The Supreme Court ruled that employees are entitled to have their period of service with a labor-only contractor considered in determining their regularization date and corresponding benefits. This means employees can claim benefits tied to their length of service, even for the time they worked under a contractor, ensuring fair compensation and recognition of their total service to the company. The decision reinforces labor protection, preventing employers from sidestepping benefit obligations through labor arrangements.

From Arrastre Workers to Regular Employees: Whose Time Counts for Benefits?

Ludo & Luym Corporation, engaged in manufacturing coconut oil and related products, utilized Cresencio Lu Arrastre Services (CLAS) for loading and unloading tasks. Workers initially deployed by CLAS were eventually hired as regular employees by Ludo. These employees then joined the Ludo Employees Union (LEU). A collective bargaining agreement (CBA) provided benefits based on the length of service. The union requested that the employees’ prior service under CLAS be included in calculating their benefits, a request Ludo denied. This dispute led to voluntary arbitration, focusing on determining the employees’ date of regularization.

The Voluntary Arbitrator ruled that CLAS was a labor-only contractor, and the employees were engaged in activities necessary to Ludo’s business. The arbitrator ordered that the 214 employees be considered regular employees six months from their first day of service at CLAS, awarding them sick leave, vacation leave, and annual wage increases totaling P5,707,261.61, plus attorney’s fees and interest. Ludo appealed, arguing the arbitrator exceeded his jurisdiction by awarding benefits not explicitly claimed in the submission agreement. The Court of Appeals affirmed the arbitrator’s decision, leading to this petition before the Supreme Court. The core issues before the Supreme Court were: (1) Whether the benefits claimed were barred by prescription; and (2) Whether the Voluntary Arbitrator exceeded its authority by awarding benefits beyond the scope of the submission agreement.

Ludo contended that benefits for the years 1977 to 1987 were already barred by prescription when the employees filed their case in January 1995. They also argued that the Voluntary Arbitrator’s award of benefits was beyond the scope of the submission agreement, which focused solely on the date of regularization. The union countered that the prescriptive period began only when Ludo explicitly refused to comply with its obligation, and that the arbitrator’s power extended to reliefs and remedies connected to the regularization issue.

The Supreme Court referred to Articles 217, 261, and 262 of the Labor Code to clarify the jurisdiction of Labor Arbiters and Voluntary Arbitrators. Article 261 grants Voluntary Arbitrators original and exclusive jurisdiction over unresolved grievances arising from the interpretation or implementation of Collective Bargaining Agreements. Citing *San Jose vs. NLRC*, the Court affirmed that the jurisdiction of Labor Arbiters and Voluntary Arbitrators can include money claims. Also, the Court in *Reformist Union of R.B. Liner, Inc. vs. NLRC*, compulsory arbitration has been defined as “the process of settlement of labor disputes by a government agency which has the authority to investigate and to make an award which is binding on all the parties…

While arbitrators are expected to decide on questions expressly stated in the submission agreement, they also possess the necessary power to make a final settlement, as arbitration serves as the final resort for dispute adjudication. The Supreme Court agreed with the Court of Appeals’ reasoning, emphasizing the Voluntary Arbitrator’s jurisdiction to render the arbitral awards. The issue of regularization has broader implications, including entitlement to higher benefits. The Supreme Court thus recognized that it would be antithetical to the principles of labor justice to require the employees to file a separate action for the payment of the very benefits they are entitled to.

Regarding the claim of prescription, the Court sided with the Voluntary Arbitrator’s finding that prescription had not yet barred the employees’ claims. It was shown that petitioner gave repeated assurances to the employees and were estopped from claiming prescription as these assurances are enough to prevent the claims from prescribing. This echoes the principle that the prescriptive period begins when the obligor refuses to comply with their duty. This reliance on the assurances from petitioner Ludo serves to stall the prescriptive period as well.

FAQs

What was the key issue in this case?	The key issue was whether the employees’ prior service under a labor-only contractor should be considered in determining their regularization date and corresponding benefits under a Collective Bargaining Agreement.
What did the Voluntary Arbitrator decide?	The Voluntary Arbitrator ruled that the contractor was a labor-only contractor, and the employees should be considered regular employees from six months after their first day of service with the contractor, entitling them to corresponding benefits.
What was Ludo’s main argument against the decision?	Ludo argued that the Voluntary Arbitrator exceeded their jurisdiction by awarding benefits not explicitly claimed in the submission agreement, which only addressed the date of regularization.
How did the Court of Appeals rule on the matter?	The Court of Appeals affirmed the decision of the Voluntary Arbitrator, finding no reversible error and emphasizing the arbitrator’s authority to determine the scope of his own authority.
What was the Supreme Court’s ruling?	The Supreme Court affirmed the Court of Appeals’ decision, holding that the employees were entitled to have their prior service with the labor-only contractor considered for regularization and benefits.
Did the Supreme Court address the issue of prescription?	Yes, the Supreme Court agreed with the Voluntary Arbitrator that prescription had not set in to bar the employees’ claims, due to Ludo’s repeated assurances to review the claims without a categorical denial.
What is a labor-only contractor?	A labor-only contractor is an entity that supplies workers to an employer without substantial capital or control over the workers’ performance, effectively serving as a mere recruiter.
What is the significance of this ruling for employees?	This ruling protects employees by ensuring that their total service to a company is recognized for benefit calculations, even if part of that service was rendered under a contractor, preventing employers from avoiding obligations.

In conclusion, this case underscores the importance of protecting workers’ rights and ensuring fair compensation for their total years of service. The decision emphasizes that employers cannot evade their responsibilities by using labor-only contracting arrangements, and that arbitrators have the authority to grant remedies necessary for achieving labor justice.

For inquiries regarding the application of this ruling to specific circumstances, please contact ASG Law through contact or via email at frontdesk@asglawpartners.com.

Disclaimer: This analysis is provided for informational purposes only and does not constitute legal advice. For specific legal guidance tailored to your situation, please consult with a qualified attorney.
Source: Ludo & Luym Corporation vs. Ferdinand Saornido, G.R. No. 140960, January 20, 2003