Are they entitled to 13th month pay, backwages, separation pay as well as unpaid salaries?

In view of the valid dismissal, there is, thus, no basis for awarding the spouses P12,787.50 as 13th month pay.

Lastly, the Labor Arbiter and the NLRC found that the spouses’ advances exceeded their unpaid salaries by P43,402.54. The NLRC even noted that Annexes 18 to 341 of the petitioners’ Position Paper contained the petty cash vouchers evidencing payment of their salaries up to December 29, 1997. Interestingly, the spouses argued in their Position Paper that they were not paid their monthly salary of P15,000 from March 1997 to January 8, 1998. Their total claim for unpaid salaries therefore amounted to P129,488.93, minus the P13,125 which Allado paid to them. Yet, in their Motion for Partial Clarification/Reconsideration, they admitted that their total advances amounted to P178,075.95. Hence, based on their admitted advances, they were overpaid by P48,587.02. This is even a larger amount than what was arrived at by the Labor Arbiter and the NLRC. Said amount of P48,587.02 should be paid back to petitioners, to prevent unjust enrichment.

WHEREFORE, the instant petition is PARTIALLY GRANTED. Accordingly, the assailed Decision dated April 16, 2002, as well as the Resolution dated January 15, 2003, of the Court of Appeals in CA-G.R. SP No. 66733, are SET ASIDE, and a new one entered upholding the legality of the dismissal. Petitioners are ORDERED to pay each of the private respondents the amount of P40,000, or a total of P80,000 for the spouses representing nominal damages. Private respondents, however, are also ORDERED to refund to petitioners the amount of P48,587.02, which is the amount of admitted advances taken by the Veruasa spouses exceeding the amount of their unpaid salaries.

SO ORDERED.

SOURCE: [ G.R. NO. 157133, January 30, 2006 ]BUSINESS SERVICES OF THE FUTURE TODAY, INC. AND RAMON F. ALLADO, PETITIONERS, VS. COURT OF APPEALS, GILBERT C. VERUASA AND MA. CELESTINA A. VERUASA, RESPONDENTS. Tags: Remigio Sante Fe Santander Sibonga Sogod Tabogon Tabuelan Tuburan attorney’s fees Tudela exemplary damages Camotes General Luna Siargao Cagayan Davao Kidapawan Attorney Abogado Lawyer Architect Real Estate Broker nominal damages Sales Agent Properties for Sale Looking for Buyers Design Build House and Lot for Sale for Rent Talisay City Mandaue City Lapu Lapu Lapu-Lapu City Yncierto Sesante Villanueva Ruz Jan Edmond Marc Tim Timothy temperate damages Luz liquidated damages Kristin tct transfer certificate of title tax declaration birth certificate relocation survey surveying judicial titling administrative titling patent title denr cenro foreshore lease ecc environmental compliance certificate design build architect cebu engineer interior design designer residential commercial cebu property warehouse for rent for lease marc Christian yncierto ruz jan Edmond yncierto ruz Kristin Villanueva ruz Edmond mabalot ruz marriage certificate timber land forest land watershed agricultural lot land use conversion hearing trial illegal drugs trial lawyer business corporate lawyer labor lawyer immigration law bureau of immigration cebu 9g visa search warrant warrant of arrest motion to quash information complaint police officers buy bust physical suffering shocked horrified mental anguish fright serious anxiety besmirched reputation sleepless nights wounded feelings moral shock social humiliation similar injuries Alcantara Alcoy moral damages Alegria actual damages Aloguinsan Argao Asturias Badian Balamban Bantayan Barili Boljoon Borbon Carmen Catmon Compostela Consolacion Cordova Daanbantayan Dumaguete Bais Sibulan Tampi Bacong Negros Bacolod Separation pay Resign Resignation Back wages Backwages Length of service pay benefit employee employer relationship Silay Kabankalan Daan Bantayan Dalaguete Dumanjug Ginatilan Liloan compensatory damages Madridejos Malabuyoc Medellin Minglanilla Moalboal Oslob Pilar Pinamungajan Poro Ronda Samboan San Fernando San Francisco San

If they were employees of BSFTI, were they validly dismissed?

Were private respondents validly dismissed?

Article 283 of the Labor Code is the applicable law. It states,

ART. 283. Closure of establishment and reduction of personnel. –The employer may also terminate the employment of any employee due to the installation of labor saving devices, redundancy, retrenchment to prevent losses or the closing or cessation of operation of the establishment or undertaking unless the closing is for the purpose of circumventing the provisions of this Title, by serving a written notice on the worker and the Ministry of Labor and Employment at least one (1) month before the intended date thereof. In case of termination due to the installation of labor saving devices or redundancy, the worker affected thereby shall be entitled to a separation pay equivalent to at least his one (1) month pay or to at least one (1) month pay for every year of service, whichever is higher. In case of retrenchment to prevent losses and in cases of closures or cessation of operations of establishment or undertaking not due to serious business losses or financial reverses, the separation pay shall be equivalent to one (1) month pay or at least one-half (1/2) month pay for every year of service, whichever is higher. A fraction of at least six (6) months shall be considered as one (1) whole year.

For the cessation of business operations due to serious business losses or financial reverses to be valid, the employer must give the employee and the DOLE written notices 30 days prior to the effectivity of his separation.

In Agabon v. National Labor Relations Commission, we ruled that where the dismissal is for an authorized cause, the lack of statutory due process should not nullify the dismissal, or render it illegal, or ineffectual. However, the employer should indemnify the employee, in the form of nominal damages, for the violation of his right to statutory due process. The amount of such damages is addressed to the sound discretion of the Court, taking into account the relevant circumstances. In Jaka Food Processing Corporation v. Pacot, we noted that the sanction should be stiffer because the dismissal process was initiated by the employer’s exercise of its management prerogative.

The NLRC and the Court of Appeals were unanimous in finding that BSFTI’s closure was bona fide. The records before us revealed that it suffered losses from 1996 to 1998. juxtaposing the facts of this case vis the applicable law and jurisprudence, P40,000 as nominal damages would be sufficient to vindicate each respondent’s right to due process. A violation of that right suffices to support an award of nominal damages.

