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74san Miguel V Etcuban

The employees of San Miguel Corporation's Mandaue City Brewery were told the company was suffering financial losses and at risk of closure. SMC offered a retrenchment program, and many employees accepted separation pay and termination. However, the employees later discovered SMC was not actually in financial distress and was hiring new employees. The employees sought to invalidate the retrenchment. The court ruled the employees' claim has a reasonable causal connection to employer-employee relations and falls under the jurisdiction of labor courts, not regular courts, because the claim is essentially one of illegal dismissal in the form of deceitful retrenchment. While consent to termination was obtained through fraud, this makes the contract voidable, not void.

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355 views1 page

74san Miguel V Etcuban

The employees of San Miguel Corporation's Mandaue City Brewery were told the company was suffering financial losses and at risk of closure. SMC offered a retrenchment program, and many employees accepted separation pay and termination. However, the employees later discovered SMC was not actually in financial distress and was hiring new employees. The employees sought to invalidate the retrenchment. The court ruled the employees' claim has a reasonable causal connection to employer-employee relations and falls under the jurisdiction of labor courts, not regular courts, because the claim is essentially one of illegal dismissal in the form of deceitful retrenchment. While consent to termination was obtained through fraud, this makes the contract voidable, not void.

Uploaded by

kaiaceegees
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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San Miguel v.

Etcuban
Facts: San Miguel Corporation informed its Mandaue City Brewery employees that it was
suffering from heavy losses and financial distress which could lead to its total closure. SMC
offered its retrenchment program to its employees. Many employees availed of the program.
they were given their termination letters and separation pay. In return, the employees executed
receipt and release documents in favor of SMC.
Subsequently, the ex-employees discovered that SMC was never in any financial difficulty and
was hiring new employees. The ex-employees sought to declare the retrenchment null and void.

Issue: Is the cause of action of the employees valid?

Ruling: No. The demarcation line between the jurisdiction of regular courts and labor courts over
cases involving workers and their employers has always been the subject of the dispute. The
court has recognized that not all claims involving such groups of litigants can be resolved solely
by our labor courts. However, we have also admonished that the present trend is to refer
worker-employer controversies to labor courts, unless unmistakably provided by the law to be
otherwise. Because of this trend, jurisprudence has developed the reasonable causal
connection rule. Under this rule, if there is a reasonable causal connection between the claim
asserted and the employer-employee relations, then the case is within the jurisdiction of our
labor courts. In the absence of such nexus, it is the regular courts that have jurisdiction.

In the present case, while respondents insist that their action is for the declaration of nullity of
their contract of termination, what is inescapable is the fact that it is, in reality, an action for
damages emanating form employeremployee relations. First, their claim for damages is
grounded on their having been deceived into serving their employment due to SMCs concocted
financial distress and fraudulent retrenchment program a clear case of illegal dismissal. Second,
a comparison of respondents complaint for the declaration of nullity of the retrenchment
program before the labor arbiter and the complaint for the declaration of nullity of their contract
of termination before the RTC reveals that the allegations and prayer of the former are almost
identical with those of the latter except that the prayer for reinstatement was no longer included
and the claim for backwages and other benefits was replaced with a claim for actual damages.
These are telltale signs that respondents claim for damages is intertwined with their having
been separated from their employment without just cause and, consequently, has a reasonable
causal connection with their employer-employee relations with SMC. Accordingly, it cannot be
denied that respondents claim falls under the jurisdiction of the labor arbiter as provided in
paragraph 4 of Article 217. Respondents assertion that their action is for the declaration of
nullity of their contract of termination is merely an ingenious way of presenting their actual
action, which is a claim for damages grounded on their having been illegal terminated.
The fact that SMC was never in financial distress does not, in any way, affect the cause of their
contract of termination. Rather, the fraudulent representations of SMC only affected the consent
of respondents in entering into the said contract.[18] If the consent of a contracting party is
vitiated by fraud, the contract is not void but, merely, voidable

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