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Wellington V Trajano & Abadilla

The case involves a dispute over whether monthly-paid employees are entitled to additional holiday pay when a regular holiday falls on a Sunday. The labor enforcement officer found that Wellington Flour Mills had not paid regular holidays falling on Sundays for monthly employees. Wellington argued their monthly salary already includes holiday pay for all regular holidays. The Regional Director ordered Wellington to pay compensation for four extra working days. Wellington appealed, arguing they would have to pay additional compensation despite fully compensating workers within the law using the "314 factor" in monthly salaries. The Under-Secretary affirmed the order. The decision found that Wellington's monthly salary based on the "314 factor" already accounts for all 365 days in a year,

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639 views2 pages

Wellington V Trajano & Abadilla

The case involves a dispute over whether monthly-paid employees are entitled to additional holiday pay when a regular holiday falls on a Sunday. The labor enforcement officer found that Wellington Flour Mills had not paid regular holidays falling on Sundays for monthly employees. Wellington argued their monthly salary already includes holiday pay for all regular holidays. The Regional Director ordered Wellington to pay compensation for four extra working days. Wellington appealed, arguing they would have to pay additional compensation despite fully compensating workers within the law using the "314 factor" in monthly salaries. The Under-Secretary affirmed the order. The decision found that Wellington's monthly salary based on the "314 factor" already accounts for all 365 days in a year,

Uploaded by

Chuck Norris
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as DOCX, PDF, TXT or read online on Scribd
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Title

Facts

Issue

G.R. No. 114698 July 3, 1995


WELLINGTON INVESTMENT AND MANUFACTURING
CORPORATION, petitioner,
vs.
CRESENCIANO B. TRAJANO, Under-Secretary of Labor and
Employment, ELMER ABADILLA, and 34 others, respondents.
The case rose from a routine inspection by a labor enforcement
officer of Wellington Flour Mills in which he set forth his finding of
non-payment of regular holidays falling on a Sunday for monthlypaid employees.
Wellington sought for reconsideration of the report. They argued that
he monthly salary of the company's monthly-salaried employees
already includes holiday pay for all regular holidays . . . (and
hence) there is no legal basis for the finding of alleged non-payment
of regular holidays falling on a Sunday.
Petitioners argument failed to move the Regional Director who in an
Order issued when a regular holiday falls on a Sunday, an extra or
additional working day is created and the employer has the
obligation to pay the employees for the extra day except the last
Sunday of August since the payment for the said holiday is already
included in the 314 facto and directed Wellington to pay its
employees compensation corresponding to four extra working days.
Wellington filed a motion for reconsideration of the order, pointing
out that in effect of the order, they are compelled to pay for
additional compensation despite complete compensation lawfully
due its worker, using 314 factor. This motion was treated as an
appeal and was acted on upon by respondent Under-Secretary. And
by another order, the latter affirmed the challenged order of the
Regional Director, holding that "the divisor being used by the
respondent (Wellington) does not reliably reflect the actual working
days in a year, " and consequently commanded Wellington to pay its
employees the "six additional working days resulting from regular
holidays falling on Sundays in 1988, 1989 and 1990.
WON a monthly-paid employee, receiving a fixed monthly compensation, is
entitled to an additional pay aside from his usual holiday pay, whenever a
regular holiday falls on a Sunday

Decision
No, The theory loses sight of the fact that the monthly salary in Wellington
which is based on the so-called "314 factor" accounts for all 365 days
of a year; i.e., Wellington's "314 factor" leaves no day unaccounted for; it is
paying for all the days of a year with the exception only of 51 Sundays.
There is no provision of law requiring any employer to make
adjustments in the monthly salary rate set by him to take account of
holidays falling on Sundays in a given year, or, contrary to the
provisions bearing on the point, otherwise to reckon a year at more
365 days.

such
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legal
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