Emeritus Security V Dailig

Emeritus Security v Dailig | G.R. No. 204761 | April 2, 2014 | J.
Carpio
Petitioner: EMERITUS SECURITY AND MAINTENANCE SYSTEMS, INC.,

Respondent: JANRIE C. DAILIG
FACTS:
 August 2000  Petitioner hired respondent as one of its security guards.
 During his employment, respondent was assigned to petitioner's various clients, the last of which was
Panasonic in Calamba, Laguna starting 16 December 2004.
 December 10, 2005  respondent was relieved from his post.
 January 27, 2006, respondent filed a complaint for underpayment of wages, non-payment of legal and
special holiday pay, premium pay for rest day and underpayment of ECOLA before the Department of Labor
and Employment, National Capital Region
o Hearing officer recommended the dismissal of the complaint since the claims were already paid.
 June 16, 2006  respondent filed a complaint for illegal dismissal and payment of separation pay against
petitioner before the Conciliation and Mediation Center of the NLRC.
 July 14, 2006  respondent filed another complaint for illegal dismissal, underpayment of salaries and non-
payment of full backwages before the NLRC.
 Respondent’s claims
o claimed that on various dates in December 2005 and from January to May 2006, he went to
petitioner’s office to follow-up his next assignment.
o After more than six months since his last assignment, still respondent was not given a new
assignment.
o argued that if an employee is on floating status for more than six months, such employee is
deemed illegally dismissed.
 Petitioner’s arguments
o denied dismissing respondent.
o admitted that it relieved respondent from his last assignment on 10 December 2005; however,
petitioner required respondent to report to the head office within 48 hours from receipt of the order
of relief. Respondent allegedly failed to comply.
o Petitioner claimed that on 27 January 2006 it sent respondent a notice to his last known address
requiring him to report to the head office within 72 hours from receipt of the said notice.
o It had informed respondent that he had been absent without official leave for the month of January
2006, and that his failure to report within 72 hours from receipt of the notice would mean that he
was no longer interested to continue his employment.
o Claimed that there was no showing that respondent was prevented from returning to his work and
that it had consistently manifested its willingness to reinstate him to his former position.
o Fact that there was no termination letter sent to respondent purportedly proved that respondent
was not dismissed.
 LA Decision  Respondent was illegally dismissed. Ordered reinstatement and payment of backwages
from the time his compensation was withheld by reason of his illegal dismissal until actual reinstatement.
 NLRC  dismissed appeal for lack of merit. Motion for reconsideration was denied. Computation of
backwages from June 10, 2006 not December 10 2005.
 CA  Affirmed LA finding and NLRC  Respondent was illegally dismissed.
Issues
 W/N respondent was illegally dismissed
 If he was illegally dismissed, whether respondent is entitled to separation pay, instead of reinstatement.
SC Ruling:
 The Court affirms the finding of illegal dismissal of the Labor Arbiter, NLRC, and Court of Appeals.
 However, the Court sets aside the Court of Appeals’ award of separation pay in favor of respondent, and
reinstates the Labor Arbiter’s reinstatement order.
FIRST ISSUE: On whether respondent was illegally dismissed? YES

