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Uniliver V Rivera

(1) Rivera was dismissed from her job as an Area Activation Executive at Unilever Philippines after funds were found to be diverted by a third party service provider for Unilever's activation projects under Rivera's responsibility. She filed a case claiming illegal dismissal. (2) The Labor Arbiter dismissed Rivera's case while the NLRC partly granted her appeal by awarding nominal damages for violation of procedural due process. The Court of Appeals affirmed but removed the retirement benefits award, instead awarding separation pay. (3) The Supreme Court ruled that Rivera was not entitled to separation pay as her serious offenses, including intentionally circumventing company policy and directing diversion of funds, warranted just cause for dismissal.

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936 views2 pages

Uniliver V Rivera

(1) Rivera was dismissed from her job as an Area Activation Executive at Unilever Philippines after funds were found to be diverted by a third party service provider for Unilever's activation projects under Rivera's responsibility. She filed a case claiming illegal dismissal. (2) The Labor Arbiter dismissed Rivera's case while the NLRC partly granted her appeal by awarding nominal damages for violation of procedural due process. The Court of Appeals affirmed but removed the retirement benefits award, instead awarding separation pay. (3) The Supreme Court ruled that Rivera was not entitled to separation pay as her serious offenses, including intentionally circumventing company policy and directing diversion of funds, warranted just cause for dismissal.

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Direct Luke
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© © 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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G.R. No.

201701 June 3, 2013


UNILEVER PHILIPPINES, INC., Petitioner,
vs.
MARIA RUBY M. RIVERA, Respondent.
FACTS:
Maria Ruby M. Rivera was the Area Activation Executive of Unilever Philippines, Inc. for
the cities of Cotabato and Davao for 14 years. She was dismissed pursuant to company
policy after she was found responsible for the deviation of funds by Ventureslink,
Unilevers third party service provider for the companys activation projects. Her
retirement benefits were forfeited as a legal consequence of her dismissal from work.
Rivera filed a case of illegal dismissal and money claims against Unilever.
The LA dismissed her case for lack of merit and denied her monetary claim for lack of
basis. The NLRC however, partly grant her appeal by granting her nominal damages for
violation of her right to procedural due process, and retirement benefits. CA affirmed the
NLRC decision with modification by deleting the award on retirement benefits and
awarded separation pay in favor of Rivera as measure of social justice.
ISSUE(S):
(1) Whether or not a validly dismissed employee, like Rivera, is entitled to an award
of separation pay.
(2) Whether or not the award for nominal damage to Rivera was proper.
HELD:
(1) No. As a general rule, an employee who has been dismissed for any of the just
causes enumerated under Article 282 of the Labor Code is not entitled to a separation
pay, pursuant to Section 7, Rule I, Book VI of the Omnibus Rules Implementing the Labor
Code. In exceptional cases, however, the Court has granted separation pay to a legally
dismissed employee as an act of "social justice" or on "equitable grounds." In both
instances, it is required that the dismissal (1) was not for serious misconduct; and (2) did
not reflect on the moral character of the employee as in the case of Philippine Long
Distance Telephone Co. vs. NLRC.
In this case, Rivera was dismissed from work because she intentionally circumvented a
strict company policy, manipulated another entity to carry out her instructions without
the companys knowledge and approval, and directed the diversion of funds, which she
even admitted doing under the guise of shortening the laborious process of securing funds
for promotional activities from the head office. These transgressions were serious offenses
that warranted her dismissal from employment and proved that her termination from
work was for a just cause. Hence, she is not entitled to a separation pay.
(2) Yes. In all cases of termination of employment, due process shall be substantially
observed as provided in Section 2, Rule XXIII, Book V of the Rules Implementing the
Labor Code. In this case, Unilever was not direct and specific in its first notice to Rivera.
The words it used were couched in general terms and were in no way informative of the
charges against her that may result in her dismissal from employment. Evidently, there
was a violation of her right to statutory due process warranting the payment of indemnity
in the form of nominal damages.

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