LABOR RELATIONS FINALS (Based on the Bar Probable of Atty.
EMP)
Term% Definition%
Collective% A" procedure" toward" making" of" collective"
bargaining% agreements" between" employer" and"
accredited"representative"of"union"employees"
concerning" wages," hours" of" work" and" other"
conditions" of" employment," and," as" a"
continuous"process,"requires"that"parties"deal"
with"each"other"with"open"and"fair"minds"and"
sincerely" endeavor" to" overcome" obstacles"
between" them" to" the" end" that" employment"
relations"may"be"stabilized"and"obstruction"to"
the"free"flow"of"commerce"prevented."
" employees’"representative""
Collective" bargaining" does" not" end" with" the"
execution" of" an" agreement." Being" a"
continuous" process," the" duty" to" bargain"
necessarily" imposes" on" the" parties" the"
obligation" to" live" up" to" the" terms" of" such" a"
collective" bargaining" agreement" if" entered"
into"(Republic)Savings)Bank)v.)CIR)"
" unit"
It"is"a"mutual"responsibility"of"the"ER"and"the"
union" and" is" characterized" as" a" legal"
obligation."
"
Collective%Bargaining%Agreement%(CBA)"
The" terms" and" conditions" of" the" CBA"
constitute"as"the"law"between"the"parties."
Exclusive%Bargaining% Any" legitimate" labor" organization" duly"
Representative% organized" or" certified" as" the" exclusive"
(EBR)% bargaining" agent" of" all" the" employees" in" a"
bargaining" unit;" the" labor" organization"
designated"or"selected"by"majority"of"the"EEs"
in" an" appropriate" bargaining" unit" for" the"
purpose)of"collective"bargaining"(Art."267)"
DATABRIL2017
Others%
Stages"in"collective"bargaining"(MEN)"
1.! Meeting) and) convening," promptly" and" expeditiously" in" good" faith"
between"the"ER"and"the"duly"authorized"representative"of"the"EEs"
for"the"purpose"of"negotiating"an"agreement"with"respect"to"wages,"
hours"of"work,"and"all"other"terms"and"conditions"of"employment"
2.! Execution"of"a"written"contract"embodying"the"terms"and"conditions"
3.! Negotiation"over"new"terms"and"conditions"of"employment"before"
the"expiration"of"the"original"or"previous"agreement"
"
Jurisdictional"preKconditions"to"collective"bargaining"(PPD)"
1.! Possession" of" the" status" of" majority" representation" of" the"
2.! Proof"of"majority"representation"
3.! Demand"to"bargain"under"Art."260"(a)"of"the"LC"
"
Subsequent"stages"in"CB"(EPRR)"
1.! Execution"of"the"contract"
2.! Posting"of"the"CBA"in"the"establishment"concerned"
3.! Ratification"of"the"CBA"by"the"majority"of"the"EEs"in"the"bargaining"
4.! Registration"of"the"CBA"within"30"days"from"tits"execution"with"the"
Regional"Office"of"DOLE."
TN:%Such"labor"organization,"therefore,"represents"not"only"its"own"members"
by" also" the" nonKmembers" as" long" as" all" of" them" belong" to" an" appropriate"
bargaining"unit."
"
Minority%Union%may%be%certified%as%the%EBR%
The"labor"union" receiving" the" majority" of" the" valid" votes" cast" shall" be"
certified"as"the"exclusive"bargaining"agent"of"all"the"workers"in"the"unit."(Art."
268)."Otherwise"stated,"if"the"minority"union"obtains"the"majority"of"the"valid"
votes"cast"during"the"CE,"it"shall"be"certified"as"the"EBR"of"all"the"EEs"in"the"
bargaining"unit."
%
 LABOR RELATIONS FINALS (Based on the Bar Probable of Atty. EMP)
Duty%to%bargain% The" performance" of" a" mutual" obligation" to"
collectively% meet" and" convene" promptly" and"
expeditiously"in"good"faith"for"the"purpose"of"
negotiating" an" agreement" with" respect" to"
wages,"hours"of"work,"and"all"other"terms"and"
conditions" of" employment" including"
proposals" for" adjusting" grievances" or"
questions" arising" under" such" agreement" and"
executing" a" contract" incorporating" such"
agreements" if" requested" by" either" party" but"
such"duty"does"not"compel"any"party"to"agree"
to"a"proposal"or"to"make"concession"(Art."262,"
LC)"
DATABRIL2017
"
The"Labor"Code"imposes"on"the"ER"and"the"representative"of"the"EEs"the"duty"
to"bargain"collectively"(Art."261)."
"
Bargaining"in"good"faith"
There"is"no"per"se"test"of"good"faith"bargaining."Good"faith"or"bad"faith"is"an"
inference"to"be"drawn"from"the"facts,"to"be"precise,"the"crucial"question"of"
whether"or"not"a"party"has"met"his"statutory"duty"to"bargain"in"good"faith"
typically"turns"on"the"facts"of"the"individual"case."
"
Refusal"to"bargain"collectively"is"unfair"labor"practice"
It" is" unfair" labor" practice" for" an" ER" to" meet" and" convene" promptly" and"
expeditiously"in"good"faith"for"the"purpose"of"negotiating"an"agreement"with"
respect" towages," hours" of" work," and" all" other" terms" and" conditions" of"
employment."
"
It"is"ULP"for"a"LO"to"violate"the"duty,"or"refuse"to"bargain"collectively"with"the"
ER,"provided"it"is"the"representative"of"the"employees."(Art."259"[c])"
"
Kiok%Loy%v.%NLRC%
A" company’s" refusal" to" make" counterKproposal" if" considered" in" relation" to"
the"entire"bargaining"process,"may"indicate"bad"faith"and"this"is"especially"
true"where"the"union’s"request"for"a"counterKproposal"is"left"unanswered."
"
True," that" it" is" not" obligatory" upon" either" side" of" the" controversy" to"
precipitately"accept"or"agree"to"the"proposals"of"the"other."But"an"erring"party"
should"not"be"tolerated"and"allowed"with"impunity"to"resort"to"schemes"by"
going"through"empty"gestures."
"
An"ER"who"refuses"to"meet"with"the"union"bargaining"representatives"on"the"
ground" that" he/it" has" been" suffering" from" financial" losses" and," therefore,"
could"not"grant"the"economic"demands"of"the"union,"is"liable"for"ULP."It"must"
be"borne"in"mind"that"the"duty"to"bargain"collectively"does"not"compel"any"
party"to"agree"to"a"proposal"from"the"other"or"to"make"any"concession."What"
is"required"is"for"the"parties"to"meet"and"convene"promptly"and"expeditiously"
in"good"faith"to"negotiate"even"to"the"point"of"deadlock"or"impasse."("
"
ULP"in"bargaining"
 LABOR RELATIONS FINALS (Based on the Bar Probable of Atty. EMP)

Violation" of" the" duty" to" bargain" collectively" consists" of" the" following"
(FaReBaG):"
1.! Failure"or"refusal"to"meet"and"convene"promptly"and"expeditiously;"
2.! Refusal"to"negotiate"on"mandatory"subjects;"
3.! Bad"faith"bargaining;"and"
4.! Gross"violation"of"the"CBA"
"
Mandatory"subjects"
a.! Wages"
b.! Hours"of"work"
c.! All"other"terms"and"conditions"of"employment"including"proposals"
for"adjusting"grievances"or"questions"arising"under"such"agreement"
Duty%to%bargain% Neither"party"shall"terminate"nor"modify"such" "
collectively%(with% agreement"during"its"lifetime."However,"either"
CBA)% party"can"serve"a"written"notice"to"terminate"
or"modify"the"agreement"at"least"60%days"prior"
to"its"expiration"date."It"shall"be"the"duty"of"the"
parties"to"keep"the"status"quo"and"continue"in"
full"force"and"effect"the"terms"and"conditions"
of" the" existing" agreement" during" the" 60Kday"
period" and/or" until" a" new" agreement" is"
reached"by"the"parties"(Art."263,"LC)"
Freedom%Period%(60% The"sixtyKday"period"prior"to"the"expiration"of" "
days)% the"CBA"during"which"either"party"may"serve"
a"written"notice"to"terminate"or"modify"such"
agreement."
Wages% Include"the"remuneration"or"earnings"payable" "
by" an" ER" to" an" EE" under" a" written" or"
unwritten" contract" of" employment" for" work"
done"or"to"be"done"or"for"services"rendered"or"
to" be" rendered" and" includes" the" fair" and"
reasonable" value" of" board," lodging," or" other"
facilities" customarily" furnished" by" the" ER" to"
the"EE;"
"
Include" other" economic" benefits" required" by"
law"to"be"paid"to"EEs"such"as"the"13th"month"
pay,"COLA,"etc."

