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    RJL Martinez v. NLRC

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    MokeeCodilla
    The Supreme Court of the Philippines upheld the decision of the National Labor Relations Commission (NLRC) finding an employer-employee relationship between fishing corporations and workers. The NLRC had reversed the labor arbiter's initial decision that the workers were independent contractors. The Supreme Court found that the NLRC's determination of an employer-employee relationship was binding, as it involved a factual finding. The Court also found that the workers' employment was part of the regular business of the fishing corporations, even if work was intermittent, supporting the NLRC's finding of an employer-employee relationship.

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    RJL Martinez v. NLRC

    Uploaded by

    MokeeCodilla
    89 views5 pages
    The Supreme Court of the Philippines upheld the decision of the National Labor Relations Commission (NLRC) finding an employer-employee relationship between fishing corporations and workers. The NLRC had reversed the labor arbiter's initial decision that the workers were independent contractors. The Supreme Court found that the NLRC's determination of an employer-employee relationship was binding, as it involved a factual finding. The Court also found that the workers' employment was part of the regular business of the fishing corporations, even if work was intermittent, supporting the NLRC's finding of an employer-employee relationship.

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    4. RJL Martinez v. NLRC

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    The Supreme Court of the Philippines upheld the decision of the National Labor Relations Commission (NLRC) finding an employer-employee relationship between fishing corporations and workers. The NLRC had reversed the labor arbiter's initial decision that the workers were independent contractors. The Supreme Court found that the NLRC's determination of an employer-employee relationship was binding, as it involved a factual finding. The Court also found that the workers' employment was part of the regular business of the fishing corporations, even if work was intermittent, supporting the NLRC's finding of an employer-employee relationship.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    89 views5 pages

    RJL Martinez v. NLRC

    Uploaded by

    MokeeCodilla
    The Supreme Court of the Philippines upheld the decision of the National Labor Relations Commission (NLRC) finding an employer-employee relationship between fishing corporations and workers. The NLRC had reversed the labor arbiter's initial decision that the workers were independent contractors. The Supreme Court found that the NLRC's determination of an employer-employee relationship was binding, as it involved a factual finding. The Court also found that the workers' employment was part of the regular business of the fishing corporations, even if work was intermittent, supporting the NLRC's finding of an employer-employee relationship.

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    of 5

    Supreme Court of the Philippines

    212 Phil. 417

    FIRST DIVISION
    G.R. No. L-63550-51, January 31, 1984
    RJL MARTINEZ FISHING CORPORATION AND/OR
    PENINSULA FISHING CORPORATION, PETITIONERS,
    VS. NATIONAL LABOR RELATIONS COMISSION AND
    ANTONIO BOTICARIO, ISIDRO FARIOLAN, FERNANDO
    SEVILLA, TOTONG ROLDAN, ROGER ESQUILLA,
    MARIO MIRANDA, EDUARDO ESPINOSA, ALBERTO
    NOVERA, ANTONIO PATERNO, MARCIANO PIADORA,
    MARIO ROMERO, CLINITO ESQUILLA, ALEJO BATOY,
    BOBBY QUITREZA, ROLANDO DELA TORRE,
    HERNANI REVATEZ, RODOLFO SEVILLA, ROLANDO
    ANG, JUANITO PONPON, HOSPINIANO CALINDEZ,
    JOSE MABULA, DEONG DE LEON, MELENCIO CONEL
    AND ALFREDO BULAONG, RESPONDENTS.
    DECISION
    MELENCIO-HERRERA, J.:

    Petition for Certiorari, Prohibition and Mandamus assailing the Decision of


    respondent National Labor Relations Commission (NLRC) in Cases Nos. AB-
    4-11054-81 and AB-8-12354-81 entitled Antonio Boticario, et al. vs. RJL
    Fishing Corporation and/or Peninsula Fishing corporation, dated November
    26, 1982, as well as the Order, dated February 14, 1983, denying petitioners'
    Manifestation and Omnibus Motion to dismiss private respondents' appeal. The
    dispositive portion of the challenged resolution reads:

    "WHEREFORE, in view of the foregoing considerations, the


    Decision appealed from is hereby set aside and another one entered,
    directing respondents-appellees; (1) to reinstate complainants-
    appellants to their former work, without loss of seniority rights and
    other privileges appertaining thereto; (2) to pay complainants-
    appellants full backwages computed from the date they were
    dismissed up to the date they are actually reinstated; (3) to pay
    complainant-appellants legal holiday pay, emergency living allowance
    and 13th month pay in accordance with law; and (4) to pay
    complainants-appellants who are entitled to incentive leave pay, as
    herein above determined, according to law.

    The claims for overtime pay and premium pay for holiday and rest
    day are dismissed.

