The Supreme Court has affirmed that employees participating in an illegal strike can be terminated from employment. The Court emphasized the importance of adhering to procedural rules and respecting the employer’s right to manage its operations efficiently. This decision reinforces the principle that while workers have the right to organize and engage in concerted activities, such actions must be within the bounds of the law. Specifically, the Court underscored that strikes conducted without proper notice or those involving unlawful acts can lead to severe consequences for the participating employees.

Strikes and Sit-Downs: Did Stayfast Employees Cross the Legal Line?

Malayang Manggagawa ng Stayfast Phils., Inc. (MMSP) filed a complaint against Stayfast Philippines, Inc. and Maria Almeida, alleging unfair labor practices, union busting, and illegal lockout. The dispute stemmed from a certification election where MMSP sought to be the exclusive bargaining agent. Following a series of labor disputes, including a strike and a withdrawn notice of strike, MMSP members staged a “sit-down strike,” leading to the termination of several employees. The central legal question revolved around whether the strike was legal and if the subsequent terminations were justified.

The legal framework governing strikes in the Philippines is primarily found in the Labor Code. Article 263 outlines the procedural requirements for a valid strike, including the filing of a notice of strike with the National Conciliation and Mediation Board (NCMB) and the observance of a cooling-off period. Article 264(e) prohibits certain acts during a strike, such as violence, coercion, intimidation, and obstruction of the free ingress to or egress from the employer’s premises. Non-compliance with these provisions can render a strike illegal, exposing participating employees to potential termination.

In this case, MMSP had initially filed a notice of strike but later withdrew it following concessions during conciliation-mediation. Subsequently, the union staged a “sit-down strike” without filing a new notice. The Labor Arbiter and the NLRC both ruled against MMSP, finding that the strike was illegal due to the prior withdrawal of the notice and the commission of prohibited acts. The Court of Appeals affirmed these findings, emphasizing that factual findings of labor tribunals, when supported by substantial evidence, are binding. The Supreme Court agreed with the lower courts’ assessment, highlighting the procedural lapses and illegal conduct of the union.

The Supreme Court’s decision underscored several critical procedural and substantive points. First, the Court emphasized that the petition for certiorari was the incorrect remedy. According to the Court, the proper recourse was an appeal via a petition for review on certiorari under Rule 45 of the Rules of Court. The Court stated:

The proper remedy to obtain a reversal of judgment on the merits, final order or resolution is appeal. This holds true even if the error ascribed to the court rendering the judgment is its lack of jurisdiction over the subject matter, or the exercise of power in excess thereof, or grave abuse of discretion in the findings of fact or of law set out in the decision, order or resolution. The existence and availability of the right of appeal prohibits the resort to certiorari because one of the requirements for the latter remedy is that there should be no appeal.

The Court also noted the failure to file a motion for reconsideration before resorting to certiorari. This requirement ensures that the lower court has an opportunity to correct any errors before a higher court intervenes. Furthermore, the Court found that MMSP failed to establish grave abuse of discretion on the part of the Court of Appeals. Grave abuse of discretion requires a showing that the court acted in a capricious, whimsical, arbitrary, or despotic manner. Here, MMSP merely alleged errors in factual findings without demonstrating such egregious conduct.

Additionally, the Court reiterated that questions of fact cannot be raised in a petition for certiorari. MMSP attempted to dispute the findings of the Labor Arbiter and the NLRC regarding discriminatory acts and union busting. However, the Court emphasized that it is not a trier of facts in certiorari proceedings. As such, the Court could not re-evaluate the evidence presented before the labor tribunals. The Court also pointed to the consistent factual findings of the Labor Arbiter, NLRC, and Court of Appeals, indicating that the lower tribunals’ decisions were supported by substantial evidence.

Substantively, the Court found that MMSP’s case lacked merit. The alleged discriminatory acts were not sufficiently proven, and the “sit-down strike” violated company rules. The Court also noted that the employees were given an opportunity to explain their conduct but failed to do so. This failure further justified the employer’s decision to terminate their employment. Thus, the Supreme Court found no basis to overturn the decisions of the lower tribunals.

