Flourish Maritime Shipping Vs Almanzor

Republic of the Philippines
Supreme Court
Manila
THIRD DIVISION
FLOURISH MARITIME G.R. No. 177948

SHIPPING and LOLITA UY,
Petitioners, Present:
YNARES-SANTIAGO, J.,
Chairperson,
AUSTRIA-MARTINEZ,
- versus - CHICO-NAZARIO,
NACHURA, and
REYES, JJ.
DONATO A. ALMANZOR,
Respondent. Promulgated:
March 14, 2008

x---------------------------------------------------------------------------------------
--x
DECISION
NACHURA, J.:
This is a Petition for Review on Certiorari under Rule 45 of the

Rules of Court assailing the Decision[1] of the Court of Appeals
dated February 27, 2007 and its Resolution[2] dated May 18, 2007 in
CA-G.R. SP No. 95056. The assailed Decision affirmed with
modification the Decision[3] of the National Labor Relations Commission
(NLRC) dated April 28, 2006 in NLRC NCR CA NO. 046596-05 which,
in turn, affirmed the Decision[4] of Labor Arbiter Lutricia F.
Quitevis-Alconcel, dated October 7, 2005 in OFW NLRC CASE NO. (M)
05-01-0243-00.
The facts of the case are as follows:
Respondent Donato A. Almanzor entered into a two-year

employment contract with Flourish Maritime Shipping as fisherman, with
a monthly salary of NT15,840.00 with free meals every day. It was,
likewise, agreed that respondent would be provided with suitable
accommodations.[5]
On October 1, 2004, respondent was deployed to Taipei, Taiwan as

part of the crew of a fishing vessel known as FV Tsang Cheng
66. Respondent was surprised to learn that there were only five (5) crew
members on board and he had to buy his own food, contrary to the agreed
stipulation of free food and accommodation.[6]
While on board, the master of the vessel gave respondent orders

which he could not understand; thus, he failed to obey him. Consequently,
enraged at not being obeyed, the master struck him, hitting the right
dorsal part of his body. He then requested medical assistance, but the
master refused.[7] Hence, he sought the help of petitioner Lolita Uy (the
manning agency owner), who then talked to the master of the vessel.
While the vessel was docked at the Taipei port, respondent was
informed that he would be repatriated. Upon his arrival in the Philippines,
he reported to petitioners and sought medical assistance after which he
was declared fit to work. Petitioners promised that he would be
redeployed, but it turned out that it was no longer possible because of
his age, for then he was already 49 years old.
Thus, respondent filed a complaint for illegal dismissal, payment

for the unexpired portion of his employment contract, earned wages,
moral and exemplary damages plus attorneys fees.
Petitioners countered that respondent voluntarily resigned[8] from

his employment and returned to the Philippines on the same day. They,
likewise, sought the dismissal of the complaint for failure of respondent
to comply with the grievance machinery and arbitration clause embodied
in the contract of employment. Lastly, they insisted that respondent failed
to discharge the burden to prove that he was illegally dismissed.[9]
On October 7, 2005, the Labor Arbiter rendered a Decision in favor
of respondent, the dispositive portion of which reads:
WHEREFORE, viewed from the foregoing, judgment is hereby

rendered declaring respondents guilty of illegal dismissal.
Respondents Flourish Maritime Shipping and Wang Yung Chin

are hereby ordered to jointly and solidarily pay complainant Donato A.
Almanzor the amount of NT15,840.00 times six (6) months or a total
of NT Ninety-Five Thousand Forty (NT95,040.00). Respondents shall
pay the total amount in its peso equivalent at the time of actual
payment plus legal interest.
All other claims herein sought and prayed for are hereby denied
for lack of legal and factual bases.
SO ORDERED.[10]
On appeal to the NLRC, the Commission affirmed in toto the Labor