SOURCE: [ G.R. NO. 157133, January 30, 2006 ]BUSINESS SERVICES OF THE FUTURE TODAY, INC. AND RAMON F. ALLADO, PETITIONERS, VS. COURT OF APPEALS, GILBERT C. VERUASA AND MA. CELESTINA A. VERUASA, RESPONDENTS. Tags: Alcantara Alcoy moral damages Alegria actual damages Aloguinsan Argao Asturias Badian Balamban Bantayan Barili Boljoon Borbon Carmen Catmon Compostela Consolacion Cordova Daanbantayan Dumaguete Bais Sibulan Tampi Bacong Negros Bacolod Separation pay Resign Resignation Back wages Backwages Length of service pay benefit employee employer relationship Silay Kabankalan Daan Bantayan Dalaguete Dumanjug Ginatilan Liloan compensatory damages Madridejos Malabuyoc Medellin Minglanilla Moalboal Oslob Pilar Pinamungajan Poro Ronda Samboan San Fernando San Francisco San Remigio Sante Fe Santander Sibonga Sogod Tabogon Tabuelan Tuburan attorney’s fees Tudela exemplary damages Camotes General Luna Siargao Cagayan Davao Kidapawan Attorney Abogado Lawyer Architect Real Estate Broker nominal damages Sales Agent Properties for Sale Looking for Buyers Design Build House and Lot for Sale for Rent Talisay City Mandaue City Lapu Lapu Lapu-Lapu City Yncierto Sesante Villanueva Ruz Jan Edmond Marc Tim Timothy temperate damages Luz liquidated damages Kristin tct transfer certificate of title tax declaration birth certificate relocation survey surveying judicial titling administrative titling patent title denr cenro foreshore lease ecc environmental compliance certificate design build architect cebu engineer interior design designer residential commercial cebu property warehouse for rent for lease marc Christian yncierto ruz jan Edmond yncierto ruz Kristin Villanueva ruz Edmond mabalot ruz marriage certificate timber land forest land watershed agricultural lot land use conversion hearing trial illegal drugs trial lawyer business corporate lawyer labor lawyer immigration law bureau of immigration cebu 9g visa search warrant warrant of arrest motion to quash information complaint police officers buy bust physical suffering shocked horrified mental anguish fright serious anxiety besmirched reputation sleepless nights wounded feelings moral shock social humiliation similar injuries

No employer-employee relationship existed between the parties

The appellate court, finding that “[petitioner] was hired to render professional services for a specific project’ and her “primary cause of action is for a sum of money on account of [Infinite Loop’s] alleged breach of contractual obligation to pay her agreed professional fee,’ held by Decision dated October 20, 2003 that no employer-employee relationship existed between the parties, hence, the NLRC and the Labor Arbiter have no jurisdiction over the complaint. It accordingly reversed the NLRC decision and dismissed petitioner’s complaint.

Hence, the present petition, petitioner contending that the appellate court erred when it:

A.

x x x INCONSISTENTLY RULED THAT THERE WAS NO EMPLOYER-EMPLOYEE RELATIONSHIP BETWEEN THE PARTIES BUT AT THE SAME TIME IT CITED THAT [PETITIONER] IS A PROJECT EMPLOYEE. MOREOVER, THE ASSAILED JUDGMENT IS BASED ON MISAPPRECIATION OF FACTS.

B.

x x x FAILED TO CONSIDER THE RELIEF MENTIONED IN [PETITIONER’S] COMPLAINT FOR PAYMENT OF SALARY x x x

C.

x x x RULED THAT THE SEPARATION FROM SERVICE OF [PETITIONER] BECAUSE OF THE PROJECT’S DISCONTINUANCE DID NOT RESULT TO ILLEGAL DISMISSAL.

To ascertain the existence of an employer-employee relationship, jurisprudence has invariably applied the four-fold test, to wit: (1) the manner of selection and engagement; (2) the payment of wages; (3) the presence or absence of the power of dismissal; and (4) the presence or absence of the power of control. Of these four, the last one, the so called “control test” is commonly regarded as the most crucial and determinative indicator of the presence or absence of an employer-employee relationship.

Under the control test, an employer-employee relationship exists where the person for whom the services are performed reserves the right to control not only the end achieved, but also the manner and means to be used in reaching that end.

From the earlier-quoted scope of petitioner’s professional services, there is no showing of a power of control over petitioner. The services to be performed by her specified what she needed to achieve but not on how she was to go about it.

Contrary to the finding of the Labor Arbiter, as affirmed by the NLRC, above-quoted paragraph No. 6 of the “Scope of

[petitioner’s]

Professional Services’ requiring her to “[m]ake reports and recommendations to the company management team regarding work progress, revisions and improvement of process design on a regular basis as required by company management team” does not “show that the company’s management team exercises control over the means and methods in the performance of her duties as Refinery Process Design Engineer.” Having hired petitioner’s professional services on account of her “expertise and qualifications” as petitioner herself proffers in her Position Paper, the company naturally expected to be updated regularly of her “work progress,” if any, on the project for which she was specifically hired.

In bolstering her contention that there was an employer-employee relationship, petitioner draws attention to the pay slips and Infinite Loop’s deduction of her SSS, Philhealth, and withholding tax, and to the designation of the payments to her as “salaries.”

The deduction from petitioner’s remuneration of amounts representing SSS premiums, Philhealth contributions and withholding tax, was made in the only payslip issued to petitioner, that for the period of January 16-31, 2000, the other amounts of remuneration having been documented by cash vouchers. Such payslip cannot prove the existence of an employer-employee relationship between the parties.

The cases of Equitable Banking Corp. v. NLRC and Nagusara v. NLRC should be differentiated from the present case, as the employers in these two cases did not only regularly make similar deductions from the therein complainants” remuneration but also registered and declared the complainants with the SSS and Medicare (Philhealth) as their employees.

As for the designation of the payments to petitioner as “salaries,” it is not determinative of the existence of an employer-employee relationship. “Salary” is a general term defined as “a remuneration for services given.” It is the above-quoted contract of engagement of services-letter dated September 30, 1999, together with its attachments, which is the law between the parties. Even petitioner concedes rendering service “based on the contract,” which, as reflected earlier, is bereft of a showing of power of control, the most crucial and determinative indicator of the presence of an employer-employee relationship.

WHEREFORE, the petition is DENIED for lack of merit.

Costs against petitioner.

SO ORDERED.

SOURCE: [ G.R. NO. 162401, January 31, 2006 ]CORAZON ALMIREZ, PETITIONER, VS INFINITE LOOP TECHNOLOGY CORPORATION, EDWIN R. RABINO AND COURT OF APPEALS, RESPONDENTS. Tags: Remigio Sante Fe Santander Sibonga Sogod Tabogon Tabuelan Tuburan attorney’s fees Tudela exemplary damages Camotes General Luna Siargao Cagayan Davao Kidapawan Attorney Abogado Lawyer Architect Real Estate Broker nominal damages Sales Agent Properties for Sale Looking for Buyers Design Build House and Lot for Sale for Rent Talisay City Mandaue City Lapu Lapu Lapu-Lapu City Yncierto Sesante Villanueva Ruz Jan Edmond Marc Tim Timothy temperate damages Luz liquidated damages Kristin tct transfer certificate of title tax declaration birth certificate relocation survey surveying judicial titling administrative titling patent title denr cenro foreshore lease ecc environmental compliance certificate design build architect cebu engineer interior design designer residential commercial cebu property warehouse for rent for lease marc Christian yncierto ruz jan Edmond yncierto ruz Kristin Villanueva ruz Edmond mabalot ruz marriage certificate timber land forest land watershed agricultural lot land use conversion hearing trial illegal drugs trial lawyer business corporate lawyer labor lawyer immigration law bureau of immigration cebu 9g visa search warrant warrant of arrest motion to quash information complaint police officers buy bust physical suffering shocked horrified mental anguish fright serious anxiety besmirched reputation sleepless nights wounded feelings moral shock social humiliation similar injuries Alcantara Alcoy moral damages Alegria actual damages Aloguinsan Argao Asturias Badian Balamban Bantayan Barili Boljoon Borbon Carmen Catmon Compostela Consolacion Cordova Daanbantayan Dumaguete Bais Sibulan Tampi Bacong Negros Bacolod Separation pay Resign Resignation Back wages Backwages Length of service pay benefit employee employer relationship Silay Kabankalan Daan Bantayan Dalaguete Dumanjug Ginatilan Liloan compensatory damages Madridejos Malabuyoc Medellin Minglanilla Moalboal Oslob Pilar Pinamungajan Poro Ronda Samboan San Fernando San Francisco San

