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    National Sugar Refineries Corp V NLRC

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    Luz Celine Cabading
    1) The document discusses the distinction between "managerial employees" and "supervisory employees" under Philippine law. 2) Managerial employees include top and middle managers who establish company policies, while supervisory employees like first-line managers ensure policies are implemented. 3) For purposes of labor relations, the union members were considered supervisory employees, but as officers or staff they were not entitled to certain benefits reserved for non-managerial employees.

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    National Sugar Refineries Corp V NLRC

    Uploaded by

    Luz Celine Cabading
    76 views2 pages
    1) The document discusses the distinction between "managerial employees" and "supervisory employees" under Philippine law. 2) Managerial employees include top and middle managers who establish company policies, while supervisory employees like first-line managers ensure policies are implemented. 3) For purposes of labor relations, the union members were considered supervisory employees, but as officers or staff they were not entitled to certain benefits reserved for non-managerial employees.

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    National Sugar Refineries Corp v NLRC

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    1) The document discusses the distinction between "managerial employees" and "supervisory employees" under Philippine law. 2) Managerial employees include top and middle managers who establish company policies, while supervisory employees like first-line managers ensure policies are implemented. 3) For purposes of labor relations, the union members were considered supervisory employees, but as officers or staff they were not entitled to certain benefits reserved for non-managerial employees.

    Copyright:

    © All Rights Reserved
    Download as DOC, PDF, TXT or read online from Scribd
    Download as doc, pdf, or txt
    76 views2 pages

    National Sugar Refineries Corp V NLRC

    Uploaded by

    Luz Celine Cabading
    1) The document discusses the distinction between "managerial employees" and "supervisory employees" under Philippine law. 2) Managerial employees include top and middle managers who establish company policies, while supervisory employees like first-line managers ensure policies are implemented. 3) For purposes of labor relations, the union members were considered supervisory employees, but as officers or staff they were not entitled to certain benefits reserved for non-managerial employees.

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    © All Rights Reserved
    Download as DOC, PDF, TXT or read online from Scribd
    Download as doc, pdf, or txt
    of 2

    National Sugar Refineries Corp v NLRC (220 SCRA 452) Under this distinction, “managerial employees” therefore fall in

    1993 two (2) categories, namely,


    -- the “managers” per se composed of Top and Middle
    Managers, and the
    It is the submission of petitioner that while the members of
    respondent union, as supervisors, may not be occupying -- “supervisors” composed of First-Line Managers.
    managerial positions, they are clearly officers or members of
    the managerial staff because they meet all the conditions
    prescribed by law and, hence, they are not entitled to overtime, Thus, the mere fact that an employee is designated “manager”
    rest day and supervisory employees under Article 212 (m) does not ipso facto make him one. Designation should be
    should be made to apply only to the provisions on Labor reconciled with the actual job description of the employee, for it
    Relations, while the right of said employees to the questioned is the JOB DESCRIPTION that determines the nature of
    benefits should be considered in the light of the meaning of a employment.”
    managerial employee and of the officers or members of the
    managerial staff, as contemplated under Article 82 of the Code
    and Section 2, Rule I Book III of the implementing rules. “In this case, a thorough dissection of the job description of the
    concerned supervisory employees and section heads
    indisputably show that they are NOT actually managerial
    1) In other words, for purposes of forming and joining employees BUT ONLY supervisory employees SINCE THEY
    unions, certification elections, collective bargaining, and so DO NOT LAY DOWN COMPANY POLICIES.”
    forth, the union members are supervisory employees.

    “PICOP’s contention that the subject section heads and


    2) In terms of working conditions and rest periods and managers exercise the authority to hire and fire is ambiguous
    entitlement to the questioned benefits, however, they are and quiet misleading for the reason that any authority they
    officers or members of the managerial staff, hence they are not exercise is NOT SUPREME but merely ADVISORY in
    entitled thereto. character. Theirs is not a FINAL DETERMINATION of the
    company policies inasmuch as any action taken by them on
    matters relative to hiring, promotion, transfer, suspension and
    Paper Industries Corporation of the Philippines v. Laguesma termination of employees is still subject to confirmation and
    (330 SCRA 295) 2000 approval by their respective superior.”

    HELD: United Pepsi cola ruling was adopted here: “Thus, where such power, which is in effect
    “Managerial employees are ranked as Top managers, Middle RECOMMENDATORY in character, is SUBJECT TO
    managers and First Line Managers. Top and Middle Managers EVALUATION, REVIEW, and FINAL ACTION by
    have the authority to devise, implement and control strategic department heads and other higher executives of the
    and operational policies while the task of First-Line Managers company. The same, although present, is not effective
    is simply to ensure that such policies are carried out by the and not an exercise of INDEPENDENT JUDGMENT as
    rank-and-file employees of an organization. required by law.”

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