ALPS TRANSPORTATION and/or ALFREDO E. PEREZ, Petitioners, vs. ELPIDIO M. RODRIGUEZ, Respondent.
G.R. No. 186732
June 13, 2013
SERENO, CJ.:
Respondent Elpidio
Rodriguez (Rodriguez) was previously employed as a bus conductor. He entered
into an employment contract with Contact Tours Manpower and was assigned to
work with the bus company ALPS Transportation, owned by Alfredo Perez as a sole
proprietor.
During the course
of his employment, Rodriguez was found to have committed irregularities on 26
April 2003, 12 October 2003, and 26 January 2005. The latest irregularity report dated
26 January 2005 stated that he had collected bus fares without issuing
corresponding tickets to passengers. The report was annotated with the word
"Terminate."
Rodriguez alleged
that he was dismissed from his employment on 27 January 2005, or the day after
the issuance of the last irregularity report. However, he did not receive any
written notice of termination. He
went back to the bus company a number of times, but it refused to readmit him.
Rodriguez then filed before the labor arbiter a
complaint for illegal dismissal.
In
response to the complaint, ALPS and Perez stated that they did not have any
prerogative to dismiss Rodriguez, as he was not their employee, but that of
Contact Tours.
ISSUES:
1. Whether Rodriguez was illegally dismissed;
2. Assuming Rodriguez was illegally dismissed,
whether ALPS Transportation and/or Alfredo E. Perez is liable for the
dismissal.
RULING:
1. Yes
2. Yes.
For
a dismissal to be valid, the rule is that the employer must comply with both
substantive and procedural due process requirements. Substantive due process requires that
the dismissal must be pursuant to either a just or an authorized cause under the
Labor Code. Procedural due
process, on the other hand, mandates that the employer must observe the twin
requirements of notice and hearing before a dismissal can be effected.
Evidence
must, therefore, be substantial and not based on mere surmises or conjectures
for to allow an employer to terminate the employment of a worker based on mere
allegations places the latter in an uncertain situation and at the sole mercy
of the employer. An accusation that is not substantiated will not ripen into a
holding that there is just cause for dismissal. A mere accusation of wrongdoing
or a mere pronouncement of lack of confidence is not sufficient cause for a
valid dismissal of an employee. Thus, the failure of the petitioners to
convincingly show that the respondent misappropriated the bus fares renders the
dismissal to be without a valid cause. If doubt exists between the evidence
presented by the employer and the employee, the scales of justice must be
tilted in favor of the latter.
Turning
to the issue of procedural due process, both parties agree that Rodriguez was
not given a written notice specifying the grounds for his termination and giving
him a reasonable opportunity to explain his side.
As to the
contention of ALPS that Rodriguez is an employee of Contact Tours, the
presumption is that a contractor is a labor-only contractor unless he overcomes
the burden of proving that it has substantial capital, investment, tools, and
the like. While ALPS
Transportation is not the contractor itself, since it is invoking Contact Tours
status as a legitimate job contractor in order to avoid liability, it bears the
burden of proving that Contact Tours is an independent contractor.
However, aside
from making bare assertions and offering the Kasunduan between Rodriguez and
Contact Tours in evidence, ALPS
Transportation has failed to present any proof to substantiate the former's
status as a legitimate job contractor. Hence, the legal presumption that
Contact Tours is a labor-only contractor has not been overcome.
As a labor-only
contractor, therefore, Contact Tours is deemed to be an agent of ALPS
Transportation. Thus, the latter
is responsible to Contact Tours' employees in the same manner and to the same
extent as if they were directly employed by the bus company.
Finally, since ALPS
Transportation is a sole proprietorship owned by Perez, it is he who must be
held liable for the payment of backwages to Rodriguez. A sole proprietorship does not possess
a juridical personality separate and distinct from that of the owner of the
enterprise. Thus, the owner has
unlimited personal liability for all the debts and obligations of the business,
and it is against him that a decision for illegal dismissal is to be enforced.