004 Victory-Liner-v.-heirs-of-andres-malecdan

Victory Liner, Inc. v.
Heirs of Andres Malecdan

G. R. No. 154278. December 27, 2002
Facts: Andres Malecdan was a 75 year-old farmer residing in Barangay Nungnungan 2,
Municipality of Cauayan, Province of Isabela. At around 7:00 p.m., while Andres was crossing
the National Highway on his way home from the farm, a Dalin Liner bus on the southbound lane
stopped to allow him and his carabao to pass. However, as Andres was crossing the highway, a
bus of Victory Liner, driven by Ricardo C. Joson, Jr., bypassed the Dalin bus. In so doing, the
Victory Liner bus hit the old man and the carabao on which he was riding. As a result, Andres
Malecdan was thrown off the carabao, while the beast toppled over. The Victory Liner bus sped
past the old man, while the Dalin bus proceeded to its destination without helping him.
The incident was witnessed by a neighbor, Virgilio Lorena, who was resting in a nearby waiting
shed after working on his farm. Malecdan sustained a wound on his left shoulder, from which
bone fragments protruded. He was taken by Lorena and another person to the Cagayan District
Hospital where he died a few hours after arrival. The carabao also died soon
afterwards. Subsequently, a criminal complaint for reckless imprudence resulting in homicide
and damage to property was filed against the Victory Liner bus driver Ricardo Joson, Jr.
The wife and children of the late Andres brought another suit for damages in the Regional Trial
Court, which, in a decision rendered the driver guilty of gross negligence in the operation of his
vehicle and Victory Liner, Inc. also guilty of gross negligence in the selection and supervision of
Joson, Jr.
Issue: Whether or not Victory Liner, Inc. can be held liable for the failure to exercise the
diligence of a good father of the family in the selection and supervision of its employee?
Ruling: Article 2180 provides for the solidary liability of an employer for the quasi-delict
committed by an employee. The responsibility of employers for the negligence of their
employees in the performance of their duties is primary and, therefore, the injured party may
recover from the employers directly, regardless of the solvency of their employees. The rationale
for the rule on vicarious liability has been explained thus:
What has emerged as the modern justification for vicarious liability is a rule of policy, a
deliberate allocation of a risk. The losses caused by the torts of employees, which as a practical
matter are sure to occur in the conduct of the employers enterprise, are placed upon that
enterprise itself, as a required cost of doing business. They are placed upon the employer
because, having engaged in an enterprise, which will on the basis of all past experience involve
harm to others through the tort of employees, and sought to profit by it, it is just that he, rather
than the innocent injured plaintiff, should bear them; and because he is better able to absorb them
and to distribute them, through prices, rates or liability insurance, to the public, and so to shift
them to society, to the community at large. Added to this is the makeweight argument that an
employer who is held strictly liable is under the greatest incentive to be careful in the selection,
instruction and supervision of his servants, and to take every precaution to see that the enterprise
is conducted safely.
Employers may be relieved of responsibility for the negligent acts of their employees acting
within the scope of their assigned task only if they can show that they observed all the diligence
of a good father of a family to prevent damage. For this purpose, they have the burden of proving
that they have indeed exercised such diligence, both in the selection of the employee and in the
supervision of the performance of his duties.
In the selection of prospective employees, employers are required to examine them as to their
qualifications, experience and service records. With respect to the supervision of employees,
employers must formulate standard operating procedures, monitor their implementation and
impose disciplinary measures for breaches thereof. These facts must be shown by concrete proof,
including documentary evidence.
In the instant case, Victory Liner alleged that the regular periodic conducting of safety and
defensive driving [training sessions] for its drivers are concrete and physical proofs of the
formulated operating standards, the implementation and monitoring of the same, designed for the
exercise of due diligence of a good father of a family in the supervision of its employees. It
presented the results of Joson, Jr.s written examination, actual driving tests, NBI clearance, shop
training, and reports from the General Maintenance Manager and the Personnel Manager
showing that he had passed all the tests and training sessions and was ready to work as a
professional driver. Petitioner also presented testimonial evidence that drivers of the company
were given seminars on driving safety at least twice a year. Again, however, as the trial court
noted there is no record of Joson, Jr. ever attending such a seminar. Petitioner likewise failed to
establish the speed of its buses during its daily trips or to submit in evidence the trip tickets,
speed meters and reports of field inspectors. The finding of the trial court that petitioners bus was
running at a very fast speed when it overtook the Dalin bus and hit the deceased was not disputed
by petitioner. For these reasons, the trial court did not err in finding petitioner to be negligent in
the supervision of its driver Joson, Jr.

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Victory Liner, Inc. v.

Heirs of Andres Malecdan

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