The Supreme Court partially granted the petitions filed by the Development Bank of the Philippines (DBP) against the Commission on Audit (COA), addressing the disallowance of certain allowances and benefits received by DBP officers. While the Court upheld COA’s decision that these additional compensations amounted to prohibited double compensation under the Constitution, it exonerated the approving and certifying officers from personal liability. This ruling underscores the importance of adhering to constitutional restrictions on public officers’ compensation, while also considering the good faith of officials in the performance of their duties.
Navigating the Murky Waters of Compensation: When Additional Benefits Became a Constitutional Issue for DBP
The consolidated cases before the Supreme Court revolved around Notices of Disallowance (NDs) issued by the Commission on Audit (COA) against the Development Bank of the Philippines (DBP). These NDs pertained to allowances and benefits received by DBP officers and employees, specifically concerning additional compensation received by DBP officers acting as officers of DBP subsidiaries. The central question was whether these additional allowances constituted a violation of the constitutional prohibition against double compensation for public officers and employees.
The root of the controversy stemmed from several Audit Observation Memoranda (AOM) issued by COA in 2007. These AOMs questioned the grant of additional allowances and fringe benefits to DBP officers serving in DBP subsidiaries, asserting that these payments constituted double compensation. COA pointed to DBM Circular Letter No. 2003-10 and Section 5 of Presidential Decree No. (PD) 1597, which require presidential approval for such allowances and prohibit additional bonuses unless authorized by law or the President. In response, DBP argued that its charter exempted it from these regulations and that the allowances were legitimate compensation for services rendered to its subsidiaries.
Subsequently, COA issued ND No. SUB-2006-11 (06), disallowing a total of P1,629,303.34 in additional allowances and fringe benefits paid to DBP officers acting as officers of DBPDCI, DBPMC, and IGLF. This disallowance included director’s allowances, representation allowances, transportation allowances, reimbursable promotional allowances, honoraria, and gift certificates. DBP appealed the ND, but COA’s Legal Services Sector (LSS) denied the appeal, affirming the disallowance. DBP then filed a Memorandum of Appeal, later supplemented by a Manifestation and Motion, arguing that President Arroyo had confirmed the DBP Board of Directors’ authority to approve compensation plans, thus rendering the disallowance moot.
On the other hand, for the years 2005 and 2006, DBP also granted additional bonuses and economic assistance to its officers and employees. These benefits were intended to help employees cope with rising economic difficulties. However, COA also questioned these grants, issuing AOMs and subsequent NDs. These NDs, specifically OA-2006-006 (06), EA-2006-005 (05 and 06), and Merit-2006-008 (06), disallowed officers’ allowances, economic assistance, and merit increases, totaling P106,599,716.93. DBP appealed these NDs as well, arguing that it had obtained presidential approval for the compensation plan. Despite DBP’s arguments, COA upheld the disallowances, asserting that the benefits lacked legal basis and that the presidential approval was invalid due to its issuance during the election period ban.
The Supreme Court, in its analysis, focused on whether COA had committed grave abuse of discretion in affirming the NDs. A central point of contention was the alleged subsequent approval by President Arroyo of DBP’s Compensation Plan for 1999. DBP insisted that this approval cured any defects and rendered the disallowances moot. However, the Court disagreed, emphasizing the constitutional proscription against double compensation found in Section 8, Article IX (B) of the Constitution. This provision states that no public officer or employee shall receive additional, double, or indirect compensation unless specifically authorized by law.
The Court underscored that the allowances and benefits paid to DBP officers, who already held permanent positions within DBP, constituted double compensation. This violated the principle that public office is a public trust and that government officials should not use their positions for personal gain. COA’s findings revealed that DBP officers were receiving similar benefits from both DBP and its subsidiaries, leading to the disallowance.
However, the Court distinguished between the liability of the recipients of the disallowed benefits and the liability of the approving and certifying officers. Citing Madera v. Commission on Audit, the Court clarified that approving and certifying officers who acted in good faith, in the regular performance of their official functions, and with the diligence of a good father of the family are not civilly liable to return the disallowed amounts. This principle is rooted in Section 38 of the Administrative Code of 1987. The Court identified several badges of good faith that could absolve officers of liability, including certificates of availability of funds, in-house legal opinions, the absence of prior disallowances in similar cases, and reasonable textual interpretations of the law.
In the DBP case, the Court found that the approving and certifying officers had acted in good faith, believing that the recipients were entitled to the allowances based on DBP’s by-laws and long-standing practices. The Court also noted the absence of prior disallowances in similar cases. Therefore, while upholding the disallowance of the benefits, the Court exonerated the approving and certifying officers from personal liability. This outcome balances the need to protect public funds with the recognition of the good faith efforts of public officials.
