Ong, Rheymar L.

Ang Tibay vs. CIR - GR No. 46496, February 27, 1940

Statement of the Facts:

Teodoro Toribio owns and operates Ang Tibay, a leather company which supplies the Philippine
Army. Due to alleged shortage of leather, Toribio caused the lay off of a number of his
employees. However, the National Labor Union, Inc. (NLU) questioned the validity of said lay off
as it averred that the said employees laid off were members of NLU while  no members of the
rival labor union National Workers Brotherhood (NWB) were laid off. NLU claims that NWB is a
company dominated union and Toribio was merely busting NLU.

The case reached the Court of Industrial Relations (CIR) where Toribio and NWB won.
Eventually, NLU went to the Supreme Court invoking its right for a new trial on the ground of
newly discovered evidence. The Supreme Court agreed with NLU. The Solicitor General,
arguing for the CIR, filed a motion for reconsideration.

Statement of the Case:

The case started with the lay off of NLU employees which reached the Court of Industrial
Relations where Toribio and NWB won. Eventually the case went to Supreme Court.

Issue: 

Whether or not the National Labor Union, Inc. is entitled to a new trial.

Held: 

Yes. The records show that the newly discovered evidence or documents obtained by NLU,
which they attached to their petition with the SC, were evidence so inaccessible to them at the
time of the trial that even with the exercise of due diligence they could not be expected to have
obtained them and offered as evidence in the Court of Industrial Relations. Further, the attached
documents and exhibits are of such far-reaching importance and effect that their admission
would necessarily mean the modification and reversal of the judgment rendered (said newly
obtained records include books of business/inventory accounts by Ang Tibay which were not
previously accessible but already existing).

The SC also outlined that administrative bodies, like the CIR, although not strictly bound by the
Rules of Court must also make sure that they comply to the requirements of due process. For
administrative bodies, due process can be complied with by observing the cardinal rights of
parties in administrative proceedings.

Principles:

Due process can be complied with by observint the following cardinal rights of parties in
administrative proceedings.

 The right to a hearing which includes the right of the party interested or affected to
present his own case and submit evidence in support thereof.

 Not only must the party be given an opportunity to present his case and to adduce
evidence tending to establish the rights which he asserts but the tribunal must consider the
evidence presented.

 While the duty to deliberate does not impose the obligation to decide right, it does imply
a necessity which cannot be disregarded, namely, that of having something to support its
decision. A decision with absolutely nothing to support it is a nullity, a place when directly
attached.
 Not only must there be some evidence to support a finding or conclusion but the
evidence must be “substantial.” Substantial evidence is more than a mere scintilla It means
such relevant evidence as a reasonable mind might accept as adequate to support a
conclusion.

 The decision must be rendered on the evidence presented at the hearing, or at least
contained in the record and disclosed to the parties affected.

 The administrative body or any of its judges, therefore, must act on its or his own
independent consideration of the law and facts of the controversy, and not simply accept
the views of a subordinate in arriving at a decision.

 The administrative body should, in all controversial questions, render its decision in such
a manner that the parties to the proceeding can know the various issues involved, and the
reasons for the decisions rendered. The performance of this duty is inseparable from the
authority conferred upon it.