Case No. 8 Kasapian NG Malayang Manggagawa Sa Coca Cola Et Al Vs CA

G.R. No.
159828 April 19, 2006

KASAPIAN NG MALAYANG MANGGAGAWA SA COCA-COLA (KASAMMA-CCO)-CFW LOCAL 245, Petitioner,
vs.
THE HON. COURT OF APPEALS and COCA-COLA BOTTLERS PHILS., INC., Respondents

A Petition for Review on Certiorari assailing the Decision of the Court of Appeals which affirmed the Decision of
public respondent National Labor Relations.
Commission (NLRC) dismissing petitioners complaint against private respondent

FACTS
On 30 June 1998, the CBA for the years 1995-1998 executed between petitioner union and private respondent
company expired. Petitioner submitted its demands to the company for another round of collective bargaining
negotiations. Said negotiations came to a gridlock as the parties failed to reach a mutually acceptable agreement
with respect to certain economic and non-economic issues. Thereafter, petitioner filed a notice of strike on 11
November 1998 with the National Conciliation and Mediation Board on the ground of CBA negotiation deadlock.
Several conciliation conferences were conducted but the parties failed to reach a settlement. On 19 December
1998, petitioner held the strike in privaterespondents Manila and Antipolo plants.
Subsequently, both parties came to an agreement settling the labor dispute. Thus, on 26 December 1998,
both parties executed and signed a MOA providing for salary increases and other economic and non-economic
benefits. It likewise contained a provision for the regularization of contractual, casual and/or agency workers who
have been working with private respondent for more than one year. Said MOA was later incorporated to form part
of the 1998-2001 CBA and was thereafter ratified by the employees of the company. - Consequently, petitioner
demanded the payment of salary and other benefits to the newly regularized employees retroactive to 1
December 1998, in accord with the MOA. However, the private respondent refused to yield to said demands
contending that the date of effectivity of the regularization of said employees were 1 May 1999 and 1 October
1999. Meanwhile, a certification election was conducted on 17 August 1999 wherein the KASAMMA-CCO
Independent surfaced as the winning union and was then certified by the DOLE as the sole and exclusive
bargaining agent of the rank-and-file employees of private respondents Manila and Antipolo plants for a period of
five years from 1 July 1999 to 30 June 2004. On 23 August 1999, the KASAMMA-CCO Independent demanded the
renegotiation of the CBA which expired on 30 June 1998. Such request was denied by private respondent as there
was already an existing CBA which was negotiated and concluded between petitioner and private respondent
which was yet to expire on 30 June 2001. On 9 December 1999, despite the pendency of petitioners complaint
before the NLRC, private respondent closed its Manila and Antipolo plants resulting in the termination of
employment of 646 employees. About 500 workers were given a notice of termination effective 1 March 2000 on
the ground of redundancy. The affected employees were considered on paid leave from 9 December 1999 to 29
February 2000 and were paid their corresponding salaries. On 13 December 1999, four days after its closure of the
Manila and Antipolo plants, private respondent served a notice of closure to the DOLE. - Petitioner contends that
respondent violated the MOA by not recognizing the regularization of the 61 employees as of December 1, 1998
and giving them full benefits retroactive to that date. Petitioner likewise claims the closure of the plants was in bad
faith, done in order to avoid renegotiations of the CBA, and therefore illegal.

ISSUES
1. Whether or not the regularization of the 61 employees was effective December 1, 1998
2. Whether or not the closure of the plants was legal
RULING
1. YES. It must be noted that both parties admit the existence of said MOA and that they have voluntarily entered
into said agreement. Furthermore, neither of the parties deny that the 61 employees have indeed been regularized
by private respondent.
The MOA, being a contract freely entered into by the parties, now constitutes as the law between them, and the
interpretation of its contents purely involves an evaluation of the law as applied to the facts herein. It is the
contention of petitioner that the date 1 December 1998 refers to the effective date of regularization of said
employees, while private respondent maintains that said date is merely the reckoning date from which the one
year employment requirement shall be computed. We agree with petitioner. It is logically absurd that the
company will only begin to extend priority to these employees on a date that has already passed, when in fact they
have already extended priority to these employees by agreeing to the contents of the MOA and signing said
agreement. It is erroneous for the NLRC to conclude that extending to them the benefits of the MOA would violate
the principle of "no-work-no-pay" as they are actually rendering service to the company even before 1 December
1998, and continued to do so thereafter. Moreover, under Article 280 of the Labor Code, any employee who has
rendered at least one year of service, shall be considered a regular employee with respect to the activity in which
he is employed and his employment shall continue while such activity exists. Also, under the law, a casual
employee is only casual for one year, and it is the passage of time that gives him a regular status. Even if we were
to follow private respondents contention that the date 1 December 1998 provided in the MOA is merely a
reckoning date to determine who among the non-regular employees have rendered one year of service as of said
date, all those who have been with the company for one year by said date must automatically be considered
regular employees by operation of law.

2. YES. The characterization of the employees service as no longer necessary or sustainable, and therefore
properly terminable, is an exercise of business judgment on the part of the employer. The wisdom or soundness of
such characterizing or decision is not subject to discretionary review on the part of the Labor Arbiter nor of the
NLRC so long, of course, as violation of law or merely arbitrary and malicious action is not shown. The private
respondents decision to close the plant was a result of a study conducted which established that the most prudent
course of action for the private respondent was to stop operations in said plants and transfer production to other
more modern and technologically advanced plants of private respondent. The subject closure and the resulting
termination of the 639 employees was due to legitimate business considerations, as evidenced by the technical
study conducted by private respondent.
The assailed Decisions are hereby AFFIRMED with MODIFICATION. The 61 subject employees are hereby declared
regular employees as of 1 December 1998 and are entitled to the benefits provided for in the Memorandum of
Agreement.

Case No. 8 Kasapian NG Malayang Manggagawa Sa Coca Cola Et Al Vs CA

Uploaded by

Copyright:

Available Formats

Case No. 8 Kasapian NG Malayang Manggagawa Sa Coca Cola Et Al Vs CA

Uploaded by

Document Information

Original Description:

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Case No. 8 Kasapian NG Malayang Manggagawa Sa Coca Cola Et Al Vs CA

Uploaded by

Copyright:

Available Formats

G.R. No.

159828 April 19, 2006

You might also like