The principal issue in this case is whether or not respondent was illegally terminated from his employment.

Petitioner’s main contention is that the Court of Appeals erred in failing to consider that respondent’s actions of allowing the opening of fictitious accounts, facilitating the anomalous transactions of Wynster Chua, participating in the unauthorized lending activities of Wynster Chua, convincing bank clients to invest in the CNRI, and failing to report and stop such activities constituted serious misconduct, willful disobedience to the lawful orders of the employer in connection with his work, and gross and habitual neglect of his duties. Since the acts of respondent, according to petitioner, already constitute just causes for dismissal, petitioner asserts that respondent was legally dismissed and therefore not entitled to the monetary award in the assailed decision.

It should be noted that respondent’s alleged infractions are the same acts which had been declared by the Labor Arbiter—and affirmed by the NLRC and the Court of Appeals—as not constitutive of just cause for dismissal. According to the forums below, their uniform verdict of illegal dismissal is supported by substantial evidence.

More specifically, it was established that respondent did not allow the opening of a fictitious account since the account name John B.K. Chua was the Chinese name of Wynster Chua. The account was opened before respondent became the Branch Manager but was merely a cashier and in his capacity then he had no authority to approve new accounts. There was no proof that the account was used for any illegal purpose, the same having been used for payments of PLDT, electric and water bills of Wynster Chua. The account had also passed several auditing procedures by petitioner itself. Wynster Chua was even able to obtain an accommodation for bills purchase using said account. There was likewise no evidence that the interbranch transactions made by Wynster Chua to respondent’s account was for an illegal purpose or for Wynster Chua’s unauthorized lending activities. It was pointed out that the use by Wynster Chua of the name “John A.J. Jazal” in making such interbranch deposits does not translate to respondent’s facilitating alleged anomalous transactions. Respondent had no way of knowing that Wynster Chua used a different name in making interbranch deposits unless he was informed beforehand. In any case, no proof was presented that respondent knew that the deposits came from one John A.J. Jazal.

As to the charge that respondent actively participated in soliciting investors for the CNRI, in particular convincing Emilia Laño Borromeo to withdraw her money with petitioner bank and invest it in CNRI, this was belied by the Affidavit[ executed by Borromeo stating that she voluntarily withdrew her money with petitioner bank since it offered very low interest rates. Petitioner alleges that Borromeo had written a letter dated 16 June 2000 addressed to the bank demanding from the latter the payment or return of her deposit in the total sum of P4,100,000.00 which she placed with the CNRI as investment. However, the letter had not been admitted in evidence before the Labor Arbiter but was merely attached to petitioner’s Motion for Reconsideration of the Labor Arbiter’s Decision. Said letter cannot prevail over the sworn statement, especially when the letter did not form part of the records of the case.

Petitioner could also not be held liable for failing to disclose and stop the lending activities of Wynster Chua and CNRI. CNRI had its principal office and operations at the Cebu North Road branch, while respondent was Branch Manager of the Ramos branch. The CNRI was outside respondent’s area of responsibility. It was also established that other credit union cooperatives existed and operated in other branches of the bank but the officers and employees responsible were not disciplined.

The petition seeks a reversal of the findings of facts of the forums below and raises issues the resolution of which involves a review of the evidence presented by both parties. The Court has repeatedly ruled that the findings of the Labor Arbiter, when affirmed by the NLRC and the Court of Appeals, are binding on the Supreme Court, unless patently erroneous. It is not the function of this Court to analyze or weigh all over again the evidence already considered in the proceedings below. The jurisdiction of this Court in a petition for review on certiorari is limited to reviewing only errors of law, not of fact, unless the factual findings being assailed are not supported by the evidence on record or the impugned judgment is based on a misapprehension of facts. Both exceptions are not present in the case at bar.

The Labor Arbiter had found that petitioner failed to observe due process in terminating respondent’s employment and on that basis awarded moral, exemplary, and nominal damages in addition to separation pay and backwages. On appeal, the NLRC in its Decision affirmed the Labor Arbiter’s findings that there was no just cause to dismiss respondent, extensively quoted with approval passages in the Labor Arbiter’s Decision concerning its finding about the absence of just cause. The NLRC no longer discussed whether due process had been observed by petitioner and instead proceeded to its determination of awards for other benefits prayed for by petitioner. However, the dispositive portion of the NLRC Decision deleted the awards for moral, exemplary, and nominal damages. The Court of Appeals, for its part, affirmed the finding that there was no compliance with the due process requirements in terminating respondent. The appellate court cited San Antonio v. NLRC as basis in saying that consultations and conferences, like the one conducted in this case, may not be valid substitutes for actual observance of notice and hearing.

This Court must disagree, however, with the determination that there was no due process in effecting respondent’s dismissal. In the dismissal of employees, it has been consistently held that the twin requirements of notice and hearing are essential elements of due process. The employer must furnish the worker with two written notices before termination of employment can be legally effected: (a) a notice apprising the employee of the particular acts or omissions for which his dismissal is sought, and (b) a subsequent notice informing the employee of the employer’s decision to dismiss him. With regard to the requirement of a hearing, the essence of due process lies simply in an opportunity to be heard, and not that an actual hearing should always and indispensably be held.

In the case at bar, petitioner appears to have complied with these requirements. Petitioner furnished respondent with a memorandum dated 16 January 1998 informing him that he had been found to have committed acts constituting serious misconduct and requiring him to explain why he should not be dismissed for cause for such acts. Respondent submitted his written explanation and later, petitioner set up a conference attended by respondent and other employees connected with the creation and operation of CNRI to give them further opportunity to be heard on the charges against them. Despite the explanations, petitioner still decided to dismiss respondent from the service and subsequently informed him of its decision through the Interoffice Letter dated 12 February 1998.

