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The following post does not create a lawyer-client relationship between Alburo Alburo and Associates Law Offices (or any of its lawyers) and the reader. It is still best for you to engage the services of a lawyer or you may directly contact and consult Alburo Alburo and Associates Law Offices to address your specific legal concerns, if there is any.
Also, the matters contained in the following were written in accordance with the law, rules, and jurisprudence prevailing at the time of writing and posting, and do not include any future developments on the subject matter under discussion.
AT A GLANCE:
In the case of Tumaodos v. San Miguel Yamamura Packaging Corporation, G.R. No. 241865, February 19, 2020, the Supreme Court held that in cases involving workers and employers, the delineation between the jurisdiction of the regular courts and that of labor courts has always been a matter of dispute. Not all controversies or money claims by an employee against the employer or vice versa fall within the exclusive jurisdiction of the Labor Arbiter.
Under Article 224 of the Labor Code, as amended, except as otherwise provided under this Code, the Labor Arbiters shall have original exclusive jurisdiction to hear and decide, within thirty (30) calendar days after the submission of the case by the parties for decision without extension, even in the absence of stenographic notes, the following cases involving workers, whether agricultural or non-agricultural:
- Unfair labor practice cases;
- Termination disputes;
- 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;
- Claims for actual, moral, exemplary and other forms of damages arising from the employer-employee relations;
- Cases arising from any violation of the duty to bargain collectively when there exists a Collective Bargaining Agreement (Article 264), including questions involving legality of strikes and lockouts; and
- Except in cases for Employees Compensation, 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) regardless of whether accompanied with a claim for reinstatement.
Related Articles:
- Can a Non-Lawyer appear in proceedings before the Labor Arbiter or National Labor Relations Commission?
- WHAT IS UNFAIR LABOR PRACTICE (ULP)?
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Alburo Alburo and Associates Law Offices specializes in business law and labor law consulting. For inquiries regarding legal services, you may reach us at info@alburolaw.com, or dial us at (02)7745-4391/ 0917-5772207/ 09778050020.
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