BPI v. BPI Employees Union-Davao, GR No. 164301, August 10, 2010

BPI v. BPI Employees Union-Davao, GR No.
164301, August 10, 2010
FACTS:
Bank of the Philippine Islands (BPI) moves for reconsideration of the Supreme Court’s Decision dated
August 10, 2010, holding that former employees of the Far East Bank and Trust Company (FEBTC)
“absorbed” by BPI pursuant to the two banks’ merger in 2000 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).
The Union Shop Clause involved in the controversy provided in part, thus: “Section 2. Union Shop - New
employees falling within the bargaining unit as defined in Article I of this Agreement, who may
hereafter be regularly employed by the Bank shall, within thirty (30) days after they become regular
employees, join the Union as a condition of their continued employment. It is understood that
membership in good standing in the Union is a condition of their continued employment with the
Bank.”
In seeking the reversal of August 10, 2010 Decision, petitioner insists that FEBTC employees cannot be
considered new employees as BPI merely stepped into the shoes of FEBTC as an employer purely as a
consequence of the merger.
In the present incident, petitioner Bank of the Philippine Islands (BPI) moves for reconsideration of our
Decision dated August 10, 2010, holding that former employees of the Far East Bank and Trust Company
(FEBTC) “absorbed” by BPI pursuant to the two banks’ merger 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).
ISSUE:
Whether or not union shop clauses in a CBA is null and void for being violative of the right or freedom of
association?
HELD:
No. The Supreme Court ruled that the rationale for upholding the validity of union shop clauses in a CBA,
even if they impinge upon the individual employee’s right or freedom of association, is not to protect
the union for the union’s sake. Laws and jurisprudence promote unionism and afford certain protections
to the certified bargaining agent in a unionized company because a strong and effective union
presumably benefits all employees in the bargaining unit since such a union would be in a better
position to demand improved benefits and conditions of work from the employer. This is the rationale
behind the State policy to promote unionism declared in the Constitution, which was elucidated in the
above-cited case of Liberty Flour Mills Employees v. Liberty Flour Mills, Inc., 180 SCRA 668 (1989).
In the hierarchy of constitutional values, this Court has repeatedly held that the right to abstain from
joining a labor organization is subordinate to the policy of encouraging unionism as an instrument of
social justice.—In the case at bar, since the former FEBTC employees are deemed covered by the Union
Shop Clause, they are required to join the certified bargaining agent, which supposedly has gathered the
support of the majority of workers within the bargaining unit in the appropriate certification proceeding.
Their joining the certified union would, in fact, be in the best interests of the former FEBTC employees
for it unites their interests with the majority of employees in the bargaining unit. It encourages
employee solidarity and affords sufficient protection to the majority status of the union during the life of
the CBA which are the precisely the objectives of union security clauses, such as the Union Shop Clause
involved herein. We are indeed not being called to balance the interests of individual employees as
against the State policy of promoting unionism, since the employees, who were parties in the court
below, no longer contested the adverse Court of Appeals’ decision. Nonetheless, settled jurisprudence
has already swung the balance in favor of unionism, in recognition that ultimately the individual
employee will be benefited by that policy. In the hierarchy of constitutional values, this Court has
repeatedly held that the right to abstain from joining a labor organization is subordinate to the policy of
encouraging unionism as an instrument of social justice.

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BPI v. BPI Employees Union-Davao, GR No.

164301, August 10, 2010

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