San Antonio v. NLRC may not be applied to the case at bar since it is not on all fours with the facts of the case. In San Antonio, after petitioner therein, in compliance with the company’s directive, had explained why he should not be disciplinarily dealt with, he received forthwith the company’s decision to dismiss him from employment. No hearing or a semblance thereof was conducted, unlike in the case at bar, where respondent’s written explanation was followed by a conference before petitioner’s final decision to terminate his employment.

Finding that petitioner had observed due process in terminating respondent’s employment, the award of moral, exemplary, and nominal damages has no basis and was correctly deleted in the decision of the NLRC as affirmed by the Court of Appeals.
We affirm the award of “other benefits” in the assailed Decision, since such benefits were included in the prayer in petitioner’s complaint as “bonuses and other benefits,” reiterated in his position paper as “all his lawful claims,” and in his other pleadings as “such other reliefs,” and respondent’s entitlement thereto had been duly proven.

WHEREFORE, the petition for review is DENIED and the Decision dated 24 September 2002 and Resolution dated 20 January 2003 of the Court of Appeals are AFFIRMED. Costs against petitioner.

SO ORDERED.

SOURCE: [ G.R. NO. 157028, January 31, 2006 ]METROPOLITAN BANK AND TRUST COMPANY, PETITIONER, VS. LUIS B. BARRIENTOS, RESPONDENT. Tags: Alcantara Alcoy moral damages Alegria actual damages Aloguinsan Argao Asturias Badian Balamban Bantayan Barili Boljoon Borbon Carmen Catmon Compostela Consolacion Cordova Daanbantayan Dumaguete Bais Sibulan Tampi Bacong Negros Bacolod Separation pay Resign Resignation Back wages Backwages Length of service pay benefit employee employer relationship Silay Kabankalan Daan Bantayan Dalaguete Dumanjug Ginatilan Liloan compensatory damages Madridejos Malabuyoc Medellin Minglanilla Moalboal Oslob Pilar Pinamungajan Poro Ronda Samboan San Fernando San Francisco San Remigio Sante Fe Santander Sibonga Sogod Tabogon Tabuelan Tuburan attorney’s fees Tudela exemplary damages Camotes General Luna Siargao Cagayan Davao Kidapawan Attorney Abogado Lawyer Architect Real Estate Broker nominal damages Sales Agent Properties for Sale Looking for Buyers Design Build House and Lot for Sale for Rent Talisay City Mandaue City Lapu Lapu Lapu-Lapu City Yncierto Sesante Villanueva Ruz Jan Edmond Marc Tim Timothy temperate damages Luz liquidated damages Kristin tct transfer certificate of title tax declaration birth certificate relocation survey surveying judicial titling administrative titling patent title denr cenro foreshore lease ecc environmental compliance certificate design build architect cebu engineer interior design designer residential commercial cebu property warehouse for rent for lease marc Christian yncierto ruz jan Edmond yncierto ruz Kristin Villanueva ruz Edmond mabalot ruz marriage certificate timber land forest land watershed agricultural lot land use conversion hearing trial illegal drugs trial lawyer business corporate lawyer labor lawyer immigration law bureau of immigration cebu 9g visa search warrant warrant of arrest motion to quash information complaint police officers buy bust physical suffering shocked horrified mental anguish fright serious anxiety besmirched reputation sleepless nights wounded feelings moral shock social humiliation similar injuries

The sole issue is whether the Court of Appeals erred in affirming the resolution of the NLRC, which upheld the decision of the Labor Arbiter that petitioners illegally dismissed private respondents who should therefore receive separation pay, backwages, attorney’s fees and salary differential.

The Ruling of the Court


The petition is without merit.

Factual Findings of the Labor Arbiter and the NLRC


We uphold the ruling of the Court of Appeals sustaining the findings of the Labor Arbiter and the NLRC that petitioners illegally dismissed private respondents. The Court of Appeals held that the evidence on record supported such findings.

Factual findings of labor officials, who possess the expertise in matters within their jurisdiction, have conclusive effect on this Court provided substantial evidence support such factual findings. More so in this case, where the findings of the Labor Arbiter and the NLRC coincide, and the Court of Appeals sustained such findings.

As found by the Labor Arbiter and the NLRC, petitioners failed to prove their assertion that Alcovendas voluntarily resigned. Petitioners assert that Alcovendas stole his letter of resignation. However, the Prosecutor dismissed for insufficiency of evidence the charge for qualified theft against Alcovendas for allegedly stealing company documents, including his own letter of resignation. In the labor case, petitioners also failed to present substantial evidence to establish the charge of qualified theft against Alcovendas.

Petitioners were likewise unable to support their claim that Labrador was involved in faking the licenses of security guards who were not qualified. The Labor Arbiter held:

Respondents herein alleged that Labrador was validly terminated on June 5, 1993 for dishonesty involving the faking of guards’ licenses. Again, this alleged offense was never established by evidence. Invisible on record are the supposed documents issued to Labrador such as the notice of offense, notice requiring him to explain and the sworn statement of witnesses attesting to the charge. Even the very letter of termination dated June 14, 1993 served to Labrado[r] terminating the latter’s services does not contain the alleged cause for his termination. We therefore rule that the termination of complainant Labrador from employment was contrary to law.[11]

Petitioners also failed to substantiate their claim that Tacanloy engaged in black propaganda to discredit petitioners’ reputation. The Labor Arbiter held that petitioners failed to establish fraud and breach of trust on the part of Tacanloy which would justify termination of his employment.

We find no reason to deviate from the findings of the Labor Arbiter and the NLRC. Petitioners failed to substantiate their allegations and accusations against private respondents. Although proof beyond reasonable doubt is not required, substantial evidence is necessary and the burden lies on the employer to establish that there was no illegal dismissal. This is in accord with Article 277 of the Labor Code, which explicitly states that the employer has the burden of proving that the termination of the employee is for a valid or authorized cause. The petitioners failed to discharge this burden, which makes a finding for illegal dismissal inevitable.

Loss of Trust and Confidence


Article 282(c) of the Labor Code provides that an employer may terminate an employee for fraud or willful breach by the employee of the trust reposed in him by his employer or duly authorized representative. An employer cannot be compelled to continue the employment of an employee who is guilty of acts inimical to the interest of the employer and which justifies loss of confidence in the employee. However, the right of an employer to terminate an employee based on loss of confidence must not be exercised arbitrarily and without just cause.

In Northwest Tourism Corp. v. Court of Appeals, Former Special Third Division, we held:

Loss of trust and confidence as a ground for dismissal does not entail proof beyond reasonable doubt of the employee’s misconduct. However, the evidence must be substantial and must establish clearly and convincingly the facts on which the loss of confidence in the employee rests. To be a valid reason for dismissal, loss of confidence must be genuine. Uncorroborated assertions and accusations by the employer will not suffice, otherwise it will jeopardize the constitutional guaranty of security of tenure of the employee.

