COCA-COLA BOTTLERS

PHILIPPINES, INC., PETITIONER,

VS. ILOILO COCA-COLA PLANT
EMPLOYEES LABOR UNION
(ICCPELU), AS REPRESENTED BY
WILFREDO L. AGUIRRE,
RESPONDENT. DECISION
Challenged before this Court via this Petition for Review on
Certiorari[1] under Rule 45 of the Rules of Court is the Decision[2]
dated June 23, 2010 of the Court of Appeals (CA), and its
Resolution[3] dated October 19, 2010 which reversed the Decision[4]
dated September 7, 2006 of the National Conciliation and Mediation
Board (NCMB), Regional Branch No.6, Iloilo City, in Case No. PAC-613-
RB6-02-01-06-2006.

The Antecedent Facts

Petitioner Coca-Cola Bottlers Philippines, Inc. (CCBPI) is a domestic

corporation engaged in the business of manufacturing and selling of
leading non-alcoholic products and other beverages.[5] It operates a
manufacturing plant in Ungka, Pavia, Iloilo City, where the aggrieved
former employees herein, as represented by respondent Iloilo Coca-
Cola Plant Employees Labor Union (respondent), worked as regular
route drivers and helpers.[6]
The conflict arose due to the CCBPI's policy involving Saturday work.
In the said policy, several of CCBPI's employees were required to
report for work on certain Saturdays to perform a host of activities,
usually involving maintenance of the facilities. This prerogative was
supposedly consistent with the pertinent provisions[7] in the Collective
Bargaining Agreement (CBA) between CCBPI and its employees, which
stated that management had the sole option to schedule, work on
Saturdays on the basis of operational necessity.[8]

CCBPI later on informed the respondent that, starting July 2, 2005,

Saturday work would no longer be scheduled, with CCBPI citing
operational necessity as the reason for the decision.[9] Specifically, the
discontinuance was done with the purpose of saving on operating
expenses and compensating for the anticipated decreased revenues.
As Saturday work involved maintenance-related activities, CCBPI
would then only schedule the day's work as the need arose for these
particular undertakings, particularly on some Saturdays from
September to December 2005.[10]

On July 1, 2005, the parties met, with CCBPI's Manufacturing Manager

setting forth the official proposal to stop the work schedule during
Saturdays.[11] This proposal was opposed and rejected by the officers
and members of the respondent who were present at the meeting.
Despite this opposition, CCBPI pushed through with the non-
scheduling of work on the following Saturday, July 2, 2005.

As a result of the foregoing, the respondent submitted to CCBPI its

written grievance, stating therein that CCBPI's act of disallowing its
employees to report during Saturday is a violation of the CBA
provisions, specifically Section 1, Article 10 thereof.[12] Along with the
submission of the written grievance, the respondent also requested a
meeting with CCBPI to discuss the issue. CCBPI response to the
request, however, was to merely send a letter reiterating to the
respondent that under the set of facts, management has the option to
schedule work on Saturday on the basis of operational necessity.[13]
Further letters on the part of the respondent were responded to in the
same way by CCBPI.

Respondent thus brought its grievances to the office of the NCMB,

and on June 9, 2006, the parties pursuant to the provisions of their
CBA submitted the case for voluntary arbitration.[14] The panel
comprised of three (3) voluntary arbitrators (the Panel of Arbitrators),
was charged with resolving two issues: First, whether or not members
of the respondent were entitled to receive their basic pay during
Saturdays under the CBA even if they would not report for work, and
second, whether or not CCBPI could be compelled by the respondent
to provide work to its members during Saturdays under the CBA.[15]

After the presentation of evidence and the subsequent deliberations,

the Panel of Arbitrators ruled in favor of CCBPI, the dispositive part of
the decision reading:

IN VIEW OF THE FOREGOING, the Panel of Arbitrators, rules on the

first issue, that the Complainant's Union members are nary entitled
to receive their Basic Pay during Saturdays under the CBA if they
are not reporting for work, under Section I Article 10, and Sections
1(c) and 3(c) Article II of the CBA.

On the second issue, the PANEL, rules that [CCBPI] cannot be

compelled by the Complainant Union to provide works to its
 members during Saturdays under the CBA, for lack of legal and
factual basis.

SO ORDERED.[16]

Respondent's Motion for Reconsideration to the Panel of Arbitrators'

ruling was denied for lack of merit on October 24, 2006.[17]

Unwilling to accept the findings of the Panel of Arbitrators, the

respondent elevated its case to the CA via a Petition for Review under
Rule 43 of the Rules of Court. After a review of the same, the CA
subsequently rendered a Decision[18] dated June 23, 2010 granting
the respondent's Petition for Review and reversing the decision of the
Panel of Arbitrators. The dispositive portion of the CA decision reads,
to wit:

WHEREFORE, premises considered, the petition is GRANTED. The

assailed Decision, dated 07 September 2006, and, Order, dated 24
October 2006, respectively, by the panel of voluntary arbitrators,
namely: Atty. Mateo A. Valenzuela, Atty. Inocencio Fener, Jr., and
Gloria Aniola, of the NCMB. Regional Branch No. 6, Iloilo City, are
REVERSED and SET ASIDE. A NEW judgment is rendered
ORDERING CCBPI to:

1. COMPLY with the CBA provisions respecting its normal work

week, that is, from Monday to Friday for eight (8) hours a day and
on Saturdays for four (4) hours;

2. ALLOW the concerned union members to render work for four

(4) hours on Saturdays; and
 3. PAY the corresponding wage for the Saturdays work which were
not performed pursuant to its order to do so commencing on 02
July 2005, the date when it actually refused the concerned union
members to report tor work, until the finality of this decision. The
rate for work rendered on a Saturday is composed of the whole
daily rate (not the amount equivalent to one-half day rate) plus the
corresponding premium.

