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Union of Filipro Employees Vs Vivar

The National Labor Relations Commission (NLRC) was petitioned to rule on whether monthly paid employees of Nestle Philippines were entitled to holiday pay. An arbitrator initially ruled they were entitled, but later clarified that sales personnel were excluded as field personnel. Both Nestle and the union filed motions for reconsideration. The NLRC could not rule due to lack of jurisdiction over voluntary arbitration. When the arbitrator resigned, the case was elevated to the Supreme Court. The Court ruled that while sales personnel were correctly excluded as field personnel, changing the divisor used to calculate pay from 251 to 261 days would diminish benefits in violation of law. Nestle was ordered to pay holiday pay to eligible employees using the 251-day divisor from October

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2K views2 pages

Union of Filipro Employees Vs Vivar

The National Labor Relations Commission (NLRC) was petitioned to rule on whether monthly paid employees of Nestle Philippines were entitled to holiday pay. An arbitrator initially ruled they were entitled, but later clarified that sales personnel were excluded as field personnel. Both Nestle and the union filed motions for reconsideration. The NLRC could not rule due to lack of jurisdiction over voluntary arbitration. When the arbitrator resigned, the case was elevated to the Supreme Court. The Court ruled that while sales personnel were correctly excluded as field personnel, changing the divisor used to calculate pay from 251 to 261 days would diminish benefits in violation of law. Nestle was ordered to pay holiday pay to eligible employees using the 251-day divisor from October

Uploaded by

Ian Auro
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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G.R. No.

79255 January 20, 1992


UNION OF FILIPRO EMPLOYEES (UFE), petitioner,
vs.
BENIGNO VIVAR, JR., NATIONAL LABOR RELATIONS COMMISSION and NESTL
PHILIPPINES, INC. (formerly FILIPRO, INC.), respondents.
FACTS:
Nestle Philippines (Nestle) filed with the National Labor Relations Commission (NLRC)
a petition for declaratory relief seeking a ruling on its rights and obligations respecting
claims of its monthly paid employees for holiday pay.b Both Nestle and the Union of
Filipino Employees (UFE) agreed to submit the case for voluntary arbitration and
appointed respondent Benigno Vivar, Jr. (Vivar) as voluntary arbitrator.
Consequently, Arbitrator Vivar rendered a decision directing Nestle to pay its monthly
paid employees holiday pay pursuant to Article 94 of the Code, subject only to the
exclusions and limitations specified in Article 82 and such other legal restrictions as
are provided for in the Code.
Nestle filed a motion for clarification seeking the limitation of the award to three years,
the exclusion of salesmen, sales representatives, truck drivers, merchandisers and
medical representatives from the award of the holiday pay, and deduction from the
holiday pay award of overpayment for overtime, night differential, vacation and sick
leave benefits due to the use of 251 divisor.
Petitioner UFE answered that the award should be made effective from the date of
effectivity of the Labor Code and that sales personnel should be entitled to holiday pay
since they are not field personnel, and that the use of 251 as divisor is an established
employee benefit which cannot be diminished.
Vivar issued an order declaring that the effectivity of the holiday pay award shall
retroact from the date of effectivity of the Labor Code. However, company's sales
personnel are considered field personnel and, as such, are not entitled to holiday pay.
Likewise, with the grant of the 10 days' holiday pay, the divisor should be changed
from 251 to 261 and ordered the reimbursement of overpayment for overtime, night
differential, vacation and sick leave pay due to the use of 251 days as divisor.
Both Nestle and UFE filed their respective motions for partial reconsideration. Vivar
treated the two motions as appeals and forwarded the case to the NLRC which in
return issued a resolution remanding the case to the respondent arbitrator on the
ground that it has no jurisdiction to review decisions in voluntary arbitration cases
pursuant to Article 263 of the Labor Code. In a letter from Vivar, however, he refused
to take cognizance of the case reasoning that he had no more jurisdiction to continue
as arbitrator because he had resigned from service.
ISSUE:
Whether or not sales personnel, who were considered as field personnel, entitled to
holiday pay.
RULING:
No, sales personnel are not entitled to holiday pay as they fall under the
definition of field personnel under Article 82 of the Labor Code which defines field
personnel as "non-agritultural employees who regularly perform their duties away
from the principal place of business or branch office of the employer and whose actual
hours of work in the field cannot be determined with reasonable certainty. However,
Vivars order to change the divisor from 251 to 261 days would result in a lower daily
rate which is violative of the prohibition on non-diminution of benefits found in Article
100 of the Labor Code. To maintain the same daily rate if the divisor is adjusted to 261
days, then the dividend, which represents the employee's annual salary, should
correspondingly be increased to incorporate the holiday pay. There is thus no merit in

respondent Nestle's claim of overpayment of overtime and night differential pay and
sick and vacation leave benefits, the computation of which are all based on the daily
rate, since the daily rate is still the same before and after the grant of holiday pay.
Nevertheless, Nestle is ordered to pay the rest of its employees their corresponding
holiday pay. The divisor to be used in computing holiday pay shall be 251 days and
shall be computed accordingly from October 23, 1984.

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