 Petitioner admits relieving respondent from his post as security guard on 10 December 2005.
 There is also no dispute that respondent remained on floating status at the time he filed his complaint for
illegal dismissal on 16 June 2006.
 Respondent was on floating status from 10 December 2005 to 16 June 2006 or more than six months.
 Petitioner’s allegation of sending respondent a notice sometime in January 2006, requiring him to report for
work, is unsubstantiated, and thus, self-serving.
 A floating status of a security guard, such as respondent, for more than six months constitutes constructive
dismissal.
 Nationwide Security and Allied Services, Inc. v. Valderama  x x x the temporary inactivity or "floating
status" of security guards should continue only for six months. Otherwise, the security agency concerned
could be liable for constructive dismissal. The failure of petitioner to give respondent a work assignment
beyond the reasonable six-month period makes it liable for constructive dismissal. x x x. 9
 Labor Arbiter, NLRC, and Court of Appeals unanimously found that respondent was illegally dismissed by
petitioner. Factual findings of quasi-judicial bodies like the NLRC, if supported by substantial evidence, are
accorded respect and even finality by this Court, more so when they coincide with those of the Labor Arbiter.
SECOND ISSUE: On whether respondent is entitled to separation pay
 Article 279 of the Labor Code of the Philippines mandates the reinstatement of an illegally dismissed
employee, to wit: Security of Tenure. - x x x An employee who is unjustly dismissed from work shall be
entitled to reinstatement without loss of seniority rights and other privileges and to his full back wages,
inclusive of allowances, and to his other benefits or their monetary equivalent computed from the time his
compensation was withheld from him up to the time of his actual reinstatement.
 Reinstatement is the general rule, while the award of separation pay is the exception.
 Circumstances warranting the grant of separation pay, in lieu of reinstatement (Globe-Mackay Cable and
Radio Corporation v. National Labor Relations Commission)
o reinstatement can no longer be effected in view of the long passage of time (22 years of litigation)
or because of the realities of the situation; or that
o Reinstatement would be ‘inimical to the employer’s interest;’
o Reinstatement may no longer be feasible;
o It will not serve the best interests of the parties involved
o The company would be prejudiced by the workers’ continued employment;
o it will not serve any prudent purpose as when supervening facts have transpired which make
execution on that score unjust or inequitable
o An increasing extent, due to the resultant atmosphere of ‘antipathy and antagonism’ or ‘strained
relations’ or ‘irretrievable estrangement’ between the employer and the employee.
 In this case, petitioner claims that it complied with the reinstatement order of the Labor Arbiter.1âwphi1
o 23 January 2008  petitioner sent respondent a notice informing him of the Labor Arbiter’s
decision to reinstate him.
o February 2008  respondent was assigned by petitioner to Canlubang Sugar Estate, Inc. in
Canlubang, Laguna, and to various posts thereafter.
o At the time of the filing of the petition, respondent was assigned by petitioner to MD Distripark
Manila, Inc. in Biñan, Laguna.
o Respondent admits receiving a reinstatement notice from petitioner.
o Thereafter, respondent was assigned to one of petitioner's clients.
o Respondent points out that he was not reinstated by petitioner Emeritus Security and Maintenance
Systems, Inc. but was employed by another company, Emme Security and Maintenance Systems,
Inc. (Emme). Thus, according to respondent, he was not reinstated at all.
o Petitioner counters that Emeritus and Emme are sister companies with the same Board of Directors
and officers, arguing that Emeritus and Emme are in effect one and the same corporation.
o Considering petitioner's undisputed claim that Emeritus and Emme are one and the same, there is
no basis in respondent's allegation that he was not reinstated to his previous employment.
o Besides, respondent assails the corporate personalities of Emeritus and Emme only in his
Comment filed before this Court. Further, respondent did not appeal the Labor Arbiter's
reinstatement order.
 Contrary to the Court of Appeals' ruling, there is nothing in the records showing any strained relations
between the parties to warrant the award of separation pay. There is neither allegation nor proof that such
animosity existed between petitioner and respondent. In fact, petitioner complied with the Labor Arbiter's
reinstatement order.
 Considering that (1) petitioner reinstated respondent in compliance with the Labor Arbiter's decision, and (2)
there is no ground, particularly strained relations between the parties, to justify the grant of separation pay,
the Court of Appeals erred in ordering the payment thereof, in lieu of reinstatement.
JUDGMENT: WHEREFORE, the Court DENIES the petition and REINSTATES the 5 December 2007 Decision of the
Labor Arbiter. However, the backwages should be computed from 10 June 2006 when respondent was illegally
dismissed up to the time he was reinstated in February 2008.

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Emeritus Security v Dailig | G.R. No. 204761 | April 2, 2014 | J.

Petitioner: EMERITUS SECURITY AND MAINTENANCE SYSTEMS, INC.,

FIRST ISSUE: On whether respondent was illegally dismissed? YES

SECOND ISSUE: On whether respondent is entitled to separation pay

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