Helmut Dosch, a manager for Northwest Airlines in the Philippines, was promoted to Director of International Sales but told the company he could not accept a transfer from the Philippines for personal and family reasons. Northwest considered this a resignation and terminated his employment. The NLRC ruled in favor of Northwest, finding the promotion and transfer were valid exercises of management prerogative. However, the Supreme Court reversed, finding the communication was essentially a promotion, not a transfer, and an employee has a right to refuse a promotion. It also found Dosch's refusal was justified given the position did not actually exist and not contumacious. The Court ordered Dosch reinstated to his former position.
Helmut Dosch, a manager for Northwest Airlines in the Philippines, was promoted to Director of International Sales but told the company he could not accept a transfer from the Philippines for personal and family reasons. Northwest considered this a resignation and terminated his employment. The NLRC ruled in favor of Northwest, finding the promotion and transfer were valid exercises of management prerogative. However, the Supreme Court reversed, finding the communication was essentially a promotion, not a transfer, and an employee has a right to refuse a promotion. It also found Dosch's refusal was justified given the position did not actually exist and not contumacious. The Court ordered Dosch reinstated to his former position.
Helmut Dosch, a manager for Northwest Airlines in the Philippines, was promoted to Director of International Sales but told the company he could not accept a transfer from the Philippines for personal and family reasons. Northwest considered this a resignation and terminated his employment. The NLRC ruled in favor of Northwest, finding the promotion and transfer were valid exercises of management prerogative. However, the Supreme Court reversed, finding the communication was essentially a promotion, not a transfer, and an employee has a right to refuse a promotion. It also found Dosch's refusal was justified given the position did not actually exist and not contumacious. The Court ordered Dosch reinstated to his former position.
vs. NATIONAL LABOR RELATIONS COMMISSION and NORTHWEST AIRLINES, INC.,
FACTS:
Petitioner Helmut Dosch an American citizen, married to a Filipina,
was the resident Manager of Northwest Airlines, Inc. (Northwest, for short) in the Philippi nes. He has to his credit eleven (11) years of continuous service with the company, including nine (9) years as Northwest Manager with station at Manila. On August 18, 1975 he received an inter-office communication from R.C. Jenkins, Northwest's Vice President for Orient Region based in Tokyo, promoting him to the position of Director of International Sales and transferring him to Northwest's General Office in Minneapolis, U.S.A., effective the same day. Petitioner, acknowledging receipt of the above memo of August 18, 1975, expressed appreciation for the promotion and at the same time regretted that "for personal reasons and reasons involving my family, I am unable to accept a transfer from the Philippines" in his letter dated August 28, 1975. On September 9, 1975, the Vice-President for the Orient Region of Northwest advised petitioner that "in view of the foregoing, your status as an employee of the company ceased on the close of business on August 31, 1975" and "the company therefore considers your letter of August 28, 1975, to be a resignation without notice. On September 16, 1975, Northwest filed a Report on Resignation of Managerial Employee, i.e., Helmut Dosch before Regional Office No. IV (Manila) Department of Labor. The Report was contested by Helmut Dosch and the parties were conciliated by Regional Office No. IV, Manila but failed to agree on a settlement. The case was thus certified to the Executive Labor Arbiter, National Labor Relations Commission, for compulsory arbitration. Respondent Northwest appealed from the Labor Arbiter's decision to the National Labor Relations Commission.
NLRC DECISION
The decision en banc of the NLRC reversed the Labor Arbiter's
decision and dismissed the case for lack of merit. Dosch's transfer and promotion is a valid exercise of management's prerogative. The NLRC held that:
The hiring, firing, transfer, demotion and promotion of
employees has been traditionally Identified as a management prerogative. This is a function associated with the employer's inherent right to control and manage effectively its enterprise. The free will of management to conduct its own business affairs to achieve its purpose cannot be denied. This exercise finds support not only in actual management practice but has become a part of our jurisprudence in labor relations law where, in a number of cases brought before the Supreme Court, the highest tribunal ruled in one of these cases (Roldan vs. Cebu Portland Cement Co., C.A. G.R. No. 24276-R, May 20, 1960, citing Gregorio Araneta Employees Union vs, Roldan, G.R. No. L-6843, July 20, 1955; Philippine Steel Metal Workers Union vs. CIR, G.R. No. L-3587, Dec. 11, 1951), pertinent portion of the decision reads as follows: ... Questions affecting the direction and management of personnel are matters which the management itself must resolve. Thus the Court has steadfastly held that the determination of the qualifications and fitness of workers for hiring and firing, promotion or reassignment on rotation system, are the exclusive prerogatives of management. The management has also the right to discharge employees when there is need to reduce personnel because of the precarious condition of the enterprise or as a result of that closing of a section therein' (Morabe, The Law on Dismissal, 1962 ed., p. 55 citing Pampanga Bus Co., Inc. v. Employees Association of the Pampanga Bus Co., Inc., Case No. 17-V, Decision, August 10, 1946).