DATABRIL2017
 LABOR RELATIONS FINALS (Based on the Bar Probable of Atty. EMP)

Terms%and% Matters" of" promotion," discipline," retirement," "

conditions%of% work" assignments," rest" days," working" days"
employment% and"grievance"procedure"
Good%faith%%and%Bad% GFB"imposes"upon"the"ER"and"EE"organization" Typical"forms"of"Bad"Faith"Bargaining"(BDSB)"
Faith%bargaining% the"obligation"to"come"to"the"bargaining"table" 1.! Boulwarism"–"a"bargaining"tactic"in"labor"negotiations"by"which"ER"
with"an"open"mind"and"sincere"desire"to"reach" chooses"a"middle"ground"that"both"ER"and"union"know"will"be"the"
an"agreement."Short"of"these"is"bargaining%in% probable"outcome"before"the"beginning"of"the"bargaining""
bad% faith" which" is" a" violation" of" the" duty" to" "
bargain." Two"major"facets:"
a.! TakeKit" or" leaveKit" approach:" emphasized" both" the"
powerlessness"and"usefulness"of"the"Union"to"its"members;"
b.! Communication" program:" pictured" the" Company" as" the" true"
defender"of"the"EEs’"interests,"further"denigrating"the"Union"
2.! Dilatory)tactics"–"asking"for"unreasonable"period"of"time"to"submit"
bargaining" counterKproposals" instead" of" complying" with" the" 1K
calendar"day"period"provided"in"Art."261"(a);"repeatedly"asking"for"
resetting" of" the" scheduled" negotiations" nor" not" attending" the"
negotiations"at"all"for"one"reason"or"another;"ER"repeatedly"asking"
for"time"to"“study”"the"proposals"of"the"union"
3.! Surface)bargaining"–"negotiating"without"any"legal"intent"to"reach"an"
agreement;" a" sophisticated" pretense" in" the" form" of" apparent"
bargaining"without"a"genuine"desire"to"reach"a"CBA."
4.! BlueKsky)bargaining"–"exaggerated"or"unreasonable"proposals;"aims"
for"the"‘blue"sky’,"so"to"speak."A"union"for"instance"makes"proposals"
knowing"that"the"ER"cannot"grant"them,"and"tenaciously""insisting"
on"such"proposals;"intends"not"to"reach"an"agreement""
Gross%violation%of% Flagrant" and/or" malicious" refusal" to" comply" Violations" of" the" CBA," except) those) gross) in) character," shall" no" longer" be"
the%CBA% with"the"economic"provisions"of"the"CBA" treated"as"unfair"labor"practice"and"shall"be"resolved"as"grievances"under"the"
CBA."
Zipper%Clause%% Stipulation" in" the" CBA" that" issues" that" could" "
have"been"negotiated"upon"but"not"contained"
in" the" CBA" cannot" be" raised" for" negotiation"
when"the"CBA"is"already"in"effect"
Terms%of%a%CBA% Any"Collective"Bargaining"Agreement"that"the" General"Classification"of"the"provisions"of"the"CBA"and"their"respective"terms"
parties" may" enter" into" shall," insofar" as" the" "
representation" aspect" is" concerned," be" for" a" Representation)aspect)(political)"with"a"term"of"5"years"includes:"
term"of"five"(5)"years."No"petition"questioning" 1.! Determination"of"an"appropriate"bargaining"unit;"and"
the" majority" status" of" the" incumbent" 2.! Recognition" of" the" bargaining" union" as" the" exclusive" bargaining"
bargaining"agent"shall"be"entertained"and"no" representative"of"all"the"employees"in"the"unit"

DATABRIL2017
 LABOR RELATIONS FINALS (Based on the Bar Probable of Atty. EMP)
certification" election" shall" be" conducted" by"
the" Department" of"Labor"and" Employment"
outside" of" the" sixtyKday" period" immediately"
before" the" date" of" expiry" of" such" fiveKyear"
term"of"the"Collective"Bargaining"Agreement."
All" other" provisions" of" the" Collective"
Bargaining" Agreement" shall" be" renegotiated"
not" later" than" three" (3)" years" after" its"
execution." Any" agreement" on" such" other"
provisions" of" the" Collective" Bargaining"
Agreement"entered"into"within"six"(6)"months"
from" the" date" of" expiry" of" the" term" of" such"
other" provisions" as" fixed" in" such" Collective"
Bargaining" Agreement," shall" retroact" to" the"
day" immediately" following" such" date." If" any"
such" agreement" is" entered" into" beyond" six"
months," the" parties" shall" agree" on" the"
duration" of" retroactivity" thereof." In" case" of" a"
deadlock"in"the"renegotiation"of"the"Collective"
Bargaining" Agreement," the" parties" may"
exercise"their"rights"under"this"Code."
" "
DATABRIL2017
"
Economic) aspect" refers" to" provisions" which" grant" economic" or" financial"
benefits" to" the" EEs" in" the" bargaining" unit." This" is" referred" to" as" “all" other"
provisions”"in"Art."265"and"has"a"term"of"3"years"from"the"date"of"execution"
of"the"CBA."
"
Termination"or"automatic"renewal"of"the"CBA"
Neither"party"shall"terminate"nor"modify"such"agreement"during"its"lifetime."
However,"either"party"can"serve"a"written"notice"to"terminate"or"modify"the"
agreement"at"least"60%days"prior"to"its"expiration"date."
"
Notice)to)terminate)
If"within"the"60Kday"freedom"period,"a"party"serves"the"other"party"a"written"
notice"to"terminate%the"CBA"upon"the"expiration"of"the"5Kyear"term"and"the"
latter"agrees,"then"the"CBA"is"terminated"upon"expiration"of"the"5Kyear"term."
However,"if"the"other"party"does"not"agree,"then"there"is"no"termination"to"
speak"about"and"the"CBA"is"deemed"automatically%renewed"after"expiration"
of"the"original"5Kyear"term."The"law"provides"for"an"automatic"renewal"of"the"
CBA" if" the" parties" fail" to" reach" an" agreement" to" terminate" it." Bu" the"
automatically"renewed"CBA"is"good"only"until"a"new"agreement"is"reached"by"
the"parties."
Notice)to)modify)
If"within"the"60Kday"freedom"period,"a"party"serves"the"other"party"a"written"
notice" to" modify% the" CBA" and" the" other" party" agrees," the" CBA" is" not"
terminated"upon"expiration"of"tis"5Kyear"term.""
"
No)notice)to)terminate)or)modify)
Deemed"automatically"renewed"
"
TenKyear"suspension"of"the"CBA"
Valid"under"the"principle"of"freedom"to"contract"or"inviolability"of"contracts"
guaranteed"by"the"Constitution"
"
Exclusive"bargaining"status"of"the"union"cannot"go"beyond"5"years"
Despite"an"agreement"for"a"CBA"with"a"life"of"more"than"five"years,"either"as"
an" original" provision" or" by" amendment," the" bargaining" union’s" exclusive"
bargaining"status"is"effective"only"for"5"years"and"can"be"challenged"within"
60"days"prior"to"the"expiration"of"the"CBA’s"first"five"years."See"Art."265."
 LABOR RELATIONS FINALS (Based on the Bar Probable of Atty. EMP)

Collective% The"bargaining"unit"is"the"legal"collectivity"for" Factors"to"be"considered"in"determining"the"appropriate"BU"(WAEP)"

