Labor Question and Answewr

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ANSWERS TO BAR EXAMINATION QUESTIONS IN LABOR LAW & SOCIAL LEGISLATION

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From the ANSWERS TO BAR EXAMINATION QUESTIONS in POLITICAL LAW by the UP LAW COMPLEX and PHILIPPINE ASSOCIATION OF LAW SCHOOLS LABOR LAW Bar Q & A (as arranged by Topics) 1994-2006
GENERAL PRINCIPLES
Constitutional Provisions on Labor (1998)
What are the salient features of the protection to labor provision of the Constitution? [5%]
SUGGESTED ANSWER:
The salient features of the Protection to Labor provision of the Constitution (Article XIII. Section 3) are as follows:
1. Extent of Protection - Full protection to labor;
2. Coverage of Protection - Local and overseas, organized and unorganized;
3. Employment Policy - Full employment and equality of employment opportunities for all;
4. Guarantees
4.1. Unionism and Method of Determination Conditions of Employment - Right of all workers to self-organization, collective bargaining and negotiations.
4.2. Concerted Activities - Right to engage in peaceful concerted activities, including the right to strike in accordance with law.
4.3. Working Conditions - Right to security of tenure, humane conditions of work and a living wage.
4.4. Decision Making Processes - Right to participate hi policy and decision making processes affecting their rights and benefits as way to provided by law. 5. Share in Fruits of production - Recognition of right of labor to its just share in fruits of production.
ANOTHER SUGGESTED ANSWER:
The Constitution (In Article XIII, Section 3) provides that the State shall afford protection to labor, local and overseas, organized and unorganized.
The State shall afford protection to labor by promoting full employment and equality of employment opportunities for all.
Workers are entitled to security of tenure, humane conditions of work and a living wage. o The State shall guarantee the right of all workers to self organization, collective bargaining and negotiations, and peaceful concerted activities, including the right to strike, in accordance with law.
Workers shall also participate in policy and decision making processes affecting their rights and benefits as may be provided by law.
The State shall promote the principle of shared responsibility between workers and employers and the preferential use of voluntary modes in settling labor disputes, including conciliation, and shall enforce mutual compliance therewith to foster industrial peace.
The State shall regulate the relations between workers and employers, recognizing the right of labor to its just share in the fruits of production and the right of enterprises to reasonable returns on investments, and to expansion and growth.
Interpretation of Labor Laws (1998)
3. Article 4 of the Labor Code provides that in case of doubt in the implementation and interpretation of the provisions of the Code and its Implementing Rules and Regulations, the doubt shall be resolved in favor of labor. Article 1702 of the Civil Code also provides that in case of doubt, all labor legislation and all labor contracts shall be construed in favor of the safety and decent living for the laborer. Mica-Mara company assails the validity of these statutes on the ground that they violate its constitutional right to equal protection of the laws. Is the contention of Mica Mara Company tenable? Discuss fully
SUGGESTED ANSWER:
No, the Constitution provides that the state shall afford full protection to labor. Furthermore, the State affirms labor as a primary economic force. It shall protect the rights of workers and promote their welfare.
ALTERNATIVE ANSWER:
a) No, because a law which promotes a constitutional mandate does not violate the equal protection clause. The constitutional mandate is for the State to afford full protection to labor such that, when conflicting interests of labor and capital are to be weighed on the scales of justice, the heavier influence of the latter should be counterbalanced by the sympathy the law should accord the underprivileged.
b) The contention of Mica-Mara Company is not tenable. The constitutional right to equal protection of the laws is not violated by reasonable classification. Thus, it is constitutionally possible to treat workers differently from employers. The social justice principle embodied in the Constitution could be the basis for treating workers more
favorably than employers, in the implementation and interpretation of the provisions of the Labor Code and of its implementing rules and regulations.
Interpretation of Labor Laws; Liberal Approach (2006)
What is the concept of liberal approach in interpreting the Labor Code and its Implementing Rules and Regulations in favor of labor? (2.5%)
SUGGESTED ANSWER:
The workers welfare should be the paramount consideration in interpreting the Labor Code and its Implementing Rules and Regulations. This is rooted in the Constitutional mandate to afford full protection to labor. Article 4 of the Labor Code provides that all doubts in the implementation and interpretation of the provisions of the Labor Code including its implementing rules and regulations shall be resolved in favor of labor (PLOT v. NLRC, G.R No. 111933, July 23,1997). It underscores the policy of social justice to accommodate the interests of the working class on the humane justification that those who have less in life shall have more in law (PAL v. Santos, G.R. No. 77875, February 4, 1993).
Labor Legislations; Purpose (2006)
What is the purpose of labor legislation? (2.5%)
SUGGESTED ANSWER:
Labor legislation is an exercise of police power. The purpose of labor legislation is to regulate the relations between employers and employees respecting the terms and conditions of employment, either by providing for certain standards or for a legal framework within which better terms and conditions of work could be negotiated through collective bargaining. It is intended to correct the injustices inherent in employer-employee relationship.
Labor Standard vs. Labor Relation (1997)
Differentiate labor standards law from labor relations law. Are the two mutually exclusive?
SUGGESTED ANSWER:
LABOR STANDARDS law is that labor law which prescribes terms and conditions of employment like Book in Book IV, Title I and Book VI of the Labor Code. These Books of the Labor Code deal with working conditions, wages, working conditions for women, minors, househelpers and homeworkers, medical and dental services, occupational health and safety, termination and retirement. On the other hand, LABOR RELATIONS law is that labor law which regulates the relations between employers and workers like Book V of the Labor Code which deals with labor organizations, collective bargaining, unfair labor practices and strikes and lockouts. Labor standards laws and labor relations laws are not mutually exclusive; they are complement to each other. Thus, the law on strikes and lockouts which is an example of labor relations law includes some provisions on the security of tenure of workers who go on strike or who are locked out. These provisions are examples of labor standards law.
Labor Standard vs. Labor Relation (2003)
How do the provisions of the law on labor relations interrelate, if at all, with the provisions pertaining to labor standards? 5%
SUGGESTED ANSWER:
LABOR RELATIONS law focuses its provisions on the collective aspects of employeremployee relationship. Its legal provisions deal with employees organizing unions and how through these unions, employees are able to have collective bargaining with their employer. On the other hand, LABOR STANDARDS law focuses on the terms and conditions of employment of employees as individual employees or those legal provisions dealing with wages, hours of work and other terms and conditions of employment. There
may be instances when the provisions of labor relations law may interrelate with provisions of labor standards law. Thus, a CBA which is dealt with in labor relations law may have provisions that improves upon the minimum terms and conditions of employment prescribed in labor standards law, like a CBA providing for a higher minimum wage, or for the computation of a higher overtime pay or the payment of holiday pay not only for regular holidays but also for certain special holidays.
Labor Statutes; Classification (1995 No. 1:)
1. What are the three (3) general classifications of labor statutes? Describe and give an example of each classification.
SUGGESTED ANSWER:
The three (3) general classifications of labor statutes are:
a) Labor Relations Laws; b) Labor Standards Laws; and c) Social Security Laws.
LABOR RELATIONS Laws are those labor statutes that deal with the relations of labor and management, like the laws on unions, collective bargaining, unfair labor practices, strikes, lockouts and picketing.
LABOR STANDARDS are those labor statutes that prescribe standards relating to terms and conditions of employment for compliance by employers, like the laws on hours of work, weekly rest periods, holiday pay, wages, and laws dealing with women, minors, house-helpers, and industrial home-workers.
SOCIAL SECURITY Laws are those labor statutes that provide protection not only to a worker but also to members of his family in case of loss of income or when there is need for medical care brought about by contingencies like sickness, disability, death, and old age. Examples of social security laws are the Social Security Law, Revised Government
Service Insurance Act, the Articles of the Labor Code on Employees Compensation, the State Insurance Fund, and the National Health Insurance Act.
Labor Statutes; Principle of Solutio Indebiti; Not Applicable (1994)
Concepcion Textile Co. included the overtime pay, night-shift differential pay, and the like in the computation of its employees 13th-month pay. Subsequently, with the promulgation of the decision of the Supreme Court in the case of San Miguel Corporation vs. Inciong (103 SCRA 139) holding that these other monetary claims should not be included in the computation of the 13thmonth pay, Concepcion Textile Co. sought to recover under the principle of solutio indebitiits overpayment of its employees 13th-month pay, by debiting against future 13thmonth payments whatever excess amounts it had previously made. 1) Is the Companys action tenable?
SUGGESTED ANSWER:
1) The Companys action is not tenable. The principle of salutio indebiti which is a civil law concept is not applicable in labor law. Thus, solutio indebiti is not applicable to the instant case, (Davao Fruits Corporations vs. National Labor Relations Commission, et at. 225 SCRA 562)
ALTERNATIVE ANSWERS:
a) The Companys action would be tenable if payment was done by mistake, In which case recovery can be done under the principle of solution indebiti. But if there was no mistake, the Companys action would be untenable because it would violate Article 100 of the Labor Code which prohibits elimination or diminution of benefits.
Labor vs. Social Legislation
2. Is there any distinction between labor legislation and social legislation? Explain.
SUGGESTED ANSWER:
LABOR LEGISLATION is sometimes distinguished from social legislation by the former referring to labor statutes, like Labor Relations Law and Labor Standards, and the latter to Social Security Laws. Labor legislation focuses on the rights of the worker in the workplace.
SOCIAL LEGISLATION is a broad term and may include not only laws that give social security protection, but also those that help the worker secure housing and basic necessities. The Comprehensive Agrarian Reform law could also be considered a social legislation.
ALTERNATIVE ANSWER:
Yes. Labor Legislation is limited in scope, and deals basically with the rights and duties of employees and employers. Social Legislation is more encompassing and includes such subjects as agrarian relations, housing and human settlement, protection of women and children, etc. All labor laws are social legislation, but not all social legislation is labor law.
Labor; as Property Right (2006)
What property right is conferred upon an employee once there is an employer-employee relationship? Discuss briefly. (5%)
SUGGESTED ANSWER:
His employment is not merely a contractual relationship. Ones employment is a property right within the mantle of constitutional protection (Callanta v. Carnation Phil., No. L70615, October 28, 1986). Hence, the employee enjoys security of tenure and he cannot be dismissed except for cause and only after due process. The worker is thus protected and
insulated against any arbitrary deprivation of his job (Philips Semi Conductors [Phils.] v. Fadriquela, G.R. No. 141717, April 14, 2004).
Rights of Employer/Employee (1996)
2) What are the rights of an employer and an employee?
SUGGESTED ANSWER:
The Constitution in Art. XIII, Section 3 provides for the following rights of employers and employees:
A. Employers Right to a reasonable return on investments, and to expansion and growth.
1. To a just share in the fruits of production; 2. Right to self organization, collective bargaining and negotiations and peaceful concerted activities, including the right to strike in accordance with law; 3. To security of tenure, humane conditions of work, and a living wage; and 4. To participate in policy and decision-making processes affecting their rights and benefits as may be provided by law,
ALTERNATIVE ANSWER:
In an employer-employee relationship, it is the right of the employer to use the services of an employee who is under his (employers) orders as regards the employment. On the other hand, it is the right of the employee to receive compensation for the services he renders for the employer.
Rights of the Employer; Management Prerogative (2000)
a) An exclusive school for girls, run by a religious order, has a policy of not employing unwed mothers, women with live-in partners, and lesbians. Is the policy violative of any provision of the Labor Code on employment of women? (3%)
b) The same school dismissed two female faculty members on account of pregnancy out of wedlock. Did the school violate any provision of the Labor Code on employment of women? (3%)
SUGGESTED ANSWER: a) No, the policy does not violate the Labor Code. The practice is a valid exercise of management function. Considering the nature and reason for existence of the school, it may adopt such policy as will advance its laudable objectives. In fact, the policy accords with the constitutional precept of inculcating ethical and moral values in schools. The school policy does not discriminate against women solely on account of sex (Art. 135, Labor Code) nor are the acts prohibited under Art. 137 of the Labor Code.
ALTERNATIVE ANSWER:
The school violated Art. 137 (2) of the Labor Code which states that: It shall be unlawful for any employer to discharge such woman on account of pregnancy. The pregnancy here could obviously have resulted from love and such only lends substance to the saying that the heart has reasons of its own which reason does not know, a matter that cannot be so casually equated with immorality. [Chua-Qua v. Clave, 189 SCRA 117 (1990)].
SUGGESTED ANSWER:
b) No, because to tolerate pregnancy out of wedlock will be a blatant contradiction of the schools laudable mission which, as already stated, accords with high constitutional precepts. This answer does not contradict the ruling in Chua-Qua where the teacher merely fell in love with a bachelor student and the teacher, also single, did not get pregnant out of wedlock.
Rights of the Employer; ManagementPrerogative; Benefits; Unilaterally Given (2005)
Little Hands Garment Company, an unorganized manufacturer of childrens apparel with around 1,000 workers, suffered losses for the first time in history when its US and European customers shifted their huge orders to China and Bangladesh. The management informed its employees that it could no longer afford to provide transportation shuttle services. Consequently, it announced that a normal fare would be charged depending on the distance traveled by the workers availing of the service. Was the Little Hands Garments Company within its rights to withdraw this benefit which it had unilaterally been providing to its employees?
Select the best answer(s) and briefly explain your reason(s) therefor.
(a) Yes, because it can withdraw a benefit that is unilaterally given; (b) Yes, because it is suffering losses for the first time; (c) Yes, because this is a management prerogative which is not due any legal or contractual obligation; (d) No, because this amounts to a diminution of benefits which is prohibited by the Labor Code; (e) No, because it is a fringe benefit that has already ripened into a demandable right or entitlement. (10%)
ALTERNATIVE ANSWER:
(b) Yes, because it is suffering losses for the first time; (c) Yes, because this is a management prerogative which is not due any legal or contractual obligation;
An employer cannot be forced to continue giving a benefit, being given as a management prerogative, when it can no longer afford to pay for it. To hold otherwise, would be to penalize the employer for his past generosity. (Producers Bank of the Philippines v. NLRC, G.R. No. 100701, March 28,
2001)
ALTERNATIVE ANSWER:
(d) No, because this amounts to a diminution of benefits which is prohibited by the Labor Code; (e) No, because it is a fringe benefit that has already ripened into a demandable right or entitlement.
A company practice favorable to employees had indeed been established and the payments made pursuant thereto, ripened into benefits enjoyed by them. And any benefit and supplement being enjoyed by the employees cannot be reduced, diminished, discontinued or eliminated by the employer by virtue of Article 100 of the Labor Code of the Philippines which prohibits the diminution or elimination of the employer of the employees existing benefits. (Sevilla Trading Co. v. Semana, G.R. No. 152456, April 28, 2004)
ALTERNATIVE ANSWER:
(b) Yes, because it is suffering losses for the first time; (d) No, because this amounts to a diminution of benefits which is prohibited by the Labor Code.
You cannot compel an employer to continue paying the benefits if it is suffering from serious business losses. However, the benefit has already ripened into an employer practice or policy, and therefore it cannot be withdrawn without violating Article 100 of the Labor Code on non-diminution of benefits.
Rights of the Employer; Management Prerogative; Contracting Out Services (1994)
Harbor View Hotel has an existing Collective Bargaining Agreement (CBA) with the union of rank-and-file employees consisting, among others, of bartenders, waiters, roomboys,
housemen and stewards. During the lifetime of the CBA, Harbor View Hotel, for reasons of economy and efficiency, decided to abolish the position of housemen and stewards who do the cleaning of the hotels public areas. Over the protest of the Union, the Hotel contracted out the aforementioned job to the City Service Janitorial Company, a bonafide independent contractor which has a substantial capital in the form of Janitorial tools, equipment, machineries and competent manpower. Is the action of the Harbor View Hotel legal and valid?
SUGGESTED ANSWER:
The action of Harbor View Hotel is legal and valid. The valid exercise of management prerogative, discretion and judgment encompasses all aspects of employment, including the hiring, work assignments, working methods, time, place and manner of work, tools to be used, processes to be followed, supervision of workers, working regulations, transfer of employees, work supervision, lay-off of workers, and the discipline, dismissal and recall of workers, except as provided for, or limited by special laws. Company policies and regulations are, unless shown to be gross oppressive or contrary to law, generally binding and valid on the parties and must be complied with until finally revised or amended unilaterally or preferably through negotiation or by competent authority. (San Miguel Corporation vs. Reynaldo R. Ubaldo and Emmanuel Noel A. Cruz, Chairman and Member respectively of the Voluntary Arbitration Panel, et al G.R No. 92859, 1 February 1993. J. Campos, Jr., 218 SCRA 293)
ALTERNATIVE ANSWER:
a) The action of the Harbor View Hotel is legal and valid. CONTRACTING OUT SERVICES or functions being performed by union members is not illegal per se. In fact, it is the prerogative of management to adopt cost-saving measures to ensure economy and efficiency. Contracting out services or functions being performed by Union members becomes illegal only when it interferes with, restrains or coerces employees in the exercise of their right to self-organization.
b) The action of Harbor View Hotel would, at first glance, appear to be an unfair labor practice under Article 248(c), e.g.. to contract out services or functions being performed by union members if such will interfere with, restrain or coerce employees in the exercise of their right to selforganization. Considering, however, that in the case at bar, there is no showing that the contracting out of services would violate the employees right to selforganization, it is submitted that the hotels action
is a valid exercise of its management prerogatives and the right to make business judgments in accordance with law.
Rights of the Employer; Management prerogatives (1994)
Bulacan Medical Hospital (BMH) entered into a Collective Bargaining Agreement (CBA) with its Union, wherein it is expressly stipulated in the Management Prerogative Clause that BMH shall, in the exercise of its management prerogatives, have the sole and exclusive right to promulgate, amend and modify rules and regulations for the employees within the bargaining unit. A year after the contract was signed, BMH issued its Revised Rules and Regulations and furnished a copy thereof to the Union for dissemination to all employees covered by the CBA. The Union wrote BMH demanding that the Revised Rules and Regulations be first discussed with them before its implementation. BMH refused. So, the Union filed an action for unfair labor practice (ULP) against BMH.
1. Is the Union correct?
2. Assuming that the CBA was signed or executed before the 1987 Constitution was ratified, would your answer to the preceding question be different?
SUGGESTED ANSWER:
1) The Union is correct. A provision in the collective bargaining agreement concerning management prerogatives, may not be interpreted as cession of the employees right to participate in the deliberation of matters which may affect their right and the formulation of policies relative thereto, such as the formulation of a code of discipline. A line must be drawn between management prerogatives regarding business operations per se and those which affect the rights of the employees, and in treating the latter, management should see to it that its employees are at least properly informed of its decisions or modes of action. The attainment of a harmonious labor management relationship and the existing state policy of enlightening workers concerning their rights as employees demand no less than the observance of transparency in managerial moves affecting employees rights. [Philippine Airlines, Inc. vs. National Labor Relations Commission, et al, G.R No. 85985, 13 August 1993. J. Melo. 225 SCRA 258, 301.)
ALTERNATIVE ANSWER:
a) The Union is correct. Workers have the right to participate in policy and decisionmaking processes affecting their rights, benefits and welfare. (Art. 255J.
b) Yes. The Union is correct in asking for discussion of the revised rules prior to their effectivity. The reason is Art. XIII, Sec. 3 of the 1987 Constitution, allowing workers the right to participate in policy and decision-making on matters related to their welfare and benefits. The Unions remedy however should not be to file a ULP case but to initiate a GRIEVANCE proceeding, and if unresolved, submit the matter to voluntary arbitration.
SUGGESTED ANSWER:
2) The answer would be the same even if the CBA was signed or executed before the ratification of the 1987 Constitution because it has always been the policy of the State to promote the enlightenment of workers concerning their rights and obligations as employees. (Art. 211; PAL vs. NLRC, GR 85985, August 13, 1993)
Rule; Injunction in Labor Cases (2000)
Professor Juan dela Cruz, an author of the textbook Commentaries on the Labor Code of the Philippines, citing an American case, wrote: It issaid that the prohibition against the issuance of a writ of Injunction in labor cases creates substantive and not purely procedural law. Is there any statutory basis for the statement/comment under Philippine law? (5%)
SUGGESTED ANSWER:
Yes. The statutory basis is Article 254 of the Labor Code. It prohibits issuance of injunction, as a matter of policy, to resolve disputes except as otherwise provided in
Articles 218 and 264 of the Labor Code. [Caltex Filipino Managers and Supervisors Association v. CZR, 44 SCRA 350 (1972)]
Social Justice as Guiding Principles in Labor (2003)
May social justice as a guiding principle in labor law be so used by the courts in sympathy with the working man if it collides with the equal protection clause of the Constitution? Explain. 5%
SUGGESTED ANSWER:
Yes. The State is bound under the Constitution to afford full protection to Labor; and when conflicting interests collide and they are to be weighed on the scales of social justice, the law should accord more sympathy and compassion to the less privileged workingman. (Fuentes v. NLRC. 266 SCRA 24 f 19971) However, it should be borne in mind that social justice ceases to be an effective instrument for the equalization of the social and economic forces by the State when it is used to shield wrongdoing. (Corazon Jamer v. NLRC. 278 SCRA 632 F1 99711).
No, social justice as a guiding principle in law may not be used by the courts if it collides with the equal protection clause of the Constitution. Social justice is not a magic wand applicable in all circumstances. Not all labor cases will be automatically decided in favor of the worker. Management has also rights which are entitled to recognition and protection; justice must be dispensed according to facts and law; and social justice is not designed to destroy or oppress the employer.
Social justice as a guiding principle in Labor Law can be implemented side by side with the equal protection clause of the Constitution. In implementation of the principle of social justice, the Constitution commands that the State shall afford protection to labor. Thus
Labor Law may be pro-labor in the sense that labor is given certain benefits not given to management. But this is not necessarily violative of the equal protection clause of the Constitution because said clause allows reasonable classification.
JURISDICTION
CBA; Implementation & Interpretation (1995)
How are cases arising from the Interpretation or implementation of collective bargaining agreements handled and disposed?
SUGGESTED ANSWER:
Through the grievance machinery and if not resolved by the grievance machinery, through voluntary arbitration.
Damages; Absence of E-E Relationship (1995)
Pablo Bagsakin. a law graduate who got tired of taking the bar examinations after several unsuccessful attempts, joined the Investigation Division of Warak Transport Company. From the very beginning Pablo never liked his manager because the latter always made fun of the formers accident reports. When Pablos patience ran out he walked up to his manager who was reviewing the investigators assignments and workload and boxed him until the latter collapsed. The incident happened during office hours at the Investigation Division in the presence of his co-employees. Pablo was dismissed without any investigation and was no longer allowed to enter the company premises. The manager filed a complaint for damages against Pablo before the Pasig Regional Trial Court (RTC). In turn, Pablo filed a case for illegal dismissal with the Labor Arbiter against the manager and the transport company. Pablo asked for reinstatement without loss of seniority rights with full back wages. Pablo also filed before the Pasig RTC a motion to dismiss the damage
