Chiang Kai Shek College vs. Court of Appeals: Manual of Regulations For Private Schools, For A Private

SUPREME COURT REPORTS ANNOTATED VOLUME 437 03/09/2018, 4+01 PM
VOL. 437, AUGUST 24, 2004 171

Chiang Kai Shek College vs. Court of Appeals
*
G.R. No. 152988. August 24, 2004.
CHIANG KAI SHEK COLLEGE, and CHIEN YIN SHAO,

petitioners, vs. HON. COURT OF APPEALS; HON.
NATIONAL LABOR RELATIONS COMMISSION; HON.
COMMISSIONER VICTORIANO R. CALAYLAY, HON.
PRESIDING COMMISSIONER RAUL T. AQUINO, and
HON. COMMISSIONER ANGELITA A. GACUTAN; and
MS. DIANA P. BELO, respondents.
Labor Law; Security of Tenure; Requisites for a Private School

Teacher to Acquire a Permanent Status of Employment and
Therefore Entitled to a Security of Tenure; The fundamental
guarantees of security of tenure and due process dictate that no
worker shall be dismissed except for just and authorized cause
provided by law and after due notice and hearing.·Under the
Manual of Regulations for Private Schools, for a private
_______________
* FIRST DIVISION.
172
172 SUPREME COURT REPORTS ANNOTATED
school teacher to acquire a permanent status of employment and,
http://www.central.com.ph/sfsreader/session/000001659e6344d1d359ca5e003600fb002c009e/p/APX826/?username=Guest Page 1 of 17
therefore, be entitled to a security of tenure, the following requisites

must concur: (a) the teacher is a full-time teacher; (b) the teacher
must have rendered three consecutive years of service; and (c) such
service must have been satisfactory. Since Ms. Belo has measured
up to these standards, she therefore enjoys security of tenure. The
fundamental guarantees of security of tenure and due process
dictate that no worker shall be dismissed except for just and
authorized cause provided by law and after due notice and hearing.
Same; Dismissal; Definition of Constructive Dismissal.·Case
law defines constructive dismissal as a cessation from work because
continued employment is rendered impossible, unreasonable, or
unlikely; when there is a demotion in rank or a diminution in pay or
both; or when a clear discrimination, insensibility, or disdain by an
employer becomes unbearable to the employee.
Same; Remedial Law; Distinction Between Legal and Factual
Issues.·Basic is the distinction between legal and factual issues. A
question of law exists when the doubt or controversy concerns the
correct application of law or jurisprudence to a certain set of facts;
or when the issue does not call for an examination of probative
value of the evidence presented, the truth or falsehood of facts being
admitted. A question of fact exists when the doubt or difference
arises as to the truth or falsehood of facts or when the query invites
calibration of the whole evidence considering mainly the credibility
of witnesses, the existence and relevancy of specific surrounding
circumstances, as well as their relation to each other and to the
whole, and the probability of the situation.
PETITION for review on certiorari of the decision and

resolution of the Court of Appeals.
The facts are stated in the opinion of the Court.

Salvador B. Lao for petitioners.
Manuel P. Roxas, Jr. for respondent D. Belo.
DAVIDE, JR., C.J.:

1
Assailed in this petition is2 the decision of 12 October 2001,
as well as the resolution of 11 April 2002, of the Court
Appeals in CA-
_______________
1 Per Justice Hilarion L. Aquino, with Associate Justices Cancio C.
Garcia and Jose L. Sabio, Jr., concurring. Rollo, pp. 47-51.

2 Rollo, p. 53.
173
VOL. 437, AUGUST 24, 2004 173

3
G.R. SP No. 59996, which affirmed the decision of 29
February 2000 of the National Labor Relations
Commission (NLRC) declaring that Diana P. Belo was
illegally dismissed as a teacher of petitioner Chiang Kai
Shek College (CKSC).
The controversy began on 8 June 1992, when Ms. Belo, a
teacher of CKSC since 1977, applied for a leave of absence
for the school year 1992-1993 because her children of
tender age had no yaya to take care of them. The then
principal, Mrs. Joan Sy Cotio, approved her application.
However, on 15 June 1992, Ms. Belo received a letter dated
9 June 1992 of Mr. Chien Yin Shao, President of CKSC,
informing her of the schoolÊs existing policy; thus:
Regarding your letter of request for leave of absence dated June 8,

