Labor Relations Reviewer

2014  Bar  Examination  Coverage     VIII.  Procedure  and  Jurisdiction    

A.  Labor  Arbiters       1.  Jurisdiction     Nature  of  jurisdiction   v The   jurisdiction   of   labor   arbiters   is   original   and   exclusive   in   nature;   they   do   not   have  appellate  jurisdiction.   v The   cases   that   the   labor   arbiter   can   hear   and   decide   are   employment-­‐related.   Where  there  is  no  employer-­‐employee  relationship  and  no  issue  is  involved  which   may   be   resolved   by   reference   to   the   LCP,   other   labor   statutes   or   any   CBA,   it   is   the  RTC  that  has  jurisdiction.     Cases  under  the  jurisdiction  of  LAs   v Art.   224   of   the   LCP   provides   that   labor   arbiters   have   jurisdiction   over   the   following  cases:   1. Unfair  labor  practice  (ULP)  cases;   2. Termination  disputes  (or  illegal  dismissal  cases);   3. Cases  that  workers  may  file  involving  wages,  rates  of  pay,  hours  of  work   and   other   terms   and   conditions   of   employment,   if   accompanied   with   claim  for  reinstatement.   4. Claims  for  actual,  moral,  exemplary  and  other  forms  of  damages  arising   from  the  employer-­‐employee  relations;   5. Cases   arising   from   any   violation   of   Article   264   of   this   Code,   including   questions  involving  the  legality  of  strikes  and  lockouts;     6. Except   claims   for   Employees’   Compensation,   Social   Security,   Medicare   and   maternity   benefits,   all   other   claims   arising   from   employer-­‐employee   relations,   including   those   of   persons   in   domestic   or   household   service,   involving   an   amount   exceeding   five   thousand   pesos   (P5,000.000   )   regardless  of  whether  accompanied  with  a  claim  for  reinstatement.   7. Monetary   claims   of   overseas   contract   workers   arising   from   employer-­‐ employee  relationship  under  the  Migrant  Workers  Act  as  amended.   8. Wage  distortion  disputes  in  unorganized  establishments  not  voluntarily   settled   by   the   parties   pursuant   to   RA   6727   (in   organized   establishments,   jurisdiction  is  vested  with  voluntary  arbitrators)   9. Enforcement  of  compromise  agreements  when  there  is  non-­‐compliance   by  any  of  the  parties  pursuant  to  Art.  227  of  the  LCP,  as  amended;  and   10. Other  cases  as  may  be  provided  by  law.   v Money   claims   falling   within   the   original   and   exclusive   jurisdiction   of   the   labor   arbiters  may  be  classified  as  follows:   1. Any   money   claim,   regardless   of   amount,   accompanied   with   a   claim   for   reinstatement  (which  involves  a  termination  case);  or   2. Any   money   claim,   regardless   of   whether   accompanied   with   a   claim   for   reinstatement,  exceeding  the  amount  of  P5,000.oo  per  claimant  (which   does  not  necessarily  involve  termination  of  employment)     Jurisdiction  of  LAs  vis-­‐à-­‐vis  NLRC   v NLRC   only   exercises   exclusive   appellate   jurisdiction   over   cases   decided   by   the   LAs  over  cases  which  the  LAs  have  original  and  exclusive  jurisdiction.   v The   NLRC   cannot   have   appellate   jurisdiction   if   a   claim   does   not   fall   within   the   exclusive  original  jurisdiction  of  the  LA.   v Labor   arbiters   however   exercise   concurrent   jurisdiction   with   the   NLRC   with   respect  to  contempt  cases.      Labor  Arbiter  v.  Regional  Director   v Under   Art.   129,   jurisdiction   of   the   Regional   Director   is   limited   to   claims   for  

 

v The   Labor   Arbiter   exercises   jurisdiction   over   all   other   claims   arising   from   employer-­‐employee   relations   including   those   of   persons   in   domestic   or   household   service   involving   an   amount   not   exceeding   P5,000,   whether   or   not   accompanied  with  a  claim  for  reinstatement.  

Contempt  powers   v Labor   arbiters,   concurrent   with   the   NLRC,   exercise   contempt   powers.   The   Chairman  or  any  commissioner  or  labor  arbiter  may  summarily  adjudge  guilty  of   direct  contempt  any  person  committing  any  act  of  misbehavior  in  the  presence   of  or  so  near  the  Chairman  or  any  Commissioner  or  Labor  Arbiter  as  to  obstruct   or   interrupt   the   proceedings   before   the   same,   including   disrespect   toward   said   officials,  offensive  acts  towards  others,  or  refusal  to  be  sworn  or  to  answer  as  a   witness  or  to  subscribe  to  an  affidavit  or  deposition  when  lawfully  required  to  do   so.  (Sec.  1,  Rule  IX,  2011  NLRC  Rules  of  Procedure   v Labor  arbiters  may  also  cite  any  person  for  indirect  contempt.  (Sec.  2,  ibid)     Injunction   v The  2011  NLRC  Rules  do  not  grant  injunction  power  to  the  labor  arbiters.  Art.  218  of   the   Labor   Code   grants   injunctive   power   only   to   the   Commission   which   obviously   refers  to  the  NLRC’s  various  divisions  and  not  to  labor  arbiters.     2.  Reinstatement  pending  appeal     Effect  of  perfection  of  appeal  on  execution   v The   perfection   of   an   appeal   shall   stay   the   execution   of   the   decision   of   the   labor   arbiter   except   execution   for   reinstatement   pending   appeal.   (Sec.   3,   Rule   XI   of   2011   Rules)   v Art.   223   of   the   LCP   is   clear   that   an   award   by   the   Labor   Arbiter   for   reinstatement   shall   be   immediately   executory   even   pending   appeal   and   the   posting   of   a   bond   by   the   employer   shall   not   stay   the   execution   for   reinstatement.   (Pioneer   Texturizing   Corp.   v.   NLRC,  GR  No.  118651,  [1997])     Effect  of  failure  or  refusal  to  immediately  reinstate  even  pending  appeal   v Labor   arbiter   shall   immediately   issue   a   writ   of   execution,   even   pending   appeal,   directing  the  employer  to  :   (1) immediately   reinstate   the   dismissed   employee   either   (a)   physically   or   (b)  in  the  payroll;  and   (2)  to   pay   the   accrued   salaries   as   a   consequence   of   such   non-­‐ reinstatement.  (Sec.  9,  Rule  XI,  2011  NLRC  Rules)   v Even  if  the  order  of  reinstatement  is  reversed  on  appeal,  it  is  obligatory  on  the  part  of   the  employer  to  reinstate  and  pay  the  wages  of  the  dismissed  employee  during  the   period   of   the   appeal   until   reversal   by   the   higher   court.   On   the   other   hand,   if   the   employee  has  been  reinstate  during  the  appeal  period  and  such  reinstatement  order   is  reversed  with  finality,  the  employee  is  not  required  to  reimburse  whatever  salary   he  received  for  he  is  entitled  to  such,  more  so  if  he  actually  rendered  services  during   the  period.    (Pfizer  v.  Velasco,  GR  No.  117467,[2011])   v Unless   there   is   a   restraining   order,   it   is   ministerial   upon   the   labor   arbiter   to   implement  the  order  of  reinstatement  and  it  is  mandatory  on  the  employer  to  comply   therewith.  (Garcia  v.  PAL,  GR  No.  164856,  [2009])     3.  Requirements  to  perfect  appeal  to  NLRC     Appeal  is  perfected  when   v The  appeal  is  perfected  when:   1. Filed  within  the  reglementary  period  of  10  calendar  days  from  receipt  if   it  involves  a  decision,  award  or  order  of  the  labor  arbiter,  or  5  calendar   days  when  it  involves  a  decision  or  resolution  of  the  regional  director.   2. Verified   by   the   appellant   himself   in   accordance   with   Sec.   4,   Rule   7   of   the   Rules  of  Court,  as  amended  

5.