Bargaining%Unit% the"purpose"of"collective"bargaining."It"is"the" 1.! Will)of)the)EEs"–"the"practice"of"considering"the"EEs’"preference"in"
(CBU)% principal" for" which" the" exclusive" bargaining" instances"of"evenly"balanced"claims"by"competitive"groups"for"the"
representative" acts" in" the" bargaining" right"to"be"established"as"the"BU"has"been"designated"as"the"Globe%
relationship." Doctrine;"to"determine"whether"there"be"a"single"appropriate"BU"or"
" separate"and"distinct"units"
It"is"a"group"of"EEs"of"a"given"employer"or"ERs" 2.! Affinity)and)unity)of)the)employees’)interests)/)Community)of)interest)
comprised"of"all"or"less"than"all"of"the"entire" –" looks" into" the" similarity" of" work" and" duties" or" similarity" of"
body"of"EEs,"which"the"collective"interest"of"all" compensation"and"working"conditions,"similarity"in"hours"of"work"
the" EEs," consistent" with" equity" to" the" ER," and" other" terms" and" conditions" of" employment," etc;" a.k.a." the"
indicate" to" be" the" best" suited" to" serve" the" Substantial%Mutual%Interest%Rule."
reciprocal" rights" and" duties" of" the" parties" 3.! Employment)status)–)the"classification"of"workers/EEs"on"the"basis"
under"the"CB"provisions"of"the"Act." of"their"ranks"
" 4.! Prior)collective)bargaining)history)–"considers"the"bargaining"history"
It" refers" to" a" group" of" EEs" sharing" mutual" in"the"company"over"a"period"of"time"
interests"within"a"given"ER"unit,"comprised"of" "
all"or"less"than"all"of"the"entire"body"of"EEs"in" Methods"to"determine"the"EBR"(VCC)"
the" ER" unit" or" any" specific" occupational" or" 1.! Voluntary) Recognition" –" the" process" by" which" a" legitimate" labor"
geographical"grouping"within"such"ER"unit." union"is"recognized"by"the"ER"as"the"EBR"or"agent"in"a"BU."
"
A" duly" registered" EEs’" organization" shall" be" accorded" voluntary"
recognition" upon" a" showing" that" no" other" EEs’" organization" is"
registered"or"is"seeking"registration"and"that"said"organization"has"
the"majority"support"of"the"rankKandKfile"EEs"in"the"unit"
2.! Certification) Election) –) the" process" of" determining" through" secret"
ballot" the" sole" and" exclusive" representative" of" the" EEs" in" an"
appropriate"BU"for"the"purpose"of"CB"or"negotiation;"ordered"by"the"
DOLE"
3.! Consent)election)–"the"process"of"determining"through"secret"ballot"
the"sole"and"exclusive"representative"of"the"EEs"in"an"appropriate"
BU"for"the"purpose"of"CB"or"negotiation;"voluntarily"agreed"upon"by"
the"parties,"with"or"without"the"intervention"by"the"DOLE"
Voluntary% Allowed" only" in" an" establishment" being" "
Recognition%(VR)% unionized"for"the"first"time"and"where"there"I"
only" one" legitimate" labor" organization"
seeking"recognition"to"represent"the"BU"
Certification% May" take" place" either" in" an" organized" Bars" to" certification" election" /" Grounds" for" dismissal" of" a" petition" for"
Election%(CE)% company"where"there"is"an"existing"BR"or"in" certification"election"(NTNNC)"

DATABRIL2017
 LABOR RELATIONS FINALS (Based on the Bar Probable of Atty. EMP)

an" unorganized" company," where" is" no" duly" 1.! Not)a)legitimate)organization"–"petitioner"is"not"listed"in"the"DOLE"

recognized"or"existing"BR." registry"of"LLOs"
2.! TwelveGMonth)Bar"–"filed"within"one"year"from"entry"of"VR"or"a"valid"
certification,"consent"or"runKoff"election"an"no"appeal"on"the"result"
of"the"certification,"consent"or"runKoff"
3.! Negotiation) or) Deadlock) Bar) Rule) –) a" duly" certified" union" has"
commenced"and"sustained"negotiations"with"the"ER,"or"there"exists"
a"bargaining"deadlock"which"has"been"submitted"to"conciliation"or"
arbitration" or" has" become" the" subject" of" valid" notice" of" strike" or"
lockout" to" which" an" incumbent" or" certified" bargaining" agent" is" a"
party."
4.! No) 25%) support) –" in" case" of" organized" establishment," failure" to"
submit"the"25%"written"consent"of"all"EEs"in"the"BU"in"support"of"
the"petition"
5.! Contract)Bar)–"PCE"filed"outside"the"Freedom"Period;"still"applies"in"
nonKrenewal"of"the"CBA"
"
When"an"ER"may"file"for"CE"
When"request"to"bargain"collectively,"an"ER"may"petition"the"Bureau"for"an"
election."If"there"is"no"existing"certified"CBA"in"the"unit,"the"Bureau"shall,"after"
hearing,"order"a"certification"election."
"
Direct"Certification"no"longer"allowed"
Has" been" discontinued" as" a" method" of" selecting" the" exclusive" bargaining"
agent"of"the"workers."This"amendment"affirms"the"superiority"of"the"CE"over"
the"direct"certification"which"is"no"longer"available"now."
Organized% A" verified" petition" questioning" the" majority" "
Establishments% status" of" the" incumbent" bargaining" agent" is"
filed" by" any" legitimate"labor"organization"
including"a"national"union"or"federation"which"
has" already" issued" a" charter" certificate" to" its"
local"chapter"participating"in"the"certification"
election" or" a" local" chapter" which" has" been"
issued" a" charter" certificate" by" the" national"
union" or" federation" before" the" Department"
of"Labor"and" Employment" within" the" sixty"
(60)Kday" period" before" the" expiration" of" the"
collective" bargaining" agreement," the" MedK
Arbiter" shall" automatically" order" an" election"

DATABRIL2017
 LABOR RELATIONS FINALS (Based on the Bar Probable of Atty. EMP)

by" secret" ballot" when" the" verified" petition" is"

supported" by" the" written" consent" of" at" least"
twentyKfive" percent" (25%)" of" all" the"
employees"in"the"bargaining"unit"to"ascertain"
the" will" of" the" employees" in" the" appropriate"
bargaining"unit.""
"
To"have"a"valid"election,"at"least"a"majority"of"
all" eligible" voters" in" the" unit" must" have" cast"
their" votes." The"labor"union" receiving" the"
majority" of" the" valid" votes" cast" shall" be"
certified"as"the"exclusive"bargaining"agent"of"
all"the"workers"in"the"unit.""
RunUoff%election% Where"an"election"which"provides"for"three"or" "
more"choices"and"it"results"in"no"choice"having"
a" majority" of" the" valid" votes" cast," conducted"
between" the" labor" unions" receiving" the" two"
highest" number" of" votes;" Provided," that" the"
total" number" of" votes" for" all" contending"
unions"is"at"least"50%"of"the"number"of"votes"
cast."
"
At" the" expiration" of" the" freedom" period," the"
employer" shall" continue" to" recognize" the"
majority" status" of" the" incumbent" bargaining"
agent" where" no" petition" for" certification"
election"is"filed."
Consent%Election% Rules:" "
The"MedKArbiter"shall"not"issue"a"formal"order"
calling"for"the"conduct"of"certification"election,"
but"shall"enter"the"fact"of"the"agreement"in"the"
minutes"of"the"hearing.""
"
The"minutes"shall"be"signed"by"the"parties"and"
attested"to"by"the"MedKArbiter."The"MKA"shall"
immediately"thereafter"forward"the"records"of"
the" petition" to" the" Regional" Director" or"
his/her"duly"authorized"representative.""
"

DATABRIL2017
 LABOR RELATIONS FINALS (Based on the Bar Probable of Atty. EMP)

The" first" preKelection" conference" shall" be"

scheduled" within" 10" days" from" the" date" of"
entry" of" agreement" to" conduct" consent"
election."
Bystander%Rule% In" all" cases," whether" the" petition" for" Employers" are" strangers" to" certification" election" proceedings." They" are"
certification"election"is"filed"by"an"employer"or" forbidden"from"influencing"or"hampering"the"EEs’"rights"under"the"law."they"
a"legitimate"labor"organization,"the"employer" should"not"in"any"way"affect,"much"less"stay,"the"holding"of"a"CE"by"the"mere"
shall"not"be"considered"a"party"thereto"with"a" convenience"of"filing"an"appeal"with"the"Labor"Secretary."
concomitant" right" to" oppose" a" petition" for"
certification" election." The" employer's"
participation" in" such" proceedings" shall" be"
limited" to:" (1)" being) notified) or) informed" of"
petitions" of" such" nature;" and" (2)" submitting)
the) list) of) employees" during" the" preKelection"
conference" should" the" MedKArbiter" act"
favorably"on"the"petition."(Art."271)"
Forms%of%Concerted%Activities%
Strike% Any" temporary" stoppage" of" work" by" the" Factors"in"determining"legality"of"strike"
concerted" action" of" EEs" as" a" result" of" an" 1.! Existence"of"labor"dispute"
industrial"or"labor"dispute"" 2.! Observance"of"procedural"requirements"
3.! Lawful"purpose"–"Economic"or"ULP"
4.! Means"and"methods"in"carrying"out"a"strike"
5.! NoKstrike"agreement"in"the"CBA"
6.! Compliance" with" the" Automatic" Injunction" and" ReturnKToKWork"
Order"in"National"Interest"cases"
"
Requisite"for"a"valid"strike"
1.! Notice" of" strike" should" be" filed" with" the" NCMB" at" least" 30" days"
before"the"intended"date"thereof"in"cases"of"bargaining"deadlocks"or"
15"days"in"cases"of"ULP."
2.! Observance"of"the"cooling"off"period."In"case"of"union"busting,"the"
15Kday" coolingKoff" period" shall" not" apply" and" the" union" may" take"
action"immediately."However,"the"required"notice"of"strike"must"be"
filed"and"the"required"strike"vote"must"be"taken"before"conducting"
the"strike."
3.! During" the" coolingKoff" period," the" NCMB" conducts" mediation" and"
conciliation"between"the"parties."
4.! Holding" of" a" strike" by" secret" ballot" in" meetings" or" referenda"
(majority"of"the"total"union"membership)."