1992, we would like to inform you of the existing policy of our
school:
(1) We could not assure you of any teaching load should you
decide to return in the future.
(2) Only teachers in service may enjoy the privilege and
benefits provided by our school. Hence, your children are no
longer entitled to free tuition starting school year 1992-
4
1993.
Ms. Belo, nonetheless, took her leave of absence. On 8 July

1992, she learned that Laurence, one of her three children
studying at the CKSC, was sent out of the examination
room because his tuition fees were not paid. This
embarrassing incident impelled Ms. Belo to pay, 5
allegedly
under protest, all the school fees of her children.
In May 1993, after her one-year leave of absence, Ms.
Belo presented herself to Ms. Cotio and signified her
readiness to teach for the incoming school year 1993-1994.
She was, however, denied and not accepted by Ms. Cotio.

She then relayed the denial to Mr. Chien on 17 May 1993.
On 21 July 1993, she received the reply of Mr. Chien dated
1 July 1993 informing her that her confirmation to teach
was filed late and that there was no available teaching
_______________
3 Per Commissioner Victoriano R. Calaycay, with Presiding

Commissioner Raul T. Aquino and Commissioner Angelita A. Gacutan
concurring. Rollo, pp. 62-66.
4 Rollo, p. 135.
5 Id., pp. 48, 55.
174

load for her because as early as April 21 of that 6year, the

school had already hired non-permanent teachers.
Adversely affected by the development, Ms. Belo filed
with the Labor Arbitration Office a complaint for illegal
dismissal; non-payment of salaries, 13th month pay, living
allowance, teacherÊs day pay; loss of income; and moral
damages. 7
In his decision of 18 October 1995, Labor Arbiter
Donato G. Quinto, Jr., dismissed the complaint, reasoning
that Ms. Belo was not dismissed but that there was simply
no available teaching load for her. When in May 1993 she
signified her intention to teach, the school had already
acted on the applications or re-applications to teach of
probationary teachers. The schoolÊs policies, which were
articulated in Mr. ChienÊs letter of 9 June 1992 to Ms. Belo,
were management prerogatives which did not amount to
her dismissal. Said policies were also the consequences of
her leave of absence and were not even questioned by her.
The Labor Arbiter thus offered a Solomonic solution by
directing the petitioners to give her a teaching load in the
ensuing year 1996-1997 8
and the succeeding years without
loss of seniority
9
rights.
On appeal by the private respondent, the NLRC
reversed the decision of the Labor Arbiter. It considered as

misplaced the Labor ArbiterÊs utter reliance on Mr. ChienÊs
letter to Ms. Belo enunciating the questioned school
policies. It reasoned that if the school policy was to extend
free tuition fees to children of teachers in school, then the
petitioners must have considered her „already not in school
or summarily dismissed or separated the very moment
[she] applied for leave,‰ for, otherwise, her children would
have been granted that privilege. Thus, it directed the
petitioners to immediately reinstate Ms. Belo to her former
position with full back wages from the time of her dismissal
up to her actual reinstatement. It, however, dismissed Ms.
BeloÊs prayer for moral and exemplary damages and
attorneyÊs fees for lack of evidence that the petitioners
acted in bad faith and malice.
_______________
6 Id., p. 48.
7 Rollo, p. 54.
8 Id., p. 61.
9 Id., p. 70.
175
VOL. 437, AUGUST 24, 2004 175

10
Their motion for reconsideration having been denied, the
petitioners filed a petition for certiorari with the Court of
Appeals contending that the NLRC gravely abused its
discretion amounting to lack of jurisdiction in (a)
overturning the factual determination of the Labor Arbiter
despite the fact that Ms. Belo stated in her Notice of
Appeal that she was appealing only on a pure question of
law; (b) holding that Ms. Belo was constructively dismissed
by the petitioners despite the uncontroverted evidence that
she was not illegally dismissed; and (c) granting Ms. Belo
monetary awards.
On 12 October 2001, the Court of Appeals found that far
from abusing its discretion, the NLRC acted correctly when
it ascertained that Ms. Belo was constructively dismissed.
It declared as illegal, for being violative of Ms. BeloÊs right

