The Supreme Court held that Aeroplus Multi-Services, Inc. illegally dismissed Marlon Butial Agapito, emphasizing the importance of due process and fair play in labor disputes. The Court reversed the Court of Appeals’ decision, finding that the employer failed to justify the belated submission of critical evidence and did not adequately prove a just cause for termination. This ruling reinforces the principle that while technical rules are relaxed in labor cases, the fundamental rights of employees to a fair hearing and protection against arbitrary dismissal must be upheld.

Sudden Dismissal or Fair Hearing? Examining Due Process Rights in Employment Termination

Marlon Butial Agapito, a housekeeper at Aeroplus Multi-Services, Inc., found himself abruptly dismissed after questioning company policies. This case revolves around his claim of illegal dismissal, highlighting a critical question: Can an employer introduce new evidence late in the legal process to justify a termination, and what constitutes a fair hearing for an employee facing job loss? The events leading to Agapito’s termination began with a workplace meeting where he raised concerns about unequal treatment. Following this, he was suspended and then allegedly told by Aeroplus’ personnel officer, “Wala na tiwala sayo ang Management kaya tanggal ka na!” (“Management no longer trusts you, so you’re fired!”). This verbal dismissal became the crux of his complaint filed with the National Labor Relations Commission (NLRC).

Agapito’s initial complaint detailed his abrupt dismissal without proper notice or just cause, a violation of his rights under the Labor Code. Aeroplus countered that Agapito had a history of policy violations and that his termination was justified due to loss of trust and confidence. The Labor Arbiter sided with Agapito, finding that Aeroplus failed to provide substantial evidence to support its claims and had violated due process. The arbiter highlighted the lack of a written termination notice and the abrupt manner of dismissal as key factors in the decision.

However, on appeal, the NLRC reversed the Labor Arbiter’s decision. The NLRC gave credence to sworn statements from Aeroplus employees, which were submitted for the first time on appeal. These statements contradicted Agapito’s account of the dismissal. The NLRC reasoned that labor cases are not strictly bound by the rules of evidence and that the new evidence shifted the burden of proof to Agapito. This decision was subsequently upheld by the Court of Appeals, leading Agapito to elevate the case to the Supreme Court.

The Supreme Court’s analysis centered on the admissibility of the late-submitted affidavits and the broader principles of due process in labor disputes. The Court acknowledged the principle that strict adherence to technical rules is not required in labor cases. The Court emphasized that this liberal approach is qualified by the requirements of fair play, justice, and due process. The Supreme Court referenced Wilgen Loon, et al. v. Power Master, Inc., et al., clarifying that there must be adequate explanation for any delay in submitting evidence and sufficient proof of the allegations made.

The Supreme Court criticized the Court of Appeals for affirming the admission and assigning weight to the belated sworn statements of Constantino and Mendoza. Crucially, Aeroplus did not offer any explanation for the delayed submission of these statements. The Court noted that Aeroplus had ample opportunity to present this evidence before the Labor Arbiter but failed to do so, raising doubts about its credibility. The Court quoted MORESCO II v. Cagalawan, emphasizing that labor tribunals are not precluded from receiving evidence submitted on appeal, but any delay must be adequately explained and the allegations sufficiently proven.

Based on the untainted evidence, the Supreme Court determined that Agapito was indeed illegally dismissed. It reiterated that in illegal dismissal cases, the employee must first establish the fact of dismissal. Agapito’s account of being told he was fired and ordered to leave the office was deemed credible and sufficient to establish this fact. The Court found that Aeroplus failed to provide just cause for the termination and did not comply with due process requirements. This failure rendered the dismissal illegal, entitling Agapito to remedies under the Labor Code.

The Supreme Court then outlined the consequences of illegal dismissal. Citing Gimalay v. Court of Appeals, the Court affirmed that an illegally dismissed employee is entitled to reinstatement without loss of seniority and full backwages. Given the strained relations between Agapito and Aeroplus, the Court opted for separation pay in lieu of reinstatement. Furthermore, Aeroplus was held liable for Agapito’s service incentive leave pay and 13th-month pay, as well as reimbursement for the illegally deducted cash bond. The Court also upheld the award of moral and exemplary damages, finding that Agapito’s dismissal was carried out in a wanton and oppressive manner.

Finally, the Supreme Court addressed the issue of attorney’s fees. Despite Agapito being represented by the Public Attorney’s Office (PAO), the Court awarded attorney’s fees equivalent to ten percent of the total monetary award. The Court clarified that these fees should be received by the PAO as a trust fund for the benefit of its officials and lawyers, in accordance with relevant laws and regulations.

FAQs

What was the key issue in this case?	The key issue was whether Marlon Butial Agapito was illegally dismissed by Aeroplus Multi-Services, Inc., and whether the NLRC properly admitted new evidence on appeal. The Court examined if Agapito’s due process rights were violated during his termination.
What did the Labor Arbiter initially decide?	The Labor Arbiter ruled in favor of Agapito, finding that he was illegally dismissed and awarding him backwages, separation pay, and other monetary benefits. The arbiter cited the lack of just cause and due process in the termination.
How did the NLRC change the initial decision?	The NLRC reversed the Labor Arbiter’s decision, giving credence to sworn statements submitted by Aeroplus for the first time on appeal. These statements contradicted Agapito’s account of the dismissal, leading the NLRC to dismiss his complaint.
What did the Court of Appeals rule?	The Court of Appeals affirmed the NLRC’s decision, supporting the admission of the late-submitted evidence and the dismissal of Agapito’s illegal dismissal claim. The CA deferred to the NLRC’s finding that Agapito was not illegally dismissed.
What was the Supreme Court’s final ruling?	The Supreme Court reversed the Court of Appeals and reinstated the Labor Arbiter’s finding that Agapito was illegally dismissed. The Court emphasized that despite relaxed rules in labor cases, fundamental principles of due process and fair play must be followed.
Why did the Supreme Court reject the late-submitted evidence?	The Supreme Court rejected the late-submitted evidence because Aeroplus did not provide any valid justification for its delayed submission. The Court held that allowing such evidence without explanation would violate the principles of fair play and due process.
What compensation is Agapito entitled to?	Agapito is entitled to full backwages from the date of his dismissal until the finality of the Supreme Court’s decision, separation pay, service incentive leave pay, 13th-month pay, reimbursement of illegally deducted cash bond, and moral and exemplary damages.
What happens to the attorney’s fees awarded in this case?	The attorney’s fees, equivalent to ten percent of the total monetary award, are to be paid to the Public Attorney’s Office (PAO) as a trust fund. This fund is to be used for the special allowances of PAO officials and lawyers.

This case serves as a reminder of the importance of due process and fair play in labor disputes. Employers must ensure that terminations are based on just cause and that employees are given a fair opportunity to be heard. The Supreme Court’s decision underscores that while technical rules may be relaxed in labor cases, the fundamental rights of employees must be protected.

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: MARLON BUTIAL AGAPITO v. AEROPLUS MULTI-SERVICES, INC., G.R. No. 248304, April 20, 2022