GR No.128845 ISAE V Quisumbing CASE DIGEST

International School Alliance Of Educators (ISAE) v. Hon.
Quisumbing
GR No. 128845 June 1, 2000
International School Alliance of Educators contested the difference in salary rates between the
foreign and local hires. Another question is whether foreign-hires should be included in the
appropriate bargaining unit.
XXX
Private respondent International School, Inc. (the School, for short), is a domestic educational
institution established primarily for dependents of foreign diplomatic personnel and other
temporary residents. The School hires both foreign and local teachers as members of its faculty
and separates them accordingly in classification. The School grants foreign-hires certain benefits
not accorded local-hires. These include housing, transportation, shipping costs, taxes, and home
leave travel allowance. Foreign-hires are also paid a salary rate twenty-five percent (25%) more
than local-hires with the justification that the foreign hires have 2 economic disadvantages:
dislocation factor and limited tenure.
Negotiations for a new collective bargaining agreement were held on June 1995, petitioner
ISAE, "a legitimate labor union and the collective bargaining representative of all faculty
members" of the School, contested the difference in salary rates between foreign and local-hires.
There was also the question of whether foreign-hires should be included in the appropriate
bargaining unit. June 1996, the DOLE Acting Secretary, Crescenciano B. Trajano, settles in
favor of the School. DOLE Secretary Leonardo A. Quisumbing subsequently denied petitioner's
motion for reconsideration in an Order dated March 1997. Petitioner now seeks relief in this
Court.
Petitioner claims that the point-of-hire classification employed by the School is discriminatory to
Filipinos and that the grant of higher salaries to foreign-hires constitutes racial discrimination.
The School disputes these claims and gives a breakdown of its faculty members, numbering 38
in all, with nationalities other than Filipino, who have been hired locally and classified as local
hires. The non-Filipino local-hires received the same benefits as the Filipino local-hires; The
Acting secretary upheld the point-of-hire classification for the distinction in salary rates:
"Equal pay for equal work" principle does not apply in the present case. The School requires the
hiring of foreign personnel to deal with different nationalities and different cultures, among the
student population and certain amenities have to be provided to these people in order to entice
them to render their services in the Philippines and in the process remain competitive in the
international market. Taking note of the fact that foreign hires have limited contract of
employment unlike the local hires that enjoy security of tenure. To apply parity therefore, in
wages and other benefits would also require parity in the employment contract.
The CBA points that the LRS and OSRS and the foreign hires has 25% more salary and other
benefits on the perusal of the parties 1992-1995 and that the provisions demonstrate the parties'
recognition of the difference in the status of two types of employees, hence, the difference in
their salaries. The Union cannot also invoke the equal protection since there is a substantial
distinction between foreign hires and local hires, the former enjoying only a limited tenure,
having no amenities of their own in the Philippines and have to be given a good compensation
package in order to attract them to join the teaching faculty of the School.
XXX
The local-hires perform the same services as foreign-hires and they ought to be paid the same
salaries as the latter. For the same reason, the "dislocation factor" and the foreign-hires' limited
tenure also cannot serve as valid bases for the distinction in salary rates. The Constitution enjoins
the State to "protect the rights of workers and promote their welfare," and "to afford labor full
protection.”, therefore The State, has the right and duty to regulate the relations between labor
and capital. These relations are not merely contractual but are so impressed with public interest
that labor contracts, collective bargaining agreements included, must yield to the common good.
The point-of-hire classification employed by respondent School to justify the distinction in the
salary rates of foreign-hires and local hires is an invalid classification. There is no reasonable
distinction between the services rendered by foreign-hires and local-hires. The practice of the
School of according higher salaries to foreign-hires contravenes public policy and, certainly,
does not deserve the sympathy of the Court.
However, the foreign-hires do not belong to the same bargaining unit as the local-hires. The
basic test of a bargaining unit's acceptability is whether or not it is fundamentally the
combination which will best assure to all employees the exercise of their collective bargaining
rights; as the LRS & OSRS have not fulfilled the factors of a similar bargaining unit, to include
foreign-hires in a bargaining unit with local-hires would not assure either group the exercise of
their respective collective bargaining rights
XXX
WHEREFORE, the petition is GIVEN DUE COURSE. The petition is hereby GRANTED IN
PART. The Orders of the Secretary of Labor and Employment dated June 10, 1996 and March
19, 1997, are hereby REVERSED and SET ASIDE insofar as they uphold the practice of
respondent School of according foreign-hires higher salaries than local-hires.

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International School Alliance Of Educators (ISAE) v. Hon.

GR No. 128845 June 1, 2000

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