suit against him alleging that the Labor Arbiter before whom the case for illegal dismissal was pending had exclusive jurisdiction over both cases. Resolve the motion to dismiss. Discuss fully.
SUGGESTED ANSWER:
The motion to dismiss filed by Pablo before the Pasig RTC should be denied. The damage suit filed by the manager against Pablo does not arise from employer-employee relationship. While the case involves an employer and his employee. It is not the employeremployee relationship between the two that gives rise to the damage suit. Instead, it is based solely on an alleged tort which could give rise to a damage suit under the Civil Code. Thus, the Labor Arbiter has no jurisdiction over the damage suit.
Damages; Not arising from the E-E Relations (1999)
FACTS: Mariet Demetrio was a clerk-typist in the Office of the President of a multi-national corporation. One day she was berated by the President of the company, the latter shouting invectives at her in the presence of employees and visitors for a minor infraction she committed. Mariet was reduced to tears out of shame and felt so bitter about the incident that she filed a civil case for damages against the company president before the regular courts. Soon thereafter, Mariet received a memorandum transferring her to the Office of the General Manager without demotion in rank or diminution in pay. Mariet refused to transfer. With respect to the civil suit for damages, the company lawyer filed a Motion to Dismiss for lack of jurisdiction considering the existence of an employer-employee relationship and therefore, it is claimed that the case should have been filed before the Labor Arbiter.
2. Rule on the Motion to Dismiss. Should it be granted or denied? Explain briefly (3%).
SUGGESTED ANSWER:
The Motion to Dismiss should be denied. It is a regular court and not a Labor Arbiter that has jurisdiction on the suit for damages. The damages are not arising from the employer employee relations which would have placed the suit under the jurisdiction of a Labor
Arbiter. The suit arises from the fact that the President of the company shouted invectives at Marlet Demetrio in the presence of employees and visitors. Her complaint for damages is against an officer of the Company based on slanderous language allegedly made by the latter. This falls under the Jurisdiction of the ordinary courts. There is here a simple action for damages for tortious acts allegedly committed by the defendant. Such being the case, the governing statute is the Civil Code and not the Labor Code. (Medina v. CastroBartolome, 116 SCRA 597)
ALTERNATIVE ANSWER:
The Motion to dismiss should be granted. According to the Labor Code (in Article 217 (a) 4), the Labor Arbiter has original and exclusive jurisdiction to hear and decide, among others, claims for actual, moral, exemplary and other forms of damages arising from the employer employee relations. The claim for damages in the case in question arose from the fact that the President of the Company shouted invectives at Marlet Demetrio in the presence of employees and visitors for a minor infraction she committed. If the infraction has something to do with her work, then, the claim for damages could be considered as arising from employer-employee relations. Thus, the claim is under the exclusive jurisdiction of the Labor Arbiter.
Dismissal; Intl Agency (1994)
In 1990, Vic Garcia was hired by the International Labor Organization (ILO) Office in Manila as a bookkeeper for five years. On January 5. 1994, he was advised that his services were being terminated for loss of confidence. Garcia questioned his dismissal by ILO-Manila as arbitrary and without benefit of due process.
1) If you were counsel for ILO, what defense/s should you put up? 2) If you were the Labor Arbiter, how would you decide the case?
SUGGESTED ANSWER:
1) The defense that I will put up will be to claim that being an international agency, the ILO enjoys immunity, namely functional independence and freedom from control of the state in whose territory its office is located and is thus beyond the jurisdiction of the Labor Arbiter. (Southeast Asian Fisheries Development Center - Aqua Culture Department, et al vs. National Labor Relations Commission, et al G.R No, 86773, 14 February 1992)
2) If I were the Labor Arbiter. I will grant the motion to dismiss. The ILO being an International agency, the same is beyond the jurisdiction of the Labor Arbiter and immune from the legal writs and processes of the administrative agencies of the country, where it is found, for the reason that the subjection of such an organization to the authority of the local agencies would afford a convenient medium through which the host government may interfere in its operations or even influence or control its policies and decisions, and besides, such subjection to local jurisdiction would Impair the capacity of such body to impartially discharge its responsibilities.
Intra-corporate Matters/Officers (1996)
Diego, Executive Vice-President of Evergreen Development Corporation (EDC) was dismissed by the Board of Directors for his involvement in irregularities prejudicial to EDCs interests. He filed a complaint for illegal dismissal with the Labor Arbiter, praying for reinstatement with back-wages, P5 million pesos as moral damages, P1 million pesos as exemplary damages and attorneys fees. EDC questioned the Jurisdiction of the Labor Arbiter. Diego, in turn contended that the Labor Arbiter has jurisdiction over the case as it involves the termination of an employee and claims for backwages, benefits and damages. Decide.
SUGGESTED ANSWER:
The dismissal of an Executive Vice-president of a Corporation, who is a corporate officer, by the Board of Directors of the corporation is not a termination dispute under the Jurisdiction of a Labor Arbiter. It is an intra-corporate dispute that is under the jurisdiction of the Securities and Exchange Commission.
Intra-corporate Matters/Officers (1997)
Mr. Jonathan Pe, a registered stockholder of New Wave Beauty Shop, Inc. was elected Vice-President of New Wage at a regular monthly meeting. At a subsequent meeting of the Board of Directors, it was resolved to dismiss Jonathan as Vice-president due to loss of trust and confidence. Jonathan Pe filed with the National Labor Relations Commission a complaint for illegal dismissal with damages against New Wage claiming that he was dismissed without due process. New Wage filed a Motion to Dismiss based on lack of jurisdiction. Resolve the motion.
SUGGESTED ANSWER:
The Motion to Dismiss should be granted. The election of Jonathan Pe as Vice President of New Wave Beauty Shop, Inc, made him a corporate officer. His subsequent dismissal as such corporate officer is considered an intra-corporate matter. Thus, the dismissal of Pe is not a case of a termination dispute which is under the Jurisdiction of a Regional Branch of the NLRC. Instead, it is under the Jurisdiction of the Securities and Exchange Commission, it having jurisdiction over intracorporate matters.
Labor Arbiter (1995)
1. Give the original and exclusive jurisdiction of Labor Arbiters.
SUGGESTED ANSWER:
Labor Arbiters have original and exclusive jurisdiction over:
1. unfair labor practices; 2. termination disputes;
3. cases accompanied with a claim for reinstatement, and involving wages, rates of pay, hours of work, and other terms and conditions of employment; 4. claims for actual, moral, exemplary and other forms of damages arising from employeremployee relations: 5. cases arising from any violation of Article 264 of the Labor Code, including questions involving the legality of strikes and lockout; and 6. except claims of Employees Compensation, Social Security. Medicare and maternity benefits, all other claims arising from employer-employee relations including those persons in domestic or household service, Involving an amount exceeding five thousand pesos (P5,000 00) regardless of whether accompanied with a claim for reinstatement.
Labor Arbiter; Appeals (2001)
The affected members of the rank and file elevated a labor arbiters decision to the NLRC via a petition for review filed after the lapse of the ten-day reglementary period for perfecting an appeal. Should the NLRC dismiss the petition outright or may the NLRC take cognizance thereof? (5%).
SUGGESTED ANSWER:
The NLRC should dismiss the appeal outright because the same was filed beyond the reglementary period of appeal. Article 223 of the Labor Code reads: Decisions, awards, or orders of the Labor Arbiter are final and executory unless appealed to the Commission by any or both parties within ten (10) calendar days from, receipt of such decisions, awards, or orders.
The NLRC could dismiss outright the appeal for being filed out of time. But if there are
good reasons that may justifiably explain why there was a delay in the filing of the appeal, substantial justice may be the basis for the NLRC to take cognizance of the appeal.
Labor Dispute ( 2001)
A was able to obtain a Judgment against his former employer, Company B, for P750,000.00. In executing the judgment in favor of A, the Labor Arbiter sought to levy on Bs office equipment. B filed an action for damages and injunction against the Labor Arbiter before the Regional Trial Court of the province where Bs offices are located. Is Bs action tenable? Why? (5%).
SUGGESTED ANSWER:
Bs action is not tenable. In the case of Delta Ventures Resources vs. Hon. Fernando P. Labato, G.R. No. 118216, March 9, 2000, the Supreme Court ruled that the regular courts have no jurisdiction to act on labor cases or various incidents arising therefrom, including the execution of decisions, awards or orders.
Yes, Bs action before the Regional Trial Court is tenable if said action is limited to the filing of a damage suit against the Labor Arbiter because there exists no employer-employee relationship between B and the Labor Arbiter, and there is no labor dispute between them. In Agricultural Development Corporation vs. Court of Appeals, G.R. No. 112139. January 31, 2000, the Supreme Court, ruled: It is well settled in law and jurisprudence that where NO employer-employee relationship exists between the parties and no issue is involved which may be resolved by reference to the Labor Code, other labor statutes or any collective bargaining agreement, it is the Regional Trial Court that has jurisdiction.
Med-arbiter (1996)
The national council of X Union, the exclusive bargaining representative of all daily paid workers of Z Corp., called a general meeting and passed a resolution which provides that each union member was to be assessed P 1,000 to be deducted from the lump sum of P10,000.00 which each employee was to receive under the CBA. Sergio, a Union member, protested and refused to sign the authorization slip for the deduction. X Union then passed a resolution expelling Sergio from the union. Sergio filed a complaint before the Labor Arbiter for illegal deduction and expulsion from the union. Will the complaint prosper? Explain.
SUGGESTED ANSWER:
The complaint will not prosper before the Labor Arbiter because there is here an intraunion conflict which is under the Jurisdiction of the Med-Arbiter. (See Art, 226 and Rule V of Book V of the Rules and Regulations Implementing the Labor Code).
Money Claims; Reinstatement (1996)
Sara has been working as housemaid for the Bojilov spouses for three (3) years. In the early morning of July 28, the spouses and Sara were watching the live coverage of the finals of an Olympic boxing match between a Bulgarian and a Filipino which the foreign fighter won on points. Peeved by Saras angry remarks that the scoring was unfair, the Bojilov spouses fired her on the spot. Sara thereafter filed a complaint with the Regional Director of the DOLE for unpaid salaries totaling P5,500.00. The Bojilov spouses moved to dismiss the complaint on the belief that Saras claim falls within the Jurisdiction of the Labor Arbiter. Sara, however, claimed that the Regional Director can decide on her claim by virtue of his plenary visitorial powers under Art. 128 and of Art. 129 of the Labor Code, as amended, which empowers the Regional Director to hear and decide, among others,
matters involving recovery of wages.
1. Whose position will you sustain? Explain. 2. Will your answer be the same if Saras claim is P4,500.00 with reinstatement? Explain.
SUGGESTED ANSWER:
1) I will sustain the position of the Bojilov spouses. Art. 128 is not applicable because the case did not arise as a result of the exercise of visitorial and enforcement powers by the Regional Director, as the duly authorized representative of the Secretary of Labor and Employment. Instead, the case is a simple money claim under Art. 129, which could be under the jurisdiction of the Regional Director if the claim does not exceed P5,000. But the claim exceeds P5,000.00. Thus, it is the Labor Arbiter who has jurisdiction under Art. 217(a) of the Labor Code.
2) I will still hold that it is the Labor Arbiter that has jurisdiction. It is true that the money claim no longer exceeds P5,000. But there is a claim for reinstatement. Thus, this claim is under the jurisdiction of a Labor Arbiter, per Art. 129 of the Labor Code.
Natl Labor Relations Commission (1995)
3. What is the jurisdiction of the National Labor Relations Commission?
SUGGESTED ANSWER:
Jurisdiction of the NLRC:
1. exclusive appellate jurisdiction over all cases decided by Labor Arbiter; 2. exclusive appellate jurisdiction over all cases decided by Regional Directors or hearing
officers involving the recovery of wages and other monetary claims and benefits arising from employer-employee relations where the aggregate money claim of each employee or househelper does not exceed five thousand pesos (P5,000.00); 3. original Jurisdiction to act as a compulsory arbitration body over labor disputes certified to NLRC by the Secretary of Labor and Employment; and 4. power to issue a labor injunction.
Company A and Union B could not resolve their negotiations for a new CBA. After conciliation proceedings before the NCMB proved futile, B went on strike. Violence during the strike prompted A to file charges against strikermembers of B for their illegal acts. The Secretary of Labor assumed Jurisdiction, referred the strike to the NLRC and issued a return-to-work order. The NLRC directed the parties to submit their respective position papers and documentary evidence. At the Initial hearing before the NLRC, the parties agreed to submit the case for resolution after the submission of the position papers and evidence. Subsequently, the NLRC issued an arbitral award resolving the disputed provisions of the CBA and ordered the dismissal of certain strikers for having knowingly committed Illegal acts during the strike. The dismissed employees elevated their dismissal to the Court of Appeals claiming that they were deprived of their right to due process and that the affidavits submitted by A were self-serving and of no probative value. Should the appeal prosper? State the reason(s) for your answer clearly. (5%).
SUGGESTED ANSWER:
The appeal should not prosper. The Supreme Court, in many cases, has ruled that decisions made by the NLRC may be based on position papers. In the question, it is stated that the parties agreed to submit the case for resolution after the submission of position papers and evidence. Given this fact, the striker-members of B cannot now complain that they were denied due process. They are in estoppel. After voluntarily submitting a case and encountering an adverse decision on the merits, it is too late for the loser to question the jurisdiction or power of the court. A party cannot adopt a posture of double dealing. (Marquez vs. Secretary of Labor, 16 March 1989).
No, the appeal will not prosper. In CMP Federal Security Agency vs. NLRC, G.R. No. 125298, February 11, 1999, the Supreme Court ruled: The standard of due process that must be met in administrative tribunals allows a certain degree of latitude as long as fairness is not ignored. Hence, it is not legally objectionable for being violative of due process, for the labor arbiter to resolve a case based solely on the position papers, affidavits or documentary evidence submitted by the parties. The affidavits of witnesses in such case may take the place of direct testimony.
Some disgruntled members of Bantay Labor, Union filed with the Regional Office of the DOLE a written complaint against their union officers for mismanagement of union funds. The Regional Director did not rule in the complainants favor. Not satisfied, the complainants elevated the Regional Directors decision to the NLRC. The union officers moved to dismiss on the ground of lack of Jurisdiction. Are the union officers correct? Why? (3%).
SUGGESTED ANSWER:
Yes, the union officers are correct in claiming that the NLRC has no jurisdiction over the appealed ruling of the Regional Director. In Barles vs. Bitonio, G.R. No. 120220, June 16, 1999, the Supreme Court ruled: Appellate authority over decisions of the Regional Director involving examination of union accounts is expressly conferred on the BLR under the Rule of Procedure on MediationArbitration. Xxx Section 4. Jurisdiction of the Bureau (b) The Bureau shall exercise appellate jurisdiction over all cases originating from the Regional Director involving . Complaints for examination of union books of accounts. The language of the law is categorical. Any additional explanation on the matter is superflous.
Natl Labor Relations Commissions (2001)
Company A, within the reglementary period, appealed the decision of a Labor Arbiter directing the reinstatement of an employee and awarding backwages. However, As cash bond was filed beyond the ten day period. Should the NLRC entertain the appeal? Why? (5%).
SUGGESTED ANSWER:
No, the NLRC should not entertain the appeal, as the same was not perfected for failure to file a bond. Art. 223 of the Labor Code reads: In case of a judgment involving a monetary award, an appeal by the employer may be perfected only upon the posting of cash or surety bond In the amount equivalent to the monetary award in the judgment appealed from. In ABA vs. NLRC, G.R. No. 122627. July 18, 1999, the Supreme Court ruled: An appeal bond is necessarythe appeal may be perfected only upon the posting of cash or surety bond issued by a reputable bonding company duly accredited by the Commission in the amount equivalent to the monetary award in the judgment appealed from.
The NLRC may still entertain the appeal. It is true that the Labor Code (in Art. 223) provides that appeal is perfected only upon the posting of a cash or surety bond. But if Company A filed a motion for the reduction of the bond, and said motion was only acted upon after the reglementary period, then, the NLRC, in the interest of substantial justice, may still take cognizance of the appeal.
Overseas Employment; Claim; Torts (2004)
A. Under a seamans contract of employment with a local manning agent of a foreign shipping company, Capt. TROY embarked on an oceangoing vessel in good health. One stormy night at sea, he was drenched with rainwater. The following morning, he contracted fever which lasted for days. He suffered loose bowel movement, lost his appetite, and eventually he died before a scheduled airlift to the nearest port. Subsequently, the widow of Capt. TROY complained against the local manning agent and its foreign principal before the Regional Arbitration Branch of DOLE, for actual and exemplary damages and attorneys fees. She invoked the Labor Code provision which requires the employer to provide all necessary assistance to ensure the adequate and necessary medical attendance and treatment of the injured or sick employee in case of emergency. Respondents moved to dismiss the complaint on the ground that the Labor Arbiter has no jurisdiction over the complaint for damages arising from illness and death of Capt. TROY abroad. Resolve the motion with reasons. (5%)
SUGGESTED ANSWER:
In Tolosa v. NLRC, (G.R. 149578, April 10,2003), the Supreme Court held that what we have in this case is a claim arising from tort or quasi-delict. In such a situation, the seaman who died on November 18, 1992, cannot sue before the Labor Arbiter. But this will not apply now, as under Sec. 10, R.A. 8042, [effective June 7, 1995], what we have is a claim arising out of an employer employee relationship or by virtue of any law or contract involving Filipino workers for overseas deployment including claims for actual, moral, exemplary and other forms of damages, cognizable by the Labor Arbiters of the National Labor Relations Commission (NLRC) who have the original and exclusive jurisdiction thereon.
Overseas Employment; Mandatory Remittance; Foreign Exchange (2006)
Can an overseas worker refuse to remit his earnings to his dependents and deposit the same in the country where he works to gain more interests? Explain. (5%)
SUGGESTED ANSWER:
NO. Art. 22 of the Labor Code provides that it shall be mandatory for all Filipino workers abroad to remit a portion of their foreign exchange earnings to their families, dependents, and/or beneficiaries in accordance with the rules and regulations prescribed by the Secretary of Labor and Employment. Executive Order No. 857 prescribes the percentage of foreign exchange remittance from 50% to 80% of the basic salary, depending on the workers kind of job. Hence, an overseas worker cannot refuse to remit his earnings. Otherwise, he shall be suspended or excluded from the list of eligible workers for overseas employment and in cases of subsequent violations; he shall be repatriated at his own expense or at the expense of his employer as the case may be.
Recovery of Wages (1994)
Tina Aquino, a domestic helper in the household of Fidel Aldeguer, filed an action In the Regional Office of the Department of Labor and Employment (DOLE) for recovery of unpaid wages amounting to P3,500.00 and P1,499.00 as moral damages. Aquino claimed that the amount of P3,500.00 is equivalent to the P500.00 a month she failed to receive for the last seven months of her employment with Aldeguer, based on their agreed P2,500,00 monthly salary. Aldeguer moved to have Aquinos complaint dismissed, alleging that as a domestic helper Ms. Aquino should have first brought the matter to the Lupong Barangay. If you were the Regional Director, how would you resolve the matter?
SUGGESTED ANSWER:
As Regional Director, I will assume Jurisdiction. The provisions of P.D. No. 1508 requiring the submission of disputes before the Barangay Lupong Tagapayapa prior to their filing with the court or other government offices are not applicable to labor cases. Article 129 of the Labor Code empowers the Regional Director to hear and decide any matter involving the recovery of wages and other monetary claims and benefits owing to an employee or person employed in domestic or household service, provided that the money claim does not exceed P5.OOO.OO. (Montoya vs .Escayo, G.R. Nos, 82211-12, March 21. 1989)
Remedies; illegal dismissal (1999)
The Labor Arbiter dismissed the complaint for illegal dismissal filed by Genevieve Cruz against Bulag Optical Inc. (BOI) which denied her prayer for reinstatement but awarded financial assistance in her favor. BOI appealed the decision of the Labor Arbiter to the NLRC within the reglementary period. Genevieve filed an opposition to the appeal. The NLRC affirmed in toto the decision of the Labor Arbiter. Both the BOI and Genevieve are not satisfied with the decision of the NLRC,
1.
What is the remedy, if any, of BOI and before what forum? Explain briefly. (3%)
SUGGESTED ANSWER:
BOI can file a Motion for Reconsideration with the NLRC after ten (10) calendar days from receipt of the decision. If the NLRC denies the Motion for Reconsideration, BOI can file a petition for certiorari with the Court of Appeals under Rule 65 of the Rules of Court since the decision of the NLRC is final and executory.
1.
Can Genevieve Cruz avail herself of the same remedy as that of BOI? Why? (2%)
SUGGESTED ANSWER:
Genevieve Cruz can avail herself of the same remedy as that of the BOI. The remedies described for the BOI are also the same remedies available to Genevieve Cruz as a party to the case, pursuant to the Labor Code (Article 223) and the Rules of Court (Rule 65). Panel: But the facts of the case indicates that Genevieve did not
appeal. She therefore cannot avail of the remedy.
Secretary of Labor; Authority (1998)
An airline which flies both the international and domestic routes requested the Secretary of Labor and Employment to approve the policy that all female flight attendants upon reaching age forty (40) with at least fifteen (15) years of service shall be compulsorily retired; however, flight attendants who have reached age forty (40) but have not worked for fifteen (15) years will be allowed to continue working in order to qualify for retirement benefits, but in no case will the extension exceed four (4) years. Does the Secretary of Labor and Employment have the authority to approve the policy? [5%|
SUGGESTED ANSWER:
Yes, the Secretary of Labor and Employment has the authority to approve a policy dealing with the retirement of flight attendants of airlines. Article 132 (d) of the Labor Code provides that the Secretary of Labor and Employment shall establish standards that will ensure the safety and health of women employees, including the authority to determine appropriate minimum age and other standards for retirement or termination in special occupations such as those of flight attendants and the like.
CAVEAT:
It could be argued that Article 132 (d) may be unconstitutional because this may constitute discrimination in violation of the spirit of Section 14 of Article XIII of the Constitution which provides that the State shall protect working women by providing safe and healthful working conditions, taking into account their maternal functions, and such facilities and opportunities that will enhance their welfare and enable them to realize their full potential in the service of the nation.
Secretary of Labor; Dismissal of Employees (1998)
The Secretary of Labor and Employment, after receipt of a Notice to Terminate Employment of one hundred (100) workers, enjoined the employer from implementing their termination. Has the Secretary of Labor and Employment the authority to enjoin the employer from terminating the employment of the workers? If so, on what grounds? [5%)
SUGGESTED ANSWER:
The Secretary of Labor and Employment has the authority to enjoin an employer from terminating the employment of workers. The Labor Code (in Article 377(b) provides that the Secretary of Labor and Employment may suspend the effectivity of the termination of workers pending the resolution of a labor dispute in the event of a prima facie finding of an appropriate official of the Department of Labor and Employment before whom such dispute is pending that the termination may cause a serious labor dispute or is in implementation of a mass lay off.
Voluntary Arbitrator (1997)
State the cases when a labor dispute would fall under the Jurisdiction of voluntary arbitrators or panel of voluntary arbitrators.
SUGGESTED ANSWER:
A labor dispute falls under the jurisdiction of a voluntary arbitrator or a panel of voluntary arbitrator if a labor disputes arises from an unresolved grievance which in turn arises from the interpretation or implementation of a Collective Bargaining Agreement or of company personnel policies. [Art. 261) Upon agreement of parties, a voluntary arbitrator or panel of voluntary arbitrators may also hear and decide all other labor disputes including unfair labor practices and bargaining deadlock. (Art. 262)
Voluntary Arbitrator (2003)
The employer company, in a directive to the union president, ordered the transfer of some of its employees, including a number of union officials, to its plant offices. The order was opposed by the union. Ultimately, the union filed an unfair labor practice against the company alleging that the purported transfer of its union officials was unjust and in violation of the Collective Bargaining Agreement (CBA), Pursuant to the terms of the CBA, the dispute was referred to a voluntary arbitrator who later ruled on the issues raised by the parties. Could it later be validly asserted that the decision of the voluntary arbitrator would have no compulsory effect on the parties? Explain.
