Philippine Blooming Mills Employees Organization Et Al. v. Philippines Blooming Mills Co., Inc. GR L-31195 June 5, 1973

1. Philippine Blooming Mills Employees Organization et al. v.
Philippines Blooming
Mills Co., Inc.
GR L-31195
June 5, 1973
PBMEO decided to stage a mass demonstration at Malacanang in protest against the

alleged abuses of the Pasig Police. They informed their employer Company of their
proposed demonstration. After learning about their plan, the Company informed PBMEO
that, although the demonstration is their inalienable and constitutionally guaranteed right,
it emphasized, however, that any demonstration for that matter should not unduly prejudice
the normal operation of the Company. The Company further informed that those workers
who belong to the first and regular shifts who without previous leave of absence approved
by it should fail to report for work on the supposed day of the strike would be dismissed
because such failure is a violation of the existing CBA and therefore would be amounting
to an illegal strike; and that the workers in the second and third shifts should rather be
utilized in the demonstration. The demonstration was held despite the abovementioned
pleas of the Company and as result thereof the workers in the first shift as well as the
organization’s officers were charged in violation of Sections 13, 14 and 15 and of the CBA
providing for ‘No strike and No lockout.’ They were found guilty and consequently lost
their status as employees of the Company.
Pending their motion for reconsideration in the Court of Industrial Relations the petitioners
herein filed a notice of appeal directly to the Supreme Court. Hence, this petition.
ISSUES:
1.a WON the demonstration held by the employees is a valid ground for their dismissal;
1.b WON the Company is guilty of unfair labor practice;
1.c WON violation of a constitutional right divests the court of jurisdiction;
1.d WON the mere fact that the motion for reconsideration was filed 2 days late defeat the
rights of the petitioning employees
HELD:
1.a NO. The demonstration held by the employees was against the alleged abuses of some
Pasig policemen and not against their employer Company. Said demonstration was purely
and completely and exercise of their freedom of expression in general and of their right of
assembly and of petition for redress of grievances in particular before the appropriate
governmental agency, the Chief Executive, against the police officers of Pasig. They
exercised their civil and political rights for their mutual aid and protection from what
believe were police excesses. As a matter of fact, it was the duty of the Company to protect
the Union and its members from the harassment of local police officers. What happened in
this case is otherwise, appearing that it was the Company rather who sought sanctuary
behind the petitioners’ freedom of expression as well as their right of assembly and of
petition against alleged persecution of local officialdom; the employees and laborers were
fighting for their very survival, utilizing only the weapons accorded them by the
Constitution – the untrammeled enjoyment of their basic human rights. The pretension of
the Company for possible loss or damage by reason of the absence of the employees is a
plea for the preservation merely of its property rights. Material loss can be repaired or
adequately compensated. The debasement of the human being – broken in morale and
brutalized in spirit – can never be fully evaluated in monetary terms. The wounds fester
and scars remain to humiliate him to his dying day, even as he cries in anguish for
retribution, denial of which is like rubbing salt on bruised tissues. Clearly, there was a lack
of human understanding or compassion on the part of the Company in rejecting the request
of the Union for excuse from work for the day shifts in order to carry out its mass
demonstration. And to regard as a ground for dismissal the mass demonstration held against
the Pasig police, not against the company, is gross vindictiveness on the part of the part of
the employer, which is as unchristian as it is unconstitutional.
1.b YES. Because the refusal on the part of the Company to permit all its employees and
workers to join the mass demonstration against alleged police abuses and the subsequent
separation certain employees constituted an unconstitutional restraint on their freedom of
expression, freedom of assembly and freedom to petition for redress of grievances,
Philippine Blooming Mills Co., Inc. committed unfair labor practice. Section 3 of RA 875
otherwise known as the Industrial Peace Act guarantees to the employees the right “to
engage in concerted activities for … mutual aid or protection”; while Section 4 (a-1) thereof
regards as an unfair labor practice for an employer “to interfere with, restrain or coerce
employees in the exercise of their rights guaranteed in Section three.”
It is clear that the purpose of the demonstration staged by the workers was for their mutual
aid and protection against alleged police abuses, denial of which was interference with or
restraint on the right of the employees to engage in such a common action to better shield
themselves against such alleged police indignities. The Company even failed to prove the
fact of loss actually sustained by them. It did not present any evidence as to whether it lost
expected profits for failure to comply purchase orders on that day; or that its own
equipment or materials or products were damaged due to absence of its workers on the day
of the demonstration. On the contrary, the company saved a sizable amount in the form of
wages for its hundreds of workers, cost of fuel, water and electric consumption that day.
Such savings could have amply compensated for unrealized profits or damages it might
have sustained by reason of the absence of its workers for only one day.
1.c YES. It has been likewise established that a violation of a constitutional right divests
the court of jurisdiction; and as a consequence, its judgment is null and void and confers
no rights. Relief from a criminal conviction secured at the sacrifice of constitutional
liberties, may be obtained through habeas corpus proceedings even long after the nullity of
the judgment. Thus, habeas corpus is the remedy to obtain the release of an individual, who
is convicted by final judgment through a forced confession, which violated his
constitutional right against self-incrimination; or who is denied the right to present
evidence in his defense as a deprivation of his liberty without due process of law.
Both CIR and PBMCI trenched upon these constitutional immunities of the petitioners.
Both failed to accord such rights and aggravated the inhumanity to which the aggrieved
workers claimed they had been subjected by the municipal police. Recognition and
protection of such freedoms are imperative on all public offices including the courts as well
as private citizens and corporations, the exercise and enjoyment of which must not be
nullified by a mere procedural rule promulgated by the CIR exercising a purely delegated
legislative power, when even a law enacted by Congress must yield to the untrammeled
enjoyment of there human rights.
1.d NO. To accord supremacy to the foregoing rules of CIR over basic human rights
sheltered by the Constitution, is not only incompatible with the basic tenet of constitutional
government that the Constitution is superior to any statute or subordinate rules and
regulations, but also does violence to natural reason and logic. The dominance and
superiority of the constitutional right over the aforesaid CIR procedural rule of necessity
should be affirmed. Such a Court of Industrial Relations rule, promulgated as it was
pursuant to a mere legislative delegation, is unreasonable and therefore is beyond the
authority granted by the Constitution and the law. A period of 5 days within which to file
a motion for reconsideration is too short, especially for the aggrieved workers, who usually
do not have the ready funds to meet the necessary expenses. It should be stressed here that
the motion for reconsideration dated September 27, 1969 prayed for an extension of 10
days within which to file arguments pursuant to Sections 15, 16 and 11 of the Rules of
CIR; although the arguments were actually filed by the herein petitioners on October 14,
1969, long after the 10 day period required for the filing of such supporting arguments
counted from the filing of the motion for reconsideration. Herein petitioners received only
on October 28, 1969 the resolution dated October 9, 1969 dismissing the motion for
reconsideration for being pro forma since it was filed beyond the reglementary period.

Philippine Blooming Mills Employees Organization Et Al. v. Philippines Blooming Mills Co., Inc. GR L-31195 June 5, 1973

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1. Philippine Blooming Mills Employees Organization et al. v.

PBMEO decided to stage a mass demonstration at Malacanang in protest against the

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