon strikes Sulpicio Lines, Inc., G.R. No. 140992, Mar. 25, 2004)
and lockouts because of their disturbing and
pernicious effects upon the social order and the public Q: What is the purpose of a strike?
interests; to prevent or avert them and to implement
Sec. 6, Art. XIV of the Constitution, the law has created A: A strike is a coercive measure resorted to by
several agencies, namely: the BLR, the DOLE, the Labor laborers to enforce their demands. The idea behind
Management Advisory Board, and the CIR. (Luzon a strike is that a company engaged in a profitable
Marine Dev’t Union v. Roldan, G.R. No. L‐2660, May business cannot afford to have its production or
30, 1950) activities interrupted, much less, paralyzed. (Phil.
Can Co. v. CIR, G.R. No. L‐3021, July 13, 1950)
Q: What is a concerted action?
Q: What is a lockout?
A: It is an activity undertaken by 2 or more
employees, by one on behalf of the others. A: It means any temporary refusal of an employer
to furnish work as a result of an industrial or labor
Q: Are all concerted actions strikes? dispute. (Art. 212 [p])

A: Not all concerted activities are strikes. They may
Q: What is picketing?
only be protest actions – they do not necessarily

cause work stoppage by the protesters. A strike in
A: It is the act of marching to and fro the employers
contrast is always a group action accompanied by
premises which is usually accompanied by the
work stoppage.
display of placard and other signs, making known
the facts involved in a labor dispute.
Q: The Ees wrote and published a letter to the

bank president, demanding his resignation on the
The right to picket as a means of communicating
grounds of immorality, nepotism, favoritism and
the facts of a labor dispute is a phase of the
discrimination in the appointment and promotion
freedom of speech guaranteed by the Constitution.
of bank Ees. The bank dismissed the 8 Ees on the
If peacefully carried out, it can not be curtailed
alleged libelous letter. Were the Ees engaged in a
concerted activity?
158
LABOR LAW TEAM:

LABOR RELATIONS LAW
even in the absence of Er‐Ee relationship. (PAFLU v. Q: What is a slowdown?
Cloribel, G.R. No. L‐25878, Mar. 28, 1969)
A: It is a method by which one’s employees,
Q: Is the right to picket an absolute right? without seeking a complete stoppage of work,
retard production and distribution in an effort to
A: No, while peaceful picketing is entitled to compel compliance by the employer with the labor
protection as an exercise of free speech, the courts demands made upon him.
are not without power to confine or localize the
sphere of communication or the demonstration to Q: Does an “overtime boycott” or “work
the parties to the labor dispute, including those slowdown” by the employees constitute a strike
with related interests, and to insulate and hence a violation of the CBA’s “No strike, no
establishments or persons with no industrial lockout” clause?
connection or having interest totally foreign to the
context of the dispute. (Liwayway Pub., Inc. v. A: Yes, the concept of a slowdown is a "strike on
Permanent Concrete Workers Union, G.R. No. L‐ the installment plan." It is a willful reduction in the
25003, Oct. 23, 1981) rate of work by concerted action of workers for the
purpose of restricting the output of the employer
The right to peaceful picketing shall be exercised by (Er), in relation to a labor dispute; as an activity by
the workers with due respect for the rights of which workers, without a complete stoppage of
others. No person engaged in picketing shall work, retard production or their performance of
commit any act of violence, coercion or duties and functions to compel management to
intimidation. Stationary picket, the use of means grant their demands.
like placing of objects to constitute permanent
blockade or to effectively close points of entry or Such a slowdown is generally condemned as
exit in company premises are prohibited by law. inherently illicit and unjustifiable, because while the
employees (Ees) "continue to work and remain at
Q: Who is a strike‐breaker? their positions and accept the wages paid to them,"
they at the same time "select what part of their
A: Any person who obstructs, impedes, or allotted tasks they care to perform of their own
interferes with by force, violence, coercion, threats, volition or refuse openly or secretly, to the Er's
or intimidation any peaceful picketing affecting damage, to do other work;" in other words, they
wages, hours or conditions of work or in the "work on their own terms." (Interphil Laboratories
exercise of the right of self‐organization or Ees Union‐FFW v. Interphil Laboratories, Inc., G.R.
collective bargaining. (Art. 212 [r]) No. 142824, Dec. 19, 2001)

Q: What is a strike area? Q: What are the characteristics of a strike?
A:
A: It means the establishment, warehouses, depots, 1. Existence of an Er‐Ee relationship
plants or offices, including the sites or premises 2. Existence of a labor dispute
used as runaway shops, of the Er struck against, as 3. Employment relation is deemed to
well as the immediate vicinity actually used by continue although in a state of belligerent
picketing strikers in moving to and fro before all suspension
points of entrance to and exit from said 4. Temporary work stoppage
establishment. (Sec. 1 [vv], Rule I, Book V, IRR) 5. Work stoppage is done through concerted
action
Q: What is an internal union dispute? 6. The striking group is a legitimate labor
organization; in case of a bargaining
A: It includes all disputes or grievances arising from deadlock, it must be the employees’ sole
any violation of or disagreement over any provision bargaining representative
of the constitution and by laws of a union, including
any violation of the rights and conditions of union Q: PAL dismissed strike leader Capt. Gaston as a
membership provided for in this LC. (Art. 212 [q]) result of which the Union resolved to undertake
the grounding of all PAL planes and the filing of
Q: What is a boycott? applications for “protest retirement” of members
who had completed 5 years of continuous service,
A: It is an attempt, by arousing a fear of loss, to and “protest resignation” for those who had
coerce others, against their will to withhold from rendered less than 5 years of service in the
one denominated “unfriendly to labor” their company. PAL acknowledged receipt of said
beneficial business intercourse. letters and among the pilots whose “protest
159

resignation or retirement” was accepted by PAL 1. If relief is sought against him or it, and

were Enriquez and Ecarma. 2. He or it is engaged in the same industry,
trade, craft, or occupation in which such
Before their readmission, PAL required Enriquez dispute occurs, or
and Ecarma to accept 2 conditions, namely: that 3. Has a direct or indirect interest therein, or
they sign conformity to PAL’s letter of acceptance 4. Is a member, officer, or agent of any
of their retirement and or resignation and that association composed in whole or in part
they submit an application for employment as new of employees or employers engaged in
employees (Ees) without protest or reservation. As such industry, trade, craft, or occupation.
a result of this their seniority rights were lost.
Q: Liwayway Publication Inc. is a second sub lessee
Are the pilots entitled to the restoration of their of a part of the premises of the Permanent
seniority rights? Concrete Products, Inc. It has a bodega for its
newsprint in the sublet property which it uses for
A: No, an Ee has no inherent right to seniority. He its printing and publishing business. The daily
has only such rights as may be based on a contract, supply of newsprint needed to feed its printing
statute, or an administrative regulation relative plant is taken from its bodega. The Ees of the
thereto. Seniority rights which are acquired by an Permanent Concrete Products Inc. declared a
Ee through long‐time employment are contractual strike against their company. The union members
and not constitutional. The discharge of an Ee picketed, stopped and prohibited Liwayway’s
thereby terminating such rights would not violate trucks from entering the compound to load
the Constitution. When the pilots tendered their newsprint from its bodega.
respective retirement or resignation and PAL
immediately accepted them, both parties mutually Does the lower court have jurisdiction to issue a
terminated the contractual employment writ of preliminary injunction considering that
relationship between them thereby curtailing there was a labor dispute between Permanent
whatever seniority rights and privileges the pilots Concrete Products, Inc. and the union?
had earned through the years.
A: Yes, Liwayway Publication Inc. is not in anyway
Q: Does the action of the Ees of PAL fall under the related to the striking union except for the fact that
ambit of concerted actions protected by law? it is the sub‐ lessee of a bodega in the company’s
compound.
A: No, the pilot’s mass action was not a strike
because Ees who go on strike do not quit their The business of Liwayway is exclusively the
employment. Ordinarily, the relationship of Er and publication of magazines which has absolutely no
Ee continues until one of the parties acts to sever relation or connection whatsoever with the cause
the relationship or they mutually act to accomplish of the strike of the union against their company,
that purpose. As they did not assume the status of much less with the terms, conditions or demands of
rd
strikers, their “protest retirement/resignation” was the strikers. Liwayway is merely a 3 person or an
not a concerted activity which was protected by innocent by‐stander. (Liwayway Pub., Inc. v.
law. (Enrique v. Zamora, G.R. No. L‐51382, Dec. 29, Permanent Concrete Workers Union, G.R. No. L‐
1986) 25003, Oct. 23, 1981)

Q: What is a labor dispute? Q: Because of financial problems, the company
decided to temporarily shutdown its operations at
A: Any controversy or matter concerning terms or the dyeing and finishing division. It notified the
conditions or representation of persons in DOLE of the shutdown. Raymund Tomaroy with
negotiating, fixing, maintaining, changing or 16 members of the union staged a picket in front
arranging the terms and conditions of employment, of the company’s compound, carrying placards. He
th
regardless of whether or not the disputants stand in demanded a resumption of work and 13 month
the proximate relation of Ers and Ees. (Gold City pay. The company filed a petition to declare the
Integrated Port Services, Inc. v. NLRC, G.R. No. strike illegal. The union argues that they did not
103560, July 6, 1995) stage a strike, for considering that the dyeing and
finishing division of the company was shut down,
Q: When is a person or entity considered as it could not have caused a work stoppage. Was the
participating or interested in a labor dispute? action of the union a strike?

A:
160
LABOR LAW TEAM:

LABOR RELATIONS LAW
A: Yes, the concerted efforts of the members of the existence of the union is
union and its supporters caused a temporary work threatened. It must still observe
stoppage. The allegation that there can be no work the mandatory 7‐day strike ban
stoppage because the operation in the division had period before it can stage a
been shut down is of no consequence. It bears valid strike
stressing that the other divisions were fully
operational. (Bukluran ng Manggagawa sa Q: What are the different forms of strike?
Clothman Knitting Corp. v. CA, G.R. No. 158158,
Jan.17, 2005)
A:
1. Legal Strike‐one called for a valid purpose
a.Forms of Concerted Activities
and conducted through means allowed by
Q: What are the types of strike? law.
2. Illegal Strike‐one staged for a purpose not
A: recognized by law, or if for a valid purpose,
1. Economic strike – used to secure the conducted through means not sanctioned
economic demands such as higher wages by law.
and better working conditions for the 3. Economic Strike‐ one staged by workers to
workers force wage or other economic concessions
2. ULP strike – protest against ULP of from the employer which he is not
management required by law to grant
(Consolidated Labor Association
Q: Distinguish between an economic strike and an of the Phil. vs. Marsman, G.R. No. L‐
ULP strike. 17038, July 31, 1964)
4. ULP Strike‐one called to protest against the
A: employer’s acts of unfair practice
ECONOMIC STRIKE ULP STRIKE enumerated in Article 248 of the Labor
As to nature Code, as amended, including gross
Involuntary strike; the LO is violation of the collective bargaining
Voluntary strike forced to go on strike because agreement (CBA) and union busting.
because the Ee will of the ULP committed against 5. Slow Down Strike‐one staged without the
declare a strike to them by the Er. It is an act of workers quitting their work but by merely
compel self‐defense since the Ee’s are slackening or by reducing their normal
management to being pushed to the wall and work output.
grant its demands their only remedy is to stage a 6. Wild‐Cat Strike‐one declared and staged
strike without filing the required notice of strike
Who will initiate and without the majority approval of the
The CB agent of recognized bargaining agent.
the appropriate 7. Sit Down Strike‐one where the workers
Either the CB agent or the LLO in
bargaining unit can stop working but do not leave their place
behalf of its members
declare an of work.
economic strike
As to the cooling‐off period b.Who may declare a strike or lockout
30 days from Q: Who may declare a strike or lockout?
notice of strike
before the A:
15 days from the filing of the
intended date of 1. Any certified or duly recognized
notice of strike
actual strike bargaining representative may declare a
subject to the 7‐
strike in cases of bargaining deadlock
day strike ban
and unfair labor practice. Likewise, the
As to the exception to the cooling‐off period
employer may declare a lockout in the
No exception – The cooling‐off period may be
same cases.
mandatory dispensed with, and the union
may take immediate action in
2. In the absence of a certified or duly
Note: notice of case of dismissal from recognized bargaining representative,
strike and strike employment of their officers any legitimate labor organization in the
vote may be duly elected in accordance with establishment may declare a strike but
dispensed with; the union’s constitution and by‐ only on the ground of unfair labor
they may strike laws, which may constitute practice. (Section 2, Rule XIII Book V,
immediately union busting where the
161

Omnibus Rules Implementing The Labor In case of dismissal from employment of

Code, as amended). union officers which may constitute union
busting, the time requirement for the
filing of the Notice of Strike shall be
c.Requisites for a valid strike/ lockout
dispensed with but the strike vote
requirement, being mandatory in
Q: What are the requisites of a lawful strike / character, shall “in every case” be
lockout? complied with.

A: The requirements for a valid strike or
7. The dispute must not be the subject of an
lockout are as follows:
assumption of jurisdiction by the

President or the Secretary of Labor and
1. It must be based on a valid and factual
Employment, a certification for
ground;
compulsory arbitration, or submission to

compulsory or voluntary arbitration nor a
2. A strike or lockout NOTICE shall be filed
subject of a pending case involving the
with the National Conciliation and
same grounds for the strike or lockout.
Mediation Board (NCMB) at least 15 days
before the intended date of the strike or
lockout if the issues raised are unfair Q: What are the valid grounds for declaring a
labor practices, or at least 30 days strike or lockout?
before the intended date thereof if the
issue involves bargaining deadlock. A: The law recognizes 2 grounds for the valid
exercise of the right to strike or lockout, namely:
3. In cases of dismissal from employment of
union officers duly elected in accordance 1. Collective Bargaining Deadlock (CBD)‐
with the union constitution and by‐laws, economic;
which may constitute UNION BUSTING 2. Unfair Labor Practice (ULP)‐political
where the existence of the union is
threatened, the 15‐day cooling‐off period Note: It is possible to change an economic strike into a
shall not apply and the union may take ULP strike. (Consolidated Labor Ass’n of the Phils. v.
action immediately after the strike vote is Marsman and Co., G.R. No. L‐17038, July 31, 1964)
conducted and the result thereof
submitted to the Department of Labor Violations of CBA must be gross to be considered as
and Employment. ULP.

4. A strike must be approved by a majority Q: What is conversion doctrine?
vote of the members of the Union and a
lockout must be approved by a majority A: It is when a strike starts as economic and later,
vote of the members of the Board of as it progresses, it becomes a ULP, or vice versa.
Directors of the Corporation or
Association or of the partners in a Q: Can a strike be converted into a lockout?
partnership, obtained by secret ballot in a
meeting called for that purpose. A: No, a strike cannot be converted into a pure and
simple lockout by the mere expedient of filing
5. A strike or lockout VOTE shall be reported before the trial court a notice of offer to return to
to the NCMB‐DOLE Regional Branch at work during the pendency of the labor dispute
least 7 days before the intended strike or between the union and the employer. (Rizal
lockout subject to the cooling‐off period. Cement Workers Union v. CIR, G.R. No. L‐18442,
Nov. 30, 1962).
6. In the event the result of the
strike/lockout ballot is filed within the Q: Give examples of strike and explain their
cooling‐off period, the 7‐day requirement legality.
shall be counted from the day following
the expiration of the cooling‐off A:
period. (NSFW vs. Ovejera, G.R. No. 1. Sit‐down strike – Characterized by a
59743, May 31, 1982) temporary work stoppage of workers who
seize or occupy property of the Er or
refuse to vacate the premises of the Er.
162
LABOR LAW TEAM:

LABOR RELATIONS LAW
Illegal – Amounts to a criminal

act because of the Ee’s trespass Illegal – It is a political rally
on the premises of the Er
7. Quickie strikes‐ brief and unannounced
2. Wildcat strike – A work stoppage that temporary work stoppage
violates the labor contract and is not
authorized by the union. Illegal‐ failure to comply with notice
requirements and etc.
Illegal –Because it fails to
comply with certain req’ts of Q: Two unions, joined a welga ng bayan. The
the law, to wit: notice of strike, unions, led by their officers, staged a work
vote and report on strike vote stoppage which lasted for several days, prompting
FILFLEX and BIFLEX Corporations to file a petition
3. Slowdown – Strike on an installment plan; to declare the work stoppage illegal for failure to
an activity by which workers, without comply with procedural req’ts. Whether the Ees
complete stoppage of work, retard committed an illegal work stoppage?
production or their performance of duties
and functions to compel management to A: Yes. Ees, who have no labor dispute with their Er
grant their demands but who, on a day they are scheduled to work,
refuse to work and instead join a welga ng bayan
Illegal – Ees work on their own commit an illegal work stoppage. There being no
terms; while the Ees continue to showing that the two unions notified the
work and remain in their corporations of their intention, or that they were
positions and accept wages paid allowed by the corporations, to join the welga ng
to them, they at the same time bayan, their work stoppage is beyond legal
select what part on their protection.(BIFLEX Phils. Inc. Labor Union (NAFLU)
allotted tasks they care to vs. FILFLEX Industrial and Manufacturing Corp., G.R.
perform on their own volition or No. 155679, Dec. 19, 2006)
refuse openly or secretly
Q: What are the tests in determining the legality of
4. Sympathetic strike – Work stoppages of strike?
workers of one company to make
common cause with other strikers or A: The following must concur:
other companies without demands or 1. Purpose test – the strike must be due to
grievances of their own against the Er either bargaining deadlock and/or the
ULP
Illegal – There is no labor 2. Compliance with the procedural and
dispute between the workers substantive req’ts of the law. (See
who are joining the strikers and requisites of a valid strike)
the latter’s Er 3. Means employed test – It states that a
strike may be legal at its inception but
5. Secondary strike – Work stoppages of eventually be declared illegal if the strike
workers of one company to exert is accompanied by violence which is
pressure on their Er so that the latter will widespread, pervasive and adopted as a
in turn bring pressure upon the Er of matter of policy and not mere violence
another company with whom another which is sporadic which normally occur in
union has a labor dispute a strike area.

