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    013 - ST Theresita's Academy Vs NLRC

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    Allen Jeil Gerona
    Lilia Ariola worked as a teacher for St. Theresita's Academy for 22 years before retiring. She was rehired 3 years later and worked for another 4 years before being terminated. The NLRC and Supreme Court ruled that her dismissal was illegal because after working for more than 3 years total, including her initial 22 years of service, she attained regular or permanent employee status under the Manual of Regulations for Private Schools and could only be dismissed for cause.

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    013 - ST Theresita's Academy Vs NLRC

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    Allen Jeil Gerona
    147 views2 pages
    Lilia Ariola worked as a teacher for St. Theresita's Academy for 22 years before retiring. She was rehired 3 years later and worked for another 4 years before being terminated. The NLRC and Supreme Court ruled that her dismissal was illegal because after working for more than 3 years total, including her initial 22 years of service, she attained regular or permanent employee status under the Manual of Regulations for Private Schools and could only be dismissed for cause.

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    013 - St Theresita's Academy vs NLRC

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    Lilia Ariola worked as a teacher for St. Theresita's Academy for 22 years before retiring. She was rehired 3 years later and worked for another 4 years before being terminated. The NLRC and Supreme Court ruled that her dismissal was illegal because after working for more than 3 years total, including her initial 22 years of service, she attained regular or permanent employee status under the Manual of Regulations for Private Schools and could only be dismissed for cause.

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    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    147 views2 pages

    013 - ST Theresita's Academy Vs NLRC

    Uploaded by

    Allen Jeil Gerona
    Lilia Ariola worked as a teacher for St. Theresita's Academy for 22 years before retiring. She was rehired 3 years later and worked for another 4 years before being terminated. The NLRC and Supreme Court ruled that her dismissal was illegal because after working for more than 3 years total, including her initial 22 years of service, she attained regular or permanent employee status under the Manual of Regulations for Private Schools and could only be dismissed for cause.

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    St. Theresitas Academy vs. NLRC (AJG) G. R. No. 94523 October 27, 1992 Grino-Aquino, J. Petitioners: St.

    Theresitas Academy and/or the Servants of St. Joseph, represented by Sr. Anita Bago Respondents: NLRC and Lilia Ariola SUMMARY: Lilia Ariola worked as a school teacher for STA for 22 years before retiring. Took a break for 3 years, then rehired again by the school because of the schools need for good teachers. Because of some issues, the board of directors of the school decided that they would not rehire retired teachers and that present teachers who are rehired will not be entitled to a renewal of their contract. After 4 years of satisfactory service, Ariola was terminated, hence filed for illegal dismissal. LA to SC ruled that the dismissal was illegal. According to the Manual of Regulations for private schools, full time teachers who rendered 3 years of satisfactory service shall be considered permanent. Also, when she was rehired, she need not have to undergo the 3-year probationary employment for new teachers for her teaching competence had already been tried and tested during her 22 years of service to the school in 1954 to 1976. Hence, she re-entered service as a permanent teacher already. She could not be discharged solely because of the expiration of her contract. FACTS: Lilia Ariola worked as a school teacher for St. Theresitas Academy (STA) for 22 years or for 1954 up to her retirement in 1956. 3 years later, in 1979, the Mother Superior needed her to teach again because the school is in need of qualified and good Math and English teachers. She agreed, on the condition that she will be rehired as a regular and not as a newly-hired teacher. STA accepted. Pre-termination issue: There is this summer living allowance being paid to the teachers in 1979-81. After that, STA stopped giving them such, explaining that the payment of such allowance was a mistake and that they are not anymore able to afford to give it to them. The teachers protested. This made the owner of STA in Silay City (Siervas de San Jose) angry! So they issued a resolution which prohibits rehiring of a retired teacher, and that any rehired teacher who is present as a faculty member shall be notified that the contract shall not be renewed for the coming year. After four (4) years of continuous satisfactory service, complainant was notified on March 1, 1983 that her contract would no longer be renewed at the end of the school year 1982-83. Hence, Ariola filed with the NLRC a complaint for illegal dismissal and some benefits. Labor Arbiters Ruling: o Ordered STA to pay separation pay. NLRCs Ruling: o The year-to-year contract between petitioner and private respondent violated the Labor Code, hence, despite the fixed period provided therein, private respondent became a "regular" employee who could not be dismissed except for cause. o When the year-to-year contracts went beyond three years, private respondent became a "regular" or "permanent" employee, pursuant to Sec. 75 of the Manual of Regulations for private schools, which provides that "full-time teachers who have rendered three consecutive years of satisfactory service shall be considered permanent. o The policy of the school of no longer renewing the year-to-year contracts of teachers who had been recalled from retirement, violated the security of tenure of the complainant. Hence, this petition ISSUES: 1. Whether or not Ariola is a regular employee --- YES HELD: Petition DISMISSED. Decision of NLRC affirmed.

    RATIO: STAs Argument The NLRC ruling confuses the three year-to-year probationary contracts given to new teachers before they become "regular and permanent," with the year-to-year or other fixed period contract given to teachers who are being recalled from retirement; for the year-to-year contract with a retired teacher is not intended to test the teacher's fitness to be hired on a permanent basis, unlike a new teacher who must first be tested; and It is the prerogative of an employer to adopt a policy of not rehiring retired teachers and of not renewing the annual contracts of teachers who have been recalled from retirement. SCs Ruling The Labor Code defines regular employment. However, with respect to school teachers, paragraph 75 of the Manual or Regulations for Private Schools provides: o FULL-TIME TEACHERS WHO HAVE RENDERED THREE (3) YEARS OF SATISFACTORY SERVICE SHALL BE CONSIDERED PERMANENT. (SABI NGA SA TALK KANINA, CTRL+SHIFT +K) Furthermore, paragraphs 7 and 9 of the Teacher's Contract which the petitioner and the private respondent signed, categorically stipulated: o Par. 7 - This CONTRACT SHALL BE IN FULL FORCE AND EFFECT during the school year 19821983 from June to March, unless sooner terminated by either party for valid causes and approved by the Director of Private Schools. In the absence of valid cause(s) for termination of services, this CONTRACT shall be rendered for the same period until the teacher shall have gained a Regular or Permanent Status, pursuant to the pertinent provisions of the Manual of Regulations for Private Schools. o Par. 9 - This CONTRACT shall not affect the Permanent Status of the teacher, even if entered into every school year; provided that the Probationary Period for new teachers shall be three (3) years. Ariola, after being rehired, worked for four more satisfactory years. When she was rehired in 1979 she did not have to undergo the 3-year probationary employment for new teachers for her teaching competence had already been tried and tested during her 22 years of service to the school in 1954 to 1976. She re-entered the service in 1979 as a regular or permanent teacher. She could not be discharged solely on account of the expiration of her fourth annual contract. She could only be dismissed for cause and with due process, as provided in the Labor Code.

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