G.R. No. L-51182 July 5, 1983 Helmut DOSCH, Petitioner, National Labor Relations Commission and Northwest Airlines, Inc., Facts

G.R. No.
L-51182 July 5, 1983
HELMUT DOSCH, petitioner,

vs.
NATIONAL LABOR RELATIONS COMMISSION and NORTHWEST
AIRLINES, INC.,
FACTS:
 Petitioner Helmut Dosch an American citizen, married to a Filipina,

was the resident Manager of Northwest Airlines, Inc. (Northwest, for
short) in the Philippi nes. He has to his credit eleven (11) years of
continuous service with the company, including nine (9) years as
Northwest Manager with station at Manila. On August 18, 1975 he
received an inter-office communication from R.C. Jenkins,
Northwest's Vice President for Orient Region based in Tokyo,
promoting him to the position of Director of International Sales and
transferring him to Northwest's General Office in Minneapolis, U.S.A.,
effective the same day.
 Petitioner, acknowledging receipt of the above memo of August 18,
1975, expressed appreciation for the promotion and at the same time
regretted that "for personal reasons and reasons involving my family,
I am unable to accept a transfer from the Philippines" in his letter
dated August 28, 1975.
 On September 9, 1975, the Vice-President for the Orient Region of
Northwest advised petitioner that "in view of the foregoing, your
status as an employee of the company ceased on the close of
business on August 31, 1975" and "the company therefore considers
your letter of August 28, 1975, to be a resignation without notice.
 On September 16, 1975, Northwest filed a Report on Resignation of
Managerial Employee, i.e., Helmut Dosch before Regional Office No.
IV (Manila) Department of Labor.
 The Report was contested by Helmut Dosch and the parties were
conciliated by Regional Office No. IV, Manila but failed to agree on a
settlement. The case was thus certified to the Executive Labor
Arbiter, National Labor Relations Commission, for compulsory
arbitration.
 Respondent Northwest appealed from the Labor Arbiter's decision to
the National Labor Relations Commission.
NLRC DECISION
 The decision en banc of the NLRC reversed the Labor Arbiter's

decision and dismissed the case for lack of merit. Dosch's transfer
and promotion is a valid exercise of management's prerogative. The
NLRC held that:
 The hiring, firing, transfer, demotion and promotion of

employees has been traditionally Identified as a
management prerogative. This is a function associated with
the employer's inherent right to control and manage
effectively its enterprise. The free will of management to
conduct its own business affairs to achieve its purpose
cannot be denied. This exercise finds support not only in
actual management practice but has become a part of our
jurisprudence in labor relations law where, in a number of
cases brought before the Supreme Court, the highest
tribunal ruled in one of these cases (Roldan vs. Cebu
Portland Cement Co., C.A. G.R. No. 24276-R, May 20,
1960, citing Gregorio Araneta Employees Union vs, Roldan,
G.R. No. L-6843, July 20, 1955; Philippine Steel Metal
Workers Union vs. CIR, G.R. No. L-3587, Dec. 11, 1951),
pertinent portion of the decision reads as follows:
 ... Questions affecting the direction and management of
personnel are matters which the management itself must
resolve. Thus the Court has steadfastly held that the
determination of the qualifications and fitness of workers for
hiring and firing, promotion or reassignment on rotation
system, are the exclusive prerogatives of management. The
management has also the right to discharge employees
when there is need to reduce personnel because of the
precarious condition of the enterprise or as a result of that
closing of a section therein' (Morabe, The Law on Dismissal,
1962 ed., p. 55 citing Pampanga Bus Co., Inc. v. Employees
Association of the Pampanga Bus Co., Inc., Case No. 17-V,
Decision, August 10, 1946).
 Dosch filed a petition for review seeking to set aside the decision of
the National Labor Relations Commission.
SUPREME COURT DECISION
 We must, however, rightly treat the Jenkins letter as