Illegal – There is no labor Q: What are the instances when a strike or lockout
dispute involved. cannot be declared?

Note: A strike can validly take A: Non‐strikable issues:
place only in the presence of and 1. CBA violations not gross in character
in relation to a labor dispute 2. Grounds involving inter/intra‐union
between Er and Ee.
disputes
3. When there is no notice of strike or
6. Welga ng bayan (Cause Oriented Strikes) lockout or without the strike or lockout
– A political strike and therefore there is vote
neither a bargaining deadlock nor any ULP
163

4. After assumption of jurisdiction by the its own initiative or upon request of
SLE any party.
5. After certification or submission of
dispute to compulsory or voluntary 4. Furnish the regional branch of the NCMB
arbitration or during the pendency of with a notice to conduct a strike vote, at
cases involving the same grounds for least 24‐hours before the meeting for
strike or lockout such purpose (Sec. 10, Rule XXII of the
6. Labor standards cases such as wage Omnibus Rules of the NLRC).
orders. (Guidelines governing Labor
Relations [Oct. 19, 1987] issued by Sec. 5. 7‐Day strike ban – a 7‐day waiting period
Drilon. See also Art. 261, LC) before the date of the purported strike
(within which the union intending to
conduct a strike must at least submit a
Q: What are the procedural and substantive report to DOLE as to the result of the
requisites before a strike may be declared? strike vote)

A: Note: To give DOLE an opportunity to verify
1. Notice of strike – filed with the NCMB whether the projected strike really carries
taking into consideration the cooling‐off the imprimatur of the majority of the union
period members in addition to the cooling‐off
period before the actual strike. (Lapanday
Note: The failure of the union to serve the Workers’ Union, et.al. v. NLRC, G.R. Nos.
company a copy of the notice of strike is a 95494‐97, Sep. 7, 1995)
clear violation of Section 3, Rule XXII, Book V
of the Rules Implementing the LC. The Q: What is a cooling‐off period?
Constitutional precepts of due process
mandate that the other party be notified of A: It is the period of time given the NCMB to
the adverse action of the opposing party. mediate and conciliate the parties. It is the span of
(Filipino Pipe and Foundry Corp. v. NLRC, time allotted by law for parties to settle their
G.R. No. 115180, Nov.r 16, 1999) disputes in a peaceful manner before staging a
strike or lockout.
2. 30/15 day Cooling‐off period before the
intended date of actual strike – notice of Note: Cooling‐off and waiting period may be done
strike is filed with the NCMB taking into simultaneously.
consideration the cooling‐off period, at
least: Q: What is the effect of non‐compliance with the
requisites of a strike?
a. 30 days before the intended strike
for bargaining deadlocks; A: The strike may be declared illegal.
b. 15 days before the intended strike
for ULP Q: What is the purpose of giving notice of the
conduct of a strike vote to the NCMB at least 24
3. Strike vote hours before the meeting for the said purpose?
a. The decision to declare a strike must
be approved by a majority of the A:
total union membership in the 1. Inform the NCMB of the intent of the
bargaining unit concerned. union to conduct a strike vote;
b. It must be obtained by secret ballot 2. Give the NCMB ample time to decide on
through meetings or referenda called whether or not there is a need to
for the purpose. supervise the conduct of the strike vote
c. Its purpose is to ensure that the to prevent any acts of violence and or
intended strike is a majority decision. irregularities;
The report on the strike vote must 3. Ample time to prepare for the
be submitted to DOLE at least 7 days deployment of the requisite personnel.
before the intended strike subject to (Capitol Medical Center v. NLRC, G.R. No.
the cooling‐off period. 147080, April 26, 2005)
d. The regional branch may supervise
the conduct of the secret balloting at Q: Is a no strike/lockout clause legal?

164
LABOR LAW TEAM:

LABOR RELATIONS LAW
A: Yes, but it is applicable only to economic strikes, 2. The regional branch of the NCMB may,

not ULP strikes. As a provision in the CBA, it is a upon agreement of the parties, treat a
valid stipulation although the clause may be notice as a preventive mediation case.
invoked by an employer (Er) only when the strike is 3. During the proceedings, the parties shall
economic in nature or one which is conducted to not do any act which may disrupt or
force wage or other concessions from the Er that impede the early settlement of the
are not mandated to be granted by the law itself. It dispute. They are obliged, as part of their
would be inapplicable to prevent a strike which is duty to bargain collectively in good faith
grounded on ULP. (Panay Electric Co. v. NLRC, G.R. and to participate fully and promptly in
No. 102672, Oct. 4, 1995; Malayang Samahan ng conciliation meetings called by the
mga Manggagawa sa Greenfield v. Ramos, G.R. No. regional branch of the NCMB.
113907, Feb. 28, 2000) 4. A notice, upon agreement of the parties,
may be referred to alternative modes of
Q: What is a preventive mediation case? dispute resolution, including voluntary
arbitration.
A: It involves labor disputes which are the subject
of a formal or informal request for conciliation and Q: Was the strike held by the union legal based on
mediation assistance sought by either or both the fact that the notice of strike only contained
parties or upon the initiative of the NCMB. (Sec. 1 general allegations of ULP?
[mm], Rule I, Book V, IRR)
A: No. Rule XIII Sec. 4 Book V of the Implementing
Note: The regional branch may treat the notice as Rules of the LC provides: In cases of ULP, the notice
preventive mediation case upon agreement of the of strike shall as far as practicable, state the acts
parties. complained of and the efforts to resolve the dispute
amicably. (Tiu v. NLRC, G.R. No. 123276, Aug. 18,
Q: What are the contents of the notice of strike or 1997)
lockout?
Q: NFSW, the bargaining agent of Central
A: Azucarera de la Carlota (CAC) rank and file
1. Name and addresses of Er employees, filed a notice of strike based on non‐
th
2. Union involved payment of the 13 month pay and 6 days
3. Nature of the industry to which the Er thereafter they held the strike. A day after the
belongs commencement of the strike, a report of the
4. Number of union members strike‐vote was filed by NFSW with MOLE. CAC
5. Workers in the bargaining unit filed a petition to declare the strike illegal due to
6. Other relevant date non‐compliance with the 15‐day cooling of period
7. In case of bargaining deadlocks: and the strike was held before the lapse of 7 days
unresolved issues, written proposals of from the submission to the MOLE of the result of
the union, counter‐proposals of the Er the strike vote. Was the strike held by NFSW legal?
and proof of request for conference to
settle differences A: No. The cooling‐off period in Art. 264(c) and the
8. In case of ULP: The acts complained of, 7‐day strike ban after the strike‐vote report
and the efforts taken to resolve the prescribed in Art. 264 (f) were meant to be
dispute mandatory. The law provides that “the labor union
may strike” should the dispute “remain unsettled
Note: NCMB shall inform the concerned party in case until the lapse of the requisite number of days from
notice does not conform with the req’ts. the filing of the notice”, this clearly implies that the
union may not strike before the lapse of the
Q: What action will the board take on the notice of cooling‐off period. The cooling‐off period is for the
strike of strike or lockout? Ministry of Labor and Employment to exert all
efforts at mediation and conciliation to effect a
A: voluntary settlement.
1. Upon receipt of notice, the regional
branch of the Board shall exert all efforts The mandatory character of the 7‐day strike ban is
at mediation and conciliation to enable manifest in the provision that “in every case” the
the parties to settle the dispute amicably. union shall furnish the MOLE with the results of the
It shall also encourage the parties to voting “at least 7 days before the intended strike.”
submit the dispute to voluntary This period is to give time to verify that a strike vote
arbitration.
165

was actually held. (NFSW v. Ovejera, G.R. No. L‐ Q: What are the exceptions to the “no backwages

59743, May 31, 1982) rule” of strikers?

Q: Fil Transit Ees Union filed a notice of strike with A:
the BLR because of alleged ULP of the company. 1. When the Ees were illegally locked thus
Because of failure to reach an agreement the compelling them to stage a strike
union went on strike. Several employees (Ees) 2. When the Er is guilty of the grossest form
were dismissed because of the strike. The union of ULP
filed another notice of strike alleging ULP, massive 3. When the Er committed discrimination in
dismissal of officers and members, coercion of Ees the rehiring of strikers refusing to readmit
and violation of workers rights to self‐ those against whom there were pending
organization. The Ministry of Labor and criminal cases while admitting nonstrikers
Employment, after assuming jurisdiction over the who were also criminally charged in
dispute, ordered all striking Ees including those court;
who were dismissed to return to work. The 4. When the workers who staged a
company however countered that no strike vote voluntary ULP strike offered to return to
had been obtained before the strike was called work unconditionally but the Er refused
and the result of the strike vote was not reported to reinstate them. (Manila Diamond Hotel
to Ministry of Labor and Employment. Was the vs. Manila Diamond Hotel Ees’ Union, G.R.
strike held by the union illegal for failure to hold a No. 158075, June 30, 2006)
strike vote?
d.Assumption of Jurisdiction by the Secretary of
A: Yes, there is no evidence to show that a strike Labor or Certification of the Labor dispute to the
vote had in fact been taken before a strike was NLRC for compulsory arbitration
called. Even if there was a strike vote held, the
strike called by the union was illegal because of Q: Discuss the assumption of jurisdiction by the
non‐observance by the union of the mandatory 7‐ Secretary of Labor and Employment (SLE) on
day strike ban counted from the date the strike strikes/lockouts.
vote should have been reported to the DOLE. (First
City Interlink Transportation Co., Inc. v. Confessor, A:
G.R. No. 106316, May 5, 1997) 1. Discretionary
a. If in his opinion there exists a labor
Q: The company conceived and decided to dispute causing or likely to cause a
retrench its Ees and selected about 40 Ees to be strike or lockout in an industry
dismissed because of the lack of work. Because of indispensable to the national interest.
this about 200 Ees during break‐time boarded b. He may certify the same to the NLRC
buses and went to the Ministry of Labor but they for compulsory arbitration
were advised to return to work. c. Effect – Automatically enjoins the
intended or impending strike/lockout
Upon returning to the company’s premises, the but if one has already taken place, all
Ees were only allowed to stay in the canteen and striking or locked out Ees shall
were not given work because according to the immediately return to work and the Er
company the machines were undergoing repairs. shall immediately resume operations
Are the Ees entitled to reinstatement and and re‐admit all workers under the
backwages? same terms and conditions prevailing
before the strike or lockout (Trans‐
A: The Ees are entitled to reinstatement but not to Asia Shipping Lines, Inc.‐Unlicensed
backwages. Both parties being in pari delicto, Crews Ee’s Union v. CA, G.R. No.
having conducted an illegal strike and lockout 145428, July 7, 2004)
respectively, there must be a restoration of the
status quo ante and must bring the parties back to Note: A motion for reconsideration does not
their respective positions prior to the illegal strike suspend the effects as the assumption order
and lockout which shall be done by reinstating the is immediately executory.
remaining Ees. However, it is the general rule that
strikers are not entitled to backwages. The principle 2. Mandatory (within 24 hours)
of “no work, no pay” is applicable in view of the a. In labor disputes adversely affecting
finding of the illegality of the strike. (Philippine the continued operation of hospitals,
Inter‐Fashion, Inc v. NLRC, G.R. No. L‐59847, Oct. 18, clinics or medical institutions.
1982)
166
LABOR LAW TEAM:

LABOR RELATIONS LAW
b. May assume jurisdiction or certify it to A: No, the mere issuance of an assumption order
the NLRC for compulsory arbitration automatically carries with it a return‐to‐work order
c. Duty of striking union or locking out Er although not expressly stated therein. (TSEU‐FFW v.
to provide and maintain an effective CA, G.R. Nos. 143013‐14, Dec.18, 2000)
skeletal workforce of medical and
other health personnel, where Q: What is the extent of the powers of the
movement and service shall be President during strikes/lockouts?
unhampered and unrestricted as are
necessary to insure the proper and A:
adequate protection of the life and 1. May determine the industries, which are
health of its patients most especially in his opinion indispensable to national
emergency cases for the duration of interest
the strike or lockout (Art. 263 [g]) 2. May intervene at any time and assume
jurisdiction over any such labor dispute in
Q: What does the phrase “under the same terms order to settle or terminate the same.
and conditions” contemplate? (Art. 263[g])

A: Note: The decision of the President/SLE is final and
GR: It contemplates only actual reinstatement. executory after receipt thereof by the parties.
This is in keeping with the rationale that any
work stoppage or slowdown in that particular Q: May a return to work order be validly issued
industry can be inimical to the national pending determination of the legality of the
economy. strike?

XPN: Payroll reinstatement in lieu of actual A: Yes. Where the return to work order is issued
reinstatement but there must be showing of pending the determination of the legality of the
special circumstances rendering actual strike, it is not correct to say that it may be
reinstatement impracticable, or otherwise not enforced only if the strike is legal and may be
conducive to attaining the purpose of the law in disregarded if illegal. Precisely, the purpose of the
providing for assumption of jurisdiction by the return to work order is to maintain the status quo
SLE in a labor dispute that affects the national while the determination is being made. (Sarmiento
interest. (Manila Diamond Hotel Ees Union v. v. Tuico, G.R. Nos. 75271‐73, June 27, 1988)
SLE, G.R. No. 140518, Dec. 16, 2004)
e.Nature of Assumption Order or Certification
Q: What are issues that the SLE may resolve when Order
he assumes jurisdiction over a labor dispute?
Q: What is the nature of the power of SLE under
A: Art. 263(g)?
1. Issues submitted to the SLE for resolution
and such issues involved in the labor A: The assumption of jurisdiction is in the nature of
dispute itself. (St. Scholastica’s College v. a police power measure. This is done for the
Torres, G.R. No. 100158, June 2, 1992) promotion of the common good considering that a
2. SLE may subsume pending labor cases prolonged strike or lockout can be inimical to the
before LAs which are involved in the national economy. The SLE acts to maintain
dispute and decide even issues falling industrial peace. Thus, his certification for
under the exclusive and original compulsory arbitration is not intended to impede
jurisdiction of LAs such as the declaration the worker’s right to strike but to obtain a speedy
of legality or illegality of strike (Int’l. settlement of the dispute. (Philtread Workers Union
Pharmaceuticals v. SLE, G.R. Nos. 92981‐ v. Confesor, G.R. No. 117169, Mar. 12, 1997)
83, Jan. 9, 1992)
Art. 263(g) does not interfere with the workers right
Note: Power of SLE is plenary and discretionary. (St. to strike but merely regulates it, when in the
Luke’s Medical Center v. Torres, G.R. No. 99395, June exercise of such right national interest will be
29, 1993) affected. The LC vests upon the SLE the discretion
to determine what industries are indispensable to
Q: Is it necessary for the SLE to issue a return‐to‐ national interest.
work order in an assumption order?
Q: What is the nature of assumption and
certification orders of the Secretary of Labor?
167

meetings were conducted but to no avail so the

A: The underlying principle embodied in Art. 264 union staged a strike while the company
(g) on the settlement of labor disputes is that terminated 383 union members from service
assumption and certification orders are executor in pursuant to its redundancy program. Pursuant to
character and are strictly complied with by the Art. 263(g) of the LC the SLE certified the labor
parties even during the pendency of any petition dispute for compulsory arbitration. Accordingly
questioning their validity. This extraordinary the SLE enjoined the strike staged by the union
authority given to the Secretary of Labor is aimed at and all striking workers were directed to return to
arriving at a peaceful and speedy solution to labor work within 24 hours except for those who were
disputes, without jeopardizing national interests. terminated due to redundancy.

