Frequently Asked Questions (FAQs)

What is the constitutional provision on

protection to labor?
“The State shall afford full protection to
labor, local and overseas, organized and
unorganized, and promote full employment
and equality of employment opportunities
for all. It shall guarantee the rights of all
workers to self-organization, collective
bargaining and negotiations, and peaceful
concerted activities, including the right to
strike in accordance with law. They shall be
entitled to security of tenure, humane
conditions of work, and a living wage. They
shall also participate in policy and decision-
making processes affecting their rights and
benefits as may be provided by law.
“The State shall promote the principle of
shared responsibility between workers and
employers and the preferential use of
voluntary modes in settling disputes,
including conciliation, and shall enforce
their mutual compliance therewith to foster
industrial peace.
“The State shall regulate the relations
between workers and employers,
recognizing the right of labor to its just
share in the fruits of production and the
right of enterprises to reasonable returns
on investments, and to expansion and
growth.”
What rules govern the proceedings before
the Labor Arbiters and the NLRC?
The proceedings before the Labor Arbiters
and the NLRC are governed by the Labor
Code, as amended, the 2011 NLRC Rules of
Procedure, and suppletorily, the Rules of
Court.
What is the nature of the proceedings
before the Labor Arbiter?
The NLRC Rules describe the proceedings
before the Labor Arbiter as non-litigious.
Subject to the requirements of due process,
the technicalities of law and procedure in
the regular courts do not apply in the labor
arbitration proceedings.
What are the cases falling under the
jurisdiction of the Labor Arbiters?
Under Article 217 of the Labor Code, Labor
Arbiters have jurisdiction over the following
cases:
1. Unfair labor practice (ULP) cases;
2. Termination disputes (or illegal dismissal
cases);
3. If accompanied with a claim for
reinstatement, those cases that workers
may file involving wages, rates of pay, hours
of work and other terms and conditions of
employment;
4. Claims for actual, moral, exemplary and
other forms of damages arising from
employer-employee relations;
5. Cases arising from any violation of
Article 264 of the Labor Code, including
questions involving the legality of strikes
and lockouts;
6. Except claims for employees
compensation not included in the next
succeeding paragraph, social security,
medicare and maternity benefits, all other
claims arising from employer-employee
relations, including those of persons in
domestic or household service, involving an
amount exceeding Five Thousand Pesos
(P5,000.00), whether or not accompanied
with a claim for reinstatement;
7. Wage distortion disputes in unorganized
establishments not voluntarily settled by
the parties pursuant to Republic Act No.
6627;
8. Enforcement of compromise
agreements when there is non-compliance
by any of the parties pursuant to Article 227
of the Labor Code, as amended;
9. Money claims arising out of employer-
employee relationship or by virtue of any
law or contract, involving Filipino workers
for overseas employment, including claims
for actual, moral, exemplary and other
forms of damages as provided by Section 10
of R.A. No. 8042, as amended by R.A. No.
10022;
10.Contested cases under the exception
clause of Article 128(b) of the Labor Code,
as amended by R.A. 7730; and
11.Other cases as may be provided by law.
May a non-lawyer appear in any of the
proceedings before the Labor Arbiter or
Commission?
Yes. A non-lawyer may appear in any of the
proceedings before the Labor Arbiter or
Commission only under the following
conditions:
1. he/she represents himself/herself as
party to the case;
2. he/she represents a legitimate labor
organization, as defined under Article 212
and 242 of the Labor Code, as amended,
which is a party to the case: Provided, that
he/she presents to the Commission or Labor
Arbiter during the mandatory conference or
initial hearing: (i) a certification from the
Bureau of Labor Relations (BLR) or Regional
Office of the Department of Labor and
Employment attesting that the organization
he/she represents is duly registered and
listed in the roster of legitimate labor
organizations; (ii) a verified certification
issued by the secretary and attested to by
the president of the said organization
stating that he/she is authorized to
represent the said organization in the said
case; and (iii) a copy of the resolution of the
board of directors of the said organization
granting him such authority;
3. he/she represents a member or
members of a legitimate labor organization
that is existing within the employer’s
establishment, who are parties to the case:
Provided, that he/she presents: (i) a verified
certification attesting that he/she is