to security of tenure, the school policy that a teacher who
goes on leave cannot be assured of a teaching load. The
school should have set aside a teaching load for her after
the expiration of her leave of absence. It would have been a
different story, one indeed ripe for termination of her
employment, had Ms. Belo failed to report for work. As for
the schoolÊs contention that the NLRC was barred from
resolving factual issues because of Ms. BeloÊs statement
that she was appealing the case on a pure question of law,
the Court of Appeals declared that such statement was a
simple mistake in terminology, which is insufficient to deny
an employee of her rights under the law.
In its resolution dated 11 April 2002, the Court of
Appeals denied the motion for reconsideration for lack of
merit. 11
Hence, on 11 June 2002, petitioner CKSC and its
president Mr. Chien filed the present petition. They claim
that the Court of Appeals erred in affirming the NLRC
decision which reversed the factual findings of the Labor
Arbiter even if the said findings were amply supported by
clear and uncontroverted evidence and had already
attained finality, as Ms. Belo had appealed merely on a
question of law. The Court of Appeals also erred in
upholding the NLRC decision which failed to point out
specifically the alleged particular portions of the records of
the case, partiesÊ respective position papers, and pleadings,
much less particular testimonial and documentary
evidence, that warrant the patently erroneous
_______________
10 Rollo, p. 67.
11 Id., pp. 11-42.
176

and baseless conclusion that there was a „clear case of

constructive dismissal.‰ The NLRC decision is in complete
violation of Section 14, Article VIII of the Constitution,

which provides: „No decision shall be rendered by any court
without expressing therein clearly and distinctly the facts
and the laws on which it is based.‰ Likewise, the Court of
Appeals has not only completely and arbitrarily ignored
and disregarded the facts and issues raised as an issue
before it, but also decided on the illegality of the schoolÊs
policy, which was never raised before it or in any of the
forums below. Anent the free tuition fee benefit extended to
children of teachers in service in petitioner school, the
same is a privilege granted not by law, but voluntarily by
the said school. Hence, the petitioner school could
determine the conditions under which said privilege may
be enjoyed, such as, that only teachers in actual service can
enjoy the privilege.
Amidst the convolution of issues proffered by the
petitioners, the only issue that needs to be determined and
on which hinges the resolution of the other issues is
whether the Court of Appeals erred in affirming the NLRC
decision that Ms. Belo was constructively, nay, illegally
dismissed and is, therefore, entitled to reinstatement and
back wages.
It must be noted at the outset that Ms. Belo had been a
full-time teacher in petitioner CKSC continuously for
fifteen years or since 1977 until she took a leave of absence
for the school year 1992-1993. Under the Manual of
Regulations for Private Schools, for a private school teacher
to acquire a permanent status of employment and,
therefore, be entitled to a security of tenure, the following
requisites must concur: (a) the teacher is a full-time
teacher; (b) the teacher must have rendered three
consecutive years12of service; and (c) such service must have
been satisfactory.
Since Ms. Belo has measured up to these standards, she
therefore enjoys security of tenure. The fundamental
guarantees of security of tenure and due process dictate
that no worker shall be
_______________
12 Alcuaz v. Philippine School of Business Administration, G.R. No.

76353, 29 September 1989, 178 SCRA 135; National Mines and Allied
WorkerÊs Union v. San Ildefonso College·RVM SistersÊ Administration,

G. R. No. 125039, 20 November 1998, 299 SCRA 24.
177
VOL. 437, AUGUST 24, 2004 177

dismissed except for just and authorized

13
cause provided by
law and after due notice and hearing.
We agree with the Court of Appeals that the NLRC did
not commit any grave abuse of discretion in finding that
Ms. Belo was constructively dismissed when the
petitioners, in implementing their policies, effectively
barred her from teaching for the school year 1993-1994.
The three policies are (1) the non-assurance of a teaching
load to a teacher who took a leave of absence; (2) the hiring
of non-permanent teachers in April to whom teaching loads
were already assigned when Ms. Belo signified in May 1993
her intention to teach; and (3) the non-applicability to
children of teachers on leave of the free tuition fee benefits
extended to children of teachers in service.
Case law defines constructive dismissal as a cessation
from work because continued employment is rendered
impossible, unreasonable, or unlikely; when there is a
demotion in rank or a diminution in pay or both; or when a
clear discrimination, insensibility, or disdain 14
by an
employer becomes unbearable to the employee.
When in the school year 1992-1993, the petitioners
already applied to Ms. BeloÊs children the policy of
extending free tuition fee benefits only to children of
teachers in service, Ms. Belo was clearly discriminated by
them. True, the policy was made known to Ms. Belo in a
letter dated 9 June 1992, but, this only additionally and
succinctly reinforced the clear case of discrimination.
Notably, petitionersÊ statements of policies dated 13 March
1992 for the school year 1992-1993 did not include that
policy; thus:
To : All Teachers and Staff of Chiang Kai Shek College