Q: A notice of strike was filed by the PSBA Ees Was the SLE correct in excepting from the return‐
Union‐FFW, alleging union busting, coercion of Ees to‐work order those who were terminated due to
and harassment on the part of PSBA. The redundancy?
conciliation being ineffective, the strike pushed
through. A complaint for ULP and for a declaration A: No, Art. 263(g) is clear and unequivocal in
of illegality of the strike with a prayer for stating that all striking or lock‐out Ees shall
preliminary injunction was filed by PSBA against immediately return to work and the Er shall
the union. immediately resume operations and readmit all
workers under the same terms and conditions
While the cases were pending, a complaint was prevailing before the strike or lockout. Records of
filed in the RTC of Manila by some PSBA students the case would show that the strike occurred one
against PSBA and the union, seeking to enjoin the day before the members of the union were
union and its members from picketing and from dismissed due to alleged redundancy. Thus the
barricading themselves in front of the schools abovementioned article directs that the Er must
main gate. A TRO was then issued by the RTC, readmit all workers under the same terms and
which the union opposed on the ground that the conditions prevailing before the strike. (PLDT v.
case involves a labor dispute over which the RTC Manggagawa ng Komunikasyon sa Pilipinas, G.R.
had no jurisdiction. The Acting SLE later on No. 162783, July 14, 2005)
assumed jurisdiction over the labor dispute and
ordered the striking Ee’s to return to work. Was f.Effect of defiance of Assumption or Certification
the SLE correct in ordering the striking Ees to Order
return to work?
Q: What is the effect of defiance to the return to
A: Yes. In the opinion of the Acting SLE, the labor work order?
dispute adversely affected the national interest,
affecting as it did 9,000 students. He is authorized A: It shall be considered an illegal act committed in
by law to assume jurisdiction over the labor the course of the strike or lockout and shall
dispute, after finding that it adversely affected the authorize the SLE or the NLRC, as the case may be,
national interest. This power is expressly granted by to enforce the same under pain or loss of
Art. 263 (g) of the LC, as amended by B.P. Blg. 227. employment status or entitlement to full
employment benefits from the locking‐out Er or
Q: Does the RTC have jurisdiction to decide on the backwages, damages and/or other positive and/or
case filed by the PSBA students? affirmative reliefs, even to criminal prosecution
against the liable parties. (Sec. 6, Rule IX, of the
A: No, the RTC was without jurisdiction over the New Rules of Procedure of the NLRC; St.
subject matter of the case filed by some PSBA Scholastica’s College v. Torres, G.R. No. 100158,
students, involving as it does a labor dispute over June 2, 1992)
which the labor agencies had exclusive jurisdiction.
That the regular courts have no jurisdiction over g.Illegal Strike
labor disputes and to issue injunctions against
strikes is well‐settled. (PSBA v. Noriel, G.R. No. Q: When is a strike illegal?
80648, Aug. 15, 1988)
A:
Q: Members of the union learned that a 1. Contrary to specific prohibition of law,
redundancy program would be implemented by such as strike by employees (Ees)
the company. Thereupon it filed a Notice of strike performing governmental functions;
on the grounds of ULP. A number of conciliation 2. Violates a specific req’t of law;
168
LABOR LAW TEAM:

LABOR RELATIONS LAW
3. Declared for an unlawful purpose, such as Q: What is the rule on reinstatement of striking
inducing the employer (Er) to commit ULP workers?
against non‐union Ees;
4. Employs unlawful means in the pursuit of A: Striking employees are entitled to reinstatement,
its objective, such as widespread regardless of whether or not the strike was the
terrorism of non‐strikers; consequence of the employers ULP because while
5. Declared in violation of an existing out on strike, the strikers are not considered to
injunction; have abandoned their employment, but rather have
6. Contrary to an existing agreement, such only ceased from their labor; the declaration of a
as a no strike clause or conclusive strike is not a renunciation of employment relation.
arbitration clause
Q: Who are not entitled to reinstatement?
Q: What is “good faith (GF) strike” doctrine?
A:
A: A strike may be considered legal where the union 1. Union officers who knowingly participate
believed that the company committed ULP and the in the illegal strike
circumstances warranted such belief in GF, 2. Any striker or union who knowingly
although subsequently such allegations of ULP are participates in the commission of illegal
found out as not true. (Bacus v. Ople, GR No. L‐ acts during the strike
56856, Oct. 23, 1984, People’s Industrial and
Commercial Ees and Organization (FFW) v. People’s Note: Those union members who have joined an illegal
Industrial and Commercial Corp., G.R. No.37687, strike but have not committed any illegal act shall be
Mar. 15, 1982) reinstated but without back wages.

Q: What is the effect of the GF of strikers on the The responsibility for the illegal acts committed during
legality of strike? the strike must be on an individual and not on a
collective basis. (First City Interlink Transportation Co.,
Inc. v. Confesor, G.R. No. 106316, May 5, 1997)
A:

GR: A strike grounded on ULP is illegal if no such
Q: Are strikers entitled to their backwages or
acts actually exist.
strike duration pay?

XPN: Even if no ULP acts are committed by the
A:
Er, if the Ees believe in GF that ULP acts exist so
GR: No, even if such strike was legal.
as to constitute a valid ground to strike, then

the strike held pursuant to such belief may be
XPN:
legal. Where the union believed that the Er
1. Where the strikers voluntarily and
committed ULP and the circumstances
unconditionally offered to return to work,
warranted such belief in GF, the resulting strike
but the employer refused to accept the
may be considered legal although,
offer – workers are entitled to back wages
subsequently, such allegations of ULP were
from the date their offer was made
found to be groundless. (NUWHRAIN‐Interim
2. When there is a return‐to‐work order and
Junta v. NLRC, G.R. No. 125561, Mar. 6, 1998)
the Ees are discriminated against other
(1)Liability of Officers of the Union and Ordinary Ees, workers are entitled to back wages
Workers from the date of discrimination
3. In case of a ULP strike, in the discretion of
Q: Should separation pay and backwages be the authority deciding the case

awarded to the participants of an illegal strike?
Q: What is the rule in strikes in hospitals?
A: No backwages will be awarded to union
members as a penalty for their participation in the A:
illegal strike. As for the union officers, for knowingly 1. It shall be the duty of the striking
participating in an illegal strike, the law mandates employees or locking‐out employer to
that a union officer may be terminated from provide and maintain an effective skeletal
employment and they are not entitled to any relief. workforce of medical and health
(Gold City Integrated Port Services, Inc. v. NLRC, G.R. personnel for the duration of the strike or
No. 86000, Sep. 21, 1990 ) lockout.
2. SLE may immediately assume jurisdiction

within 24 hours from knowledge of the
169

occurrence of such strike or lockout A: When an employer accedes to the peaceful
certify it to the NLRC for compulsory settlement brokered by the NLRC by agreeing to
arbitration. accept all employees who had not yet returned to
work, it waives the issue of the illegality of the
Q: More or less 1400 Ees of the company staged a strike. (Reformist Union v. NLRC, G.R. No.
mass walk‐out, allegedly without anybody leading 120482,Jan. 27, 1997)
them as it was a simultaneous, immediate and
unanimous group action and decision, to protest j.Injunctions
the non‐payment of their salaries and wages. The
Minister of Labor and Employment who found the Q: What is an injunction?
strike to be illegal granted the clearance to
terminate the employment of those who were A: It is an order or a writ that commands a person
instigators in the illegal strike. Was the decision of to do or not to do a particular act. It may be a
the Minister of Employment in granting the positive (mandatory) or a negative (prohibitory)
clearance correct? command.

A: No, a mere finding of the illegality of a strike (1)Requisites for Labor Injunctions
should not be automatically followed by wholesale
dismissal of the strikers from their employment. Q: May the court or quasi‐judicial entity issue any
While it is true that administrative agencies injunction during strikes/lockouts?
exercising quasi‐judicial functions are free from the
A: GR: No court or entity shall enjoin any picketing,
rigidities of procedure, it is equally well‐settled that
strike or lockout, or any labor dispute.
avoidance of technicalities of law or procedure in
ascertaining objectively the facts in each case
XPN:
should not, however, cause denial of due process.
1. When prohibited or unlawful acts are
(Bacus v. Ople, G.R. No. L‐56856, Oct. 23, 1984)
being or about to be committed that will

cause grave or irreparable damage to the
Q: 2 days after the union struck, the SLE ordered
complaining party. (Art. 218[e])
the striking workers to return to work within 24
2. On the ground of national interest
hours. But the striking union failed to return to
3. The SLE or the NLRC may seek the
work and instead they continued their pickets. As
assistance of law enforcement agencies to
a result, violence erupted in the picket lines. The
ensure compliance with this provision as
service bus ferrying non‐striking workers was
well as with such orders as he may issue
stoned causing injuries to its passengers. Threats,
to enforce the same (Art. 263[g])
defamation, illegal detention, and physical injuries

also occurred. The company was directed to
(2)Innocent Bystander Rule
accept back all striking workers, except the union

officers, shop stewards, and those with pending
Q: What must an “innocent by‐stander” satisfy
criminal charges. Was the SLE correct in not
before a court may enjoin a labor strike?
including the union officers, shop stewards and

those with pending criminal charges in the return‐
A: The innocent by stander must show:
to‐work order?

1. Compliance with the grounds specified in
A: No, to exclude union officers, shop stewards and
Rule 58 of the Rules of Court, and
those with pending criminal charges in the directive
2. That it is entirely different from, without
to the company to accept back the striking workers
any connection whatsoever to, either
without first determining whether they knowingly
party to the dispute and, therefore, its
committed illegal acts would be tantamount to
interests are totally foreign to the context
dismissal without due process of law. (Telefunken
thereof. (MSF Tire & Rubber v. CA, G.R.
Semiconductors Ees Union‐FFW v. SLE, G.R. No.
128632, Aug. 5, 1999)
122743 & 127215, Dec. 12, 1997)

Q: May the RTC take cognizance of the complaint
(2)Waiver of Illegality of Strike
where the same is but an incident of a labor

dispute?
Q: When is there a waiver of the illegality of a

strike by the employer? rd
A: No, where the subject matter of the 3 party

claim is but an incident of the labor case, it is a
matter beyond the jurisdiction of the RTC, such
170
LABOR LAW TEAM:

LABOR RELATIONS LAW
courts have no jurisdiction to act on labor cases or
various incidents arising therefrom, including the
execution of decisions, awards or orders.

A party, by filing its 3rd party claim with the deputy
sheriff, it submitted itself to the jurisdiction of the
NLRC acting through the LA.

The broad powers granted to the LA and to the
NLRC by Art. 217, 218 and 224 of the LC can only be
interpreted as vesting in them jurisdiction over
incidents arising from, in connection with or
relating to labor disputes, as the controversy under
consideration, to the exclusion of the regular
courts. The RTC, being a co‐equal body of the NLRC,
has no jurisdiction to issue any restraining order or
injunction to enjoin the execution of any decision of
the latter. (Deltaventures v. Cabato, G.R. No.
118216, Mar. 9, 2000)

Q: The employer filed with the RTC a complaint for
damages with preliminary mandatory injunction
against the union, the main purpose of which is to
dispense the picketing of the members of the
union. The union filed a motion to dismiss on the
ground of lack of jurisdiction. The RTC denied the
motion to dismiss and enjoined the picketing, it
said that mere allegations of Er‐Ee relationship
does not automatically deprive the court of its
jurisdiction and even the subsequent filing of
charges of ULP, as an afterthought, does not
deprive it of its jurisdiction. Was the issuance by
the RTC of the injunction proper?

A: No, the concerted action taken by the members
of the union in picketing the premises of the
department store, no matter how illegal, cannot be
regarded as acts not arising from a labor dispute
over which the RTCs may exercise jurisdiction.
(Samahang Manggagawa ng Liberty Commercial v.
Pimentel, G.R. No. L‐78621, Dec. 2, 1987)

171

H. PROCEDURE AND JURISDICTION 8. Wage distortion disputes in unorganized

establishments not voluntarily settled by
1.LABOR ARBITER the parties pursuant to RA 6727
9. Enforcement of compromise agreements
a.Jurisdiction when there is non‐compliance by any of
Q: What is the distinction between the jurisdiction the parties pursuant to Art. 227 of the
of the labor arbiter (LA) and the National Labor Labor Code (LC), as amended; and
Relations Commission (NLRC)? 10. Other cases as may be provided by law

A: Note: Although the provision speaks of exclusive and
1. The NLRC has exclusive appellate original jurisdiction of LAs, the cases enumerated may
jurisdiction on all cases decided by the LA. instead be submitted to a voluntary arbitrator by
2. The NLRC does not have original agreement of the parties under Art. 262 of the LC. The
jurisdiction on the cases over which the law prefers voluntary over compulsory arbitration.
LA have original and exclusive jurisdiction.
3. The NLRC cannot have appellate Q: What is the nature of the cases which the labor
jurisdiction if a claim does not fall within arbiter (LA) may resolve?
the exclusive original jurisdiction of the
LA. A: The cases that an LA can hear and decide are
employment related. Where no Er‐Ee relationship
Q: What is the nature of jurisdiction of labor exists between the parties and no issue is involved
arbiters (LAs)? which may be resolved by reference to the LC,
other labor statutes, or any collective bargaining
A: It is original and exclusive. LAs have no appellate agreement, it is the RTC that has jurisdiction.
jurisdiction. (Lapanday Agricultural Dev’t. Corp v. CA, G.R. No.
112139, Jan.31, 2000)
Q: What are the cases falling under the jurisdiction
of labor arbiters (LAs)? The LA has jurisdiction over controversies involving
Ers and Ees only if there is a “reasonable causal
A: Exclusive and original jurisdiction to hear and connection” between the claim asserted and the Er‐
decide the following cases involving all workers: Ee relations. Absent such link, the complaint is
cognizable by the regular court. (Eviota v. CA, G.R.
1. ULP cases No. 152121, July 29, 2003)
2. Termination disputes
3. If accompanied with a claim for Q: Do labor arbiters exercise concurrent
reinstatement, those that workers file jurisdiction with the NLRC?
involving wages, rates of pay, hours of
work and other terms and conditions of A: Yes, with respect to contempt cases.
employment
4. Claims for actual, moral, exemplary and Q: What are the cases referred to grievance
other forms of damages arising from Er‐ machinery and voluntary arbitration?
Ee relations
A: Disputes arising from the:
5. Cases arising from any violation of Art.

264, including questions involving the
1. Interpretation or implementation of the
legality of strikes and lockouts;
CBA
6. Except claims for Employment
2. Interpretation or enforcement of
Compensation, Social Security, Philhealth
company personnel policies
and maternity benefits, all other claims

arising from Er‐Ee relations, including
Q: What is the extent of the jurisdiction of the
those of persons in domestic or
labor arbiter (LA) if there are unresolved matters
household service, involving an amount
arising from the interpretation of the CBA?
exceeding P5000 regardless of whether

accompanied with a claim for
A:
reinstatement
GR: LAs have no jurisdiction over unresolved or
7. Monetary claims of overseas contract
unsettled grievances arising from the
workers arising from Er‐Ee relations under
interpretation or implementation of the CBA
the Migrant Worker’s Act of 1995 as
and those arising from the interpretation or
amended by RA 10022
enforcement of company personnel policies.
172
LABOR LAW TEAM:

PROCEDURE AND JURISDICTION
City Water District v. Buat, G.R. No.

