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    Apex Mining V NLRC

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    Marcus J. Valdez
    Private respondent Sinclita Candida was employed by petitioner Apex Mining Company as a laundry woman in their staff house from 1973 until 1988. In 1987, she was injured on the job but was denied medical leave and dismissed. She filed a case claiming she was a regular employee entitled to benefits. The labor arbiter and NLRC ruled in her favor, awarding her back wages and separation pay. The Supreme Court affirmed, finding that since she worked in the company staff house, attending to guests and employees rather than an employer's family, she was a regular employee rather than a mere domestic worker as the company claimed.

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    Apex Mining V NLRC

    Uploaded by

    Marcus J. Valdez
    173 views2 pages
    Private respondent Sinclita Candida was employed by petitioner Apex Mining Company as a laundry woman in their staff house from 1973 until 1988. In 1987, she was injured on the job but was denied medical leave and dismissed. She filed a case claiming she was a regular employee entitled to benefits. The labor arbiter and NLRC ruled in her favor, awarding her back wages and separation pay. The Supreme Court affirmed, finding that since she worked in the company staff house, attending to guests and employees rather than an employer's family, she was a regular employee rather than a mere domestic worker as the company claimed.

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    Apex Mining v. NLRC case digest

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    Apex Mining v NLRC

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    Private respondent Sinclita Candida was employed by petitioner Apex Mining Company as a laundry woman in their staff house from 1973 until 1988. In 1987, she was injured on the job but was denied medical leave and dismissed. She filed a case claiming she was a regular employee entitled to benefits. The labor arbiter and NLRC ruled in her favor, awarding her back wages and separation pay. The Supreme Court affirmed, finding that since she worked in the company staff house, attending to guests and employees rather than an employer's family, she was a regular employee rather than a mere domestic worker as the company claimed.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    173 views2 pages

    Apex Mining V NLRC

    Uploaded by

    Marcus J. Valdez
    Private respondent Sinclita Candida was employed by petitioner Apex Mining Company as a laundry woman in their staff house from 1973 until 1988. In 1987, she was injured on the job but was denied medical leave and dismissed. She filed a case claiming she was a regular employee entitled to benefits. The labor arbiter and NLRC ruled in her favor, awarding her back wages and separation pay. The Supreme Court affirmed, finding that since she worked in the company staff house, attending to guests and employees rather than an employer's family, she was a regular employee rather than a mere domestic worker as the company claimed.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    of 2

    APEX MINING CO. V.

    NLRC

    Facts:
    Private respondent Sinclita Candida was employed by petitioner Apex Mining Company, Inc. on May 18,
    1973 to perform laundry services at its staff house located at Masara, Maco, Davao del Norte. In the
    beginning, she was paid on a piece rate basis. However, on January 17, 1982, she was paid on a monthly
    basis at P250.00 a month which was ultimately increased to P575.00 a month.

    On December 18, 1987, while she was attending to her assigned task and she was hanging her laundry,
    she accidentally slipped and hit her back on a stone. She reported the accident to her immediate
    supervisor Mila de la Rosa and to the personnel officer, Florendo D. Asirit. As a result of the accident she
    was not able to continue with her work. She was permitted to go on leave for medication. De la Rosa
    offered her the amount of P 2,000.00 which was eventually increased to P5,000.00 to persuade her to
    quit her job, but she refused the offer and preferred to return to work. Petitioner did not allow her to
    return to work and dismissed her on February 4, 1988.

    On March 11, 1988, private respondent filed a request for assistance with the Department of Labor and
    Employment. After the parties submitted their position papers as required by the labor arbiter assigned
    to the case on August 24, 1988 the latter rendered a decision, the dispositive part of which reads as
    follows:

    WHEREFORE, Conformably With The Foregoing, judgment is hereby rendered ordering the respondent,
    Apex Mining Company, Inc., Masara, Davao del Norte, to pay the complainant, to wit:

    1 Salary Differential P16,289.20

    2. Emergency Living Allowance 12,430.00

    3. 13th Month Pay Differential 1,322.32

    4. Separation Pay (One-month for every year of service [1973-19881) 25,119.30

    TOTAL = P55,161.42

    Not satisfied therewith, petitioner appealed to the public respondent National Labor Relations
    Commission (NLRC), wherein in due course a decision was rendered by the Fifth Division thereof on July
    20, 1989 dismissing the appeal for lack of merit and affirming the appealed decision. A motion for
    reconsideration thereof was denied in a resolution of the NLRC dated June 29, 1990.

    Hence, the herein petition for review by certiorari, which appopriately should be a special civil action for
    certiorari, and which in the interest of justice, is hereby treated as such.

    Issue:
    Whether or not private respondent should be treated as a mere househelper or domestic servant and
    not as a regular employee of petitioner.

    Held:
    Private respondent is a REGULAR EMPLOYEE. Under Rule XIII, Section l(b), Book 3 of the Labor Code, as
    amended, the terms "househelper" or "domestic servant" are defined as follows:

    The term "househelper" as used herein is synonymous to the term "domestic servant" and shall refer to
    any person, whether male or female, who renders services in and about the employer's home and which
    services are usually necessary or desirable for the maintenance and enjoyment thereof, and ministers
    exclusively to the personal comfort and enjoyment of the employer's family.

    The foregoing definition clearly contemplates such househelper or domestic servant who is employed in
    the employer's home to minister exclusively to the personal comfort and enjoyment of the employer's
    family. Such definition covers family drivers, domestic servants, laundry women, yayas, gardeners,
    houseboys and other similar househelps.

    The definition cannot be interpreted to include househelp or laundrywomen working in staffhouses of a


    company, like petitioner who attends to the needs of the company's guest and other persons availing of
    said facilities. By the same token, it cannot be considered to extend to then driver, houseboy, or
    gardener exclusively working in the company, the staffhouses and its premises. They may not be
    considered as within the meaning of a "househelper" or "domestic servant" as above-defined by law.

    The criteria is the personal comfort and enjoyment of the family of the employer in the home of said
    employer. While it may be true that the nature of the work of a househelper, domestic servant or
    laundrywoman in a home or in a company staffhouse may be similar in nature, the difference in their
    circumstances is that in the former instance they are actually serving the family while in the latter case,
    whether it is a corporation or a single proprietorship engaged in business or industry or any other
    agricultural or similar pursuit, service is being rendered in the staffhouses or within the premises of the
    business of the employer. In such instance, they are employees of the company or employer in the
    business concerned entitled to the privileges of a regular employee.

    Petitioner contends that it is only when the househelper or domestic servant is assigned to certain
    aspects of the business of the employer that such househelper or domestic servant may be considered
    as such as employee. The Court finds no merit in making any such distinction. The mere fact that the
    househelper or domestic servant is working within the premises of the business of the employer and in
    relation to or in connection with its business, as in its staffhouses for its guest or even for its officers and
    employees, warrants the conclusion that such househelper or domestic servant is and should be
    considered as a regular employee of the employer and not as a mere family househelper or domestic
    servant as contemplated in Rule XIII, Section l(b), Book 3 of the Labor Code, as amended.

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