DATABRIL2017
LABOR RELATIONS FINALS (Based on the Bar Probable of Atty. EMP)

5.! Report"of"the"strike"vote"reported"to"the"NCMB"at"least"7"days"before"
the"intended"date"of"strike,"subject"to"the"cooling"off"period."
"
The"7Kday"period"and"the"coolingKoff"period"are"counted"separately."
The"7Kday"strike"ban"is"in"addition"to"the"15"or"30"K"day"cooling"off"
period."Both"are"mandatory."
"
Two"kinds"of"strike"
1.! Economic"or"bargaining"strike"–"intended"to"force"wage"and"other"
concessions"from"the"ER"which"are"not"required"by"law"to"be"granted"
2.! ULP"strike"–"held"against"the"ULP"of"the"ER"
"
Illegal"forms"of"strike"(lack"of"valid"purpose)"WILSSS%
1.! Wildcat"strike"
2.! Intermittent"strike"
3.! Lightning"strike"
4.! Slowdown"strike"
5.! SitKdown"strike"
6.! Sympathy"strike"
"
TN:%NoKstrike"clause"is"applicable"only"to"economic"strikes."
"
National"Interest"cases"
When,"in"his"opinion,"there"exists"a"labor"dispute"causing"or"likely"to"cause"a"
strike" or" lockout" in" an" industry" indispensable" to" the" national" interest," the"
Secretary" of"Labor"and" Employment" may" assume" jurisdiction" over" the"
dispute"and"decide"it"or"certify"the"same"to"the"Commission"for"compulsory"
arbitration." Such" assumption" or" certification" shall" have" the" effect" of"
automatically" enjoining" the" intended" or" impending" strike" or" lockout" as"
specified"in"the"assumption"or"certification"order."If"one"has"already"taken"
place" at" the" time" of" assumption" or" certification," all" striking" or" locked" out"
employees" shall" immediately" return" to" work" and" the" employer" shall"
immediately" resume" operations" and" readmit" all" workers" under" the" same"
terms"and"conditions"prevailing"before"the"strike"or"lockout."The"Secretary"
of"Labor"and"Employment"or"the"Commission"may"seek"the"assistance"of"law"
enforcement" agencies" to" ensure" compliance" with" this" provision" as" well" as"
with"such"orders"as"he"may"issue"to"enforce"the"same"
"
When"is"an"industry"considered"indispensable"to"the"national"interest?"

DATABRIL2017
 LABOR RELATIONS FINALS (Based on the Bar Probable of Atty. EMP)

The"law"leaves"the"matter"to"the"opinion"of"the"SOLE."However,"it"would"seem"
that"an"industry"is"indispensable"to"the"national"interest"when"its"products"
or"services"are"availed"by"the"general"public"or"affects"the"social,"educational"
and"economic"life"of"the"people,"such"as"(HEWAOUTFTPB):"
1.! Hospital"sector"
2.! Electric"power"industry"
3.! Water"supply"services,"except"small"water"supply"services"such"as"
bottling"and"refilling"stations"
4.! Air"traffic"control"
5.! Other"industries"as"may"be"recommended"by"the"National"Tripartite"
Industrial"Peace"Council"
6.! Transportation"
7.! Food"production"and"manufacturing"industries"
8.! Telecommunications"
9.! Private"education"
10.! Banking""
Picketing%% EEs’"act"of"marching"to"and"fro"at"or"near"the" "
ER’s"premises,"usually"with"the"us"of"placards,"
streamers"and"the"like"containing"statements"
expressing"their"sentiments"against"the"ER,"in"
the"event"of"a"labor"dispute"with"the"latter"
Boycott% Concerted" refusal" by" the" EEs" to" patronize" "
their" ER’s" goods" and" persuading" others" to" a"
like"refusal"
Slowdown% An"intentional"reduction"in"the"rate"of"work"by" "
the" concerted" action" of" workers" for" the"
purpose"of"restricting"the"output"of"the"ER"by"
reason"of"a"labor"dispute"
% " "
Labor%dispute% Includes" any" controversy" or" matter" No"labor"dispute,"no"basis"for"strike."
concerning" terms" or" conditions" of"
employment" or" the" association" or"
representation" of" persons" in" negotiating,"
fixing,"maintaining,"changing"or"arranging"the"
terms" and" conditions" of" employment,"
regardless"of"whether"the"disputants"stand"in"
the" proximate" relation" of" employer" and"
employee"

DATABRIL2017
 LABOR RELATIONS FINALS (Based on the Bar Probable of Atty. EMP)

Good%faith%strike% When" a" strike" is" declared" in" protest" of" what" NonKstrikeable"issues"(ViolInLaW)"
the" union" believes" to" be" ULPs" committed" by" 1.! Violation"of"the"CBA"which"are"not"gross"in"character"
the"management,"and"circumstances"warrant" 2.! InterKunion"or"intraKunion"disputes"
such" belief" in" good" faith," although" found" 3.! Labor"standards"cases"(filed"with"the"LA)"
subsequently" as" not" committed," may" not" be" 4.! Wage"distortion"
declared"illegal" "
Liability"for"illegal"strike"
Union"officer"–"loss"of"employment"status"
a.! who"knowingly"participates"in"an"illegal"strike;"or"
b.! who"knowingly"participates"in"the"commission"of"illegal"acts"during"
a"strike"
"
Ordinary" worker" –" loss" of" employment" status:" must" have" knowingly"
participated"in"the"commission"of"illegal"acts"during"the"strike"
Assumption%and% Executory" in" character" and" are" strictly" to" be" Effect"of"Defiance"of"Assumption"of"Certification"Order"
Certification%Orders%% complied" with" by" the" parties" during" the" A" strike" undertaken" despite" the" issuance" of" an" A/C" order" becomes" a"
pendency" of" any" petition" questioning" their" prohibited" activity" and," thus," illegal" pursuant" to" Art." 279." Moreover," the"
validity."they"automatically"result"in"a"returnK union" officers" and" members" who" have" participated" in" such" illegal" activity"
toKwork" of" all" striking" workers" or" enjoin" the" are," as" a" result," deemed" to" have" lost" their" employment" status." But" the"
taking" place" of" the" strike," whether" or" not" a" dismissal"must"be"with"due"process."
corresponding" order" has" been" issued" by" the"
SOLE."
Lockout% Temporary"refusal"of"an"ER"to"furnish"work"as" Who"may"declare"a"strike"or"lockout"
a"result"of"an"industrial"or"labor"dispute" Any" certified" or" duly" recognized" bargaining" representative" may" declare" a"
" strike"in"cases"of"bargaining"deadlocks"and"ULPs.""
Requisites" "
1.! result"of"a"labor"dispute" TN:%In"the"absence"of"a"BR,"any"LLO"may"declare"a"strike"but"only"on"grounds"
2.! lawful"purpose" of"ULPs."
3.! lawful"means" "
4.! compliance" with" procedural" The"ER"may"declare"a"lockout"in"the"same"cases."
requirements"
% " "
Security%of%tenure% The"constitutional"and"statutory"right"of"every" Kinds"of"employment"
EE"not"to"be"dismissed"from"his"employment" 1.! Regular"
without"just"or"authorized"cause." 2.! Casual"
" 3.! Project"
Under" Art." 294," security" of" tenure" refers" to" 4.! Seasonal"
regular" employment" and" means" that" the" 5.! Probationary"
employer" shall" not" terminate" the" services" of" 6.! FixedKperiod"

