In cases of illegal dismissal, the burden of proving an employer-employee relationship rests on the claimant. The Supreme Court in Ginta-Ason v. J.T.A. Packaging Corporation affirmed that the absence of substantial evidence, such as employment contracts, company IDs, or inclusion in company payrolls, negates the existence of such a relationship. This ruling underscores the importance of documentary evidence in labor disputes, particularly when the employer denies the existence of an employment relationship. The decision highlights that mere allegations are insufficient; concrete proof is essential to substantiate claims of illegal dismissal.

When Pay Slips and Itineraries Fail: Proving Employment in Dismissal Cases

The case of Gerome P. Ginta-Ason v. J.T.A. Packaging Corporation and Jon Tan Arquilla centered on whether Gerome Ginta-Ason was an employee of J.T.A. Packaging Corporation (JTA) and thus entitled to protection against illegal dismissal. Ginta-Ason claimed he was constructively dismissed after an incident involving JTA’s representative, Jon Tan Arquilla. JTA, however, denied Ginta-Ason’s employment, leading to a dispute that reached the Supreme Court. The critical issue was whether Ginta-Ason could sufficiently prove the existence of an employer-employee relationship with JTA, a prerequisite for any illegal dismissal claim to proceed.

The Labor Arbiter (LA) initially ruled in favor of Ginta-Ason, finding that he was constructively dismissed and awarding him backwages, separation pay, and damages. The LA gave credence to a former employee’s statement identifying Arquilla as JTA’s owner and manager. However, the National Labor Relations Commission (NLRC) reversed the LA’s decision, finding a lack of employer-employee relationship. The NLRC questioned the validity of Ginta-Ason’s pay slips and gave more weight to JTA’s documentary evidence, which did not include Ginta-Ason’s name. This divergence in findings necessitated a closer look at the evidence presented by both parties.

The Court of Appeals (CA) affirmed the NLRC’s decision, emphasizing that Ginta-Ason failed to substantiate his claim of employment with JTA. The CA highlighted the absence of crucial documentation and inconsistencies in the evidence presented by Ginta-Ason. Dissatisfied, Ginta-Ason elevated the case to the Supreme Court, arguing that the lower courts erred in their assessment of the evidence and application of labor laws. The Supreme Court, therefore, had to determine whether there was sufficient evidence to establish an employer-employee relationship between Ginta-Ason and JTA.

In resolving the issue, the Supreme Court applied the **four-fold test** to determine the existence of an employer-employee relationship: (a) the selection and engagement of the employee; (b) the payment of wages; (c) the power of dismissal; and (d) the power to control the employee’s conduct. The Court found that Ginta-Ason failed to provide sufficient evidence to satisfy these criteria. The Court emphasized that allegations in the complaint must be proven by competent evidence, and the burden of proof lies on the party making the allegation, which in this case, was Ginta-Ason. In cases of illegal dismissal, the burden of proof rests on the employer to prove that its dismissal of an employee was for a valid cause. However, the existence of the employment relationship must first be proven.

Regarding the element of selection and engagement, Ginta-Ason presented no document setting forth the terms of his employment. **The absence of an employment contract or written agreement was a significant factor** in the Court’s decision. Additionally, he did not possess a company identification card, which the Court noted is typically provided to employees for security and identification purposes. Building on this principle, the Court examined the evidence presented by Ginta-Ason to prove the payment of wages, specifically the pay slips he submitted. However, these pay slips lacked any indication of their source, failing to clearly demonstrate that the payments came from JTA. The Court cited Valencia v. Classique Vinyl Products Corporation, where pay slips were rejected because they did not bear the name of the respondent company. The court also noted that the pay slips indicated that Ginta-ason was receiving compensation as early as February 2014, which belied his claim in the complaint that he was hired on December 26, 2014.

Furthermore, the Court observed that there were no deductions from Ginta-Ason’s supposed salary for withholding tax, SSS, Philhealth, or Pag-Ibig Fund contributions, which are typical deductions from employees’ salaries. This absence of standard deductions further undermined the credibility of the pay slips as evidence of employment. In contrast, JTA presented voluminous documentary evidence, including the alpha list of employees submitted to the BIR, payroll monthly reports, and remittances to the SSS, Philhealth, and Pag-Ibig Fund. These documents, duly signed by JTA’s authorized representative and received by the concerned government agencies, did not include Ginta-Ason’s name, strengthening JTA’s claim that he was not an employee.

