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BPI V. BPI EMPLOYEES Digest

1) BPI absorbed employees of FEBTC after the two banks merged in 2000. The union representing BPI employees demanded that the absorbed FEBTC employees join the union or be terminated, citing the union shop clause in the collective bargaining agreement. 2) The Supreme Court affirmed lower court rulings that the absorbed FEBTC employees were covered under the union shop clause and must join the union. 3) The Court strengthened protections for employees affected by mergers, ruling that employment contracts are automatically assumed by the surviving company to avoid confusion over employment status and benefits.

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220 views1 page

BPI V. BPI EMPLOYEES Digest

1) BPI absorbed employees of FEBTC after the two banks merged in 2000. The union representing BPI employees demanded that the absorbed FEBTC employees join the union or be terminated, citing the union shop clause in the collective bargaining agreement. 2) The Supreme Court affirmed lower court rulings that the absorbed FEBTC employees were covered under the union shop clause and must join the union. 3) The Court strengthened protections for employees affected by mergers, ruling that employment contracts are automatically assumed by the surviving company to avoid confusion over employment status and benefits.

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Robert
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BPI V. BPI EMPLOYEES (G.R. NO.

164301; OCTOBER 19, 2011)


CASE DIGEST: BANK OF THE PHILIPPINE ISLANDS v. BPI EMPLOYEES UNION-
DAVAO CHAPTER-FEDERATION OF UNIONS IN BPI UNIBANK. (G.R. No. 164301;
October 19, 2011).

FACTS: In 2000, Far East Bank and trust Company (FEBTC) merged with Bank of the Philippine
Islands. Petitioner had a Union Shop agreement with respondent BPI Employees Union-Davao
Chapter-Federation of Unions in BPI Unibank (the Union).Pursuant to the merger, respondent
requested BPI to terminate the employment of those new employees from FEBTC who did not join the
union.

BPI refused to undertake such action and brought the controversy before a voluntary arbitrator.
Although BPI won the initial battle at the Voluntary Arbitrator level, BPIs position was rejected by the
Court of Appeals which ruled that the Voluntary Arbitrators interpretation of the Union Shop Clause
was at war with the spirit and rationale why the Labor Code allows the existence of such provision.

This was followed and affirmation by the Supreme Court of the CA decision holding that former
employees of the Far East Bank and Trust Company (FEBTC) "absorbed" by BPI pursuant to the two
banks merger. The absorbed employees were covered by the Union Shop Clause in the then existing
collective bargaining agreement (CBA)of BPI with respondent BPI Employees Union-Davao Chapter-
Federation of Unions in BPI Unibank (the Union). Petitioners, despite the August 2010 decision
moved for a Motion for reconsideration of the decision.

ISSUE: May the "absorbed" FEBTC employees fell within the definition of "new
employees," under the Union Shop Clause, such that they be required to join
respondent union or suffer termination upon request by the union?

HELD: The court agreed with Justice Brion's view that it is more in keeping with the
dictates of social justice and the State policy of according full protection to labor to
deem employment contracts as automatically assumed by the surviving corporation in
a merger, without break in the continuity of their employment, and even in the absence
of an express stipulation in the articles of merger or the merger plan.

By upholding the automatic assumption of the non-surviving corporations existing employment


contracts by the surviving corporation in a merger, the Court strengthens judicial protection of the
right to security of tenure of employees affected by a merger and avoid confusion regarding the status
of their various benefits. However, it shall be noted that nothing in the Resolution shall impair the
right of an employer to terminate the employment of the absorbed employees for a lawful or
authorized cause or the right of such an employee to resign, retire or otherwise sever his employment,
whether before or after the merger, subject to existing contractual obligations.

Although by virtue of the merger BPI steps into the shoes of FEBTC as a successor employer as if the
former had been the employer of the latters employees from the beginning it must be emphasized
that, in reality, the legal consequences of the merger only occur at a specific date,i.e.,upon its
effectivity which is the date of approval of the merger by the SEC.Thus, the court observed in the
Decision that BPI and FEBTC stipulated in the Articles of Merger that they will both continue their
respective business operations until the SEC issues the certificate of merger and in the event no such
certificate is issued, they shall hold each other blameless for the non-consummation of the merger.

In other words, the obligation of BPI to pay the salaries and benefits of the former FEBTC employees
and its right of discipline and control over them only arose with the effectivity of the merger.
Concomitantly, the obligation of former FEBTC employees to render service to BPI and their right to
receive benefits from the latter also arose upon the effectivity of the merger. What is material is that
all of these legal consequences of the merger took place during the life of an existing and valid CBA
between BPI and the Union wherein they have mutually consented to include a Union Shop Clause.

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