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    Protacio v. Laya Mananghaya Co.

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    Aldrin Loyola
    The petitioner filed a petition for review of the Court of Appeals decision that reduced the monetary award granted by the National Labor Relations Commission (NLRC). The issue is whether the NLRC acted without or in excess of jurisdiction or with grave abuse of discretion. The Court of Appeals may examine the factual findings of the NLRC if they are not supported by substantial evidence. As a general rule, the appellate court does not re-assess the sufficiency of evidence the NLRC based its conclusion on. A bonus is not ordinarily demandable unless it is made part of the wage or compensation in a fixed amount, or the employer promises to give it without conditions for payment such as business success or productivity goals.

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    Protacio v. Laya Mananghaya Co.

    Uploaded by

    Aldrin Loyola
    239 views1 page
    The petitioner filed a petition for review of the Court of Appeals decision that reduced the monetary award granted by the National Labor Relations Commission (NLRC). The issue is whether the NLRC acted without or in excess of jurisdiction or with grave abuse of discretion. The Court of Appeals may examine the factual findings of the NLRC if they are not supported by substantial evidence. As a general rule, the appellate court does not re-assess the sufficiency of evidence the NLRC based its conclusion on. A bonus is not ordinarily demandable unless it is made part of the wage or compensation in a fixed amount, or the employer promises to give it without conditions for payment such as business success or productivity goals.

    Original Description:

    Labor law case.

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    The petitioner filed a petition for review of the Court of Appeals decision that reduced the monetary award granted by the National Labor Relations Commission (NLRC). The issue is whether the NLRC acted without or in excess of jurisdiction or with grave abuse of discretion. The Court of Appeals may examine the factual findings of the NLRC if they are not supported by substantial evidence. As a general rule, the appellate court does not re-assess the sufficiency of evidence the NLRC based its conclusion on. A bonus is not ordinarily demandable unless it is made part of the wage or compensation in a fixed amount, or the employer promises to give it without conditions for payment such as business success or productivity goals.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    239 views1 page

    Protacio v. Laya Mananghaya Co.

    Uploaded by

    Aldrin Loyola
    The petitioner filed a petition for review of the Court of Appeals decision that reduced the monetary award granted by the National Labor Relations Commission (NLRC). The issue is whether the NLRC acted without or in excess of jurisdiction or with grave abuse of discretion. The Court of Appeals may examine the factual findings of the NLRC if they are not supported by substantial evidence. As a general rule, the appellate court does not re-assess the sufficiency of evidence the NLRC based its conclusion on. A bonus is not ordinarily demandable unless it is made part of the wage or compensation in a fixed amount, or the employer promises to give it without conditions for payment such as business success or productivity goals.

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    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
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    Case Digest with indicated Case Doctrine

    Labor Law Review I

    Zayber John B. Protacio vs. Laya Mananghaya & Co. and/or Mario T. Mananghaya
    G.R. No. 168654, March 25, 2009

    Facts of the case:

    A petition for review on certiorari under Rules 45 of the Rules of Civil Procedure, assailing the decision
    and resolution of the Court of Appeals in CA-G.R. SP No. 85038. The Court of Appeals’ decision reduced
    the monetary award granted to petitioner by the National Labor Relations Commission (NLRC) while the
    resolution denied petitioner’s motion for reconsideration for lack of merit.

    Issue: Whether or not the NLRC acted without or in excess of jurisdiction or with grave abuse of discretion
    in rendering its decision.

    Ruling/Case doctrine:

    As a general rule, in certiorari proceedings under Rule 65 o the Rules of Court, the appellate court does
    not assess and weigh the sufficiency of evidence upon which the Labor Arbiter and the NLRC based their
    conclusion. The query in this proceeding is limited to the determination of whether or not the NLRC acted
    without or in excess of its jurisdiction or with grave abuse of discretion in rendering its decision. However,
    as an exception, the appellate court may examine and measure the factual findings of the NLRC if the
    same are not supported by substantial evidence. The Court has not hesitated to affirm the appellate
    court’s reversals of the decisions of thee labor tribunal if they are not supported by substantial evidence.

    Other relevant case doctrine:

    A bonus is a gratuity or act of liberality of the giver. It is something to be given in addition to what is
    ordinarily received by or strictly due the recipient. A bonus is granted and paid to an employee or his
    industry and loyalty which contributed to the success of the employer’s business and made possible the
    realization of profits. Generally, a bonus is not a demandable and enforceable obligation. It is so only when
    it is made part of the wage or salary or compensation. When considered as a part of the compensation
    and therefore demandable and enforceable, the amount is usually fixed. If the amount would be a
    contingent one dependent upon the realization of the profits, the bonus is also not demandable and
    enforceable.

    If the bonus is paid only if profits are realized or a certain amount of productivity achieved, it cannot be
    considered part of wages. If the desired goal of production is not obtained, of the amount off actual work
    accomplished, the bonus does not accrue. Only when the employer promises and agrees to give without
    any conditions imposed for its payment, such as success of business or greater production or output, does
    the bonus become part of the wage.

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