authorized by such member or members to
represent them in the case; and (ii) a
verified certification issued by the secretary
and attested to by the president of the said
organization stating that the person or
persons he/she is representing are
members of their organization which is
existing in the employer’s establishment;
4. he/she is a duly-accredited member of
any legal aid office recognized by the
Department of Justice or Integrated Bar of
the Philippines: Provided, that he/she (i)
presents proof of his/her accreditation; and
(ii) represents a party to the case;
5. he/she is the owner or president of a
corporation or establishment which is a
party to the case: Provided, that he/she
presents: (i) a verified certification attesting
that he/she is authorized to represent said
corporation or establishment; and (ii) a copy
of the resolution of the board of directors of
said corporation, or other similar resolution
or instrument issued by said establishment,
granting him/her such authority.
Does the counsel or authorized
representatives have the authority to bind
their clients?
Yes. Counsel or other authorized
representatives of parties shall have
authority to bind their clients in all matter
of procedure. However, they cannot,
without a special power of attorney or
express consent, enter into a compromise
agreement with the opposing party in full or
partial discharge of a client’s claim.
What is the purpose of mandatory
conciliation and mediation conference?
The mandatory conciliation and mediation
conference shall be called for the purpose
of (1) amicably settling the case upon a fair
compromise; (2) determining the real
parties in interest; (3) determining the
necessity of amending the complaint and
including all causes of action; (4) defining
and simplifying the issues in the case; (5)
entering into admissions or stipulations of
facts; and (6) threshing out all other
preliminary matters.
What is the effect of non-appearance of
the parties in the mandatory conciliation
and mediation conference?
The non-appearance of the complainant or
petitioner during the two (2) settings for
mandatory conciliation and mediation
conference scheduled in the summons,
despite due notice thereof, shall be a
ground for the dismissal of the case without
prejudice.
In case of non-appearance by the
respondent during the first scheduled
conference, the second conference as
scheduled in the summons shall proceed. If
the respondent still fails to appear at the
second conference despite being duly
served with summons, he/she shall be
considered to have waived his/her right to
file position paper. The Labor Arbiter shall
immediately terminate the mandatory
conciliation and mediation conference and
direct the complainant or petitioner to file
a verified position paper and submit
evidence in support of his/her causes of
action and thereupon render his/her
decision on the basis of the evidence on
record.
What is the role of the Labor Arbiter in
hearing and clarificatory conference?
The Labor Arbiter shall take full control and
personally conduct the hearing or
clarificatory conference and may ask
questions for the purpose of clarifying
points of law or facts involved in the case.
The Labor Arbiter may allow the
presentation of testimonial evidence with
right of cross-examination by the opposing
party and shall limit the presentation of
evidence to matters relevant to the issue
before him/her and necessary for a just and
speedy disposition of the case.
The Labor Arbiter shall make a written
summary of the proceedings, including the
substance of the evidence presented, in
consultation with the parties. The written
summary shall be signed by the parties and
shall form part of the records.
What is the period within which to conduct
clarificatory conference?
The parties and their counsels appearing
before the Labor Arbiter shall be prepared
for continuous hearing or clarificatory
conference. No postponement or
continuance shall be allowed by the Labor
Arbiter, except upon meritorious grounds
and subject to the requirement of
expeditious disposition of cases. The
hearing or clarificatory conference shall be
terminated within thirty (30) calendar days
from the date of the initial clarificatory
conference. In cases involving overseas
Filipino workers, the aggregate period for
conducting the mandatory conciliation and
mediation conference, including hearing on
the merits or clarificatory conference, shall
not exceed sixty (60) days, which will be
reckoned from the date of acquisition of
jurisdiction by the Labor Arbiter over the
person of the respondents.
What is the effect of non-appearance of
the parties during clarificatory conference?
In case of non-appearance of any of the
parties during the hearing or clarificatory
conference despite due notice, proceedings
shall be conducted ex parte. Thereafter, the
case shall be deemed submitted for
decision.

