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    Magis Young Achievers' Learning Center vs. Manalo

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    Cyrus Avelino
    1. The respondent, Adelaida Manalo, was hired as a teacher and acting principal at Magis Young Achievers' Learning Center. She submitted a letter of resignation but claimed she was illegally dismissed without cause. 2. The Supreme Court ruled that Manalo's resignation was not valid because it was not expressly accepted by her employer. As a probationary employee of less than three years, she did not have permanent status rights. 3. However, probationary employees still enjoy security of tenure and can only be terminated for cause. The court found that Manalo was not informed that her work performance was unsatisfactory, so her dismissal was illegal.

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    Magis Young Achievers' Learning Center vs. Manalo

    Uploaded by

    Cyrus Avelino
    67 views2 pages
    1. The respondent, Adelaida Manalo, was hired as a teacher and acting principal at Magis Young Achievers' Learning Center. She submitted a letter of resignation but claimed she was illegally dismissed without cause. 2. The Supreme Court ruled that Manalo's resignation was not valid because it was not expressly accepted by her employer. As a probationary employee of less than three years, she did not have permanent status rights. 3. However, probationary employees still enjoy security of tenure and can only be terminated for cause. The court found that Manalo was not informed that her work performance was unsatisfactory, so her dismissal was illegal.

    Original Description:

    66. Magis Young Achievers’ Learning Center vs. Manalo

    Original Title

    66. Magis Young Achievers’ Learning Center vs. Manalo

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    1. The respondent, Adelaida Manalo, was hired as a teacher and acting principal at Magis Young Achievers' Learning Center. She submitted a letter of resignation but claimed she was illegally dismissed without cause. 2. The Supreme Court ruled that Manalo's resignation was not valid because it was not expressly accepted by her employer. As a probationary employee of less than three years, she did not have permanent status rights. 3. However, probationary employees still enjoy security of tenure and can only be terminated for cause. The court found that Manalo was not informed that her work performance was unsatisfactory, so her dismissal was illegal.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    67 views2 pages

    Magis Young Achievers' Learning Center vs. Manalo

    Uploaded by

    Cyrus Avelino
    1. The respondent, Adelaida Manalo, was hired as a teacher and acting principal at Magis Young Achievers' Learning Center. She submitted a letter of resignation but claimed she was illegally dismissed without cause. 2. The Supreme Court ruled that Manalo's resignation was not valid because it was not expressly accepted by her employer. As a probationary employee of less than three years, she did not have permanent status rights. 3. However, probationary employees still enjoy security of tenure and can only be terminated for cause. The court found that Manalo was not informed that her work performance was unsatisfactory, so her dismissal was illegal.

    Copyright:

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

    66. Magis Young Achievers’ Learning Center vs.

    Manalo
    Facts: Respondent Adelaida P. Manalo was hired as a teacher and acting principal of petitioner Magis Young
    Achievers’ Learning Center. On March 29, 2003, respondent wrote a letter of resignation addressed to Violeta
    T. Cariño, directress of petitioner. Respondent also received a letter of termination from petitioner. The letter
    stated that the position of PRINCIPAL will be abolished next school year, therefore respondent cannot renew
    her contract anymore.

    Subsequently, respondent instituted against petitioner a Complaint for illegal dismissal and non-payment of
    13th month pay, with a prayer for reinstatement, award of full backwages and moral and exemplary damages.
    Respondent claimed that her termination violated the provisions of her employment contract, and that the
    alleged abolition of the position of Principal was not among the grounds for termination by an employer under
    Article 282 of the Labor Code. She also claimed that she was terminated from service for the alleged expiration
    of her employment, but that her contract did not provide for a fixed term or period. Petitioner, in its position
    paper, countered that respondent was legally terminated because the one-year probationary period from
    April 1, 2002 to March 3, 2003, had already lapsed.

    Issues:

    1. Whether the resignation of respondent Manalo did not become effective due to alleged lack of
    acceptance
    2. Whether respondent Manalo is a permanent employee
    3. Whether respondent was illegally dismissed

    Ruling:
    1. Yes. The SC agreed with the CA that the resignation of the respondent is not valid, not only because there
    was no express acceptance thereof by the employer, but because there is a cloud of doubt as to the
    voluntariness of respondent’s resignation. Voluntary resignation is made with the intention of relinquishing an
    office, accompanied by the act of abandonment. It is the acceptance of an employee’s resignation that renders
    it operative. In this case, respondent actively pursued her illegal dismissal case against petitioner, such that
    she cannot be said to have voluntarily resigned from her job.

    2. A probationary employee or probationer is one who is on trial for an employer, during which the latter
    determines whether or not he is qualified for permanent employment. The employer may set or fix a
    probationary period within which the latter may test and observe the conduct of the former before hiring him
    permanently. However, the law sets a maximum "trial period" during which the employer may test the fitness
    and efficiency of the employee.

    Under Article 281 of the Labor Code: shall not exceed six (6) months. Furthermore, Section 92 of the 1992
    Manual of Regulations for Private Schools: shall not be more than three (3) consecutive school years. No
    vested right to a permanent appointment shall accrue until the employee has completed the prerequisite
    three-year period necessary for the acquisition of a permanent status
    There should be no question that the employment of the respondent, as teacher, in petitioner school on April
    18, 2002 is probationary in character. She had rendered service as such only from April 18, 2002 until March
    31, 2003. She has not completed the requisite three-year period of probationary employment, as provided in
    the Manual. She cannot, by right, claim permanent status. An "acting" appointment is essentially a temporary
    appointment, revocable at will.

    3. Probationary employees enjoy security of tenure during the term of their probationary employment such
    that they may only be terminated for cause as provided for by law, or if at the end of the probationary period,
    the employee failed to meet the reasonable standards set by the employer at the time of the employee’s
    engagement.

    Undeniably, respondent was hired as a probationary teacher and, as such, it was incumbent upon petitioner to
    show by competent evidence that she did not meet the standards set by the school. This requirement,
    petitioner failed to discharge. To note, the termination of respondent was effected by that letter stating that
    she was being relieved from employment because the school authorities allegedly decided, as a cost-cutting
    measure, that the position of "Principal" was to be abolished. Nowhere in that letter was respondent informed
    that her performance as a school teacher was less than satisfactory.

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