In Philippine National Bank vs. Teresita Fe A. Gregorio, the Supreme Court ruled that an employer, PNB, had sufficient grounds to dismiss an employee, Gregorio, for gross dishonesty, misconduct, and breach of trust, despite the employee presenting affidavits of retraction from witnesses. The court emphasized that retractions do not automatically nullify prior statements and that substantial evidence supported PNB’s decision. This case clarifies how labor tribunals should assess evidence in illegal dismissal cases, particularly when affidavits of retraction are involved, ensuring that the totality of evidence is considered.
When a Bank Manager Runs ‘a Bank Within a Bank’: Just Cause for Dismissal?
Teresita Fe A. Gregorio, a seasoned employee of PNB, rose to the position of Branch Manager at PNB Sucat. However, in 2003, an internal audit revealed irregular lending activities allegedly orchestrated by Gregorio. These activities included convincing depositors to invest in a high-yield PNB product by securing loans against their deposits, the proceeds of which were then loaned to other borrowers at a high monthly interest rate. The Internal Audit Group (IAG) found no records of the bank receiving commissions from these loan activities.
PNB charged Gregorio with gross misconduct and dishonesty based on affidavits from depositors, who claimed they were misled into signing loan documents. Gregorio presented affidavits of retraction from some of these depositors, claiming they had misunderstood the transactions. The PNB Administrative Adjudication Panel, however, recommended Gregorio’s dismissal, a decision that Gregorio contested, leading to a legal battle that reached the Supreme Court.
The central legal question was whether PNB had substantial evidence to dismiss Gregorio for just cause, considering the conflicting affidavits and the allegations of irregular lending activities. The Labor Arbiter (LA) initially ruled in favor of Gregorio, finding her dismissal illegal due to the insufficiency of PNB’s evidence. The National Labor Relations Commission (NLRC) reversed the LA’s decision, stating that PNB had met the required burden of proof. The Court of Appeals (CA) then sided with Gregorio, reversing the NLRC and reinstating the LA’s decision, prompting PNB to elevate the case to the Supreme Court.
The Supreme Court examined whether the CA correctly determined if the NLRC acted with grave abuse of discretion. The Court emphasized that a special civil action for certiorari is not an appeal but a remedy confined to issues of jurisdiction or grave abuse of discretion. Grave abuse of discretion implies a capricious and whimsical exercise of judgment equivalent to a lack of jurisdiction, exercised arbitrarily or despotically.
The Court highlighted the limited scope of judicial review over NLRC decisions, noting that quasi-judicial agencies like the NLRC possess expertise in specific matters, and their factual findings are generally accorded respect and finality if supported by substantial evidence. The Court referenced St. Martin Funeral Home v. NLRC, which established that the CA may review NLRC decisions only when there is grave abuse of discretion amounting to lack or excess of jurisdiction.
The Court found that the CA erred in concluding that the NLRC had acted with grave abuse of discretion. The NLRC based its decision on an appreciation of the evidence presented, including the IAG Memorandum, affidavits, and testimonies. The Court agreed with the NLRC that the totality of this evidence was sufficient to convince a reasonable mind that Gregorio engaged in unauthorized lending activities within PNB Sucat.
Specifically, the evidence indicated that Gregorio facilitated loans secured by deposit hold-outs, promising depositors a 5% interest rate, with 2% supposedly going to the bank as commission. However, the IAG found no records of the bank receiving these commissions. This evidence, coupled with the affidavits and testimonies, painted a picture of irregular loan activities conducted under Gregorio’s supervision and direction. The Court rejected Gregorio’s claim that PNB raised a new theory by alleging she ran “a bank within a bank,” clarifying that PNB was merely describing her irregular transactions.
Addressing the issue of the affidavits of retraction, the Supreme Court affirmed the NLRC’s view that retractions are generally unreliable and looked upon with disfavor by the courts. The Court reiterated that the reliability of an affidavit of retraction must be determined by examining the circumstances surrounding it. In this case, the Court noted that one affidavit of retraction had not been properly identified and authenticated, while the other actually affirmed Gregorio’s participation in the lending activities.