What is the period within which to file a

motion for postponement?
No motion for postponement shall be
entertained except on meritorious grounds
and when filed at least three (3) days before
the scheduled hearing.
What is the period within which to cause
an amendment of the complaint or
petition?
No amendment of the complaint or petition
shall be allowed after the filing of position
papers, unless with leave of the Labor
Arbiter.
What are the prohibited pleadings and
motions?
The following pleadings and motions shall
not be allowed and acted upon nor elevated
to the Commission: (a) Motion to dismiss
the complaint except on the ground of lack
of jurisdiction over the subject matter,
improper venue, res judicata, prescription
and forum shopping; (b) Motion for a bill of
particulars; (c) Motion for new trial; (d)
Petition for Relief from Judgment; (e)
Motion to declare respondent in default; (f)
Motion for reconsideration of any decision
or any order of the Labor Arbiter; (g) Appeal
from any interlocutory order of the Labor
Arbiter, such as but not limited to, an order:
denying a motion to dismiss, denying a
motion to inhibit; denying a motion for
issuance of writ of execution, or denying a
motion to quash writ of execution; (h)
Appeal from the issuance of a certificate of
finality of decision by the Labor Arbiter; (i)
Appeal from orders issued by the Labor
Arbiter in the course of execution
proceedings; and (j) Such other pleadings,
motions and petitions of similar nature
intended to circumvent above provisions.

May the Commission blacklist bonding

companies?
Yes. The Commission through the Chairman
may on justifiable grounds blacklist a
bonding company, notwithstanding its
accreditation by the Supreme Court. Upon
verification by the Commission that the
bond is irregular or not genuine, the
Commission shall cause the immediate
dismissal of the appeal, and censure the
responsible parties and their counsels, or
subject them to reasonable fine or penalty,
and the bonding company may be
blacklisted.
May a party file a motion to revive and re-
open a case dismissed without prejudice?
Yes. A party may file a motion to revive or
re-open a case dismissed without prejudice,
within ten (10) calendar days from receipt
of notice of the order dismissing the same;
otherwise, the only remedy shall be to re-
file the case. A party declared to have
waived his/her right to file position paper
may, at any time after notice thereof and
before the case is submitted for decision,
file a motion under oath to set aside the
order of waiver upon proper showing that
his/her failure to appear was due to
justifiable and meritorious grounds.
What is the effect of rehabilitation
receivership on monetary claims of
workers?
Rehabilitation receivership of a company
has the effect of suspending all proceedings
– at whatever stage it may be found - in all
judicial or quasi-judicial bodies. The NLRC
may not proceed with hearing of monetary
claims. If already decided, the monetary
awards cannot be executed. If due for
execution, no such execution may be had.
Only when there is liquidation that the
monetary claims may be asserted. The
suspension of the proceedings is necessary
to enable the rehabilitation receiver to
effectively exercise its powers free from any
judicial or extra-judicial interference that
might unduly hinder the rescue of the
distressed company. Once the receivership
proceedings have ceased and the
receiver/liquidator is given the imprimatur
to proceed with corporate liquidation, the
SEC order becomes functus officio. Thus,
there is no legal impediment for the
execution of the decision of the Labor
Arbiter for the payment of separation pay
by presenting it with the rehabilitation
receiver and liquidator, subject to the rules
on preference of credits.
What are the two kinds of jurisdiction of
the NLRC?
The National Labor Relations Commission
exercises two (2) kinds of jurisdiction:
(1) Original jurisdiction; and (2) Exclusive
appellate jurisdiction.

1. Original jurisdiction:
1. Injunction in ordinary labor disputes
to enjoin or restrain any actual or
threatened commission of any or all
 prohibited or unlawful acts or to require
the performance of a particular act in any
labor dispute which, if not restrained or
performed forthwith, may cause grave or
irreparable damage to any party;
2. Injunction in strikes or lockouts under
Article 264 of the Labor Code; and
3. Certified labor disputes causing or
likely to cause a strike or lockout in an
industry indispensable to the national
interest, certified to it by the Secretary of
Labor and Employment for compulsory
arbitration.

