Herminigildo Inguillo and Zenaida Bergante Vs

Herminigildo Inguillo and Zenaida Bergante vs. First Philippine Scales, Inc.
(FPSI) and/or Amparo Policarpio, manager
G.R. No. 165407 (June 5, 2009)

Facts:
In 1991, FPSI and First Philippine Scales Industries Labor Union (FPSILU)
entered into a Collective Bargaining Agreement (CBA) for a period of five
(5) years in a document entitled RATIPIKASYON NG KASUNDUAN.
Bergante and Inguillo, who were members of FPSILU, signed the said
document.
Bergante, Inguillo and several FPSI employees joined another union,
the Nagkakaisang Lakas ng Manggagawa (NLM). [The latter] filed with
the Department of Labor and Employment (DOLE) an intra-union
dispute against FPSILU and FPSI. Meanwhile, on March 29, 1996, the
executive board and members of the FPSILU addressed a document
dated March 18, 1996 denominated as Petisyon to FPSI's general
manager, Amparo Policarpio (Policarpio), seeking the termination of the
services of [several employees, including herein petitioners. This was
granted upon by FPSI, which terminated, among others, herein
petitioners.]
Issue:
Held:
In their Petition, Bergante and Inguillo assail the legality of their

termination based on the Union Security Clause in the CBA between FPSI
and FPSILU.
[(1) Was there a valid ground for termination?
(2) Was there compliance with the procedural due process to the
termination?]
(1) Yes. The Labor Code of the Philippines has several provisions under
which an employee may be validly terminated, namely: (1) just causes
under Article 282; (2) authorized causes under Article 283; (3)
termination due to disease under Article 284; and (4) termination by the
employee or resignation under Article 285. While the said provisions did
not mention as ground the enforcement of the Union Security Clause in
the CBA, the dismissal from employment based on the same is
recognized and accepted in our jurisdiction.
Union security is a generic term, which is applied to and comprehends
closed shop, union shop, maintenance of membership or any
other form of agreement which imposes upon employees the obligation
to acquire or retain union membership as a condition affecting
employment. There is union shop when all new regular employees are
required to join the union within a certain period as a condition for their
continued employment. There is maintenance of membership shop
when employees, who are union members as of the effective date of the
agreement, or who thereafter become members, must maintain union
membership as a condition for continued employment until they are
promoted or transferred out of the bargaining unit or the agreement is
terminated.[40] A closed-shop, on the other hand, may be defined as an
enterprise in which, by agreement between the employer and his
employees or their representatives, no person may be employed in any
or certain agreed departments of the enterprise unless he or she is,
becomes, and, for the duration of the agreement, remains a member in
good standing of a union entirely comprised of or of which the
employees in interest are a part.[

Bergante and Inguillo assail the legality of their termination based on the
Union Security Clause in the CBA between FPSI and FPSILU. Article
II[42] of the CBA pertains to Union Security and Representatives, which
provides:
The Company hereby agrees to a UNION SECURITY [CLAUSE]
with the following terms:
1.
All bonafide union members x x x x shall, as a

condition to their continued employment, maintain their
membership with the UNION;
xxx
5.
Any employee/union member who fails to retain
union
membership
in
good
standing may
be
recommended for suspension or dismissal by the Union
Directorate and/or FPSILU Executive Council x x x
Verily, the aforesaid provision requires all members to maintain their