From : The President
Pursuant to laws, rules and regulations promulgated by

the proper government authorities of the Philippines, the
following procedure are hereby issued for proper
compliance of all concerned:
_______________
13 Section 1, Rule XIV, Book V, Omnibus Rules Implementing the

Labor Code.
14 Escobin v. National Labor Relations Commission, G.R. No. 118159,
15 April 1998, 289 SCRA 48; Blue Dairy Corporation v. National Labor
Relations Commission, G.R. No. 129843, 14 September 1999, 314 SCRA
401; Globe Telecom, Inc. v. Florendo-Flores, G.R. No. 150092, 27 Septem-
ber 2002, 390 SCRA 201.
178

1. All teachers and staff who have rendered

satisfactory service for a period of more than three
(3) full consecutive years (e.g. those who started
working in June, 1988 or before) are considered
permanent employees and therefore need not re-
apply for the forthcoming school year 1992-1993.
2. However, should any teacher or staff of permanent
status wish to resign or to retire after this school
year 1991-1992, he/she must file his/her written
resignation or retirement application on or before
March 28, 1992, so that the school will have
sufficient time to make the necessary adjustments.
Failure to file formal application on the part of the
permanent employee shall be construed as consent
to work for another school year.
3. All probationary employees (e.g. those who started
working after June, 1988) who wish to continue
their services in our school shall re-apply.
Reapplications must be submitted on or before
March 28, 1992. Failure to submit reapplication
shall be construed as not interested to work for
Chiang Kai Shek College in the coming school year

1992-1993.
4. All reapplications shall be acted upon and the
decision of the administration will be conveyed to
the employees
15
concerned on or before April 21,
1992.
It can be argued that the extension of free tuition fees to

children of teachers in service was an informal policy or
custom. If it were so, there would have been no need to
include this policy in the schoolÊs written statement of
policies dated 12 March 1993, which reads:
To : All Teachers and Staff of Chiang Kai Shek College

From : The Office of the President
Pursuant to laws, rules and regulations promulgated by the proper

government authorities of the Philippines, the following procedure
are hereby issued for proper compliance of all concerned:
1. All teachers and staff who have rendered

satisfactory service for a period of more than three
(3) full consecutive years (e.g. those who started
working in June, 1989 or before) are considered
permanent employees and therefore need not re-
apply for the forthcoming school year 1993-1994.
2. However, should any teacher or staff of permanent
status wish to resign, to retire, or to take a leave of
absence after this school year 1992-1993, he/she
must file his/her written application on or before
March
_______________
15 Rollo, p. 68.
179
VOL. 437, AUGUST 24, 2004 179

27, 1993, so that the school will have sufficient time to make the
necessary adjustments. Failure to file formal application on the part
of the permanent employee shall be construed as consent to work
for another school year.
In accordance with our school policy, employees not in service are
not entitled to any benefit extended by our school.
3. All probationary employees (e.g. those who started working

after June 1989) who wish to continue their services in our
school shall re-apply. Reapplications must be submitted on
or before March 27, 1993. Failure to submit reapplication
shall be construed as not interested to work for Chiang Kai
Shek College in the coming school year 1993-1994.
4. All reapplications shall be acted upon and the decision of
the administration will be conveyed to the employees
16
concerned on or before April 21, 1993.
A cursory analysis of the petitionersÊ statements of policies