2. Exclusive appellate jurisdiction:

1. All cases decided by the Labor Arbiters
including contempt cases; and
 2. Cases decided by the DOLE Regional
Directors or his duly authorized Hearing
Officers (under Article 129) involving
recovery of wages, simple money claims
and other benefits not exceeding P5,000
and not accompanied by claim for
reinstatement.
What is the power to assume jurisdiction
or certify “national interest” labor disputes
to NLRC?
When, in his opinion, there exists a labor
dispute causing or likely to cause a strike or
lockout in an industry indispensable to the
national interest, the Secretary of Labor and
Employment may assume jurisdiction over
the dispute and decide it or certify the same
to the Commission for compulsory
arbitration.
In case of conflict, who has jurisdiction
over termination disputes, Labor Arbiter or
Voluntary Arbitrator?
 Jurisdiction over termination disputes
belongs to Labor Arbiters and not with the
grievance machinery or Voluntary
Arbitrator. Under Article 262, the Voluntary
Arbitrator may assume jurisdiction only
when agreed upon by the parties. Policy
Instructions No. 56 issued by DOLE
Secretary Confesor clarifying the jurisdiction
of Labor Arbiters and Voluntary Arbitrations
does not apply. It reiterated the ruling that
dismissal is not a grievable issue.
What is the mode of appeal from the
decision of the Labor Arbiters?
Appeal from the decision of the Labor
Arbiter is brought by ordinary appeal to the
NLRC within ten (10) calendar days from
receipt by the party of the decision. From
the decision of the NLRC, there is no appeal.
The only way to elevate the case to the
Court of Appeals is by way of the special
civil action of certiorari under Rule 65 of the
Rules of Civil Procedure. From the ruling of
the Court of the Appeals, it may be elevated
to the Supreme Court by way of ordinary
appeal under Rule 45 of the Rules of Civil
Procedure.
What are the grounds for appeal?
There are four (4) grounds, to wit:

(a) If there is prima facie evidence of abuse

of discretion on the part of the Labor
Arbiter;
(b) If the decision, order or award was
secured through fraud or coercion,
including graft and corruption;
(c) If made purely on questions of law; and
(d) If serious errors in the findings of facts
are raised which would cause grave or
irreparable damage or injury to the
appellant.
What are the requisites for perfection of
appeal?
 The appeal shall be: (1) filed within the
reglementary period provided in Section 1
of the Rule; (2) verified by the appellant
himself/herself in accordance with Section
4, Rule 7 of the Rules of Court, as amended;
(3) in the form of a memorandum of appeal
which shall state the grounds relied upon
and the arguments in support thereof, the
relief prayed for, and with a statement of
the date the appellant received the
appealed decision, award or order; (4) in
three (3) legibly typewritten or printed
copies; and (5) accompanied by proof of
payment of the required appeal fee and
legal research fee, posting of a cash or
surety bond as provided in Section 6 of this
Rule, and proof of service upon the other
parties.