Accompanied   by   (i)   proof   of   payment   of   the   required   appeal   fee;     (ii)   posting  of  cash  or  surety  bond  by  the  employer  if  the  decision  involves  a   monetary   award   equivalent   in   amount   to   the   monetary   award,   (iii)   a   certificate  of  non-­‐forum  shopping;  and  (iv)  proof  of  service  upon  other   parties.  (Sec.  4,  Rule  VI,  2011  Rules)   v Mere   notice   of   appeal   without   complying   with   the   aforementioned   requisites   shall   not  stop  the  running  of  the  period  for  perfecting  an  appeal.     Grounds  for  filing  appeal   v If  there  is  prima  facie  evidence  of  abuse  of  discretion  on  the  part  of  the  Labor  Arbiter   or  Regional  Director;   v If  the  decision,  award  or  order  was  secured  through  fraud  or  coercion,  including  graft   and  corruption;   v If  made  purely  on  questions  of  law;  and/or   v If  serious  errors  in  the  findings  of  facts  are  raised  which,  if  not  corrected  would  cause   grave  or  irreparable  damage  or  injury  to  the  appellant.  (Sec.  2,  Rule  VI,  2011  Rules)     Bond  is  required  for  perfection  of  appeal   v In   case   the   decision   of   the   Labor   Arbiter   or   Regional   Director   involves   a   monetary   award,   an   appeal   by   the   employer   may   be   perfected   only   upon   posting   of   a   bond.   (Sec.  6,  Rule  VI,  2011  Rules)     What  are  the  forms  of  the  appeal  bond   v It  shall  either  be  in  the  form  of  cash  deposit  or  surety  bond  equivalent  in  amount  to   the  monetary  award,  exclusive  of  damages  and  attorney’s  fees.   (Sec.  6,  Rules  VI,  2011   Rules)     Who  may  issue  a  surety  bond   v It  shall  be  issued  by  a  reputable  bonding  company  duly  accredited  by  the  Commission   or  the  Supreme  Court  and  shall  be  accompanied  by  original  or  certified  true  copies  of:   1. A   joint   declaration   under   oath   by   the   employer,   his   counsel,   and   the   bonding  company,  attesting  that  the  bond  posted  is  genuine,  and  shall   be  in  effect  until  final  disposition  of  the  case;   2. An  indemnity  agreement  between  the  employer-­‐appellant  and  bonding   company;   3. Proof  of  security  deposit  or  collateral  securing  the  bond,  provided,  that   a  check  shall  not  be  considered  as  an  acceptable  security;   4. A  certificate  of  authority  from  the  Insurer  Commission;   5. Certificate  of  registration  from  the  SEC;   6. Certificate  of  authority  to  transact  surety  business  form  the  Office  of  the   President;   7. Certificate  of  accreditation  and  authority  from  the  Sc;  and   8. A  notarized  board  resolution  or  secretary’s  certificate  from  the  bonding   company   showing   its   authorized   signatories   and   their   specimen   signatures.  (Sec.  6,  Rule  VI,  2011  NLRC)     Period  within  which  a  cash  or  surety  bond  shall  be  valid  and  effective   v From   the   date   of   deposit   until   the   case   is   finally   decided,   resolved   or   terminate,   or   the   award   satisfied.   This   condition   shall   be   deemed   incorporated   in   the   terms   and   conditions  of  the  surety  bond,  and  shall  be  binding  on  the  appellants  and  the  bonding   company.  (Sec.  6,  Rule  VI,  2011  NLRC)     Effect  if  bond  is  found  to  be  irregular  or  not  genuine   v The   Commission   shall   cause   the   immediate   dismissal   of   the   appeal,   and   censure   or   cite   in   contempt   the   responsible   parties   and   their   counsels,   or   subject   them   to   reasonable  fine  or  penalty.  (Sec.  6,  Rule  VI,  2011  Rules)     Reduction  of  bond,  when  allowed   v Generally,  the  appeal  bond  may  not  be  reduced.  

What  constitutes  “reasonable  amount”;  the  Mcburnie  Rule   v To   ensure   the   provisions   of   Section   6,   Rule   VI   of   the   NLRC   Rules   that   give   parties   the   chance   to   seek   a   reduction   of   the   appeal   bond   are   effectively   carried   out,   without   however   defeating   the   benefits   of   the   bond   requirement   in   favor   of   a   winning   litigant,  all  motions  to  reduce  bond  that  are  filed  with  the  NLRC  shall  be  accompanied   by  the  posting  of  a  cash  or  surety  bond  equivalent  to  10%  of  the  monetary  award  that   is  subject  of  the  appeal,  which  shall  provisionally  be  deemed  the  reasonable  amount   of  the  bond  in  the  meantime  that  an  appellant’s  motion  is  pending  resolution  by  the   Commission.   Only   after   the   posting   of   a   bond   in   the   required   percentage   shall   an   appellant’s  period  to  perfect  an  appeal  under  the  NLRC  Rules  be  deemed  suspended.   v The   percentage   of   the   bond   that   is   set   by   this   guideline   is   merely   provisional.   The   NLRC   retains   its   authority   and   duty   to   resolve   the   motion   and   determine   the   final   amount   of   bond   that   shall   be   posted   by   the   appellant,   still   in   accordance   with   the   standards  of  “meritorious  grounds”  and  “reasonable  amount”.     v Should   the   NLRC   after   considering   the   motion’s   merit,   determine   that   a   great   amount  or  the  full  amount  of  the  bond  needs  to  be  posted  by  the  appellant,  then  the   party  shall  comply  accordingly.  The  appellant  shall  be  given  a  period  of  10  days  from   notice  of  the  NLRC  order  within  which  to  perfect  the  appeal  by  posting  the  required   appeal  bond.    (Andrew  Mcburnie  v.  Eulalio  Ganzon,  GR  Nos.  178034  ,  178117  and  GR  No.   186984-­‐85,  [2013])     B.  National  Labor  Relations  Commission  (NLRC)     1.  Nature     The  NLRC   v The   NLRC   is   an   administrative   body   with   quasi-­‐judicial   functions   and   the   principal   government   agency   that   hears   and   decides   labor-­‐management   disputes;   it   is   attached  to  the  DOLE  solely  for  program  and  policy  coordination.       Allocation  of  powers  and  functions   v En  Banc   o Promulgating   rules   and   regulations   governing   the   hearings   and   disposition   of  cases  before  any  of  its  divisions  and  regional  branches.   o Formulating  policies  affecting  its  administration  and  operations.   o On   temporary   or   emergency   basis,   to   allow   cases   within   the   jurisdiction   of   any   division   to   be   heard   and   decided   by   any   other   division   whose   docket   allows  the  additional  workload  and  such  transfer  will  not  expose  litigants  to   unnecessary  additional  expense.     v Division  (8  Divisions  with  3  members)   o Adjudicatory   o All  other  powers,  functions  and  duties   o Exclusive   appellate   jurisdiction   over   cases   within   their   respective   territorial   jurisdiction.     2.  Jurisdiction     2  Kinds  of  Jurisdiction   v Exclusive  original  jurisdiction   o Certified   labor   disputes   or   likely   to   cause   a   strike   or   lockout   in   an   industry   indispensable  to  national  interest,  certified  to  it  by  the  SLE  or  the  President   for  compulsory  arbitration   o Injunction   in   ordinary   labor   disputes   to   enjoin   or   restrain   any   actual   or   threatened  commission  of  any  or  all  prohibited  or  unlawful  acts  or  to  require   the   performance   of   a   particular   act   in   any   labor   dispute   which   if   not   restrained   or   performed   forthwith   may   cause   grave   or   irreparable   damage   to  any  party   o Injunction  in  strikes  or  lockouts  under  Art.  264  of  the  LCP   o Contempt  cases  

