In the Philippine legal system, employers can terminate employees for a breach of trust, but the punishment must fit the crime. The Supreme Court’s decision in Supra Multi-Services, Inc. v. Labitigan clarifies that while a breach of trust can justify termination, especially for managerial employees, it doesn’t always warrant dismissal. The court ultimately sided with the company, stating that because the employee was in a position of trust, and she was insubordinate, dismissal was a valid penalty. This ruling underscores the importance of loyalty and honesty in the workplace, especially for those in positions of responsibility, and highlights the balance between employee rights and employer protection under Philippine labor laws.

The Case of the Overzealous Accounting Supervisor: Was Her Dismissal Justified?

Supra Multi-Services, Inc. (SMSI) terminated Lanie Labitigan, their Accounting Supervisor, for dishonesty and insubordination. Labitigan had been granting herself a pro-rated Emergency Cost of Living Allowance (ECOLA), even though she wasn’t entitled to it under Wage Orders NCR-09 and NCR-10. SMSI argued this was a breach of trust, while Labitigan claimed she was preventing wage distortion and had tacit approval. The Labor Arbiter initially sided with Labitigan, awarding separation pay, but the National Labor Relations Commission (NLRC) reversed this, finding sufficient cause for dismissal. The Court of Appeals (CA) agreed with the NLRC on the breach of trust but deemed dismissal too harsh, awarding separation pay instead. This brought the case to the Supreme Court (SC) to determine if the dismissal was justified and whether separation pay was warranted.

The heart of the legal matter revolves around Article 282(c) of the Labor Code, which allows termination for “fraud or willful breach by the employee of the trust reposed in him/her by his/her employer.” The SC emphasizes that for managerial employees, like Labitigan, a lesser degree of proof is required to establish a breach of trust compared to rank-and-file employees. The court quoted Etcuban, Jr. v. Sulpicio Lines, Inc., highlighting this distinction:

But as regards a managerial employee, the mere existence of a basis for believing that such employee has breached the trust of his employer would suffice for his dismissal. Hence, in the case of managerial employees, proof beyond reasonable doubt is not required, it being sufficient that there is some basis for such loss of confidence, such as when the employer has reasonable ground to believe that the employee concerned is responsible for the purported misconduct, and the nature of his participation therein renders him unworthy of the trust and confidence demanded by his position.

Building on this principle, the SC found Labitigan’s position as Accounting Supervisor to be one of trust and confidence. She managed the company’s finances and had the discretion to prepare the payroll. Her actions, therefore, had significant implications for SMSI’s financial interests. The court rejected Labitigan’s defense of preventing wage distortion, noting that she was the only employee earning above minimum wage who received the ECOLA. The court said that Wage distortion, as defined by Wage Order Nos. NCR-09 and NCR-10, refers to:

“Wage Distortion” refers to a situation where an increase in the prescribed wage rates results in the elimination or severe contraction of intentional quantitative differences in wage or salary rates between and * among employee groups in an establishment as to effectively obliterate the distinctions embodied in such wage structure based on skills, length of service, or other logical bases of differentiation.

The court underscored that Labitigan presented no concrete evidence to support her claim of wage distortion, which is vital to her position. Even assuming good faith initially, the Notice of Personnel Action explicitly ordering the cancellation of her ECOLA should have stopped her. Continuing to grant herself the allowance despite this notice constituted insubordination and a clear breach of trust. The Supreme Court acknowledged that the amount of ECOLA was small, but stated that its accumulated value and Labitigan’s abuse of her position as Accounting Supervisor demonstrated breach of trust.

The Supreme Court disagreed with the Court of Appeals’ decision to award separation pay. The SC referenced Reno Foods, Inc. v. Nagkakaisang Lakas ng Manggagawa-Katipunan, emphasizing that separation pay is not warranted when termination is due to the employee’s fault, such as serious misconduct or breach of trust. Awarding separation pay in such cases would be a “misplaced compassion” and would condone dishonest behavior. The Court has consistently held that separation pay is only appropriate when the termination is due to causes not attributable to the employee or in cases of illegal dismissal where reinstatement is not feasible. In addition, while the employee had worked for the company for 11 years, the court added that the length of her employment did not mitigate but aggravated her offense.

The court’s decision also addressed the issue of Labitigan’s outstanding cash advances. While acknowledging that labor tribunals have jurisdiction over claims arising from employer-employee relations, the SC clarified that this jurisdiction does not extend to claims unrelated to the termination itself. Petitioners’ termination was due to respondent’s ECOLA collection, and not due to cash advances. The court has no jurisdiction to determine the truth or falsity of charges that were not a part of the notices and hearings. As a result, the Court lacked jurisdiction to order payment of these cash advances in this case. Finally, the SC denied SMSI’s claims for moral and exemplary damages, finding no factual or legal basis for such an award.

FAQs

What was the central issue in this case?	The central issue was whether the termination of Lanie Labitigan, an Accounting Supervisor, for breach of trust was valid, and whether she was entitled to separation pay despite the breach.
What is the legal basis for terminating an employee for breach of trust?	Article 282(c) of the Labor Code allows employers to terminate employees for “fraud or willful breach of the trust reposed in him/her by his/her employer or duly authorized representative.”
What is the difference in the degree of proof required for managerial versus rank-and-file employees in cases of breach of trust?	For managerial employees, a lesser degree of proof is required. The mere existence of a basis for believing the employee breached the employer’s trust is sufficient, while rank-and-file employees require proof of involvement in the alleged events.
What is the definition of wage distortion under the Wage Orders?	Wage distortion refers to a situation where an increase in prescribed wage rates results in the elimination or severe contraction of intentional quantitative differences in wage or salary rates among employee groups.
Is an employee entitled to separation pay if terminated for a just cause, such as breach of trust?	No, separation pay is generally not warranted when an employee is terminated for a just cause, such as serious misconduct or breach of trust, as it would reward undesirable behavior.
What happens if an employee’s length of service is long? Does it mitigate the penalty for breach of trust?	While length of service is sometimes considered, it does not automatically mitigate the penalty for serious offenses like breach of trust. In this case, the court found that it aggravated the offense.
What is the jurisdiction of labor tribunals regarding claims for payment of debts?	Labor tribunals have jurisdiction over claims arising from employer-employee relations, but not over claims unrelated to the termination itself, such as claims for the payment of debts that are separate from the reason for termination.
What was the final order of the Supreme Court in this case?	The Supreme Court reversed the Court of Appeals’ decision to award separation pay, affirmed the NLRC’s decision to dismiss the complaint for illegal dismissal, and ordered Labitigan to pay back SMSI the ECOLA she had unlawfully granted herself from November 2002 to July 2005.

The Supreme Court’s decision in Supra Multi-Services, Inc. v. Labitigan serves as a reminder of the importance of trust and loyalty in the employer-employee relationship. It underscores that managerial employees, in particular, hold a position of responsibility that demands a high degree of integrity. A breach of this trust, even if the financial impact is relatively small, can justify termination, and separation pay is not warranted. The case also provides a clear framework for understanding the scope of labor tribunals’ jurisdiction and the factors considered when determining the appropriateness of disciplinary actions in the workplace. The court’s decision highlights the need for employees to prove such wage distortion by providing the necessary documentation, showing the calculation of wages amongst different employee groups.

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: SUPRA MULTI-SERVICES, INC. VS. LANIE M. LABITIGAN, G.R. No. 192297, August 03, 2016