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  • JESUS REYES Vs Glaucoman Research Foundation

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    Jessie Albert Catapang
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    The petitioner filed a complaint for illegal dismissal against the respondent. The petitioner alleged he was hired as the administrator of the Eye Referral Center and his salary was withheld without notice. The respondent argued there was no employer-employee relationship as the petitioner set his own work hours. The Supreme Court ruled there was no employer-employee relationship. It found the respondent did not exercise control over the petitioner's work hours or manner of work. As the petitioner was free to set his own schedule and work independently, no employment relationship existed.

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    Labor Law

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    JESUS REYES vs Glaucoman Research Foundation

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    The petitioner filed a complaint for illegal dismissal against the respondent. The petitioner alleged he was hired as the administrator of the Eye Referral Center and his salary was withheld without notice. The respondent argued there was no employer-employee relationship as the petitioner set his own work hours. The Supreme Court ruled there was no employer-employee relationship. It found the respondent did not exercise control over the petitioner's work hours or manner of work. As the petitioner was free to set his own schedule and work independently, no employment relationship existed.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    102 views1 page

    JESUS REYES Vs Glaucoman Research Foundation

    Uploaded by

    Jessie Albert Catapang
    The petitioner filed a complaint for illegal dismissal against the respondent. The petitioner alleged he was hired as the administrator of the Eye Referral Center and his salary was withheld without notice. The respondent argued there was no employer-employee relationship as the petitioner set his own work hours. The Supreme Court ruled there was no employer-employee relationship. It found the respondent did not exercise control over the petitioner's work hours or manner of work. As the petitioner was free to set his own schedule and work independently, no employment relationship existed.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    of 1

    JESUS REYES vs.

    GLAUCOMA RESEARCH FOUNDATION


    GR No. 189255; June 17, 2015

    FACTS: A complaint for illegal dismissal was filed by petitioner Reyes against respondent Glaucoma Research
    Foundation with the NLRC. Petitioner alleged that on August 2003, he was hired by respondent as administrator of
    the Eye Referral Center (ERC). He performed his duties as administrator and continuously received his monthly
    salary of ₱20,000.00. Beginning February 2005, respondent withheld petitioner's salary without notice but he still
    continued to report for work. Petitioner wrote a letter to the Executive Director of respondent, informing the latter
    that he has not been receiving his salaries since February 2005 as well as his 14th month pay for 2004 but he did not
    receive any response. Petitioner was then informed by the Assistant to the Executive Director as well as the
    Assistant Administrative Officer, that he is no longer the Administrator of the ERC. Subsequently, petitioner’s
    office was padlocked and closed without notice; he still continued to report for work but later on he was no longer
    allowed by the security guard on duty to enter the premises of the ERC. Respondents co+ntended that there is no
    employer-employee relationship between them because respondents had no control over petitioner in terms of
    working hours as he reports for work at any time of the day and leaves as he pleases.

    ISSUE: Whether or not an employer-employee relationship existed between the parties?

    HELD: No. There is no employer-employee relationship between Reyes and Glaucoma Research Foundation.
    Indeed, the power of the employer to control the work of the employee is considered the most significant
    determinant of the existence of an employer-employee relationship. This test is premised on whether the person for
    whom the services are performed reserves the right to control both the end achieved and the manner and means used
    to achieve that end. Well settled is the rule that where a person who works for another performs his job more or less
    at his own pleasure, in the manner he sees fit, not subject to definite hours or conditions of work, and is
    compensated according to the result of his efforts and not the amount thereof, no employer-employee relationship
    exists. What was glaring in the present case is the undisputed fact that petitioner was never subject to definite
    working hours. This Court has held that there is no employer-employee relationship where the supposed employee is
    not subject to a set of rules and regulations governing the performance of his duties under the agreement with the
    company and is not required to report for work at any time, or to devote his time exclusively to working for the
    company. The fact alone that petitioner was designated as an administrator does not necessarily mean that he is an
    employee of respondents. Mere title or designation in a corporation will not, by itself, determine the existence of an
    employer-employee relationship.

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