of   workers   amounting   to   not   more   than   P5,000.000   and   not   accompanied   by  claim  for  reinstatement.     Powers  of  the  NLRC   v Rulemaking  power    -­‐  promulgation  of  rules  and  regulations:   o Governing  disposition  of  cases  before  any  of  its  division/regional  offices   o Pertaining  to  its  internal  functions   o As  may  be  necessary  to  carry  out  the  purpose  of  the  LC.   v Power   to   issue   compulsory   processes   (administer   oaths,   summon   parties,   issue   subpoenas)   v Power   to   investigate   matters   and   hear   disputes   within   its   jurisdiction   (adjuidicatory   powers)   v Contempt  power   v Ocular  inspection   v Power  to  issue  injunctions  and  restraining  orders     2.  Effect  of  NLRC  reversal  of  Labor  Arbiter’s  order  of  reinstatement     Reinstated  employee  who  collects  wages  during  period  of  appeal  is  not  required  to  reimburse   v Even  if  the  order  of  reinstatement  is  reversed  on  appeal,  it  is  obligatory  on  the  part  of   the  employer  to  reinstate  and  pay  the  wages  of  the  dismissed  employee  during  the   period   of   the   appeal   until   reversal   by   the   higher   court.   On   the   other   hand,   if   the   employee  has  been  reinstate  during  the  appeal  period  and  such  reinstatement  order   is  reversed  with  finality,  the  employee  is  not  required  to  reimburse  whatever  salary   he  received  for  he  is  entitled  to  such,  more  so  if  he  actually  rendered  services  during   the  period.    (Pfizer  v.  Velasco,  GR  No.  117467,[2011])     3.  Remedies     Judicial  review  of  NLRC  decisions   v Decisions  of  the  NLRC  may  be  reviewed  through  a  petition  for  certiorari  under  Rule   65  of  the  Rules  of  Court   v This   should   be   initially   filed   with   the   Court   of   Appeals   in   strict   observance   of   the   doctrine   on   the   hierarchy   of   courts   as   the   appropriate   forum   for   the   relief   desired.   The   Court   of   Appeals   is   procedurally   equipped   to   resolve   unclear   or   ambiguous   factual   finding,   aside   from   the   increased   number   of   its   component   divisions.   (St.   Martin  Funeral  Home  v.  NLRC,  GR  No.  130866  [1998]).     Injunction  or  temporary  restraining  order  (TRO)   v These  are  orders  which  may  require,  forbid,  or  stop  the  doing  of  an  act.  The  power  of   the  NLRC  to  enjoin  or  restrain  from  any  or  all  prohibited  or  unlawful  acts  under  Art.   218  of  the  LCP  can  only  be  exercised  in  labor  disputes.   v A   restraining   order   is   generally   regarded   as   an   order   to   maintain   the   subject   of   controversy   in   status   quo   until   the   hearing   of   an   application   for   a   temporary   injunction.  (BF  Homes  v.  Reyes,  GR  No.L-­‐30690  [1982]).   v Only  the  following  may  issue  a  TRO:   o The  President  (Art.  263(g),  LCP)   o Secretary  of  Labor  (Art.  263  (g),  LCP)   o NLRC  (Art.  218,  LCP)   v Art.   218   of   the   LCP   limits   the   grant   of   injunctive   power   to   the   NLRC.   The   LA   is   excluded  statutorily.  Hence,  no  NLRC  Rules  can  grant  him  that  power.     4.  Certified  cases     Certified  Cases,  defined   v There   are   cases   certified   or   referred   to   the   Commission   for   compulsory   arbitration   under  Art.  264  (g)  of  the  LCP  dealing  with  national  interest  cases.   v A   national   interest   dispute   may   be   certified   to   the   NLRC   even   before   a   strike   is   declared   since   Art.   263   (g)   of   the   LC   does   not   require   the   existence   of   a   strike,   but  

duty  to  implement  the  order  of  the  Secretary.  As  an  implementing  body,  its  authority   did   not   include   the   power   to   amend   the   Secretary’s   order.   (UST   v.   NLRC   and   UST   Faculty  Union,  GR  No.  89920  [1990]).      

   

Effect  of  defiance  from  certification  order   v Non-­‐compliance   with   the   certification   order   of   the   Secretary   shall   be   considered   as   an   illegal   act   committed   in   the   course   of   the   strike   or   lockout   and   shall   authorize   the   Commission   to   enforce   the   same   under   pain   of   immediate   disciplinary     action,   including   dismissal   or   loss   of   employment   status   or   payment   by   the   locking   out   employer   of   backwages,   damages   and/or   other   affirmative   relief,   even   criminal   prosecution  against  the  liable  parties.  (Sec.  4,  Rule  VIII,  2011  Rules)   Procedure  in  deciding  certified  cases   1. Unless   there   is   a   necessity   to   conduct   a   clarificatory   hearing,   the   Commission   shall   resolve   all   certified   cases   within   30   calendar   days   from   receipt   by   the   assigned   Commissioner  of  the  complete  records,  which  shall  include  the  position  papers  of  the   parties  and  the  order  of  the  Secretary  denying  the  motion  for  reconsideration  of  the   certification  order,  if  such  motion  has  been  filed.   2. Where  a  clarificatory  hearing  is  needed,  the  Commission  shall,  within  five  days  from   receipt  of  the  records,  issue  a  notice  to  be  served  on  the  parties  through  the  fastest   means  available,  requiring  them  to  appear  and  submit  additional  evidence,  if  any.   3. Notwithstanding   the   necessity   for   a   clarificatory   hearing,   all   certified   cases   shall   be   resolved   by   the   Commission   within   60   calendar   days   from   receipt   of   the   complete   records.   4. No  motion  for  postponement  or  extension  shall  be  entertained.  (Sec.  5,  Rule  VIII,  2005   Rules)  

