SECOND DIVISION

MICHAEL J. LAGROSAS,
Petitioner,

G.R. No. 168637

Present:

- versus BRISTOL-MYERS SQUIBB (PHIL.),

INC./MEAD
JOHNSON
PHIL.,
RICHARD SMYTH as General
Manager and FERDIE SARFATI, as
Medical Sales Director,
Respondents.
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BRISTOL-MYERS SQUIBB (PHIL.),
INC./MEAD JOHNSON PHIL.,
Petitioner,

QUISUMBING, J., Chairperson,

CARPIO MORALES,
TINGA,
VELASCO, JR., and
BRION, JJ.

G.R. No. 170684

- versus COURT
OF
APPEALS
and
Promulgated:
MICHAEL J. LAGROSAS,
Respondents.
September 12, 2008
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DECISION
QUISUMBING, J.:
Before this Court are two consolidated petitions. The first petition, docketed
as G.R. No. 168637, filed by Michael J. Lagrosas, assails the

Decision[1] dated January 28, 2005 and the Resolution[2] dated June 23, 2005 of the
Court of Appeals in CA-G.R. SP No. 83885. The second petition, docketed
as G.R. No. 170684, filed by Bristol-Myers Squibb (Phil.), Inc./Mead Johnson
Phil., assails the Resolutions[3] dated August 12, 2005 and October 28, 2005 of the
Court of Appeals in CA-G.R. SP No. 83885.
The facts are undisputed.
Michael J. Lagrosas was employed by Bristol-Myers Squibb (Phil.),
Inc./Mead Johnson Phil. from January 6, 1997 until March 23, 2000 as Territory
Manager in its Medical Sales Force Division.[4]
On February 4, 2000, Ma. Dulcinea S. Lim, also a Territory Manager and
Lagrosas former girlfriend, attended a district meeting of territory managers at
McDonalds Alabang Town Center. After the meeting, she dined out with her
friends. She left her car at McDonalds and rode with Cesar R. Menquito,
Jr. When they returned to McDonalds, Lim saw Lagrosas car parked beside her
car. Lim told Menquito not to stop his car but Lagrosas followed them and
slammed Menquitos car thrice. Menquito and Lim alighted from the
car. Lagrosas approached them and hit Menquito with a metal steering wheel
lock. When Lim tried to intervene, Lagrosas accidentally hit her head.
Upon learning of the incident, Bristol-Myers required Lagrosas to explain in
writing why he should not be dismissed for assaulting a co-employee outside of
business hours. While the offense is not covered by the Code of Discipline for
Territory Managers, the Code states that other infractions not provided for herein
shall be penalized in the most appropriate manner at the discretion of
management.[5] In his memo, Lagrosas admitted that he accidentally hit Lim
when she tried to intervene. He explained that he did not intend to hit her as
shown by the fact that he never left the hospital until he was assured that she was
all right.[6]
In the disciplinary hearing that followed, it was established that Lagrosas
and Lim had physical confrontations prior to the incident. But Lagrosas denied
saying that he might not be able to control himself and hurt Lim and her boyfriend
if he sees them together.
On March 23, 2000, Bristol-Myers dismissed Lagrosas effective
immediately.[7] Lagrosas then filed a complaint[8] for illegal dismissal, non-

payment of vacation and sick leave benefits, 13th month pay, attorneys fees,
damages and fair market value of his Team Share Stock Option Grant.
On February 28, 2002, Labor Arbiter Renaldo O. Hernandez rendered a
Decision[9] in NLRC NCR Case No. 00-03-02821-99, declaring the
dismissal illegal. He noted that while Lagrosas committed a misconduct, it was not
connected with his work. The incident occurred outside of company premises and
office hours. He also observed that the misconduct was not directed against a coemployee who just happened to be accidentally hit in the process. Nevertheless,
Labor Arbiter Hernandez imposed a penalty of three months suspension or forfeiture
of pay to remind Lagrosas not to be carried away by the mindless dictates of his
passion. Thus, the Arbiter ruled:
WHEREFORE, premises considered, judgment is hereby [rendered]
finding that respondent company illegally dismissed complainant
thus,ORDERING it:
1) [t]o reinstate him to his former position without loss of seniority
rights, privileges and benefits and to pay him full backwages reckoned from [the]
date of his illegal dismissal on 23 March 2000 including the monetary value of his
vacation/sick leave of 16 days per year reckoned from July 1, 2000 until actually
reinstated, less three (3) months salary as penalty for his infraction;
2) to pay him the monetary equivalent of his accrued and unused
combined sick/vacation leaves as of June 30, 2000 of 16 days x 3 years and 4
months 10 days x P545.45 = P23,636.16 and the present fair market value of his
Team Share stock option grant for eight hundred (800) BMS common shares of
stock listed in the New York Stock Exchange which vested in complainant as of
01 July 1997, provisionally computed as 90% (800 shares x US$40.00 per share x
P43.20/US$ = P1,244,160.00).
3) to pay him Attorneys fee of 10% on the entire computable amount.
All other claims of complainant are dismissed for lack of merit.
SO ORDERED.[10]

