ni Atty. Persida Rueda-Acosta @Magtanong Kay Attorney | Pebrero 8, 2024
Dear Chief Acosta,
Ang aking anak ay naglilingkod bilang isang drayber para sa isang pribadong kumpanya. Siya ay may arawang sahod na nakabase sa ‘percentage’ ng kanyang biyahe. Nang nagkaroon ng alitan ang aking anak at ang kanyang amo ay sinabihan ito na hindi na siya bibigyan ng biyahe. Dahil dito, nagsampa ang aking anak ng illegal dismissal na kaso. Ayon sa kanyang amo, hindi diumano siya empleyado sapagkat ang pagbibigay ng biyahe sa kanya ay depende lamang kung mayroong pangangailangan.
Hindi rin diumano siya pinapapasok araw-araw at walang regular na suweldo. Tama ba sila? Hindi ba empleyado ang aking anak? -- Given
Dear Given,
Ang iyong katanungan ay sinagot ng Korte Suprema sa kasong Mario N. Felicilda vs. Manchesteve H. Uy, G.R. No. 221241, 14 September 2016, na sinulat ni Kagalang-galang na Katulong na Mahistrado Estela M. Perlas-Bernade. Sang-ayon sa Korte Suprema, ang sukatan upang matawag ang isang tao na empleyado ay ang tinatawag na four-fold test:
“To ascertain the existence of an employer-employee relationship, jurisprudence has invariably adhered to the four-fold test, to wit: (1) the selection and engagement of the employee; (2) the payment of wages; (3) the power of dismissal; and (4) the power to control the employee’s conduct, or the so-called “control test”. Verily, the power of the employer to control the work of the employee is considered the most significant determinant of the existence of an employer-employee relationship. This is the so-called “control test”, and is premised on whether the person for whom the services are performed reserves the right to control both the end achieved and the manner and means used to achieve that end. It must, however, be stressed that the “control test” merely calls for the existence of the right to control, and not necessarily the exercise thereof. To be clear, the test does not require that the employer actually supervises the performance of duties by the employee.”
Ang four-fold test ang pangunahing ginagamit ng ating mga korte upang malaman kung ang isang manggagawa ay maaari bang matawag na empleyado o hindi. Sang-ayon sa Korte Suprema, sa apat na ito ay pinakamahalaga ang tinatawag na elemento ng ‘control’ kung saan ang pamamaraan ng paggawa ng trabaho ay nasa control ng amo.
Base sa apat na sukatan na nabanggit ay ipinahayag ng Katas-taasang Hukuman na empleyado ang isang drayber kahit na sinasabi pa ng amo nito na siya ay walang regular na sahod at pasok. Ayon sa Korte Suprema:
Contrary to respondent’s submission, which was upheld by the CA, the Court agrees with the labor tribunals that all the four (4) elements are present in this case:First. It is undisputed that respondent hired petitioner to work as a truck driver for his private enterprise.
Second. Petitioner received compensation from respondent for the services he rendered.
xxx
That petitioner was paid on a “per trip” or commission basis is insignificant as this is merely a method of computing compensation and not a basis for determining the existence or absence of an employer-employee relationship. Third. Respondents power to dismiss was inherent in the selection and engagement of petitioner as truck driver.
Fourth. The presence of the element of control, which is the most important element to determine the existence or absence of employment relationship, can be safely deduced from the fact that: (a) respondent owned the trucks that were assigned to petitioner; (b) the cargoes loaded in the said trucks were exclusively for respondent's clients; and (c) the schedule and route to be followed by petitioner were exclusively determined by respondent.
xxx
To reiterate, the power of control refers merely to the existence of the power. It is not essential for the employer to actually supervise the performance of duties of the employee, as it is sufficient that the former has a right to wield the power, as in this case.
Gaya sa kaso ng iyong anak, siya ay maaaring ituring na isang empleyado kahit na sabihin pa ng kanyang amo na siya ay walang regular na sahod at pasok. Kung ang kondisyon ng pamamasukan at katayuan ng iyong anak sa kumpanya ay papasok sa four-fold test, siya ay maaaring ituring na isang empleyado.
Sana ay nabigyan namin ng linaw ang iyong katanungan. Ang payong aming ibinigay ay base lamang sa mga impormasyon na iyong inilahad at maaaring magbago kung mababawasan o madaragdagan ang mga detalye ng iyong salaysay.
Maraming salamat sa iyong patuloy na pagtitiwala.
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