XPN: Actual termination disputes 104389, May 27, 1994)
7. The aggregate money claim does not
Note: Where the dispute is just in the interpretation, exceed P5000 and without claim for
implementation or enforcement stage of the reinstatement (Rajah Humabon Hotel, Inc.
termination, it may be referred to the grievance v. Trajano, G.R. Nos. 100222‐23, Sep.14,
machinery set up by the CBA or by voluntary 1993)
arbitration. Where there was already actual 8. Claim of employee (Ee) for cash prize
termination, i.e., violation of rights, it is already under the Innovation Program of the
cognizable by the LA. (Maneja v. NLRC, G.R. No. company, although arising from Er‐Ee
124013, June 5, 1998)
relationship, is one requiring application

of general civil law on contracts which is
Q: Does the use of the word “may” in the
within the jurisdiction of the regular
provisions of the Grievance Procedure allow the
courts (SMC v. NLRC, G.R. No. 80774, May
alternative of submitting the case before the labor
31, 1988)
arbiter (LA)?
9. Cause of action based on quasi‐delict or

tort which has no reasonable connection
A: Yes. The use of the word “may” shows the
with any of the claims enumerated in
intention of the parties to reserve the right to
Art.217 of the LC (Ocheda v. CA, G.R. No.
submit the illegal termination dispute to the
85517, Oct. 16, 1992)
jurisdiction of the LA, rather than to a voluntary
10. Complaint arising from violation of
arbitrator. Petitioner validly exercised his option to
training agreement (Singapore Airlines v.
submit his case to a LA when he filed his complaint
Pano, G.R. No. L‐47739, June 22, 1983)
before the proper government agency. In other
words, the CA is correct in holding that voluntary Q: FASAP, the sole and exclusive bargaining
abitration is mandatory in character if there is a representative of the flight attendants, flight
specific agreement between the parties to that stewards and pursers of PAL, and respondent PAL
effect. It must be stressed however that, in the case entered into a CBA incorporating the terms and
at bar, the use of the word “may” shows the conditions of their agreement for the years ‘01‐
intention of the parties to reserve the right of ‘05. Sec. 144, Part A of the CBA provides that
recourse to LAs. (Vivero v. CA, G.R. No. 138938, compulsory retirement shall be 55 for females and
Oct.24, 2000) 60 for males. They filed an action with the RTC
claiming that the CBA provision is discriminatory
Q: What are the cases which do not fall under the and hence unconstitutional. The RTC issued a TRO.
jurisdiction of the labor arbiters (LA)? The appellate court ruled that the RTC has no
jurisdiction over the case at bar. Whether RTC has
A: LAs have no jurisdiction over the ff: jurisdiction over the petitioners' action challenging
the legality of the provisions on the compulsory
1. Foreign governments (JUSMAG‐Phils. v.
retirement age contained in the CBA?
NLRC, G.R. No. 108813, Dec. 15, 1994)

2. Int’l agencies (Lasco v. NLRC, G.R. Nos.
A: Yes. The subject of litigation is incapable of
109095‐109107, Feb. 23, 1995)
pecuniary estimation, exclusively cognizable by the
3. Intra‐corporate disputes which fall under
RTC, pursuant to Sec. 19 (1) of BP Blg. 129, as
P.D. 902‐A and now falls under the
amended. Being an ordinary civil action, the same is
jurisdiction of the regular courts pursuant
beyond the jurisdiction of labor tribunals.
to the new Securities Regulation Code

(Nacpil v. IBC, G.R. No. 144767, Mar. 21,
Not every controversy or money claim by an
2002)
employee (Ee) against the employer (Er) or vice‐
4. Executing money claims against
versa is within the exclusive jurisdiction of the LA.
government (Dept of Agriculture v. NLRC,
Actions between Ees and Er where the Er‐Ee
G.R. No. 104269, Nov. 11, 1993)
relationship is merely incidental and the cause of
5. Cases involving GOCCs with original
action precedes from a different source of
charters which are governed by civil
obligation is within the exclusive jurisdiction of the
service law, rules or regulations (Art. IX‐B,
regular court. Here, the Er‐Ee relationship between
Sec.2, No.1, 1987 Constitution)
the parties is merely incidental and the cause of
6. Local water district (Tanjay Water District
action ultimately arose from different sources of
v. Gabaton, April 17, 1989) except where
obligation, i.e., the Constitution and CEDAW.
NLRC jurisdiction is invoked (Zamboanga
(Halaguena vs. PAL Incorporated, G.R. No. 172013,
Oct. 2, 2009)
173

A:
Q: Who has the exclusive appellate jurisdiction 1. The appeal is perfected:
over all cases decided by Labor Arbiters? a. Filed within the reglementary period
provided in Sec. 1 of this Rules
A: The NLRC. b. Verified by the appellant himself in
accordance with Sec. 4, Rule 7 of the
Q: What is the effect of perfection of an appeal on Rules of Court, as amended
execution? c. In the form of a memorandum of
appeal which shall state the grounds
A: The perfection of an appeal shall stay the relied upon and the arguments in
execution of the decision of the Labor Arbiter on support thereof, the relief prayed
appeal, except execution for reinstatement pending for, and with a statement of the date
appeal. the appellant received the appealed
decision, resolution or order
Note: The provision of Art. 223 is clear that an award d. In 3 legibly typewritten or printed
by the LA for reinstatement shall be immediately copies
executor even pending appeal and the posting of a e. Accompanied by (i) proof of payment
bond by the employer shall not stay the execution for of the required appeal fee; (ii)
reinstatement. (Pioneer Texturizing Corp. v. NLRC, G.R. posting of a cash or surety bond as
No. 118651, Oct. 16, 1997) provided in Sec. 6 of this Rule; (iii) a
certificate of non‐forum shopping;
b.Effect of self‐executing order of reinstatement on and (iv) proof of service upon the
backwages other parties.

Q: May dismissed employees (Ees) collect their 2. Mere notice of appeal without complying
wages during the period between the Labor with the other requisites aforestated shall
Arbiter’s (LA’s) order of reinstatement pending not stop the running of the period for
appeal and the NLRC decision overturning that of perfecting an appeal.
the LA?
Q: Is the posting of an appeal bond required for
A: Yes. Par. 3 of Art. 223 of the Labor Code
the perfection of an appeal from a Labor Arbiter’s
provides that the decision of the LA reinstating a
(LA’s) decision involving monetary award?
dismissed or separated Ee, insofar as the

reinstatement aspect is concerned, shall
A: Yes. In case the decision of the LA or the Regional
immediately be excutory, pending appeal.
Director involves a monetary award, an appeal by
the employer may be perfected only upon the
Even if the order of reinstatement of the LA is
posting of a bond. (Sec.6, Rule VI, NLRC 2005 Rules
reversed on appeal, it is obligatory on the part of
of Procedure)
the employer (Er) to reinstate and pay the wages of

the dismissed Ee during the period of appeal until
Q: What are the forms of the appeal bond?
reversal by the higher court. On the other hand, if

the Ee has been reinstated during the appeal period
A: It shall either be in the form of cash deposit or
and such reinstatement order is reversed with
surety bond equivalent in amount to the monetary
finality, the Ee is not required to reimburse
award, exclusive of damages and attorney's fees.
whatever salary he received for he is entitled to
(Sec. 6, Rule VI, NLRC 2005 Rules of Procedure)
such, more so if he actually rendered services

during the period. (Pfizer v. Velasco, G.R. No.
Q: Who may issue a surety bond?
177467, March 9, 2011)

Unless there is a restraining order, it is ministerial A: It shall be issued by a reputable bonding
upon the LA to implement the order of company duly accredited by the Commission or the
reinstatement and it is mandatory on the Er to SC, and shall be accompanied by original or certified
comply therewith. (Garcia v. PAL, G.R. No. 164856, true copies of:
Jan. 20, 2009)
1. A joint declaration under oath by the Er,
c.Requirements to perfect appeal to NLRC his counsel, and the bonding company,
attesting that the bond posted is genuine,
Q: How is an appeal from LA to NLRC perfected? and shall be in effect until final disposition
of the case.
174
LABOR LAW TEAM:

2. An indemnity agreement between the Er‐ Note: The mere filing of a motion to reduce bond
appellant and bonding company; without complying with the requisites in the preceding
3. Proof of security deposit or collateral paragraphs shall not stop the running of the period to
securing the bond: provided, that a check perfect an appeal (Sec. 6, Rule VI, NLRC 2005 Rules of
shall not be considered as an acceptable Procedure).
security;
4. A certificate of authority from the Q: Company "A", within the reglementary
Insurance Commission; period, appealed the decision of a Labor Arbiter
5. Certificate of registration from the SEC; directing the reinstatement of an Ee and
6. Certificate of authority to transact surety awarding backwages. However, A's cash bond
business from the Office of the President; was filed beyond the ten day period. Should the
7. Certificate of accreditation and authority NLRC entertain the appeal? Why?
from the SC; and
A: No, the NLRC should not entertain the appeal, as
8. A notarized board resolution or
the same was not perfected for failure to file a
secretary's certificate from the bonding
bond. In ABA vs. NLRC, G.R. No.122627, July 18,
company showing its authorized
1999, the SC ruled: "An appeal bond is
signatories and their specimen signatures.
necessary...the appeal may be perfected only
(Sec. 6, Rule VI, NLRC 2005 Rules of
upon the posting of cash or surety bond issued
Procedure)
by a reputable bonding company duly accredited

Note: The appellant shall furnish the appellee with a
by the Commission in the amount equivalent to the
certified true copy of the said surety bond with all the monetary award in the judgment appealed from."
above‐mentioned supporting documents. (2001 Bar Question)

Q: What is the period within which a cash or Q: Is a motion for reconsideration (MR) of the
surety bond shall be valid and effective? NLRC decision required before certiorari may be
availed of?
A: From the date of deposit or posting, until the
A: Yes. A MR is required to enable NLRC to correct
case is finally decided, resolved or terminated, or
its mistakes. If no MR is filed, NLRC’s decision
the award satisfied. This condition shall be deemed
becomes final and executory.
incorporated in the terms and conditions of the
surety bond, and shall be binding on the appellants
Q: What is the remedy in case of denial of the MR?
and the bonding company. (Sec. 6, Rule VI, NLRC
2005 Rules of Procedure) A: If the motion is denied, the aggrieved party may
file a petition for certiorari not later than 60 days
Q: What is the effect if the bond is verified by the from notice of the judgment, order or resolution. In
NLRC to be irregular or not genuine? case a motion for reconsideration or new trial is
timely filed, whether such motion is required or
A: The Commission shall cause the immediate not, the 60 day period shall be counted from notice
dismissal of the appeal, and censure or cite in of the denial of said motion. No extension of time
contempt the responsible parties and their to file the petition shall be granted except for
counsels, or subject them to reasonable fine or compelling reason and in no case exceeding 15
penalty. (Sec.6, Rule VI, NLRC 2005 Rules of days. (Sec. 4, Rule 65, Rules of Court.)
Procedure)
Q: What is the effect if no service of summons was
Note: The appellee shall verify the regularity and
made?
genuineness of the bond and immediately report any
irregularity to the NLRC.
A: In the absence of service of summons or a valid

waiver thereof, the hearings and judgment
Q: May the bond be reduced?
rendered by the labor arbiter is null and void.

A:
Q: What is compulsory arbitration?
GR: No.
A: The process of settlement of labor disputes by a
XPN: On meritorious grounds, and only upon the government agency which has the authority to
posting of a bond in a reasonable amount in investigate and make an award binding on all the
relation to the monetary award. parties.

175

Q: Can the Labor Arbiter (LA) conduct compulsory
arbitration? 2.NATIONAL LABOR RELATIONS COMMISSION
(NLRC)
A: Yes. Under the Labor Code, it is the LA who is
clothed with the authority to conduct compulsory Q: What is the NLRC?
arbitration on cases involving termination disputes
[Art.217, P.D. 442, as amended]. (PAL v. NLRC, G.R. A: It is an administrative body with quasi‐judicial
No. 55159, Dec. 22, 1989) functions and the principal government agency that
hears and decides labor‐management disputes; it is
Q: What are the rules on venue of filing cases? attached to the DOLE solely for program and policy
coordination only.
A:
1. All cases which the Labor Arbiters (LAs) Q: How are the powers and functions of the NLRC
have authority to decide may be filed in allocated?
the Regional Arbitration Branch (RAB)
having jurisdiction over the workplace of A:
the complainant /petitioner. 1. En Banc
a. Promulgating rules and regulations
Note: Workplace is understood to be the and governing the hearings and
place or locality where the employee (Ee) is disposition of cases before any of its
regularly assigned when the cause of action divisions and regional branches.
arose. It shall include the place where the Ee b. Formulating policies affecting its
is supposed to report back after a temporary administration and operations.
detail, assignment or travel. c. On temporary or emergency basis, to
In case of field Ees, as well as ambulant or allow cases within the jurisdiction of
itinerant workers, their workplace is where
any division to be heard and decided
they are”
by any other division whose docket
a. Regularly assigned
b. Supposed to regularly receive their
allows the additional workload and
salaries and wages such transfer will not expose litigants
c. Receive their work instructions from to unnecessary additional expense.
d. Reporting the results of their 2. Division (8 Divisions with 3 members)
assignment to their employers (Er) a. Adjudicatory;
b. All other powers, functions and
2. Where 2 or more RABs have jurisdiction duties;
over the workplace, the first to acquire c. Exclusive appellate jurisdiction over
jurisdiction shall exclude others. cases within their respective
territorial jurisdiction.
3. Improper venue when not objected to
before filing of position papers shall be Q: Does an individual Commissioner have
deemed waived. adjudicatory power?

4. Venue may be changed by written A: No. The law lodges the adjudicatory power on
agreement of the parties or when the each of the eight divisions, not on the individual
NLRC or the LA so orders, upon motion by commissioners nor on the whole commission. The
the proper party in meritorious cases. “division” is a legal entity, not the person who sits
in it. Hence, an individual commissioner has no
5. For Overseas Contract Workers where the adjudicatory power, although of course, he can
complainant resides or where the concur or dissent in deciding a case.
principal office of the respondent Er is
located, at the option of the complainant. a.Jurisdictions

Note: The Rules of Procedure on Venue is Q: What are the two kinds of jurisdiction of the
merely permissive, allowing a different NLRC?
venue when the interest of substantial
justice demands a different one. (Dayag v. A:
Canizares, GR. No. 124193, Mar. 6, 1998) 1. Exclusive Original Jurisdiction
a. Certified labor disputes causing or
likely to cause a strike or lockout in
an industry indispensable to national
176
LABOR LAW TEAM:

interest, certified to it by the valid judgment.

Secretary of Labor or the President
for compulsory arbitration Note: Whenever the required membership in
b. Injunction in ordinary labor disputes a division is not complete and the
to enjoin or restrain any actual or concurrence of the Commissioners to arrive
threatened commission of any or all at judgment or resolution cannot be
prohibited or unlawful acts or to obtained, the Chairman shall designate such
require the performance of a number of additional Commissioners from
particular act in any labor dispute the other divisions as may be necessary.

which, if not restrained or performed
2. It shall be mandatory for the division to
forthwith, may cause grave or
meet for purposes of consultation.
irreparable damage to any party

c. Injunction in strikes or lockouts
Note: The conclusion of a division on any
under Art. 264 of the Labor Code (LC)
case submitted to it for decision should be
d. Contempt cases reached in consultation before the case is
2. Exclusive Appellate Jurisdiction assigned to a member for the writing of the
a. All cases decided by the Labor opinion.
Arbiters under Art. 217(b) of the LC
and Sec. 10 of R.A.8042 (Migrant 3. A certification that a consultation has been
Worker’s Act); and conducted, signed by the presiding
b. Cases decided by the Regional commissioner of the division, shall be
Offices of DOLE in the exercise of its issued (copy attached to the record of case
adjudicatory function under Art.129 and served upon the parties).
of the LC over monetary claims of
workers amounting to not more than Q: What are the qualifications of the Chairman and
P5000 and not accompanied by claim the Commissioners?
for reinstatement.
A:
Q: What is the composition of the NLRC? 1. Member of the Philippine Bar
2. Engaged in the practice of law in the
A: Philippines for at least 15 years
1. Chairman 3. At least 5 years experience or exposure in
2. 23 Members handling labor management relations
a. 8 members each, shall be chosen only 4. Preferably a resident of the region where
from among the nominees of the he is to hold office
workers and employers (Er)
organization respectively. Q: What are the qualifications of an Executive
b. The Chairman and the 7 remaining Labor Arbiter?
members shall come from the public
sector, with the latter to be chosen A:
preferably from among the 1. Member of the Philippine Bar
incumbent Labor Arbiters. 2. Engaged in the practice of law in the
c. Upon assumption into office, the Philippines for at least 10 years
members nominated by the workers 3. At least 5 years experience or exposure in
and Ers organization shall divest handling labor management relations
themselves of any affiliation with or
interest in the federation or Q: What is the term of office of the Chairman,
association to which they belong. Commissioners and Labor Arbiters (LAs)?

Note: There is no need for the Commission on A: They shall hold office during good behavior until
Appointments to confirm the positions in the NLRC. they reach the age of 65 unless removed for causes
Such requirement has no constitutional basis. (Calderon as provided by law or become incapacitated to
v. Carale, GR. No. 91636, April 23, 1992)
discharge the function of his office.