In this case, petitioners failed to prove the acts and misconduct imputed upon private respondents which would justify their dismissal on the ground of loss of confidence.

Salary Differential, Attorney’s Fees, Separation Pay, and Backwages


We affirm the award of salary differential. As found by the Labor Arbiter, PMVSIA paid private respondents wages which were below the minimum rate for security guards as prescribed and adopted by the Philippine Association of Detective [and Protective] Agency Operators, Inc. (PADPAO). Petitioners failed to refute the Labor Arbiter’s finding of underpayment of wages.

We also sustain the award of attorney’s fees. We have held that “[i]n actions for recovery of wages or where an employee was forced to litigate and incur expenses to protect his rights and interest, he is entitled to an award of attorney’s fees.”

We, however, modify the amount of separation pay. The payment of separation pay may be granted when reinstatement is no longer feasible. Separation pay is equivalent to one (1) month pay for every year of service up to the finality of this Decision. Thus, the computation for the separation pay should be adjusted accordingly.

Finally, we rule that private respondents are entitled to backwages. Article 279 of the Labor Code reads:

ART. 279. Security of Tenure. – In cases of regular employment, the employer shall not terminate the services of an employee except for a just cause or when authorized by this Title. An employee who is unjustly dismissed from work shall be entitled to reinstatement without loss of seniority rights and other privileges and to his full backwages, inclusive of allowances, and to his other benefits or their monetary equivalent computed from the time his compensation was withheld from him up to the time of his actual reinstatement.

In accordance with this provision, illegally dismissed private respondents are entitled to full backwages, inclusive of allowances and other benefits. Where reinstatement is no longer possible, as in this case, the backwages shall be computed from the time of the employee’s illegal termination up to the finality of the decision.

WHEREFORE, we AFFIRM with MODIFICATION the Decision of the Court of Appeals dated 31 March 1999 and its Resolution dated 23 June 1999. We SUSTAIN the award of salary differential and attorney’s fees. We REMAND this case to the Labor Arbiter for the computation, within thirty days from receipt of this Decision, of separation pay and backwages, inclusive of allowances and other benefits due to Teodulo C. Alcovendas, Cesar W. Labrador and Jordan T. Tacanloy, from the time of their illegal dismissal until the finality of this Decision.

SO ORDERED.

SOURCE: [ G.R. NO. 139159, January 31, 2006 ]PHILIPPINE MILITARY VETERANS SECURITY AND INVESTIGATION AGENCY AND/OR RAMON MACOROL, PETITIONERS, VS. COURT OF APPEALS, NATIONAL LABOR RELATIONS COMMISSION, TEODULO C. ALCOVENDAS, CESAR W. LABRADOR, AND JORDAN T. TACANLOY, RESPONDENTS. Tags: Alcantara Alcoy moral damages Alegria actual damages Aloguinsan Argao Asturias Badian Balamban Bantayan Barili Boljoon Borbon Carmen Catmon Compostela Consolacion Cordova Daanbantayan Dumaguete Bais Sibulan Tampi Bacong Negros Bacolod Separation pay Resign Resignation Back wages Backwages Length of service pay benefit employee employer relationship Silay Kabankalan Daan Bantayan Dalaguete Dumanjug Ginatilan Liloan compensatory damages Madridejos Malabuyoc Medellin Minglanilla Moalboal Oslob Pilar Pinamungajan Poro Ronda Samboan San Fernando San Francisco San Remigio Sante Fe Santander Sibonga Sogod Tabogon Tabuelan Tuburan attorney’s fees Tudela exemplary damages Camotes General Luna Siargao Cagayan Davao Kidapawan Attorney Abogado Lawyer Architect Real Estate Broker nominal damages Sales Agent Properties for Sale Looking for Buyers Design Build House and Lot for Sale for Rent Talisay City Mandaue City Lapu Lapu Lapu-Lapu City Yncierto Sesante Villanueva Ruz Jan Edmond Marc Tim Timothy temperate damages Luz liquidated damages Kristin tct transfer certificate of title tax declaration birth certificate relocation survey surveying judicial titling administrative titling patent title denr cenro foreshore lease ecc environmental compliance certificate design build architect cebu engineer interior design designer residential commercial cebu property warehouse for rent for lease marc Christian yncierto ruz jan Edmond yncierto ruz Kristin Villanueva ruz Edmond mabalot ruz marriage certificate timber land forest land watershed agricultural lot land use conversion hearing trial illegal drugs trial lawyer business corporate lawyer labor lawyer immigration law bureau of immigration cebu 9g visa search warrant warrant of arrest motion to quash information complaint police officers buy bust physical suffering shocked horrified mental anguish fright serious anxiety besmirched reputation sleepless nights wounded feelings moral shock social humiliation similar injuries

Soliciting or accepting directly or indirectly, any gift, gratuity, favor, entertainment, loan or anything of monetary value which in the course of his official duties or in connection with any operations being regulated by, or any transaction which may be affected by the functions of his office.

1st Offense – Dismissal…. (emphasis in the original)

The penalty of dismissal carries with it cancellation of eligibility, forfeiture of leave credits and retirement benefits, and disqualification from reemployment in the government service, without prejudice to criminal or civil liability.

In Rural Bank of Francisco F. Balagtas (Bulacan), Inc. v. Pangilinan, we dismissed the respondent deputy sheriff for failing to immediately turn over and keeping in his custody the amount of P5,000.00 entrusted to him for remittance to the complainant.

Likewise, in Re: Report on Audit and Physical Inventory of the Records of Cases in MTC of Peñaranda, Nueva Ecija, we declared that the Clerk of Court’s failure to turn over to the court cash in his possession constitutes gross negligence in the performance of his duty, gross dishonesty and even malversation of funds and accordingly dismissed the respondent from the service.

The Code of Conduct and Ethical Standards for Public Officials and Employees provides that every public servant shall uphold public interest over his or her personal interest at all times. Court personnel, from the presiding judge to the lowest clerk, are required to conduct themselves always beyond reproach, circumscribed with the heavy burden of responsibility as to free them from any suspicion that may taint the good image of the judiciary.

Far from observing this norm of conduct, respondent’s actuations in the instant case raise suspicion that he misappropriated the amount of P3,000.00 which he solicited from one of the parties without court authority.  The foregoing acts of respondent indubitably establish his guilt and justify his dismissal.

WHEREFORE, the Court finds respondent Victoriano S. Ragay, Jr., Court Interpreter, Regional Trial Court, Branch 41, Dumaguete City, GUILTY of grave misconduct prejudicial to the best interest of the service and improper solicitation, and hereby orders his immediate DISMISSAL from the service with FORFEITURE of all leave credits and retirement benefits due.  He is hereby DISQUALIFIED from reemployment in the government service, including government owned and/or controlled corporations.

SO ORDERED.

