G.R. No.

195297 December 05, 2018

Coca-Cola Bottlers Philippines, Inc. (CCBPI), petitioner, vs. Iloilo Coca-Cola Plant Employees Labor
Union (ICCPELU), as represented by Wilfredo L. Aguirre, respondent

A. Reyes, Jr., J

Iloilo Coca-Cola Plant Employees Labor Union (ICCPELU) filed a complaint for disallowing the
employees to report during Saturday as a violation of their Collective Bargaining Agreement against Coca-
Cola Bottlers Philippines, Inc. (CCBPI).

FACTS:

CCBPI’s Manufacturing Manager met with ICCPELU to propose to stop the work schedule on
during Saturdays, citing operational necessity as the reason for the decision, however, this was opposed
and rejected. The CBA defined Saturday that the management has the option to schedule work on the
basis of operational necessity. Despite opposition, CCBPI pushed through.

CCBPI brought its grievances to the office of the National Conciliation and Mediation Board
(NMCB) whether the CCBPI could be compelled to provide work during Saturdays under the CBA, and
whether the respondents were entitled to receive their basic pay during Saturdays under the CBA even if
they would not report for work. The Panel of Arbitrators ruled in favour of CCBPI, causing ICCPELU to
elevate the case to the Court of Appeals, which reversed the decision.

ISSUE:

Are the employees entitled to work on Saturdays?

RULING:

The Supreme Court affirmed the decision of NMCB. The Court finds that a more logical and
harmonious interpretation of the CBA provisions wherein Saturday work is optional and mandatory keeps
more with the agreement between the parties. There is no ambiguity to the provisions, in which there is
no other interpretation of the word “work” other than the work itself and not the working hours. If
Saturday work is indeed mandatory under the CBA, the phrase in its CBA provision “required to work on
Saturday” would be superfluous. It is made more apparent that workers who work on Saturdays are paid
a premium for such work.

Moreover, the Court with the CA’s ruling that Saturday work ripened into company practice which
is covered by Article 100 of the Labor Code that diminution of benefits is prohibited. The fact that Saturday
work was made subject to a condition and such condition prevails, i.e., on the basis of operational
necessity, negates the application of Article 100.

In labor law and social legislation, the scales of justice usually tilts in favour of the workingman,
however this has not blinded the Court, for the law does not authorize the oppression or self-destruction
of the employer. Management also has its own rights, entitled to respect and enforcement in the interest
of simple fair play.

DOCTRINE:
The Collective Bargaining Agreement shall govern the employee-employer relationship. Though
employees are usually favoured, management also has its own rights, deserving fair play.