On appeal, the National Labor Relations Commission (NLRC) set aside the
Decision of Labor Arbiter Hernandez in its Decision[11] dated September 24,
2002. It held that Lagrosas was validly dismissed for serious misconduct in hitting
his co-employee and another person with a metal steering wheel lock. The gravity
and seriousness of his misconduct is clear from the fact that he deliberately waited
for Lim and Menquito to return to McDonalds. The NLRC also ruled that the

misconduct was committed in connection with his duty as Territory Manager since
it occurred immediately after the district meeting of territory managers.
Lagrosas moved for reconsideration. On May 7, 2003, the NLRC issued a
Resolution[12] reversing its earlier ruling. It ratiocinated that the incident was not
work-related since it occurred only after the district meeting of territory
managers. It emphasized that for a serious misconduct to merit dismissal, it must
be connected with the employees work. The dispositive portion of the Resolution
states:
WHEREFORE, premises considered, We find this time no reason to alter
the Labor Arbiters Decision of February 28, 2002 and hereby affirm the same in
toto. We vacate our previous Decision of September 24, 2002.
SO ORDERED.[13]

Bristol-Myers filed a motion for reconsideration which the NLRC denied in

an Order dated February 4, 2004 in NLRC NCR Case No. 00-03-02821-99 (NLRC
NCR CA No. 031646-02).[14] Later, Labor Arbiter Hernandez issued a writ of
execution.[15] Notices of garnishment were then served upon the Philippine British
Assurance Co., Inc. for the supersedeas bond posted by Bristol-Myers and the
Bank of the Philippine Islands for the balance of the judgment award.[16]
Bristol-Myers moved to quash the writ of execution contending that it timely
filed a petition for certiorari with the Court of Appeals. The appellate court gave
due course to Bristol-Myers petition and issued a temporary restraining order
(TRO)[17]enjoining the enforcement of the writ of execution and notices of
garnishment. Upon the expiration of the TRO, the appellate court issued a writ of
preliminary injunction dated September 17, 2004.[18]
Bristol-Myers then moved to discharge and release the TRO cash bond. It
argued that since it has posted an injunction cash bond, the TRO cash bond should
be legally discharged and released.
On January 28, 2005, the appellate court rendered the following Decision:
WHEREFORE, the petition is GRANTED. The Resolution of May 7,
2003 and the Order of February 4, 2004 in NLRC NCR Case No. [00-03-0282199] (NLRC NCR CA No. [031646-02]), are REVERSED and SET ASIDE. The
public respondent NLRCs Decision dated September 24, 2002 which reversed
the Labor Arbiters decision and in effect sustained the legality of the private

respondents termination and the dismissal of his claim for the fair market value
of
the
[Team
Share]
stock
option
grant
is REINSTATED and AFFIRMED, withMODIFICATION that the petitioner
shall pay the private respondent the monetary equivalent of his accrued and
unused combined sick/vacation leave plus ten (10%) percent thereof, as attorneys
fees. The injunction bond and the TRO bond previously posted by the petitioner
areDISCHARGED.
SO ORDERED.[19]

The appellate court considered the misconduct as having been committed in

connection with Lagrosas duty as Territory Manager since it occurred immediately
after the district meeting of territory managers. It also held that the gravity and
seriousness of the misconduct cannot be denied. Lagrosas employed such a degree
of violence that caused damage not only to Menquitos car but also physical
injuries to Lim and Menquito.
Lagrosas filed a motion for reconsideration which the appellate court denied.
In the meantime, Bristol-Myers moved to release the TRO cash bond and
injunction cash bond in view of the Decision datedJanuary 28, 2005. On August
12, 2005, the appellate court denied the motion as premature since the decision is
not yet final and executory due to Lagrosas appeal to this Court.[20]
Bristol-Myers filed a motion for reconsideration. On October 28, 2005, the
appellate court resolved:
WHEREFORE, the
petitioners Motion
[f]or
Reconsideration dated September 6, 2005 is PARTIALLY GRANTED and the
Resolution of August 12, 2005 is RECONSIDERED and SET ASIDE. The
temporary restraining order cash bond in the amount of SIX HUNDRED
THOUSAND PESOS (P600,000.00) which was posted by the petitioners on July
19, 2004 is ordered DISCHARGED andRELEASED to the petitioners.
SO ORDERED.[21]

