The respondent was a security guard employed by the petitioner company. He worked 12 hours a day and received a monthly salary. He was dismissed and filed a complaint for unpaid overtime pay. The Labor Arbiter and NLRC ruled in favor of the respondent. The petitioner appealed, arguing that the respondent's monthly salary already included overtime pay. The Supreme Court ruled that the respondent was entitled to overtime pay. While the salary exceeded minimum wage, this did not negate other employee benefits without agreement. The Court also found the employment contract was unenforceable because it violated labor laws.
The respondent was a security guard employed by the petitioner company. He worked 12 hours a day and received a monthly salary. He was dismissed and filed a complaint for unpaid overtime pay. The Labor Arbiter and NLRC ruled in favor of the respondent. The petitioner appealed, arguing that the respondent's monthly salary already included overtime pay. The Supreme Court ruled that the respondent was entitled to overtime pay. While the salary exceeded minimum wage, this did not negate other employee benefits without agreement. The Court also found the employment contract was unenforceable because it violated labor laws.
The respondent was a security guard employed by the petitioner company. He worked 12 hours a day and received a monthly salary. He was dismissed and filed a complaint for unpaid overtime pay. The Labor Arbiter and NLRC ruled in favor of the respondent. The petitioner appealed, arguing that the respondent's monthly salary already included overtime pay. The Supreme Court ruled that the respondent was entitled to overtime pay. While the salary exceeded minimum wage, this did not negate other employee benefits without agreement. The Court also found the employment contract was unenforceable because it violated labor laws.
Facts: The respondent used to be a security guard under the employ of the petitioner company. He works for 12 hours a day and is receiving a monthly salary. He was then dismissed by the petitioner company. Because of this, the respondent filed a complaint with the Labor Arbiter for the payment of his overtime pay. The Labor Arbiter ruled that the respondent is entitled to an overtime pay. The NLRC affirmed the decision of the Labor Arbiter. Hence, the current petition.
The petitioner contends that the fact that the monthly salary of the petitioner is higher than the minimum wage provided by law is already compensatory of the excess of 4 hours of work rendered by the said employee. It argues that the salary of the petitioner already includes the payment for the excess of 4 hours of work rendered by the respondent. It also contends that since there is a meeting of the minds between the respondent and the petitioner, there is already a perfected contract which means that the parties are bound by their agreements.
Issue: Whether or not the respondent is entitled to an overtime pay.
Ruling: The Supreme Court ruled that the respondent is entitled to an overtime pay. The contention of the petitioner that since the respondents monthly salary is higher than the minimum wage, it is already commensurate of the 4 hours excess of work rendered by the respondent. The Supreme Court held that the fact that ones salary is higher than the minimum wage does not in any way offset the other benefits that are due to the employees, in the absence of an agreement to the contrary. To consider the overtime pay of the respondent included in his monthly salary would be in contravention of the rule against non-diminution of benefits and a violation of the Labor Code since it prescribes a certain manner on how overtime pay is included. Moreover, the Supreme Court found that contrary to what the petitioner aver, as shown in the computation of the petitioner itself, the monthly salary of the respondent is only a basic salary which is exclusive of all the other benefits that the respondent is to receive.
With regard to the petitioners second contention that there is already a perfected contract, hence the terms and conditions imposed therein binds the parties to the contract, the Supreme Court held that while such contention has the weight and force of law, it is still subject to certain exception. The general right to contract is subject to a limitation that such terms and conditions must not be contrary to law, public order, public policy, morals and good customs. Employment contracts are imbued with public interest and are therefore subject to the police power of the state. The subject contract in the case at bar is contrary to labor laws. Therefore, not binding to the parties of the case.
G.R. No. 217135 MANILA SHIPMANAGEMENT MANNING, INC., AND OR HELLESPONT HAMMONIA GMBH CO. KG ANDOR AZUCENA C. DETERA, PETITIONERS, VS. RAMON T. ANINANG, RESPONDENT. Januar