Addressing the element of control, Ginta-Ason argued that the driver’s itineraries issued by JTA demonstrated the company’s control over his work. However, the NLRC noted that these itineraries were not signed by JTA’s authorized personnel. In addition, there was a discrepancy in the company name appearing on the document, “J.T.A. Packaging” instead of “J.T.A. Packaging Corporation.” Also, the address indicated on the itinerary was different from the company’s actual address reflected in Ginta-Ason’s own complaint. The determination of the identity of the authorized personnel of JTA who actually dispatched petitioner gains more importance in light of the unexplained discrepancies in the company name and address appearing on the driver’s itineraries.

Considering the totality of the evidence, the Supreme Court concluded that Ginta-Ason failed to sufficiently prove the existence of an employer-employee relationship with JTA. The absence of essential documents, the inconsistencies in the presented pay slips, and the lack of clear evidence of control all contributed to the Court’s decision. As a result, the Court affirmed the CA’s ruling, which upheld the NLRC’s finding that Ginta-Ason was not illegally dismissed because he was never an employee of JTA in the first place. The Court emphasized the expertise of quasi-judicial bodies like the NLRC in labor matters, according their factual findings respect and finality when supported by substantial evidence.

The Supreme Court distinguished the case from Opulencia v. National Labor Relations Commission, where the Court rejected the company’s payroll as evidence because witnesses testified that it did not contain a complete list of employees. In contrast, in this case, there was no such testimony, and JTA presented corroborating evidence, such as the alpha list of employees and remittances to government agencies, to support its claim that Ginta-Ason was not an employee. This case underscores the importance of maintaining accurate and complete records of employees, including contracts, payroll information, and contributions to government agencies, to avoid potential labor disputes.

FAQs

What was the key issue in this case?	The central issue was whether an employer-employee relationship existed between Gerome P. Ginta-Ason and J.T.A. Packaging Corporation, which is a prerequisite for an illegal dismissal claim. The court examined the evidence to determine if Ginta-Ason was indeed an employee of J.T.A. Packaging Corporation.
What is the four-fold test for determining employer-employee relationship?	The four-fold test includes: (a) the selection and engagement of the employee; (b) the payment of wages; (c) the power of dismissal; and (d) the power to control the employee’s conduct. All these factors are weighed to determine the existence of an employer-employee relationship.
What evidence did Ginta-Ason present to prove his employment?	Ginta-Ason presented pay slips and driver’s itineraries to support his claim of employment with J.T.A. Packaging Corporation. However, the court found these documents insufficient due to inconsistencies and lack of proper authentication.
What evidence did J.T.A. Packaging Corporation present to disprove Ginta-Ason’s employment?	J.T.A. Packaging Corporation presented its alpha list of employees submitted to the BIR, payroll monthly reports, and remittances to the SSS, Philhealth, and Pag-Ibig Fund. These documents did not include Ginta-Ason’s name, which the court deemed compelling evidence against his claim of employment.
Why were the pay slips presented by Ginta-Ason deemed insufficient?	The pay slips lacked any indication of their source and contained inconsistencies, such as showing compensation from dates prior to his alleged date of hire. The court found the pay slips unreliable and insufficient to prove the payment of wages by J.T.A. Packaging Corporation.
What was the significance of the absence of deductions from Ginta-Ason’s alleged salary?	The absence of deductions for withholding tax, SSS, Philhealth, and Pag-Ibig Fund contributions was significant because these are standard deductions from employees’ salaries. The lack of these deductions further weakened Ginta-Ason’s claim of being an employee of J.T.A. Packaging Corporation.
How did the court distinguish this case from Opulencia v. NLRC?	Unlike in Opulencia, there was no testimony stating that J.T.A. Packaging Corporation’s payroll did not contain a complete list of employees. Moreover, J.T.A. Packaging Corporation presented corroborating evidence beyond just the payroll to negate Ginta-Ason’s claim of employment.
What is the practical implication of this ruling for employees?	Employees must maintain thorough documentation of their employment, including contracts, pay slips, and company IDs, to support claims of illegal dismissal. This documentation is crucial in proving the existence of an employer-employee relationship, especially when the employer denies it.

The Ginta-Ason case serves as a reminder of the importance of establishing and documenting an employer-employee relationship in labor disputes. Employees must gather and preserve evidence that demonstrates their employment status, while employers should maintain accurate and comprehensive records of their employees. Failure to do so can have significant legal consequences, as demonstrated in this case where the claimant could not sufficiently prove the existence of an employment relationship.

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: GEROME P. GINTA-ASON, VS. J.T.A. PACKAGING CORPORATION AND JON TAN ARQUILLA, G.R. No. 244206, March 16, 2022