The Court then addressed the disallowance of merit increases, the integration of officers’ allowances into basic pay, and the grant of economic assistance to DBP employees. It acknowledged COA’s constitutional mandate to examine and audit government revenues and expenditures and to prevent irregular, unnecessary, excessive, extravagant, or unconscionable expenditures. The Court affirmed that DBP BOD’s authority to fix personnel compensation was not absolute and had to conform to the principles of the Salary Standardization Law.
The Court also addressed the issue of President Arroyo’s alleged approval of DBP’s compensation plan. While DBP argued that this approval validated the benefits, the Court disagreed. Citing Philippine Health Insurance Corp. v. Commission on Audit, the Court reiterated that presidential approval of a new compensation and benefit scheme does not prevent the State from correcting the erroneous application of a statute. Furthermore, the Court noted that President Arroyo’s approval was made during the prohibited election period, rendering it void under Section 261 (g)(2) of the Omnibus Election Code.
Ultimately, the Court sustained the disallowance of the merit increases, integration of allowances, and economic assistance. However, as with the additional allowances, the Court held that the approving and certifying officers should not be held liable due to their good faith reliance on DBP’s charter and their belief that they were authorized to approve the compensation plan. It should be emphasized, however, that good faith on the part of the approving/certifying officers in granting such allowances does not make it legal or proper as would justify its continued grant.
Finally, the Supreme Court clarified the liability of individual payees who received the disallowed allowances and benefits. Reaffirming the principles of solutio indebiti and unjust enrichment, the Court held that these individuals are obligated to return the amounts they personally received. However, it recognized that exceptions may apply in certain circumstances, such as when the amount disbursed was genuinely given in consideration of services rendered or when undue prejudice, social justice, or humanitarian considerations are present.
The DBP officers who received the allowances and benefits are still obligated to return what they personally received. The Court reinforced its view that the receipt by the payees of disallowed benefits is one by mistake, thus creating an obligation on their part to return the same.
FAQs
What was the key issue in this case? | The key issue was whether the additional allowances and benefits received by DBP officers constituted double compensation, violating constitutional restrictions. The Court also considered the validity of a presidential approval obtained during an election period. |
Did the Supreme Court uphold the disallowance of the benefits? | Yes, the Supreme Court upheld the disallowance of the additional allowances, merit increases, economic assistance, and integration of officers’ allowances into basic pay. The Court found that these benefits lacked legal basis and violated constitutional prohibitions. |
Were the approving officers held liable for the disallowed amounts? | No, the Supreme Court exonerated the approving and certifying officers from personal liability. The Court found that these officers had acted in good faith, relying on DBP’s charter and believing they were authorized to approve the compensation plans. |
What is the responsibility of the DBP officers who received the disallowed benefits? | The DBP officers and employees who received the disallowed amounts were ordered to refund the amounts they received. The Court emphasized the principles of solutio indebiti and unjust enrichment. |
What is double compensation, and why is it prohibited? | Double compensation refers to receiving additional, double, or indirect compensation for a public office. It is prohibited under the Constitution to ensure public office remains a public trust and to prevent officials from using their positions for personal gain. |
What is the significance of Presidential Decree No. 1597 in this case? | Presidential Decree No. 1597 requires presidential approval for allowances and other fringe benefits granted to government employees. The absence of such approval was a key factor in the COA’s disallowance of the benefits. |
How did the election period ban affect the case? | The presidential approval obtained by DBP was deemed invalid because it was made within 45 days before the 2010 national elections. This violated the Omnibus Election Code, which prohibits giving salary increases or remuneration during that period. |
What are the Madera Rules mentioned in the decision? | The Madera Rules, established in Madera v. Commission on Audit, outline the guidelines for the liability of government officials and employees in cases involving disallowances. They distinguish between the liability of approving officers and recipients. |
What factors indicate “good faith” for approving officers in disallowance cases? | Certificates of fund availability, in-house legal opinions, absence of similar disallowances, and reasonable textual interpretations of law can indicate good faith. If officers demonstrate good faith, they may be absolved of personal liability. |
This case serves as a reminder of the importance of adhering to constitutional and statutory requirements regarding compensation for public officers and employees. While the Court recognized the good faith of the approving officers in this instance, it firmly upheld the disallowance of benefits that lacked legal basis. The ruling highlights the need for government-owned corporations to ensure that their compensation plans comply with the Salary Standardization Law and other relevant regulations.
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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: Development Bank of the Philippines vs. Commission on Audit, G.R. Nos. 210965 & 217623, March 22, 2022