  C.  Bureau  of  Labor  Relations  –  Med-­‐Arbiters       1.    Jurisdiction  (Original  and  appellate)     Functions  and  Jurisdiction   v Union  matters   v Collective  bargaining  registry  and   v Labor  education       The   BLR   no   longer   handles   all   labor   management   disputes.   Jurisdiction   over   these   are  now  exercised  by  other  offices  such  as:   (a) Dole  Regional  Offices   (b) Office  of  the  Secretary  of  Labor   (c) NLRC   (d) POEA   (e) OWWA   (f) SSS-­‐EC   (g) RTWPB   (h) NWPC   (i) Regular  courts  over  intra-­‐corporate  disputes       Med-­‐Arbiters   v An  officer  in  the  Regional  Office  or  Bureau  authorized  to  hear,  conciliate  and  decide   representative  cases  or  assists  in  the  disposition  of  intra  or  inter-­‐union  disputes.     Cases  that  fall  within  the  BLR’s  jurisdiction   v Inter-­‐union  disputes   v Intra-­‐union  disputes   v Other  related  labor  relations  disputes     Coverage  of  inter/intra-­‐union  disputes   v Conduct  or  nullification  of  election  of  union  and  workers’  association  officers  

v Opposition  to  application  for  union  or  CBA  registration   v Violations  of  or  disagreements  over  any  provision  of  the  constitution  and  by-­‐laws  of   union  or  worker’s  association   v Disagreements   over   chartering   or   registration   of   labor   organizations   or   the   registration  of  CBAs   v Violations   of   the   rights   and   conditions   of   membership   in   a   union   or   workers’   association;   v Violations  of  the  rights  of  LLW,  except  interpretation  of  CBAs   v Validity/invalidity   of   impeachment/expulsion/suspension   or   any   disciplinary   action   meted  against  any  officer  and  member,  including  those  arising  from  non-­‐compliance   with  the  reportorial  requirements  under  Rule  V   v Such   other   disputes   or   conflict   involving   the   rights   to   self-­‐organization,   union   and   CB   –   o Between  and  among  LLO  and   o Betweeng   and   among   members   of   a   union   or   workers’   association.   (Sec.   1,   Rules  XI,  Book  V,  IRR  as  amended  by  DO  40-­‐F-­‐03)      

“Other  related  relations  disputes,”  defined   v Any  conflict  between:   o A  labor  union  and  the  employer;  or   o A  labor  union  and  a  group  that  is  not  a  LO;  or     o A  labor  union  and  an  individual  who  is  not  a  member  of  such  union.   v Cancellation   of   registration   of   unions   and   worker’s   associations   filed   by   individual/s   other  than  its  members  or  group  that  is  not  a  LO.   v A   petition   for   interpleader   involving   labor   relations.   [Sec.   2,   Rule   XI,   Book   V,   IRR   as   amended  by  DO  40-­‐F-­‐03)    

  Who  may  file  a  complaint  or  petition  involving  intra/inter-­‐union  disputes   v A  legitimate  labor  organization  or  its  members.  (Sec.  5,  Rule  XI,  DO.  40-­‐03)   v If   the   issue   involves   the   entire   membership,   the   complaint   must   be   signed   by   at   least   30%  of  the  entire  membership  of  the  union.   v If   the   issues   involve   a   member   only,   only   the   affected   member   may   file   the   complaint.        

   

Appeal  of  decisions  in  an  inter/intra-­‐union  dispute   v A  decision  in  an  inter/intra-­‐union  dispute  may  be  appealed  from.     v The   decision   may   be   appealed   by   any   of   the   parties   within   10   days   from   receipt   thereof.   v The  decision  is  appealable  to  the:   o BLR  –  if  the  case  origination  from  the  Med-­‐Arbiter  or  Regional  Director   o Secretary  of  Labor  –  if  the  case  originated  from  the  BLR.   The  extent  of  the  BLR’s  authority   v It  may  hold  a  referendum  election  among  the  members  of  a  union  for  the  purpose  of   determining  whether  or  not  they  desire  to  be  affiliated  with  a  federation.   v But  the  BLR  has  no  authority  to:   o Order   a   referendum   among   union   members   to   decide   whether   to   expel   or   suspend  union  officers   o Forward  a  case  to  the  Trade  Union  Congress  of  the  Philippines  for  arbitration   and  decision.  

  Administrative  functions  of  the  BLR   v Regulation  of  the  labor  unions   v Keeping  the  registry  of  labor  unions   v Maintenance  of  a  file  of  the  CBA   v Maintenance   of   a   file   of   all   settlements   or   final   decisions   of   the   SC,   CA,   NLRC   and   other  agencies  on  labor  disputes    

litigants   against   each   other   and   other   parties-­‐in-­‐interest   shall   be   governed   by   the   decision  ordered.   v The  filing  or  pendency  of  any  inter/intra-­‐union  disputes  is  not  a  prejudicial  question  to   any  petition  for  certification  election,  hence  it  shall  not  be  a  ground  for  the  dismissal   of   a   petition   for   certification   of   election   or   suspension   of   the   proceedings   for   the   certification  election.  (Sec.  3,  Rule  XI,  DO.  40-­‐03)     D.  National  Conciliation  and  Mediation  Board     1.  Nature  of  proceedings       Alternative  modes  of  settlement  of  labor  disputes  under  Art.  211  of  LCP   v Voluntary  arbitration   v Conciliation   v Mediation       Nature  of  proceedings  before  NCMB   v The  proceedings  are  non-­‐litigious.         Mandatory  conciliation-­‐mediation   v All   issues   arising   from   labor   and   employment   shall   be   subject   to   mandatory   conciliation-­‐mediation.   The   Labor   Arbiter   or   the   appropriate   DOLE   agency   or   office   that  has  jurisdiction  over  the  dispute  shall  entertain  only  endorsed  or  referred  cases   by  the  duly  authorized  officer.  (Art.  228(a),  as  amended  by  RA  10396)   v The  exceptions  are:  (a)  when  grievance  machinery  and  voluntary  arbitration;  and  (b)   when  excempted  by  the  Secretary  of  Labor.   v Any   or   both   of   the   parties   involved   in   the   dispute   may   pre-­‐terminate   the   conciliation-­‐ mediation     proceedings   and   request   referral   or   endorsement   to   the   appropriate   DOLE   agency   or   office   which   has   jurisdiction   over   the   dispute,   or   if   both   parties   so   agree,  refer  the  unresolved  issues  to  voluntary  arbitration.  (Art.  228  (b),  as  amended   by  RA  10396)         Arbitration,  defined   v It  is  the  submission  of  a  dispute  to  an  impartial  person  for  determination  on  the  basis   of   evidence   and   arguments   of   the   parties.   The   arbiter’s   decision   or   award   is   enforceable  upon  the  disputants.  It  may  be  voluntary  (by  agreement)  or  compulsory   (required   by   statutory   provision)   (Luzon   Development   Bank   v.   Ass’n   of   Luzon   Dev’t   Bank  Employees,  GR  No.  120319  [1995]).   v The   court   cannot   fix   resort   to   voluntary   arbitration.   Resort   to   voluntary   arbitration   dispute  should  not  be  fixed  by  the  court,  but  by  the  parties  relying  on  their  strengths   and  resources.       2.  Conciliation  vs.  Mediation     Conciliation   Mediation   is   conceived   of   as   a   mild   form   of   Is   a   mild   intervention   by   a   neutral   third   intervention  by  a  neutral  third  party   party   The   conciliatior-­‐mediator   relying   on   his   The   conciliator-­‐mediator,   whereby   he   persuasive   expertise,   who   takes   an   starts   advising   the   parties   or   offering   active   role   in   assisting   parties   by   trying   solutions  or  alternatives  to  the  problems   to   keep   disputants   talking,   facilitating   with   the   end   in   view   of   assisting   them   other   procedural   niceties,   carrying   towards   voluntarily   reaching   their   own   messages  back  and  forth,  between  the   mutually   acceptable   settlement   of   the   parties   and   generally   being   a   good   dispute.   fellow   who   tries   to   keep   things   calm   and   forward-­‐looking   in   a   tense   situation   It  is  the  process  where  a  disinterested   It  is  when  a  third  party  studies  each  side   3rd  party  meets  with  management  and   of   the   dispute   and   then   makes   proposals  