What is the reinstatement aspect of the

Labor Arbiter’s decision?
If reinstatement is ordered by the Labor
Arbiter in an illegal dismissal case, it
is immediately executory even pending
appeal. Such award does not require a writ
of execution.
Is posting a bond stay the execution of
immediate reinstatement?
No. The posting of a bond by the employer
does not have the effect of staying the
execution of the reinstatement aspect of
the decision of the Labor Arbiter.
Can the Labor Arbiter issue a partial writ
pending appeal?
Yes. In case the decision includes an order
of reinstatement and the employer disobeys
it or refuses to reinstate the dismissed
employee, the Labor Arbiter should
immediately issue a writ of execution, even
pending appeal, directing the employer to
immediately reinstate the dismissed
employee either physically or in the payroll,
and to pay the accrued salaries as a
consequence of such reinstatement at the
rate specified in the decision. The Sheriff
should serve the writ of execution upon the
employer or any other person required by
law to obey the same. If he disobeys the
writ, such employer or person may be cited
for contempt. While the perfection of
appeal will stay the execution of the
decision of a Labor Arbiter, the partial
execution for reinstatement pending appeal
is not affected by such perfection.
Is the award of reinstatement pending
appeal by the Labor Arbiter self-executory?
Yes. An award or order of reinstatement is
self-executory and, therefore, does not
require a writ of execution to implement
and enforce it. To require the application for
and issuance of a writ of execution as pre-
requisite for the execution of a
reinstatement award would certainly betray
and run counter to the very object and
intent of Article 223, i.e., the immediate
execution of a reinstatement order. The
reason is simple. An application for a writ of
execution and its issuance could be delayed
for numerous reasons. A mere continuance
or postponement of a scheduled hearing,
for instance, or an inaction on the part of
the Labor Arbiter or the NLRC, could easily
delay the issuance of the writ thereby
setting at naught the strict mandate and
noble purpose envisioned by Article 223.
What is the period within which to conduct
pre-execution conference?
Within two (2) working days from receipt of
a motion for the issuance of a writ of
execution which shall be accompanied by a
computation of a judgment award, if
necessary, the Commission or the Labor
Arbiter may schedule a pre-execution
conference to thresh out matters relevant
to execution including the final computation
of monetary award. The pre-execution
conference shall not exceed fifteen (15)
calendar days from the initial schedule,
unless the parties agreed to an extension.
Any order issued by the Labor Arbiter in the
pre-execution conference is not appealable,
subject to the remedies available under
Rule XII (Extraordinary Remedies).
Is writ of execution necessary in case
reinstatement is ordered by the NLRC on
appeal?
Yes. While it is now well-settled that a writ
of execution is not necessary to implement
the reinstatement order issued by a Labor
Arbiter upon a finding of illegality of
dismissal since it is self-executory, however,
if the reinstatement order is issued by the
NLRC on appeal, there is a need to secure a
writ of execution from the Labor Arbiter a
quo to enforce the reinstatement of the
employee.
What is the lifetime or effectivity of the
writ of execution?
Five (5) years. In case of partial satisfaction
of judgment during the lifetime of the writ,
the Labor Arbiter shall motu proprio issue
an updated writ reflecting the amount
collected and the remaining balance.
What is the effect of refusal of the bonding
company or bank holding the cash deposit
of the losing party to release the garnished
amount?
If the bonding company refuses to pay or
the bank holding the cash deposit of the
losing party refuses to release the garnished
amount despite the order or pertinent
processes issued by the Labor Arbiter or the
Commission, the president or the
responsible officers or authorized
representatives of the said bonding
company or the bank who resisted or
caused the non-compliance shall be either
cited for contempt, or held liable for
resistance and disobedience to a person in
authority or the agents of such person as
provided under the pertinent provision of
the Revised Penal Code. This rule shall
likewise apply to any person or party who
unlawfully resists or refuses to comply with
the break open order issued by the Labor
Arbiter or the Commission.
What is the power of the DOLE Secretary
to assume jurisdiction over a labor dispute
or certify it to the NLRC for compulsory
arbitration?
The DOLE Secretary may assume jurisdiction
over a labor dispute, or certify it to the
NLRC for compulsory arbitration, if, in his
opinion, it may cause or likely to cause a
strike or lockout in an industry
indispensable to the national interest. The
President may also exercise the power to
assume jurisdiction over a labor dispute.
What is the effect of such assumption or
certification of labor dispute to the NLRC?
The following are the effects: (a) on
intended or impending strike or lockout–
automatically enjoined even if a Motion for
Reconsideration is filed; (b) on actual strike
or lockout– strikers or locked out
employees should immediately return to
work and employer should readmit them
back; and (c) on cases filed or may be
filed – all shall be subsumed/absorbed by
the assumed or certified case except when
the order specified otherwise. The parties
to the case should inform the DOLE
Secretary of pendency thereof.
May an injunction be issued in strike or
lockout cases?
As a general rule, strikes and lockouts
validly declared, enjoy the protection of law
and cannot be enjoined unless illegal acts
are committed or threatened to be
committed in the course of such strikes or
lockouts. Ordinarily, the law vests in the
NLRC the authority to issue injunctions to
restrain the commission of illegal acts
during the strikes and pickets. This policy
applies even if the strike appears to be
illegal in nature. The rationale for this policy
is the protection extended to the right to
strike under the constitution and the law. It
is basically treated as a weapon that the law
guarantees to employees for the
advancement of their interest and for their
protection.
What is the effect of defiance of
assumption or certification order or return-
to-work order?
Non-compliance with the
assumption/certification order of the
Secretary of Labor and Employment or a
return-to-work order issued pursuant
thereto by either the Secretary or the NLRC
to which a labor dispute is certified, is
considered an illegal act committed in the
course of the strike or lockout.
What is the prescriptive period for offenses
penalized under the Labor Code?
As a rule, the prescriptive period of all
criminal offenses penalized under the Labor
Code and the Rules to Implement the Labor
Codeis three (3) years from the time of
commission thereof. However, criminal
cases arising from ULP which prescribe
within one (1) year from the time the acts
complained of were committed; otherwise,
they shall be forever barred. The running of
the 1 year period, however, is interrupted
during the pendency of the labor case.
What is the prescriptive period for money
claims?
Prescriptive period is three (3) years from
accrual of cause of action.