DATABRIL2017
 LABOR RELATIONS FINALS (Based on the Bar Probable of Atty. EMP)
an" EE" except" for" a" just" cause" or" when"
authorized"by"the"Code"
Regular% Where" the" EE" has" been" engaged" to" perform"
Employment% activities" which" are" usually" necessary" or"
desirable"in"the"usual"business"or"trade"of"the"
ER;"only"a"regular"EE"enjoys"security"of"tenure"
(and"probationary"EEs)"
Casual%Employment% Employment" that" is" neither" regular" nor"
seasonal" or" fixed" for" a" specific" period;"
irregular,"unpredictable,"sporadic"and"brief"in"
nature,"and"outside"the"usual"business"of"the"
ER;" not" permanent" nor" periodically" regular,"
but"occasional"or"by"chance"
Project%employment% Has" been" fixed" for" a" specific" project" or"
undertaking"the"completion"or"termination"of"
which"ahs"been"determined"at"the"time"of"the"
engagement"of"the"EE;""
" "
DATABRIL2017
Primary"standard"in"determining"Regular"Employment"
The"reasonable"connection"between"the"particular"activity"performed"by"the"
EE"in"relation"to"the"usual"business"or"trade"of"the"ER."
"
Test:)Whether"or"not"the"former"is"usually"necessary"or"desirable"in"the"usual"
business"or"trade"of"the"ER."
"
Factors"considered"(NLA)"
1.! Nature)of)the)work"–"necessary"or"desirable"to"the"usual"business"or"
trade"of"the"ER"
2.! Length)of)service"–"if"EE"rendered"at"least"1"year"of"service,"whether"
continuous"or"broken,"he"is"considered"regular"with"respect"to"the"
activity"in"which"he"is"employed"
3.! Activity"in"which"the"EE"is"employed"
"
How"desirability"or"necessity"is"assessed"or"determined"
1.! By"looking"at"the"services"rendered"
2.! Its"relation"to"the"general"scheme"under"which"the"business"or"trade"
is"pursued"in"the"usual"course"
3.! Nature"of"the"work"of"the"EE"must"be"viewed"fro"a"perspective"of"the"
business"or"trade"in"its"entirety"and"not"on"a"confined"scope"
"
TN:% Overseas" (not" domestic)" seafarers" are" contractual" employees," not"
regular."Their"employment"is"governed"by"the"POEA"Standard"Employment"
Contract" which" they" sign" every" time" they" are" " hired." Their" employment"
terminates"when"their"contract"expires;"thus,"not"entitled"to"separation"pay."
When"may"a"casual"EE"be"considered"regular?"
Any"casual"EE"who"has"rendered"(1)"at"least"one"year"of"service,"(2)"whether"
such"service"is"continuous"or"broken,"shall"be"considered"a"regular"EE"(3)"
with"respect"to"the"activity"in"which"he"is"employed"and"his"employment"shall"
continue"while"such"activity"exists."This"regular"status"attaches"immediately"
after"the"end"of"the"first"year"of"service."
Principal"Test"for"Determining"Project"Employees"
Whether" or" not" the" project" EEs" were" (1)" assigned" to" carry" out" ‘specific"
project"or"undertaking,’"(2)"the"duration"(and"scope)"of"which"were"specified"
at"the"time"the"EEs"were"engaged"for"that"project."
 LABOR RELATIONS FINALS (Based on the Bar Probable of Atty. EMP)

TN:%not"entitled"to"separation"pay,"but"only"if" Difference"between"Regular"employees"and"Project"employees"
the" projects" have" not" yet" been" completed" 1.! Project"employees’"services"are"conterminous"with"the"project"and"
when"their"services"were"terminated." may" be" terminated" upon" the" end" or" completion" of" the" project" for"
which"the"were"hired"
2.! Regular"EEs"are"legally"entitled"to"remain"in"the"service"of"their"ER"
until"that"service"is"terminated"by"one"or"another"of"the"recognized"
modes"of"termination"under"the"LC"(just"or"authorized)."
"
Two"broad"types"of"projects"
1.! A"particular"job"or"undertaking"that"is"WITHIN"the"regular"or"usual"
business" of" the" ER," but" which" is" distinct" and" separate," and"
identifiable"as"such"from"the"other"undertakings"of"the"ER"
2.! A"particular"job"or"undertaking"that"is"NOT"WITHIN"the"regular"or"
usual" business" of" the" ER," which" is" distinct" and" separate" from" the"
ordinary"and"regular"business"operations"of"the"ER,"and"begins"and"
ends"at"determined"or"determinable"times"
"
Length"of"service"is"not"controlling"in"project"employment;"test"
It" is" not" the" controlling" test" of" employment" tenure" but" whether) or) not) the"
employment" has" been" fixed" for" a" specific" project" or" undertaking" the"
completion"or"termination"of"which"has"been"determined"at"the"time"the"EE"
was"engaged."
"
TN:%The"one"year"proviso"only"relates"to"casual"employees."
"
When"may"a"project"EE"be"considered"regular?"
Where" his" employment" is" repeatedly" extended" long" after" the" supposed"
project"had"been"finished,"the"EEs"are"removed"from"the"scope"of"project"EEs"
and"they"shall"be"considered"as"regular"EEs."
"
Member"of"a"work"pool"!"Regular"EE"
a.! There"is"continuous"rehiring"of"project"EEs"even"after"the"cessation"
of"the"project"
b.! The" tasks" performed" by" the" project" EE" are" vital," necessary" and"
indispensable"to"the"usual"business"or"trade"of"the"ER."
"
TN:%The"length"of"time"during"which"the"EE"was"continuously"reKhired"is"not"
controlling,"but"merely"serves"as"a"badge)of)regular)employment."
"

DATABRIL2017
 LABOR RELATIONS FINALS (Based on the Bar Probable of Atty. EMP)
Seasonal% When"workers"are"called"from"time"to"time"to"
Employment% perform"work"according"to"the"varying"needs"
of"the"season"
Probationary% Exists"where"the"EE,"upon"his"engagement"is"
Employment% made"to"undergo"a"trial"period"during"the"ER"
determines" his" fitness" to" qualify" for" regular"
employment" based" on" reasonable" standards"
made" known" to" him" at" the" time" of" his"
engagement;"usually"bit"exceeding"6"months"
DATABRIL2017
Requirements"to"qualify"as"a"member"of"a"work"pool"
1.! There" must" be" proof" to" the" effect" that" the" petitionerKemployee" is"
under"an"obligation"to"always"be"available"on"call"of"his"ER"
2.! That"he"is"not"free"to"offer"his"services"to"other"ERs."
"
Reports"of"termination"of"project"EEs"to"the"Regional"Office"
Failure"of"an"ER"to"comply"with"this"reportorial"requirement"is"proof"that"the"
worker"is"not"a"project""employee."
Seasonal"EE"!"Regular"EE"
1.! Perform"work"or"services"that"are"seasonal"in"nature"
2.! Employed"for"the"same"work"or"services"for"a"duration"of"more"than"
one"season"
"
TN:% Seasonal" workers" who" are" called" to" work" from" time" to" time" and"
temporarily"laidKoff"during"offKseason"are"not"separated"from"service"in"said"
period,"but"merely"considered"on"leave"until"reKemployed."
"
Effect"of"repeated"reKhiring"
Repeated" reKhiring"evidences"the"necessity"and"indispensability"of"an"EE’s"
services"to"the"ER’s"business"or"trade;"at"least"a"year"of"service"makes"the"
seasonal"EE"a"regular"EE."
Rationale:" to" afford" the" ER" an" opportunity" to" observe" the" fitness" of" the"
probationary" EE" at" work," and" to" ascertain" whether" he" will" become" an"
efficient"and"proper"EE"
"
Reasonable"standards"to"be"made"known"to"the"EE"
The"ER"shall"make"known"to"the"EE"at"the"time"he"is"hired"the"reasonable"
standards" by" which" he" will" qualify" as" regular" EE." In" the" absence" of" this"
requisite,"there"is"justification"in"concluding"that"the"EE"is"a"regular"EE."As"
such,"he"is"entitled"to"security"of"tenure."
"
Period"of"Probationary"Employment"
General)Rule:"Limited"to"6"months"
Exception:"Parties"agree"otherwise."There"is"a"recognition"of"the"exercise"of"
managerial" prerogatives" in" requiring" a" longer" period" of" probationary"
employment."
"
LABOR RELATIONS FINALS (Based on the Bar Probable of Atty. EMP)