dated 13 March 1992 and 12 March 1993 reveals that the
lists of policies are essentially the same. Both are
addressed to all teachers and staff of petitioner school.
However, the policy „that employees not in service are not
entitled to any benefit extended by the school‰ was not
listed in the written statement of policies dated 13 March
1992. The policy made its maiden appearance in
petitionersÊ statement of policies one year after or on 12
March 1993. It was, therefore, the policy of extending free
tuition fees to children of teachers of the school, whether on
service or on leave, which existed as a matter of custom
and practice. That is why the school modified the privilege
in written form.
Thus, when the petitioners retroactively applied the
modified written policy to Ms. Belo, they considered her
already a teacher not in service. The NLRC was correct
when it reasoned as follows: „[I]f the school policy is to
extend Âfree tuition feesÊ to children of teachers in school,
then respondents [petitioners herein] have considered [Ms.
Belo] Âalready not in school or summarily dismissed or
separated the very moment the latter applied for leave.Ê
Otherwise, [her] children should have been granted the Âon-
goingÊ privileges and benefits on free tuition fees, among
others.‰
Ms. Belo was definitely singled out in the
implementation of a future policy. This is grossly unfair

and unjust. The petitioners did not take heed of the
principle enshrined in our labor laws that
_______________
16 Rollo, p. 69.
180

policies should be adequately known to the employees and

uniformly implemented to the body of employees as a whole
and not in isolation.
The continued employment of Ms. Belo was also
rendered unlikely by the insistence of the petitioners in
implementing the alleged policy that a teacher who goes on
leave for one year is not assured of a teaching load. While
this alleged policy was mentioned in Mr. ChienÊs letter of 9
June 1992, it was not included in the schoolÊs written
statement of policies dated 13 March 1992. Hence, it was
then a non-existent policy. When a non-existent policy is
implemented and, in this case, only to Ms. Belo, it
constitutes a clear case of discrimination.
Even if the policy of non-assurance of a teaching load
existed as a matter of practice and custom, it still glaringly
contradicts petitionersÊ written statement of policies dated
12 March 1993. Crystal clear therefrom is the fact that only
permanent teachers who wished „to resign, to retire, or to
take a leave of absence after the school year 1992-1993
must file their written application in March 1993.‰ Those
who failed to file an application were expressly considered
by the school as consenting to teach for the succeeding
school year. Additionally, the petitioners did not require
permanent teachers with satisfactory service to re-apply.
It, therefore, blows our mind why the petitioners would
require Ms. Belo, a permanent teacher since 1977 with a
satisfactory service record, to signify her intention to teach
in March 1993. Plainly, the petitioners violated their
avowed policies. Since Ms. Belo was not retiring, resigning
or filing another leave of absence after the school year

1992-1993, the petitioners should have considered her as
consenting to teach for the incoming school year 1993-1994.
In fact, they should not have required her to re-apply to
teach. In accordance with the written statement of policies
dated 12 March 1993, only probationary teachers are
required by the petitioners to re-apply in March. Failure of
probationary teachers to re-apply in March is an indication
of their lack of interest to teach again at the school.
PetitionersÊ invocation of the third policy·that of giving
teaching assignments to probationary teachers in April·to
justify their refusal to provide Ms. Belo a teaching load is,
therefore, a lame excuse that rings of untruth and
dishonesty. Patently clear is the
181
VOL. 437, AUGUST 24, 2004 181

illegal manner by which the petitioners eased out Ms. Belo

from the teaching corps.
Thus, the Court of AppealsÊ justification in upholding the
NLRC ruling attains an added judicial and logical sting:
When respondent Belo reported for work after the termination of

her one-year leave of absence, it was obligatory for petitioner school
to give her a teaching load. It was improper for petitioner school to
farm out subjects of respondent Belo to provisionary [sic] teacher
[sic]. The petitioner school should have assumed that respondent
Belo was returning for work after the expiration of her leave. It
would have been a different story, if after the start of classes,
respondent Belo failed to report for work, then the school had a
right to institute the necessary proceeding for the termination of
17
her employment.
Likewise, we do not find merit in petitionersÊ assertion that

the Court of Appeals should not have passed upon the
illegality of the school policy of non-assurance of a teaching
load, since the alleged illegality was never raised as an
issue before the respondent court or in the forums below.
As pointed out by the private respondent, that policy was
part of the defense invoked by the petitioners in the Arbiter

