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    BPI Vs BPI EmployeesUnion

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    adrixulet
    This document summarizes a Supreme Court case between BPI and its employees union in Davoa regarding the application of a union shop clause in their collective bargaining agreement (CBA). The case involved employees that were absorbed by BPI following its merger with another bank, FEBTC. The union argued the absorbed FEBTC employees were subject to the union shop clause, while BPI argued they were exempt. The Supreme Court ultimately ruled that absent express terms in the merger agreement, the absorbed FEBTC employees were not automatically regular employees of BPI and were therefore subject to the union shop clause like other employees covered under the CBA.

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    BPI Vs BPI EmployeesUnion

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    adrixulet
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    This document summarizes a Supreme Court case between BPI and its employees union in Davoa regarding the application of a union shop clause in their collective bargaining agreement (CBA). The case involved employees that were absorbed by BPI following its merger with another bank, FEBTC. The union argued the absorbed FEBTC employees were subject to the union shop clause, while BPI argued they were exempt. The Supreme Court ultimately ruled that absent express terms in the merger agreement, the absorbed FEBTC employees were not automatically regular employees of BPI and were therefore subject to the union shop clause like other employees covered under the CBA.

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    This document summarizes a Supreme Court case between BPI and its employees union in Davoa regarding the application of a union shop clause in their collective bargaining agreement (CBA). The case involved employees that were absorbed by BPI following its merger with another bank, FEBTC. The union argued the absorbed FEBTC employees were subject to the union shop clause, while BPI argued they were exempt. The Supreme Court ultimately ruled that absent express terms in the merger agreement, the absorbed FEBTC employees were not automatically regular employees of BPI and were therefore subject to the union shop clause like other employees covered under the CBA.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as DOC, PDF, TXT or read online from Scribd
    Download as doc, pdf, or txt
    179 views2 pages

    BPI Vs BPI EmployeesUnion

    Uploaded by

    adrixulet
    This document summarizes a Supreme Court case between BPI and its employees union in Davoa regarding the application of a union shop clause in their collective bargaining agreement (CBA). The case involved employees that were absorbed by BPI following its merger with another bank, FEBTC. The union argued the absorbed FEBTC employees were subject to the union shop clause, while BPI argued they were exempt. The Supreme Court ultimately ruled that absent express terms in the merger agreement, the absorbed FEBTC employees were not automatically regular employees of BPI and were therefore subject to the union shop clause like other employees covered under the CBA.

    Copyright:

    Attribution Non-Commercial (BY-NC)
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    BPI VS BPI EMPLOYEES UNION-DAVAO Chapter-Federation of Unions in BPI Unibank (FEBTC) G.R. No.

    164301 August 10, 2010 LEONARDO-DE CASTRO, J.:

    Facts: The BSP approved the Articles of Merger executed on January 20, 2000 by and between BPI, and FEBTC. This Article and Plan of Merger was approved by the SEC on April 7, 2000. Pursuant to the Article and Plan of Merger, all the assets and liabilities of FEBTC were transferred to and absorbed by BPI as the surviving corporation. FEBTC employees, including those in its different branches across the country, were hired by petitioner as its own employees, with their status and tenure recognized and salaries and benefits maintained. Respondent BPI Employees Union-Davao Chapter-Federation of Unions in BPI Unibank is the exclusive bargaining agent of BPIs rank and file employees in Davao City. The former FEBTC rank-and-file employees in Davao City did not belong to any labor union at the time of the merger. Prior to the effectivity of the merger, respondent union invited said FEBTC employees to a meeting regarding the Union Shop Clause of the existing CBA between petitioner BPI and respondent union. The parties both advert to certain provisions of the existing CBA. After the meeting called by the union, some of the former FEBTC employees joined the union, while others refused. Later, however, some of those who initially joined retracted their membership. Respondent union then sent notices to the former FEBTC employees who refused to join, as well as those who retracted their membership and called them to a hearing regarding the matter. When these former FEBTC employees refused to attend the hearing, the president of the Union requested BPI to implement the Union Shop Clause of the CBA and to terminate their employment. After two months of management inaction on the request, respondent informed petitioner of its decision to refer the issue of the implementation of the Union Shop Clause of the CBA to the Grievance Committee. However, the issue remained unresolved at this level and so it was subsequently submitted for voluntary arbitration by the parties. Voluntary Arbitrator ruled in favor of petitioner BPI. Respondent Union filed a motion for reconsideration, but the voluntary arbitrator denied the same. It appealed to the CA and the CA reversed and set aside the decision of the voluntary arbitrator. Hence, this petition. Issue: May a corporation invoke its merger with another corporation as a valid ground to exempt its absorbed employees from the coverage of a union shop clause contained in its existing CBA with its own certified labor union Held: No. All employees in the bargaining unit covered by a Union Shop Clause in their CBA with management are subject to its terms. However, under law and jurisprudence, the following kinds of employees are exempted from its coverage, namely, employees who at the time the union shop agreement takes effect are bona fide members of a religious organization which prohibits its members from joining labor unions on religious grounds; employees already in the service and already members of a union other than the majority at the time the union shop agreement took effect; confidential employees who are excluded from the rank and file bargaining unit; and employees excluded from the union shop by express terms of the agreement. To reiterate, petitioner insists that the term new employees, as the same is used in the Union Shop Clause of the CBA at issue, refers only to employees hired by BPI asnonregular employees who later qualify for regular employment and become regular employees, and not those who, as a legal consequence of a merger, are allegedly automatically deemed regular employees of BPI. However, the CBA does not make a distinction as to how a regular employee attains such a status. Moreover, there is nothing in the Corporation Law and the merger agreement mandating the automatic employment as regular employees by the surviving corporation in the merger.

    Significantly, too, the Articles of Merger and Plan of Merger dated April 7, 2000 did not contain any specific stipulation with respect to the employment contracts of existing personnel of the non-surviving entity which is FEBTC. Unlike the Voluntary Arbitrator, this Court cannot uphold the reasoning that the general stipulation regarding transfer of FEBTC assets and liabilities to BPI as set forth in the Articles of Merger necessarily includes the transfer of all FEBTC employees into the employ of BPI and neither BPI nor the FEBTC employees allegedly could do anything about it. Even if it is so, it does not follow that the absorbed employees should not be subject to the terms and conditions of employment obtaining in the surviving corporation. The rule is that unless expressly assumed, labor contracts such as employment contracts and collective bargaining agreements are not enforceable against a transferee of an enterprise, labor contracts being in personam, thus binding only between the parties. A labor contract merely creates an action in personam and does not create any real right which should be respected by third parties. This conclusion draws its force from the right of an employer to select his employees and to decide when to engage them as protected under our Constitution, and the same can only be restricted by law through the exercise of the police power.

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