Gonzales vs. NLRC

Gonzales vs.
NLRC
G.R. No. 131653
March 26, 2001
Facts: Petitioner Roberto Gonzales was an employee of private respondent PCPPI. Later, he
was promoted to the position of Route Manager with a post at PCPPI Northbay Sales Office
located in Northbay Boulevard, Manila. As Route Manager, he was tasked with the
supervision and coordination of the activities of salesmen servicing the area under his
jurisdiction. His service with the respondent company was abruptly interrupted when he
was served a notice of termination of his employment. At that time he was earning a
monthly salary of P9,970.00.
His dismissal stemmed from alleged irregularities attributed to him as Route Manager and
concurrently as dealer of Pepsi Cola products. Petitioner ordered Mr. Gerry Alhambra,
PCPPI salesman servicing RR Store, to issue an official receipt in the amount of P116,182.00
to cover his account. However, issuance of official receipt for post-dated checks is contrary
to respondent PCPPI’s company policy which requires that its official receipt shall be
issued only for cash sales and/or currently dated checks. Nonetheless, Gerry Alhambra
acceded to his superior, herein petitioner, and issued the official receipt.
When salesman Alhambra attempted to settle his account, the settlement clerk noticed that
there was a discrepancy between the cash amount declared by Alhambra and the sum
actually remitted. Based on the official receipt, Alhambra declared a cash collection of
P116,182.00, but the amount he actually remitted was only P3,128.66. Asked to explain the
said discrepancy, Alhambra admitted that petitioner Gonzales pressured him to issue the
official receipt. Alhambra could not likewise present the post-dated check issued by
respondent Gonzales for the reason that under the company rules and regulations, any
post-dated check must be covered by a post-dated check receipt (PDCR), duly signed by Mr.
Andy Roxas, the Sales Office Manager.
Aggrieved, petitioner instituted a case of illegal dismissal, backwages, damages and

attorney fees before the Department of Labor and Employment (DOLE), National Capital
Region (NCR), Regional Arbitration Branch in Quezon City, and the case was assigned to
Labor Arbiter Ramon Valentin C. Reyes. Labor Arbiter found and declared that petitioner
was denied due process when no written notice of the charges against him was received by
petitioner prior to his receipt of the notice of termination. Furthermore, there was no
justifiable reason for the termination of the employment of petitioner, the Labor Arbiter
concluding that the imputation against petitioner was committed by the latter not as an
employee but as a concessionaire of private respondent PCPPI, and that there is no
showing that private respondent PCPPI suffered damage as a consequence thereof.
Private respondent PCPPI then appealed the decision of the Labor Arbiter to the public
respondent NLRC. The NLRC, in its Decision, reversed the decision of the Labor Arbiter and
dismissed the complaint for illegal dismissal for lack of merit. The petitioner now
challenges the correctness of the said Decision and Order of the NLRC in the instant
petition.
Issue: Whether or not petitioner Gonzales should be dismissed.
Ruling: Yes. In the present case, petitioner is not an ordinary rank-and-file employee. He is
a Route Manager, a managerial level position as we settled in the case of United PepsiCola
Supervising Union ( UPSU ) v. Laguesma. The test of managerial status has been defined as
an authority to act in the interest of the employer, which authority is not merely routinary
or clerical in nature but requires independent judgment. As managerial employee,
petitioner is tasked to perform key and sensitive functions, and thus he is bound by more
exacting work ethics.
As a general rule, employers are allowed wide latitude of discretion in terminating the
employment of managerial personnel or those who, while not of similar rank, perform
functions which by their nature require the employers full trust and confidence. Proof
beyond reasonable doubt is not required. It is sufficient that there is some basis for loss of
confidence, such as when the employer has reasonable ground to believe that the employee
concerned is responsible for the purported misconduct, and the nature of his participation
therein renders him unworthy of the trust and confidence demanded by his position. This
must be distinguished from the case of ordinary rank-and-file employees, whose
termination on the basis of these same grounds requires a higher proof of involvement in
the events in question; mere uncorroborated assertions and accusations by the employer
will not suffice.
Private respondent PCPPI has sufficiently shown that petitioner has become unworthy of
the trust and confidence demanded of his position. Petitioner betrayed his employers trust
and confidence when he instigated the issuance by his subordinate salesman of an official
receipt for his post-dated check on December 22, 1992 whereby he (petitioner) could have
evaded payment to private respondent PCPPI of his debt amounting to P116,182.00. These
acts committed by petitioner adversely reflected on his integrity. As Route Manager he
disregarded the private respondent company’s rules and regulation prohibiting the
issuance of official receipt for post-dated check payment unless the same is done by the
Sales Office Manager.
The fact the private respondent PCPPI ultimately suffered no monetary damage as
petitioner subsequently settled his account is of no moment. This was not the reason for
the termination of his employment in the respondent company but the anomalous scheme
he engineered to cover up his past due account, which constitutes a clear betrayal of trust
and confidence.

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Aggrieved, petitioner instituted a case of illegal dismissal, backwages, damages and

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