A" voluntary" agreement" extending" the" original" probationary" period," at" the"
EE’s"request,"to"give"the"EE"a"second"chance"to"pass"the"probation"standards"
constitute"a"lawful"extension"of"statutory"limit."
"
TN:%Double"or"multiple"probation"is"not"allowed."
"
Security"of"Tenure"of"probationary"EEs"
During" the" period" of" his" probationary" employment," a" probationary" EE"
cannot"be"removed"except"for"just"cause."The"termination"must"observe"due"
process" (cause" is" valid" and" adequate" and" procedure" conforms" to" the" twoK
notice"rule)."
"
During" the" period" of" his" probationary" employment," a" probationary" EE"
cannot"be"removed"except"for"just"cause."The"termination"must"observe"due"
process" (cause" is" valid" and" adequate" and" procedure" conforms" to" the" twoK
notice"rule)."
"
Probationary"periods"for"private"school"teachers"
1.! Full"time"private"teachers"who"have"rendered"3"consecutive"years"of"
service"shall"be"considered"permanent."
2.! Probationary"period"for"academic"personnel"shall"not"be"more"than"
3" consecutive" years" of" satisfactory" service" (elementary" and"
secondary);" 6" consecutive" years" (tertiary);" and" 9" consecutive"
trimesters","tertiary"level"where"collegiate"courses"are"offered"on"a"
trimester"basis."
3.! Those" who" have" served" the" probationary" period" shall" be" made"
regular"or"permanent."
4.! The" regular" or" permanent" status" may" be" attained" in" less" than" the"
maximum"periods"provided"in"the"foregoing."
"
Relief"for"illegally"dismissed"probationary"EEs"
1.! Separation"pay"equivalent"to"one"month"pay"
2.! Backwages" from" the" date" of" dismissal" up" to" the" last" day" of" the"
probation"period"
"
Last"day"of"probation"
Six" months" is" 180" days;" Article" 13" of" the" CC" provides" that" a" month"
undesignated"by"name"is"understood"to"consist"of"30"days"

DATABRIL2017
 LABOR RELATIONS FINALS (Based on the Bar Probable of Atty. EMP)
Term%Employment% A"contract"of"employment"for"a"definite"period" Scope"
or%FixedUPeriod% terminates"by"its"own"terms"at"the"end"of"such"
period"
End%of%Contract% The" practice" of" ERs" of" hiring" workers" for" a" Rights"of"Contractor’s"or"Subcontractor’s"Employees"(DOLE"Order"No."174,"s."
(Endo%or%E.O.C.)% definite" period" and" whose" services" are" 2017)"
necessary"or"desirable"in"the"usual"business"or"
trade" of" the" ER," and" then" terminating" their"
employment"at"the"end"of"the"contract"period"
to" prevent" them" from" attaining" the" status" of"
regular" employees;" illegal" for" being" contrary"
to"the"constitutional"guarantee"of"security"of"
tenure;" this" is" prevalent" in" the" hiring" of"
workers"by"a"contractor"or"subcontractor"
Termination%of% The"right"of"an"ER"to"dismiss"an"EE"is"subject" Requirements"for"legality"of"termination"
Employment% to" regulation" by" the" State," by" virtue" of" its"
inherent" police" power." It" must" be" tempered"
with"the"EE’s"right"to"security"of"tenure."The"
preservation" of" the" lives" of" the" citizens" is" a"
basic" duty" of" the" State," more" vital" than" the" "
preservation"of"the"corporate"profits.""
DATABRIL2017
1.! Seasonal"employment"
2.! Project"employment"
3.! With"specific"date"of"termination"
1.! Safe"and"healthful"working"conditions"
2.! Labor"standards"
3.! Retirement"benefits"under"the"SSS"or"retirement"plans"
4.! Social"security"and"welfare"benefits"
5.! SelfKorganization," collective" bargaining" and" peaceful" concerted"
activities"including"the"right"to"strike"
1.! Legality" of" the" act" of" dismissal" (dismissal" under" the" grounds"
provided"in"Arts."297K299)"
2.! Legality"in"the"manner"of"dismissal"(observance"of"the"requirements"
of"procedural"due"process)"
Procedural"Due"Process"[Art."292"(b),"LC]"
Subject"to"the"constitutional"right"of"workers"to"security"of"tenure"and"their"
right"to"be"protected"against"dismissal"except"for"a"just"and"authorized"cause"
and" without" prejudice" to" the" requirement" of" notice" under" Article" 283" of"
this"Code,"227"the"employer"shall"furnish"the"worker"whose"employment"is"
sought"to"be"terminated"a"written"notice"containing"a"statement"of"the"causes"
for"termination"and"shall"afford"the"latter"ample"opportunity"to"be"heard"and"
to"defend"himself"with"the"assistance"of"his"representative"if"he"so"desires"in"
accordance" with" company" rules" and" regulations" promulgated" pursuant" to"
guidelines" set" by" the" Department" of"Labor"and" Employment." Any" decision"
taken"by"the"employer"shall"be"without"prejudice"to"the"right"of"the"worker"
to"contest"the"validity"or"legality"of"his"dismissal"by"filing"a"complaint"with"
the"regional"branch"of"the"National"Labor"Relations"Commission."The"burden"
of"proving"that"the"termination"was"for"a"valid"or"authorized"cause"shall"rest"
on"the"employer."The"Secretary"of"the"Department"of"Labor"and"Employment"
may"suspend"the"effects"of"the"termination"pending"resolution"of"the"dispute"
in" the" event" of" a"prima" facie"finding" by" the" appropriate" official" of" the"
Department"of"Labor"and"Employment"before"whom"such"dispute"is"pending"
LABOR RELATIONS FINALS (Based on the Bar Probable of Atty. EMP)

that" the" termination" may" cause" a" serious"labor"dispute" or" is" in"
implementation"of"a"mass"layKoff."
"
To"clarify,"the"following"should"be"considered"in"terminating"the"services"of"
employees:"
(1)"The"first%written%notice"to"be"served"on"the"employees"should"contain"
the"specific"causes"or"grounds"for"termination"against"them,"and"a"directive"
that" the" employees" are" given" the" opportunity" to" submit" their" written"
explanation"within"a"reasonable"period.""Reasonable"opportunity""under"the"
Omnibus" Rules" means" every" kind" of" assistance" that" management" must"
accord" to" the" employees" to" enable" them" to" prepare" adequately" for" their"
defense."15"This"should"be"construed"as"a"period"of"at"least"five"(5)"calendar"
days"from"receipt"of"the"notice"to"give"the"employees"an"opportunity"to"study"
the"accusation"against"them,"consult"a"union"official"or"lawyer,"gather"data"
and" evidence," and" decide" on" the" defenses" they" will" raise" against" the"
complaint." Moreover," in" order" to" enable" the" employees" to" intelligently"
prepare"their"explanation"and"defenses,"the"notice"should"contain"a"detailed"
narration" of" the" facts" and" circumstances" that" will" serve" as" basis" for" the"
charge"against"the"employees."A"general"description"of"the"charge"will"not"
suffice."Lastly,"the"notice"should"specifically"mention"which"company"rules,"
if"any,"are"violated"and/or"which"among"the"grounds"under"Art."282"is"being"
charged"against"the"employees."
(2)"After"serving"the"first"notice,"the"employers"should"schedule"and"conduct"
a"hearing"or"conference"wherein" the" employees" will" be" given" the"
opportunity"to:"(1)"explain"and"clarify"their"defenses"to"the"charge"against"
them;"(2)"present"evidence"in"support"of"their"defenses;"and"(3)"rebut"the"
evidence"presented"against"them"by"the"management."During"the"hearing"or"
conference," the" employees" are" given" the" chance" to" defend" themselves"
personally,"with"the"assistance"of"a"representative"or"counsel"of"their"choice."
Moreover," this" conference" or" hearing" could" be" used" by" the" parties" as" an"
opportunity"to"come"to"an"amicable"settlement."
(3)"After" determining" that" termination" of" employment" is" justified," the"
employers" shall" serve" the" employees" a"" written"notice"of%
termination"indicating" that:" (1)" all" circumstances" involving" the" charge"
against" the" employees" have" been" considered;" and" (2)" grounds" have" been"
established" to" justify" the" severance" of" their" employment." (King) of) Kings)
Transport,)Inc.)v.)Mamac,)G.R.)No.)166208,)[June)29,)2007],)553)PHIL)108G119))

DATABRIL2017
LABOR RELATIONS FINALS (Based on the Bar Probable of Atty. EMP)