Q: How does the NLRC adjudicate cases?
Provided, however, that the President of the

Philippines may extend the services of the
A:
Commissioners and LAs up to the maximum age of
1. The NLRC adjudicates cases by division. A
70 years upon the recommendation of the
concurrence of 2 votes is needed for a
177

Commission en banc.
A: The appeal should not prosper. The SC, in many
Q: Some disgruntled members of Bantay cases, has ruled that decisions made by the NLRC
Labor Union filed with the Regional Office of the may be based on position papers. In the question, it
DOLE a written complaint against their union is stated that the parties agreed to submit the case
officers for mismanagement of union funds. The for resolution after the submission of position
Regional Director (RD) did not rule in the papers and evidence. Given this fact, the striker‐
complainants' favor. Not satisfied, the members of B cannot now complain that they were
complainants elevated the RD’s decision to the denied due process. They are in estoppel. After
NLRC. The union officers moved to dismiss on the voluntarily submitting a case and encountering an
ground of lack of jurisdiction. Are the union officers adverse decision on the merits, it is too late for the
correct? Why? loser to question the jurisdiction or power of the
court. A party cannot adopt a posture of double
A: Yes, the union officers are correct in claiming that dealing. (Marquez vs. Secretary of Labor, G.R. No.
the NLRC has no jurisdiction over the appealed 80685, March 16, 1989). (2001 Bar Question)
ruling of the RD. in Barles v. Bitonio, G.R. No.
120220, June 16, 1999, the SC ruled: Q: Is barangay conciliation available in labor
cases?
“Appellate authority over decisions of the RD
involving examination of union accounts is expressly A: No. Labor cases are not subject to barangay
conferred on the Bureau of Labor Relations (BLR) Conciliation since ordinary rules of procedure are
under the Rule of Procedure on Mediation‐ merely suppletory in character vis‐à‐vis labor
Arbitration.” disputes which are primarily governed by labor
laws. (Montoya v. Escayo, G.R. No. 82211‐12, Mar.
Sec. 4. Jurisdiction of the BLR — (b) The BLR shall 21, 1989)
exercise appellate jurisdiction over all cases
originating from the RD involving complaints for Q: What are the powers of the NLRC?
examination of union books of accounts.
A:
The language of the law is categorical. Any 1. Rule making power – promulgation of
additional explanation on the matter is rules and regulations:
superfluous." (2001 Bar Question) a. Governing disposition of cases
before any of its division/regional
Q: Company "A" and Union "B" could not resolve offices.
their negotiations for a new CBA. After b. Pertaining to its internal functions
conciliation proceedings b e f o r e t h e NCMB c. As may be necessary to carry out the
proved futile, B went on strike. Violence during purposes of the Labor Code.
the strike prompted A to file charges against 2. Power to issue compulsory processes
striker‐members of B for their illegal acts. The (administer oaths, summon parties, issue
SLE assumed jurisdiction, referred the strike to subpoenas)
the NLRC and issued a return‐to‐work order. 3. Power to investigate matters and hear
The NLRC directed the parties to submit their disputes within its jurisdiction
respective position papers and documentary (adjudicatory power – original and
evidence. At the initial hearing before the NLRC, appellate jurisdiction over cases)
the parties agreed to submit the case for 4. Contempt power
resolution after the submission of the position 5. Ocular Inspection
papers and evidence. 6. Power to issue injunctions and restraining
orders
Subsequently, the NLRC issued an arbitral award
resolving the disputed provisions of the CBA and b.Effect of NLRC reversal of Labor Arbiter’s order of
ordered the dismissal of certain strikers for reinstatement
having knowingly committed illegal acts during
the strike. The dismissed employees elevated Q: May dismissed employees (Ees) collect their
their dismissal to the CA claiming that they wages during the period between the Labor
were deprived of their right to due process and Arbiter’s (LA’s) order of reinstatement pending
that the affidavits submitted by A were self‐ appeal and the NLRC decision overturning that of
serving and of no probative value. Should the the LA?
appeal prosper? State the reason(s) for your
answer clearly.
178
LABOR LAW TEAM:

A: Yes. Par. 3 of Art. 223 of the Labor Code appeal or petition for certiorari. (Ginete v. Sunrise
provides that the decision of the LA reinstating a Manning Agency, G.R. No. 142023, June 21, 2001)
dismissed or separated Ee, insofar as the
reinstatement aspect is concerned, shall Q: What is an injunction or a temporary
immediately be excutory, pending appeal. restraining order (TRO)?

Even if the order of reinstatement of the LA is A: Orders which may require, forbid, or stop the
reversed on appeal, it is obligatory on the part of doing of an act. The power of the NLRC to enjoin or
the employer (Er) to reinstate and pay the wages of restrain the commission of any or all prohibited or
the dismissed Ee during the period of appeal until unlawful acts under Art. 218 of Labor Code can only
reversal by the higher court. On the other hand, if be exercised in a labor disputes.
the Ee has been reinstated during the appeal period
and such reinstatement order is reversed with Note: A restraining order is generally regarded as an
finality, the Ee is not required to reimburse order to maintain the subject of controversy in status
whatever salary he received for he is entitled to quo until the hearing of an application for a temporary
such, more so if he actually rendered services injunction. (BF Homes v. Reyes, G.R. No. L‐30690
during the period. (Pfizer v. Velasco, G.R. No. November 19, 1982)
177467, March 9, 2011)
Q: Who may issue a TRO?
c.Requirements to perfect appeal to Court of
Appeals A:
1. President (Art.263[g])
Q: Is judicial review of the NLRC’s decision 2. Secretary of Labor (Art. 263[g])
available? 3. NLRC (Art.218)

A: Yes, through petitions for certiorari (Rule 65) Note: Art. 218 of the Labor Code limits the grant of
which should be initially filed with the CA in strict injunctive power to the “NLRC”. The LA is excluded
observance of the doctrine on the hierarchy of statutorily. Hence, no NLRC Rules can grant him that
courts as the appropriate forum for the relief power.
desired. The CA is procedurally equipped to resolve
unclear or ambiguous factual finding, aside from Q: What is the procedure for the issuance of
the increased number of its component divisions. restraining order/injunction?
(St. Martin Funeral Home v. NLRC, G.R. No. 130866,
Sep. 16, 1998) A:
1. Filing of a verified petition
Q: Within what period should the petition for 2. Hearing after due and personal notice has
certiorari be filed with the Court of Appeals? been served in such manner as the
Commission shall direct to:
A: Under Section 4, Rule 65 (as amended by A.M. a. All known persons against whom
No. 00‐2‐03‐SC) of the Rules of Civil Procedure, the relief is sought
petition must be filed within sixty (60) days from b. Also the Chief Executive or other
notice of the judgment or from notice of the public officials of the province or
resolution denying the petitioner’s motion for city within which the unlawful acts
reconsideration. This amendment is effective have been threatened or
September 1, 2000, but being curative may be given commercial charged with the duty
retroactive application. (Narzoles v. NLRC, G.R. No. to protect the complainant’s
141959, Sep. 29, 2000) property.
3. Reception at the hearing of the
The period within which a petition for certiorari testimonies of the witnesses with
against a decision of the NLRC may be filed should opportunity for cross‐examination, in
be computed from the date counsel of record of support of the allegations of the
the party receives a copy of the decision or complaint made under oath as well as
resolution, and not from the date the party himself testimony in opposition thereto.
receives a copy thereof. Article 224 of the Labor 4. Finding of fact of the Commission to the
Code, which requires that copies of final decisions, effect that:
orders or awards be furnished not only the party’s a. Prohibited or unlawful acts have
counsel of record but also the party himself applies been threatened and will be
to the execution thereof and not to the filing of an committed, or have been and will be
continued unless restrained, but no
179

injunction or TRO shall be issued on 4. POEA

account of any threat, prohibited or 5. OWWA
unlawful act, except against the 6. SSS‐ECC
persons, association or organization 7. RTWPB
making the threat or committing the 8. NWPC
prohibited or unlawful act or actually 9. Regular courts over intra‐corporate
authorizing or ratifying the same disputes.

after actual knowledge thereof.
Q: Who is a mediator‐arbiter?
b. The substantial and irreparable

injury to the complainant’s property.
Note: Irreparable Injury ‐an injury
A: An officer in the Regional Office or Bureau
which cannot be adequately authorized to hear, conciliate and decide
compensated in damages due to the representation cases or assist in the disposition of
nature of the injury itself or the nature intra or inter‐union disputes.
of the right or property injured or
when there exist no pecuniary Q: What kinds of cases fall within BLR’s
standard for the measurement of jurisdiction?
damages.
c. That as to each item of relief to be A: The BLR has original and exclusive jurisdiction
granted, greater injury will be over:
inflicted upon the complainant by
the denial of the relief than will be 1. Inter‐union disputes
inflicted upon the defendants by the 2. Intra‐union disputes
granting of the relief. 3. Other related labor relations disputes
d. That complainant has no adequate
remedy at law Q: What is the coverage of inter/intra‐union
Note: Adequate remedy – one that disputes?
affords relief with reference to the
matter in controversy and which is A: They shall include:
appropriate to the particular
circumstances of the case if the 1. Conduct or nullification of election of
remedy is specifically provided by law. union and workers’ association officers
(PAL v. NLRC, GR. No. 120567, Mar. 20, 2. Audit/accounts examination of union or
1998)
workers’ association funds
e. That public officers charged with the
3. Deregistration of collective bargaining
duty to protect complainant’s
agreements (CBAs)
property are unable or unwilling to
4. Validity/invalidity of union affiliation or
furnish adequate protection.
disaffiliation
5. Posting of a bond.
5. Validity/invalidity of acceptance/ non‐

acceptance for union membership
3.BUREAU OF LABOR RELATIONS (BLR)‐MED
6. Validity/invalidity of voluntary recognition
ARBITERS
7. Opposition to application for union or

CBA registration
a.Jurisdiction
8. Violations of or disagreements over any

provision of the constitution and by‐laws
Q: What is covered by the BLR’s jurisdiction and
of union or workers’ association
functions?
9. Disagreements over chartering or

registration of labor organizations or the
A: The BLR no longer handles “all labor
registration of CBAs;
management disputes”; rather its functions and
10. Violations of the rights and conditions of
jurisdiction are largely confined to:
membership in a union or workers’
1. Union matters
association;
2. Collective bargaining registry and
11. Violations of the rights of legitimate labor
3. Labor education.
organizations (LLO), except interpretation

of CBAs;
Note: Jurisdiction over labor management problems or
12. Validity/invalidity of impeachment/
disputes is also exercised by other offices:
1. DOLE Regional Offices
expulsion/suspension or any disciplinary
2. Office of the Secretary of Labor action meted against any officer and
3. NLRC member, including those arising from
180
LABOR LAW TEAM:

non‐compliance with the reportorial 5. Lack of jurisdiction of the investigating body;

requirements under Rule V; action for the administrative agency is
13. Such other disputes or conflicts involving patently illegal, arbitrary and oppressive;
the rights to self‐organization, union 6. Issue is purely a question of law;
membership and CB – 7. Where the administrative agency had
a. Between and among LLO and already prejudged the case; and
b. Between and among members of a 8. Where the administrative agency was
practically given the opportunity to act on
union or workers’ association. (Sec.1,
the case but it did not.
Rule XI, Book V, IRR as amended by

D.O. 40‐F‐03)
Q: May a decision in an inter/intra‐union dispute

be appealed from?
Q: What is covered by the phrase “other related

labor relations disputes”?
A: Yes.

A:
Q: Within what period may an appeal to a decision
1. Any conflict between:
of the med‐arbiter or regional director in an
a. A labor union and the employer (Er); or
inter/intra‐union dispute be filed?
b. A labor union and a group that is not a

labor organization (LO); or
A: The decision may be appealed by any of the
c. A labor union and an individual who is
parties within 10 days from receipt thereof. (Sec.
not a member of such union
16, Rule XI, D.O. 40‐03)
2. Cancellation of registration of unions and
worker’s associations filed by individual/s Q: To whom is the decision appealable?
other than its members, or group that is
not a LO. A: The decision is appealable to the:
3. A petition for Interpleader involving labor 1. Bureau of Labor Relations (BLR): if the
relations. (Sec. 2, Rule XI, Book V, IRR as case originated from the Med‐Arbiter or
amended by D.O. 40‐F‐03) Regional Director;
2. SLE: if the case originated from the BLR.
Q: Who may file a complaint or petition involving
intra/inter‐union disputes? Q: What is the extent of the Bureau of Labor
Relations (BLRs) authority?
A: A legitimate labor organization or its members.
(Sec. 5, Rule XI, D.O. 40‐03) A:
1. It may hold a referendum election among
Q: What if the issue involves the entire the members of a union for the purpose
membership? of determining whether or not they desire
to be affiliated with a federation.
A: The complaint must be signed by at least 30% of
the entire membership of the union. 2. But the BLR has no authority to:

Q: What if the issue involves a member only? a. Order a referendum among union
members to decide whether to expel
A: Only the affected member may file the or suspend union officers.
complaint. (Sec. 5, Rule XI, D.O. 40‐03) b. Forward a case to the Trade Union
Congress of the Philippines for
Note:
arbitration and decision.
GR: Redress must first be sought within the union

itself in accordance with its constitution and by‐
Q: Is Katarungang Pambarangay applicable to
laws
labor disputes?
XPNs:
1. Futility of intra‐union remedies; A: No. Art. 226 of the LC grants original and
2. Improper expulsion procedure; exclusive jurisdiction over the conciliation and
3. Undue delay in appeal as to constitute mediation of disputes grievances or problems in the
substantial injustice; regional offices of the DOLE. It is the Bureau and its
4. The action is for damages; divisions (now the NCMB) and not the Barangay
Lupong Tagapamayapa which are vested by law
with original and exclusive authority to conduct
181

conciliation and mediation proceedings on labor 3. To whom appealable

controversies before endorsement to the a. BLR – if the case originated from the
appropriate labor arbiter for adjudication. Med‐Arbiter/Regional Director.
b. SLE – if the case originated from the
Note: Conciliation‐Mediation is now done by the BLR.
NCMB, not Bureau Labor Relations. 4. Where Filed ‐ Regional Office or to the
BLR, where the complaint originated
Q: What are the administrative functions of the (records are transmitted to the BLR or
Bureau Labor Relations (BLR)? Sec. within 24 hours from the receipt of
the memorandum of appeal). (Rule XI,
A: D.O. 40‐03)
1. Regulation of the labor unions
2. Keeping the registry of labor unions
3. Maintenance of a file of the CBA 4.NATIONAL CONCILIATION AND MEDIAITON
4. Maintenance of a file of all settlements or BOARD (NCMB)
final decisions of the SC, CA, NLRC and
other agencies on labor disputes Q: What are the alternative modes of settlement
of labor dispute under Art. 211 of the Labor Code?
Q: What are the effects of filing or pendency of
inter/intra‐union dispute and other labor relations A:
disputes? 1. Voluntary Arbitration
2. Conciliation
A: 3. Mediation
1. The rights relationships and obligations of
the party‐litigants against each other and a.Conciliation vs. Mediation
other parties‐in‐interest prior to the
institution of the petition shall continue Q: What is Conciliaton and Mediation?
to remain during the pendency of the
petition and until the date of the decision A:
rendered therein. Thereafter, the rights, CONCILIATION MEDIATION
relationships and obligations of the party‐ Is conceived of as a Is a mild intervention
litigants against each other and other mild form of by a neutral third
parties‐in‐interest shall be governed by intervention by a party
the decision ordered. neutral third party
The conciliator‐ The conciliator‐
2. The filing or pendency of any inter/intra Mediator, relying on mediator, whereby
union disputes is not a prejudicial his persuasive he starts advising the
question to any petition for certification expertise, who takes parties or offering
an active role in solutions or
election, hence it shall not be a ground
assisting parties by alternatives to the
for the dismissal of a petition for
trying to keep problems with the
certification of election or suspension of disputants talking, end in view of
the proceedings for the certification of facilitating other assisting them
election. (Sec. 3, Rule XI, DO 40‐03) procedural niceties, towards voluntarily
carrying messages reaching their own
Q: State the rules on appeal in intra/inter‐union back and forth mutually acceptable
disputes. between the parties, settlement of the
and generally being a dispute
A: good fellow who tries
1. Formal Requirements to keep things calm
a. Under oath and forward‐looking
b. Consist of a memorandum of appeal. in a tense situation
c. Based on either of the following It is the process It is when a 3rd party
grounds: where a disinterested studies each side of
i. Grave abuse of discretion 3rd party meets with the dispute then
ii. Gross violation of the rules management and makes proposals for
iii. With supporting arguments and labor, at their the disputants to
request or otherwise, consider. The
evidence
during a labor mediator cannot
2. Period ‐ within 10 days from receipt of
dispute or in make an award nor
decision.
182
LABOR LAW TEAM:

collective bargaining render a decision of the problem, a request may be filed in the
conferences, and by form of consultation, notice of preventive
cooling tempers, aids mediation or notice of strike/lockout.
in reaching an
agreement Q: Where can a request for Conciliation and
Mediation be filed?

Conciliation ‐ is conceived of as a mild form of A: An informal or formal request for conciliation
intervention by a neutral third party, the and mediation service can be filed at the NCMB
Conciliator‐Mediator, relying on his persuasive Central Office or any of its Regional Branches.
expertise, who takes an active role in assisting There are at present fourteen (14) regional
parties by trying to keep disputants talking, offices of the NCMB which are strategically
facilitating other procedural niceties, carrying located all over the country for the convenient
messages back and forth between the parties, use of prospective clients.
and generally being a good fellow who tries to
keep things calm and forward‐looking in a tense b.Preventive Mediation
situation.
Q: What is Preventive Mediation Cases?
rd
It is the process where a disinterested 3 party
meets with management and labor, at their request A: Refer to the potential labor disputes which
or otherwise, during a labor dispute or in collective are the subject of a formal or informal request
bargaining conferences, and by cooling tempers, for conciliation and mediation assistance sought
aids in reaching an agreement. by either or both parties or upon the initiative of
the NCMB to avoid the occurrence of actual labor
Mediation ‐ is a mild intervention by a neutral third disputes.
party, the Conciliator‐Mediator, whereby he starts
advising the parties or offering solutions or Q: What are the valid issues for a notice of
alternatives to the problems with the end in view of strike / lockout or preventive mediation case?
assisting them towards voluntarily reaching their
own mutually acceptable settlement of the dispute. A: A notice of strike or lockout maybe filed on
ground of unfair labor practice acts, gross
rd
It is when a 3 party studies each side of the violation of the CBA, or deadlock in collective
dispute then makes proposals for the disputants to bargaining. A complaint on any of the above
consider. The mediator cannot make an award nor ground must be specified in the NCMB Form or
render a decision. the proper form used in the filing of complaint.

Q: What is the Legal Basis of Conciliation and In case of preventive mediation, any issue
Mediation? may be brought before the NCMB Central Office
or its regional offices for conciliation and possible
A: Article 13, Section 3, of our New Constitution settlement through a letter. This method is more
provides: preferable than a notice of strike/lockout
“The State shall promote xxx the preferential because of the non‐adversarial atmosphere that
use of voluntary modes of setting disputes pervades during the conciliation conferences.
including conciliation and shall ensure mutual
compliance by the parties thereof in order to Q: What advantage can be derived from
foster industrial peace.” conciliation and mediation services?