level, in the NLRC, and in the respondent court to the
charge of illegal dismissal; and, hence, it must necessarily
be passed upon and scrutinized. Besides, that policy is
intimately intertwined with the main issue of whether Ms.
Belo was illegally dismissed.
We reject petitionersÊ contention that „the NLRC
decision failed to point out specifically the alleged
particular portions of the records of the case, partiesÊ
respective position papers, and pleadings, much less
particular testimonial and documentary evidence, that
warrant the patently erroneous and baseless conclusion
that there is a clear case of constructive dismissal.‰ In fact,
the NLRC considered the same policies that the petitioners
insist as their bases for maintaining that Ms. Belo was not
dismissed. It seems that the petitioners could only be
persuaded if the reviewing bodies unearthed a document
that explicitly states that Ms. Belo was being
constructively dismissed. This phantom paper chase
unveils the unsubstantiated and contrived claim of the
petitioners. They need only to look, for example, at the
letter dated 9 June 1992 to Ms. Belo. The „policies‰ therein
stated are discernibly non-existent, or
_______________
17 Rollo, p. 50.
182

if existing as a matter of custom they grossly transgressed

petitionersÊ formal written policies dated 13 March 1992
and 12 March 1993. Clear, therefore, is the fact that the
written formal policies apply to all teachers and staff
except Ms. Belo. Hence, there is no need to belabor the
point that the NLRC decision clearly complied with the
requirement expressed under Section 14, Article VIII of the
Constitution. The decision speaks for itself.
Suffice it is to say, this case is an exception to the
general rule that the factual findings and conclusions of the

Labor Arbiter are accorded weight and respect on appeal,
and even finality. For one thing, the findings of the NLRC
and the Labor Arbiter are contrary to each other; hence,
the reviewing court may delve into the 18
records and
examine for itself the questioned findings.
Further, we do not find merit in petitionersÊ claim that
Ms. BeloÊs judicial admission that she was appealing on a
„pure question of law‰ precludes the review and reversal of
the Labor ArbiterÊs factual finding that she was not
illegally dismissed.
19
Such claim is belied by the Notice of
Appeal itself, wherein Ms. Belo declared that she was
appealing the decision of the Labor Arbiter to the NLRC
„on a pure question of law and for being contrary to law
and jurisprudence applicable [to] the case and the evidence
on record, 20 and rendered with grave abuse of
discretion.‰
Oddly, even the petitioners themselves maintain that to
prove grave abuse of discretion, „it is necessary to bring out
questions of fact.‰ Thus, in their own justification in
resorting to both Rules 45 and 65 of the Rules of Court for
the review and the nullification of the decision of the Court
of Appeals, they contend:
Clearly, petitionersÊ remedy is two-fold·under Rule 45 and 65.

Under Rule 45, only questions of law may be raised. Perhaps,
respondents can now understand why petitioners have used both
Rules 45 and 65. And this is simply because by invoking said two
rules, they are not limited to raising questions of law, but they can
raise both questions of fact and law. To show that grave abuse of
discretion has been committed under Rule 65,
_______________
18 Reyes v. MaximÊs Tea House, G.R. No. 140853, 27 February 2003, 398
SCRA 288; See also Manila Electric Company v. National Labor Relations
Commission, G.R. No. 114129, 24 October 1996, 263 SCRA 531.
19 Rollo, 70.
20 Underscoring and italics supplied.
183
VOL. 437, AUGUST 24, 2004 183
it is necessary to bring out questions of fact, which was precisely

21
done in the issues raised in page 2 of the petition . . . .
Indeed, Ms. Belo questioned the legality of her dismissal

and the denial of her monetary claims, as well as her claim
for damages. Both are essentially factual issues, since their
determination necessitates an evaluation of proof and not
only a consideration of the applicable statutory and case
laws.
Basic is the distinction between legal and factual issues.
A question of law exists when the doubt or controversy
concerns the correct application of law or jurisprudence to a
certain set of facts; or when the issue does not call for an
examination of probative value of the evidence presented,
the truth or falsehood of facts being admitted. A question of
fact exists when the doubt or difference arises as to the
truth or falsehood of facts or when the query invites
calibration of the whole evidence considering mainly the
credibility of witnesses, the existence and relevancy of
specific surrounding circumstances, as well as their
relation to each 22other and to the whole, and the probability
of the situation.
More importantly, the Labor ArbiterÊs conclusions are
baseless, bereft of any rational basis, unsupported by
evidence on record, and glaringly erroneous. The decisions
of the NLRC and the Court of Appeals are the ones in
harmony with the evidence on record.
In sum, we are convinced that Ms. Belo was
unceremoniously and constructively dismissed by the
petitioners without just cause and without observing the
twin requirements of due process, i.e., due notice and
hearing, in violation of the tenets of equity and fair play.
Ms. Belo is, therefore, entitled to reinstatement and back
wages in accordance with the questioned Court of AppealsÊ
and NLRC decisions.
WHEREFORE, the petition is DENIED. The decision of
12 October 2001 and resolution of 11 April 2002 of the
Court of Appeals in CA-GR. SP No. 59996 are hereby
AFFIRMED.
Costs against the petitioners.
_______________
21 Reply to „Memorandum for the Respondents,‰ 2; Rollo, 280 (Italics

