The Supreme Court has clarified that for an employee’s dismissal due to breach of trust to be considered valid, the act causing the loss of trust must be directly related to the employee’s job responsibilities. This means an employer cannot simply claim a loss of trust; they must demonstrate that the employee’s actions specifically compromised their ability to perform their duties. This ruling protects employees from arbitrary dismissals, ensuring that loss of trust is a genuine and work-related concern.

When a Bank VP’s Referral Leads to a Credit Card Crisis: Was Trust Truly Broken?

This case revolves around Ames Ben L. Jerusalem, an Assistant Vice-President at Keppel Monte Bank. Jerusalem was terminated for allegedly breaching the bank’s trust by referring fictitious VISA card applicants, which led to financial losses. The core legal question is whether Jerusalem’s actions constituted a valid reason for dismissal, specifically if his role in referring applicants, after he had moved to a different department, was a work-related breach of trust.

The facts show that Jerusalem, after being reassigned from the VISA Credit Card Department, forwarded VISA card applications he received from a bank client to the appropriate unit. These applications, once approved, resulted in significant financial losses to the bank. Keppel argued that Jerusalem’s referral of these applicants, without ensuring their legitimacy, constituted a breach of trust, justifying his termination. They presented testimonies from former subordinates who claimed Jerusalem instructed them not to conduct thorough investigations on these applications.

However, the Labor Arbiter and the National Labor Relations Commission (NLRC) initially sided with Jerusalem, finding that the bank failed to provide concrete proof of his direct involvement in the approval process or any explicit instructions to bypass standard verification procedures. The Court of Appeals (CA) later reversed this decision, leading to Jerusalem’s appeal to the Supreme Court.

The Supreme Court, in analyzing the case, emphasized the importance of the **’work-relatedness’** requirement for a valid dismissal based on loss of trust. Citing Article 282 of the Labor Code, the Court acknowledged that employers have the right to dismiss employees for fraud or willful breach of trust. However, it stressed that the act in question must be directly related to the employee’s duties and demonstrate their unfitness to continue working for the employer.

ART. 282. TERMINATION BY EMPLOYER. – An employer may terminate an employment for any of the following causes:
(c)  Fraud or willful breach by the employee of the trust reposed in him by his employer or duly authorized representative;

Building on this principle, the Supreme Court highlighted that the burden of proof lies with the employer to establish the facts supporting the loss of confidence. This means Keppel needed to demonstrate that Jerusalem’s actions, specifically his referral of the applications, were directly linked to the subsequent approval and resulting losses.

Unlike in other cases where the complainant has the burden of proof to discharge its allegations, the burden of establishing facts as bases for an employer’s loss of confidence in an employee – facts which reasonably generate belief by the employer that the employee was connected with some misconduct and the nature of his participation therein is such as to render him unworthy of trust and confidence demanded of his position – is on the employer.

The Court found that Keppel failed to meet this burden. The evidence did not conclusively show that Jerusalem had instructed the VISA Credit Card Unit to forego standard verification procedures. Furthermore, the Court considered that Jerusalem was no longer part of the VISA Credit Card Unit when the applications were processed, reducing his direct influence over the approval process. Therefore, attributing the bank’s losses solely to his initial referral was deemed an overreach.

The Supreme Court sided with Jerusalem, reinstating the NLRC’s decision. The Court emphasized that his act of forwarding the applications to the VISA Credit Card Unit was proper, considering his position at the time. The responsibility for processing and verifying the applications rested with the relevant department. Ultimately, the Court found that Keppel’s reliance on loss of trust was baseless, rendering Jerusalem’s dismissal illegal.

FAQs

This case underscores the importance of establishing a clear nexus between an employee’s misconduct and their job responsibilities when considering dismissal for breach of trust. It serves as a reminder to employers that a mere allegation of lost trust is insufficient; concrete evidence and a direct link to work-related duties are necessary to justify termination. The ruling reinforces the constitutional guarantee of security of tenure for employees.

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: AMES BEN L. JERUSALEM VS. KEPPEL MONTE BANK, G.R. No. 169564, April 06, 2011