Legal  basis  of  conciliation  and  mediation   v Sec.  3  of  Art  13  of  the  Constitution  provides  that  “[T]he  State  shall  promote  xxx  the   preferential   use   of   voluntary   modes   of   settling   disputes   including   conciliation   and   shall   ensure   mutual   compliance   by   the   parties   thereof   in   order   to   foster   industrial   peace.”      

   

Conciliation  and  mediation,  who  may  avail   v Any   party   to   a   labor   dispute,   either   the   union   or   management,   may   seek   the   assistance  of  the  NCMB  or  any  of  its  Regional  Branches  by  means  of  formal  request   for   reconciliation   and   preventive   mediation.   Depending   on   the   nature   of   the   problem,   a   request   may   be   filed   in   the   form   of   consultation,   notice   of   preventive   mediation  or  notice  of  strike/lockout.  

Request  for  conciliation  and  mediation,  where  filed   v An   informal   or   formal   request   for   conciliation   and   mediation   service   can   be   filed   at   the   NCMB   Central   Office   or   any   of   its   Regional   Branches.   There   are   at   present   14   regional  offices  of  the  NCMB  which  are  strategically  located  all  over  the  country  for   the  convenient  use  of  prospective  clients.     3.  Preventive  mediation     Preventive  mediation,  defined   v Refers   to   the   potential   labor   dispute   which   is   the   subject   of   a   formal   or   informal   request  for  conciliation  and  mediation  assistance  sought  by  either  or  both  paties  or   upon  the  initiative  of  the  NCMB  to  avoid  the  occurrence  of  an  actual  labor  dispute.       Notice  for  preventive  mediation,  who  may  file   v Any   certified   or   duly   recognized   bargaining   representative   may   file   a   notice   or   declare  a  strike  or  request  for  preventive  mediation  in  cases  of  bargaining  deadlocks   and   ULPs.   The   employer   may   file   a   notice   or   declare   a   lockout   or   request   for   preventive   mediation   in   the   same   cases.   In   the   absence   of   a   certified   or   duly   recognized  bargaining  representative,  any  LLO  in  the  establishment  may  file  a  notice,   request   preventive   mediation   or   declare   a   strike,   but   only   on   grounds   of   ULP.   (Sec.   3,   Rule  IV,  the  NCMB  Manual  of  Procedure)   v If  the  notice  was  filed  not  by  the  Union,  but  by  its  individual  members,  the  NCMB  has   no   jurisdiction   to   entertain   it.   Only   a   certified   or   duly   recognized   bargaining   agent   may  file  a  notice  or  request  for  preventive  mediation.     v Morever,   the   notice   or   request   may   not   be   filed   by   the   Federation   on   behalf   of   its   local  chapter.  A  local  union  does  not  owe  its  existence  to  the  federation  with  which  it   is   affiliated.   It   is   a   separate   and   distinct   voluntary   association   owing   its   creation   to   the   will   of   its   members.   Mere   affiliation   does   not   divest   the   local   union   of   its   own   personality,   neither   does   it   give   the   mother   federation   the   license   to   act   independently   of   the   local   union.   It   only   gives   rise   to   a   contract   of   agency,   where   the   former   acts   in   representation   of   the   latter.   Hence,   local   unions   are   considered   principals   while   the   federation   is   deemed   merely   their   agent   (Insular   Hotel   Employees   Union  –  NFL  v.  Waterfront  Insular  Hotel  Davao,  GR  Nos.  174040-­‐41  [2010]).     Valid  issues  for  notice  of  strike/lockout  or  preventive  mediation   v A   notice   of   strike   or   lockout   may   be   filed   on   ground   of   ULP   acts,   gross   violation   of   the   CBA,   or   deadlock   in   CBAs.   A   complaint   on   any   of   the   above   ground   must   be   specified  in  the  NCMB  Form  or  the  proper  form  used  in  the  filing  of  complaint.   v In  case  of  preventive  mediation,  any  issue  may  be  brought  before  the  NCMB  Central   Office   or   its   regional   offices   for   conciliation   and   possible   settlement   through   a   letter.   This   method   is   more   preferable   than   a   notice   of   strike/lockout   because   of   the   non-­‐ adversarial  atmosphere  that  pervades  during  the  conciliation  conferences.       Advantages  of  conciliation  and  mediation   v Conciliation   and   mediation   is   non-­‐litigious/non-­‐adversarial,   less   expensive   and   expeditious.   Under   this   informal   setup,   the   parties   find   it   more   expedient   to   fully  

v The   parties   are   bound   to   honor   any   agreement   entered   into   by   them.   It   must   be   pointed   out   that   such   an   agreement   came   into   existence   as   a   result   of   painstaking   efforts  among  the  union,  management,  and  the  conciliator-­‐mediator.  Therefore,  it  is   only  logical  to  assume  that  the  conciliator  assigned  to  the  case  has  to  follow  up  and   monitor  the  implementation  of  the  agreement.      

   

Conciliation  and  mediation  during  actual  strike  or  lockout   v An   actual   strike   or   actual   lockout   may   be   subject   to   continuing   conciliation   and   mediation   services.   In   fact,   it   is   at   this   critical   stage   that   such   conciliation   and   mediation  services  by  fully  given  a  chance  to  work  out  possible  solution  to  the  labor   dispute.   With   the   ability   of   the   conciliator-­‐mediator   to   put   the   parties   at   ease   and   place  them  at  a  cooperative  mood,  the  final  solution  of  all  the  issues  involved  may  yet   be  effected  and  settled.   Conciliation  and  mediation  still  possible  even  when  assumed  or  certified  to  the  NLRC   v Parties   are   not   precluded   from   availing   of   the   services   of   an   NCMB   Conciliator-­‐ Mediator   as   the   duty   to   bargain   collectively   subsists   until   the   final   resolution   of   all   issues  involved  in  the  dispute.  Conciliation  is  so  pervasive  in  application  that,  prior  to   a   compulsory   arbitration   award,   the   parties   are   encouraged   to   continue   to   exhaust   all   possible   avenues   of   mutually   resolving   their   dispute,   especially   through   conciliation  and  mediation  services.  

