Sonza V ABSCBN Case Digest

JOSE SONZA vs.
ABS-CBN BROADCASTING CORPORATION

G.R. No. 138051 June 10, 2004
FACTS:
In May 1994, ABS-CBN signed an agreement with the Mel and Jay
Management and Development Corporation (MJMDC). ABS-CBN was
represented by its corporate officers while MJMDC was represented by Sonza,
as President and general manager, and Tiangco as its EVP and treasurer.
Referred to in the agreement as agent, MJMDC agreed to provide Sonza’s
services exclusively to ABS-CBN as talent for radio and television. ABS-CBN
agreed to pay Sonza a monthly talent fee of P310, 000 for the first year and
P317, 000 for the second and third year.
On April 1996, Sonza wrote a letter to ABS-CBN's President, Eugenio Lopez III,
where he irrevocably resigned in view of the recent events concerning his
program and career. The acts of the station are violative of the Agreement
and said letter will serve as notice of rescission of said contract. The letter
also contained the waiver and renunciation for recovery of the remaining
amount stipulated but reserves the right to seek recovery of the other
benefits under said Agreement.
After the said letter, Sonza filed with the Department of Labor and
Employment a complaint alleging that ABS-CBN did not pay his salaries,
separation pay, service incentive pay,13th month pay, signing bonus, travel
allowance and amounts under the Employees Stock Option Plan (ESOP). ABS-
CBN contended that no employee-employer relationship existed between the
parties. However, ABS-CBN continued to remit Sonza’s monthly talent fees
but opened another account for the same purpose.
The Labor Arbiter dismissed the complaint and found that there is no
employee-employer relationship. The LA ruled that he is not an employee by
reason of his peculiar skill and talent as a TV host and a radio broadcaster.
Unlike an ordinary employee, he was free to perform his services in
accordance with his own style. NLRC and CA affirmed the LA. Should there be
any complaint, it does not arise from an employer-employee relationship but
from a breach of contract.
ISSUE: Whether or not there was employer-employee relationship between

the parties.
HELD:
There is no employer-employee relationship between Sonza and ABS-CBN.
Petition denied. Judgment decision affirmed.
Case law has consistently held that the elements of an employee-employer

relationship are selection and engagement of the employee, the payment of
wages, the power of dismissal and the employer’s power to control the
employee on the means and methods by which the work is accomplished.
The last element, the so-called "control test", is the most important element.
A. Selection and Engagement of Employee
ABS-CBN engaged SONZA’s services to co-host its television and radio
programs because of SONZA’s peculiar skills, talent and celebrity status.
SONZA contends that the “discretion used by respondent in specifically
selecting and hiring complainant over other broadcasters of possibly similar
experience and qualification as complainant belies respondent’s claim of
independent contractorship.”
However, independent contractors often present themselves to possess