    SO ORDERED."[1]

    This case was originally assigned to the Second division but because of the
    pendency of a lower-numbered case, G.R. No. 63474, entitled RJL Martinez
    Fishing Corporation vs. National Labor Relations Commission, et al. before the
    First Division, involving the same petitioners and their workers (albeit a
    different group and not exactly identical issues), this case was transferred to the
    latter Division for proper action and determination. G.R. No. 63474 was
    dismissed by the First Division on August 17, 1983 for lack of merit.

    Petitioner corporations are principally engaged in the deep-sea fishing business.


    Since 1978, private respondents were employed by them as stevedores at
    Navotas Fish Port for the unloading of tuna fish catch from petitioners' vessels
    and then loading them on refrigerated vans for shipment abroad.

    On March 27, 1981, private respondents Antonio Boticario, and thirty (30)
    others, upon the premise that they are petitioners' regular employees, filed a
    complaint against petitioners for non-payment of overtime pay, premium pay,
    legal holiday pay, emergency allowance under P.D. Nos. 525, 1123, 1614, 1634,
    1678, 1713, 1751, 13th month pay (P.D. 851), service incentive leave pay and
    night shift differential.[2]

    Claiming that they were dismissed from employment on March 29, 1981 as a
    retaliatory measure for their having filed the said complaint, private respondents
    filed on April 21, 1981 another complaint against peti​tioners for Illegal
    Dismissal and for Violation of Article 118 of the Labor Code, as amended.[3]
    Upon petitioners' motion, these two cases were consolidated and tried jointly.

    In disputing any employer-employee relationship between them, petitioners


    contend that private respondents are contract laborers whose work terminated
    upon completion of each unloading, and that in the absence of any boat
    arrivals, private respondents did not work for petitioners but were free to work
    or seek employment with other fishing boat operators.

    On February 26, 1982, the Labor Arbiter upheld petitioners' position ruling that
    the latter are extra workers, who were hired to perform specific tasks on
    contractual basis; that their work is intermittent depending on the arrival of
    fishing vessels; that if there are no fish to unload and load, they work for some
    other fishing boat operators; that private respondent Antonio Boticario had
    executed an employment contract under which he agreed to act as a labor
    contractor and that the other private respondents are his men; that even
    assuming that private respondents are employees of petitioners, their employer-
    employee relation is co-terminous with each unloading and loading job; that in
    the same manner, petitioners are not under any obligation to hire petitioners
    exclusively, hence, when they were not given any job on March 29, 1981, no
    dismissal was effected but that they were merely not rehired.[4]

    On April 1, 1982, private respondents received the Decision of the Labor


    Arbiter dismissing their complaints. On April 19, 1982, they filed an appeal
    before respondent NLRC, which took cognizance thereof.

    In its Decision of November 26, 1982, the NLRC reversed the findings of the
    Labor Arbiter, and resolved, as previously stated, to uphold the existence of
    employer-employee relationship between the parties.

    Petitioners resorted to a "Manifestation and Omnibus Motion to Dismiss


    Appeal and to Vacate and/or to Declare Null and Void the Decision of this
    Honorable Commission Promulgated on November 25 (should be 26), 1982"
    but the same was denied, hence, the instant recourse.

    As prayed for, a Temporary Restraining Order to enjoin the enforcement of the


    questioned decision of respondent NLRC was issued on April 20, 1983, and on
    August 15, 1983, the Petition was given due course by the Second Division.
    Petitioners submit the following issues for resolution:

    "I Whether or not the appeal from the decision of Labor Arbiter
    filed by private respondents is within the 10-day reglementary period;

    "II Whether or not respondent NLRC erred in reversing the decision


    of the Labor Arbiter despite the failure to furnish petitioners with a
    copy of the appeal;

    "III Whether or not there is an employer-employee relationship


    between the parties;

    "IV Whether or not private respondents are entitled to legal holiday


    pay, emergency living allowance, thirteenth month pay and incentive
    leave pay."

    1. Petitioners, joined by the Solicitor General, contend that the appeal


    filed by private respondents from the Decision of the Labor Arbiter
    was filed out of time considering that they received copy of the same
    on April 1, 1982 but that they filed their appeal only on April 19,
    1982, or 18 days later. If we were to reckon the 10-day reglementary
    period to appeal as calendar days, as held in the case of Vir-jen
    Shipping and Marine Services, Inc. vs. NLRC, et al.[5] , private
    respondents' appeal was, indeed, out of time. However, it was clear
    from Vir-jen that the calendar day basis of computation would apply
    only "henceforth" or to future cases. That ruling was not affected by
    this Court's Resolution of November 18, 1983 reconsidering its
    Decision of July 20, 1982. When the appeal herein was filed on April
    19, 1982, the governing proviso was found in Section 7, Rule XIII of
    the Rules and Regulations Implementing the Labor Code along with
    NLRC Resolution No. 1, Series of 1977, which based the
    computation on 'working days'. The very face of the Notice of
    Decision itself[6] indicated that the aggrieved party could appeal
    within 10 "working days" from receipt of copy of the resolution
    appealed from. From April 1 to April 19, 1982 is exactly ten (10)
    working days considering the Holy Week and the two Saturdays and
    Sundays that supervened in between that period. In other words,
    private respondents' appeal, having been filed during the time that the
    prevailing period of appeal was ten (10) working days and prior to
    the Vir-jen case promulgated on July 20, 1982, it must be held to have
    been timely filed.

