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Case 133 - Odango Vs NLRC PDF

This case involves a dispute over wage differentials between monthly-paid employees of ANTECO electric cooperative and their employer. The labor arbiter initially ruled in favor of the employees, but the NLRC reversed this decision. The employees then appealed unsuccessfully to the Court of Appeals and Supreme Court. The Supreme Court ultimately ruled that the employees are not entitled to wage differentials or money claims, as their workdays were only Monday to Friday and half of Saturday each week. The Court also found that the employees' arguments violated the principles of "no work, no pay" and equal protection.

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745 views2 pages

Case 133 - Odango Vs NLRC PDF

This case involves a dispute over wage differentials between monthly-paid employees of ANTECO electric cooperative and their employer. The labor arbiter initially ruled in favor of the employees, but the NLRC reversed this decision. The employees then appealed unsuccessfully to the Court of Appeals and Supreme Court. The Supreme Court ultimately ruled that the employees are not entitled to wage differentials or money claims, as their workdays were only Monday to Friday and half of Saturday each week. The Court also found that the employees' arguments violated the principles of "no work, no pay" and equal protection.

Uploaded by

JC Hilario
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
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G.R. No.147420.

June 10, 2004

Cesar Odango
Vs
NLRC and Antique Electric Cooperative, Inc. (ANTECO)

Facts
Petitioners are monthly-paid employees of ANTECO whose workdays are from Monday to
Friday and half of Saturday. After inspection the DOLE found ANTECO liable for underpayment of its
employees. DOLE then directed ANTECO to pay its employees wage differentials amounting to
P1,427,412.75, but ANTECO failed to pay. On various dates thirty-three (33) monthly-paid
employees filed complaints with the NLRC praying for payment of wage differentials, damages and
attorney’s fees.

The Labor Arbiter rendered a Decision in favor of petitioners granting them wage differentials
amounting to P1,017,507.73 and attorney’s fees of 10%.
ANTECO appealed to the NLRC which reversed the Labor Arbiter’s Decision. The NLRC
denied petitioners’ motion for reconsideration.
Petitioners then elevated to the CA which dismissed the petition for failure to comply with
Section 3, Rule 46 of the Rules of Court. The CA explained that petitioners failed to allege the
specific instances where NLRC abused its discretion. CA then denied petitioners’ motion for
reconsideration. Hence, this petition.

Issue: ​Whether or not the petitioners are entitled to money claims.

Ruling:​​ NO. Petitioners are not entitled to money claims or wage differentials.

The petitioners’ claim is without basis. They based their claim on ​Section 2, Rule IV, Book
III​​ of the Implementing Rules and Policy Instructions No. 9 issued by the Secretary of Labor.

Rule IV (Holidays With Pay) SECTION 2. Status of employees paid by the month. — Employees
who are uniformly paid by the month, irrespective of the number of working days
therein, with a salary of not less than the statutory or established minimum wage
shall be paid for all days in the month whether worked or not.
In ​Insular Bank of Asia vs Inciong, ​the court ruled that it was null and void since in the guise
of clarifying the Labor Code’s provisions on holiday pay, they in effect amended them by enlarging
the scope of their exclusion.

EVEN IF Section 2, Rule IV of Book III is valid, their claim will still fail. The basic rule in this
jurisdiction is "no work, no pay." The right to be paid for un-worked days is generally limited to the
ten legal holidays in a year. Petitioners’ claim is based on a mistaken notion that Section 2, gave the
right to be paid for un-worked days outside of the ten legal holidays. Petitioners’ reasoning does not
only violate "no work, no pay", it also gives rise to an invidious classification, a violation of the equal
protection clause. Sustaining petitioners’ argument would make monthly-paid employees a privileged
class who are paid even when they do not work.

The use of a divisor less than 365 days cannot make ANTECO automatically liable for
underpayment. The facts show that petitioners are required to work only from Monday to Friday and
half of Saturday. Thus, the minimum allowable divisor is 287, which is the result of 365 days, less 52
Sundays and less 26 Saturdays (or 52 half Saturdays). Any divisor below 287 days means that
ANTECOs workers are deprived of their holiday pay for some or all of the ten legal holidays. The
304 days divisor used by ANTECO is clearly above the minimum of 287 days.

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