unique skills, expertise or talent to distinguish them from ordinary
employees. The specific selection and hiring of SONZA, because of his
unique skills, talent and celebrity status not possessed by ordinary
employees, is a circumstance indicative, but not conclusive, of an
independent contractual relationship. If SONZA did not possess such unique
skills, talent and celebrity status, ABS-CBN would not have entered into the
Agreement with SONZA but would have hired him through its personnel
department just like any other employee.
B. Payment of Wages
ABS-CBN directly paid SONZA his monthly talent fees with no part of his fees
going to MJMDC. SONZA asserts that this mode of fee payment shows that he
was an employee of ABS-CBN. SONZA also points out that ABS-CBN granted
him benefits and privileges “which he would not have enjoyed if he were truly
the subject of a valid job contract.”
All the talent fees and benefits paid to SONZA were the result of negotiations
that led to the Agreement. If SONZA were ABS-CBN’s employee, there would
be no need for the parties to stipulate on benefits such as “SSS, Medicare, x x
x and 13th month pay” which the law automatically incorporates into every
employer-employee contract. Whatever benefits SONZA enjoyed arose from
contract and not because of an employer-employee relationship. In addition,
SONZA’s talent fees are so huge and out of the ordinary that they indicate
more an independent contractual relationship rather than an employer-
employee relationship. ABS-CBN agreed to pay SONZA such huge talent fees
precisely because of SONZA’s unique skills, talent and celebrity status not
possessed by ordinary employees.
C. Power of Dismissal
For violation of any provision of the Agreement, either party may terminate
their relationship. SONZA failed to show that ABS-CBN could terminate his
services on grounds other than breach of contract, such as retrenchment to
prevent losses as provided under labor laws.
During the life of the Agreement, ABS-CBN agreed to pay SONZA’s talent fees
as long as “AGENT and Jay Sonza shall faithfully and completely perform each
condition of this Agreement.” Even if it suffered severe business losses, ABS-
CBN could not retrench SONZA because ABS-CBN remained obligated to pay
SONZA’s talent fees during the life of the Agreement. This circumstance
indicates an independent contractual relationship between SONZA and ABS-
CBN.
SONZA admits that even after ABS-CBN ceased broadcasting his programs,
ABS-CBN still paid him his talent fees. Plainly, ABS-CBN adhered to its
undertaking in the Agreement to continue paying SONZA’s talent fees during
the remaining life of the Agreement even if ABS-CBN cancelled SONZA’s
programs through no fault of SONZA.
D. Power of Control
First, SONZA contends that ABS-CBN exercised control over the means and
methods of his work. SONZA’s argument is misplaced. ABS-CBN engaged
SONZA’s services specifically to co-host the “Mel & Jay” programs. ABS-CBN
did not assign any other work to SONZA. To perform his work, SONZA only
needed his skills and talent. How SONZA delivered his lines, appeared on
television, and sounded on radio were outside ABS-CBN’s control. SONZA did
not have to render eight hours of work per day. The Agreement required
SONZA to attend only rehearsals and tapings of the shows, as well as pre-
and post-production staff meetings. ABS-CBN could not dictate the contents
of SONZA’s script. However, the Agreement prohibited SONZA from
criticizing in his shows ABS-CBN or its interests. The clear implication is that
SONZA had a free hand on what to say or discuss in his shows provided he
did not attack ABS-CBN or its interests.
Second, SONZA urges us to rule that he was ABS-CBN’s employee because

ABS-CBN subjected him to its rules and standards of performance. SONZA
claims that this indicates ABS-CBN’s control “not only [over] his manner of
work but also the quality of his work." The Agreement stipulates that SONZA
shall abide with the rules and standards of performance “covering talents” of
ABS-CBN. The Agreement does not require SONZA to comply with the rules
and standards of performance prescribed for employees of ABS-CBN. The
code of conduct imposed on SONZA under the Agreement refers to the
“Television and Radio Code of the Kapisanan ng mga Broadcaster sa Pilipinas
(KBP), which has been adopted by the COMPANY (ABS-CBN) as its Code of
Ethics.” The KBP code applies to broadcasters, not to employees of radio and
television stations. Broadcasters are not necessarily employees of radio and
television stations. Clearly, the rules and standards of performance referred
to in the Agreement are those applicable to talents and not to employees of
ABS-CBN.
In any event, not all rules imposed by the hiring party on the hired party
indicate that the latter is an employee of the former. In this case, SONZA
failed to show that these rules controlled his performance. We find that these
general rules are merely guidelines towards the achievement of the mutually
desired result, which are top-rating television and radio programs that
comply with standards of the industry.
Lastly, SONZA insists that the “exclusivity clause” in the Agreement is the
most extreme form of control which ABS-CBN exercised over him. This
argument is futile. Being an exclusive talent does not by itself mean that
SONZA is an employee of ABS-CBN. Even an independent contractor can
validly provide his services exclusively to the hiring party. In the broadcast
industry, exclusivity is not necessarily the same as control.
The hiring of exclusive talents is a widespread and accepted practice in the

entertainment industry. This practice is not designed to control the means
and methods of work of the talent, but simply to protect the investment of
the broadcast station. The broadcast station normally spends substantial
amounts of money, time and effort “in building up its talents as well as the
programs they appear in and thus expects that said talents remain exclusive
with the station for a commensurate period of time.” Normally, a much higher
fee is paid to talents who agree to work exclusively for a particular radio or
television station. In short, the huge talent fees partially compensates for
exclusivity, as in the present case.
Ysabel Padilla
SBC-COL 3-F

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JOSE SONZA vs.

ABS-CBN BROADCASTING CORPORATION

ISSUE: Whether or not there was employer-employee relationship between

Case law has consistently held that the elements of an employee-employer

However, independent contractors often present themselves to possess

Second, SONZA urges us to rule that he was ABS-CBN’s employee because

The hiring of exclusive talents is a widespread and accepted practice in the

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