SUGGESTED ANSWER:
No. A voluntary arbitrator chosen under the Grievance Machinery of a CBA can exercise jurisdiction not only on disputes involving interpretation/implementation of a CBA and/or company rules, personnel policies (Art. 261, Labor Code) but also, upon agreement of the parties, all other labor disputes including unfair labor practice (Art. 262, Labor Code). As no objection was raised by any of the parties when the dispute was referred to a voluntary arbitrator who later ruled on the issues raised by the parties, it follows that what we have is voluntary arbitration agreed upon by the parties. His decision is binding upon the parties and may be enforced through any of the sheriffs, including those of the NLRC, he may deputize.
No. The award of voluntary arbitrators acting within the scope of their authority determines the rights of the parties, and their decisions have the same legal effects as a judgment of the Court. Such decisions on matters of fact or law are conclusive, and all matters in the award are thenceforth res judicata on the theory that the matter has been adjudged by the tribunal which the parties have agreed to make final as tribunal of last resort. [Volkschel Labor Union v. NLRC. 98 SCRA 314 (1980).
LABOR RELATIONS
CBA; Appropriate Bargaining Unit (1998)
What is an appropriate bargaining unit for purposes of collective bargaining? [5%]
SUGGESTED ANSWER:
An APPROPRIATE BARGAINING UNIT is a group of employees of a given employer comprised of all or less than all of the entire body of employees, which the collective interest of all the employees, consistent with the interest of the employer, indicate to be the best suited to serve reciprocal rights and duties of the parties under the collective bargaining provisions of the law. (See, e.g., University of the Philippines v. Ferrer-Calleja, 211 SCRA 451 (1992).
CBA; Arbitral Award; Retroactive Effect (2001)
Company A and Union B had a 3-year CBA that expired on June 12, 1990. Negotiations proved futile so the unresolved issues were referred to an Arbiter who rendered a decision on March 15, 1992 retroactive to December 14, 1990. Is the Arbiters decision providing for retroactivity tenable or not? Why? (5%)
SUGGESTED ANSWER:
The referral of the unresolved issues of the collective bargaining negotiations to an Arbiter is not within the jurisdiction of the Arbiter. But assuming that the unresolved issues in the collective bargaining negotiations were properly referred to the Arbiter pursuant to the provision of the Labor Code (Art. 262} that states that a Voluntary Arbitrator may hear and decide any labor dispute, including bargaining deadlocks, the Arbiters decision providing for retroactivity is tenable. Exercising his compulsory arbitration power, the Arbiter could decide the issue of retroactivity in any way which is not contrary to law, morals, good customs, public order or public policy. But in a case (Manila Electric Co vs. Secretary of Labor Leonardo Quisumbing, G.R. No. 127598, February 22, 2000), the Supreme Court said that an arbitral award shall retroact to the first day after the six-month period following the expiration of the last day of the CBA that was being re-negotiated.
The retroactive Order of the Labor Arbiter is void for want of jurisdiction. Jurisdiction is conferred by law. Nowhere in the Labor Code, more specifically, Article 217, is the Labor Arbiter given jurisdiction over unresolved issues in collective bargaining, including determining the period or duration of a Collective Bargaining Agreement.
CBA; Arbitral Awards; Effectivity (1994)
Company X, a transportation company, and Union Y were in the process of negotiating a new Collective Bargaining Agreement (CBA) to replace the one which expired on March 15. 1990. The negotiations reached an impasse on economic issues on June 30, 1990. The Secretary of Labor assumed Jurisdiction over the dispute and certified the same to the NLRC for proper disposition. Proceedings before the NLRC ended on November 30. 1990 and a decision was rendered on December 15, 1990, The said decision made retroactive to March 15, 1990 the new CBA containing the issues resolved by the NLRC, as well as those concluded and agreed upon by the parties prior to their arriving at a deadlock in their negotiations. Company X questioned the retroactivity of the CBA alleging that the same contravenes Art. 253-A of the Labor Code, which provides for the automatic retroactivity of the renewed CBA only if the same is entered into within six (6) months from its expiry date, and, if not, the parties must agree on the duration of retroactivity.
1) Is Company Xs position correct? 2) Would your answer be different if the assumption of jurisdiction by the Secretary of Labor was at the request or instance of Company X?
SUGGESTED ANSWER:
1) The Companys position is not correct. In the absence of a specific provision of law prohibiting retroactivity of the effectivity of arbitral awards issued by the Secretary of Labor, the same is deemed vested with plenary and discretionary powers to determine the effectivity thereof, (St Lukes Medical Center, Inc. vs. Hon. Ruben O. Torres, etal,-G.R. No. 99395, 29 June 1993, J. Melo. 222 SCRA 779)
2) No. Regardless of which party sought the assumption by the Labor Secretary, the effect would be the same. An assumption case gives the Labor Secretary the plenary arbitration powers to rule on the issues presented for resolution, including the retroactivity of the new CBA.
CBA; Automatic Renewal Clause (1999)
What is the automatic renewal clause in a collective bargaining agreement? (2%)
SUGGESTED ANSWER:
The AUTOMATIC RENEWAL CLAUSE in a CBA refers to that provision of the Labor Code (Article 253) which states that It shall be the duty of both parties (to a CBA) to keep the status quo and to continue in full force and effect the terms and conditions of the existing agreement during the 60-day (freedom) period and/or until a new agreement is reached by the parties.
CBA; Automatic Renewal Clause (2001)
Company A and Union B negotiated the last two years of their five-year CBA on April 1, 1990 to expire on March 31, 1992. Considering the amicable relations between the parties, neither one moved for the extension or termination of the agreement. Sometime in 1995. some disgruntled employees filed a complaint demanding that they be paid the annual salary increases and other related annual increases specified in the CBA of April 1990, citing the provision in Art. 253 of the Labor Code which requires the parties to xxx keep the status quo and to continue in full force and effect the terms and conditions of the existing agreement during the 60 day period and/or until a new agreement is reached by the parties. A, however, maintained that the annual salary increases and related benefits specifically provided for in the CBA were, pursuant to contract and law, effective only for the term specified therein, namely, until March 31, 1992 only. Who is correct? State the reason(s) for your answer. (5%)
SUGGESTED ANSWER:
The disgruntled employees are correct in their claim that the expired CBA remains in full force and effect until a new CBA is signed in accordance with Article 253 of the Labor Code. The SC ruled in New Pacific Timber and Supply Co, Inc. us. NLRC, GR No. 124224. March 17, 2000: Article 253 of the Labor Code explicitly provided that until a new Collective Bargaining Agreement has been executed by and between the parties, they are duly bound to keep the status quo and to continue in full force and effect the terms and conditions of the existing agreement. The law does not provide for any exception or qualification as to which of the economic provisions of the existing agreement are to retain force and effect, therefore, it must be understood as encompassing all the terms and conditions in the said agreement.
With Art. 253 of the Labor Code as basis, the disgruntled employees should be paid the annual salary increases and other related annual increases provided in the 1990-1992 CBA even after the expiration of said CBA as long as said CBA did not provide that said increases were to be paid only for certain specific years.
CBA; Bargaining Representative (2000)
The Ang Sarap Kainan Workers Union appointed Juan Javier, a law student, as bargaining representative. Mr. Javier is neither an employee of Ang Sarap Kainan Company nor a member of the union. Is the appointment of Mr. Javier as a bargaining representative in accord with law? Explain, (3%)
SUGGESTED ANSWER:
Yes, the law does not require that the bargaining representative be an employee of the company nor an officer or member of the union. {Art 212 (j), Labor Code}.
CBA; Certification Election (2005)
As Human Resources Department (HRD) manager of EZ Components, an unorganized manufacturer of electric and electronic components for household appliances, you are suddenly confronted with demands for recognition and collective bargaining negotiations from two competing labor unions. They both claim to represent all the rank-and-file employees. Union A is led by a moderate faction, while Union B is affiliated with a militant federation identified with leftist ideology. Which of the following courses of action should you take to best protect the interests of your company and employees?
(a.) Recognize Union A as the rightful bargaining representative because it will be more reasonable to deal with; (b.) Recognize Union B because you do not want to antagonize its leftist connections and foment inter-union conflicts; (c.) Ignore the demands of either union since you cannot be compelled legally to deal with them at this stage; or (d.) Petition the Bureau of Labor Relations to conduct a certification election to determine which union really represents the majority of the employees in the bargaining unit. (10%)
ALTERNATIVE ANSWER:
(d) Petition the Bureau of Labor Relations to conduct a certification election to determine which union really represents the majority of the employees in the bargaining unit. (Haw at Buklod ng Manggagaiva [IBM] v. Calleja, G.R. No. 84685, February 23,1990)
ALTERNATIVE ANSWER:
(c) Ignore the demands of either union since you cannot be compelled legally to deal with them at this stage.
CBA; Certification Election; No-Union Win (2006)
Can a no-union win in a certification election? (2.5%)
SUGGESTED ANSWER:
YES. Sec. 20, Rule 9, Book V provides that where the votes cast results in no union
obtaining the majority, the med arbiter shall declare such fact in the order. Hence, the employees may choose not to be represented by anyone (Reyes-Trajano v. Trajano, G.R. No 84433, June 2, 1992).
CBA; Certification Election; Consent Election; Run-Off Election (2000)
Distinguish between Certification Election, Consent Election, and Run-off Election, (6%)
SUGGESTED ANSWER:
CERTIFICATION ELECTION requires a petition for a Certification Election filed by a union or employer. A Med-Arbiter grants the petition and an election officer is designated by the regional director to supervise the election. (Art. 256, 257, 258, Labor Code).
CONSENT ELECTION is held by agreement of the unions with or without participation of the medarbiter. [Warren Manufacturing Workers Union v. Bureau of Labor Relations, 159 SCRA 387 (1988)]
RUN-OFF ELECTION takes place between the unions who received the two highest number of votes where not one of the unions obtained the majority of the valid votes cast, provided that the total union votes is at least 50% of the votes cast. (Art. 256, Labor Code).
CBA; Certification Election; Freedom Period (1999)
1. In what instance may a petition for certification election be filed outside the freedom period of a current collective bargaining agreement? (3%).
SUGGESTED ANSWER:
As a general rule, in an establishment where there is in force and effect a CBA, a petition for certification election may be filed only during the freedom period of such CBA. But to have the above-mentioned effect, the CBA should have been filed and registered with the Department of Labor and Employment (See Article 231, 253-A and 256) Thus, a CBA that has not been filed and registered with the Department of Labor and Employment cannot be a bar to a certification election and such election can be held outside of the freedom period of such CBA.
ALTERNATIVE ANSWER:
A petition for certification election may be filed outside the freedom period of a current CBA if such CBA is a new CBA that has been prematurely entered into, meaning, it was entered into before the expiry date of the old CBA. The filing of the petition for certification election shall be within the freedom period of the old CBA which is outside of the freedom period of the new CBA that had been prematurely entered into.
CBA; Certification Election; Probationary Employees (1999)
2. Are probationary employees entitled to vote in a certification election? Why? (2%).
SUGGESTED ANSWER:
In a certification election, all rank-and-file employees in the appropriate bargaining unit are entitled to vote. This principle is clearly stated in Article 255 of the Labor Code which states that the labor organization designated or selected by the majority of the employees in such unit shall be the exclusive representative of the employees in such unit for the purpose of collective bargaining. Collective bargaining covers all aspects of the
employment relation and the resultant CBA negotiated by the certified union binds all employees in the bargaining unit. Hence, all rank-and-file employees, probationary or permanent, have a substantial interest in the selection of the bargaining representative. The Code makes no distinction as to their employment status as basis for eligibility to vote in the petition for certification election. The law refers to all the employees in the bargaining unit. All they need to be eligible to vote is to belong to the bargaining unit, (Airtime Specialists, Inc. v. Ferrer-Calleja, ISO SCRA 749)
ALTERNATIVE ANSWER:
PROBATIONARY EMPLOYEES may not be entitled to vote in a certification election where only regular employees belong to a bargaining unit and probationary employees do not belong to such bargaining unit. It is the belonging to a bargaining unit that entitles an employee to vote in a certification election.
ANOTHER ALTERNATIVE ANSWER:
YES. Any employee, whether employed for a definite period or not, shall, beginning on his first day of service, be considered an employee for purposes of membership in any labor union (Art. 277(c)).
CBA; Closed Shop Provision; When not applicable (1999)
FACTS: In a certification election conducted by the Department of Labor, Associated Workers Organization in Laguna (AWOL) headed by Cesar Montanyo, won over Pangkat ng mga Manggagawa sa Laguna (PML), headed by Eddie Graciaa. Hence, AWOL was certified as the exclusive bargaining agent of the rank-and-file employees of the Laguna Transportation Company (LTC). Shortly, thereafter, a Collective Bargaining Agreement was concluded by LTC and AWOL which provided for a closed shop. Consequently, AWOL, demanded that Eddie Graciaa and all the PML members be required to become members of AWOL as a condition for their continued employment: otherwise, they shall be dismissed pursuant to the closed shop provision of the CBA. The union security clause of the CBA also provided for the dismissal of employees who have not
maintained their membership in the union. For one reason or another, Francis Magallona, a member of AWOL, was expelled from the union membership for acts inimical to the interest of the union. Upon receipt of the notice that Francis Magallona failed to maintain his membership in good standing with AWOL, LTC summarily dismissed him from employment.
1.
Can Eddie Graciaa and all the PML members be required to become members of the AWOL pursuant to the closed shop provision of the CBA? Why? (3%)
SUGGESTED ANSWER:
Eddie Gracla and all the PML members can not be required to become members of AWOL pursuant to the closed shop provision of the CBA. According to the Labor Code (Article 248(e), a closed shop provision cannot be applied to those employees who are already members of another union at the time of the signing of the CBA.
1.
Is the termination from employment of Francis Magallona by LTC lawful? Why? (2%)
SUGGESTED ANSWER:
Pursuant to the closed shop provision of the CBA entered into by AWOL with LTC, membership in AWOL has become a condition of employment in LTC. As long as the expulsion of Francis Magallona from AWOL was done in accordance with applicable provisions of law and with the Constitution and By-laws of the AWOL, then it was lawful for LTC to terminate Magallona. Panel: The termination is unlawful (Ferrer v. NLRC).
CBA; Closed Shop vs. Agency Shop (1997)
(a) Describe a closed shop agreement, does it differ from an agency shop agreement. (b) Are the above agreements legal?
SUGGESTED ANSWER:
(a) A CLOSED SHOP AGREEMENT is that agreement embodied in a collective bargaining agreement (CBA) whereby the employer binds itself not to hire any person unless he is first a union member of the collective bargaining representative. An AGENCY SHOP AGREEMENT is different from a closed shop agreement in that under the former, the employer does not bind itself not to hire a person unless he is first a union member of the collective bargaining representative. Instead, the employer binds itself to check off from those who are not union members of the collective bargaining representative a reasonable fee equivalent to the dues and other fees paid by union members if the non-union members accept the benefits of the CBA.
(b) The above agreements are legal or they are expressly allowed by the Labor Code.
CBA; Contract Bar Rule vs. Deadlock Bar Rule (1999)
Distinguish between contract bar rule and deadlock bar rule. (3%)
SUGGESTED ANSWER:
Under the CONTRACT BAR RULE, a certification election cannot be held if there is in force and in effect a collective bargaining agreement that has been duly registered with the Department of Labor and Employment except during the freedom period of such CBA which is the 60-day period prior to the expiry date of said CBA. (See Articles 231, 253-A and 256) Under the DEADLOCK BAR RULE a certification election can not be held if a bargaining deadlock to which an incumbent or certified bargaining agent is a party had been submitted to conciliation or mediation or had become the subject of a valid notice of
strike or lockout. (See Section 3, Rule XI, Book V of the Implementing Rules and Regulations of the Labor Code)
CBA; Coverage; Non-Union Members; Religious Sect (2005)
A group of employees in XYZ Factory belonging to a religious sect, in conformity with the teachings and dictates of their religion, refused to join the labor union in the factory. The labor union was able to negotiate a substantial wage increase in its collective bargaining agreement with management. A provision therein stated that the wage increase would be paid to the members of the union only in view of a closed shop union security clause in the new agreement. The members of the sect protested and demanded that the wage increase be extended to them. The officers of the union countered by demanding their termination from the company pursuant to the closed shop provision in the justconcluded CBA. (6%)
(a) Is the CBA provision valid?
SUGGESTED ANSWER:
No, the CBA provision is not valid. The benefits of a CBA are extendible to all employees regardless of their membership in the union because to withhold the same from non-union members would be to discriminate against them. (National Brewery & Allied Industries Labor Union of the Philippines v. San Miguel Brewery, Inc., G.R. No. L-18170, August 31,1963)
(b) Should the company comply with theunions demand of terminating the members of the religious sect?
SUGGESTED ANSWER:
No. The right to join includes the right not to join by reason of religious beliefs. Members of said religious sect cannot be compelled or coerced to join the labor union even when the union has a closed shop agreement with the employer; that in spite of any closed shop agreement, members of said religious sect cannot be refused employment or dismissed from their jobs on the sole ground that they are not members of the collective bargaining union. (Victoriano v. Elizalde Rope Workers Union, G.R. No. L-25246, September 12,1974)
CBA; interpretation (2004)
B. The CBA between the Company and the rankand- file Union contained the following provision: Section 3. MEAL ALLOWANCE. The Company agrees to grant a MEAL ALLOWANCE of TEN PESOS (P10.00) to all employees who render at least TWO (2) hours or more of actual overtime work on a workday, and FREE MEALS, as presently practiced, not exceeding TWENTY FIVE PESOS (P25.00) after THREE (3) hours of actual overtime work. Dispute in the interpretation of the above provision arose as the Company asserts that the phrase after three (3) hours of actual overtime work does not mean after exactly three (3) hours of actual overtime work; it means after more than three (3) hours of actual overtime work. The Union, on the other hand, maintained that after three (3) hours of actual overtime work simply means after rendering exactly, or no less than, three (3) hours of actual overtime work. Which interpretation do you think should prevail? Why? (5%)
CBA; Jurisdictional Pre-Conditions (1996)
2) What jurisdictional pre-conditions must be present to set in motion the mechanics of a collective bargaining?
SUGGESTED ANSWER:
To set in motion the mechanics of collective bargaining, these jurisdictional pre-conditions
must be present, namely:
1. The employees in a bargaining unit should form a labor organization; 2. The labor organization should be a legitimate labor organization; 3. As such legitimate labor organization, it should be recognized or certified as the collective bargaining representative of the employees of the bargaining unit; and 4. The labor organization as the collective bargaining representative should request the employer to bargain collectively. (See Arts. 243, 234, 255 and 250 of the Labor Code)
ALTERNATIVE ANSWER:
The mechanics of collective bargaining are set in motion only when the following Jurisdictional preconditions are met:
(1) possession of the status of majority representation of the employees representative in accordance with any of the means of selection or designation provided for by the Labor Code; (2) proof of majority of representation; and (3) a demand to bargain under Art. 251(g), of the Labor Code. (Kiok Loy v. NLRC. 141 SCRA 179 [1986])
CBA; Lock-out vs. Closed Shop (2004)
Distinguish clearly but briefly between Lock-out and Closed Shop.
SUGGESTED ANSWERS:
LOCKOUT refers to the temporary refusal of an employer to furnish work as a result of a labor or industrial dispute. CLOSED SHOP, on the other hand, refers to a union security clause in a collective bargaining agreement whereby the employer agrees not to employ any person who is not a member of the exclusive collective bargaining representative of the employees in a bargaining unit.
CBA; Mandatory Subjects of Bargaining (1996)
1)
What matters are considered mandatory subjects of collective bargaining?
SUGGESTED ANSWER: Wages, hours of work and all other terms and conditions of employment including proposals for adjusting any grievances or questions arising from the collective bargaining agreement are considered mandatory subjects of collective bargaining. (See Art. 252 of the Labor Code)
CBA; Registration Requirement; Contract Bar-Rule (2000)
A Collective Bargaining Agreement was signed between the Ang Sarap Kainan Company and the Ang Sarap Kainan Workers Union. Should the Collective Bargaining Agreement be registered with the Bureau of Labor Relations? If so, why? (3%)
SUGGESTED ANSWER:
So that the contract-bar rule may apply the CBA should be registered, assuming it has been validly ratified and contains the mandatory provisions. (Art. 232, Labor Code).
CBA; Run-Off Election (2006)
When does a run-off election occur? (2.5%)
SUGGESTED ANSWER:
A run-off election occurs when the following elements occur: 1. Between three (3) or more choices, and no choice receiving a majority of the valid votes cast; 2. The total number of votes for all contending unions is at least 50% of the number of vote cast; and 3. Between the labor unions receiving the two highest number of votes (Article 256, Labor Code).
CBA; Sale of Establishment; Effect (1994)
Coronet Records Phil. (CRP) manufactures audio/video record players, compact discs, video discs, cassettes and the like. CRPs shareholdings is 40% foreign and 60% domestic. CRP signed a Collective Bargaining Agreement (CBA) with its rank-and-file workers for three years starting from January 1, 1990 and ending on December 31, 1993. Before the expiration of the CBA, CRP decided to sell all its assets to Lyra Music Corporation effective September 30, 1993. In this regard, notice was sent on August 30, 1993 to each employee advising them of the sale of the Companys assets to Lyra Music Corporation and the closure of the companys operations effective September 30, 1993. CRP, likewise,
requested that each employee receive his separation pay equivalent to one-and-one-half (1 & 1/2) months pay per year of service, exclusive of all unused leaves which were also converted to cash, and his 13th-month pay for 1993. The employees received their respective separation pay under protest and thereafter filed an action against CRP and Lyra Music Corporation for unfair labor practice (ULP). The Arbiter ruled in favor of the workers and ordered Lyra Music Corporation to absorb the former workers of CRP. Was the Labor Arbiter correct in his de cision?
SUGGESTED ANSWER:
No. The Labor Arbiter is not correct. As held in the case of San Felipe Neri School of Mandaluyong vs. NLRC, when there is a legitimate sale of a companys assets, the buyer in good faith cannot be legally compelled to absorb the employees of the seller in good faith. In the case at bar, the employees of the CRP were validly terminated based on Article 284, e.g. closure of operations and separation pay was paid at a rate much higher than the law. Furthermore, the case filed by the employees was UNFAIR LABOR PRACTICE. It is highly irregular to order absorption of employees in a ULP case.
CBA; Social Security vs. Union Security (2004)
Distinguish clearly but briefly between Social security and union security
SUGGESTED ANSWERS:
SOCIAL SECURITY is the protection given by social insurance programs such as the programs of the SSS, GSIS and PHIC undertaken pursuant to their respective charters, including the employees compensation program provided for in the Labor Code. The aforesaid programs provide income benefits and/or medical care when contingencies like sickness, (also maternity in the case of SSS) disability, death, or retirement, including in the case of the GSIS, separation and unemployment benefits. On the other hand, UNION SECURITY refers to a clause in a collective bargaining agreement whereby the employer
agrees to employ or continue in employment only workers who are members of the exclusive collective bargaining representative of the employees of said employer in a bargaining unit.
CBA; Substitutionary Doctrine (2000)
a) The Samahan ng Mga Manggagawa sa Pids and Co. Inc. lost its majority status in the bargaining unit one year after the signing of the Collective Bargaining Agreement. Bickerings among all the three other unions in the bargaining unit were a daily occurrence, with each union asserting majority status. To resolve this pestering problem, the Company and the three other unions agreed to hold a consent election under the supervision of the Bureau of Labor Relations. In the consent election, Pids and Co, Workers Union won, and was accordingly recognized by the Company as the exclusive bargaining representative in the bargaining unit. Is the Pids and Co. Workers Union bound by the Collective Bargaining Agreement signed between the Company and the Samahan ng Mga Manggagawa Sa Pids and Co. Inc.? Explain. (3%)