SOURCE: [ A.M. NO. P-05-1945 (FORMERLY A.M. OCA IPI NO. 03-1605-P), January 31, 2005 ]EVELYN T. HONCULADA, COMPLAINANT VS. VICTORIANO S. RAGAY, JR., COURT INTERPRETER, REGIONAL TRIAL COURT, BRANCH 41, DUMAGUETE CITY, RESPONDENT. Tags: Alcantara Alcoy moral damages Alegria actual damages Aloguinsan Argao Asturias Badian Balamban Bantayan Barili Boljoon Borbon Carmen Catmon Compostela Consolacion Cordova Daanbantayan Dumaguete Bais Sibulan Tampi Bacong Negros Bacolod Separation pay Resign Resignation Back wages Backwages Length of service pay benefit employee employer relationship Silay Kabankalan Daan Bantayan Dalaguete Dumanjug Ginatilan Liloan compensatory damages Madridejos Malabuyoc Medellin Minglanilla Moalboal Oslob Pilar Pinamungajan Poro Ronda Samboan San Fernando San Francisco San Remigio Sante Fe Santander Sibonga Sogod Tabogon Tabuelan Tuburan attorney’s fees Tudela exemplary damages Camotes General Luna Siargao Cagayan Davao Kidapawan Attorney Abogado Lawyer Architect Real Estate Broker nominal damages Sales Agent Properties for Sale Looking for Buyers Design Build House and Lot for Sale for Rent Talisay City Mandaue City Lapu Lapu Lapu-Lapu City Yncierto Sesante Villanueva Ruz Jan Edmond Marc Tim Timothy temperate damages Luz liquidated damages Kristin tct transfer certificate of title tax declaration birth certificate relocation survey surveying judicial titling administrative titling patent title denr cenro foreshore lease ecc environmental compliance certificate design build architect cebu engineer interior design designer residential commercial cebu property warehouse for rent for lease marc Christian yncierto ruz jan Edmond yncierto ruz Kristin Villanueva ruz Edmond mabalot ruz marriage certificate timber land forest land watershed agricultural lot land use conversion hearing trial illegal drugs trial lawyer business corporate lawyer labor lawyer immigration law bureau of immigration cebu 9g visa search warrant warrant of arrest motion to quash information complaint police officers buy bust physical suffering shocked horrified mental anguish fright serious anxiety besmirched reputation sleepless nights wounded feelings moral shock social humiliation similar injuries

When is the payment of damages as well as attorney’s fees proper?

In a Supreme Court case, the following damages were awarded:

“xxx

The RTC awarded moral damages, exemplary damages, attorney’s fees, plus P2,000.00 for every appearance, and costs of litigation.

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Moral damages are meant to compensate the claimant for any physical suffering, mental anguish, fright, serious anxiety, besmirched reputation, wounded feelings, moral shock, social humiliation, and similar injuries unjustly caused. Petitioner Rosalina has adequately established the factual basis for the award of moral damages when she testified that she felt shocked and horrified upon knowing of the foreclosure sale.

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However, we find the RTC’s award of P2,000,000.00 excessive and unconscionable, and reduce the salve to P100,000.00.
.

Exemplary damages are imposed by way of example for the public good, in addition to moral, temperate, liquidated or compensatory damages. We reduce the RTC’s award of P500,000.00 to P30,000.00.
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Attorneys fees are allowed when exemplary damages are awarded and when the party to a suit is compelled to incur expenses to protect his interest. We find the RTC’s award of attorney’s fees in the amount of P100,000.00 proper.

xxx”

From the case of SPOUSES GILDARDO LOQUELLANO and ROSALINA JULIET B. LOQUELLANO, petitioners, xxx

Alcantara Alcoy moral damages Alegria actual damages Aloguinsan Argao Asturias Badian Balamban Bantayan Barili Boljoon Borbon Carmen Catmon Compostela Consolacion Cordova Daanbantayan Dumaguete Bais Sibulan Tampi Bacong Negros Bacolod Separation pay Resign Resignation Back wages Backwages Length of service pay benefit employee employer relationship Silay Kabankalan Daan Bantayan Dalaguete Dumanjug Ginatilan Liloan compensatory damages Madridejos Malabuyoc Medellin Minglanilla Moalboal Oslob Pilar Pinamungajan Poro Ronda Samboan San Fernando San Francisco San Remigio Sante Fe Santander Sibonga Sogod Tabogon Tabuelan Tuburan attorney’s fees Tudela exemplary damages Camotes General Luna Siargao Cagayan Davao Kidapawan Attorney Abogado Lawyer Architect Real Estate Broker nominal damages Sales Agent Properties for Sale Looking for Buyers Design Build House and Lot for Sale for Rent Talisay City Mandaue City Lapu Lapu Lapu-Lapu City Yncierto Sesante Villanueva Ruz Jan Edmond Marc Tim Timothy temperate damages Luz liquidated damages Kristin tct transfer certificate of title tax declaration birth certificate relocation survey surveying judicial titling administrative titling patent title denr cenro foreshore lease ecc environmental compliance certificate design build architect cebu engineer interior design designer residential commercial cebu property warehouse for rent for lease marc Christian yncierto ruz jan Edmond yncierto ruz Kristin Villanueva ruz Edmond mabalot ruz marriage certificate timber land forest land watershed agricultural lot land use conversion hearing trial illegal drugs trial lawyer business corporate lawyer labor lawyer immigration law bureau of immigration cebu 9g visa search warrant warrant of arrest motion to quash information complaint police officers buy bust physical suffering shocked horrified mental anguish fright serious anxiety besmirched reputation sleepless nights wounded feelings moral shock social humiliation similar injuries

As a general rule, an employee who voluntarily resigns from employment is not entitled to separation pay

The Facts

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Petitioner Del Rio is an employee of respondent DPO Philippines, Inc. (DPO) which is a Belgian multi-national food distribution company. He was tasked to set up the operations in Cebu to cover Visayas and Mindanao. Respondent DPO succeeded with its business operations in Cebu and thereafter, petitioner was able to establish respondent’s office in Davao.

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On September 7, 2009, petitioner submitted his notice of resignation which would take effect on October 7, 2009. At the time of his resignation, he was holding the position of Assistant Country Manager. In a letter dated September 14, 2009, respondent DPO accepted petitioner’s resignation. On October 11, 2009, respondent DPO published in a newspaper that petitioner has resigned from DPO Philippines, Inc. effective October 7, 2009.

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Petitioner realized that after October 7, 2009, he was not yet paid of his salary for the period of September 16, 2009 to October 7, 2009. Petitioner sought from respondent DPO payments of his unpaid salaries, accrued leave credits and separation pay, but all of these were denied.

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Aggrieved, petitioner, on October 9, 2009, filed a complaint with the Regional Arbitration Branch of the NLRC in Cebu City for recovery of his monetary claims.