    2. Anent the failure of private respondents to furnish petitioners with


    a copy of their memorandum on appeal, suffice it to state that the
    same is not fatal to the appeal.[7]

    3. The issue of the existence of an employer-employee relationship


    between the parties is actually a question of fact, and the finding of
    the NLRC on this point is binding upon us, the exceptions to the
    general rule being absent in this case. Besides, the continuity of
    employment is not the determining factor, but rather whether the
    work of the laborer is part of the regular business or occupation of
    the employer.[8] We are thus in accord with the findings of
    respondent NLRC in this regard.

    Although it may be that private respondents alternated their employment on


    different vessels when they were not assigned to petitioners' boats, that did not
    affect their employee status. The evidence also establishes that petitioners had a
    fleet of fishing vessels with about 65 ship captains, and as private respondents
    contended, when they finished with one vessel, they were instructed to wait for
    the next. As respondent NLRC had found:

    We further find that the employer-employee relationship between the


    parties herein is not co-terminous with each loading and unloading
    job. As earlier shown, respondents are engaged in the business of
    fishing. For this purpose, they have a fleet of fishing vessels. Under
    this situation, respondents' activity of catching fish is a continuous
    process and could hardly be considered as seasonal in nature. So that
    the activities performed by herein complainants, i.e. unloading the
    catch of tuna fish from respondents' vessels and then loading the
    same to refrigerated vans, are necessary or desirable in the business
    of respondents. This circumstance makes the employment of
    complainants a regu​lar one, in the sense that it does not depend on
    any specific project or seasonal activity.[9]

    The employment contract signed by Antonio Boticario,[10] which described him


    as "labor contractor", is not really so inasmuch as wages continued to be paid
    by petitioners and he and the other workers were uniformly paid. He was
    merely asked by petitioners to recruit other workers. Besides, labor-contracting
    is prohibited under Sec. 9. (b), Rule VIII, Book III - Rules and Regulations
    Implementing the Labor Code as amended.[11] Directly in point and controlling
    is the ruling in an analogous case, Philippine Fishing Boat Officers and
    Engineers Union vs. CIR[12] , reading:

    "The Court holds, therefore, that the employer-employee relationship


    existed between the parties notwithstanding evidence to the fact that
    petitioners Visayas and Bergado, even during the time that they
    worked with respondent company alternated their employment on
    different vessels when they were not assigned on the company's
    vessels. For, as was stressed in the above-quoted case of Industrial-
    Commercial-Agricultural Workers Organization vs. CIR, (16 SCRA
    562 (1966), 'that during the temporary layoff the laborers are
    considered free to seek other employment is natural, since the
    laborers are not being paid, yet must find means of support' and such
    temporary cessation of operations 'should not mean starvation for
    employees and their families'."

    4. Indeed, considering the length of time that private respondents


    have worked for petitioner - since 1978 - there is justification to
    conclude that they were engaged to perform activities usually
    necessary or desirable in the usual business or trade of petitioners
    and are, therefore, regular employees.[13] As such, they are entitled to
    the benefits awarded them by respondent NLRC.

    WHEREFORE, the instant Petition for Certiorari, Prohibition and Mandamus is


    hereby dismissed and the Tem​porary Restraining Order heretofore issued is
    hereby dissolved.

    Costs against petitioners. SO ORDERED.

    Teehankee (Chairman), Plana, Relova, and Gutierrez, Jr., JJ., concur.

    [1] p. 96, Rollo.


    [2] p. 32, ibid.

    [3] p. 33, ibid.

    [4] Labor Arbiter Decision, pp. 66-67, ibid.

    [5] 115 SCRA 347, July 20, 1982.

    [6] p. 70, Rollo.

    [7] JD Magpayo Customs Brokerage Corp. vs. NLRC, et al., 118 SCRA 645
    (1982).
    [8] Art. 281, Labor Code, as amended; Philippine Fishing Boat Officers and
    Engineer Union vs. Court of Industrial Relations, 112 SCRA 159 (1982).
    [9] NLRC Decision, p. 94, Rollo.

    [10] Annex "I-3", Petition.

    [11] "Sec. 9. Labor-only contracting. -

    xxx xxx xxx

    (b) Labor-only contracting as defined herein is hereby prohibited and


    the person acting as con​tractor shall be considered merely as an agent
    or intermediary 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."

    xxx xxx xxx


    [12] 112 SCRA 159 (1982).

    [13] Article 281, Labor Code, as amended.

    Batas.org

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