b) Shortly after the consent election, Pids and Co. Inc. sold the Groceries Division to Metro Manila Grocery Inc. The employees of the sold division formed part of the bargaining unit described in the Collective Bargaining Agreement, and all were absorbed by Metro Manila Grocery Inc. Is Metro Manila Grocery Inc., as the new employer, bound by the Collective Bargaining Agreement existing at the time of the sale? Explain. (3%)
SUGGESTED ANSWER:
a) Yes, because the Collective Bargaining Agreement is not invalidated by the change of the bargaining agent while the CBA is still effective. The substitutionary doctrine' applies. (Benguet Consolidated Inc. v. BCI Employees, 23 SCRA 465 (1968))
b) No. There are no indications that the sale is simulated or intended to defeat the employees right to organize. A bona fide sale terminates the employment relationship
between the selling company and its employees. The CBA does not bind the purchaser in good faith because the CBA is a personam contract, unless the buyer agrees to be bound. [Sundowner Dev. Corp. v. Drilon, 180 SCRA 14 (1989); Associated Labor Union v. NLRC, 204 SCRA 913 (1993)].
CBA; Union Security Clause (2004)
1.
MPH Labor Union is the duly certified bargaining representative of the rank-and-file employees of MM Park Hotel since the 1970s. The collective bargaining agreement contained union shop security provisions. After the signing of the 20002005 CBA, the Union demanded the dismissal of 3 employees, XX, YY and ZZ, pursuant to the union security clause in the CBA. The Hotel Management replied that it was legally impossible to comply with the demand of the Union. It might even be construed as unfair labor practice. For it appeared that XX, YY and ZZ had been recently promoted as supervisors and resigned from the Union. But according to the Union, the three submitted their resignations outside the freedom period after the 1996 2000 CBA expired on June 30, 2000. The Union argued that the Hotel Management could not skirt its obligation to respect and implement the union security clause by promoting the three employees. That could be viewed as rewarding employees for their disloyalty to the union, said the union officers. Does the union security clause sufficiently justify the demand for dismissal of the three employees or not? May the Hotel Management validly refuse the Unions demand? (5%)
CBA; Union Security Clause; Closed Shop Provision (1995)
Reconcile the compulsory nature of the closed shop provision in a Collective Bargaining Agreement with the constitutional guarantee of freedom of association. Discuss fully.
SUGGESTED ANSWER:
Among the policies of the State in the field of labor relations is to promote trade unionism and to foster the organization of a strong and united labor movement. UNION SECURITY CLAUSES, like a closed shop agreement, is one way of implementing the aforementioned labor relations policy. Implementing to some extent the concept of freedom of association, an employee who is already a member of a union could not be compelled to become a member of a bargaining union, even if there is a closed shop agreement.
ALTERNATIVE ANSWER:
It could be argued that a closed shop provision in a Collective Bargaining Agreement, because it requires that a person should first be a member of the bargaining union before he is employed, is violative of the right to freedom of association, because said right subsumes not only a right to join, but also a right not to join a union. On the other hand, it could be argued that the exercise of the freedom of association means that workers should join unions. A closed shop agreement, as a union security clause, encourages the joining of unions.
CBA; Union; Representation Issue (1999)
FACTS: Jenson & Jenson (J & J) is a domestic corporation engaged in the manufacturing of consumer products. Its rank-and-file workers organized the Jenson Employees Union (JEU), a duty registered local union affiliated with PAFLU, a national union. After having been certified as the exclusive bargaining agent of the appropriate bargaining unit, JEUPAFLU submitted its proposals for a Collective Bargaining Agreement with the company. In the meantime, a power struggle occurred within the national union PAFLU between its National President, Manny Pakyao, and its National Secretary General, Gabriel Miro. The representation issue within PAFLU is pending resolution before the Office of the Secretary
of Labor. By reason of this intra-union dispute within PAFLU, J & J obstinately and consistently refused to offer any counterproposal and to bargain collectively with JEUPAFLU until the representation issue within PAFLU shall have been resolved with finality. JEU-PAFLU filed a Notice of Strike. The Secretary of Labor subsequently assumed jurisdiction over the labor dispute.
1. Will the representation issue that has arisen involving the national union PAFLU, to which the duty registered local union JEU is affiliated, bar collective bargaining negotiation with J & J? Explain briefly. (3%)
2. Can the Secretary of Labor decide the labor dispute by awarding the JEU CBA Proposals as the Collective Bargaining Agreement of the parties? Explain briefly. (2%)
SUGGESTED ANSWER:
1. The representation issue that has arisen involving the national union PAFLU should not bar collective bargaining negotiation with J and J. It is the local union JEU that has the right to bargain with the employer J and J, and not the national union PAFLU. It is immaterial whether the representation issue within PAFLU has been resolved with finality or not. Said squabble could not possibly serve as a bar to any collective bargaining since PAFLU is not the real party-in-interest to the talks; rather, the negotiations are confined to the corporation and the local union JEU. Only the collective bargaining agent, the local union JEU, possesses the legal standing to negotiate with the corporation. A duly registered local union affiliated with a national union or federation does not lose its legal personality or Independence (Adamson and Adamson, Inc. v. The Court of Industrial Relations and Adamson and Adamson Supervising Union (FFW), 127 SCRA 268 [1984]).
2. Yes. It is within assumption power.
CBA; Wage Increase Coverage; Non-Union Employees (2005)
(b) May a rank-and-file employee, who is not a member of the union representing his bargaining unit, avail of the wage increases which the union negotiated for its members? (4%)
SUGGESTED ANSWER:
Yes, because the bargaining representative (union) does not act for its members alone. It represents all the employees covered by the bargaining unit. (Mactan Workers Union v. Aboitiz, G.R. No. L-30241, June 30, 1972) However, nonmembers who avail of CBA benefits are required under the law to pay agency fees.
CBU; Company Union vs. Union Shop (2004)
Distinguish clearly but briefly between Company union and union shop.
SUGGESTED ANSWERS:
A COMPANY UNION is a union of employees dominated or under the control of the employer of said employees. A UNION SHOP, on the other hand, refers to a union security clause in a collective bargaining agreement whereby the
employer agrees to terminate the employment of an employee who has not become a member of the union which is the exclusive collective bargaining representative of the employees in a bargaining unit within a certain period after the employment of said employee or has ceased to become a union member.
CBU; Confidential Employees (1994)
1. Can an employer legally oppose the inclusion of confidential employees in the bargaining unit of rank-and-file employees?
2. Would your answer be different if the confidential employees are sought to be included in the supervisory union?
SUGGESTED ANSWER:
1) Yes, an employer can legally oppose the inclusion of confidential employees in the bargaining unit of the rank-and-file. This issue has been settled in the case of Golden Farms vs. Calleja, and reiterated in the case of Philips Industrial Dev. Inc. vs. NLRC.
ALTERNATIVE ANSWERS:
a) Yes, an employer can legally oppose the inclusion of the confidential employees in the bargaining unit of rank-and-file employees because confidential employees are ineligible to form, assist or join a labor union. By the nature of their functions, they assist and act in a confidential capacity to, or have access to confidential matters of, persons who exercise managerial functions in the field of labor relations, and the union might not be assured of
their loyalty in view of evident conflict of interest.
b) An employer can legally oppose the inclusion of confidential employees in the bargaining unit of rank -and-file employees because confidential employees are considered part of management. (Philtranco vs. BLR, 174 SCRA 388).
SUGGESTED ANSWER:
2) The answer would be the same if confidential employees are sought to be included in the supervisory union because confidential employees, being a part of management would not qualify to join, much less form a labor union. (Philtranco vs. BLR, 174 SCRA 388),
ALTERNATIVE ANSWER:
My answer would remain the same, even if the confidential employees were sought to be included in the supervisory union. Confidential employees would have the same adverse impact on the bargaining unit of supervisors: Confidential employees access to highly sensitive information may become the source of undue advantage by the union over the employer. (Philips Industrial Development Inc., vs. National Labor Relations Commission, et. al, G.R No. 88957, 25 June 1992)
CBU; Consent Election vs. Certification Election (2004)
Distinguish clearly but briefly between Consent election and certification election.
SUGGESTED ANSWERS:
A certification election and a consent election are both elections held to determine through secret ballot the sole and exclusive representative of the employees in an appropriate bargaining unit for the purpose of collective bargaining or negotiations. There is this difference, however, a CERTIFICATION ELECTION is ordered by the Department of Labor and Employment while a CONSENT ELECTION is voluntarily agreed upon by the parties, with or without the intervention of the Department of Labor and Employment.
CBU; Managerial Employees; Supervisory Employees (1995)
A supervisors union filed a petition for certification election to determine the exclusive bargaining representative of the supervisory employees of Farmers Bank. Included in the list of supervisory employees attached to the petition are the Department Managers, Branch Managers, Cashiers and Comptrollers. Farmers Bank questioned this list arguing that Department Managers, Branch Managers, Cashiers and Comptrollers inherently possess the powers enumerated in Art. 212, par. (m), of the Labor Code, i.e., the power and prerogative to lay down and execute management policies and/or to hire, transfer, suspend, lay-off, recall, discharge, assign or discipline employees.
1. Is the contention of Farmers Bank correct? Discuss fully.
SUGGESTED ANSWER:
The contention of the Farmers Bank is not correct, if, on examination of the actual powers exercised by the Department Managers, Bank Managers, Cashiers and Comptrollers, they are not vested with powers or prerogatives to lay down and execute management policies or to hire, transfer, suspend, lay-off, recall, discharge, assign or discipline employees. If their powers are to carry out their duties and responsibilities in accordance with the
policies promulgated by the Board of Directors of the Bank, or by external authorities, like the Central Bank, then, they are not managerial but may be supervisory personnel. But this may be noted: The Bank officials mentioned in the case, have control, custody and/or access to confidential matters. Thus, they are confidential employees and in accordance with earlier Supreme Court decisions, as confidential employees, the Branch Manager, Cashier, Controller are disqualified from joining or assisting the supervisors union of the Bank.
ALTERNATIVE ANSWER:
The contention of the Fanners Bank is partially correct. The Department managers and Branch managers, if they in fact have the powers implied by their titles, are managerial personnel. In accordance with the Labor Code, managerial personnel are not eligible to join and form labor unions. On the other hand, cashiers who are in charge of money received or expended, and comptrollers who examine and supervise expenditures, are not managerial personnel, and if they supervise personnel, they could be supervisors, and are therefore to be included in the bargaining unit of supervisors.
2. Is there any statutory basis for the petition of the union? Explain.
SUGGESTED ANSWER:
There is statutory basis for the petition of the supervisors union. Under the Labor Code, supervisors have the right to form and join unions, but only unions of supervisory employees.
CBU; Managerial Employees; Supervisory Employees (1999)
FACTS: Samahan ng mga Manggagawa sa Companya ng Tabaco (SMCT) filed a Petition for Certification Election among the supervisory employees of the Tabaco Manufacturing Company (Tabaco) before the NCR Regional Office of the Department of Labor and Employment. It alleged, among other things, that it is a legitimate labor organization, a duly chartered local of NAFLU; that Tabaco is an organized establishment; and that no certification election has been conducted within one year prior to the filing of its petition for certification election. The Petition filed by SMCT showed that out of its 50 members, 15 were rank-and-filers and two (2) were managers. Tabaco filed a Motion to Dismiss on the ground that SMCT union is composed of supervisory and rank-and-file employees and, therefore, cannot act as bargaining agent for the proposed unit. SMCT filed an opposition to the said Motion alleging that the infirmity, if any, in the membership of the union can be remedied in the pre-election conference thru the exclusion-inclusion proceedings wherein those employees who are occupying rank-and-file positions will be excluded from the list of eligible voters.
1. Should the Motion to Dismiss filed by the Tabaco be granted or denied? Explain. (3%)
SUGGESTED ANSWER:
The Motion to Dismiss filed by Tabaco should be granted. According to the Labor Code (in Article 245), supervisory employees shall not be eligible for membership in a labor organization of rank-and-file employees but may join or form separate labor organizations of their own. Because of the above-mentioned provision of the Labor Code, a labor organization composed of both rank-and-file and supervisory employees is no labor organization at all. It cannot, for any guise or purpose, be a legitimate labor organization. Not being a legitimate labor organization, it cannot possess the requisite personality to file a petition for certification election. (See Toyota Motor Philippines Corp. vs. Toyota Motor Philippines Corp. Labor Union, 268 SCRA 573)
ALTERNATIVE ANSWER:
The Motion to Dismiss should be denied. In the first place, the general rule is that in a certification election the employer is a mere bystander. An employer has no legal standing to question a certification election as it is the sole concern of the workers. The exceptions to the general rule of which are 1) when the existence of an employer employee relationship is denied; and 2) when the employer questions the legal personality of the union because of irregularities in its registration are not present in this case.
2. Can the two (2) Managers be part of the bargaining unit? Why? (2%)
SUGGESTED ANSWER:
No, the two (2) Managers cannot be part of the bargaining unit composed of supervisory employees. A bargaining unit must effect a grouping of employees who have substantial, mutual interests in wages, hours, working conditions and other subjects of collective bargaining. (San Miguel Corp. Supervisors and Exempt Employees Union v. Laguesma, 227 SCRA 37O) The Labor Code (in Article 245) provides that managerial employees are not eligible to join, assist or form any labor organization. The above provision shows that managerial employees do not have the same interests as the supervisory employees which compose the bargaining unit where SMCT wishes to be the exclusive collective bargaining representative.
CBU; Modes; Determination of Exclusive Bargaining Agreement (2006)
The modes of determining an exclusive bargaining agreement are:
a. voluntary recognition b. certification election c. consent election
Explain briefly how they differ from one another. (5%)
SUGGESTED ANSWER:
(a.) VOLUNTARY RECOGNITION is the voluntary recognition by the employer of the status of the union as the bargaining representative of the employees [Section l (bbb), Rule I, Book V, Rules to Implement the Labor Code, as amended by Department Order No. 4003, Series of 2003 (17 February 2003)].
(b.) CERTIFICATION ELECTION is the process of determining the sole and exclusive bargaining agent of the employees in an appropriate bargaining unit [Section l(h), Rule I, Book V, Rules to Implement the Labor Code, as amended by Department Order No. 40-03, Series of 2003 (17 February 2003)].
(c.) CONSENT ELECTION is an agreed election, conducted with or without the intervention of the DOLE to determine the issue of majority representation of all the workers in the appropriate bargaining unit (Algire v. De Mesa, G.R. No. 97622, October 19, 1994).
Due Process; Disciplinary Cases (1995)
1. Gary, a salesman of Astro Chemical Company (ASTRO), was reported to have committed
some serious anomalies in his sale and distribution of company products. ASTRO designated its Chief Legal Officer to investigate Gary. Instead of submitting to the investigation, Gary filed a petition to enjoin the investigation on the ground that ASTRO would appear to be his accuser, prosecutor and judge at the same time. Will the petition to enjoin the investigation prosper? Discuss fully.
SUGGESTED ANSWER:
The petition to enjoin the investigation will not prosper. It is inevitable that in disciplinary cases, the employer would appear to be accuser, prosecutor, and judge at the same time since it is the employer who charges an employee for the commission of an offense; he is also the person who directs the investigation to determine whether the charge against the employee is true or not and he is the one who will judge if the employee is to be penalized or not. But if the employee is given ample opportunity to defend himself, he could not validly claim that he was deprived of his right to due process of law.
ALTERNATIVE ANSWER:
No. The employer is merely complying with the legal mandate to afford the employee due process by giving him the right to be heard and the chance to answer the charges against him and accordingly to defend himself before dismissal is effected.
Employees; groups of employees (1996)
1) Who are the managerial, supervisory and rankand-file employees?
SUGGESTED ANSWER:
MANAGERIAL EMPLOYEE is one who is vested with powers or prerogatives to lay down and execute management policies or to hire, transfer, suspend, layoff, recall, discharge, assign or discipline employees.
SUPERVISORY EMPLOYEES are those who, in the interest of the employer, effectively recommend such managerial actions if the exercise of such authority is not merely routinary or clerical in nature but requires the use of independent judgment. All employees who are neither managerial or supervisory employees are considered RANK-AND-FILE EMPLOYEES. (Art. 212(m) of the Labor Code)
Employees; Managerial Employee vs. Managerial Staff (1994)
Distinguish the rights of managerial employees from members of a managerial staff.
SUGGESTED ANSWER:
MANAGERIAL EMPLOYEES have no collective bargaining rights because, they cannot join or form any other labor organization while officers of a managerial staff are not prohibited from joining, assisting or forming or arresting a supervisors union; hence, they can bargain collectively. (Art. 245, Labor Code; National Sugar Refineries Corp. vs. NLRC, 220 SCRA 452).
ALTERNATIVE ANSWER:
MANAGERIAL EMPLOYEES, under Article 212(m) of the Labor Code are vested with the prerogatives to lay down and execute management policies and/or to hire, fire, transfer, promote, lay-off and discipline employees. They are not eligible for the right to selforganization for purposes of collective bargaining. Upon the other hand, members of MANAGERIAL STAFF, under Article 82 of the Labor Code, are not vested with the abovecited prerogatives. They are not entitled to overtime pay and other benefits under Book III, Title 1 of the Code.
Employees; managerial employees vs. supervisory employees (2002)
Distinguish managerial employees from supervisory employees, (3%)
SUGGESTED ANSWER:
A MANAGERIAL EMPLOYEE is one who is vested with powers or prerogatives to lay down and execute management policies and/or to hire, transfer, suspend, lay-off, recall, discharge, assign or discipline employees. SUPERVISORY EMPLOYEES, on the other hand, are those who in the interest of the employer, effectively recommend such managerial actions, if the exercise of such authority is not merely routinary or clerical in nature but requires the use of independent judgment [Art. 212 (m), Labor Code] In a case, the Supreme Court said: In the petition before us, a thorough dissection of the job description of the concerned supervisory employees and section heads indisputably show that they are not actually managerial but only supervisory employees since they do not lay down company policies. PICOPs contention that the subject section heads and unit managers exercise the authority to hire and fire is ambiguous and quite misleading for the reason that any authority they exercise is not supreme but merely advisory in character. Theirs is not a final determination of the company policies Inasmuch as any action taken by them
on matters relative to hiring, promotion, transfer, suspension and termination of employees is still subject to confirmation and approval by their respective superior. [See Atlas Lithographic Services, Inc. v. Laguesma, 205 SCRA 12, 17 (1992)] Thus, where such power, which is in effect recommendatory in character, is subject to evaluation, review and final action by the department heads and higher executives of the company, the same, although present, is not effective and not an exercise of independent judgment as required by law. [Philippine Appliance Corp. v. Laguesma, 229 SCRA 730, 737 (1993) citing Franklin Baker Company of the Philippines v. Trajano, 157 SCRA 416, 422-433 (1988)]. (Paper Industries Corp. of the Philippines v. Bienvenido E. Laguesma 330 SCRA 295, (2000)]
Employees; Managerial vs. Supervisory vs. Rank-and-File Employees (2003)
The Labor Code treats differently in various aspects the employment of (i) managerial employees, (ii) supervisory employees, and (iii) rank-and-file employees. State the basic distinguishing features of each type of employment.
SUGGESTED ANSWER:
Under Book Three of the Labor Code, a MANAGERIAL EMPLOYEE refers to one whose primary duty consists of the management of the establishment in which he is employed or of a department or subdivision thereof, and to other officers or members of the managerial staff. A supervisor and a rank and file employee can be considered as members of the managerial staff, and therefore, a managerial employee if their primary duty consists of work directly related to management policies; if they customarily and regularly exercise discretion and independent judgment; regularly and directly assist a proprietor or a managerial employee whose primary duty consists of the management of the establishment in which they are employed or a subdivision thereof; or execute under general supervision work along specialized or technical lines requiring special training, experience, or knowledge; or execute under general supervision special assignments and tasks; and who do not devote more than 20 percent of their hours worked in a work-week
to activities which are not directly and closely related to the performance of the work described above. All others are rank and file employees under said Book (Art. 82, Labor Code, Sec. 2 (c), Rule I, Bk. III, Omnibus Rules Implementing the Labor Code). Under Book Five of the Labor Code, MANAGERIAL EMPLOYEE is one who is vested with powers or prerogatives to lay down, and execute management policies and/or to hire, transfer, suspend, lay-off, recall, discharge, assign or discipline employees. A SUPERVISORY EMPLOYEE is one who, in the interest of the employer, effectively recommends such managerial actions if the exercise of such authority is not merely routinary or clerical in nature but requires the use of independent judgment. All employees not falling within any of the above definitions are considered rank-and-file employees for purposes of this Book (Art. 212 (M), LaborCode). On the matter of right to self-organization, a managerial employee cannot exercise such right; while a supervisor and a rank and file employee can (Arts. 245, 243, Labor Code).
Right to Strike: Sympathy vs. General Strike (2004)
Distinguish clearly but briefly between: Sympathy strike and general strike.
SUGGESTED ANSWERS:
In both a sympathy strike and in a general strike, there is a stoppage of work by the concerted action of employees. In both kinds of strike, the strike is not the result of a labor or industrial dispute. As the name implies, workers go on a SYMPATHY STRIKE to show their sympathy for certain workers who are on strike. On the other hand, in a GENERAL STRIKE, workers in the country or in a region, province, or city or municipality go on a strike to publicly protest a certain policy or action taken by the government. Thus, for instance, a general strike may be declared by workers to publicly protest the stand of President Arroyo that she is against an increase of the minimum wage at this time.
Right to Strike; Assumption Power
FACTS: Jenson & Jenson (J & J) is a domestic corporation engaged in the manufacturing of consumer products. Its rank-and-flle workers organized the Jenson Employees Union (JEU), a duty registered local union affiliated with PAFLU, a national union. After having been certified as the exclusive bargaining agent of the appropriate bargaining unit, JEUPAFLU submitted its proposals for a Collective Bargaining Agreement with the company. In the meantime, a power struggle occurred within the national union PAFLU between its National President, Manny Pakyao, and its National Secretary General, Gabriel Miro. The representation issue within PAFLU is pending resolution before the Office of the Secretary of Labor. By reason of this intra-union dispute within PAFLU, J & J obstinately and consistently refused to offer any counterproposal and to bargain collectively with JEUPAFLU until the representation issue within PAFLU shall have been resolved with finality. JEU-PAFLU filed a Notice of Strike. The Secretary of Labor subsequently assumed jurisdiction over the labor dispute.
1) Will the representation issue that has arisen involving the national union PAFLU, to which the duty registered local union JEU is affiliated, bar collective bargaining negotiation with J & J? Explain briefly. (3%)
2) Can the Secretary of Labor decide the labor dispute by awarding the JEU CBA Proposals as the Collective Bargaining Agreement of the parties? Explain briefly. (2%)
SUGGESTED ANSWER:
1. Representation issue in this case is not a bar
2. Yes. The Secretary of Labor can decide the labor dispute by awarding the JEU CBA proposals as the Collective Bargaining Agreement of the parties because when the Secretary of Labor (under Article 263[g]) assumes jurisdiction over a labor dispute causing or likely to cause a strike or lockout in an industry indispensable to the national interest, the Secretary of Labor exercises the power of compulsory arbitration over the labor dispute, meaning, that as an exception to the general rule, the Secretary of Labor now has the power to set or fix wages, rates of pay, hours of work or terms and conditions of employment by determining what should be the CBA of the parties. (See Divine Word University vs. Secretary of Labor, 213 SCRA 759)
ALTERNATIVE ANSWER:
What is involved in the case in the question is a corporation engaged in the manufacturing of consumer products. If the consumer products that are being manufactured are not such that a strike against the company cannot be considered a strike in an Industry indispensable for the national interest, then the assumption of Jurisdiction by the Secretary of Labor is not proper. Therefore, he cannot legally exercise the powers of compulsory arbitration in the labor dispute.
Right to Strike; Compulsory Arbitration; Certification to NLRC (1995)
What are the objectives of the Secretary of Labor and Employment in certifying a labor dispute to the NLRC for compulsory arbitration? Explain.
SUGGESTED ANSWER:
The objectives of the Secretary of Labor and Employment in certifying a labor dispute to the NLRC for compulsory arbitration is to prevent a work stoppage that may adversely affect the national interest and to see to it that a labor dispute is expeditiously settled.
Right to Strike; Effects; Hired Replacements (2006)
If due to the prolonged strike, ROSE Corporation hired replacements, can it refuse to admit the replaced strikers?
SUGGESTED ANSWER:
No. While present law recognizes the right of the employer to continue his business in the course of an economic strike, it assures the right of the strikers to return to their former positions at the expense of the replacements. Art. 264(a) of the Labor Code provides that mere participation of a worker in a lawful strike shall not constitute sufficient ground for termination of his employment, even if a replacement had been hired by the employer during such lawful strike (PT&T v. NLRC, G.R. No. 109281, December 7, 1995; Diwa ng Pagkakaisa v. Filtex International Corporation, Nos. L-23960 & L-23961, February 26, 1968).
Right to Strike; Effects; illegal strike (1995)
Are the strikers in an illegal strike entitled to reinstatement under the Labor Code? Explain.
SUGGESTED ANSWER:
NO. Union officers and members who commit illegal acts lose their employment status. Any union officer who knowingly participates in an illegal strike, and any worker or union officer who knowingly participates in the commission of illegal acts during a strike may be declared to have lost his employment status. Participants (not a union officer and did not commit any illegal act) may be entitled to reinstatement.
If the strike is declared illegal, will the strikers be entitled to their wages for the duration for the strike? Explain,
SUGGESTED ANSWER::
NO. The applicable doctrine will be: No work, no pay, unless there is an agreement to pay strike duration pay.
A division manager of a company taunted a union officer two days after the union submitted to the Department of Labor and Employment (DOLE) the result of the strike vote. The division manager said: The union threat of an unfair labor practice strike is phony or a bluff. Not even ten percent (10%) of your members will join the strike. To prove union member support for the strike, the union officer immediately instructed its members
to cease working and walk out. Two hours after the walkout, the workers voluntarily returned to work.
A. Was the walkout a strike? And if so, was it a valid activity? (3%) B. Can the union officer who led the short walkout, but who likewise voluntarily led the workers back to work, be disciplined by the employer? (3%)
SUGGESTED ANSWERS:
a) Yes, it was a strike because there was a work stoppage by concerted action and there is an existing labor dispute. It was not a valid activity because the requisites for a valid strike were not observed, (Art. 212, (o), (l) Labor Code).
b) Yes, the employer may discipline the union officer. An illegal strike is a cause for the union officer to be declared to have lost his employment status. [Art 263 (c), (d),(e), (f); Art 264 (a), Labor Code].
Right to Strike; Effects; Strikers illegal Acts (2006)
Assuming the company admits all the strikers, can it later on dismiss those employees who committed illegal acts?
SUGGESTED ANSWER:
No, when the company admits all the strikers, it is deemed to have waived the issue and
condoned the strikers who committed illegal acts (Citizens Labor Union v. Standard Vacuum Oil Co., G.R. No. L-7478, May 6,1955; TASLI-ALU v. CA, G.R. No. 145428, July 7, 2004).
Right to Strike; illegal dismissal (2003)
Magdalo, a labor union in Oakwood, a furniture manufacturing firm, after failing in its negotiations with Oakwood. filed with the Department of Labor and Employment (DOLE) a notice of strike. The DOLE summoned Magdalo and Oakwood for conciliation hearings to resolve the deadlock. Unable to agree despite efforts of the DOLE, Magdalo called a strike participated in by its officers and union members including Cesar Trinio, a rank-and-file employee, who led the walk out. Oakwood filed a petition to declare illegal the strike which Magdalo staged without observing the seven-day ban under the Labor Code. Oakwood claimed that the strike being illegal, all those who participated therein, including Cesar Trinio, could be dismissed as, in fact, they were so dismissed by Oakwood. Decide the case.
SUGGESTED ANSWER:
When Oakwood dismissed all the officers and members of the union who participated in the strike which was declared illegal because it was staged without observing the sevenday ban under the Labor Code. Oakwood illegally dismissed the union members, including Cesar Trinio. The Labor Code provides that a union officer who knowingly participates in an illegal strike loses his employment status. Thus, the union officers were legally dismissed. But for a union member to lose his employment status, he should have committed illegal acts during the strike, like acts of violence, coercion or intimidation or obstruction of ingress to or egress from the employers premises for lawful purposes or obstruction of public thoroughfares. The union members, including Cesar Trino, did not commit any of these acts. Thus, it would be illegal todismiss them.
Right to Strike; illegal lockout (1995)
Fifty percent (50%) of the employees of Grandeur Company went on strike after negotiations for a collective bargaining agreement ended in a deadlock. Grandeur Company, being a public utility, immediately petitioned the Secretary of Labor and Employment to assume jurisdiction and certify the case to the NLRC. On the fourth day of the strike and before the DOLE Secretary could assume jurisdiction or certify the case to the NLRC, the strikers communicated in writing their offer to return to work. Grandeur Company refused to accept the offer of the strikers because it realized that they were not at all capable of paralyzing the operations of the company. The strikers accused Grandeur Company of illegal lockout. Has Grandeur Company committed the act charged by refusing to accept the offer of the strikers to return to work? Discuss fully.
SUGGESTED ANSWER:
There is no law that prohibits strikers to decide not to continue with a strike that they have started. Thus, the company committed an illegal lockout in refusing to accept the offer of the strikers to return to work. Under the set of facts in the question, the Company did not give the required notice to lockout, much less did it observe the necessary waiting period, nor did it take a needed vote on the lockout. Thus, the lockout is illegal.
Right to Strike; illegal strike; Loss of Employment (1994)
Union A filed a Notice of Strike with the National Conciliation and Mediation Board (NCMB) of the Department of Labor and Employment. Upon a motion to dismiss by the Company on the ground that the acts complained of in the notice of strike are non-strikeable. The NCMB dismissed the Notice of Strike but continued to mediate the issues contained therein to prevent the escalation of the dispute between the parties. While the NCMB was conducting mediation proceedings, the Union proceeded to conduct a strike vote as provided for under the Labor Code. After observance of the procedural processes required under the Code, the Union declared a strike.
1. Is the strike legal? 2. Can the employer unilaterally declare those who participated in the strike as having lost their employment status? 3. What recourse do these employees (declared by the employer to have lost their employment status) have, if any?
SUGGESTED ANSWER:
1) NO. The strike is not legal. The Labor Code provides that no labor organization shall declare a strike without first having bargained collectively in accordance with its Title VII of Book V, which in turn provides that during conciliation proceedings at the NCMB, the parties are prohibited from doing any act that may disrupt or impede the early settlement of the dispute. (Arts. 264(a), also 250(d); Labor Code)
ALTERNATIVE ANSWER:
a) The strike is not legal, considering that it was declared after the NCMB dismissed the
Notice of Strike. Hence, it is as if, no notice of strike was filed. A strike declared without a notice of strike is illegal, (GOP-CCP vs. CIR, 93 SCRA 118).
b) No. The strike is illegal. It is already settled in the case of PAL vs. Secretary of Labor (Drilon) that the pendency of a mediation proceedings is a bar to the staging of a strike even if all the procedural requirements were complied with.
SUGGESTED ANSWER:
2) The employer may unilaterally declare those who participated in the strike as having lost their employment status but such unilateral declaration does not necessarily mean that thereby the strikers are legally dismissed. The strikers could still file a case of illegal dismissal and prove, if they can, that there was no just cause for their dismissal.
ALTERNATIVE ANSWER:
a) The employer cannot unilaterally declare those who participated in the Illegal strike as having lost their employment status. Only the union officers who knowingly participated In the strike and workers who knowingly participated in the commission of illegal acts. If any, may be declared to have lost their employment status. (Art. 264).
b) The employer has two options:
1. It may declare the strikers as having lost their employment status pursuant to Art. 264 of the Labor Code, or
2. It may file a case before the Labor Arbiter, under Art, 217, to have the strike declared illegal and after that proceed to terminate the strikers.
SUGGESTED ANSWER:
3) They could file a case of illegal dismissal. The strikers who are union officers may contend that the strike is not illegal. The strikers who are mere union members may contend that they did not commit any Illegal acts during the strike. (Art, 264, Labor Code)
ALTERNATIVE ANSWER:
a) The employees who were declared to have lost their employment status can file a complaint for illegal dismissal with the NLRC, or seek the assistance of the NCMB for conciliation/ mediation.
b) The recourse of the workers whose employment status are declared to have been lost is to file a case of illegal dismissal under Art. 217 of the Code, and to pray for the suspension of the effects of termination under Article 277(b) of the said Code because this involves a mass lay-off.
Right to Strike; Industries Vital to National Interest (2004)
Which of the following may be considered among industries most vital to national interest as to be the subject of immediate assumption of jurisdiction by the Secretary of Labor and Employment or certification for compulsory arbitration in case of strike or work stoppage arising from a labor dispute?
(1) Bulletin daily newspaper publishing company. (2) Local franchise of Jollibee and Starbucks. (3) Shipping and port services in Cebu and Manila. (4) Enchanted Kingdom, Elephant Island and Boracay Resort. (5) LBC, DHL and FedEx centers. Justify your answer or choice. (5%)
SUGGESTED ANSWER:
Certification of labor dispute for immediate assumption of jurisdiction by the Secretary of the Department of Labor and Employment, as indispensable to national interest. (Art. 263 [g], Labor Code).
1. Bulletin Daily Newspaper. Access to information, e.g., local, foreign, or otherwise are requirements for an informed citizenry.
2. Shipping and port services in Cebu and Manila. The country needs domestic sea transport due to our topography and for the smooth flow of business and government operations.
3. LBC, DHL, FEDEx Centers. Couriers are essential to foreign and domestic business and government operations.
2008 Bar Questions in Labor Law (with Authors Answers) i 1 Votes
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I.
a) Explain the automatic renewal clause of collective bargaining agreements. (3%)
[An automatic renewal clause, sometimes referred to as an "evergreen clause" purports to continue the terms of the contract or agreement indefinitely until the parties renegotiate and ratify a successor agreement. An automatic renewal clause is a cost item and it therefore does not bind the parties unless it has been ratified by the body.
In the absence of a binding automatic renewal clause, a CBA ends on its termination date. Once a CBA expires, while the parties continue to negotiate for a successor agreement, their obligations to one another are governed by the doctrine of maintaining the status quo.
The principle of maintaining the status quo demands that all terms and conditions of employment remain the same during collective bargaining after a CBA has expired. This does not mean that the expired CBA continues in effect; rather, it means that the conditions under which the workers worked endure throughout the collective bargaining process. ]
b) Explain the extent of workers right to participate in policy and decision-making process as provided under Article XIII, Section 3 of the Philippine Constitution. Does it include membership in the Board of Directors of a corporation. (3%)
[The workers have the right to participate in policy and decision-making process on matters affecting their rights and benefits. This participation can be through collective bargaining, grievance machineries, voluntary modes of settling disputes, and conciliation proceedings mediated by government.
This right does not automatically include the right to membership in the Board of Directors of a corporation, insofar as Sec. 23 of the Corporation Code requires the directors to be owners of at least one share of stock in a stock corporation, and must be subsisting members in a non-stock corporation. Cessation as stockholders or member, respectively, automatically disqualifies them as directors. Moreover, a majority of them must be Philippine residents.]
LABOR STANDARDS
E-E Relationship; Corporation (1999)
FACTS: Teofilo Lacson was one of more than one hundred (100) employees who were terminated from employment due to the closure of LBM Construction Corporation (LBM). LBM was a sister company of Lastimoso Construction, Inc. and RL Realty & Development Corporation. All three (3) entities formed what came to be known as the Lastimoso Group of Companies. The three (3) corporations were owned and controlled by members of the Lastimoso Family; their incorporators and directors all belonged to the Lastimoso family. The three (3) corporations were engaged in the same line of business, under one management, and used the same equipment including manpower services. Teofilo Lacson and his co-employees filed a complaint with the Labor Arbiter against LBM, RL Realty and Lastimoso Construction to hold them jointly and severally liable for backwages and separation pay. Lastimoso Construction, Inc. and RL Realty & Development Corporation interposed a Motion to Dismiss contending that they are Juridical entitles with distinct and separate personalities from LBM Construction Corporation and therefore, they cannot be held jointly and severally liable for the money claims of workers who are not their employees. Rule on the Motion to Dismiss. Should it be granted or denied? Why? (5%)
SUGGESTED ANSWER:
It is very clear that even if LBM Construction company, Lastimoso Construction Company, Inc. and RL Realty & Development Corporation all belong to the Lastimoso family and are engaged in the same line of business under one management and used the same equipment including manpower services, these corporations were separate juridical entities. Thus, only the LBM Construction Corporation is the employer of Teofllo Lacson. The other corporation do not have any employeremployee relations with Lacson. The case in question does not include any fact that would justify piercing the veil of corporate fiction of the other corporations in order to protect the rights of workers.In a case (Concept Builders, Inc. v. NLRC. 257 SCRA 149), the Supreme Court ruled that it is a fundamental principle of corporation law that a corporation is an entity separate and distinct from its stockholders and from other corporations to which it may be connected. But this separate and distinct personality of a corporation is merely a fiction created by law for convenience and to promote justice. So, when the notion of separate juridical personality is used to defeat public
convenience, justify wrong, protect fraud or defend crime, or is used as a device to defeat the labor laws, this separate personality of the corporation maybe disregarded or the veil of corporate fiction pierced.
ALTERNATIVE ANSWER:
Motion to Dismiss should be denied. In the case at bar, the Labor Arbiter would be justified in piercing the corporate veil and considering the three (3) corporations as one and the same entity as the employer of Teofilo Lacson because based on the facts the three corporations were owned and controlled by members of the Lstimoso family; their incorporators and directors all belonged to the Lastimoso family. The three (3) corporations were engaged in the same line of business, under one management and used the same equipment including manpower services. The facts show that the notion of legal entity is used to defeat public convenience, justify wrong, protect fraud, or defend crime, the law will regard the corporation as an association of persons, or in the case of two corporations, will merge them into one.
E-E Relationship; Determined by Facts & Laws (2000)
Banco de Manila and the Ang Husay Janitorial and Pest Control Agency entered into an Independent Contractor Agreement with the usual stipulations: specifically, the absence of employer-employee relationship, and the relief from liability clauses. Can the Bank, as a client, and the Agency, as an independent contractor, stipulate that no employer employee relationship exists between the Bank and the employees of the Agency who may be assigned to work in the Bank? Reason. (5%)
SUGGESTED ANSWER:
They can so stipulate if the relationship is indeed Job contracting. Yet the stipulation cannot prevail over the facts and the laws. The existence of employer-employee relationship is determined by facts and law and not by stipulation of the parties. (Insular Life Assurance Co.. Ltd. v. NLRC. 287 SCRA 476 (1998); Tabas v. California Manufacturing Co. Inc., 169 SCRA 497 (1989)].
ALTERNATIVE ANSWER:
Yes, they can stipulate provided that the contract of Independent contractor is valid in accordance with Art 106 of the Labor Code.
E-E Relationship; Elements (1996)
1) When does an employer- employee relationship exist?
SUGGESTED ANSWER:
The Supreme Court, in a long line of decisions has consistently ruled that the following are the elements of an employer-employee relationship: A. Selection and engagement of the employee; B. Payment of wages; C. Power of discipline and dismissal; and D. Power to control the employees conduct as regards his employment.
ALTERNATIVE ANSWER;
An employer-employee relationship exists when a person (an employer) who carries on a business, trade, Industry, undertaking, or activity of any kind uses the services of another person (an employee) who, receiving compensation, is under the employers orders as regards the employment.
E-E Relationship; GROs & Night Clubs (1999)
FACTS: Solar Plexus Bar and Night Club allowed by tolerance fifty (50) Guest Relations Officers (GRO) to work without compensation in its establishment under the direct supervision of its Manager from 8:00 p.m. to 4:00 a.m. everyday, including Sundays and holidays. The GROs, however, are free to ply their trade elsewhere at anytime but once they enter the premises of the night club, they are required to stay up to closing time. The GROs earned their keep exclusively from commissions for food and drinks, and tips from generous customers. In time, the GROs formed the Solar Ugnayan ng mga Kababaihang Inaapi (SUKI); a labor union duly registered with DOLE. Subsequently, SUKI filed a petition for certification election in order to be recognized as the exclusive bargaining agent of its members. Solar Plexus opposed the petition for certification election on the singular ground of absence of employer-employee relationship between the GROs on one hand and the night club on the other hand. May the GROs form SUKI as a labor organization for purposes of collective bargaining? Explain briefly. (5%).
SUGGESTED ANSWER:
The GROs may form SUKI as a labor organization for purposes of collective bargaining. There is an employer-employee relationship between the GROs and the night club. The Labor Code (in Article 138) provides that any woman who is permitted or suffered to work, with or without compensation, in any nightclub, cock tail lounge, massage clinic, bar or similar establishment, under the effective control or supervision of the employer for a substantial period of time as determined by the Secretary of Labor, shall be considered as an employee of such establishment for purposes of labor and social legislation. In the case at bar, it is clearly stated that the women once they enter the premises of the night club would be under the direct supervision of the manager from 8:00 p.m. to 4:00 a.m. everyday including Sundays and holidays. Such is indicative of an employer-employee relationship since the manager would be exercising the right of control.
E-E Relationship; Security Guards; Floating Status (1999)
FACTS: Asia Security & Investigation Agency (ASIA) executed a one-year contract with the Baron Hotel (BARON) for the former to provide the latter with twenty (20) security guards to safeguard the persons and belongings of hotel guests, among others. The security guards filled up Baron application form and submitted the executed forms directly to the Security Department of Baron. The pay slips of the security guards bore Barons logo and showed that Baron deducted therefrom the amounts for SSS premiums, medicare contributions and withholding taxes. Assignments of security guards, who should be on duty or on call, promotions, suspensions, dismissals and award citations for meritorious services were all done upon approval by Barons chief Security officer. After the expiration of the contract with Asia, Baron did not renew the same and instead executed another contract for security services with another agency. Asia placed the affected security guards on floating status on no work no pay basis. Having been displaced from work, the Asia security guards filed a case against the Baron Hotel for illegal dismissal, overtime pay, minimum wage differentials, vacation leave and sick leave benefits, and 13th month pay. Baron Hotel denied liability alleging that Asia is the employer of the security guards and therefore, their complaint for illegal dismissal and payment of money claims should be directed against Asia. Nevertheless, Baron filed a Third Party Complaint against Asia.
1. Is there an employer-employee relationship between the Baron Hotel, on one hand, and the Asia security guards, on the other hand? Explain briefly, (3%)
SUGGESTED ANSWER:
As a general rule, the security guards of a private security guard agency are the employees of the latter and not of the establishment that has entered into a contract with the private security guard agency for security services. But under the facts in the question, Baron Hotel appear to have hired the security guards, to have paid their wages, to have the power to promote, suspend or dismiss the security guards and the power of control over them, namely, the security guards were under orders of Baron Hotel as regard their employment. Because of the above-mentioned circumstances, Baron Hotel is the employer of the security guards.
2. Assuming that ASIA is the employer, is the act of ASIA in placing the security guards on floating status lawful? Why? (2%)
SUGGESTED ANSWER:
It is lawful for a private security guard agency to place its security guard on a floating status if it has no assignment to give to said security guards. But if the security guards are placed on a floating status for more than six (6) months, the security guards may consider themselves as having been dismissed.
E-E Relationship; Self-Employed (2003)
Pablo was a farm-hand in a plantation owned by ABC & Co., working approximately 6 days a week for a good 15 years. Upon Pablos death, his widow filed a claim for burial grant and pension benefits with the Social Security System (SSS). The claim was denied on the ground that Pablo had not been a registered member-employee. Pablos widow filed a petition before the SSS asking that ABC & Co. be directed to pay the premium contributions of Pablo and that his name be reported for SSS coverage. ABC & Co. countered that Pablo was hired to plow, harrow and burrow, using his own carabao and other implements and following his own schedule of work hours, without any supervision from the company. If proven, would this factual setting advanced by ABC & Co. be a valid defense against the petition?
SUGGESTED ANSWER:
ABC & Co. has a valid defense. Pablo should be an employee of ABC & Co. to be under the compulsory coverage of the SSS. To be an employee, Pablo should be under the control of ABC & Co. as regards his employment. But the facts show that he was not under the control of ABC & Co. as regards his employment. Among others, he had his own schedule of work hours, without any supervision from the company. Thus, he is an independent contractor and not an employee. An independent contractor is not under the compulsory coverage of the SSS. He maybe covered as a self-employed person. But then as such, ABC & Co. has no legal obligation to report Pablo for coverage under the SSS because ABC & Co. is not Pablos employer.
It is not a valid defense, for Pablo could be considered an employee of ABC & Co. The elements of hiring, payment of wages, power to dismiss and power to control are presumed from the fact that Pablo is working 6 days a week, for 15 years now. Pablos use of his plow, harrow, burrow, carabao and other implements and his having his own schedule of work hours without any supervision from the company do not erase the element of control on the part of ABC & Co. because under the control test, it is enough that the employers right to control exists. It is not necessary that the same be exercised by the employer, it is enough that such right to control exists. (Religious of the Virgin Mary v. NLRC. 316 SCRA 614, 629 (1999)
E-E Relationship; Workers paid by Results (2004)
B. TRX, a local shipping firm, maintains a fleet of motorized boats plying the island barangays of AP, a coastal town. At days end the boat operators/crew members turn over to the boat owner their cash collections from cargo fees and passenger fares, less the expenses for diesel fuel, food, landing fees and spare parts. Fifty percent (50%) of the monthly income or earnings derived from the operations of the boats are given to the boatmen by way of compensation. Deducted from the individual shares of the boatmen are their cash advance and peso value of their absences, if any. Are these boatmen entitled to overtime pay, holiday pay, and 13th month pay? (5%)
SUGGESTED ANSWER:
If the boatmen are considered employees, like jeepney drivers paid on a boundary system, the boatmen are not entitled to overtime and holiday pay because they are workers who are paid by results. Said workers, under the Labor Code are not entitled, among others, to overtime pay and holiday pay. In accordance with the Rules and Regulations implementing the 13th month pay law, however, the boatmen are entitled to the 13th month pay. Workers who are paid by results are to be paid their 13th month pay.