membership with FPSILU during the lifetime of the CBA. Failing so, and
for any of the causes enumerated therein, the Union Directorate and/or
FPSILU Executive Council may recommend to FPSI an employee/union
member's suspension or dismissal. Records show that Bergante and
Inguillo were former members of FPSILU based on their signatures in the
document which ratified the CBA. It can also be inferred that they
disaffiliated from FPSILU when the CBA was still in force and subsisting,
as can be gleaned from the documents relative to the intra-union dispute
between FPSILU and NLM-KATIPUNAN. In view of their disaffiliation, as
well as other acts allegedly detrimental to the interest of both FPSILU
and FPSI, a Petisyon was submitted to Policarpio, asking for the
termination of the services of employees who failed to maintain their
Union membership.
In terminating the employment of an employee by enforcing the Union
Security Clause, the employer needs only to determine and prove that:
(1) the union security clause is applicable; (2) the union is requesting for
the enforcement of the union security provision in the CBA; and (3) there
is sufficient evidence to support the union's decision to expel the
employee from the union or company. All the requisites have been
sufficiently met and FPSI was justified in enforcing the Union Security
Clause.
The stipulations in the CBA authorizing the dismissal of employees are of
equal import as the statutory provisions on dismissal under the Labor
Code, since a CBA is the law between the company and the Union, and
compliance therewith is mandated by the express policy to give
protection to labor. In Caltex Refinery Employees Association (CREA) v.
Brillantes, the Court expounded on the effectiveness of union security
clause when it held that it is one intended to strengthen the contracting
union and to protect it from the fickleness or perfidy of its own
members. For without such safeguards, group solidarity becomes
uncertain; the union becomes gradually weakened and increasingly
vulnerable to company machinations. In this security clause lies the

strength of the union during the enforcement of the collective bargaining
agreement. It is this clause that provides labor with substantial power in
collective bargaining.
(2) No. Nonetheless, while We uphold dismissal pursuant to a union

security clause, the same is not without a condition or restriction. The
enforcement of union security clauses is authorized by law, provided
such enforcement is not characterized by arbitrariness, and always with
due process. There are two (2) aspects which characterize the concept of
due process under the Labor Code: one is substantivewhether the
termination of employment was based on the provisions of the Labor
Code or in accordance with the prevailing jurisprudence; the other is
procedural - the manner in which the dismissal was effected.
Procedural due process in the dismissal of employees requires notice and
hearing. The employer must furnish the employee two written notices
before termination may be effected. The first notice apprises the
employee of the particular acts or omissions for which his dismissal is
sought, while the second notice informs the employee of the employers
decision to dismiss him. The requirement of a hearing, on the other
hand, is complied with as long as there was an opportunity to be heard,
and not necessarily that an actual hearing was conducted.
In the present case, the required two notices that must be given to
herein petitioners Bergante and Inguillo were lacking. Respondents,
however, aver that they had furnished the employees concerned,
including petitioners, with a copy of FPSILU's Petisyon. While the
Petisyon enumerated the several grounds that would justify the
termination of the employees mentioned therein, yet such document is
only a recommendation by the Union upon which the employer may base
its decision. It cannot be considered a notice of termination. A perusal
of each of [the grounds stated therein] leads Us to conclude that what
was stated were general descriptions, which in no way would enable the
employees to intelligently prepare their explanation and defenses.
Policarpio's allegations are self-serving. Except for her claim as stated in
the respondent's Position Paper, nowhere from the records can We find
that Bergante and Inguillo were accorded the opportunity to present
evidence in support of their defenses. Policarpio relied heavily on the
Petisyon of FPSILU. She failed to convince Us that during the
dialogue, she was able to ascertain the validity of the charges mentioned
in the Petisyon. In her futile attempt to prove compliance with the
procedural requirement, she reiterated that the objective of the dialogue
was to provide the employees the opportunity to receive the act of
grace of FPSI by giving them an amount equivalent to one-half ()
month of their salary for every year of service. We are not
convinced. We cannot even consider the demand and counter-offer for
the payment of the employees as an amicable settlement between the

parties because what took place was merely a discussion only of the
amount which the employees are willing to accept and the amount which
the respondents are willing to give. Such non-compliance is also
corroborated by Bergante and Inguillo in their pleadings denouncing their
unjustified dismissal. In fine, We hold that the dialogue is not
tantamount to the hearing or conference prescribed by law.

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Herminigildo Inguillo and Zenaida Bergante vs. First Philippine Scales, Inc.

(FPSI) and/or Amparo Policarpio, manager

G.R. No. 165407 (June 5, 2009)

In their Petition, Bergante and Inguillo assail the legality of their

employees in interest are a part.[

All bonafide union members x x x x shall, as a

Verily, the aforesaid provision requires all members to maintain their

vulnerable to company machinations. In this security clause lies the

(2) No. Nonetheless, while We uphold dismissal pursuant to a union

the payment of the employees as an amicable settlement between the

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