G.R. No.

187226, January 28, 2015

CHERYLL SANTOS LEUS, Petitioner,

vs.
ST. SCHOLASTICA'S COLLEGE WESTGROVE and/or SR. EDNA QUIAMBAO, OSB, Respondents
V.E. del Rosario and Associates and Atienza, Tabora & del Rosario for petitioner.

REYES, J.:

FACTS:

Cheryll Santos Leus was employed by St. Scholastica's College Westgrove (SSCW), a Catholic educational
institution, hired as a non-teaching employee, had premarital sex, became pregnant outside of marriage, married the
father of her child, and was fired by SSCW. a Catholic and denominational educational institution in Silang, Cavite.
In May 2001, SSCW hired Santos as Assistant Director of SSCW's Lay Apostolate and Community Outreach
Department. In 2003, Santos and her boyfriend became pregnant out of wedlock. When SSCW learned of the
plaintiff's pregnancy, Sr. Edna Quiambao (Sr Quiambao), Director of the SSCW, advised her to submit her
resignation effective June 1, 2003. In response, Cheryll Santos informed Sr. Quiambao that she will not resign a job
simply because she was pregnant without the benefits of being married. On May 28, 2003, Sister Edna Quiambao
formally ordered to explain in writing why she should not be fired for having premarital sex and consequent
pregnancy, leading to serious misconduct and unbecoming conduct by an employee from a Catholic school. On June
4, 2003, Cheryll Santos, through counsel, sent Sister Quiambao a letter that read in part:

For us, premarital sex between two adults who consent to marry without legal hindrance and then get married does
not fall under the concept of “shameful or immoral conduct” and “serious misconduct” in the Independent School
Rules Manual and the Labor Code of the Philippines

ISSUES:

Whether or not the dismissal is a valid exercise of management prerogative on the ground of serious misconduct

HELD:

NO. The court ruled that the petitioner's pregnancy out of wedlock was not enough to characterize her conduct as
disgraceful or immoral. The court found that the conduct must be regulated based on public and secular morality,
not religious beliefs. The dismissal of the petitioner was not a valid exercise of SSCW's management prerogative, as
there was no valid cause to dismiss her. The court also found that SSCW did not have any policy against employees
engaging in premarital sexual relations and conceiving a child out of wedlock, making the dismissal illegal. The
court concluded that the petitioner was illegally dismissed as there was no just cause for her termination.