No. The arrangement between the boat owner and the boat operators/crew members partook of the nature of a joint venture. The boatmen did not receive fixed compensation as they shared only in the cash collections from cargo fees and passenger fares, less expenses for fuel, food, landing fees and spare parts. It appears that there was neither right of control nor actual exercise of such right on the part of the boat owner over the boatmen. It is clear that there was no employer employee relationship between the boat owner and the boatmen. As such, these boatmen are not entitled to overtime pay, holiday pay and 13th month pay.
E-E Relationship; Working Student & School (1997)
Ruben Padilla entered into a written agreement win Gomburza College to work for the latter in exchange for the privilege of studying in said institution. Rubens work was confined to keeping clean the lavatory facilities of the school. One school day, Ruben got into a fist fight with a classmate, Victor Monteverde, as a result of which the latter sustained a fractured arm. Victor Monteverde filed a civil case for damages against Ruben Padilla, impleading Gomburza College due to the latters alleged liability as an employer of Ruben Padilla. Under the circumstances, could Gomburza College be held liable by Victor Monteverde as an employer of Ruben Padilla?
SUGGESTED ANSWER:
Gomburza College is not liable for the acts of Ruben Padilla because there is no employer employee relationship between them. As provided in the Rules and Regulations Implementing the Labor Code there is no employer-employee relationship between students on one hand, and schools, colleges, or universities on the other, where students work with the latter in exchange for the privilege to study free of charge, provided the students are given real opportunity, including such facilities as may be reasonable and necessary to finish their chosen courses under such arrangement.
ALTERNATIVE ANSWER;
Gomburza College can be held liable by Victor Monteverde as an employer of Ruben Padilla. Applying the control test, the College is the employer of Padilla because in the latters work of keeping clean the lavatory facilities of the school, he is under the control of the College as regards his employment. However, Ruben Padilla was not acting within his assigned tasks. Art. 2180. New Civil Code provides: The obligation imposed by Art. 2176 (Quasi-delicts) is demandable xxx (also from) employers (who) shall be liable for the damages caused by their employees xxx acting within the scope of their assigned tasks, even though the former are not engaged in any business or industry. It could be argued that Ruben Padilla was not acting within the scope of his assigned tasks; thus, his employer, Gomburza College is not liable.
Employment; Aliens; Requisites (1995)
2. Phil-Norksgard Company, Inc., a domestic corporation engaged in the optics business, imported from Sweden highly sophisticated and sensitive instruments for its laboratory. To install the instruments and operate them, the company intends to employ Borja Anders, a Swedish technician sojourning as a tourist in the Philippines. As lawyer of the company, what measures will you take to ensure the legitimate employment of Borja Anders and at the same time protect Philippine labor. Discuss fully.
SUGGESTED ANSWER:
To ensure the legitimate employment of Borja Anders, a non-resident alien, I will apply at the Department of Labor and Employment for the Issuance of an employment permit claiming that there is no one in the Philippines who can do the work that Anders is being asked to do. At the same time, to protect Philippine labor, I will see to it that Anders will have an understudy who will learn, by working with Anders, how to install and operate the highly sophisticated and sensitive instruments from Sweden.
ALTERNATIVE ANSWER;
To protect Philippine Labor, the Labor Code provides that the alien employee shall not transfer to another Job or change his employer without prior approval of the Secretary of Labor.
Employment; Children; Below 15 yrs old (2004)
A spinster school teacher took pity on one of her pupils, a robust and precocious 12-year old boy whose poor family could barely afford the cost of his schooling. She lives alone at her house near the school after her housemaid left. In the afternoon, she lets the boy do various chores as cleaning, fetching water and all kinds of errands after school hours. She gives him rice and P30.00 before the boy goes home at 7:00 every night. The school principal learned about it and charged her with violating the law which prohibits the employment of children below 15 years of age. In her defense, the teacher stated that the work performed by her pupil is not hazardous, and she invoked the exception provided in the Department Order of DOLE for the engagement of persons in domestic and household service. Is her defense tenable? Reason. (5%)
SUGGESTED ANSWER:
No, her defense is not tenable. Under Article 139 of the Labor Code on minimum employable age, no child below 15 years of age shall be employed except when he works directly under the sole responsibility of his parents or guardian, the provisions of the alleged Department Order of DOLE to the contrary notwithstanding. A mere Department Order cannot prevail over the express prohibitory provisions of the Labor Code. [Note: Sec. 3, RA 9231 allows a child below 15 years of age to work for not more than 20 hours a week; provided, that the work shall not be more than four (4) hours at any given day; provided, further, that he does not work between 8 oclock in the evening and 6 oclock in the morning of the following day; and provided, finally, that the work is not hazardous or deleterious to his health or morals. THIS IS A RECENT LAW APPROVED ONLY ON JULY 28, 2003, which is beyond the cut-off
period of the Bar Exams]
Employment; Driver as Househelper & in a Commercial Establishment (1998)
The weekly work schedule of a driver is as follows: Monday, Wednesday, Friday - Drive the family car to bring and fetch the children to and from school. Tuesday, Thursday. Saturday - Drive the family van to fetch merchandise from suppliers and deliver the same to a boutique in a mall owned by the family. Is the driver a househelper? [3%]
The same driver claims that for work performed on Tuesday, Thursday and Saturday, he should be paid the minimum daily wage of a driver of a commercial establishment. Is the claim of the driver valid? [2%]
SUGGESTED ANSWER:
The driver is a househelper. A person is a househelper or is engaged in domestic or household service if he/she renders services in the employers home which are usually necessary or desirable for the maintenance and enjoyment thereof and includes ministering to the personal comfort and convenience of the members of the employers household including the services of family drivers. A family driver who drives the family van to fetch merchandise from suppliers and delivers the same to a boutique in a mall owned by the family for whom he works should be paid the minimum daily wage of a driver in a commercial establishment. The Labor Code (in Article 143) provides that no househelper shall be assigned to work in a commercial, industrial or agricultural enterprise at a wage or salary rate lower than that provided by law for agricultural or non-agricultural workers.
Employment; Handicapped Employee (1998)
A lady worker was born with a physical deformity, specifically, hard of hearing, speech impaired, and color blind. However, these deficiencies do not impair her working ability. Can the employer classify the lady worker as a handicapped worker so that her daily wage will only be seventy-five percent (75%) of the applicable daily minimum wage? [5%]
SUGGESTED ANSWER:
No, the employer cannot classify the lady worker as a handicapped worker because according to the facts in the question, her deficiencies do not impair her working ability. If her earning capacity is therefore not also impaired, then she cannot be considered a handicapped worker. Because of the above fact, the employer shall not pay her less than the applicable daily minimum wage. (See Article 78 of the Labor Code).
Yes, the employer can classify the lady worker as a handicapped worker because her earning capacity may be impaired by her physical deficiencies As such handicapped worker, the employer may enter into an employment agreement with her whereby the rate to be paid to her may be less than the applicable legal minimum wage but not less than 75% of such wage.
Employment; Handicapped Employee (2000)
Ana Cruz has a low IQ. She has to be told at least three times before she understands her daily work assignment. However, her work output is at least equal to the output of the least efficient worker in her work section. Is Ms, Cruz a handicapped worker? Explain. (5%)
SUGGESTED ANSWER:
No, low IQ or low efficiency does not make the worker handicapped in the contemplation of law. Handicap means such physical or mental infirmity that impairs capacity to work. The deficiency may also be due to age or injury. (Art 78. Labor Code).
Employment; Handicapped Workers; Contractual Employees (2006)
For humanitarian reasons, a bank hired several handicapped workers to count and sort out currencies. Their employment contract was for six (6) months. The bank terminated their employment on the ground that their contract has expired prompting them to file with the Labor Arbiter a complaint for illegal dismissal. Will their action prosper? (5%)
ALTERNATIVE ANSWER:
Their action will not prosper because they are covered by the fixed term employment contract which automatically lapsed at the end of the 6-month period (Brent School v. Zamora, G.R. No. 48494, February 5, 1990; Art. 280, Labor Code). A contract of employment for a definite period terminates on its own term at the end of its period. It does not necessarily follow that the parties are forbidden from agreeing on a fixed period of time for the performance of activities usually necessary and desirable in the usual business of the employer (Pangilinan v. Gen. Milling, G.R. No. 149329, July 12, 2004).
ALTERNATIVE ANSWER:
Yes. Undeniably, handicapped workers are never on equal terms with the bank as employer. In Philippine National Oil Company-Energy Development Corporation v. NLRC, G.R. No. 97747, March 31, 1993, the
Supreme Court set down two criteria under which fixed contracts of employment do not circumvent security of tenure, to wit:
1. The fixed period of employment was knowingly and voluntarily agreed upon by the parties, without any force, duress or improper pressure being brought to bear upon the employee and about any other circumstances vitiating his consent; or
2. It satisfactorily appears that the employer and the employee dealt with each other on more or less equal terms with no moral dominance whatever being exercised by the former on the latter. Even granting that the handicapped workers and the bank agreed to term employment, it could not be said that they dealt with each other on more or less equal terms with no moral dominance whatever being exercised by the former over the latter.
Employment; Homeworkers (2000)
b) Mrs. Josie Juan is the confidential secretary of the Chairman of the Board of the bank. She is presently on maternity leave. In an arrangement where the Chairman of the Board can still have access to her services, the bank allows her to work in her residence during her leave. For this purpose, the bank installed a fax machine in her residence, and gave her a cellphone and a beeper. Is Mrs. Juan a homeworker under the law? Explain. (3%)
SUGGESTED ANSWER:
No, she is actually an office worker. She is not an industrial homeworker who accepts work to be fabricated or processed at home for a contractor, which work, when finished, will be returned to or repurchased by said contractor. (Art. 155, Labor Code).
Employment; Househelpers (2000)
a) Nova Banking Corporation has a resthouse and recreational facility in the highlands of Tagaytay City for the use of its top executives and corporate clients. The resthouse staff includes a caretaker, two cooks and a laundrywoman. All of them are reported to the Social Security System as domestic or household employees of the resthouse and recreational facility and not of the bank. Can the bank legally consider the caretaker, cooks and laundrywoman as domestic employees of the resthouse and not of the bank? (3%)
SUGGESTED ANSWER:
No, they are not domestic employees. They are bank employees because the resthouse and recreational facility are business facilities as they are for use of the top executives and clients of the bank. [Art. 141, Labor Code; Apex Mining Co., Inc. v. NLRC, 196 SCRA 251 (1991); Traders Royal Bank v. NLRC. G.R. No. 127864, December 22. 1999]
Employment; Minors (2006)
Determine whether the following minors should be prohibited from being hired and from performing their respective duties indicated hereunder: (5%)
1. A 17-year old boy working as miner at the Walwadi Mining Corporation.
SUGGESTED ANSWER:
It is absolutely Prohibited for any person below 18 years of age to be employed in hazardous work, harmful to health and safety (Sec. 3, Rule 12, Book 3, ties Implementing the Labor Code), including construction work, logging, firefighting, mining, quarrying, stevedoring, dock work, deep sea
fishing and mechanized fishing (Sec. 8[2], Rule 1, Book 4, Rules Implementing the Labor Code).
2. An 11-year old boy who is an accomplished singer and performer in different parts of the country.
SUGGESTED ANSWER:
Under RA. 7610, Section 12, as amended by RA. No. 9231 states that: Employment of children children below 15 years of age shall not be employed (Art. 139, Labor Code) except when the following conditions are met:
(a) When the childs participation in public entertainment is essential; (b) There is a written contract approved by the DOLE and signed by the childs parents or legal guardians, with the express consent of the child; and (c) the employer who employs the child must secure a work permit from the DOLE.
3. A 15-year old girl working as a library assistant in a girls high school.
SUGGESTED ANSWER:
She may work as a library assistant provided:
(1) The employment does not endanger her life, safety, morals and normal development;
(2) She is given the opportunity for primary or secondary education; and
(3) The employment does not exceed 8 hours a day and 40 hours a week (Sees. 12 & 14, RA. 7610, as amended by RA. 9231).
4. A 16-year old girl working as model promoting alcoholic beverages.
SUGGESTED ANSWER:
Section 14, Article 8, RA. 7610, as amended by Section 5, RA. 9231 states that a child shall be prohibited to act as a model in any advertisement directly or indirectly promoting alcoholic beverages, intoxicating drinks, tobacco and its byproducts, gambling or any form of violence or pornography.
5. A 17-year old boy working as a dealer in a casino.
SUGGESTED ANSWER:
Section 14, Article 8, RA. 7610, as amended by Section 5, RA. 9231 prohibits the boy from working as a dealer in a casino as this promotes gambling. Moreover, DOLE Dept. Order No. 04, series of 1999, expressly prohibits employment of teenagers in gambling halls.
Employment; Minors; Hazardous Work (2002)
B. You were asked by a paint manufacturing company regarding the possible employment as a mixer of a person, aged seventeen (17), who shall be directly under the care of the section supervisor. What advice would you give? Explain briefly. (2%)
SUGGESTED ANSWER:
B. I will advise the paint manufacturing company that ft cannot hire a person who is aged seventeen (17). Art 139 (c) of the Labor Code provides that a person below eighteen (18) years of age shall not be allowed to work in an undertaking which is hazardous or deleterious in nature as determined by the Secretary of Labor. Paint manufacturing has been classified by the Secretary of Labor as a hazardous work.
Employment; Radio-TV Show Host; Expiration of Term (2005)
(1) Malyn Vartan is a well-known radio-TV show host. She signed a contract with XYZ Entertainment Network to host a one-hour daily talk show where she interviews various celebrities on topical subjects that she herself selects. She was paid a monthly remuneration of P300,000.00. The program had been airing for almost two years when sponsors advertising revenues dwindled, constraining the network to cancel the show upon the expiration of its latest contract with Ms. Vartan. The talk-show host protested the discontinuance of her monthly talent fee, claiming that it was tantamount to her illegal dismissal from the network since she has already attained the status of a regular employee. (6%)
(a) As the networks legal counsel, how would you justify its decision to cancel Ms. Vartans program which in effect terminated her services in the process?
ALTERNATIVE ANSWER:
As the networks legal counsel, I will argue that Ms. Vartan is under contract on a fixed term employment basis. The network cancelled the show upon the expiration of its latest contract with Ms. Vartan. Hence, this does not involve dismissal but an expiration of term. (Felix v. Buenaseda, G.R. No. 109704, January 17,1995; St. Theresas School of Novaliches Foundation v. NLRC, G.R. No. 122955, April 15, 1998)
ALTERNATIVE ANSWER:
As the networks counsel, there was no termination of her services, only the expiration of her contract, being an independent contractor. (Sonza v. ABSCBN, G.R. No. 138051, June 10, 2004)
(b) As counsel for the talk-show host, how would you argue your case?
ALTERNATIVE ANSWER.
As a radio-TV talk show host, Ms. Vartan is performing an activity which is necessary and desirable in the usual trade or business of XYZ Entertainment Network. Hence, Ms. Vartan is a regular employee and cannot be terminated except for cause and only after due process. The cancellation of the program is tantamount to closure but XYZ Entertainment Network did not comply with the procedural requirements of law, i.e., 30 days notice to Ms. Vartan and to DOLE prior to the intended date of termination.
ALTERNATIVE ANSWER:
As counsel for the talk show host, I will argue that she is a regular employee. First, she performs job that is necessary and desirable to the nature of the business of the employer; Second, she serves for at least one (1) year which is an indication of regular employment.
Employment; Women; Anti-Sexual Harassment Act (2000)
A Personnel Manager, while interviewing an attractive female applicant for employment, stared
directly at her for prolonged periods, albeit in a friendly manner. After the interview, the manager accompanied the applicant to the door, shook her hand and patted her on the shoulder. He also asked the applicant if he could invite her for dinner and dancing at some future time. Did the Personnel Manager, by the above acts, commit sexual harassment? Reason. (3%)
SUGGESTED ANSWER:
Yes, because the Personnel Manager, a man, is in a position to grant or not to grant a favor (a job) to the applicant. Under the circumstances, inviting the applicant for dinner or dancing creates a situation hostile or unfriendly to the applicants chances for a job if she turns down the invitation. [Sec. 3(a)(3), R.A. No. 7877, Anti-Sexual Harassment Act].
ALTERNATIVE ANSWER:
There is no sexual harassment because there was no solicitation of sexual favor in exchange of employment. Neither was there any intimidating, hostile or offensive environment for the applicant.
b) In the course of an interview, another female applicant inquired from the same Personnel Manager if she had the physical attributes required for the position she applied for. The Personnel Manager replied: You will be more attractive if you will wear micro-mini dresses without the undergarments that ladies normally wear. Did the Personnel Manager, by the above reply, commit an act of sexual harassment? Reason. (3%)
SUGGESTED ANSWER:
No, the Personnel Managers reply to the applicants question whether she qualifies for the position
she is applying for does not constitute sexual harassment. The Personnel Manager did not ask for or insinuate a request for a sexual favor in return for a favorable action on her application for a job. But the Managers statement may be offensive if attire or physical look is not a criterion for the job being applied for.
ALTERNATIVE ANSWER:
Yes. The remarks would result in an offensive or hostile environment for the employee. Moreover, the remarks did not give due regard to the applicants feelings and it is a chauvinistic disdain of her honor, justifying the finding of sexual harassment [Villarama v. NLRC, 236 SCRA 280 (1994)]
A. Pedrito Masculado, a college graduate from the province, tried his luck in the city and landed a job as utility/maintenance man at the warehouse of a big shopping mall. After working as a casual employee for six months, he signed a contract for probationary employment for six months. Being well-built and physically attractive, his supervisor, Mr. Hercules Barak, took special interest to befriend him. When his probationary period was about to expire, he was surprised when one afternoon after working hours, Mr. Barak followed him to the mens comfort room. After seeing that no one else was around, Mr. Barak placed his arm over Pedritos shoulder and softly said: You have great potential to become regular employee and I think I can give you a favorable recommendation. Can you come over to my condo unit on Saturday evening so we can have a little drink? Im alone, and Im sure you want to stay longer with the company. Is Mr. Barak liable for sexual harassment committed in a work-related or employment environment? (5%)
SUGGESTED ANSWER:
Yes, the elements of sexual harassment are all present. The act of Mr. Barak was committed in a workplace. Mr. Barak, as supervisor of Pedrito Masculado, has authority, influence and moral ascendancy over Masculado.
B. Given the specific circumstances mentioned in the question like Mr. Barak following Masculado to the comfort room, etc. Mr. Barak was requesting a sexual favor from Masculado for a favorable recommendation regarding the latters employment. It is not impossible for a male, who is a homosexual, to ask for a sexual favor from another male.
I do not see any sexual favor being solicited. Having a little drink in Mr. Baraks Condo Unit, as condition for a favorable recommendation is not one of the prohibited acts enumerated in Sec. 3 (a) of R.A. 7877, otherwise known as the AntiSexual Harassment Act of 1995.
Employment; Women; Anti-Sexual, Harassment vs. Discrimination against Women (2003)
Can an individual, the sole proprietor of a business enterprise, be said to have violated the AntiSexual Harassment Act of 1995 if he clearly discriminates against women in the adoption of policy standards for employment and promotions in the enterprise? Explain.
SUGGESTED ANSWER:
When an employer discriminates against women in the adoption of policy standards for employment and promotion in his enterprise, he is not guilty of sexual harassment. Instead, the employer is guilty of discrimination against women employees which is declared to be unlawful by the Labor Code. For an employer to commit sexual harassment, he - as a person of authority, influence or moral ascendancy -should have demanded, requested or otherwise required a sexual favor from his employee whether the demand, request or requirement for submission is accepted by the object of said act.
Employment; Women; Discrimination by reason of Age (1998)
At any given time, approximately ninety percent (90%) of the production workforce of a semiconductor company are females. Seventy-five percent (75%) of the female workers are married and of child-bearing years. It is imperative that the Company must operate with a minimum number of absences to meet strict delivery schedules. In view of the very high number of lost working hours due to absences for family reasons and maternity leaves, the Company adopted a policy that it will employ married women as production workers only if they are at least thirty-five (35) years of age. Is the policy violative of any law? [5%]
SUGGESTED ANSWER:
Yes, it is violative of Article 140 of the Labor Code which provides that no employer shall discriminate against any person in respect to terms and conditions of employment on account of his age.
The policy of the company to employ married women as production workers only if they are at least thirty-five (35) years of age is valid. There is no prohibition in the Labor Code for such an employer to exercise this management function. There is a justifiable basis for the company policy. i.e., the need for continuity of production with minimum absences because of the peculiar business conditions and needs of the company, i.e., very tight delivery schedules. The company respects the institution of marriage as shown by the fact that it employs married women. There is no violation of the stipulation against marriage (Art.136), and prohibited acts (Art. 137} of the Labor Code.
STILL ANOTHER SUGGESTED ANSWER:
It may be noted that the policy is directed only to married women. This may violate the spirit of Article 136 of the Labor Code which provides that it shall be unlawful for an employer to require as a condition of employment or continuation of employment that a woman shall not get married.
Employment; Women; Discrimination by reason of Marriage (1995)
Fil-Aire Aviation Company (FIL-AIRE) is a new airline company recruiting flight attendants for its domestic flights. It requires that the applicant be single, not more than 24 years old, attractive, and familiar with three (3) major Visayan dialects, viz: Ilongo, Cebuano and Waray. Lourdes, 23 years old, was accepted as she possessed all the qualifications. After passing the probationary period, Lourdes disclosed that she got married when she was 18 years old but the marriage was already in the process of being annulled on the ground that her husband was afflicted with a sexually transmissible disease at the time of the celebration of their marriage. As a result of this revelation, Lourdes was not hired as a regular flight attendant. Consequently, she filed a complaint against FIL-AIRE alleging that the preemployment qualifications violate relevant provisions of the Labor Code and are against public policy. Is the contention of Lourdes tenable? Discuss fully.
SUGGESTED ANSWER:
The contention of Lourdes is tenable. When she was not hired as a regular flight attendant by FILAIRE because she disclosed that she got married when she was 18 years old. The airline company violated the provision of the Labor Code which states: It shall be unlawful for an employer to require as a condition of employment or continuation of employment that a woman employee shall not get married, or to stipulate expressly or tacitly that upon getting married a woman employee shall be deemed resigned or separated, or to actually dismiss, discharge, discriminate or otherwise prejudice a woman employee merely by reason of her marriage.
Employment; Women; discrimination; illegal dismissal (1997)
Dinna Ignacio was hired by Stag Karaoke Club as a guest relations officer. Dinna was also required to sing and dance with guests of the club. In Dinna Ignacios employment contract, which she signed, the following stipulations appeared: Compensation: Tips and commissions coming from guests shall be subjected to 15% deduction. Hours of work: 5 P.M. up to 2 A.M. dairy including Sundays and Holidays Other conditions: Must maintain a body weight of 95 Ibs., remain single. Marriage or pregnancy will be considered as a valid ground for a termination of employment. A year later, Dinna Ignaclo requested to go on leave because she would be getting married to one of the clubs regular guests. The management of the club dismissed her. Dinna filed a complaint for illegal dismissal, night shift differential pay, backwages, overtime pay and holiday pay. Discuss the merits of Dinnas complaint.
SUGGESTED ANSWER:
