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19. Interphil Laboratories Employees Union

19. Interphil Laboratories Employees Union

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Published by: Ida Chua on Jul 18, 2013
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Interphil Laboratories Employees Union –FFW et al Vs.

Interphil Laboratories, Inc at al

Facts: • Interphil Laboratories Employees Union-FFW is the sole and exclusive bargaining agent of the rank- and- file employees of Interphil Laboratories, Inc- a company engaged in the business of manufacturing and packaging pharmaceutical products. They had a Collective Bargaining Agreement (CBA) effective from August 01, 1990 to July 31, 1993. Prior to the expiration of the CBA, Allesandro G. Salazar, the Vice President of the Human Resources Department of the respondent company was approached by Nestor Ocampo, the union president and Hernando Clemente. Salazar told the union officers that the matter could be discussed during formal negotiations. March 1993- The union officers again approached Salazar. They required once more about the CBA status and received the same reply from Salazar. April 1993- Ocampo requested for a meeting to discuss the duration and effectivity of CBA. Salazar however, declared that it would still be premature to discuss the matter and that the company could not make a decision at a moment. The following day all the rank- and file employees refused to follow their regular shift work schedule: o o • • • From 6:00 am to 6:00 pm /6:00 pm to 6:00 am 2:00 pm to 2:00 am

September 1993- respondent company filed with NLRC a petition to declare illegal petitioner union’s “overtime boycott” and work slowdown” . It amounted to illegal strike. October 1993, respondent company filed with National Conciliation and Mediation Board (NCMB) an urgent request for preventive mediation aimed to help the parties in their CBA negotiations. January 1994- petitioner union filed with the NCMB a “Notice of Strike” citing unfair labor allegedly committed by the respondent company. February 1994- Secretary of Labor Nieves Confessor issued an order directing respondent company to o o o Immediately accept all striking workers, including the 53 terminated union officers Shop stewards and union members back to work under the same terms and conditions To pay all the unpaid accrued year end benefits of its employees.

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On the other hand, petitioner union was directed to “strictly and immediately comply with the return-to work order”. September 1995- Secretary Quisumbing approved and adopted the decision of the Labor Arbiter Caday declaring the overtime boycott and work slowdown as illegal strike and found out that the respondent company is guilty of unfair labor practice. Petitioner union’s reconsideration and petition for certiorari were denied.

The employees stopped working and left their workplace without sealing the containers and securing the raw materials they were working on To minimize the damage the overtime boycott was causing the company, Salazar immediately asked for the meeting with the union officers. Gonzales told Salazar that the employees will return to their normal work schedule if the company would agree to their demands as to the effectivity and duration of the new CBA (agreement must be effective for 2 years) . Again, Salazar told the union officers that the matter could be discussed during formal negotiations unsatisfied with the answer the employees started to engage in a work slowdown campaign to delay the production of the company.

Issue: 1. 2. Whether or not the Secretary of Labor and Employment has a jurisdiction over labor and labor related dispute. YES. Whether or not the 12 working hours violate the right of the employees to just work for not more than 8 hours a day. NO

boycotts or secondary boycotts x x x or any interference with any of the operations of the company during CBA. . 3. walkouts. however. Necessarily. The regular working hours shall consist of not more than eight (8) hours. It shall be 7:30 am to 4:30 pm. the petition is DENIED DUE COURSE. In the present case. The court also agrees that such slowdown is generally condemned as inherently illicit and unjustifiable because while the employees “continue to work and remain at their positions and accept the wages paid to them. the company may change the prevailing work time at its discretion. this authority to assume jurisdiction over the said labor dispute must include and extend to all questions and controversies including cases over which the labor arbiter has exclusive jurisdiction. should such change be necessary in the operations of the company. Wherefore. The Labor Arbiter found out that the respondent company had to adopt a continuous 24-hour work daily schedule by reason of the nature of its business and the demands of its clients. They select what part of their allotted tasks they care to perform. they work on their own terms. Whether or not the overtime boycott or work slowdown” by the employees constitutes a violation of the CBA which prohibits the union to stage a strike or engage in slowdown or interruption of work. the Secretary was explicitly granted by Article 263 of the labor Code the authority to assume jurisdiction over a labor dispute causing or likely to cause or lockout in an industry.3. The schedule of shift work shall be maintained. The workers’ refusal to adhere to the work schedule in force is a slowdown and it is inherently illegal activity essentially illegal even in the absence of a no-strike clause in a CBA. In other words. All employees shall observe such rules as have been laid down by the company for the purpose of effecting control over working hours. 2. stoppage or slowdown of work. Because there is a contractual commitment “that there shall be no strikes. YES Ratio: 1.

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