In cases of alleged illegal dismissal, the employee carries the initial burden of proving they were indeed terminated from employment. The Supreme Court in *George S. Galbinez, Jr. v. MC Gerry’s Restaurant* clarified that without substantial evidence of dismissal, the court cannot determine the legality or illegality of the alleged termination. This means employees must first demonstrate with convincing proof that they were dismissed before employers need to justify their actions, ensuring a fair process in labor disputes.

Proof or Peril: When a Dismissal Claim Falters

This case revolves around George S. Galbinez, Jr.’s claim of illegal dismissal against Mc Gerry’s Restaurant. Galbinez alleged that he was hired as a delivery boy, dishwasher, and janitor but was later dismissed without cause. Mc Gerry’s, however, denied the dismissal, stating that Galbinez simply stopped reporting for work. The central legal question is whether Galbinez provided sufficient evidence to prove that he was indeed dismissed from his employment.

The factual backdrop involves Galbinez’s employment at Mc Gerry’s Restaurant, where he claimed to have been underpaid and denied benefits. He contended that his persistent complaints led to his dismissal on December 30, 2007. Mc Gerry’s countered that Galbinez was an employee of Metro’s Manpower Agency (MMA) and had abandoned his job. The Labor Arbiter (LA) initially sided with Mc Gerry’s, finding no direct employer-employee relationship. However, the National Labor Relations Commission (NLRC) reversed this decision, declaring Galbinez a regular employee of Mc Gerry’s and awarding him separation pay, backwages, and other monetary benefits. The Court of Appeals (CA) partly granted Mc Gerry’s petition, affirming the employer-employee relationship but nullifying the finding of illegal dismissal.

The Supreme Court (SC) addressed the core issue of whether Galbinez presented sufficient evidence of his dismissal. The Court emphasized that in illegal termination cases, the employee must first establish that a dismissal occurred. Only then does the burden shift to the employer to prove that the termination was for a valid or authorized cause. The SC found that Galbinez’s claim that he was barred from the restaurant premises and told that his services were no longer needed was insufficient to substantiate his allegation of dismissal. Citing *Italkarat 18, Inc. v. Gerasmio*, the Court reiterated that the complainant must prove the fact of dismissal, whether actual or constructive. Bare allegations, being self-serving, do not suffice.

In contrast, Mc Gerry’s claim that Galbinez had abandoned his job was also scrutinized. The SC clarified that **abandonment** requires both a failure to report for work without valid reason and a clear intention to sever the employment relationship. As the Court stated, “Abandonment is a matter of intention and cannot lightly be inferred or legally presumed from certain equivocal acts.”

Filing a complaint for illegal dismissal, even six months after the alleged dismissal, negates any intention to abandon employment, as this demonstrates a desire to maintain the employment relationship. The Court noted the employer’s burden to prove the employee’s unjustified refusal to return to work, a burden Mc Gerry’s failed to meet. Therefore, neither illegal dismissal nor job abandonment was sufficiently proven.

Given the circumstances, the SC deemed reinstatement appropriate, but because a considerable period had passed, it found reinstatement impracticable. Instead, the Court awarded separation pay equivalent to one-month salary for every year of service, computed up to the time Galbinez stopped working for Mc Gerry’s. This decision balances the equities, recognizing the employee’s service while acknowledging the lack of substantiated dismissal.

The Court also addressed the liability for the monetary awards. Galbinez argued that the real owners of Mc Gerry’s were the respondent spouses, who should be held solidarily liable. However, the SC clarified that Mc Gerry’s was registered as a sole proprietorship under Gerry Velasquez, who is personally liable for the business’s debts and obligations. The Court cited that “Because Mc Gerry’s does not have a separate legal personality, Velasquez, as the registered sole proprietor thereof becomes personally liable for all the debts and obligations of the business.”

The Supreme Court made a point of clarification regarding attorney’s fees. Article 111 of the Labor Code governs attorney’s fees in labor cases, stating that attorney’s fees may be assessed at ten percent of the amount of wages recovered in cases of unlawful withholding of wages. The Court clarified that, despite the NLRC’s initial decision stating attorney’s fees equivalent to the total money claims, the affirmed awarded attorney’s fees should be equivalent to only ten percent of the total award. Citing *PH Credit Corp. v. Court of Appeals*, it emphasized that execution is based on the disposition, not the body, of the decision.

What was the key issue in this case?	The primary issue was whether George S. Galbinez, Jr. provided sufficient evidence to prove that he was illegally dismissed from his employment at Mc Gerry’s Restaurant. The court also considered if the employer had sufficiently proved job abandonment by the employee.
What is the burden of proof in an illegal dismissal case?	The employee must first present substantial evidence of dismissal. Once that is done, the burden shifts to the employer to prove that the dismissal was for a valid or authorized cause.
What constitutes abandonment of work?	Abandonment requires both the employee’s failure to report for work without a valid reason and a clear intention to sever the employment relationship, demonstrated by overt acts. Mere absence is not enough.
What is the significance of filing an illegal dismissal complaint?	Filing a complaint for illegal dismissal generally negates any claim of abandonment of work because it shows the employee’s intention to maintain the employment relationship, not sever it.
What is the liability of a sole proprietor in labor disputes?	A sole proprietor is personally liable for the debts and obligations of the business. Mc Gerry’s Restaurant was registered as a sole proprietorship under Gerry Velasquez, making him personally responsible for the monetary awards.
How is separation pay awarded in this case?	Since reinstatement was not feasible, the Court awarded separation pay equivalent to one month’s salary for every year of service until the employee stopped working for the company in 2007.
How are attorney’s fees determined in labor cases?	Article 111 of the Labor Code specifies that attorney’s fees may be equivalent to ten percent of the amount of wages recovered in cases of unlawful withholding of wages.
What is the key takeaway for employees in illegal dismissal cases?	Employees must substantiate their claims of dismissal with concrete evidence, not just allegations. Vague assertions, without more, are insufficient to prove illegal dismissal.

Ultimately, *George S. Galbinez, Jr. v. MC Gerry’s Restaurant* underscores the importance of providing concrete evidence in labor disputes. The decision highlights the principle that the burden of proof lies initially with the employee to demonstrate dismissal before an employer must justify their actions. This ruling serves as a reminder to both employers and employees to maintain thorough records and documentation to support their claims in potential legal battles.

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: George S. Galbinez, Jr. v. MC Gerry’s Restaurant, G.R. No. 205597, September 28, 2022