The first issue to be resolved is: Is Dinna Ignacio an employee of the Star Karaoke Club? Yes, she is an employee per the provision of the Labor Code that states: Any woman who is permitted or suffered to work, with or without compensation, in any night club, cocktail lounge, massage clinic, bar or similar establishment, under the effective control or supervision of the employer for a substantial period shall be considered an employee of such establishment for purposes of labor and social legislation(Art. 138). In Dinnas conditions of employment have all the aforesaid characteristics. She has been illegally dismissed. The Labor Code expressly provides, that It shall be unlawful for an employer to require as a condition of employment or continuation of employment that a woman employee shall not get married, or to stipulate expressly or tacitly that upon getting married a woman employee shall be deemed resigned or separated, or to actually dismiss, discharge, discriminate or otherwise prejudice a woman employee merely by reason of her marriage. (Art. 136) Because of her illegal dismissal, she is entitled to backwages from the time her compensation was withheld from her to the time of her actual reinstatement. Dinna is not entitled to night differential pay, overtime pay and holiday pay because she belongs to one of those classes of employees who are not covered by the provision of the Labor Code providing for these benefits. She is a worker paid by results, since her compensation is determined by the tips and commission that she receives from her guests.
Employment; Women; Sexual Harassment Act (2005)
Carissa, a comely bank teller, was due for her performance evaluation which is conducted every six months. A rating of outstanding is rewarded with a merit increase. She was given a below average rating in the last two periods. According to the banks personnel policy, a third rating of below average will result in termination. Mr. Perry Winkle called Carissa into his office a few days before submitting her performance ratings. He invited her to spend the night with him in his rest house. She politely declined. Undaunted, Mr. Winkle renewed his invitation, and Carissa again declined. He then warned her to watch out because she might regret it later on. A few days later, Carissa found that her third and last rating was again below average. Carissa then filed a complaint for sexual harassment against Mr. Winkle with the Department of Labor and Employment. In his counter-affidavit, he claimed that he was enamored with Carissa. He denied having demanded, much less received any sexual favors from her in consideration of giving her an outstanding rating. He also alleged that the complaint was premature because Carissa failed to refer the matter to the Committee on Decorum and Discipline for investigation and resolution before the case against him was filed. In her reply affidavit, Carissa claimed that there was no need for a prior referral to the Committee on Decorum and Discipline of her complaint. Resolve the case with reasons. (5%)
SUGGESTED ANSWER:
I will hold Mr. Perry Winkle guilty of sexual harassment. This resolution is predicated mainly upon the following considerations: (1) Mr. Perry Winkle exercises authority, influence or moral ascendancy over Carissa; (2) Mr. Winkles insistence in inviting Carissa to spend the night with him in his rest house implies a request or demand for a sexual favor; (3) Mr. Winkles warning clearly manifests that the refusal of the sexual favor would jeopardize Carissas continued employment; and (4) Mr. Winkles invitation for a sexual favor will result in an intimidating, hostile, or otherwise offensive working environment for Carissa. Carissa is correct in stating that there was no need for prior referral to the Committee on Decorum and Discipline of her complaint because nothing in the law precludes the victim of sexual harassment from instituting a separate and independent action for damages and other affirmative relief. (Sec. 6, R.A. No. 7877)
Employment; Women; Sexual Harassment Act (2006)
As a condition for her employment, Josephine signed an agreement with her employer that she will not get married, otherwise, she will be considered resigned or separated from the service. Josephine got married. She asked Owen, the personnel manager, if the company can reconsider the agreement. He told Josephine he can do something about it, insinuating some sexual favors. She complained to higher authorities but to no avail. She hires you as her counsel. What action or actions will you take? Explain. (5%)
ALTERNATIVE ANSWER:
I will file a criminal case against Owen for violation of RA. No. 7877, otherwise known as the AntiSexual Harassment Act of 1995. I will also file a separate and independent action for damages against Owen. By reason of the fact that the Company did not take immediate action thereon, I will include the Company in the civil suit for damages and make it jointly and severally liable with Owen.
ALTERNATIVE ANSWER:
Aside from filing a criminal case against Owen for violation of the Sexual Harassment Law (R.A. 7877) and a separate action for damages, impleading the company, I will also file an action for constructive dismissal against the Company since the employee was placed in a job atmosphere imposing oppressive work conditions contrary to public policy and morals.
Independent Contractor (2001)
(a) X is a bona fide service contractor providing manpower services to various companies, possessing the necessary capital and equipment needed to effectively carry out its commitments. Y is an employee of X and assigned to work as a janitor in Company Z. In the course of Ys assignment, Zs supervisors and employees would give verbal instructions to Y as to how and where to perform his work. X pays Y salary. Subsequently, Ys services were terminated by X. Y sued Z for Illegal dismissal. May Ys case against Z prosper? Why? (2%).
SUGGESTED ANSWER:
Ys case against Z will not prosper, because Z is not the employer of Y. The employer of Y is X. Y would be an employee of Z if X here is a labor-only contractor but X is not a labor-only contractor. He possesses the necessary capital and equipment needed to effectively carry out its commitment as a service contractor. Applying the control test, the fact that Zs supervisors and employees give verbal instructions to Y as to how and where to perform his work does not necessarily mean that thereby he is under the control of Z as regards his employment as long as X, as service contractor, actually directs the work of Y. It should also be noted that X pays the salary of Y as the employee of the former.
ANOTHER SUGGESTED ANSWER;
Yes, Ys case against Company Z will prosper. Company Z will be deemed the direct employer because the Company directly and specifically controlled the manner by which the work should be done and, and by doing so also the result. (See Traders Royal Bank vs. NLRC, December 2. 1999). The presence of the element or factor of control, which is the most important factor in determining the existence of an employer-employee relationship is present. In Religious of the Virgin Mary vs. NLRC, G.R. No. 103606, October 13, 1999, the Supreme Court, ruled: As this Court has consistently ruled, the power of control is the most decisive factor in determining the existence of employer employee relationship.
Independent Contractor (2002)
Pandoy, an electronics technician, worked within the premises of Perfect Triangle, an auto accessory shop. He filed a complaint for illegal dismissal, overtime pay and other benefits against Perfect Triangle, which refused to pay his claims on the ground that Pandoy was not its employee but was an independent contractor. It was common practice for shops like Perfect Triangle to collect the service fees from customers and pay the same to the independent contractors at the end of each week. The auto shop explained that Pandoy was like a partner who worked within its premises, using parts provided by the shop, but otherwise Pandoy was free to render service in the
other auto shops. On the other hand, Pandoy insisted that he still was entitled to the benefits because he was loyal to Perfect Triangle, it being a fact that he did not perform work for anyone else. Is Pandoy correct? Explain briefly. (5%)
SUGGESTED ANSWER:
Pandoy is not correct. He is not an employee because he does not meet the fourfold test for him to be an employee of Perfect Triangle. All that he could claim is: he worked within the premises of Perfect Triangle. Pandoy was NOT engaged as an employee by Perfect Triangle. He was NOT paid wages by Perfect Triangle. Perfect Triangle does NOT have the power to dismiss him although Perfect Triangle may not continue to allow him to work within its premises. And most important of all, Pandoy was NOT under the control of Perfect Triangle as regards the work he performs for customers. The Supreme Court has ruled: In stark contrast to the Companys regular employees, there are independent, free lance operators who are permitted by the Company to position themselves proximate to the Company premises. These independent operators are allowed by the Company to wait on Company customers who would be requiring their services. In exchange for the privileges of favorable recommendation by the Company and immediate access to the customers in need of their services, these independent operators allow the Company to collect their service fee from the customer and this fee is given back to the Independent operator at the end of the week. In effect, they do not earn fixed wages from the Company as their variable fees are earned by them from the customers of the Company. The Company has no control over and does not restrict the methodology or the means and manner by which these operators perform their work. These operators are not supervised by any employee of the Company since the results of their work is controlled by the customers who hire them. Likewise, the Company has no control as an employer over these operators. They are not subject to the regular hours and days of work and may come and go as they wish. They are not subject to any disciplinary measures from the Company, save merely for the inherent rules of general behavior and good conduct {Ushio Marketing v. NLRC, 294 SCRA 673(1998)]
Independent Contractor vs. Labor-Only Contracting; Four-Fold Test (2000)
Metro Grocery Inc. arranged with Mr. Juan Dado, a Barangay Chairman, to provide the grocery with workers who will work as cashiers, bag boys, shelf counter helpers and sanitation workers. The grocery will pay Mr. Dado an amount equivalent to the direct and hidden costs of the wages of each worker assigned, plus ten percent (10%) to cover the administrative costs related to their arrangement. Mr. Dado, in turn, will pay directly the workers their wages. As far as the workers are concerned, Mr. Dado is their employer. A group of concerned workers consulted you if Mr, Dado is really under the law their employer.
A. How will you analyze the problem in order to formulate your answer? (3%)
B. What is the legal significance, if any, of the question of the concerned workers as to who is their employer? (3%)
SUGGESTED ANSWER:
a) I will analyze the problem by applying the fourfold test of employer-employee relationship. I will examine if Mr. Dado exercises power of control or supervision over the workers manner and method of doing their work. Control is the most important factor in examining employer-employee relationship. The other factors are hiring, payment of wages, and power to dismiss, I will also examine whether there was job contracting or labor-only contracting.
ALTERNATIVE ANSWER:
a) My analytical framework will be an analysis of the law on Independent contractor and labor only contracting. If there is a valid INDEPENDENT CONTRACTOR situation, Mr. Dado will be the direct employer, and the Metro Grocery will be the indirect employer. If there is a LABOR-CONTRACTOR only relationship, the Metro Grocery will be the employer as it directly hired the employees.
SUGGESTED ANSWER:
b) The legal significance is the determination of employee-employer relationship, which gives rise to certain rights and obligation of both employer and employee, such as SSS membership, union membership, security of tenure, etc.
Independent Contractor; Liabilities (2004)
A. Clean Manpower Inc. (CMI) had provided janitorial services to the National Economic Development Authority (NEDA) since April 1988. Its service contract was renewed every three months. However, in the bidding held on July 1992, CMI was disqualified and excluded. In 1993, six janitors of CMI formerly assigned at NEDA filed a complaint for underpayment of wages. Both CMI and NEDA were impleaded as respondents for failure to comply with NCR Wage Orders Nos. 01 and 02, which took effect on November 1, 1990 and January 2, 1992, respectively. Should NEDA, a government agency subject to budgetary constraints, be held liable solidarily with CMI for the payment of salary differentials due the complainants? Cite the legal basis of your answer. (5%)
SUGGESTED ANSWER:
NEDA shall be held solidarily liable with CMI for the payment of salary differentials due to the complainants, because NEDA is the indirect employer of said complainants. The Labor Code provides that xxx (A) person, partnership, association or corporation which, not being an employer, contracts with an independent contractor for the performance of any work, task, job or project xxx shall be jointly and severally liable with his contractor or subcontractor to such employees (of the contractor or subcontractor) to the extent of work performed under the contract xxx. (Arts. 106 and 107, Labor Code)
LABOR AND SOCIAL LEGISLATION
PART I
TRUE or FALSE. Answer TRUE if the statement is true, or FALSE if the statement is false. Explain your answer in not more than two (2) sentences. (5%)
[a] An employment contract prohibiting employment in a competing company within one year from separation is valid.
[b] All confidential employees are disqualified to unionize for the purpose of collective bargaining.
[c] A runaway shop is an act constituting unfair labor practice.
[d] In the law on labor relations, the substitutionary doctrine prohibits a new collective bargaining agent from repudiating an existing collective bargaining agreement.
[e] The visitorial and enforcement powers of the DOLE Regional Director to order and enforce compliance with labor standard laws can be exercised even when the individual claim exceeds P5,000.00.
II
[a] Enumerate at least four (4) policies enshrined in Section 3, Article XIII of the Constitution that are not covered by Article 3 of the Labor Code on declaration of basic policy. (2%)
[b] Clarito, an employee of Juan, was dismissed for allegedly stealing Juans wristwatch. In the illegal dismissal case instituted by Clarito, the Labor Arbiter, citing Article 4 of the Labor Code, ruled in favor of Clarito upon finding Juans testimony doubtful. On appeal, the NLRC reversed the Labor Arbiter holding that LABOR AND SOCIAL LEGISLATION
Article 4 applies only when the doubt involves "implementation and interpretation" of the Labor Code provisions. The NLRC explained that the doubt may not necessarily be resolved in favor of labor since this case involves the application of the Rules onEvidence, not the Labor Code. Is the NLRC correct? Reasons. (3%)
III
Richie, a driver-mechanic, was recruited by Supreme Recruiters (SR) and its principal, Mideast Recruitment Agency (MRA), to work in Qatar for a period of two (2) years. However, soon after the contract was approved by POEA, MRA advised SR to forego Richies deployment because it had already hired another Filipino driver-mechanic, who had just completed his contract in Qatar. Aggrieved, Richie filed with the NLRC a complaint against SR and MRA for damages corresponding to his two years salary under the POEA-
approved contract.
SR and MRA traversed Richies complaint, raising the following arguments:
[a] The Labor Arbiter has no jurisdiction over the case; (2%)
[b] Because Richie was not able to leave for Qatar, no employer-employee relationship was established between them; (2%) and
[c] Even assuming that they are liable, their liability would, at most, be equivalent to Richies salary for only six (6) months, not two years. (3%).
Rule on the validity of the foregoing arguments with reasons. LABOR AND SOCIAL LEGISLATION
IV
Diosdado, a carpenter, was hired by Building Industries Corporation (BIC), and assigned to build a small house in Alabang. His contract of employment specifically referred to him as a "project employee," although it did not provide any particular date of completion of the project.
Is the completion of the house a valid cause for the termination of Diosdados employment? If so, what are the due process requirements that the BIC must satisfy? If not, why not? (3%)
[a] Baldo was dismissed from employment for having beenabsent without leave (AWOL) for eight (8) months. It turned outthat the reason for his absence was his incarceration after he was mistaken as his neighbors killer. Eventually acquitted and released from jail, Baldo returned to his employer and demanded reinstatement and full backwages. Is Baldo entitled to reinstatement and backwages? Explain your answer. (3%)
[b] Domingo, a bus conductor of San Juan Transportation Company, intentionally did not issue a ticket to a female passenger, Kim, his long-time crush. As a result, Domingo was dismissed from employment for fraud or willful breach of trust. Domingo contests his dismissal, claiming that he is not a confidential employee and, therefore, cannot be dismissed from the service for breach of trust. Is Domingo correct? Reasons. (2%)
LABOR AND SOCIAL LEGISLATION
VI
Albert, a 40-year old employer, asked his domestic helper, Inday, to give him a private massage. When Inday refused, Albert showed her Article 141 of the Labor Code, which says that one of the duties of a domestic helper is to minister to the employers personal comfort and convenience.
[a] Is Indays refusal tenable? Explain. (3%)
[b] Distinguish briefly, but clearly, a "househelper" from a "homeworker." (2%)
VII
Johnny is the duly elected President and principal union organizer of the Nagkakaisang Manggagawa ng Manila Restaurant (NMMR), a legitimate labor organization. He was unceremoniously dismissed by management for spending virtually 95% of his working hours in union activities. On the same day Johnny received the notice of termination, the labor union went on strike.
Management filed an action to declare the strike illegal, contending that:
[a] The union did not observe the "cooling-off period" mandated by the Labor Code; (2%) and
[b] The union went on strike without complying with the strike-vote requirement under the Labor Code. (2%)
Rule on the foregoing contentions with reasons. LABOR AND SOCIAL LEGISLATION
[c] The Labor Arbiter found management guilty of unfair labor practice for the unlawful dismissal of Johnny. The decision became final. Thereafter, the NMMR filed a criminal case against the Manager of Manila Restaurant. Would the Labor Arbiters finding be sufficient to secure the Managers conviction? Why or why not? (2%)
VIII
Alexander, a security guard of Jaguar Security Agency (JSA), could not be given any assignment because no client would accept him. He had a face only a mother could love. After six (6) months of being on "floating" status, Alexander sued JSA for constructive dismissal. The Labor Arbiter upheld Alexanders claim of constructive dismissal and ordered JSA to immediately reinstate Alexander. JSA appealed the decision to the NLRC. Alexander sought immediate enforcement of the reinstatement order while the appeal was pending.
JSA hires you as lawyer, and seeks your advice on the following:
[a] Because JSA has no client who would accept Alexander, can it still be compelled to reinstate him pending appeal even if it has posted an appeal bond? (2%)
[b] Can the order of reinstatement be immediately enforced in the absence of a motion for the issuance of a writ of execution? (2%)
[c] If the order of reinstatement is being enforced, what should JSA do in order to prevent reinstatement? (2%)
Explain your answers. LABOR AND SOCIAL LEGISLATION
IX
[a] What is wage distortion? Can a labor union invoke wage distortion as a valid ground to go on strike? Explain. (2%)
[b] What procedural remedies are open to workers who seek correction of wage distortion? (2%)
[a] State briefly the compulsory coverage of the Government Service Insurance Act. (2%)
[b] Can a member of a cooperative be deemed an employee for purposes of compulsory coverage under the Social Security Act? Explain. (2%)
*** END OF PART I *** LABOR AND SOCIAL LEGISLATION
PART II
XI
TRUE or FALSE. Answer TRUE if the statement is true, or FALSE if the statement is false. Explain your answer in not more than two (2) sentences. (5%)
[a] Seafarers who have worked for twenty (20) years on board the same vessel are regular employees.
[b] Employment of children below fifteen (15) years of age in any public or private establishment is absolutely prohibited.
[c] Government employees have the right to organize and join concerted mass actions without incurring administrative liability.
[d] A waiver of the right to claim overtime pay is contrary to law.
[e] Agency fees cannot be collected from a non-union member in the absence of a written authorization signed by the worker concerned.
XII
In her State of the Nation Address, the President stressed the need to provide an investor-friendly business environment so that the country can compete in the global economy that now suffers from a crisis bordering on recession. Responding to the call, Congress passed two innovative legislative measures, namely: (1) a law abolishing the security of tenure clause in the Labor Code; and (2) a law allowing contractualization in all areas needed in the employers business operations. However, to soften the impact of these new measures, the law requires that all employers shall obtain mandatory unemployment insurance coverage for all their employees. LABOR AND SOCIAL LEGISLATION
The constitutionality of the two (2) laws is challenged in court. As judge, how will you rule? (5%)
XIII
Atty. Renan, a CPA-lawyer and Managing Partner of an accounting firm, conducted the orientation seminar for newly-hired employees of the firm, among them, Miss Maganda. After the seminar, Renan requested Maganda to stay, purportedly to discuss some work assignment. Left alone in the training room, Renan asked Maganda to go out with him for dinner and ballroom dancing. Thereafter, he persuaded her to accompany him to the mountain highway in Antipolo for sight-seeing. During all these, Renan told Maganda that most, if not all, of the lady supervisors in the firm are where they are now, in very productive and lucrative posts, because of his favorable endorsement.
[a] Did Renan commit acts of sexual harassment in a work- related or employment environment? Reasons. (3%)
[b] The lady supervisors in the firm, slighted by Renans revelations about them, succeeded in having him expelled from the firm. Renan then filed with the Arbitration Branch of the NLRC an illegal dismissal case with claims for damages against the firm. Will the case prosper? Reasons. (2%)
XIV
Jolli-Mac Restaurant Company (Jolli-Mac) owns and operates the largest food chain in the country. It engaged Matiyaga Manpower Services, Inc. (MMSI), a job contractor registered with the Department of Labor and Employment, to provide its restaurants the necessary personnel, consisting of cashiers, motorcycle delivery boys and food servers, in its operations. The Service Agreement warrants, among others, that MMSI has a paid- up capital of P2,000,000.00; that it would train and determine the LABOR AND SOCIAL LEGISLATION
qualification and fitness of all personnel to be assigned to Jolli- Mac; that it would provide these personnel with proper Jolli-Mac uniforms; and that it is exclusively responsible to these personnel for their respective salaries and all other mandatory statutory benefits.
After the contract was signed, it was revealed, based on research conducted, that MMSI had no other clients except Jolli- Mac, and one of its major owners was a member of the Board of Directors of Jolli-Mac.
[a] Is the Service Agreement between Jolli-Mac and MMSI legal and valid? Why or why not? (3%)
[b] If the cashiers, delivery boys and food servers are not paid their lawful salaries, including overtime pay, holiday pay, 13th
month pay, and service incentive leave pay, against whom may these workers file their claims? Explain. (2%)
XV
Among the 400 regular rank-and-file workers of MNO Company, a certification election was ordered conducted by the Med-Arbiter of the Region. The contending parties obtained the following votes:
1. Union A - 70
2. Union B - 71
3. Union C - 42
4. Union D - 33
5. No union - 180
6. Spoiled votes - 4
There were no objections or challenges raised by any party on the results of the election. LABOR AND SOCIAL LEGISLATION
[a] Can Union B be certified as the sole and exclusive collective bargaining agent among the rank-and-file workers of MNO Company considering that it garnered the highest number of votes among the contending unions? Why or why not? (3%)
[b] May the management or lawyer of MNO Company legally ask for the absolute termination of the certification election proceedings because 180 of the workers --- a clear plurality of the voters --- have chosen not to be represented by any union? Reasons. (3%)
[c] If you were the duly designated election officer in this case, what would you do to effectively achieve the purpose of certification election proceedings? Discuss. (3%)
XVI
The Company and Triple-X Union, the certified bargaining agent of rank-and-file employees, entered into a Collective Bargaining Agreement (CBA) effective for the period January 1, 2002 to December 31, 2007.
For the 4th and 5th years of the CBA, the significant
improvements in wages and other benefits obtained by the Union were:
1) Salary increases of P1,000 and P1,200 monthly, effective January 1, 2006 and January 1, 2007, respectively;
2) Vacation Leave and Sick Leave were adjusted from 12 days to 15 days annually for each employee;
3) Medical subsidy of P3,000 per year for the purchase of medicines and hospitalization assistance of P10,000 per year for actual hospital confinement; LABOR AND SOCIAL LEGISLATION
4) Rice Subsidy of P600 per month, provided the employee has worked for at least 20 days within the particular month; and
5) Birthday Leave with Pay and Birthday Gift of P1,500.
As early as October 2007, the Company and the Union started negotiations to renew the CBA. Despite mutual good faith and earnest efforts, they could not agree. However, no union filed a petition for certification election during the freedom period. On March 30, 2008, no CBA had been concluded. Management learned that the Union would declare a bargaining deadlock on the next scheduled bargaining meeting.
As expected, on April 3, 2008, the Union declared a deadlock. In the afternoon of the same day, management issued a formal announcement in writing, posted on the bulletin board, that due to the CBA expiration on December 31, 2007, all fringe benefits contained therein are considered withdrawn and can no longer be implemented, effective immediately.
[a] When was the "freedom period" referred to in the foregoing narration of facts? Explain. (2%)
[b] After April 3, 2008, will a petition for certification election filed by another legitimate labor union representing the rank-and-file employees legally prosper? Reasons. (3%)
[c] Is managements withdrawal of the fringe benefits valid?
Reasons. (2%)
[d] If you were the lawyer for the union, what legal recourse
or action would you advise? Reasons. (3%) LABOR AND SOCIAL LEGISLATION
XVII
Alfredo was dismissed by management for serious misconduct. He filed suit for illegal dismissal, alleging that although there may be just cause, he was not afforded due process by management prior to his termination. He demands reinstatement with full backwages.
[a] What are the twin requirements of due process which the employer must observe in terminating or dismissing an employee? Explain. (3%)
[b] Is Alfredo entitled to reinstatement and full backwages? Why or why not? (3%)
XVIII
[a] Cite four (4) instances when an illegally dismissed employee may be awarded separation pay in lieu of reinstatement. (3%)
[b] Explain the impact of the union security clause to the employees right to security of tenure. (2%)

