Manalo Vs Tns

MANALO et. al. v TNS PHILIPPINES INC.
AND OCAMPO
G.R. No. 208567. November 26, 2014
FACTS: Respondent TNS was engaged primarily in the business of marketing research and
information, as well as research consultancy and other value-added services to a widebase of
clients, both local and international. Petitioners were hired by TNS as field personnel on various
dates starting 1996 for several projects. They were made to sign a project-to-project employment
contract. Thereafter, TNS would file the corresponding termination report with the DOLERO.Petitioners were likewise assigned office-based tasks. These office based tasks were not on
a per project basis and petitioners did not sign any contract for these jobs. These assignments
were not reported to the DOLE either.
A meeting among the Field Interviewers was called by TNS field manager. They were told
that all old FIs assigned in the "tracking" projects would be pulled out eventually and replaced by
new FIs contracted from an agency. This prompted petitioners to file a consolidated complaint for
regularization before the LA.
Petitioners were advised by TNS not to report for work anymore because they were being
pulled out from their current assignments and that they were not being lined up for any
continuing or incoming projects because it no longer needed their services. Petitioners,
thereafter, filed a complaint for illegal dismissal, overtime pay, damages, and attorneys fees
against TNS.
LA dismissed the complaint on the ground that petitioners were found to be project
employees who knew the nature of their positions as such at the time of their employment and
who agreed with full understanding that the contracts would lapse upon completion of the project
stated in their respective contracts. Also, petitioners were not illegally dismissed because as
project employees, the employer-employee relationship was terminated upon completion of the
project or phase for which they were hired.
Aggrieved, petitioners filed an appeal before the NLRC. Consequently, the NLRC rendered
its judgment in favor of petitioners. NLRC ruled that in the absence of proof that the subsequent
employment of the complainants continued to be on a project-to-project basis under a contract of
employment, complainants are considered to have become regular employees. The failure to
present contract of project employment means that the employees are regular. The NLRC further
ruled that, being regular employees, petitioners were illegally.
TNS appealed to CA. CA ruled in favor of TNS and stated that the repeated re-hiring of
petitioners for at least one (1) year did not ipso facto convert their status to regular employees.
Hence, this petition.
ISSUE: WON petitioners are regular employees.
DECISION: YES.
Article 280 of the Labor Code, as amended, clearly defined a project employee as one whose
employment has been fixed for a specific project or undertaking the completion or termination of
which has been determined at the time of the engagement of the employee or where the work or
service to be performed is seasonal in nature and the employment is for the duration of the
season. Additionally, a project employee is one whose termination of his employment contract is
reported to the DOLE everytime the project for which he was engaged has been completed.
In Maraguinot, Jr. v. NLRC, the Court held that once a project or work pool employee has been:
(1) continuously, as opposed to intermittently, rehired by the same employer for the same tasks
or nature of tasks; and (2) these tasks are vital, necessary and indispensable to the usual
business or trade of the employer, then the employee must be deemed a regular employee.
Although it is true that the length of time of the employees service is not a controlling
determinant of project employment, it is vital in determining whether he was hired for a specific
undertaking or in fact tasked to perform functions vital, necessary and indispensable to the
usual business or trade of the employer. Petitioners successive re-engagement in order to
perform the same kind of work firmly manifested the necessity and desirability of their work in
the usual business of TNS as a market research facility. Undisputed also is the fact that the
petitioners were assigned office-based tasks from 9:00 oclock in the morning up to 6:00 oclock
in the evening, at the earliest, without any corresponding remuneration.
The project employment scheme used by TNS easily circumvented the law and precluded its
employees from attaining regular employment status in the subtlest way possible. Petitioners
were rehired not intermittently, but continuously, contract after contract, month after month,
involving the very same tasks. They practically performed exactly the same functions over several
years. Ultimately, without a doubt, the functions they performed were indeed vital and necessary
to the very business or trade of TNS.
The supposed project employment contract was highly doubtful. In determining the true nature of
an employment, the entirety of the contract, not merely its designation or by which it was
denominated, is controlling. Though there is a rule that conflicting provisions in a contract should
be harmonized to give effect to all, in this case, however, harmonization is impossible because
project employment and probationary employment are distinct from one another and cannot coexist with each other. Hence, should there be ambiguity in the provisions of the contract, the rule
is that all doubts, uncertainties, ambiguities and insufficiencies should be resolved in favor of
labor. This is in consonance with the constitutional policy of providing full protection to labor.
In sum, petitioners are deemed to have become regular employees. As such, the burden of
proving the legality of their dismissal rests upon TNS. Having failed to discharge such burden of
proving a just or authorized cause, TNS is liable for illegal dismissal.

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MANALO et. al. v TNS PHILIPPINES INC.

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