Moreover, the Court emphasized that confronting a witness is not a matter of right in company investigations. Due process requirements were met as Gregorio had the opportunity to be heard and to refute the allegations. The Court thus concluded that the NLRC’s decision was based on substantial evidence and rooted in law, warranting the reversal of the CA’s decision.
This case underscores the principle that findings of fact by quasi-judicial bodies like the NLRC, when supported by substantial evidence, are entitled to great respect. Furthermore, it clarifies that affidavits of retraction do not automatically negate prior statements but must be carefully evaluated within the context of the entire body of evidence. Finally, it reiterates that due process in administrative investigations does not necessarily require confrontation of witnesses, as long as the employee is given an opportunity to be heard and to present their case.
Article 297 [282] of the Labor Code enumerates the just causes for which an employer may terminate an employment:
Art. 297 [282]. Termination by Employer – An employer may terminate an employment for any of the following causes:
(a) Serious misconduct or willful disobedience by the employee of the lawful orders of his employer or representative in connection with his work;
(b) Gross and habitual neglect by the employee of his duties;
(c) Fraud or willful breach by the employee of the trust reposed in him by his employer or duly authorized representative;
(d) Commission of a crime or offense by the employee against the person of his employer or any immediate member of his family or his duly authorized representatives; and
(e) Other causes analogous to the foregoing.
FAQs
What was the key issue in this case? | The key issue was whether the employer, PNB, had substantial evidence to dismiss the employee, Gregorio, for just cause, despite the employee presenting affidavits of retraction from key witnesses. The court needed to determine if the NLRC acted with grave abuse of discretion. |
What is “grave abuse of discretion”? | Grave abuse of discretion implies a capricious and whimsical exercise of judgment equivalent to a lack of jurisdiction, exercised arbitrarily or despotically. It is more than just a simple error of judgment. |
Are affidavits of retraction automatically accepted as evidence? | No, affidavits of retraction are not automatically accepted. Courts view them with skepticism and assess their reliability based on the surrounding circumstances and the rest of the evidence. |
Does due process in administrative investigations require confronting witnesses? | No, due process in administrative investigations does not always require confronting witnesses. It is sufficient that the employee has the opportunity to be heard and to refute the allegations against them. |
What is the standard of proof in cases filed before quasi-judicial bodies like the NLRC? | The standard of proof is substantial evidence, which means such relevant evidence as a reasonable mind might accept as adequate to justify a conclusion. It is a lower standard than proof beyond a reasonable doubt. |
What were the charges against Teresita Fe A. Gregorio? | Gregorio was charged with gross dishonesty, gross misconduct, and willful breach of trust for her alleged involvement in irregular lending activities within PNB Sucat. These charges are considered just causes for termination under the Labor Code. |
What was the role of the Internal Audit Group (IAG) in this case? | The IAG conducted an investigation into the alleged irregular lending activities at PNB Sucat and submitted a memorandum detailing their findings. This memorandum served as a critical piece of evidence in the case. |
What is the significance of St. Martin Funeral Home v. NLRC in this case? | St. Martin Funeral Home v. NLRC established that the CA may review NLRC decisions only when there is grave abuse of discretion amounting to lack or excess of jurisdiction. This case defined the scope of judicial review over NLRC decisions. |
This case demonstrates the importance of a comprehensive evaluation of evidence in labor disputes, especially when dealing with affidavits of retraction. Employers must ensure they have substantial evidence to support termination decisions, while employees must be given a fair opportunity to present their defense. The Supreme Court’s decision reinforces the principle that labor tribunals must carefully assess the totality of evidence to arrive at a just and equitable resolution.
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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: PNB vs. Gregorio, G.R. No. 194944, September 18, 2017