Note: A similar provision is echoed in the A: Conciliation and mediation is non‐
Declaration of Policy under Article 211 (a) of the litigious/non‐adversarial, less expensive, and
Labor Code, as amended. expeditious. Under this informal set‐up, the
parties find it more expedient to fully ventilate
Q: Who can avail of Conciliation and Mediation their respective positions without running
Services of the NCMB? around with legal technicalities and, in the
course thereof, afford them a wider latitude of
A: Any party to a labor dispute, either the union possible approaches to the problem.
or management, may seek the assistance
of NCMB or any of its Regional Branches by Q: Are the parties bound by the agreement
means of formal request for conciliation and entered into by them?
preventive mediation. Depending on the nature
183

A: It is the submission of a dispute to an impartial
A: Certainly, the parties are bound to honor any person for determination on the basis of evidence
agreement entered into by them. It must be and arguments of the parties. The arbiter’s decision
pointed out that such an agreement came into or award is enforceable upon the disputants. It may
existence as a result of painstaking efforts among be voluntary (by agreement) or compulsory
the union, management, and the Conciliator‐ (required by statutory provision). (Luzon Dev’t Bank
Mediator. Therefore, it is only logical to assume v. Ass’n of Luzon Dev’t Bank Employees, G.R. No.
that the Conciliator assigned to the case has to 120319, Oct. 6, 1995)
follow up and monitor the implementation of the
agreement. Q: Can the court fix resort to voluntary arbitration
(VA)?
Q: Is conciliation and mediation service still
possible during actual strike or lockout? A: Resort to VA dispute, should not be fixed by the
court but by the parties relying on their strengths
A: Definitely, it is possible to subject an actual and resources.
strike or actual lockout to continuing conciliation
and mediation services. In fact, it is at this Q: Who are the parties to labor relations cases?
critical stage that such conciliation and mediation
services by fully given a chance to work out A:
possible solution to the labor dispute. With the 1. Employees organization
ability of the Conciliator‐Mediator to put the 2. Management
parties at ease and place them at a cooperative 3. The public
mood, the final solutions of all the issues
involved may yet be effected and settled. Note: Employer and Ees are active parties while the
public and the State are passive parties. (Poquiz, 2006,
Q: When the dispute has already been assumed p.3)
or certified to the NLRC, is it also possible to
remand the same to conciliation and mediation Q: What is the concept of tripartism?
services?
A: It is the representation of 3 sectors. These are:
A: Yes, the parties are not precluded from 1. The public or the government
availing the services of an NCMB Conciliator‐ 2. The employers
Mediator as the duty to bargain collectively 3. The workers
subsists until the final resolution of all issues – in policy‐making bodies of the gov’t.
involved in the dispute. Conciliation is so
pervasive in application that, prior to a Q: Can workers insist that they be represented in
compulsory arbitration award, the parties are the policy making in the company?
encouraged to continue to exhaust all possible
avenues of mutually resolving their dispute, A: No. Such kind of representation in the policy‐
especially through conciliation and mediation making bodies of private enterprises is not
services. ordained, not even by the Constitution. What is
provided for is workers participation in policy and
Q: What benefit can the parties have in decision‐making process directly affecting their
appearing during conciliation conferences? rights, benefits, and welfare.

A: Generally speaking, any party appearing 5.DOLE REGIONAL DIRECTORS
during scheduled conciliation conferences has
the advantage of presenting its position on the a.Small Money Claims
labor controversy. The issue raised in the
complaint can be better ventilated with the Q: What is the rule on the recovery of simple
presence of the concerned parties. Moreover, money claims?
the parties can observe a norm of conduct
usually followed in like forum. A:
1. The aggregate money claim of each
c.Artbitration employee (Ee) or househelper (HH) does
not exceed P5,000.
Q: What is arbitration? 2. The claim is presented by an Ee or person
employed in the domestic or household
service or HH.
184
LABOR LAW TEAM:

3. The claim arises from Er‐Ee relationship. and other
4. The claimant does not seek labor laws
reinstatement.

Note: In the absence of any of the ff. requisites, it is
the labor arbiter (LA) who shall have the jurisdiction
over the claims arising from Er‐Ee relations, except Enforcement
All other claims
claims for Ees compensation, SSS, Philhealth, and of labor Limited to
arising from Er‐
maternity benefits, pursuant to Art.217 of the Labor legislation in monetary claims
Ee relations
Code. general
LA decides case
The proceedings before the Regional Office shall be within 30
summary and non‐litigious in nature. Proceeding is Initiated by calendar days
an offshoot of sworn complaints after
Q: What is the adjudicatory power of the Regional routine filed by any submission of
Director (RD)? inspections interested party the case by the
parties for
A: The RD or any of his duly authorized hearing decision
officer is empowered through summary proceeding Jurisdictional 1) All other
and after due notice, to hear and decide cases req’ts: claims arising
involving recovery of wages and other monetary 1) Complaint from Er‐Ee
claims and benefits, including legal interests. arises from Er‐Ee relations
relationship

2) Including
Q: An airline which flies both the international and
2) Claimant is an those of
domestic routes requested the SLE to approve the Ee or person persons in
policy that all female flight attendants upon employed in domestic or
reaching age 40 with at least 15 years of service domestic or household
shall be compulsorily retired; however, flight No
household service
attendants who have reached age 40 but have not jurisdictional
service or a HH
worked for 15 years will be allowed to continue req’ts
3) Complaint 3) Involving an
working in order to qualify for retirement benefits, does NOT include amount
but in no case will the extension exceed 4 years. a claim for exceeding
Does the SLE have the authority to approve the reinstatement P5,000
policy?
4) Aggregate 4) Whether or
A: Yes. Art.132 (d) of the Labor Code provides that money claim of not
the SLE shall establish standards that will ensure the EACH claimant accompanied
safety and health of women employees including does not exceed with a claim for
the authority to determine appropriate minimum P5,000 reinstatement
age and other standards for retirement or Appealable to
SLE (In case
termination in special occupations such as those of
compliance Appealable to Appealable to
flight attendants and the like. (1998 Bar Question)
order is issued NLRC NLRC
by Regional
Q: What is the difference between the power of Office)
Secretary of Labor and Employment (SLE), Regional
Director (RD) and Labor Arbiter (LA)? 6.DOLE SECRETARY

A: a.Visitorial and Enforcement Powers
Art. 128
Art. 129 Art. 217(a)(6)
VP and EP of
RD LA Q: What are the 3 kinds of powers of the Secretary
SLE
of Labor and Employment (SLE)?
Inspection of

establishments
and issuance A:
Adjudication of LA exercises 1. Visitorial powers
of orders to
Ees claims for original and 2. Enforcement powers
compel
wages and exclusive 3. Appellate or power to review
compliance
benefits jurisdiction
with labor
standards, Q: What constitute visitorial power?
wage orders
185

A: 4. Require Ers to keep and maintain such

1. Access to employer’s records and employment records as may be necessary
premises at any time of the day or night, in aid to the visitorial and enforcement
whenever work is being undertaken powers
2. To copy from said records 5. Conduct hearings within 24 hours to
3. Question any employee and investigate determine whether:
any fact, condition or matter which may a. An order for stoppage of work or
be necessary to determine violations or suspension of operations shall be
which may aid in the enforcement of the lifted or not; and
Labor Code and of any labor law, wage b. Er shall pay employees concerned
order, or rules and regulation issued their salaries in case the violation is
pursuant thereto. attributable to his fault. (As amended
by RA 7730; Guico v. Secretary, G.R.
Q: Give 4 instances where the visitorial power of No. 131750, Nov.16, 1998)
the SLE may be exercised under the Labor Code.
Q: What are the violations under Art. 128?
A: Power to:
A:
1. Inspect books of accounts and records of 1. Obstruct, impede, delay or otherwise
any person or entity engaged in render ineffective the orders of the SLE or
recruitment and placement, require it to his authorized representatives
submit reports regularly on prescribed 2. Any government employee found guilty
forms and act in violations of any of, or abuse of authority, shall be subject
provisions of the LC on recruitment and to administrative investigation and
placement. (Art. 37) summary dismissal from service.
2. Have access to employer’s records and
premises to determine violations of any Q: What are the limitations to other courts?
provisions of the LC on recruitment and
placement. (Art. 128) A: In relation to enforcement orders issued under
3. Conduct industrial safety inspections of Art. 128, no inferior court or entity shall:
establishments. (Art. 165)
4. Inquire into the financial activities of 1. Issue temporary or permanent injunction
legitimate labor organizations (LLO) and or restraining order or
examine their books of accounts upon the 2. Assume jurisdiction over any case
filing of the complaint under oath and
duly supported by the written consent of Q: What are the instances when enforcement
at least 20% of the total membership of power may not be used?
the LO concerned.
A:
Q: What is enforcement power? 1. Case does not arise from the exercise of
visitorial power
A: It is the power of the SLE to: 2. When Er‐Ee relationship ceased to exist at
the time of the inspection
1. Issue compliance orders 3. If employer contests the finding of the
2. Issue writs of execution for the Labor Regulation Officer and such
enforcement of their orders, except in contestable issue is not verifiable in the
cases where the employer (Er) contests normal course of inspection
the findings of the labor officer and raise
issues supported by documentary proof b.Power to Suspend Effects of Termination‐Art. 277
which were not considered in the course (b), LC
of inspection
3. Order stoppage of work or suspension of Q: Does the DOLE Secretary have the power to
operation when non‐compliance with the suspend the effects of termination?
law or implementing rules and regulations
poses grave and imminent danger to A: Yes, under Article 277 (b) of the Labor Code, the
health and safety of workers in the Secretary of Labor may suspend the effects of the
workplace termination pending resolution of the dispute in the
event of a prima facie finding by the appropriate
186
LABOR LAW TEAM:

official of the Department of Labor and Q: Who will designate the voluntary arbitrator
Employment before whom such dispute is pending (VA)/panel in case the parties fail to select one?
that the termination may cause serious labor
dispute or is in implementation of a mass layoff. A: It is the NCMB that shall designate the VA/panel
based on the selection procedure provided by the
CBA. (Manila Central Line Free Workers Union v.
7.VOLUNTARY ARBITRATORS Manila Central Line Corp., G.R. No. 109383, June
15, 1998)
a.Submission Agreement
Q: May Labor Arbiters (LA) be designated as
Q: How is arbitration initiated? voluntary arbitrators (VA)?

A: A: Yes. There is nothing in the law that prohibits LAs
1. Submission agreement – Where the from also acting as VAs as long as the parties agree
parties define the disputes to be resolved to have him hear and decide their dispute. (Manila
2. Demand notice – Invoking collective Central Line Free Workers Union v. Manila Central
agreement arbitration clause Line Corp., G.R. No. 109383, June 15, 1998)

Q: Who is a voluntary arbitrator (VA)? Q: What falls under the jurisdiction of Voluntary
Arbitrators (VA)?
A:
1. Any person accredited by the NCMB as A: Generally, the arbitrator is expected to decide
such only those questions expressly delineated by the
2. Any person named or designated in the submission agreement. Nevertheless, the
CBA by the parties to act as their VA arbitrator can assume that he has the necessary
3. One chosen with or without the power to make a final settlement since arbitration
assistance of the NCMB, pursuant to a is the final resort for the adjudication of the
selection procedure agreed upon in the disputes. (Ludo and Luym Corp. v. Saornido, G.R.
CBA No. 140960, Jan. 20, 2003)
4. Any official that may be authorized by the
SLE to act as VA upon the written request Q: What cases are within the jurisdiction of VA?
and agreement of the parties to a labor
dispute. (Art. 212 [n]) A: Original and exclusive jurisdiction over:

Q: What are the powers of a voluntary arbitrator? 1. All unresolved grievances arising from
the:
A: a. Implementation or interpretation of
1. Hold hearings the CBA
2. Receive evidence b. Interpretation or enforcement of
3. Take whatever action necessary to company personnel policies
resolve the dispute including efforts to
effect a voluntary settlement between 2. Wage distortion issues arising from the
parties. (Art. 262‐A) application of any wage orders in
organized establishments
Q: How is a voluntary arbitrator (VA)/panel
chosen? 3. Those arising from interpretation and
implementation of productivity incentive
A: programs under R.A. 6971
1. The parties in a CBA shall designate in
advance a VA/panel, preferably from the 4. Violations of CBA provisions which are not
listing of qualified VAs duly accredited by gross in character are no longer treated as
the NCMB, or ULP and shall be resolved as grievances
2. Include in the agreement a procedure for under the CBA
the selection of such VA or panel of VAs,
preferably from the listing of qualified Note: Gross violation of CBA provisions shall
VAs duly accredited by the NCMB. mean flagrant and/or malicious refusal to
(Art.260, par.3) comply with the economic provisions of
such agreement.

187

5. Any other labor disputes upon agreement A: GR: Decisions of VA are final and executory after
by the parties including ULP and 10 calendar days from receipt of the copy of the
bargaining deadlock. (Art. 262) award or decision by the parties. (Art. 262‐A)

Q: May the NLRC and DOLE entertain XPNs:
disputes/grievances/matters under the exclusive 1. Appeal to the CA via Rule 43 of the Rules
and original jurisdiction of the voluntary of Court within 15 days from the date of
arbitrator? receipt of VA’s decision. (Luzon Dev’t
Bank v. Ass’n of Luzon Dev’t Bank Ee’s,
A: No. They must immediately dispose and refer the G.R. No. 120319, Oct. 6, 1995)
same to the grievance machinery or voluntary 2. If decision of CA is adverse to a party,
arbitration provided in the CBA appeal to the SC via Rule 45 on pure
questions of law.
The parties may choose to submit the dispute to
voluntary arbitration proceedings before or at the Note: A VA by the nature of her functions acts in quasi‐
stage of compulsory arbitration proceedings. judicial capacity. There is no reason why the VA’s
decisions involving interpretation of law should be
Q: What is the effect of the award of voluntary beyond the SC’s review. Administrative officials are
arbitrator (VA)? presumed to act in accordance with law and yet the SC
will not hesitate to pass upon their work where a
A: The decision or award of the VA acting within the question of law is involved or where a showing of
abuse of authority or discretion in their official acts is
scope of its authority shall determine the rights of
properly raised in petitions for certiorari. (Continental
the parties and their decisions shall have the same
Marble Corporation v. NLRC, G.R. No. L‐43825, May 9,
legal effects as judgment of the courts. Such 1988)
matters on fact and law are conclusive.
Q: PSSLU had an existing CBA with Sanyo Phils.,
Q: Are both the employer and the bargaining Inc. which contains a union security clause which
representative of the employees required to go provides that: “all members of the union covered
through the grievance machinery in case a by this agreement must retain their membership
grievance arises? in good standing in the union as condition of his /
her continued employment with the company.”
A: Yes, because it is but logical, just and equitable On account of anti‐union activities, disloyalty and
that whoever is aggrieved should initiate for joining another union, PSSLU expelled 12
settlement of grievance through the grievance employees (Ees) from the Union. As a result,
machinery. To impose compulsory procedure on PSSLU recommended the dismissal of said Ees
employers alone would be oppressive of capital. pursuant to the union security clause. Sanyo
approved the recommendation and considered the
Q: Who has jurisdiction over actual termination said Ees dismissed. Thereafter, the dismissed Ees
disputes and complaints for illegal dismissal filed filed with the Arbitration Branch of the NLRC a
by workers pursuant to the union security clause? complaint for illegal dismissal.

A: The Labor Arbiter and not the grievance Does the voluntary arbitrator (VA) have
machinery. jurisdiction over the case?