The appellate court held that upon the expiration of the TRO, the cash bond
intended for it also expired. Thus, the discharge and release of the cash bond for
the expired TRO is proper. But the appellate court disallowed the discharge of the
injunction cash bond since the writ of preliminary injunction was

issued pendente lite. Since there is a pending appeal with the Supreme Court, the
Decision dated January 28, 2005 is not yet final and executory.
Hence, the instant petitions.
In G.R. No. 168637, Lagrosas assigns the following errors:
I.
THE HONORABLE COURT OF APPEALS IN DECLARING THAT THE
TERMINATION OF EMPLOYMENT OF THE PETITIONER-APPELLANT
WAS LEGAL HAD DECIDED A QUESTION OF SUBSTANCE IN A WAY
NOT IN ACCORD WITH THE LABOR LAWS AND JURISPRUDENCE AND
DEPARTED FROM THE ACCEPTED AND USUAL COURSE OF JUDICIAL
PROCEEDINGS, AS TO CALL FOR THE EXERCISE OF THIS HONORABLE
COURTS POWER OF REVIEW AND/OR SUPERVISION.
II.
THE HONORABLE COURT OF APPEALS IN IMPOSING THE PENALTY
OF DISMISSAL, BEING A PENALTY TOO HARSH IN THIS CASE,
DECIDED A QUESTION OF SUBSTANCE IN A WAY NOT IN ACCORD
WITH THE LABOR LAWS AND JURISPRUDENCE AND DEPARTED FROM
THE ACCEPTED AND USUAL COURSE OF JUDICIAL PROCEEDINGS, AS
TO CALL FOR THE EXERCISE OF THIS HONORABLE COURTS POWER
OF REVIEW AND/OR SUPERVISION.[22]

In G.R. No. 170684, Bristol-Myers raises the following issue:

[WHETHER OR NOT THE HONORABLE] COURT OF APPEALS
COMMITTED GRAVE ABUSE OF DISCRETION AMOUNTING TO LACK
OR EXCESS OF JURISDICTION IN DISALLOWING THE RELEASE AND
DISCHARGE OF PETITIONERS INJUNCTION BOND.[23]

Simply put, the basic issues in the instant petitions are: (1) Did the Court of
Appeals err in finding the dismissal of Lagrosas legal? and (2) Did the Court of
Appeals err in disallowing the discharge and release of the injunction cash bond?
On the first issue, serious misconduct as a valid cause for the dismissal of an
employee is defined simply as improper or wrong conduct. It is a transgression of
some established and definite rule of action, a forbidden act, a dereliction of duty,
willful in character, and implies wrongful intent and not mere error of
judgment. To be serious within the meaning and intendment of the law, the

misconduct must be of such grave and aggravated character and not merely trivial
or unimportant. However serious such misconduct, it must, nevertheless, be in
connection with the employees work to constitute just cause for his
separation. The act complained of must be related to the performance of the
employees duties such as would show him to be unfit to continue working for the
employer.[24]
Thus, for misconduct or improper behavior to be a just cause for dismissal, it
(a) must be serious; (b) must relate to the performance of the employees duties;
and (c) must show that the employee has become unfit to continue working for the
employer.[25]
Tested against the foregoing standards, it is clear that Lagrosas was not
guilty of serious misconduct. It may be that the injury sustained by Lim was
serious since it rendered her unconscious and caused her to suffer cerebral
contusion that necessitated hospitalization for several days. But we fail to see how
such misconduct could be characterized as work-related and reflective of Lagrosas
unfitness to continue working for Bristol-Myers.
Although we have recognized that fighting within company premises may
constitute serious misconduct, we have also held that not every fight within
company premises in which an employee is involved would automatically warrant
dismissal from service.[26] More so, in this case where the incident occurred outside
of company premises and office hours and not intentionally directed against a coemployee, as hereafter explained.
First, the incident occurred outside of company premises and after office
hours since the district meeting of territory managers which Lim attended at
McDonalds had long been finished. McDonalds may be considered an extension
of Bristol-Myers office and any business conducted therein as within office hours,
but the moment the district meeting was concluded, that ceased too. When Lim
dined with her friends, it was no longer part of the district meeting and considered
official time. Thus, when Lagrosas assaulted Lim and Menquito upon their return,
it was no longer within company premises and during office hours. Second,
Bristol-Myers itself admitted that Lagrosas intended to hit Menquito only. In the
Memorandum[27] dated March 23, 2000, it was stated that You got out from your
car holding an umbrella steering wheel lock and proceeded to hit Mr.
Menquito. Dulce tried to intervene, but you accidentally hit her on the head,
knocking her unconscious.[28] Indeed, the misconduct was not directed against a