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Respondents, for their part, averred that after petitioner resigned, they came to know that in the last part of his employment, he was engaged in activities in direct competition with the business of respondent DPO, which is a violation of the non-competition clause of his contract of employment. On or about August 28, 2009, which was 10 days prior to the date of his resignation letter, petitioner was able to secure from the Securities and Exchange Commission (SEC) the registration of a corporation named Judphilan Foods which has the same primary purpose as that of respondent DPO.
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Respondent DPO was unhappy and disappointed with petitioner’s act of disloyalty and betrayal but it still offered petitioner the amount of P110,692.75 inclusive of his salary from September 16-30, 2009 and October 1-6, 2009; 13th month pay; tax refund; and commissions for August and September 2009. Petitioner refused what was offered to him insisting that aside from what respondent DPO offered, he is also entitled to separation pay and cash conversion of his leave credits.
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Respondent DPO asserted that petitioner is not entitled to conversion of unused leave credits from 2006 to 2008 because the same had been forfeited in accordance with the company policy. While his unused leave credits for 2009 was applied as terminal leave after he tendered his resignation. Respondent DPO also asserted that petitioner is not entitled to separation pay because he was the one who voluntarily resigned.

xxx

In their Reply to petitioner’s Position Paper, respondents explained that the separation pay was given to Legaspi and Martinez in exchange for their resignation in order to spare the company of the pain of having to terminate them. Respondent DPO explained that it knows of the disloyalty of Martinez and Legaspi and their connivance with petitioner, but rather than terminating them, respondent asked them to tender their resignation with a promise of a separation pay.

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In their Verified Memorandum of Appeal, respondents explained that the separation pay given to Legaspi and Martinez was not strictly separation pay, but in consideration of their resignation, more of a gift, an act of generosity because Legaspi and Martinez’s resignation was more of a favor to the company as it was spared of going through litigation if it would terminate the employees. In other words, Legaspi and Martinez were given the said pay because they were forced to resign.

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In their Motion for Reconsideration, respondents maintained that the payments to Legaspi and Martinez were made after their resignations were tendered and accepted, or two months thereafter. Hence, there can be no company policy or practice to speak of. In the said motion, respondents likewise averred that even assuming that by doing so, it became a company practice, it was created after the resignation of petitioner. Verily, petitioner cannot avail of it, because at the time it became a practice, he was already resigned.

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Even if these arguments were not considered by the NLRC and the Labor Arbiter in their Decisions, this does not preclude the CA from considering them, especially if they were raised and became part of the records.
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It is a well-settled rule that the NLRC’s factual findings, if supported by substantial evidence, are entitled to great respect and even finality, unless it was shown that it simply and arbitrarily disregarded evidence before it or had misapprehended evidence to such an extent as to compel a contrary conclusion if such evidence had been properly appreciated. 21 The CA, therefore, may review the factual findings of the NLRC and reverse its ruling if it finds that the NLRC disregarded and misappreciated the evidence extant on records.

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In the same manner, factual findings of the CA are generally not subject to this Court’s review under Rule 45. However, the general rule on the conclusiveness of the factual findings of the CA is also subject to well-recognized exceptions such as, where the CA’s findings of facts contradict those of the lower court, or the administrative bodies, as in this case. 22 Since their findings are at variance, we are compelled to review factual questions and make a further calibration of the evidence at hand.
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There is no dispute that petitioner resigned from his employment. This fact is established by the letter of resignation dated September 7, 2009 sent by petitioner to respondents and was even admitted by the latter.
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Suffice it to say, an employee who voluntarily resigns from employment is not entitled to separation pay, except when it is stipulated in the employment contract or the CBA, or it is sanctioned by established employer practice or policy. The cited exceptions do not obtain in this case. As correctly found by the CA, there was no employment contract, much less a CBA, which contained the stipulation that would grant separation pay to resigning employees. Neither was there a company practice or policy that was proven to exist in the instant case.

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In his attempt to prove that there was a company practice of giving separation pay to resigning employees, petitioner presented the payslips of Martinez and Legaspi showing that they received separation pay after they resigned. We are not convinced.
To be considered a company practice, the giving of the benefits should have been done over a long period of time, and must be shown to have been consistent and deliberate. As records would show, the giving of the monetary benefit by respondents in favor of Legaspi and Martinez is merely an isolated instance. From the beginning of respondents’ business and up until petitioner’s resignation took effect on October 7, 2009, there was no showing that payments of such benefit had been made by respondents to their employees who voluntarily resigned. The first and only instance when such a benefit was given to resigned employees was on or after November 15, 2009 — not because it was a company practice but only to pave the way for Legaspi and Martinez’s graceful exit, so to speak.

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As explained by respondents, the said benefit was not intended as a separation pay but more of a promise or an assurance to Legaspi and Martinez that they would be paid a benefit if they tender their resignation. Given respondents’ knowledge of Legaspi and Martinez’s acts of disloyalty and betrayal of trust, respondents opted to give them an alternative way of exit, in lieu of termination. Respondents’ decision to give Legaspi and Martinez a graceful exit is perfectly within their prerogative. It is settled that there is nothing reprehensible or illegal when the employer grants the employee a chance to resign and save face rather than smear the latter’s employment record.

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Relying on respondents’ assurance, Legaspi and Martinez tendered their resignation and it is incumbent upon respondents to make good of their promise. As held in Alfaro v. Court of Appeals, 27 an employer who agrees to expend such benefit as an incident of the resignation should not be allowed to renege in the performance of such commitment. And true enough, after Legaspi and Martinez resigned, they were paid the promised benefit.
.

This was not the case for petitioner. There was no promise given to him. Rather, petitioner resigned on his own volition. Respondents did not make any commitment to petitioner that he would be paid after his voluntary resignation.
Based on the foregoing, it becomes all too apparent that the CA committed no reversible error in issuing the assailed decision and ruling that petitioner voluntarily resigned from his employment. Thus, the granting of separation pay in his favor has no basis in law and jurisprudence, and must be deleted.

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WHEREFORE, premises considered, the instant petition is DENIED. Accordingly, the Decision dated November 6, 2013 and the Resolution dated February 7, 2014 of the Court of Appeals-Cebu City in CA-G.R. CEB-SP No. 05921, are hereby AFFIRMED.
SO ORDERED.

