Abuda vs. L. Natividad Poultry Farms
G.R. No. 200712, July 4, 2018
Third Division
Leonen, J
The workers of L. Natividad Poultry Farms (L. Natividad) filed complaints for "illegal dismissal, unfair labor practice, overtime pay, holiday pay, premium pay for holiday and rest day, service incentive leave pay, thirteenth month pay, and moral and exemplary damages" against it and its owner, Juliana Natividad (Juliana), and manager, Merlinda Natividad (Merlinda).
The workers claimed that L. Natividad employed and terminated their employment after several years of employment.
The NLRC found that the workers were hired as maintenance personnel by San Mateo General Services (“San Mateo”) and Rodolfo Del Remedios on pakyaw basis to perform specific services for L. Natividad. NLRC concluded that San Mateo and Del Remedios were the workers’ real employers, not L. Natividad.
Petitioners claim that as maintenance personnel assigned to respondent L. Natividad's farms and sales outlets, they performed functions that were necessary and desirable to L. Natividad's usual business. They assert that they have been continuously employed by L. Natividad for a period ranging from more than one (1) year to 17 years.
Petitioners point out that respondents used the supposed contracting arrangement with petitioner Del Remedios to prevent them from becoming L. Natividad's regular employees.
Respondents deny that the petitioners, who claim to be maintenance personnel are their employees and declare that they were hired by independent contractors, who exercised control over them and paid their wages.
Question: When is there “labor-only” contracting and what is its effect?
There is "labor-only" contracting where the person supplying workers to an employer does not have substantial capital or investment in the form of tools, equipment, machineries, work premises, among others, and the workers recruited and placed by such person are performing activities which are directly related to the principal business of such employer. In such cases, the person or intermediary shall be considered merely as an agent of the employer who shall be responsible to the workers in the same manner and extent as if the latter were directly employed by him. [Art. 106 of the Labor Code]
Question: The CA found that the maintenance personnel were hired on a piece rate or pakyaw basis about once or thrice a year, to perform repair or maintenance works; thus, they could not be considered as regular employees. Is the fact that an employee is hired on a piece-rate or pakyaw basis indicative that he is not a regular employee?
No.
A pakyaw or task basis arrangement defines the manner of payment of wages and not the relationship between the parties.
Payment through pakyaw or task basis is provided for in Articles 97(f) and 101 of the Labor Code:
Article 97. Definitions. — As used in this Title:(f) "Wage" paid to any employee shall mean the remuneration or earnings, however designated, capable of being expressed in terms of money, whether fixed or ascertained on a time, task, piece, or commission basis, or other method of calculating the same, which is payable by an employer to an employee under a written or unwritten contract of employment for work done or to be done, or for services rendered or to be rendered and includes the fair and reasonable value, as determined by the Secretary of Labor and Employment, of board, lodging, or other facilities customarily furnished by the employer to the employee. "Fair and reasonable value" shall not include any profit to the employer, or to any person affiliated with the employer.xxxArticle 101. Payment by results. — (a) The Secretary of Labor and Employment shall regulate the payment of wages by results, including pakyao, piecework, and other non-time work, in order to ensure the payment of fair and reasonable wage rates, preferably through time and motion studies or in consultation with representatives of workers' and employers' organizations.Gapayao v. Fulo62 likewise categorically stated that pakyaw workers may be considered as regular employees provided that their employers exercised control over them. Thus, while petitioners may have been paid on pakyaw or task basis, their mode of compensation did not preclude them from being regular employees.
Both the NLRC and the CA found respondent L. Natividad to be petitioners' real employer, in light of the labor-only contracting arrangement between respondents, San Mateo, and petitioner Del Remedios. This Court sees no reason to disturb their findings since their findings are supported by substantial evidence.
Furthermore, a resort to the four (4)-fold test of "(1) the selection and engagement of the employee; (2) the payment of wages; (3) the power of dismissal; and (4) the power to control the employee's conduct" also strengthens the finding that respondent L. Natividad is petitioners' employer.