Q: What is the nature of the power of a voluntary A: No, the VA has no jurisdiction over the case.
arbitrator? Although the dismissal of the Ees concerned was
made pursuant to the union security clause
A: Arbitrators by the nature of their functions, act provided in the CBA, there was no dispute
in a quasi‐judicial capacity (BP 129, as amended by whatsoever between PSSLU and Sanyo as regards
R.A. 9702); where a question of law is involved or the interpretation or implementation of the said
there is abuse of discretion, courts will not hesitate union security clause. Both PSSLU and Sanyo are
to pass upon review of their acts. united and have come to an agreement regarding
the dismissal of the Ees concerned. Thus there is
b.Rule 43, Rules of Court no grievance between the union and management
which could be brought to the grievance machinery.
Q: Are decisions of voluntary arbitrators (VAs) The dispute is between PSSLU and Sanyo, on the
appealable? one hand, and the dismissed union members, on
the other hand. The dispute therefore, does not
188
LABOR LAW TEAM:

involve the interpretation or implementation of a Darby’s counsel considered that issue as having
CBA. (Sanyo Philippines Workers Union‐PSSLU v. dual aspects and intended in his own mind to
Canizares, G.R. No. 101619, July 8, 1992) submit only one of those aspects to the VA, if he
did, however, he failed to reflect his thinking and
Q: X was employed as telephone operator of intent in the arbitration agreement. (Sime Darby
Manila Midtown Hotel. She was dismissed from Phils. v. Magsalin, G.R. No. 90426, Dec. 15, 1989)
her employment for committing the following
violations of offenses subject to disciplinary Q: Apalisok, production chief for RPN Station, was
actions, namely: falsifying official documents and dismissed due to her alleged hostile, arrogant,
culpable carelessness‐negligence or failure to disrespectful, and defiant behavior towards the
follow specific instructions or established Station Manager. She informed RPN that she is
procedures. X then filed a complaint for illegal waiving her right to resolve her case through the
dismissal with the Arbitration branch of the NLRC. grievance machinery as provided in the CBA. The
The Hotel challenged the jurisdiction of the Labor voluntary arbitrator (VA) resolved the case in the
Arbitrator (LA) on the ground that the case falls employees (Ees) favor.
within the jurisdictional ambit of the grievance
procedure and voluntary arbitration under the On appeal, the CA ruled in favor of RPN because it
CBA. considered the waiver of petitioner to file her
complaint before the grievance machinery as a
Does the LA have jurisdiction over the case? relinquishment of her right to avail herself of the
aid of the VA. The CA said that the waiver had the
A: Yes, the LA has jurisdiction. The dismissal of X effect of resolving an otherwise unresolved
does not call for the interpretation or enforcement grievance, thus the decision of the VA should be
of company personnel policies but is a termination set aside for lack of jurisdiction. Is the ruling of the
dispute which comes under the jurisdiction of the CA correct?
LA. The dismissal of X is not an unresolved
grievance. Neither does it pertain to interpretation A: No. Art. 262 of the Labor Code provides that
of company personnel policy. (Maneja v. NLRC, G.R. upon agreement of the parties, the VA can hear and
No. 124013, June 5, 1998) decide all other labor disputes.

Q: Sime Darby Salaried Employees (Ees) Contrary to the finding of the CA, voluntary
Association‐ALU (SDSEA‐ALU) wrote petitioner arbitration as a mode of settling the dispute was
Sime Darby Pilipinas (SDP) demanding the not forced upon respondents. Both parties indeed
implementation of a performance bonus provision agreed to submit the issue of validity of the
identical to the one contained in their own CBA dismissal of petitioner to the jurisdiction of the VA
with SDP. Subsequently, SDP called both by the Submission Agreement duly signed by their
respondent SDEA and SDEA‐ALU to a meeting respective counsels. The VA had jurisdiction over
wherein the former explained that it was unable the parties’ controversy.
to grant the performance bonus. In a conciliation
meeting, both parties agreed to submit their The Ees waiver of her option to submit her case to
dispute to voluntary arbitration. Their agreement grievance machinery did not amount to
to arbitrate stated, among other things, that they relinquishing her right to avail herself of voluntary
were "submitting the issue of performance bonus arbitration. (Apalisok v. RPN, G.R. No. 138094, May
to voluntary arbitration." 29, 2003)

Does the voluntary arbitrator (VA) have the power 8.COURT OF APPEALS
to pass upon not only the question of whether to
grant the performance bonus or not but also to Q: Is judicial review of the NLRC’s decision
determine the amount thereof? available?

A: Yes, in their agreement to arbitrate, the parties A: Yes, through petitions for certiorari (Rule 65)
submitted to the VA “the issue of performance which should be initially filed with the CA in strict
bonus.” The language of the agreement to arbitrate observance of the doctrine on the hierarchy of
may be seen to be quite cryptic. There is no courts as the appropriate forum for the relief
indication at all that the parties to the arbitration desired. The CA is procedurally equipped to resolve
agreement regarded “the issue of performance unclear or ambiguous factual finding, aside from
bonus” as a two‐tiered issue, only one tier of which the increased number of its component divisions.
was being submitted to arbitration. Possibly, Sime
189

(St. Martin Funeral Home v. NLRC, G.R. No. 130866, resolution appealed from. (Sea Power Shipping

Sep. 16, 1998) Enterprises, Inc. v. CA, G.R. No. 138270, June 28,
2001)
Note: Rule 65, Section 1, Rules of Court
Note: Rule 45, Section 1, Rules of Court:
Petition for Certiorari‐‐When any tribunal, board or
officer exercising judicial or quasi‐judicial functions has Filing of petition with Supreme Court.—A party desiring
acted without or in excess of its or his jurisdiction, or to appeal by certiorari from a judgment, final order or
with grave abuse of discretion amounting to lack or resolution of the Court of
excess of jurisdiction, and there is no appeal, or any Appeals, the Sandiganbayan, the Court of Tax Appeals,
plain, speedy, and adequate remedy in the ordinary the Regional Trial Court or other courts, whenever
course of law, a person aggrieved thereby may file a authorized by law, may file with the Supreme Court a
verified petition in the proper court, alleging the facts verified petition for review on certiorari. The petition
with certainty and praying that judgment be rendered may include an application for a writ of preliminary
annulling or modifying the proceedings of such injunction or other provisional remedies and shall raise
tribunal, board or officer, and granting such incidental only questions of law, which must be distinctly set
reliefs as law and justice may require. forth. The petitioner may seek the same provisional
remedies by verified motion filed in the same action or
The petition shall be accompanied by a certified true proceeding at any time during its pendency.
copy of the judgment, order or resolution subject
thereof, copies of all pleadings and documents Q: Give the policy of the Supreme Court regarding
relevant and pertinent thereto, and a sworn appeals in labor cases.
certification of non‐forum shopping as provided in the
third paragraph of section 3, Rule 46. A: The Supreme Court is very strict regarding
appeals filed outside the reglementary period for
Q: Within what period should the petition for filing the same. To extend the period of the appeal
certiorari be filed with the Court of Appeals? is to delay the case, a circumstance which could
give the employer the chance to wear out the
A: Under Section 4, Rule 65 (as amended by A.M. efforts and meager resources of the worker that
No. 00‐2‐03‐SC) of the Rules of Civil Procedure, the the latter is constrained to give up for less than
petition must be filed within sixty (60) days from what is due him. (Firestone Tire and Rubber Co. of
notice of the judgment or from notice of the the Philippines v. FirestoneTire and Rubber Co.
resolution denying the petitioner’s motion for Employees Union, G.R. No. 75363, Aug. 4, 1992)
reconsideration. This amendment is effective
September 1, 2000, but being curative may be given 10.PRESCRIPTION OF ACTIONS
retroactive application. (Narzoles v. NLRC, G.R. No.
141959, Sep. 29, 2000) Q: Give the rules as regards the prescriptive period
provided for in the Labor Code (LC).
The period within which a petition for certiorari
against a decision of the NLRC may be filed should A:
be computed from the date counsel of record of SUBJECT PRESCRIPTIVE PERIOD
the party receives a copy of the decision or Offenses penalized
resolution, and not from the date the party himself 3 years
under the LC
receives a copy thereof. Article 224 of the Labor One (1) year from
Code, which requires that copies of final decisions, accrual of such ULP;
orders or awards be furnished not only the party’s ULP
otherwise forever
counsel of record but also the party himself applies barred (Art. 290)
to the execution thereof and not to the filing of an 3 years from the time
appeal or petition for certiorari. (Ginete v. Sunrise the cause of action
Money Claims
Manning Agency, G.R. No. 142023, June 21, 2001) accrued; otherwise
forever barred
9.SUPREME COURT Within one (1) year
from the date of
All money claims
Q: How does a party appeal from a judgment, or effectivity, in
accruing prior to the
final order or resolution, of the Court of Appeals? accordance with IRR;
effectivity of the LC
otherwise, they shall
A: A party desiring to appeal may file with the forever be barred
Supreme Court a verified petition for review on Workmen’s Dec. 31, 1974 shall be
Compensation claims filed not later than Mar.
certiorari under Rule 45 within fifteen (15) days
accruing prior to the 31, 1975 before the
from notice of the judgment, final order or
190
LABOR LAW TEAM:

effectivity of the LC and appropriate regional
between Nov. 1, 1974‐ offices of the
Dec. 31, 1974 Department of Labor.
(Art. 291)
4 years. It commences
to run from the date of
formal dismissal.
Illegal Dismissal Cases
(Mendoza v. NLRC, G.R.
No. 122481, Mar. 5,
1998)

191

SUPREME COURT

FLOWCHART BASED ON JURISDICTION
AR of the
COURT OF APPEALS

May assume Office of the DOLE SEC.

jurisdiction over
cases in Art. 263 BUREAU OF LABOR VOLUNTARY
NLRC (g) or certify the RELATIONS ARBITRATION
same to NLRC
REGIONAL DIRECTOR BUREAU OF LABOR GRIEVANCE

LABOR ARBITER POEA REGIONAL OFFICE‐MED ARBITER
(Art.128/129) RELATION MACHINERY
1. ULP 1. Labor Standards 1. Cancellation/susp 1. Federation/National 1. Independent union/chartered 1. Disputes
2. Termination Disputes enforcement ension of License Union/Trade Union local registration, revocation concerning
3. Cases involving wages, rates of 2. Occupational safety of Authority to Center Registration, and cancellation cases interpretation
pay, hours of work and other & Health violation recruit of revocation & 2. Complaints or petitions or
terms and conditions of 3. Money claims Recruitment cancellation cases involving labor unions with implementation
employment if accompanied with arising from labor Agencies (RA 2. Complaints involving independent registration, of CBA
standards violation 8042)
claim for reinstatement federations, national chartered local, workers 2. Disputes
not exceeding 2. Disciplinary
4. Claims for actual, moral, unions, industry unions assoc., its officers/members concerning
5,000 per individual Actions against
exemplary and other forms of its officers or members 3. Election of officers interpretation
& w/o claim for OFWs
damages arising from employer‐ reinstatement 3. All administrative 3. Request for 4. CBA registration of and
employee relationship 4. Recovery of wages cases arising out examination of book of independent local & enforcement of
5. Violation of Art. 264, including and other monetary of rules and accounts of chartered local company
illegality of strikes and lockouts claims & benefits, regulations federations / national 5. Other intra‐union & inter‐ personnel
6. Involving claims for an amount legal interest owing relating to unions and trade union union & related labor relation policies
exceeding P 5,000 regardless to one employed in licensing & center (Art. 274) disputes shall be heard & 3. All other
whether accompanied with a domestic registration of 4. Inter‐union and intra‐ resolved by the Med‐arbiter grievances as
claim for reinstatement (Art.217) household service recruitment & union conflicts, and all in Reg. Office defined in the
7. Non‐Compliance in compromise or house helper employment disputes, grievances or 6. Request for examination of CBA
agreements (Art. 227) arising from EER agencies problems arising from books of accounts of 4. Wage distortion
8. Execution of awards of voluntary not exceeding P 4. Disciplinary or affecting labor individual labor union and when there is a
arbitrator(Art. 262‐A) 5000 and w/o claim actions and other management relation chartered local(Art. 274) CBA (Art. 124)
9. Overseas employment disputes for reinstatement special cases (Art. 226) 7. Actions arising from Art. 241
5. Violation of the administrative in
e.g. money claims arising from from administration &
constitution and by‐ character,
such (R.A. 8042) accounting of union funds
laws or of the rights involving
10. Wage distortion (where there is 8. Petition for certification
and condition of employers,
no CBA (Art.124) membership (Art. principals, election (appealed to Sec. Of
241) contracting Labor & not to BLR)
partners & Filipino
migrant workers
192

MONEY CLAIMS Unresolved Notices of
ARTICLE 217 LABOR LABOR Inter‐Intra
under Section 10 Grievances, Strikes or
INJUNCTION OF THE LABOR other disputes Lockout, other STANDARDS STANDARDS Union Representation
CODE RA 8042 as ART. 128 (b) LC ART. 129, LC Disputes Issues
amended by parties dispute for
1 2 agreements preventive 6 7 8 9
3
4 mediations
5
LABOR ARBITER REGIONAL REGIONAL MED‐

(RAB) National Conciliation and OFFICE DIRECTOR ARBITER
Mediation Board (NCMB)
OR

VOLUNTARY
ARBITRATOR
BLR
OFFICE OF THE
DIRECTOR
SECRETARY

NLRC Art. 263 (g)
(COMMISSION LEVEL)
FLOWCHART BASED ON CAUSES OF ACTION
COURT OF APPEALS
SUPREME COURT 193

Article 218(e) of the Labor Code INJUNCTION
Petitions for injunction are initially brought to and decided at the commission level.
INJUNCTION

1 Rule X, Sections 1 and 2 of the 2005 Revised Rules of the NLRC, provides that:
Injunction in Ordinary Labor Disputes. ‐ A preliminary injunction or restraining order
may be granted by the Commission through its Divisions pursuant to the provisions
of paragraph (e) of Article 218 of the Labor Code, as amended, when it is established

on the basis of the sworn allegations in the petition that the acts complained of

NLRC involving or arising from any labor dispute before the Commission, which, if not
(COMMISSION restrained or performed forthwith, may cause grave or irreparable damage to any
LEVEL) party or render ineffectual any decision in favor of such party.
Injunction in Strikes or Lockouts. ‐ A preliminary or permanent injunction may be
granted by the Commission only after hearing the testimony of witnesses and with
opportunity for cross‐examination in support of the allegations of the complaint or
petition made under oath, and testimony by way of opposition thereto, if offered,
and only after a finding of fact by the Commission:
COURT OF
APPEALS a) That prohibited or unlawful acts have been threatened and will be
committed and will be continued unless restrained, but no injunction or
temporary restraining order shall be issued on account of any threat,
prohibited or unlawful act, except against the person or persons,
SUPREME association or organization making the threat or committing the prohibited
or unlawful act or actually authorizing or ratifying the same after actual
COURT
knowledge thereof.
b) That substantial and irreparable injury to petitioner's property will
follow;
c) That as to each item of relief to be granted, greater injury will be
inflicted upon the petitioner by the denial of relief than will be inflicted
upon respondents by the granting of relief;
d) That petitioner has no adequate remedy at law; and
e) That the public officers charged with the duty to protect petitioner's
property are unable or unwilling to furnish adequate protection.
194
ARTICLE 217 Under Article 217 of the Labor Code as amended, Labor Arbiters shall have
OF THE LABOR original and exclusive jurisdiction to hear and decide the following cases
CODE involving all workers, whether agricultural or non‐agricultural:
2
1.Unfair Labor Practices;
2.Termination Disputes;
LABOR
ARBITER 3.If accompanied with a claim for reinstatement, those cases that workers
(RAB) may file involving wages, rates of pay, hours of work and other terms and
conditions of employment;
4.Claims for actual, moral and exemplary and other forms of damages
arising out of ER‐EE relations;
NLRC
(COMMISSION 5.Cases arising from any violation Art. 264 of the Labor Code, including
LEVEL) questions involving the legality of strikes and lockouts; and
6. Except claims for Employees Compensation, Social Security, Medicare
and maternity benefits, and all other claims arising from EE‐ER relations,
including those of persons in the domestic or household service, involving
an amount exceeding P5,000 regardless of whether accompanied with a
claim for reinstatement.

COURT OF This Article enumerates the cases falling under “original and exclusive”
jurisdiction of labor arbiters. This gives the impression that none but a labor
APPEALS arbiter can hear and decide the six categories of cases listed. But this is not
really so. Any or all of these cases can, by agreement of the parties, be
presented to and decided with finality by a voluntary arbitrator or a panel
of voluntary arbitrators (see Articles 261‐262). (AZUCENA, Everyone’s Labor
Code 2001)
SUPREME
COURT NOTE:
RAB‐Regional Arbitration Branches

195
MONEY CLAIMS R.A. 8042 Migrant Workers and Overseas Filipinos Act of 1995 as
under Section 10 amended by R.A. 10022.
RA 8042 as
amended

3
Section 10 of RA 8042 added to the exclusive jurisdiction of the
labor arbiters money claims of Overseas Filipino workers arising
from violations of their employment contract against foreign
LABOR employers through their local recruitment agency.
ARBITER
(RAB)
Section 7 (R.A. 10022). Section 10 of Republic Act No. 8042, as
amended, is hereby amended to read as follows:
"SEC. 10. Money Claims. ‐ Notwithstanding any provision of law to
the contrary, the Labor Arbiters of the National Labor Relations
NLRC
Commission (NLRC) shall have the original and exclusive
(COMMISSION
LEVEL) jurisdiction to hear and decide, within ninety (90) calendar days
after the filing of the complaint, the claims arising out of an
employer‐employee relationship or by virtue of any law or
contract involving Filipino workers for overseas deployment
including claims for actual, moral, exemplary and other forms of
damage. Consistent with this mandate, the NLRC shall endeavor to
update and keep abreast with the developments in the global
COURT OF
services industry…”
APPEALS
NOTE:
RAB‐Regional Arbitration Branches
SUPREME
COURT

196
Unresolved
Grievances, Voluntary Arbitration Machinery
other disputes The voluntary arbitration machinery has authority over unresolved grievances
by parties arising from the interpretation or implementation of collective bargaining
agreements
4 agreements and those arising from the interpretation or enforcement of
company personnel policies (Art. 261, P.D. 442 as amended).
Unresolved grievances involving distortion of wages (Art. 124, P.D. 442) and
the productivity and incentives program under Section 4 (b) R.A. 6971. Other
National Conciliation labor disputes, including those involving strikes may be referred to voluntary
and Mediation Board arbitration by agreement of the parties.
(NCMB)
ARTICLE 262. JURISDICTION OVER OTHER LABOR DISPUTES. The Voluntary
Arbitrator or panel of Voluntary Arbitrators, upon agreement of the parties,
shall hear and decide all other labor disputes including unfair labor practices
and bargaining deadlocks.