Tags Alcantara Alcoy Alegria Aloguinsan Argao Asturias Badian Balamban Bantayan Barili Boljoon Borbon Carmen Catmon Compostela Consolacion Cordova Daanbantayan Dumaguete Bais Sibulan Tampi Bacong Negros Bacolod Separation pay Resign Resignation Back wages Backwages Length of service pay benefit employee employer relationship Silay Kabankalan Daan Bantayan Dalaguete Dumanjug Ginatilan Liloan Madridejos Malabuyoc Medellin Minglanilla Moalboal Oslob Pilar Pinamungajan Poro Ronda Samboan San Fernando San Francisco San Remigio Sante Fe Santander Sibonga Sogod Tabogon Tabuelan Tuburan Tudela Camotes General Luna Siargao Cagayan Davao Kidapawan Attorney Abogado Lawyer Architect Real Estate Broker Sales Agent Properties for Sale Looking for Buyers Design Build House and Lot for Sale for Rent Talisay City Mandaue City Lapu Lapu Lapu-Lapu City Yncierto Sesante Villanueva Ruz Jan Edmond Marc Tim Timothy Luz Kristin tct transfer certificate of title tax declaration birth certificate relocation survey surveying judicial titling administrative titling patent title denr cenro foreshore lease ecc environmental compliance certificate design build architect cebu engineer interior design designer residential commercial cebu property warehouse for rent for lease marc Christian yncierto ruz jan Edmond yncierto ruz Kristin Villanueva ruz Edmond mabalot ruz marriage certificate timber land forest land watershed agricultural lot land use conversion hearing trial illegal drugs trial lawyer business corporate lawyer labor lawyer immigration law bureau of immigration cebu 9g visa search warrant warrant of arrest motion to quash information complaint police officers buy bust

REVISED RULES OF THE NATIONAL LABOR RELATIONS COMMISSION; REQUIREMENT OF VERIFIED POSITION PAPER APPLICABLE ONLY IN PROCEEDINGS BEFORE LABOR ARBITERS.

REVISED RULES OF THE NATIONAL LABOR RELATIONS COMMISSION; REQUIREMENT OF VERIFIED POSITION PAPER APPLICABLE ONLY IN PROCEEDINGS BEFORE LABOR ARBITERS. — Petitioner asseverates that the NLRC erroneously anchored its ruling on Section 2, Rule VII of its Revised Rules. A perusal of this provision shows that the requirement of a verified position paper is applicable only in proceedings before the Labor Arbiters.

LACK OF VERIFICATION OF POSITION PAPER A FORMAL RATHER THAN A SUBSTANTIAL DEFECT. — There is a need to rectify another faux pas of the NLRC, namely, that Section 2, Rule VII of its Revised Rules is “not only procedural but also jurisdictional.” Even prior to the questioned decision of the NLRC, We have had an occasion to rule squarely that the lack of verification of the position paper is a formal, rather than a substantial defect. It is not fatal in this case. It could have been easily corrected by requiring an oath. xxx

VERIFIED ANSWER A SUBSTANTIAL COMPLIANCE WITH SECTION 2, RULE VII THEREOF; CASE AT BAR. — The filing of a verified answer by petitioner before the POEA is a matter of record. Granting arguendo that it was still necessary for petitioner to verify its defenses and allegations in the position paper, the verified answer was in substantial compliance with Section 2, Rule VII of the Revised Rules of the NLRC. After all, the averments and defenses raised in its position paper are mere clarifications of averments and defenses in the answer.

PHILIPPINE OVERSEAS EMPLOYMENT ADMINISTRATION RULES AND REGULATIONS; REQUIREMENT OF VERIFICATION APPLIES ONLY TO ANSWER. — Sections 2 and 5, Rule III, Book VI of the POEA Rules and Regulations do not require verification of position papers. The requirement of verification applies only to an answer.

SECTIONS 2 AND 5, RULE III, BOOK VI THEREOF APPLICABLE TO CASE AT BAR. — Petitioner correctly invokes the applicability in this case of Sections 2 and 5, Rule III, Book VI of the POEA Rules and Regulations, which provide: “Section 2. Filing of Answer. Within the period indicated in paragraph 1 of Section 1 hereof, the respondent shall file a verified answer, not a motion to dismiss, incorporating therein all pertinent documents in support of his defense. “Section 5. Judgment Based on Position Paper. Whenever summary judgment is not appropriate, the Hearing Officer shall direct the parties to the case to simultaneously submit their position papers and/or memoranda within fifteen (15) calendar days from notice after which the case shall be deemed submitted for decision.” instead of Section 2, Rule VII of the Revised Rules of the NLRC which provides: “Section 2. Submission of position papers. — During the initial conference/hearing, or immediately thereafter, the Labor Arbiter shall require the parties to simultaneously submit to him their respective verified position papers, which shall cover only the issues raised in the complaint, accompanied by all supporting documents then available to them and the affidavits of their witnesses which shall take the place of their direct testimony. The parties shall thereafter not be allowed to allege, or present evidence to prove, facts not referred to and any cause or causes of action not included in their complaint or position papers, affidavits and other documents. The parties shall furnish each other with copies of the position papers, together with the supporting affidavits and documents submitted by them.” Sections 2 and 5, Rule III, Book VI of the POEA Rules and Regulations are the governing provisions because this case concerns adjudication proceedings before the POEA, which has the “original and exclusive jurisdiction to hear and decide all cases involving employer-employee relation arising out of or by virtue of . . . (a) contract involving Filipino workers for overseas employment . . .” (Section 1, Rule I, Book VI of the POEA Rules and Regulations). As pointed out by petitioner, verification of the position paper is not required therein; only the answer is required to be verified. From cd asia

FIRST DIVISION [G.R. No. 87644. April 20, 1992.] G & P MANPOWER SERVICES, petitioner, vs. NATIONAL LABOR RELATIONS COMMISSION, ORLANDO S. JIMENEZ AND ARMANDO S. JIMENEZ, respondents. Alcantara Alcoy Alegria Aloguinsan Argao Asturias Badian Balamban Bantayan Barili Boljoon Borbon Carmen Catmon Compostela Consolacion Cordova Daanbantayan Dumaguete Bais Sibulan Tampi Bacong Negros Bacolod Silay Kabankalan Daan Bantayan Dalaguete Dumanjug Ginatilan Liloan Madridejos Malabuyoc Medellin Minglanilla Moalboal Oslob Pilar Pinamungajan Poro Ronda Samboan San Fernando San Francisco San Remigio Sante Fe Santander Sibonga Sogod Tabogon Tabuelan Tuburan Tudela Camotes General Luna Siargao Cagayan Davao Kidapawan Attorney Abogado Lawyer Architect Real Estate Broker Sales Agent Properties for Sale Looking for Buyers Design Build House and Lot for Sale for Rent Talisay City Mandaue City Lapu Lapu Lapu-Lapu City Yncierto Sesante Villanueva Ruz Jan Edmond Marc Tim Timothy Luz Kristin tct transfer certificate of title tax declaration birth certificate relocation survey surveying judicial titling administrative titling patent title denr cenro foreshore lease ecc environmental compliance certificate design build architect cebu engineer interior design designer residential commercial cebu property warehouse for rent for lease marc Christian yncierto ruz jan Edmond yncierto ruz Kristin Villanueva ruz Edmond mabalot ruz marriage certificate timber land forest land watershed agricultural lot land use conversion hearing trial illegal drugs trial lawyer business corporate lawyer labor lawyer immigration law bureau of immigration cebu