Respondents hired petitioners directly or through petitioner Del Remedios, a supervisor at respondents' farm. They likewise paid petitioners' wages, as seen by the vouchers issued to Del Remedios and San Mateo. They also had the power of dismissal inherent in their power to select and engage their employees. Most importantly though, they controlled petitioners and their work output by maintaining an attendance sheet and by giving them specific tasks and assignments.
Gapayao v. Fulo likewise categorically stated that pakyaw workers may be considered as regular employees provided that their employers exercised control over them. Thus, while petitioners may have been paid on pakyaw or task basis, their mode of compensation did not preclude them from being regular employees.
Question: Are petitioners, being workers doing carpentry and masonry, ‘regular employees’ of L. Natividad, a company engaged in livestock and poultry production?
Yes.
De Leon v. NLRC "[t]he primary standard, therefore, of determining a regular employment is the reasonable connection between the particular activity performed by the employee in relation to the usual business or trade of the employer." The connection is determined by considering the nature of the work performed vis-a-vis the entirety of the business or trade. Likewise, if an employee has been on the job for at least one (1) year, even if the performance of the job is intermittent, the repeated and continuous need for the employee's services is sufficient evidence of the indispensability of his or her services to the employer's business.
Respondents did not refute petitioners' claims that they continuously worked for respondents for a period ranging from three (3) years to 17 years. Thus, even if the CA is of the opinion that carpentry and masonry are not necessary or desirable to the business of livestock and poultry production, the nature of their employment could have been characterized as being under the second paragraph of Article 280. Thus, petitioners' service of more than one (1) year to respondents has made them regular employees for so long as the activities they were required to do subsist.
Nonetheless, a careful review of petitioners' activity as maintenance personnel and of the entirety of respondents' business convinces this Court that they performed activities which were necessary and desirable to respondents' business of poultry and livestock production.
As maintenance personnel, petitioners performed "repair works and maintenance services such as fixing livestock and poultry houses and facilities as well as doing construction activities within the premises of [L. Natividad's] farms and other sales outlets for an uninterrupted period of three (3) to seventeen (17) years." Respondents had several farms and offices in Quezon City and Montalban, including Patiis Farm, where petitioners were regularly deployed to perform repair and maintenance work.
At first glance it may appear that maintenance personnel are not necessary to a poultry and livestock business. However, in this case, respondents kept several farms, offices, and sales outlets, meaning that they had animal houses and other related structures necessary to their business that needed constant repair and maintenance.
Question: Being regular employees, petitioners, who were maintenance personnel, enjoyed security of tenure and the termination of their services without just cause entitles them to reinstatement and full backwages, inclusive of allowances and other benefits. Petitioners maintain that their employments were terminated by respondents in an "oppressive, malicious and unjustified manner." Are the petitioners also entitled to moral and exemplary damages?
No.
The prayer for moral and exemplary damages must be denied. The termination of employment without just cause or due process does not immediately justify the award of moral and exemplary damages. Philippine School of Business Administration v. National Labor Relations Commission stated:
“This Court however cannot sustain the award of moral and exemplary damages in favor of private respondents. Such an award cannot be justified solely upon the premise that the employer fired his employee without just cause or due process. Additional facts must be pleaded and proved to warrant the grant of moral damages under the Civil Code. The act of dismissal must be attended with bad faith, or fraud or was oppressive to labor or done in a manner contrary to morals, good customs or public policy and, of course, that social humiliation, wounded feelings, or grave anxiety resulted therefrom. Similarly, exemplary damages are recoverable only when the dismissal was effected in a wanton, oppressive or malevolent manner.”
Petitioners maintain that their employments were terminated by respondents in an "oppressive, malicious and unjustified manner," yet they failed to explain or illustrate how their dismissal was oppressive, malicious, or unjustified. It is not enough that they were dismissed without due process. Additional acts of the employers must also be pleaded and proved to show that their dismissal was tainted with bad faith or fraud, was oppressive to labor, or was done in a manner contrary to morals, good customs, or public policy. Petitioners failed to allege any acts by respondents which would justify the award of moral or exemplary damages.