  E.  Dole  Regional  Directors     Jurisdiction   v Under   Art.   129   of   the   Labor   Code,   the   Regional   Directors   or   any   of   the   duly   authorized   hearing   officers   of   DOLE   have   jurisdiction   over   claims   for   recovery   of   wages,  simple  money  claims  and  other  benefits,  provided  that:   1.  The  claim  must  arise  from  employer-­‐employee  relationship;   2.  The  claimant  does  not  seek  reinstatement;  and   3.  The  aggregate  money  claim  of  each  employee  does  not  exceed  P5,000.00     v In  the  absence  of  any  of  those  requisites,  it  is  the  Labor  Arbiter  who  shall  have  the   jurisdiction  over  the  claims  arising  from  employer-­‐employee  relations,  except  claims   for   Employees’   Compensation,   SSS,   PhilHealth,   and   maternity   benefits,   pursuant   to   Art.  217.       Adjudicatory  power  of  the  RDs   v The   Regional   Director   or   any   of   his   duly   authorized   hearing   officer   is   empowered   through   summary   proceeding   and   after   due   notice,   to   hear   and   decide   cases   involving  recovery  of  wages,  and  other  monetary  claims  and  benefits,  including  legal   interests.     F.  DOLE  Secretary       1.  Visitorial  and  enforcement  powers     Powers  of  the  Secretary   v Visitorial  powers   v Enforcement  powers   v Appellate  or  power  to  review     Visitorial  powers   v Visitorial  powers  constitutes:   o Access  to  employer’s  records  and  premises  at  any  time  of  the  day  or  night,   whenever  work  is  being  undertaken   o To  copy  said  records   o Question  any  employee  and  investigate  any  fact,  condition  or  matter  which   may   be   necessary   to   determine   violations   or   which   may   aid   in   the  

o o o

 

prescribed   forms   and   act   in   violations   of   any   provisions   of   the   LC   on   recruitment  and  placement.    (Art.  37)   Have  access  to  employer’s  records  and  premises  to  determine  violations  of   any  provisions  of  the  Labor  Code  on  recruitment  and  placement.  (Art.  128)   Conduct  industrial  safety  inspections  of  establishments.  (Art.  165)   Inquire   into   the   financial   activities   of   LLO   and   examine   their   books   of   accounts  upon  the  filing  of  the  complaint  under  oath  and  duly  supported  by   the   written   consent   of   at   least   20%   of   the   total   membership   of   the   LO   concerned.  

  Enforcement  powers   v Issue  compliance  orders   v Issue  writs  of  execution  for  the  enforcement  of  their  orders,  except  in  cases  where   the  employer  contests  the  findings  of  the  labor  officer  and  raise  issues  supported  by   documentary  proof  which  were  not  considered  in  the  course  of  inspection   v Order  stoppage  of  work  or  suspension  of  operation  when  non-­‐compliance  with  the   law   or   implementing   rules   and   regulations   poses   grave   and   imminent   danger   to   health  and  safety  of  workers  in  the  workplace   v Require   employers   to   keep   and   maintain   such   employment   records   as   may   be   necessary  in  aid  to  the  visitorial  and  enforcement  powers   v Conduct  hearings  within  24  hours  to  determine  whether:   o An  order  for  stoppage  of  work  or  suspension  of  operations  shall  be  lifted  or   not;  and   o Employer   shall   pay   the   concerned   employees   their   salaries   in   case   the   violation   is   attributable   to   his   fault.   (As   amended   by   RA   7730);   (Guico   v.   Secretary,  GR  No.  131750  [1998])   Violations  under  Art.  128  of  the  LC   v Obstruct,  impede,  delay  or  otherwise  render  ineffective  the  orders  of  the  SLE  or  his   authorized  representatives   v Any  government  employee  found  guilty  of,  or  abuse  of  authority,  shall  be  subject  to   administrative  investigation  and  summary  dismissal  from  service.  

 

Limitations  to  other  courts   v In  relaition  to  enforcement  orders  issued  under  Art.  128  of  the  LCP,  no  inferior  court   or  entity  shall:   o Issue  a  temporary  or  permanent  injunction  or  restraining  order;  or   o Assume  jurisdiction  over  any  case.     Instances  when  enforcement  powers  may  not  be  used   v Case  does  not  arise  from  the  exercise  of  visitorial  power   v When  employer-­‐employee  relationship  ceased  to  exist  at  the  time  of  the  inspection   v If  employer  contests  the  finding  of  the  labor  regulation  officer  and  such  contestable   issue  is  not  verifiable  in  the  normal  course  of  inspection.  

  No  power  to  determine  existence  of  employer-­‐employee  relationship   v The   visitorial   and   enforcement   powers   of   the   Secretary   comes   into   play   only   “in   cases   when   the   relationship   of   employer-­‐employee   still   exists.”   The   Secretary’s   power   does   not   apply   in   two   instances,   namely:   (a)   where   the   employer-­‐employee   relationship   has   ceased;   and   (b)   where   no   such   relationship   has   ever   existed.   The   question   of   employer-­‐employee   relationship   becomes   a   battle   of   evidence,   the   determination   of   which   should   be   comprehensive   and   intensive   and   therefore   best   left   to   the   specialized   quasi-­‐judicial   body   that   is   the   NLRC   (People’s   Broadcasting   v.   Secretary  of  Labor,  GR  No.  179652,  [2009]).     2.  Power  to  suspend/  effects  of  termination     Power  to  suspend  effects  of  termination   v Under  Art.  277(b)  of  the  LC,  the  Secretary  may  suspend  the  effects  of  the  termination  

