Beruflich Dokumente
Kultur Dokumente
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at a loss for a period of time for the employer "to [have] perceived
objectively and in good faith" that the business’ financial standing is
unlikely to improve in the future. The burden of proving serious business
losses is with the employer. The employer must show losses on the basis of
financial statements covering a sufficient period of time.
xxx
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Piso (P100.00) para daw sa Emergency Fund. Kapag
sumapit na ang Emergency ay hindi ito makukuha agad at
kung makukuha man, ito ay mas mababa sa aming ibinigay;
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(k) Dahil din po sa biglaan at iligal na pagkakatanggal
(AWOL) sa amin sa trabaho, kami at ang aming mga
pamilya ay dumanas ng hindi birong paghihirap dahil sa
kami lamang ang inaasahan nila. Dumanas kami ng gutom,
hindi mapagkatulog, palaging balisa, takot, walang gana sa
pagkain, kahihiyan at iba pa;
xxx
What is more appalling is the fact that respondents did not actually
close the operation of their business or undertaking. They merely, in a
capricious and whimsical manner, transferred all their merchandise to
another location and then terminated the employment of the complainants.
This is too plain and simple to be overlooked.
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prerogative that can rise above the constitutional protection to labor.
Employment is not merely a lifestyle choice to stave off boredom.
Employment to the common man is his very life and blood, which must be
protected against concocted causes to legitimize an otherwise irregular
termination of employment. (F.F. Marine Corp. v. NLRC G.R. No.
152039, April 8, 2005) (Underscoring supplied)
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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 one (1) whole
year.
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Bargaining Agreement negotiations between a school and
its faculty union prompted the former to close its high
school department and effect a mass lay-off. But barely one
year after it announced such closure, the school reopened
its high school department. The employees who lost their
jobs in the closure of the high school department lodged an
illegal dismissal complaint hinged on the argument that
said closure is invalid and made in bad faith. We favored
the employees and observed that the timing and the reason
of both the closure of the high school department and its
reopening were indicative of the school's bad faith in
effecting the closure.
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From the foregoing discourse, it is not enough for the respondents to
merely declare that they are suffering from a business slowdown. It must
produce adequate proof of such business loss to justify cessation of its
business. It bears stressing that no evidence was submitted by the
respondents to prove their financial losses. What they proffered are mere
allegations and conclusions not supported by other evidence. Respondents
did not even bother to illustrate or explain in detail how and why they did
not submit any Employment Termination Report. It must be remembered
that the employer bears the burden of proving the cause or causes for
termination. Its failure to do so would necessarily lead to a judgment of
illegal dismissal.
The respondents are likewise saying that the complainants are not
their regular employees but are mere project based employees whose tenure
with the establishment ceases upon the expiration of the project.
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It is quite incongruous for the respondents to be holding the respective
I.D.’s of the complainants purportedly issued by “Job-on-Link Staffing
Services. If indeed such company I.D.s lawfully exist, how come they
remain in the custody of the respondents and not in the hands of the
complainants. Those I.D.’s should be in the hands of the complainants and
not in the safekeep of any other individuals and, much more, not in the
keeping of the respondents. For the appreciation of this Honorable Office,
attached hereto, and made an integral part hereof, as Annex “A” - Annex
“A-1” are samples of the complainants company I.D.s with Surgilink.
In the case before us, the mere insinuation by the respondents that the
complainant’s tenure with the company has legally ended upon the
termination of their alleged project-based contracts is untenable and has no
leg to stand on.
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The ruling of the Court in Baguio Country Club Corporation
v. NLRC, G.R. No. 71664, 28 February 1992, is instructive, to wit:
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clear attempt to exploit the employee and deprive him of
the protection sanctioned by the Labor Code.
As to the other issues in this case, the same were already lengthily and
sufficiently discussed in complainants’ Position Paper and are just hereby re-
pleaded by reference.
PRAY E R
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ONE HUNDRED THOUSAND (P100,000.00) PESOS, FOR EACH
COMPLAINANT, as moral damages and TWO HUNDRED THOUSAND
(P200,000.00) PESOS, FOR EACH COMPLAINANT, as exemplary
damages; and
OTHER RELIEFS deemed just and equitable under the premises are
likewise prayed for.
LAW I N
(Legal Advocates for Workers’ INterest)
Counsel for the Complainants
Room 206, Jiao Building
2 Timog Avenue, Quezon City
Email address: lawin2setusfree@yahoo.com
Telefax (02) 373-18-44
ERNESTO R. ARELLANO
PTR No. 5521327; 01-04-18; Quezon City
IBP No. 020231; 01-04-18; CALMANA
ROLL No. 22660
MCLE No. V-0011875; Issued 11-11-15; Until 04-14-19
JASPER C. BALBOA
PTR No. 2723758; 01-18-18; Mandaluyong City
IBP No. 025213; 01-10-18; Manila I
ROLL No. 63288
MCLE Compliance No. V-0019823
valid from 04/20/2016 until 04/14/2019
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Copy furnished: by hand and during
hearing
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