In National Power Corporation v. Olandesca, the Supreme Court addressed the question of whether an employee’s unauthorized use of company property, later replaced, constituted dishonesty warranting dismissal. The Court ruled that while the employee violated company procedures, his actions did not demonstrate the intent to deceive or defraud, thus, his dismissal was unwarranted. This decision underscores the importance of considering an employee’s intent and the specific circumstances surrounding an alleged infraction when determining appropriate disciplinary action. The Court ultimately found the employee guilty of violating reasonable office rules and regulations, warranting a reprimand instead of dismissal, while affirming the Court of Appeals’ award of backwages.

Borrowing or Stealing? Examining Intent in Property Misuse Cases

The case revolves around Alan A. Olandesca, a Supervising Property Officer at the National Power Corporation (NPC). Olandesca withdrew materials from the company warehouse without the necessary Warehouse Requisition Slips (WRS). These materials were used to fence development areas within the NPC’s Angat Watershed. Although he replaced the items shortly after, his actions led to administrative charges of dishonesty and acts prejudicial to the corporation’s interests. The central legal question is whether Olandesca’s unauthorized withdrawal of materials, despite their use for company benefit and subsequent replacement, constitutes sufficient grounds for dismissal from public service.

The NPC argued that Olandesca’s actions demonstrated a clear intent to cheat and defraud the corporation, citing the multiple instances of withdrawal, the timing of these withdrawals during non-working hours, and the circumvention of established procedures. They emphasized Olandesca’s abuse of his position as Supervising Property Officer. The corporation also pointed to the fact that Olandesca replaced the items with possibly inferior materials, putting NPC at a disadvantage. Further, it was argued that he continued taking items even after being told to desist by his supervisor. These points were raised to support their claim that his actions were deliberate and malicious. The administrative charge against Olandesca stated:

That sometime and during the periods from November 17, 1996 until January 25, 1997, taking advantage of your present position as SUPERVISING PROPERTY OFFICER of Angat Hydro Electric Plant of the National Power Corporation and with intent of gain, have maliciously and personally withdrawn materials and supplies at Angat HE Plant Warehouse without the Approved Warehouse Requisition Slip (WRS)…CONTRARY TO LAW.

Olandesca countered that his actions were driven by a desire to protect mango seedlings planted within the watershed areas, which benefited the NPC. He highlighted that the materials were used on NPC property and that he had recorded the withdrawals in the security logbook. Crucially, he replaced all the materials without being asked, demonstrating good faith. Olandesca explained he took the materials during off-hours due to his work schedule. He also stated he did not realize any personal gain as NPC benefited from his initiative. The Court of Appeals (CA) sided with Olandesca, emphasizing that his actions were motivated by a desire to serve the public beyond his normal duties, and found no intent to deceive or defraud the corporation. The appellate court ordered his reinstatement.

The Supreme Court affirmed the CA’s decision, emphasizing the definition of dishonesty as “the disposition to lie, cheat, deceive, or defraud; untrustworthiness; lack of integrity; lack of honesty, probity or integrity in principle; lack of fairness and straightforwardness; disposition to defraud, deceive or betray.” The Court identified several key factors that undermined the claim of dishonesty. First, the fact that the withdrawals were recorded in the security logbook suggested a lack of intent to conceal his actions. Secondly, Olandesca replaced the items on his own initiative, further negating any intent to defraud. The Graft Investigation Officer of the Office of the Ombudsman also dismissed a qualified theft complaint against Olandesca, finding no intent to gain and noting that the materials were used for the benefit of NPC.

However, the Supreme Court did not completely exonerate Olandesca. The Court acknowledged that as Supervising Property Officer, he was fully aware of the requirement for a WRS before removing materials from the warehouse. Thus, he violated reasonable office rules and regulations. Section 52 (C), (3), Rule IV of Civil Service Commission Memorandum Circular No. 19, series of 1999 (Uniform Rules on Administrative Cases in the Civil Service) states:

C. The following are Light Offenses with corresponding penalties:
3. Violation of reasonable office rules and regulations.
1st offense — Reprimand

Given this violation and Olandesca’s otherwise clean record, the Court found that a reprimand was the appropriate penalty, rather than dismissal. Because the proper penalty should only have been a reprimand from the beginning, the Court affirmed the CA’s award of backwages.

This case highlights the importance of differentiating between intentional dishonesty and mere negligence or violation of company procedures. While Olandesca acted improperly by circumventing established protocols, his actions did not rise to the level of dishonesty required to justify dismissal from public service. The ruling serves as a reminder that disciplinary actions should be proportionate to the offense, considering the employee’s intent, the surrounding circumstances, and the potential impact on the public interest.

FAQs

What was the key issue in this case?	The key issue was whether an employee’s unauthorized withdrawal of company property, used for the company’s benefit and later replaced, constituted dishonesty warranting dismissal. The Supreme Court examined the employee’s intent and the proportionality of the disciplinary action.
What is a Warehouse Requisition Slip (WRS)?	A WRS is a document required by the National Power Corporation (NPC) for the authorized withdrawal of materials from its warehouses. It ensures proper documentation and accountability for company property.
What was Olandesca’s position at the National Power Corporation?	Olandesca was the Supervising Property Officer of the Angat River Hydroelectric Plant (HEP). He was responsible for the custody and documentation of materials and supplies stored at the property office.
Why did Olandesca withdraw the materials without a WRS?	Olandesca claimed he withdrew the materials to fence mango seedlings planted on the NPC’s watershed areas. He believed this action was necessary to protect the seedlings and benefit the corporation.
Did Olandesca personally benefit from using the materials?	The Court found no evidence that Olandesca personally benefited from using the materials. The materials were used on NPC property, and he replaced them shortly after the withdrawal.
What was the initial penalty imposed on Olandesca?	Initially, Olandesca was dismissed from his position with forfeiture of all cash and non-cash benefits. This penalty was recommended by the Regional Board of Inquiry and Discipline (RBID) of the NPC.
What penalty did the Supreme Court ultimately impose?	The Supreme Court found Olandesca guilty of violating a reasonable office rule and regulation and imposed a penalty of reprimand. This was based on the finding that his actions did not constitute dishonesty.
What is the significance of recording the withdrawals in the security logbook?	The Court viewed the recording of the withdrawals in the security logbook as evidence of Olandesca’s lack of intent to deceive or conceal his actions. It suggested transparency rather than an attempt to hide the unauthorized withdrawals.
Why was Olandesca awarded backwages?	Olandesca was awarded backwages because the Supreme Court determined that the appropriate penalty from the beginning should have been a reprimand. He was unfairly prevented from working and earning his salary during the period of his dismissal.

The National Power Corporation v. Olandesca case illustrates the importance of carefully evaluating the intent and circumstances surrounding an employee’s actions before imposing disciplinary measures. It underscores the need for proportionality in penalties and the potential for good faith actions to mitigate what might otherwise be considered violations of company policy.

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: National Power Corporation v. Olandesca, G.R. No. 171434, April 23, 2010