Dosch filed a petition for review seeking to set aside the decision of the National Labor Relations Commission.
SUPREME COURT DECISION
We must, however, rightly treat the Jenkins letter as
directing the promotion of the petitioner from his position as Philippine manager to Director of International Sales in Minneapolis, U.S.A. It is not merely a transfer order alone but as the Solicitor General correctly observes, "it is more in the nature of a promotion that a transfer, the latter being merely incidental to such promotion." The inter-office communication of Vice President Jenkins is captioned "Transfer" but it is basically and essentially a promotion for the nature of an instrument is characterized not by the title given to it but by its body and contents. (Cf. Shell Co. vs. Firemen's Insurance Co. of Newark, 100 Phil. 757; Borromeo vs. Court of Appeals, L-22962, Sept. 28, 1972; American Rubber co. vs. Collector of Internal Revenue, L-25965, June 29, 1975). It has been held that promotion denotes a scalar ascent of an officer or an employee to another position, higher either in rank or salary. (Millares vs. Subido, 20 SCRA 954). In the Millares case above, the Supreme Court, speaking thru Acting Chief Justice J.B.L. Reyes, distinguished between transfer and promotion as follows: A transfer is a movement from one position to another of equivalent rank, level or salary, without break in the service. Promotion, on the other hand, is the advancement from one position to another with an increase in duties and responsibilities as authorized by law, and usually accompanied by an increase in salary, Whereas, promotion denotes a scalar ascent of a senior officer or employee to another position, higher either in rank or salary, transfer refers to lateral movement from one position to another, of equivalent rank, level or salary. (p. 962) There is no law that compels an employee to accept a promotion, as a promotion is in the nature of a gift or a reward, which a person has a right to refuse. When petitioner refused to accept his promotion to Director of International Sales, he was exercising a right and he cannot be punished for it as qui jure suo utitur neminem laedit. He who uses his own legal right injures no one. It cannot be said that petitioner's refusal to obey the transfer order was contumacious. For one, petitioner's refusal was justified in that the position of Director of International Sales had been non-existent since 1965 and was inexistent at the time of petitioner's promotion thereto on August 18, 1975, which fact is shown by Northwest's Manual Policies and Procedures (Exhibit "X") and admitted by Northwest's witness, Richardson Sells, in his testimony. Northwest has not even attempted to deny the non- existence of the position. Assuming for the sake of argument that the communication or letter of Mr. Jenkins was basically a transfer, under the particular and peculiar facts obtaining in the case at bar, petitioner's inability or his refusal to be transferred was not a valid cause for dismissal. While it may be true that the right to transfer or reassign an employee is an employer's exclusive right and the prerogative of management, such right is not absolute. The right of an employer to freely select or discharge his employee is limited by the paramount police power (Phil. Air Lines, Inc. vs. Phil. Airlines Employees Association, L- 24626, June 28, 1974, 57 SCRA 489) for the relations between capital and labor are not merely contractual but impressed with public interest (Article 1700, New Civil Code). And neither capital nor labor shall act oppressively against each other (Article 1701, New Civil Code). We cannot agree to Northwest's submission that petitioner was guilty of disobedience and insubordination which respondent Commission sustained. The only piece of evidence on which Northwest bases the charge of contumacious refusal is petitioner's letter dated August 28, 1975 to R. C. Jenkins wherein petitioner acknowledged receipt of the former's memorandum dated August 18, 1975, appreciated his promotion to Director of International Sales but at the same time regretted " that at this time for personal reasons and reasons of my family, I am unable to accept the transfer from the Philippines" and thereafter expressed his preference to remain in his position, saying. " I would, therefore, prefer to remain in my position of Manager- Philippines until such time that my services in that capacity are no longer required by Northwest Airlines." From this evidence, We cannot discern even the slightest hint of defiance, much less imply insubordination on the part of petitioner. The decision of the National Labor Relations Commission in Case No. RB-4220 is hereby REVERSED and SET ASIDE, and the decision of the Labor Arbiter dated December 29, 1976 in RB-IV-4220-76 ordering petitioner's reinstatement to his former position.
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