directing the promotion of the petitioner from his position as
Philippine manager to Director of International Sales in
Minneapolis, U.S.A. It is not merely a transfer order alone
but as the Solicitor General correctly observes, "it is more in
the nature of a promotion that a transfer, the latter being
merely incidental to such promotion." The inter-office
communication of Vice President Jenkins is captioned
"Transfer" but it is basically and essentially a promotion for
the nature of an instrument is characterized not by the title
given to it but by its body and contents. (Cf. Shell Co. vs.
Firemen's Insurance Co. of Newark, 100 Phil. 757; Borromeo
vs. Court of Appeals, L-22962, Sept. 28, 1972; American
Rubber co. vs. Collector of Internal Revenue, L-25965, June
29, 1975).
 It has been held that promotion denotes a scalar ascent of
an officer or an employee to another position, higher either in
rank or salary. (Millares vs. Subido, 20 SCRA 954).
 In the Millares case above, the Supreme Court, speaking
thru Acting Chief Justice J.B.L. Reyes, distinguished
between transfer and promotion as follows:
 A transfer is a movement from one position to another of
equivalent rank, level or salary, without break in the service.
Promotion, on the other hand, is the advancement from one
position to another with an increase in duties and
responsibilities as authorized by law, and usually
accompanied by an increase in salary, Whereas, promotion
denotes a scalar ascent of a senior officer or employee to
another position, higher either in rank or salary, transfer
refers to lateral movement from one position to another, of
equivalent rank, level or salary. (p. 962)
 There is no law that compels an employee to accept a
promotion, as a promotion is in the nature of a gift or a
reward, which a person has a right to refuse. When
petitioner refused to accept his promotion to Director of
International Sales, he was exercising a right and he cannot
be punished for it as qui jure suo utitur neminem laedit. He
who uses his own legal right injures no one.
 It cannot be said that petitioner's refusal to obey the transfer
order was contumacious. For one, petitioner's refusal was
justified in that the position of Director of International Sales
had been non-existent since 1965 and was inexistent at the
time of petitioner's promotion thereto on August 18, 1975,
which fact is shown by Northwest's Manual Policies and
Procedures (Exhibit "X") and admitted by Northwest's
witness, Richardson Sells, in his testimony. Northwest has
not even attempted to deny the non- existence of the
position.
 Assuming for the sake of argument that the communication
or letter of Mr. Jenkins was basically a transfer, under the
particular and peculiar facts obtaining in the case at bar,
petitioner's inability or his refusal to be transferred was not a
valid cause for dismissal.
 While it may be true that the right to transfer or reassign an
employee is an employer's exclusive right and the
prerogative of management, such right is not absolute. The
right of an employer to freely select or discharge his
employee is limited by the paramount police power (Phil. Air
Lines, Inc. vs. Phil. Airlines Employees Association, L-
24626, June 28, 1974, 57 SCRA 489) for the relations
between capital and labor are not merely contractual but
impressed with public interest (Article 1700, New Civil
Code). And neither capital nor labor shall act oppressively
against each other (Article 1701, New Civil Code).
 We cannot agree to Northwest's submission that petitioner
was guilty of disobedience and insubordination which
respondent Commission sustained. The only piece of
evidence on which Northwest bases the charge of
contumacious refusal is petitioner's letter dated August 28,
1975 to R. C. Jenkins wherein petitioner acknowledged
receipt of the former's memorandum dated August 18, 1975,
appreciated his promotion to Director of International Sales
but at the same time regretted " that at this time for personal
reasons and reasons of my family, I am unable to accept the
transfer from the Philippines" and thereafter expressed his
preference to remain in his position, saying. " I would,
therefore, prefer to remain in my position of Manager-
Philippines until such time that my services in that capacity
are no longer required by Northwest Airlines." From this
evidence, We cannot discern even the slightest hint of
defiance, much less imply insubordination on the part of
petitioner.
 The decision of the National Labor Relations Commission in
Case No. RB-4220 is hereby REVERSED and SET ASIDE,
and the decision of the Labor Arbiter dated December 29,
1976 in RB-IV-4220-76 ordering petitioner's reinstatement to
his former position.

G.R. No. L-51182 July 5, 1983 Helmut DOSCH, Petitioner, National Labor Relations Commission and Northwest Airlines, Inc., Facts

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G.R. No.

L-51182 July 5, 1983

HELMUT DOSCH, petitioner,

 Petitioner Helmut Dosch an American citizen, married to a Filipina,

 The decision en banc of the NLRC reversed the Labor Arbiter's

 The hiring, firing, transfer, demotion and promotion of

SUPREME COURT DECISION

 We must, however, rightly treat the Jenkins letter as

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