supplied).
22 Republic v. Sandiganbayan, G.R. No. 102508, 30 January 2002, 375
SCRA 145.
184

Kar Asia, Inc. vs. Corona
SO ORDERED.
Quisumbing, Ynares-Santiago and Azcuna, JJ.,

concur.
Carpio, J., On Official Leave.
Petition denied, judgment and resolution affirmed.
Note.·Illegal dismissal results not only from the

absence of a legal cause, but likewise from the failure to
observe due process. (Serrano vs. National Labor Relations
Commission, 323 SCRA 445 [2000])
··o0o··
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SUPREME COURT REPORTS ANNOTATED VOLUME 437 03/09/2018, 4+01 PM

VOL. 437, AUGUST 24, 2004 171

CHIANG KAI SHEK COLLEGE, and CHIEN YIN SHAO,

Labor Law; Security of Tenure; Requisites for a Private School

172 SUPREME COURT REPORTS ANNOTATED

Chiang Kai Shek College vs. Court of Appeals

school teacher to acquire a permanent status of employment and,

therefore, be entitled to a security of tenure, the following requisites

PETITION for review on certiorari of the decision and

The facts are stated in the opinion of the Court.

DAVIDE, JR., C.J.:

1 Per Justice Hilarion L. Aquino, with Associate Justices Cancio C.

Garcia and Jose L. Sabio, Jr., concurring. Rollo, pp. 47-51.

VOL. 437, AUGUST 24, 2004 173

Regarding your letter of request for leave of absence dated June 8,

Ms. Belo, nonetheless, took her leave of absence. On 8 July

She was, however, denied and not accepted by Ms. Cotio.

3 Per Commissioner Victoriano R. Calaycay, with Presiding

174 SUPREME COURT REPORTS ANNOTATED

load for her because as early as April 21 of that 6year, the

reversed the decision of the Labor Arbiter. It considered as

VOL. 437, AUGUST 24, 2004 175

It declared as illegal, for being violative of Ms. BeloÊs right

176 SUPREME COURT REPORTS ANNOTATED

and baseless conclusion that there was a „clear case of

violation of Section 14, Article VIII of the Constitution,

12 Alcuaz v. Philippine School of Business Administration, G.R. No.

WorkerÊs Union v. San Ildefonso College·RVM SistersÊ Administration,

VOL. 437, AUGUST 24, 2004 177

dismissed except for just and authorized

To : All Teachers and Staff of Chiang Kai Shek College

Pursuant to laws, rules and regulations promulgated by

13 Section 1, Rule XIV, Book V, Omnibus Rules Implementing the

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1. All teachers and staff who have rendered

Chiang Kai Shek College in the coming school year

It can be argued that the extension of free tuition fees to

To : All Teachers and Staff of Chiang Kai Shek College

Pursuant to laws, rules and regulations promulgated by the proper

1. All teachers and staff who have rendered

VOL. 437, AUGUST 24, 2004 179

3. All probationary employees (e.g. those who started working

A cursory analysis of the petitionersÊ statements of policies

implementation of a future policy. This is grossly unfair

180 SUPREME COURT REPORTS ANNOTATED

policies should be adequately known to the employees and

or filing another leave of absence after the school year

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illegal manner by which the petitioners eased out Ms. Belo

When respondent Belo reported for work after the termination of

Likewise, we do not find merit in petitionersÊ assertion that

part of the defense invoked by the petitioners in the Arbiter

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if existing as a matter of custom they grossly transgressed

general rule that the factual findings and conclusions of the

Clearly, petitionersÊ remedy is two-fold·under Rule 45 and 65.

VOL. 437, AUGUST 24, 2004 183

Chiang Kai Shek College vs. Court of Appeals

it is necessary to bring out questions of fact, which was precisely