Art. 262 of the Labor Code provides that upon agreement of the parties, the
VOLUNTARY
Voluntary Arbitrator can hear and decide all other labor disputes, including
ARBITRATOR
termination disputes which ordinarily fall under the jurisdiction of the Labor
Arbiters under Art. 217 of the Labor Code. (Apalisok v. RPN, GR No. 138094,
May 29, 2003, J. Carpio‐Morales).
Article 217 (c) should be read in conjunction with Article 261 of the Labor
Code which grants to voluntary arbitrators original and exclusive jurisdiction
to hear and decide all unresolved grievances arising from the interpretation or
COURT OF
implementation of the collective bargaining agreement and those arising from
APPEALS the interpretation or enforcement of company personnel policies. It can thus
be deduced that only disputes involving the union and the company shall be
referred to the grievance machinery or voluntary arbitrators. (Maneja v.
NLRC, G.R. No. 124013 June 5, 1998).
SUPREME
In San Miguel Corp. v. NLRC, G.R. No. 108001, March 15, 1996, Termination
COURT
disputes do not necessarily involve enforcement or interpretation of
personnel policies because they are broad and long‐term statements. As a
rule, therefore termination disputes should be lodged with a Labor arbiter.
But the case may be brought to voluntary arbitration if the parties, by virtue of
Art. 262, state in unequivocal language that they agree to submit the
termination dispute to voluntary arbitration. Even a ULP case can, by
agreement of the parties, be brought before voluntary arbitration. (Azucena,
Everyone’s Labor Code, 2001)
A Voluntary Arbitrator is a quasi‐judicial instrumentality; hence, a petition for
certiorari under Rule 65 of the Rules of Court will lie where a grave abuse of
discretion or an act without or in excess of jurisdiction of the voluntary
arbitrator is shown. The petition may be filed with the Court of Appeals.
NCMB
The NCMB cannot adjudicate but the it can recommend to the parties that the
dispute be submitted to voluntary arbitration because the policy statement of
the law is voluntary means of dispute settlement
197

Notices of National Conciliation and Mediation Board
Strikes or (NCMB) involving notices of strike or lockout
Lockout, other arising from collective bargaining deadlocks or

dispute for allegations of unfair labor practices.
preventive
mediations
The NCMB is a dispute‐resolution arm under the
5
administrative supervision of the Secretary of
Labor and Employment. Its main task is to help
settle labor disputes to prevent actual work
stoppages (Azucena, Everyone’s Labor Code,
National Conciliation 2001).

and Mediation Board
After the receipt of Notice of strike/lockout, the
(NCMB) NCMB conciliator‐mediators call the parties to
conciliation conferences. They are not judges and
therefore they cannot render verdicts.
OR
They can also urge submission of the dispute to
preventive mediation or arbitration. Under either
proceedings a strike or lockout is withheld.
VOLUNTARY OFFICE OF THE
ARBITRATOR SECRETARY If there is no agreement, the Secretary of Labor
and Employment may intervene at any stage.

The Secretary of Labor and Employment may
Art. 263 (g) exercise his authority under Article 263 (g) of the
Certified Cases Labor Code to assume jurisdiction over the labor
dispute or to certify the same to the Commission
for compulsory arbitration when in his opinion,
COURT OF NLRC there exist a labor dispute causing or likely to
(COMMISSION cause a strike/lockout in an industry
APPEALS LEVEL) indispensable to national interest. (See Art.263
(g) of the Labor Code)

A notice of strike or lockout, upon agreement of
SUPREME parties, may be referred to alternative modes of
dispute resolution, including voluntary
COURT arbitration. (See Section 9, Rule XXII, DO 40‐03).

Not all notices of strikes or lockouts are assumed
/ certified by the Secretary of Labor and
Employment.

There are cases which are initially subject of
Notice of strike or lockout but are referred to
NLRC for compulsory arbitration, like for instance
ULP complaints.

Disputes initially subject of a notice of strike or
lockout may be brought under Art. 217 of the
Labor Code.

Note:
Under Art. 263 (g), disputes certified by the
Secretary of Labor and Employment under her
authority to assume jurisdiction are brought
directly to the NLRC (Commission‐Level).
198
LABOR
Article 128 (b): Enforcement of Labor Standards
STANDARDS
Laws
ART. 128 (b) LC
6 Art. 128 (b) of the Labor Code allows the Secretary
of Labor and employment, usually through an
authorized representative, to inspect places of
employment and, if necessary, issue compliance
REGIONAL orders and writs of execution to enforce “labor
OFFICE standards provisions” of the “labor laws”. Orders
issued under Art. 128 (b) by representatives of the
Secretary of Labor and Employment may be
appealed to the Secretary of Labor and Employment
himself. Decisions of the Secretary of Labor and
OFFICE OF THE Employment may then be brought before the CA and
SECRETARY thereafter, to the SC.
The authority of the DOLE Secretary under Art. 128

may be exercised regardless of the monetary value
involved. The Secretary of Labor and employment
may even order the stoppage of work or suspension
of operations of the inspected establishment or parts
COURT OF of it. If the employer is at fault, he may be ordered to
pay the employees’ wages during the work stoppage
APPEALS or suspension of operations. The requirement of due
process must be observed.
In Aboitiz Shipping Corp. v. De la Serna (GR No.

88538, April 25, 1990), it was held that a Regional
SUPREME Director of Dole has the power to order rectification of
Labor Standards violation even if such violation is not
COURT mentioned in the employee’s complaint.

199
LABOR
Article 129 of the LC: Recovery of Wages, Simple Money
STANDARDS
ART. 129, LC claims and Benefits
7
The Regional Director’s authority under Art. 129 is subject
to four requisites namely:
1.The claim is presented by an employee or by person
REGIONAL employed in domestic or household service or a house
DIRECTOR helper.
2.The claim arises from ER‐EE relations.
3. The claimant does not seek reinstatement.
4.The aggregate money claim of each employee or house
helper does not exceed P5000.

BLR
If there is a claim for reinstatement or if the claimant’s
DIRECTOR
demand exceeds P5,000, the labor arbiter has jurisdiction
over the case pursuant to Art. 217 (6), except claims for
employees’ compensation, social security, Medicare, Phil
health and maternity benefits. Even as regards labor
arbiter, however, Er‐Ee relation is a pre‐requisite as basis

of the claim.
NLRC

(COMMISSION
A decision rendered under this article, being adjudicatory,
LEVEL)
is appealable to the NLRC. (AZUCENA)

Note:
Under Art. 129 of the LC, the Regional Director or a
hearing officer of the DOLE hear and decide disputes
involving the recovery of wages for as long the aggregate
claim does not exceed P5000 and reinstatement is not
COURT OF sought. Designed to expedite enforcement of “simple
APPEALS money claims”, hearings are summary in nature and
decisions may be appealed to the Commission –level of
the NLRC.
SUPREME
COURT

200
Inter‐Intra Inter‐Intra Union Disputes
Union
Disputes Generally, Intra‐Inter Union disputes are heard in
administrative proceedings by the regional offices or
8
the BLR, depending on the labor organization
concerned. DO No. 40‐03 provides that inter‐intra
union disputes are resolve by Med‐Arbiters in the
REGIONAL MED‐ regional offices with the exception of petitions for
DIRECTOR ARBITER cancellation of registration of labor organizations and
petitions for deregistration of CBA’s which are resolved
by the appropriate Regional Director or her appointed
hearing officer.

The decisions of the Med‐Arbiter and the Regional
OFFICE OF THE
Director may be appealed to the BLR. The decisions of
SECRETARY
the Bureau Director in the exercise of her original
jurisdiction may be appealed to the Office of the
Secretary.

Note:
The rules allow one motion for reconsideration and
COURT OF thereafter, the decision of the Bureau Director or the
APPEALS Secretary of Labor and Employment will be final and
executory, but this is without prejudice to a petition for
certiorari (Rule 65) with the CA. Decisions of the CA
may thereafter be brought to the SC by petition for
review on certiorari (Rule 45).
SUPREME
COURT
Section 5 (Rule XI, DO 40‐03)

Where to file:

Complaints or petitions involving:

1. Labor unions with independent registrations, chartered locals, worker’s associations, its officers or members
shall be filed with the Regional Office that issued its certificate of registration or certificate of creation of chartered
local.

2. Federations, national unions, industry unions, its officers or member organizations shall be filed with the
Bureau.

Petitions for cancellation of registration of labor unions with independent registrations, chartered locals, worker’s
associations and petitions for deregistration of collective bargaining agreements shall be resolved by the Regional
Director. He/she may appoint a Hearing Officer from the Labor Relations Division.

Other Inter‐Intra union and related labor relations disputes shall be heard and resolved by the Med‐Arbiter in the
Regional Office.
Complaints or petitions involving federations, national unions, industry unions, trade union centers and their
chartered local, affiliates or member organizations shall be filed with the Regional Office or the Bureau. The
complaint or petition shall be heard and resolved by the Bureau.

When two or more petitions involving the same parties and the same causes of action are filed, the same shall be
automatically consolidated.
201

Representation
Issues
9
MED‐
ARBITER
Settlement of Representation Issues Under Art. 256 of the Labor Code
BLR
DIRECTOR Representation Issues are heard and resolved by Med‐Arbiter of the
appropriate regional office. The decisions of the Med‐Arbiters may be
appealed to the Secretary of labor and employment (see Art. 259) whose
decisions in turn may be questioned before CA (Rule 65) and thereafter the
dispute may be brought by any party to the SC (Rule 45).
OFFICE OF THE
SECRETARY Note:
An instance which cannot be appealed is Section 17, Rule VIII of Dept. Order
No. 40‐03 (2003) on certification elections which provides that the order
granting the conduct of a certification election in an unorganized
establishments shall not be subject to appeal. Any issue arising therefrom
may be raised by means of protest on the conduct and results of the
COURT OF certification election.
APPEALS
SUPREME
COURT
202
Criminal Action for Illegal Recruitment
(Section 5, R.A. No. 10022)

RTC Prosecutor’s Office DOJ
If the Resolution of the Any Adverse decision of the
Prosecutor finding probable Filing of Complaint‐ Prosecutor may be appealed to the
cause for prosecution of illegal Affidavit with Secretary of Justice (DOJ).
recruitment is not elevated for Prosecutor’s Office (To
review with the Secretary of Conduct Preliminary
Justice, the Prosecutor will file
Investigation) CA
the information with the
Regional Trial Court for trial. Adverse decision of the Secretary of
Section 5 of R.A. No. 10022 Justice may be appealed to the CA
by petition for certiorari under Rule
Who can file an action for Illegal Recruitment? 65.
CA
Finding of conviction by the RTC In the filing of cases for illegal recruitment or
may be elevated to the CA by any of the prohibited acts under this section, the
Ordinary Appeal or by writ of Secretary of Labor and Employment, the POEA SC
error under Rule 41. Administrator or their duly authorized Decision of the CA may be appealed
representatives, or any aggrieved person may to the Supreme Court by petition
The case may also be initiate the corresponding criminal action with for review on certiorari under Rule
elevated to the CA by the appropriate office. 45.
petition for certiorari under
Rule 65 if proper grounds for
For this purpose, the affidavits and testimonies
it exists.
of operatives or personnel from the Department
of Labor and Employment, POEA and other law Section 9 of R.A. No. 8042
enforcement agencies who witnessed the acts

constituting the offense shall be sufficient to
VENUE:
SC A criminal action arising from
Finding of conviction by the RTC prosecute the accused.
illegal recruitment as defined

may be elevated to the SC by herein shall be filed with the
In the prosecution of offenses punishable under
petition for review on certiorari this section, the public prosecutors of the Regional Trial Court of:
under Rule 45. Department of Justice shall collaborate with the
anti‐illegal recruitment branch of the POEA and, 1.The province or city where the
The case may also be elevated in certain cases, allow the POEA lawyers to take offense was committed ;or
to the SC by petition for the lead in the prosecution. The POEA lawyers
who act as prosecutors in such cases shall be 2. Where the offended party
certiorari under Rule 65 if
proper grounds for it exists entitled to receive additional allowances as may actually resides at the same time
be determined by the POEA Administrator.
of the commission of the

offense.
The filing of an offense punishable under this
Act shall be without prejudice to the filing of

cases punishable under other existing laws, rules
Provided: The court where the
or regulations."
criminal action is first filed shall
acquire jurisdiction to the
exclusion of other courts.

Provided further, that the
aforestated provisions shall also
apply to those criminal actions
that have already been filed in
court at the time of the
effectivity of this Act.

203

UST GN Labor 2011 PDF

Загружено:

Сведения о документе

Оригинальное название

Авторское право

Доступные форматы

Поделиться этим документом

Поделиться или встроить документ

Параметры публикации

Этот документ был вам полезен?

Это неприемлемый материал?

Авторское право:

Доступные форматы

UST GN Labor 2011 PDF

Загружено:

Авторское право:

Доступные форматы

The UST GOLDEN NOTES is a student-edited work of the University

ADDRESS: Team Bar-Ops

SYLLABUS FOR 2011 BAR EXAMINATIONS

A. FUNDAMENTAL PRINCIPLES Double Holiday Pay 42

Travel Time 27 Totality of Infractions Doctrine 84

UNIVERSITY OF SANTO TOMAS

Appropriate Bargaining Unit 128 Secondary Strike 163

UNIVERSITY OF SANTO TOMAS

LABOR LAW 3. Social legislation – It includes laws that

rights and benefits as may be provided by provides incentives to needed

adoption by the government of measures A: No, the Constitution provides that the State shall

1. One employed in an agricultural or farm

A: A: The Labor Organization designated or selected

recognized as such. Whether the Union may

B. RECRUITMENT AND PLACEMENT 3. Members of the diplomatic corps (but

A: It is employment of a worker outside the and executory orders within the period of

private recruitment and placement agency, is (b)Illegal Recruitment

dismissal and for payment of his money claims. the POEA or entities authorized by the Secretary of

3. When public welfare so requires. (Sec. 4 3. It has concluded a bilateral agreement or

Art. 25. Private Sector Participation in the Q: Is a corporation, 70% of the authorized and

Recruitment and Employment of Land‐

consultations with the workers and supervisors, a

Note: Where during meal period, the laborers are

and holidays are required for entitlement to Rate of the first 8 hours worked on

when the company's executives using the cars do specific wages per day, without providing

between midnight and 6am of the

2. Fair and reasonable value of board, c.Facilities and Supplements

(c) In cases where the employer is authorized worker concerned (Art. 113). Art. 241(o)

A: A method of minimum wage adjustment (MBTC v NWPC Commission, G.R. NO. 144322, Feb.

A: GR: No. Work on a scheduled + 30% Premium Pay (PP)

to law, morals, good customs, public order or public considered regular holidays. (Presidential

Q: Can a Muslim Ee working outside the Muslim 8.Ee paid fixed amount for performing work

of work interruptions is defeated when a Authorized 300%

practice or policy, or that provided in the the SIL may be on a pro‐rata basis. (No. VI(c), DOLE

b.Maternity Leave said Ee would otherwise have been

Manggagawa sa Honda, G.R. No. 145561, June

Q: What is the no‐spouse employment policy? Glaxo does not impose an absolute prohibition

To justify a BFOQ the employer must prove two 1. With or without compensation

4. Agent of the (Er) segregating or classifying the Ee

5. Non‐assignment to a work in a

domestic servant may be considered as such an d. Reliefs for Unjust Termination

4. The deduction is made at such rate that

A: There is no Er‐Ee relationship between students Q: How is the principle of Exhaustion of

A: The party terminating shall: A: Only employers in semi‐skilled and other

disability he can still efficiently perform his work, he

Q: May handicapped workers be hired as c.Prohibitions on discrimination against disabled

A: Yes, if their handicap is not such as to effectively Q: What is the prohibition on discrimination

A: Q: What are the incentives provided for employers

the Department of Health as to his disability, skills

2. Private entities that improve or modify their

D. TERMINATION OF EMPLOYMENT suspensions, dismissals and award citations for

2. Voluntary agreement of parties According to Alcira’s computation, since Art. 13 of

Congress of the Phils v. NLRC, G.R. No. 123938, May were directly related to the business of the

or when there would be an unexpected shortage (2)Project Employment

dominance whatever being exercised by Q: Does the “Reasonable Connection Rule” applies

are necessary in the conduct of his Phils., Inc., G.R. No. 179807, July 31, 2009,

1. Sexual harassment 2. The disobeyed orders, regulations or

A: The alleged misconduct of Samson when viewed A: Yes. A rule prohibiting Ees from using company

transportation money or assurance of availability of A: Yes, failure to observe prescribed standards of

officers expelled by the federation for allegedly 9.Analogous Cases

Furthermore, a position is redundant where it is

company from closing shop. In from bankruptcy. (Asian Alcohol Corp. v. NLRC, G.R.

afflicting the employee sought to be dismissed is of Closures or cessation