The"dismissal"of"an"EE"without"due"process"is"not"illegal"as"long"as"it"was"for"
just"or"authorized"case."
It"will"be"highly"prejudicial"to"the"interests"of"the"employer"to"impose"on"him"
the"services"of"an"employee"who"has"been"shown"to"be"guilty"of"the"charges"
that" warranted" his" dismissal" from" employment." Indeed," it" will" demoralize"
the"rank"and"file"if"the"undeserving,"if"not"undesirable,"remains"in"the"service."
(Wenphil) Corp.) v.) National) Labor) Relations) Commission,) G.R.) No.) 80587,)
[February)8,)1989],)252)PHIL)73G83)"
"
It"is"now"settled"that"where"the"dismissal"of"one"employee"is"in"fact"for"a"just"
and"valid"cause"and"is"so"proven"to"be"but"he"is"not"accorded"his"right"to"due"
process,"i.e.," he" was" not" furnished" the" twin" requirements" of" notice" and"
opportunity"to"be"heard,"the"dismissal"shall"be"upheld"but"the"employer"must"
be"sanctioned"for"nonKcompliance"with"the"requirements"of,"or"for"failure"to"
observe,"due"process.""(Serrano)v.)National)Labor)Relations)Commission,)G.R.)
No.)117040,)[January)27,)2000],)380)PHIL)416G522)"
"
The"violation"of"the"petitioners'"right"to"statutory"due"process"by"the"private"
respondent" warrants" the" payment" of" indemnity" in" the" form" of" nominal"
damages."The"amount"of"such"damages"is"addressed"to"the"sound"discretion"
of" the" court," taking" into" account" the" relevant" circumstances." (Agabon) v.)
National)Labor)Relations)Commission,)G.R.)No.)158693,)[November)17,)2004],)
485)PHIL)248G367)"
"
Nominal"damages"(Art."2221,"CC)"
Adjudicated"in"order"that"a"right"of"the"plaintiff,"which"has"been"violated"or"
invaded"by"the"defendant,"may"be"vindicated"or"recognized,"and"not"for"the"
purpose"of"indemnifying"the"plaintiff"for"any"loss"suffered"by"him."
"
The"clearKcut"distinction"between"a"dismissal"for"just"cause"under"Article"282"
and"a"dismissal"for"authorized"cause"under"Article"283"is"further"reinforced"
by" the" fact" that" in" the" first," payment" of" separation" pay," as" a" rule," is" not"
required,"while"in"the"second,"the"law"requires"payment"of"separation"pay."9"
For" these" reasons," there" ought" to" be" a" difference" in" treatment" when" the"
ground"for"dismissal"is"one"of"the"just"causes"under"Article"282,"and"when"
based"on"one"of"the"authorized"causes"under"Article"283."
"
Accordingly,"it"is"wise"to"hold"that:""

DATABRIL2017
 LABOR RELATIONS FINALS (Based on the Bar Probable of Atty. EMP)

(1)" if" the" dismissal" is" based" on" a" just% cause" under" Article" 282" but" the"
employer%failed%to%comply%with%the%notice%requirement,"the"sanction"to"
be" imposed" upon" him" should" be"tempered"because" the" dismissal" process"
was,"in"effect,"initiated"by"an"act"imputable"to"the"employee;"and""
"
(2)"if"the"dismissal"is"based"on"an"authorized%cause"under"Article"283"but%
the%employer%failed%to%comply%with%the%notice%requirement,"the"sanction"
should" be"stiffer"because" the" dismissal," process" was" initiated" by" the"
employer's"exercise"of"his"management"prerogative."(Jaka)Food)Processing)
Corp.)v.)Pacot,)G.R.)No.)151378,)[March)28,)2005],)494)PHIL)114G125)"
"
When"hearing"not"required"prior"to"actual"termination"
When" the" EE" had" already" admitted" his" responsibility" for" the" act" he" was"
accused." All" that" is" need" is" to" inform" the" EE" of" the" findings" of" the"
management."
Ample%opportunity% Connotes" every" kind" of" assistance" the" "
for%defense% management" must" accord" the" EE" to" enable"
him" to" prepare" adequately" for" his" defense"
including"legal"representation"
Termination%by%Employer%
An" employer" may" terminate" an" employment" for" any" of" the" following" Payment"of"Separation"Pay"
causes:" In" case" of" termination" due" to" the" installation" of"laborKsaving" devices" or"
(a)! Serious"misconduct"or"willful"disobedience"by"the"employee"of" redundancy,"the"worker"affected"thereby"shall"be"entitled"to"a"separation"pay"
the" lawful" orders" of" his" employer" or" representative" in" equivalent"to"at"least"his"one"(1)"month"pay"or"to"at"least"one"(1)"month"pay"
connection"with"his"work;" for" every" year" of" service," whichever" is" higher." In" case" of" retrenchment" to"
(b)! Gross"and"habitual"neglect"by"the"employee"of"his"duties;" prevent" losses" and" in" cases" of" closures" or" cessation" of" operations" of"
(c)! Fraud"or"willful"breach"by"the"employee"of"the"trust"reposed"in" establishment"or"undertaking"not"due"to"serious"business"losses"or"financial"
him"by"his"employer"or"duly"authorized"representative;"" reverses,"the"separation"pay"shall"be"equivalent"to"one"(1)"month"pay"or"at"
(d)! Commission"of"a"crime"or"offense"by"the"employee"against"the" least"oneKhalf"(1/2)"month"pay"for"every"year"of"service,"whichever"is"higher."
person"of"his"employer"or"any"immediate"member"of"his"family" A"fraction"of"at"least"six"(6)"months"shall"be"considered"one"(1)"whole"year."
or"his"duly"authorized"representatives;"and" "
(e)! Other"causes"analogous"to"the"foregoing." Four"Kinds"of"Separation"Pay"(EFIB)"
(f)! Installation" of" laborKsaving" devices," redundancy," 1.! SP" as" the" ER’s) obligation" in" cases" of" legal" termination" due" to"
retrenchment,"etc." authorized"causes"
2.! SP"as"financial)assistance,"as"an"act"of"social"justice"
3.! SP" in) lieu) of) reinstatement" in" illegal" dismissal" cases" where"
reinstatement"is"no"longer"feasible"
4.! SP"as"a"benefit"granted"under"the"CBA"or"company"policy"

DATABRIL2017
 LABOR RELATIONS FINALS (Based on the Bar Probable of Atty. EMP)

Standards%on%Just% 1.! Serious"Misconduct" a.! There"must"be"a"misconduct"

Causes%and%grounds% b.! Misconduct"must"be"of"such"grave"and"aggravated"character"
c.! Must"relate"to"the"performance"of"the"EE’s"duties"
d.! Must"be"showing"that"the"EE"becomes"unfair"to"continue"working"for"
the"ER"
% 2.! Willful" disobedience" or" a.! There"must"be"disobedience"or"insubordination."
Insubordination" b.! D/I" must" be" willful" or" intentional" characterized" by" a" wrongful" or"
perverse"attitude"
c.! Order"violated"must"be"reasonable,"lawful,"and"made"known"to"the"
EE"
d.! Order" must" pertain" to" the" duties" which" he" has" been" engaged" to"
discharge"
% 3.! Gross"and"habitual"neglect"of"duties" a.! There"must"be"neglect"of"duty"
b.! The"negligence"must"be"both"gross"and"habitual"in"character"
% 4.! Fraud"or"willful"breach"of"trust" a.! Act,"omission,"or"concealment"
b.! Such" involves" a" breach" of" legal" duty," trust," or" confidence" justly"
reposed"
c.! Committed"against"the"ER"or"his/her"representative"
d.! Must"be"in"connection"with"the"EE’s"work"
% 5.! Loss"of"confidence" a.! Act,"omission,"or"concealment"
b.! Such"justifies"the"loss"of"trust"and"confidence""
c.! EE"concerned"must"be"holding"a"position"of"trust"and"confidence"
d.! Loss"of"trust"and"confidence"should"not"be"simulated"
e.! Should"not"be"used"as"a"subterfuge"for"causes"which"are"improper,"
illegal"or"unjustified"
f.! Must" be" genuine" and" not" a" mere" afterthought" to" justify" an" earlier"
action"taken"in"bad"faith"
% 6.! Commission"of"a"crime"or"offense" a.! Act"or"omission"punishable"or"prohibited"by"law"
b.! a/o" was" committed" by" the" EE" against" the" person" of" ER," any"
immediate"family"member,"or"his"duly"authorized"representative"
% 7.! Analogous"cases" a.! act"or"omission"similar"to"those"specified"just"causes"
b.! a/o"must"be"voluntary"and/or"willful"on"the"part"of"the"EE"
Standards%on% 1.! installation"of"LaborKSaving"Devices" a.! introduction"of"machinery,"equipment"or"other"devices"
Authorized%Causes% b.! done"in"good"faith"
c.! purpose"of"introduction"must"be"valid""
d.! no"other"option"available"to"the"ER"than"the"introduction"
e.! fair"and"reasonable"criteria"in"selecting"EEs"to"be"terminated"
"

