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Yulo Vs Concentrix (Redundancy)

The Supreme Court ruled that the petitioner was illegally dismissed by respondent on the ground of redundancy. The respondent failed to provide adequate proof of an actual redundancy, such as documents showing a new staffing pattern or feasibility studies justifying restructuring. The email from Amazon vaguely claiming a need to "right size headcount" and the internal document prepared by respondent's own manager were not sufficient evidence. The respondent also did not demonstrate it used fair and reasonable criteria in selecting employees for redundancy, such as only providing a screenshot list of employees and their performance ratings. The Court upheld the standards required for a valid redundancy program to protect employees' labor rights.

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921 views2 pages

Yulo Vs Concentrix (Redundancy)

The Supreme Court ruled that the petitioner was illegally dismissed by respondent on the ground of redundancy. The respondent failed to provide adequate proof of an actual redundancy, such as documents showing a new staffing pattern or feasibility studies justifying restructuring. The email from Amazon vaguely claiming a need to "right size headcount" and the internal document prepared by respondent's own manager were not sufficient evidence. The respondent also did not demonstrate it used fair and reasonable criteria in selecting employees for redundancy, such as only providing a screenshot list of employees and their performance ratings. The Court upheld the standards required for a valid redundancy program to protect employees' labor rights.

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Oppa Kyu
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© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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ENRIQUE MARCO G. YULO vs. CONCENTRIX DAKSH SERVICES PHILIPPINES, INC.

G.R. No. 235873; January 21, 2019


J. PERLAS-BERNABE
(Redundancy Case)

FACTS:
Petitioner alleged that he was engaged by respondent on March 26, 2014 as a Customer Care
Specialist-Operations. Thereafter, he was assigned to the account of Amazon.com, Inc.

Petitioner received a letter from respondent informing him that Amazon intended to "right size the
headcount of the account due to business exigencies/requirements" and thus, he would be
temporarily placed in the company's redeployment pool effective February 20, 2015. This
notwithstanding, respondent promised petitioner that it would endeavor to deploy him in other
accounts based on his skill set, with a caveat, however, that should he fail to get into a new
account by March 22, 2015, he would be served with a notice of redundancy.

As it turned out, petitioner was not re-assigned to other accounts as of the said date, and
consequently, was terminated on the ground of redundancy.

ISSUE:
Whether or not the CA correctly ruled that petitioner was legally dismissed on the ground of
redundancy?

LAW OF THE CASE:


Art. 298 (formerly 283) of the Labor Code – Closure of Establishment and Reduction of Personnel

CASE HISTORY:
 November 24, 2015 - the Labor Arbiter found that respondent failed to comply with all the
requisites for a valid redundancy program, which therefore rendered petitioner's dismissal
illegal.
 March 30, 2016 - the NLRC affirmed the LA's conclusion that respondent was illegally
dismissed.
 May 30, 2016 – Respondent moved for reconsideration but the same was denied in a
resolution.
 August 17, 2017 - the Court of Appeals granted respondent's petition and set aside the ruling
of the NLRC. It ruled that petitioner's dismissal was legal since respondent strictly complied
the procedural requirements in the implementation of a valid redundancy program, and that
the same was implemented in good faith since respondent endeavored to fit petitioner to
other positions but unfortunately failed to qualify for any other position in any other account.
 November 29, 2017 - Petitioner moved for reconsideration but the same was denied in a
Resolution.

RULING:
NO. Petition is GRANTED. The Decision of the Court of Appeals are hereby REVERSED and
SET ASIDE. The Decision and the Resolution of the National Labor Relations Commission are
REINSTATED.

The Court has ruled that it is not enough for a company to merely declare that it has become
overmanned. Rather, it must produce adequate proof of such redundancy to justify the dismissal
of the affected employees, such as but not limited to the new staffing pattern, feasibility
studies/proposal, on the viability of the newly created positions, job description and the approval
by the management of the restructuring.

The Court upholds the findings of the labor tribunals that respondent was not able to present
adequate proof to show that it exhibited good faith, as well as employed fair and reasonable
criteria in terminating petitioner’s employment based on redundancy.

Particularly, respondent attempted to justify its purported redundancy program by claiming that on
Dec. 18, 2014, it received an e-mail from Amazon informing it of the latter’s plans to “right size the
headcount of the account due to business exigencies/requirements.”

However, such e-mail—much less, any sufficient corroborative evidence tending to substantiate
its contents—was never presented in the proceedings a quo.

At most, respondent submitted, in its motion for reconsideration before the NLRC, an internal
document, which supposedly explained Amazon’s redundancy plans.

The Court finds that this one-page document hardly demonstrates respondent’s good faith, not
only because it lacks adequate data to justify a declaration of redundancy, but more so, because
it is clearly self-serving since it was prepared by one Vivek Tiku, the requestor or business unit
head of respondent, and not by any employee or representative coming from Amazon itself.

Outside of this general conclusion, no evidence was presented to substantiate the alleged low
call volume and the forecast from which it is based on so as to truly exhibit the business exigency
of downsizing the business unit assigned to Amazon.

Aside from the lack of evidence to show respondent’s good faith, respondent likewise failed to
prove that it employed fair and reasonable criteria in its redundancy program. Respondent merely
presented a screenshot of a table with names of the employees it sought to redundate based on
their alleged poor performance ratings. Indeed, while “efficiency” may be a proper standard to
determine who should be terminated pursuant to a program of redundancy, said document does
not convincingly show that fair and reasonable criteria was indeed employed by respondent. To
reiterate, all that the screenshot contains is a list of employees with their concomitant
performance ratings.

OPINION:
The termination of Petitioner Marco Yulo’s employment on the justification of Respondent
Concentrix’s redundancy is insufficient. It was appropriate for the tribunal to uphold the
maintaining standards when it comes to an employer’s declaration of redundancy.

On the employer’s part, the management should exert an exhaustive effort or in the least
manifest a diligent attempt to retain a worker’s employment. For labor as a property right and as
an avenue to attaining one’s enjoyment of liberty, should be afforded and well guarded as it may
be the only possession a person might have while living.

If the interpretation of redundancy were liberally construed in favor of the employer, the
employees’ service would easily be terminated on a whim amounting to utter disregard of the
labor protection afforded to the constituents.

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