company;   Art.   263   (g)   of   LC   on   assumption   of   jurisdiction   is   applicable   in   case   of   strike  in  establishments  affecting  national  interest,  not  just  the  company.     3.  Assumption  of  jurisdiction       Assumption  of  jurisdiction  over  a  labor  dispute   v When   there   is   a   labor   dispute   causing   or   likely   to   cause   a   strike   affecting   national   interest,   the   Secretary   on   his   own   initiative   or   upon   petition   by   any   of   the   parties,   may   either   assume   jurisdiction   or   certify   the   dispute   to   the   NLRC   for   compulsory   arbitration.   v Art.  263  (g)  of  the  LC  is  both  an  extraordinary  and  preemptive  power  to  address  an   extraordinary   situation   (a   strike   or   lockout   in   an   industry   indispensable   to   the   national  interest).  As  the  term  “assume  jurisdiction”  connotes,  the  intent  of  the  law   is   to   give   the   Secretary   full   authority   to   resolve   all   matters   within   the   dispute     that   gave  rise  to  or  which  arose  out  of  the  strike  or  lockout   –  it  includes  and  extends  to  all   questions   and   controversies   arising   from   or   related   to   the   dispute,   including   cases   over   which   the   labor   arbiter   has   exclusive   jurisdiction   (Bagong   Pagkakaisa   ng   Manggagawa  ng  Triumph  International  v.  Secretary,  GR  No.  167401,  [2010]).       Effect  of  assumption  or  certification   v It   automatically   enjoins   the   intended   or   impending   strike   or   lockout   as   specified   in   the   assumption   or   certification   order.   If   one   has   already   taken   place   at   the   time   of   the  assumption  or  certification,  all  striking  or  locked  out  employees  shall  immediately   return  to  work  and  the  employer  shall  immediately  resume  operations  and  readmits   all   workers   under   the   same   terms   and   conditions   prevailing   before   the   strike   or   lockout.     Assumption  of  jurisdiction  may  be  exercised  without  necessity  of  prior  notice  or  hearing   v The   rationale   for   Secretary’s   assumption   of   jurisdiction   can   justifiably   rest   on   his   own   consideration   of   the   exigency   of   the   situation   in   relation   to   the   national   interests   (Capitol  Medical  Center  v.  Trajano,  GR  No.  155690  [2005]).     4.  Appellate  jurisdiction     Cases  within  the  appellate  jurisdiction  of  the  Secretary   v Appeal  from  and  adverse  decision  of  the  POEA  (Sec.  1,  Part  VII,  Rule  V,  2003  POEA  rules   and  Regulations;  Eastern  Midterranean  Maritime  v.  Surio,  GR  No.  154213,  [2012]).   v Appeal   the   order   or   results   of   a   certification   election   on   the   ground   that   the   Rules   and   Regulations   or   parts   thereof   established   by   the   Secretary   for   the   conduct   of   election  have  been  violated.  (Art.  259,  LC)   v A   review   of   cancellation   proceedings   decided   by   the   BLR   in   the   exercise   of   its   exclusive   and   original   jurisdiction   (Abbot   Laboratories   Philippines   v.   Abbott   Laboratories  Employees  Union,  GR  No.  131374  [2000]).       Cases  not  within  the  appellate  jurisdiction  of  the  Secretary   v Decisions   of   the   BLR   rendered   in   the   exercise   of   its   appellate   power   to   review   the   decision   of   the   Regional   Director   in   a   petition   to   cancel   the   union’s   certificate   of   registration,  said  decisions  being  final  and  inappealable.   v Decisions   of   the   RD   involving   petitions   for   examination   of   union   accounts.   It   is   the   BLR  which  exercises  appellate  jurisdiction  in  such  case  (Barles  v.  Bitonia,  GR  No.  120270   [1999]).     5.  Voluntary  arbitration  powers     Powers  of  the  Secretary  in  voluntary  arbitration   v The   Secretary   may   authorize   any   official   to   act   as   voluntary   arbitrator   upon   the   written  request  and  agreement  of  the  parties  to  a  labor  dispute  (Art.  212  (n),  LCP).     v He   shall   also   approve,   upon   recommendation   of   the   NCMB   the   guidelines   in   administering  the  voluntary  arbitration  fund.  (Art.  276  (f),  LC)  

 

Grievance,  defined   v Any   question   by   either   the   employer   or   the   union   regarding   the   interpretation   or   application   of   the   CBA   or   company   personnel   policies   or   any   claim   by   either   party   that   the   other   party   is   violating   any   provision   of   the   CBA   or   company   personnel   policies.  

 

   

Grievance  machinery   v Refers   to   the   mechanism   for   the   adjustment   and   resolution   of   grievances   arising   from   the   interpretation   or   implementation   of   a   CBA   and   those   arising   from   the   interpretation   or   enforcement   of   company   personnel   policies.   It   is   part   of   the   continuing  process  of  CB.  

Grievance  procedure   v It   is   the   internal   rules   of   procedure   established   by   the   parties   in   their   CBA   with   voluntary   arbitration   as   the   terminal   step,   which   are   intended   to   resolve   all   issues   arising  from  the  implementation  and  interpretation  of  their  CBA.   v Refers   to   the   system   of   grievance   settlement   at   the   plant   level   as   provided   in   the   CBA.   It   usually   consists   of   successive   steps   starting   as   the   level   of   the   complainant   and   his   immediate   supervisor   and   ending,   when   necessary,   at   the   level   of   the   top   union  and  company  officials.     Subject  matter  of  grievance   v Any  grievance  arising  from:   o Interpretation  or  implementation  of  the  CBA;  and   o The  interpretation  or  enforcement  of  company  personnel  policies.   v Art.   217   (c)   of   the   LC   requires   labor   arbiters   to   refer   cases   involving   the   implementation  of  CBAs  to  the  grievance  machinery  provided  threin  and  to  voluntary   arbitration.  Likewise,  Art.  260  of  the  LC  clarifies  that  such  disputes  must  be  referred   first   to   the   grievance   machinery   and,   if   unresolved,   within   seven   day,   they   shall   automatically   be   referred   to   voluntary   arbitration   (Miguela   Santuyo   v.   Remerco   Garments  Manufacturing,  GR  No.  174420  [2010]).     2.  Voluntary  arbitrator     a.  Jurisdiction   v The  arbitrator  is  expected  to  decide  only  those  questions  expressly  delineated  by  the   submission   agreement.   Nevertheless,   the   arbitrator   can   assume   that   he   has   the   necessary  power  to  make  a  final  settlement  since  arbitration  is  the  final  resort  for  the   adjudication  of  the  disputes  (Ludo  and  Luym  Corp  v.  Saornida,  GR  No.  174420  [2010]).       Cases  within  the  jurisdiction  of  the  voluntary  arbitrator   v Original  and  exclusive  jurisdiction  over:   o All  unresolved  grievances  arising  from  the:   § Implementation  or  interpretation  of  the  CBA   § Interpretation  or  enforcement  of  company  personnel  policies.   o Wage   distortion   issues   arising   from   the   application   of   any   wage   orders   in   organized  establishments   o Those   arising   form   interpretation   and   implementation   of   productivity   incentive  programs  under  RA  6971   o Violation   of   the   CBA   provisions   which   are   not   gross   in   character   are   no   longer  treated  as  ULP  and  shall  be  resolved  as  grievances  under  the  CBA   o Any  other  labor  disputes  upon  agreement  by  the  parties  including  ULP  and   bargaining  deadlock.  (Art.  262,  LC)   v Gross   violation   of   CBA   provisions   shall   mean   flagrant   and/or   malicious   refusal   to   comply  with  the  economic  provisions  of  such  agreement.   v Under   Art.   217,   it   is   clear   that   a   LA   has   original   and   exclusive   jurisdiction   over   termination   disputes.   However,   under   Art.   261,   a   VA   has   original   and   exclusive   jurisdiction   over   grievances   arising   from   the   interpretation   or   enforcement   of   company   policies.   As   a   general   rule   then,   termination   disputes   should   be   brought  