co-employee who unfortunately got hit in the process. Third, Lagrosas was not
performing official work at the time of the incident. He was not even a participant
in the district meeting. Hence, we fail to see how his action could have reflected
his unfitness to continue working for Bristol-Myers.
In light of Bristol-Myers failure to adduce substantial evidence to prove that
Lagrosas was guilty of serious misconduct, it cannot use this ground to justify his
dismissal. Thus, the dismissal of Lagrosas employment was without factual and
legal basis.
On the second issue, it is settled that the purpose of a preliminary injunction
is to prevent threatened or continuous irremediable injury to some of the parties
before their claims can be thoroughly studied and adjudicated. Its sole aim is to
preserve the status quountil the merits of the case can be heard fully.[29]
A preliminary injunction may be granted only when, among other things, the
applicant, not explicitly exempted, files with the court where the action or
proceeding is pending, a bond executed to the party or person enjoined, in an
amount to be fixed by the court, to the effect that the applicant will pay such party
or person all damages which he may sustain by reason of the injunction or
temporary restraining order if the court should finally decide that the applicant was
not entitled thereto. Upon approval of the requisite bond, a writ of preliminary
injunction shall be issued.[30]
The injunction bond is intended as a security for damages in case it is finally
decided that the injunction ought not to have been granted. Its principal purpose is
to protect the enjoined party against loss or damage by reason of the injunction,
and the bond is usually conditioned accordingly.[31]
In this case, the Court of Appeals issued the writ of preliminary injunction to
enjoin the implementation of the writ of execution and notices of garnishment
pending final resolution of this case or unless the [w]rit is sooner lifted by the
Court.[32]
By its Decision dated January 28, 2005, the appellate court disposed of the
case by granting Bristol-Myers petition and reinstating the Decision
dated September 24, 2002 of the NLRC which dismissed the complaint for
dismissal. It also ordered the discharge of the TRO cash bond and injunction cash
bond. Thus, both conditions of the writ of preliminary injunction were satisfied.

Notably, the appellate court ruled that Lagrosas had no right to the monetary
awards granted by the labor arbiter and the NLRC, and that the implementation of
the writ of execution and notices of garnishment was properly enjoined. This in
effect amounted to a finding that Lagrosas did not sustain any damage by reason of
the injunction. To reiterate, the injunction bond is intended to protect Lagrosas
against loss or damage by reason of the injunction only. Contrary to Lagrosas
claim, it is not a security for the judgment award by the labor arbiter.[33]
Considering the foregoing, we hold that the appellate court erred in
disallowing the discharge and release of the injunction cash bond.
WHEREFORE, the two consolidated petitions are GRANTED. In G.R.
No. 168637, filed by Michael J. Lagrosas, the Decision dated January 28, 2005,
and the Resolution dated June 23, 2005 of the Court of Appeals in CA-G.R. SP No.
83885 areREVERSED. The Resolution dated May 7, 2003, and the Order
dated February 4, 2004 of the NLRC in NLRC NCR Case No. 00-03-02821-99
(NLRC NCR CA No. 031646-02) are REINSTATED and hereby AFFIRMED.
In G.R. No. 170684, filed by Bristol-Myers Squibb (Phil.), Inc./Mead
Johnson Phil., the Resolutions dated August 12, 2005and October 28, 2005 of the
Court of Appeals in CA-G.R. SP No. 83885 are REVERSED. The injunction cash
bond in the amount of SIX HUNDRED THOUSAND PESOS (P600,000) which
was posted by Bristol-Myers Squibb (Phil.), Inc./Mead Johnson Phil. on September
17, 2004 is hereby ordered DISCHARGED and RELEASED to it.
No pronouncement as to costs.
SO ORDERED.