What is the prescriptive period for claims

for allowances and other benefits?
In cases of nonpayment of allowances and
other monetary benefits, if it is established
that the benefits being claimed have been
withheld from the employee for a period
longer than three (3) years, the amount
pertaining to the period beyond the three-
year prescriptive period is barred by
prescription. The amount that can only be
demanded by the aggrieved employee shall
be limited to the amount of the benefits
withheld within three (3) years before the
filing of the complaint.
What is the prescriptive period for illegal
dismissal?
An action for illegal dismissal prescribes in
four (4) years from accrual of cause of
action.

What is the remedy of the party aggrieved

by an order or resolution of the Labor
Arbiter?
A party aggrieved by any order or resolution
of the Labor Arbiter including those issued
during execution proceedings may file a
verified petition to annul or modify such
order or resolution. The petition may be
accompanied by an application for the
issuance of a temporary restraining order
and/or writ of preliminary or permanent
injunction to enjoin the Labor Arbiter, or
any person acting under his/her authority,
to desist from enforcing said resolution or
order.
What are the grounds of the petition for
extraordinary remedies?
The petition filed under this Rule may be
entertained only on any of the following
grounds: (a) if there is prima facie evidence
of abuse of discretion on the part of the
Labor Arbiter; (b) if serious errors in the
findings of facts are raised which, if not
corrected, would cause grave or irreparable
damage or injury to the petitioner; (c) if a
party by fraud, accident, mistake or
excusable negligence has been prevented
from taking an appeal; (d) if made purely on
questions of law; or (e) if the order or
resolution will cause injustice if not
rectified.
What are the requisites of the petition for
extraordinary remedies?
The petition for extraordinary remedies
shall: (a) be accompanied by a clear original
or certified true copy of the order or
resolution assailed, together with clear
copies of documents relevant or related to
the said order or resolution for the proper
understanding of the issue/s involved; (b)
contain the arbitral docket number and
appeal docket number, if any; (c) state the
material date showing the timeliness of the
petition; (d) be verified by the petitioner
himself/herself in accordance with Section
4, Rule 7 of the Rules of Court, as amended;
(e) be in the form of a memorandum which
shall state the ground/s relied upon, the
argument/s in support thereof and the
reliefs prayed for; (f) be in three (3) legibly
written or printed copies; and (g) be
accompanied by certificate of non-forum
shopping, proof of service upon the other
party/ies and the Labor Arbiter who issued
the order or resolution being assailed or
questioned; and proof of payment of the
required fees.
What is unfair labor practice?
An unfair labor practice act violates
the right of workers to self-organization, is
inimical to the legitimate interests of both
labor and management, including their right
to bargain collectively and otherwise deal
with each other in an atmosphere of
freedom and mutual respect, disrupts
industrial peace and hinders the promotion
of healthy and stable labor-management
relations.
May elimination or diminution of benefits
constitute demotion?
Yes. The illegal and unjustified elimination
or diminution of certain benefits may result
in illegal demotion. Under established
jurisprudence, there is demotion where the
act of the employer results in the lowering
in position or rank or reduction in salary of
the employee. It involves a situation where
an employee is relegated to a subordinate
or less important position constituting a
reduction to a lower grade or rank with a
corresponding decrease in duties and
responsibilities and usually accompanied by
a decrease in salary.

May elimination or diminution of benefits

constitute constructive dismissal?
Yes. Elimination or diminution of certain
benefits may result in the constructive
dismissal of an employee. Constructive
dismissal is an involuntary resignation
resorted to when continued employment is
rendered impossible, unreasonable or
unlikely; when there is a demotion in rank
and/or a diminution in pay; or when a clear
discrimination, insensibility or disdain by an
employer becomes unbearable to the
employee that it could foreclose any choice
by him except to forego his continued
employment.