NLRC   and   Dole   has   no   jurisdiction   over   disputes   under   the   jurisdiction   of   the   voluntary   arbitrator   v NLRC  and  DOLE  has  no  jurisdiction  over  disputes,  grievances  and  matters  under  the   exclusive  and  original  jurisdiction  of  the  voluntary  arbitrators.     v They  should  immediately  dispose  and  refer  the  same  to  the  grievance  machinery  or   voluntary  arbitration  provided  in  the  CBA.     v The   parties   may   choose   to   submit   the   dispute   to   voluntary   arbitration   proceedings   before  or  at  the  stage  of  compulsory  arbitration  proceedings.     b.  Procedure       How  initiated   v Submission  agreement  –  where  the  parties  define  the  disputes  to  be  resolved   v Demand  notice  –  invoking  the  collective  agreement  arbitration  clause       Voluntary  arbitrator   v Any  person  accredited  by  the  NCMB  as  such   v Any  person  named  or  designated  in  the  CBA  by  the  parties  to  act  as  their  VA   v One   chosen   with   or   without   the   assistance   of   the   NCMB,   pursuant   to   a   selection   procedure  agreed  upon  in  the  CBA   v Any   official   that   may   be   authorized   by   the   Secretary   to   act   as   VA   upon   the   written   request  and  agreement  of  the  parties  to  a  labor  dispute.  (Art.  212  (n),  LC)       Powers  of  voluntary  arbitrator   v Hold  hearings   v Receive  evidence   v Take   whatever   action   necessary   to   resolve   the   dispute   including   efforts   to   effect   a   voluntary  settlement  between  parties.  (Art.  262-­‐A,  LC)     Nature  of  power  of  VA   v Arbitrators  by  the  nature  of  their  functions,  act  in  a  quasi-­‐judicial  capacity  (BP  129,  as   amended   by   RA   9702)   where   a   question   of   law   is   involved   or   there   is   abuse   of   discretion,  courts  will  not  hesitate  to  pass  upon  review  of  their  acts.         Selection  of  voluntary  arbitrator/panel   v The  parties  in  a  CBA  shall  designate  in  advance  a  VA/panel,  preferably  from  the  listing   of  qualified  Vas  duly  accredited  by  the  NCMB,  or   v Include   in   the   agreement   a   procedure   for   the   selection   of   such   VA   or   panel   of   Vas,   preferably  from  the  listing  of  qualified  Vas  duly  accredited  by  the  NCMB.   v In  case  parties  fail  to  select  one,  the  NCMB  shall  designate  the  VA  panel  based  on  the   selection   procedure   provided   by   the   CBA   (Manila   Central   Line   Free   Workers   Union   v.   Manila  Central  Line  Corp,  GR  No.  109383  [1998]).   v Labor  arbiters  may  be  designated  as  voluntary  arbitrators  for  there  is  nothing  in  the   law  that  prohibits  LAs  from  also  acting  as  voluntary  arbitrators  as  long  as  the  parties   agree  to  have  him  hear  and  decide  their  dispute.  (ibid)     Effect  of  award  of  voluntary  arbitrator   v The   decision   or   award   of   the   voluntary   arbitrator   acting   within   the   scope   of   its   authority  shall  determine  the  rights  of  the  parties  and  their  decisions  shall  have  the   same   legal   effects   as   judgment   of   the   courts.   Such   matters   of   fact   and   law   are   conclusive.     c)  Remedies       Appeal   v Generally,   decisions   of   VA   are   final   and   executory   after   10   calendar   days   from   receipt   of  the  copy  of  the  award  or  decision  by  the  parties.  (Art.  262-­‐A,  LC)   v Art.   262-­‐A   deleted   the   word   “unappealable”   from   Art.   263.   It   makes   the   VA   award   final  and  executory  after  10  calendar  days  from  receipt  of  the  copy  of  the  award  or  

v However,  appeal  may  be  made  to  the  CA  via  Rule  43  of  the  Rules  of  Court  within  15   days   from   the   date   of   receipt   of   VA’s   decision.   (Luzon   Dev’t   Bank   v.   Ass’n   of   Luzon   Dev’t  Bank  Employees,  GR  No.  120319  [1995])   v As   a   VA   acts   in   a   quasi-­‐judicial   capacity,   there   is   no   reason   why   the   VA’s   decisions   involving   interpretation   of   law   should   be   beyond   the   SC’s   review.   Administrative   officials  are  presumed  to  act  in  accordance  with  law,  yet  the  SC  will  not  hesitate  to   pass   upon   their   work   where   a   question   of   law   is   involved   or   where   a   showing   of   abuse  of  authority  or  discretion  in  their  official  acts  is  properly  raised  in  petitions  for   certiorari  (Continental  Marble  Corporation  v.  NLRC,  GR  No.  L-­‐43825  [1988])     H.  Court  of  Appeals     1.  Rule  65,  RoC       Remedy  of  a  party  aggrieved  by  a  decision  of  the  NLRC   v File   a   petition   for   certiorari   (Rule   65)   which   should   be   initially   filed   with   the   CA   in   strict  observance  of  the  doctrine  on  the  hierarchy  of  courts  as  the  appropriate  forum   for   the   relief   desired.   The   CA   is   procedurally   equipped   to   resolve   unclear   or   ambiguous   factual   finding,   aside   from   the   increased   number   of   its   component   divisions.  (St.  Martin  Funeral  Home  v.  NLRC,  GR  No.  130866  [1998])       Period  within  which  petition  for  certiorari  must  be  filed   v It   must   be   filed   within   60   days   from   notice   of   the   judgment   or   from   notice   of   the   resolution  denying  the  petitioner’s  motion  for  reconsideration.  (Sec.  4,  Rule  65  of  the   Rules  of  Civil  Procedure)     I.  Supreme  Court       1.  Rule  45,  Rules  of  Court       Appeal  from  judgment  or  final  order  or  resolution  of  the  CA   v A   party   desiring   to   appeal   may   file   with   the   Supreme   Court   a   verified   petition   for   review  on  certiorari  under  Rule  45  within  fifteen  days  from  notice  of  the  judgment,   final  order  or  resolution  appealed  from  (Sea  Power  Shipping  Enterprises  v.  CA,  GR  No.   138270  [2001])     Policy  of  the  Supreme  Court  in  appeals  in  labor  cases   v The   Supreme   Court   is   very   strict   regarding   appeals   filed   outside   the   reglementary   period  for  filing  the  same.  To  extend  the  period  of  the  appeal  is  to  delay  the  case,  a   circumstance  which  could  give  the  employer  the  chance  to  wear  out  the  efforts  and   meager  resources  of  the  worker  that  the  the  latter  is  constrained  to  give  up  for  less   than   what   is   due   him.  (Firestone   Tire   and   Rubber   Co   v.   Firestone   Tire   and   Rubber   Co.   Employees  Union,  GR  No.  75363,  [1992])     J.  Prescription  of  Actions     Rules     Subject   Prescriptive  Period   ULP   1   year   from   accrual   of   such   ULP;   otherwise   forever  barred  (Art.  290,  LC)   Money  claims   GR:  3  years  from  the  time  the  cause  of  action   accrued;   otherwise,   forever   barred.   (Art.   291,   LC)     Except:  If  there  is  promissory  estoppel   All   money   claims   accruing   prior   to   the   Within  one  year  from  the  date  of  effectivity,  in   effectivity  of  the  LC   accordance   with   IRR;   otherwise,   forever   barred.  

Illegal  dismissal  cases  

 

4   years   which   commences   from   the   date   of   formal   dismissal   (Mendoza   v.   NLRC,   GR   No.   122481  [1998])