DATABRIL2017
 LABOR RELATIONS FINALS (Based on the Bar Probable of Atty. EMP)

TN:%Last"In,"First"Out"Rule"shall"apply"except"when"an"EE"volunteers"to"be"
separated"from"employment"
% 2.! Redundancy" a.! There"must"be"superfluous"positions"or"services"of"EEs"
b.! Positions"or"services"are"in"excess"of"what"is"reasonably"demanded"
by"the"actual"requirements"of"the"enterprise"
c.! Good"faith"in"abolishing"the"redundant"positions"
d.! Fair"and"reasonable"criteria"in"selecting"the"EEs"to"be"terminated"
e.! Adequate"proof"of"redundancy"
% 3.! Retrenchment"or"Downsizing" a.! Retrenchment"must"be"reasonably"necessary"
b.! Losses"are"not"merely"de"minimis"
c.! Expected"or"actual"losses"must"be"proved"
d.! In"good"faith"
e.! Fair"and"reasonable"criteria…"
% 4.! Closure"or"Cessation"of"operation" a.! Decision"to"close"or"cease"operation"
b.! Good"faith"
c.! No" other" option" available" to" the" ER" except" to" close" or" cease"
operations"
% 5.! Disease" a.! EE"must"be"suffering"from"any"disease"
b.! Continued" employment" is" prohibited" by" law" or" prejudicial" to" her"
health"as"well"as"to"the"health"of"coKEEs"
c.! Certification"by"a"competent"public"health"authority"that"the"disease"
is"incurable"within"a"period"of"6"months"even"with"proper"medical"
treatment."
Termination%by%Employee%
(a)"An" employee" may" terminate" without" just" cause" the" employeeK The"EE"must"give"written"notice"to"his"ER""
employer"relationship"by"serving"a"written"notice"on"the"employer"at" Generally,"an"EE"must"give"written"notice"to"his"ER"at"least"one"month"before"
least" one" (1)" month" in" advance." The" employer" upon" whom" no" such" terminating"his"employment."The"ER"upon"whom"no"such"notice"was"served"
notice"was"served"may"hold"the"employee"liable"for"damages." may"hold"the"EE"liable"for"damages."
"
(b)"An"employee"may"put"an"end"to"the"relationship"without"serving"any"
notice"on"the"employer"for"any"of"the"following"just"causes:"
1.! Serious" insult" by" the" employer" or" his" representative" on" the"
honor"and"person"of"the"employee;"
2.! Inhuman"and"unbearable"treatment"accorded"the"employee"by"
the"employer"or"his"representative;"
3.! Commission" of" a" crime" or" offense" by" the" employer" or" his"
representative"against"the"person"of"the"employee"or"any"of"the"
immediate"members"of"his"family;"and"
4.! Other"causes"analogous"to"any"of"the"foregoing."""

DATABRIL2017
 LABOR RELATIONS FINALS (Based on the Bar Probable of Atty. EMP)
Voluntary% The" act" of" an" EE" who" finds" himself" in" a"
Resignation% situation" which" he" believes" that" personal"
reasons" cannot" be" sacrificed" in" favor" of" the"
exigency"of"the"service;"thus,"he"has"no"other"
choice" but" to" disassociate" himself" from" his"
employment"
Resignation% Formal"pronouncement"or"relinquishment"of"
an"office,"and"must"be"made"with"the"intention"
of"relinquishing"the"office"accompanied"by"the"
act" of" relinquishment." A" resignation" must" be"
unconditional"and"with"the"intent"to"operate"
as"such."
Requirements%of% The" requirements" for" valid" retrenchment"
valid%Retrenchment% which"must"be"proved"by"clear"and"convincing"
evidence"are:""
(1)" that" the" retrenchment" is" reasonably"
necessary" and" likely" to" prevent" business"
losses" which," if" already" incurred," are" not"
merely"de" minimis," but" substantial," serious,"
actual" and" real," or" if" only" expected," are"
reasonably"imminent"as"perceived"objectively"
and"in"good"faith"by"the"employer;""
(2)" that" the" employer" served" written" notice"
both"to"the"employees"and"to"the"Department"
of"Labor"and"Employment"at"least"one"month"
prior" to" the" intended" date" of" retrenchment;"
(3)" that" the" employer" pays" the" retrenched"
employees" separation" pay" equivalent" to" one"
month"pay"or"at"least"1/2"month"pay"for"every"
year"of"service,"whichever"is"higher;""
(4)"that"the"employer"exercises"its"prerogative"
to" retrench" employees" in" good" faith" for" the"
advancement"of"its"interest"and"not"to"defeat"
or"circumvent"the"employees'"right"to"security"
of"tenure;"and""
(5)"that"the"employer"used"fair"and"reasonable"
criteria" in" ascertaining" who" would" be"
dismissed"and"who"would"be"retained"among"
the"employees."
DATABRIL2017
"
Consequences"of"Resignation""
1.! Withdrawable"even"if"the"EE"has"called"it"irrevocable"
2.! Once"accepted"or"approved"by"the"ER"cannot"be"withdrawn"without"
the"consent"of"the"ER"
3.! EE" is" not" entitled" to" separation" pay" unless" stipulated" in" an"
employment"contract"or"CBA"or"sanctioned"by"established"ER"policy"
Reinstatement"not"feasible"due"to"strained"relations"
Where"the"relationship"of"employer"to"employee"is"so"strained"and"ruptured"
as"to"preclude"a"harmonious"working"relationship"should"reinstatement"of"
private"respondent"be"decreed,"the"EE,"instead,"should"be"afforded"the"right"
to"separation"pay"so"that"he"can"be"spared"the"agony"of"having"to"work"anew"
with"petitioner"under"an"atmosphere"of"antipathy"and"antagonism"and"the"
petitioner" does" not" have" to" endure" the" continued" services" of" private"
respondent" in" whom" it" has" lost" confidence." (Esmalin) v.) National) Labor)
Relations) Commission,) G.R.) No.) 67880,) [September) 15,) 1989],) 258) PHIL) 335G
349)"
"
Besides," no" strained" relations" should" arise" from" a" valid" and" legal" act" of"
asserting"one's"right;"otherwise"an"employee"who"shall"assert"his"right"could"
be"easily"separated"from"the"service,"by"merely"paying"his"separation"pay"on"
the" pretext" that" his" relationship" with" his" employer" had" already" become"
strained." (GlobeGMackay) Cable) and) Radio) Corp.) v.) National) Labor) Relations)
Commission,)G.R.)No.)82511,)[March)3,)1992],)283)PHIL)649G664)"
"
"
 LABOR RELATIONS FINALS (Based on the Bar Probable of Atty. EMP)

"
"
Distinctions% % %
between%Just%Causes% Just%Causes% Authorized%Causes%
and%Authorized%
Causes%
Notice) TwoKnotice" requirement" is" application" to" Must" be" served" at" least" 1" month" prior" to" the" intended" date" thereof"
termination"for"just"causes." separately"to"the"worker"concerned"and"to"the"DOLE"
Hearing) Summary"hearing"is"required" Not"required"
Fault)of)the)EE) Attributable"to"the"fault"of"the"EE" Due"to"causes"beyond"the"control"of"the"EE,"not"due"to"his"fault"
Separation)pay) Not"entitled" Entitled""
% " "
Constructive% Quitting"because"continued"employment"is"rendered" "
dismissal% impossible," unreasonable" or" unlikely," as," an" offer"
involving"a"demotion"in"rank"and"a"diminution"of"pay"
Retirement% The"result"of"a"bilateral"act"of"the"parties,"a"voluntary" Two"kinds"of"retirement"
agreement"between"the"ER"and"the"EE"whereby"the" 1.! Compulsory"–"takes"place"at"the"age"of"65"
latter" after" reaching" a" certain" age" agrees" and/or" 2.! Optional" –" primarily" determined" by" the" CBA" or" the" ER’s"
consents"to"sever"his"employment"with"the"former." retirement" plan," in" the" absence" of" which" the" EE" may"
optionally"retire"at"the"age"of"60"years"or"more,"provided"he"
served"at"least"5"years"in"the"establishment."
"

DATABRIL2017