Arbiters findings.
Unsatisfied, petitioners elevated the matter to the Court of Appeals on

petition for certiorari.[11] The appellate court agreed with the Labor
Arbiters conclusion (as affirmed by the NLRC) that respondent was
illegally dismissed from employment. It, however, modified the NLRC
decision by increasing the monetary award due respondent in accordance
with its interpretation of Section 10 of Republic Act (R.A.) 8042.[12]
Both the Labor Arbiter and the NLRC Board of Commissioners

awarded such amount equivalent to respondents salary for six (6) months
(3 months for every year of the unexpired term) considering that
respondents employment contract covered a two-year period and he was
dismissed from employment after only 26 days of actual work. The CA,
however, disagreed with such interpretation. According to the CA, since
respondent actually worked for 26 days and was thereafter dismissed
from employment, the unexpired portion of the contract is one (1) year,
eleven (11) months and four (4) days. For the unexpired one (second)
whole year, the court awarded three months salary. As to the 11 months
and 4 days of the first year, the appellate court refused to apply the
three-month rule. Instead, in addition to three months (for the unexpired
second year), it awarded full compensation corresponding to the whole
unexpired term of 11 months and 4 days. Thus, the CA deemed it proper
to award a total amount equivalent to the respondents salary for 14
months and 4 days.[13]
Petitioners now raise the following issues for resolution:
1. WHETHER OR NOT THE THREE LETTERS ARE

RESIGNATION LETTERS OR QUITCLAIMS.
2. WHETHER OR NOT THE MODIFICATION OF THE

NLRC DECISION BY THE COURT OF APPEALS IS CONTRARY
TO LAW.[14]
Simply stated, petitioners want this Court to resolve the issue of

whether respondent was illegally dismissed from employment and if so,
to determine the correct award of compensation due respondent.
The Labor Arbiter concluded that petitioners, who had the burden
of proof, failed to adduce any convincing evidence to establish and
substantiate its claim that respondent voluntarily resigned from
employment.[15] Likewise, the NLRC held that petitioners failed to show
that respondent was not physically fit to perform work due to his old
age. Moreover, the labor tribunal said that petitioners failed to prove that
the employment contract indeed provided a grievance
[16]
machinery. Clearly, both labor tribunals correctly concluded, as
affirmed by the Court of Appeals, that respondent was not redeployed for
work, in violation of their employment contract.Perforce, the termination
of respondents services is without just or valid cause.
We reiterate the dictum that this Court is not a trier of facts, and
this doctrine applies with greater force in labor cases. Factual questions
are for the labor tribunals to resolve. In this case, the factual issues were
resolved by the Labor Arbiter and the NLRC. Their findings were
affirmed by the Court of Appeals. Judicial review by this Court does not
extend to a reevaluation of the sufficiency of the evidence upon which the
proper labor tribunal has based its determination.[17]
On the amount of the award due respondent, Section 10 of R.A.

8042 provides:
SECTION 10. Money Claims. x x x
xxxx
In case of termination of overseas employment without just,

valid or authorized cause as defined by law or contract, the worker
shall be entitled to the full reimbursement of his placement fee with
interest at twelve percent (12%) per annum, plus his salaries for the
unexpired portion of his employment contract or for three (3) months
for every year of the unexpired term, whichever is less.
x x x x.
The correct interpretation of this provision was settled

in Marsaman Manning Agency Inc. v. National Labor Relations
Commission[18] where this Court held that the choice of which amount to
award an illegally dismissed overseas contract worker, i.e., whether his
salaries for the unexpired portion of his employment contract, or three (3)
months salary for every year of the unexpired term, whichever is less,
comes into play only when the employment contract concerned has a
term of at least one (1) year or more.[19]
The employment contract involved in the instant case covers a

two-year period but the overseas contract worker actually worked for
only 26 days prior to his illegal dismissal. Thus, the three months salary
rule applies. There is a similar factual milieu between the case at bench
and Olarte v. Nayona.[20] The only difference lies in the length of the
subject employment contract: Olarte involved a one-year contract; while
the employment in this case covers a two-year period. However, they
both fall under the three months salary rule since the term of the contract
is at least one year or more. In Olarte, as well as in JSS Indochina
Corporation v. Ferrer,[21]we ordered the employer of an illegally
dismissed overseas contract worker to pay an amount equivalent to three
(3) months salary.
We are not in accord with the ruling of the Court of Appeals that
respondent should be paid his salaries for 14 months and 4 days. Records
show that his actual employment lasted only for 26 days. Applying the
above provision, and considering that the employment contract covers a
two-year period, we agree with the Labor Arbiters disposition, as
affirmed by the NLRC, that respondent is entitled to six (6) months
salary. This is obviously what the law provides.
WHEREFORE, the petition is PARTIALLY GRANTED. The

