Biglaang pagsasara ng pabrika

ni Atty. Persida Rueda-Acosta @Magtanong Kay Attorney | June 1, 2023

Dear Chief Acosta,

Sampung taon na akong nagtatrabaho sa isang pabrika. Maganda naman ang kita ng pabrika, subalit, biglang sinabi ng aming boss na nais na niyang magretiro, kaya isasarado na niya ang pabrika. Sinabi rin niya na babayaran naman niya kami nang naaayon sa tagal ng aming serbisyo sa kanya. Nais kong malaman kung maaari ba niyang isarado ang pabrika ng dahil sa rasong ito? – Biboy

Dear Biboy,

Para sa iyong kaalaman, ang sagot sa iyong katanungan ay tinalakay ng ating Kagalang-galang na Korte Suprema sa kaso ng Capitol Medical Center, Inc. et al., v. Dr. Cesar E. Meris (G.R. No. 155098, September 16, 2005, Ponente: Retired Honorable Associate Justice Conchita Carpio-Morales) kung saan ipinaliwanag na:

“The right to close the operation of an establishment or undertaking is explicitly recognized under the Labor Code as one of the authorized causes in terminating employment of workers, the only limitation being that the closure must not be for the purpose of circumventing the provisions on termination of employment embodied in the Labor Code.

ART. 283. Closure of establishment and reduction of personnel. – The employer may also terminate the employment of any employee due to the installation of labor saving devices, redundancy, retrenchment to prevent losses or the closing or cessation of operation of the establishment or undertaking unless the closing is for the purpose of circumventing the provisions of this Title, by serving a written notice on the workers and the Ministry of Labor and Employment at least 1 month before the intended date thereof. In case of termination due to the installation of labor saving devices or redundancy, the worker affected shall be entitled to a separation pay equivalent to at least his 1 month pay or to at least 1 month pay for every year of service, whichever is higher. In case retrenchment to prevent losses and in cases of closures or cessation of operations of establishment or undertaking not due to serious business losses or financial reverses, the separation pay shall be equivalent to 1 month pay or at least one-half 1/2 month pay for every year of service, whichever is higher. A fraction of at least 6 months shall be considered 1 whole year.

And the phrase "closures or cessation not due to serious business losses or financial reverses" recognizes the right of the employer to close or cease his business operations or undertaking even if he is not suffering from serious business losses or financial reverses, as long as he pays his employees their termination pay in the amount corresponding to their length of service.”

Sang-ayon sa nabanggit, maaaring ipasara ang isang kumpanya, kahit na ito ay hindi nalugi, kung ang dahilan sa pagsasara nito ay balido at hindi ito ginawa upang ikutan o iwasan ang mga itinatakda ng ating Labor Code. Bukod pa rito, dapat ding bayaran ang mga empleyado ng separation pay na naaayon sa batas. Ibig sabihin, maaaring isara ng inyong boss ang kanyang pabrika, kung ang dahilan ng pagsasara nito ay tunay o lehitimo, at ito ay hindi ginawa lamang upang iwasan ang mga itinakda ng ating Labor Code. Gayunman, kayo, bilang kanyang mga manggagawa ay dapat na mabayaran ng separation pay.

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 inyong patuloy na pagtitiwala.