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ANSWERS TO BAR EXAMINATION QUESTIONS IN LABOR LAW & SOCIAL LEGISLATION

Constitutional Provisions on Labor (1998)

1. Extent of Protection - Full protection to labor;

2. Coverage of Protection - Local and overseas, organized and unorganized;

ANOTHER SUGGESTED ANSWER:

Interpretation of Labor Laws (1998)

Interpretation of Labor Laws; Liberal Approach (2006)

Labor Legislations; Purpose (2006)

What is the purpose of labor legislation? (2.5%)

Labor Standard vs. Labor Relation (1997)

Labor Standard vs. Labor Relation (2003)

Labor Statutes; Classification (1995 No. 1:)

The three (3) general classifications of labor statutes are:

Labor Statutes; Principle of Solutio Indebiti; Not Applicable (1994)

Labor vs. Social Legislation

Labor; as Property Right (2006)

Rights of Employer/Employee (1996)

2) What are the rights of an employer and an employee?

A. Employers Right to a reasonable return on investments, and to expansion and growth.

Rights of the Employer; Management Prerogative (2000)

Rights of the Employer; ManagementPrerogative; Benefits; Unilaterally Given (2005)

Rights of the Employer; Management Prerogative; Contracting Out Services (1994)

Rights of the Employer; Management prerogatives (1994)

1. Is the Union correct?

Rule; Injunction in Labor Cases (2000)

Social Justice as Guiding Principles in Labor (2003)

ANOTHER SUGGESTED ANSWER:

ANOTHER SUGGESTED ANSWER:

CBA; Implementation & Interpretation (1995)

Damages; Absence of E-E Relationship (1995)

Damages; Not arising from the E-E Relations (1999)

Dismissal; Intl Agency (1994)

Intra-corporate Matters/Officers (1996)

Intra-corporate Matters/Officers (1997)

Labor Arbiter (1995)

1. Give the original and exclusive jurisdiction of Labor Arbiters.

Labor Arbiters have original and exclusive jurisdiction over:

1. unfair labor practices; 2. termination disputes;

Labor Arbiter; Appeals (2001)

ANOTHER SUGGESTED ANSWER:

Labor Dispute ( 2001)

ANOTHER SUGGESTED ANSWER:

Money Claims; Reinstatement (1996)

matters involving recovery of wages.

Natl Labor Relations Commission (1995)

3. What is the jurisdiction of the National Labor Relations Commission?

Jurisdiction of the NLRC:

Natl Labor Relations Commission (2001)

ANOTHER SUGGESTED ANSWER:

Natl Labor Relations Commission (2001)

Natl Labor Relations Commissions (2001)

ANOTHER SUGGESTED ANSWER:

Overseas Employment; Claim; Torts (2004)

Overseas Employment; Mandatory Remittance; Foreign Exchange (2006)

Recovery of Wages (1994)

Remedies; illegal dismissal (1999)

appeal. She therefore cannot avail of the remedy.

Secretary of Labor; Authority (1998)

Secretary of Labor; Dismissal of Employees (1998)