Decision of the Court of Appeals, dated February 27, 2007, and its
Resolution dated May 18, 2007 in CA-G.R. SP No. 95056,
are AFFIRMED with the MODIFICATION that the monetary award to
be paid the respondent shall be the amount set forth in the decision of the
Labor Arbiter as affirmed by the NLRC.
SO ORDERED.
ANTONIO EDUARDO B. NACHURA

Associate Justice
WE CONCUR:
CONSUELO YNARES-SANTIAGO
Associate Justice
Chairperson
MA. ALICIA AUSTRIA-MARTINEZ MINITA V. CHICO-NAZARIO

Associate Justice Associate Justice
RUBEN T. REYES
Associate Justice
ATTESTATION
I attest that the conclusions in the above Decision were reached in

consultation before the case was assigned to the writer of the opinion of
the Courts Division.
CONSUELO YNARES-SANTIAGO
Associate Justice
Chairperson, Third Division
CERTIFICATION
Pursuant to Section 13, Article VIII of the Constitution, and the Division
Chairpersons Attestation, I certify that the conclusions in the above
Decision were reached in consultation before the case was assigned to the
writer of the opinion of the Courts Division.
REYNATO S. PUNO
Chief Justice
[1]
Penned by Associate Justice Vicente S.E. Veloso, with Associate Justices Juan Q. Enriquez, Jr. and
Marlene Gonzales-Sison, concurring; rollo, pp. 57-67.
[2]
Rollo, p. 72.
[3]
Penned by Presiding Commissioner Lourdes C. Javier, with Commissioners Tito F. Genilo and
Gregorio O. Bilog, III, concurring; rollo, pp. 42-48.
[4]
Rollo, pp. 32-35.
[5]
Id. at 43.
[6]
Id.
[7]
Id. at 32-33.
[8]
The petitioners presented three resignation letters denominated as Breach of Contract Agreement
Letter and Breach of Contract and Transfer to New Employer Agreement Letter; rollo, pp. 16-18.
[9]
Rollo, p. 44.
[10]
Id. at 35.
[11]
Id. at 51-56.
[12]
Otherwise known as The Migrant Workers and Overseas Filipinos Act of 1995.
[13]
Rollo, p. 65.
[14]
Id. at 10.
[15]
Id. at 34.
[16]
Id. at 46.
[17]
Becton Dickinson Phils., Inc. v. National Labor Relations Commission, G.R. Nos. 159969 &
160116, November 15, 2005, 475 SCRA 123, 142; Alfaro v. Court of Appeals, 416 Phil. 310, 318
(2001).
[18]
371 Phil. 827 (1999).
[19]
Id. at 840.
[20]
461 Phil. 429 (2003).
[21]
G.R. No. 156381, October 14, 2005, 473 SCRA 120.

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Republic of the Philippines

FLOURISH MARITIME G.R. No. 177948

March 14, 2008

This is a Petition for Review on Certiorari under Rule 45 of the

The facts of the case are as follows:

Respondent Donato A. Almanzor entered into a two-year

On October 1, 2004, respondent was deployed to Taipei, Taiwan as

While on board, the master of the vessel gave respondent orders

Thus, respondent filed a complaint for illegal dismissal, payment

Petitioners countered that respondent voluntarily resigned[8] from

WHEREFORE, viewed from the foregoing, judgment is hereby

Respondents Flourish Maritime Shipping and Wang Yung Chin

On appeal to the NLRC, the Commission affirmed in toto the Labor

Unsatisfied, petitioners elevated the matter to the Court of Appeals on

Both the Labor Arbiter and the NLRC Board of Commissioners

1. WHETHER OR NOT THE THREE LETTERS ARE

2. WHETHER OR NOT THE MODIFICATION OF THE

Simply stated, petitioners want this Court to resolve the issue of

On the amount of the award due respondent, Section 10 of R.A.

SECTION 10. Money Claims. x x x

In case of termination of overseas employment without just,

The correct interpretation of this provision was settled

The employment contract involved in the instant case covers a

WHEREFORE, the petition is PARTIALLY GRANTED. The

ANTONIO EDUARDO B. NACHURA

MA. ALICIA AUSTRIA-MARTINEZ MINITA V. CHICO-NAZARIO

I attest that the conclusions in the above Decision were reached in

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