This case has significant implications for labor relations in the Philippines. It serves as a reminder that while employees have the right to strike, they must adhere to the procedural and substantive requirements of the law. Failure to do so can result in the strike being declared illegal, exposing participating employees to termination. Employers, on the other hand, must ensure that disciplinary actions are taken in accordance with due process, providing employees with an opportunity to explain their actions before imposing sanctions. This balance is essential for maintaining a stable and productive labor environment.

The ruling in Malayang Manggagawa ng Stayfast Phils., Inc. v. National Labor Relations Commission reinforces the importance of respecting the legal framework governing labor disputes. Unions must ensure that they comply with the procedural requirements for strikes, including the filing of a notice of strike and the observance of a cooling-off period. They must also refrain from engaging in prohibited acts, such as violence or obstruction of the employer’s premises. Employers must also act fairly and provide due process to employees facing disciplinary actions.

FAQs

What was the key issue in this case?	The key issue was whether the strike staged by Malayang Manggagawa ng Stayfast Phils., Inc. was legal, and whether the subsequent termination of employees who participated in the strike was justified. The court also addressed procedural issues related to the choice of remedy and the need for a prior motion for reconsideration.
Why was the strike considered illegal?	The strike was considered illegal because the union had previously withdrawn its notice of strike and failed to file a new one before staging the “sit-down strike.” Additionally, the union committed prohibited acts during the strike, such as obstructing the company’s premises.
What is the significance of filing a notice of strike?	Filing a notice of strike with the NCMB is a mandatory procedural requirement under the Labor Code. It triggers a cooling-off period during which the parties are expected to engage in conciliation and mediation to resolve their dispute, and failure to do so can render a strike illegal.
What are some prohibited acts during a strike?	Prohibited acts during a strike include violence, coercion, intimidation, and obstruction of the free ingress to or egress from the employer’s premises. These acts can lead to the strike being declared illegal, and participating employees may face disciplinary action.
What is the correct legal remedy for appealing a decision of the Court of Appeals?	The correct legal remedy for appealing a decision of the Court of Appeals is a petition for review on certiorari under Rule 45 of the Rules of Court. This remedy is available when a party seeks to raise questions of law before the Supreme Court.
Why is a motion for reconsideration important before filing a petition for certiorari?	A motion for reconsideration gives the lower court an opportunity to correct any errors it may have committed before a higher court intervenes. It is a general rule that must be followed unless an exception applies.
What does “grave abuse of discretion” mean?	“Grave abuse of discretion” means that the court or tribunal acted in a capricious, whimsical, arbitrary, or despotic manner in the exercise of its jurisdiction, amounting to a lack of jurisdiction. The abuse must be so patent and gross as to amount to an evasion of a positive duty or a virtual refusal to perform a duty enjoined by law.
Can factual findings of labor tribunals be questioned in a petition for certiorari?	No, questions of fact cannot be raised in a petition for certiorari. Only established or admitted facts can be considered. The Supreme Court is not a trier of facts in certiorari proceedings.
What is the effect of an illegal strike on the employment status of participating employees?	Employees who participate in an illegal strike may be terminated from employment, especially if they commit unlawful acts during the strike. The employer must, however, still comply with due process requirements before imposing any disciplinary action.

This case underscores the delicate balance between workers’ rights and employers’ prerogatives. Unions must navigate the legal landscape carefully, ensuring compliance with procedural requirements and refraining from illegal acts. Employers, too, must act fairly and provide due process to employees. The ruling provides a framework for understanding the legal consequences of illegal strikes and the importance of adhering to established labor laws.

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: MALAYANG MANGGAGAWA NG STAYFAST PHILS., INC. vs. NATIONAL LABOR RELATIONS COMMISSION, G.R. No. 155306, August 28, 2013