No Costs.

SO ORDERED.[19]

CCBPI's Motion for Reconsideration was denied by the CA in a

Resolution[20] dated October 19, 2010 received on January 28, 2011.
On appeal to this Court, on February 11, 2011, CCBPI filed Motion for
Extension and requested for an additional period of 30 days from
February 12, 2011, or until March 14, 2014, within which to file its
Petition for Certiorari, which was granted by this Court in a
Resolution[21] dated February 21, 2011.

Hence, this Petition, to which the respondent filed a Comment[22] to

on June 11, 2011, the latter pleading responded to by CCBPI via
Reply[23] on September 6, 2011.

The Issues of the Case

A perusal of the parties' pleadings will show the following issues and
points of contention:
First, whether or not the CA erred in ruling that under the CBA
between the parties, scheduling Saturday work for CCBPI's employees
is mandatory on the part of the Company.

Second, whether scheduling Saturday work has ripened into a

company practice, the removal of which constituted a diminution of
benefits, to which CCBPI is likewise liable to the affected employees
for, including the corresponding wage for the Saturday work which
was not performed pursuant to the policy of the Company to remove
Saturday work based on operational necessity.

The Arguments of the Parties

It is the contention of CCBPI that the CA erred in reversing the

decision of the Panel of Arbitrators and finding that the CBA gave the
employees the right to compel CCBPI to give work on Saturdays, that
the scheduling of work on a Saturday had ripened into a company
practice, and that the subsequent withdrawal of Saturday work
constituted a prohibited diminution of wages. CCBPI states that this
ruling is contrary to fact and law and unduly prejudiced CCBPI as the
company was ordered to allow the affected employees to render work
for four hours on Saturdays. CCBPI was also ordered to pay the
corresponding wage for the Saturday work which were not performed
pursuant to its order to do so, the said amount corresponding to the
date when the company actually refused the affected employees to
report for work, until the finality of this decision.[24]

CCBPI argues that based on the provisions of its CBA, specifically

Article 10, Section 1, in relation with, Article 11, Section 1 (c) and
Section 2(c), it is clear that work on a Saturday is optional on the part
of management,[25] and constitutes a legitimate management
prerogative that is entitled to respect and enforcement in the interest
of simple fair play.[26] CCBPI likewise posits that the option to
schedule work necessarily includes the prerogative not to schedule it.
And, as the provisions in the CBA are unmistakable and unambiguous,
the terms therein are to be understood literary just as they appear on
the face of the contract.[27]

For CCBPI, permitting the workers to suffer work on a Saturday would

render the phrase "required to work'' in Article 10, Section 1 and Article
II, Section 2(c) meaningless and superfluous, as while the scheduling
of Saturday work would be optional on the pat1of management, the
workers would still be required to render service even if no Saturday
work was scheduled.[28]

Aside front the clear and unambiguous provisions of the CBA, CCBPI
states that the evidence on record negates the finding that Saturday
work is mandatory.[29] The evidence shows that only some, and not all
the same daily-paid employees reported for work on a Saturday, and
the number of the daily-paid employees who reported for work on a
Saturday always depended on the CCBPI's operational necessity.[30]
The optional nature of the work on the Saturday is also highlighted by
the fact that, subject to the fulfillment of certain conditions, the
employees who were permitted to suffer work on such day are
compensated with a premium pay.[31] This means that work on a
Saturday is part of the normal work week, as there would be no reason
why employees who reported for work on such date should be given
additional compensation or premium pay.

CCBPI also disagrees with the CA that the scheduling of work on a

Saturday had ripened into a company practice and that the withdrawal
of Saturday work constitutes a prohibited diminution of wages.[32]
CCBPI maintains that work on a Saturday does not amount to a benefit
as a result of a long-established practice. CCBPI states that in several
analogous cases involving overtime work, Manila Jockey Club
Employees Labor-Union-PTGWO v. Manila Jockey Club, Inc.[33] and
San Miguel Corporation v. Layoc, Jr.,[34] the Court has already ruled
that the work given in excess of the regular work hours is not a
"benefit" and the previous grant thereof cannot amount to a "company
practice." CCBPI particularly cites the Layoc case which held that
there is no violation of the rule on non-diminution of benefits as.the
nature of overtime work of the supervisory employees would show
that these are not freely given by the employer, and that on the
contrary, the payment of overtime pay is made as a means of
compensation for services rendered in addition to the regular hours of
work.[35]

CCBPI likewise cites several cases involving overtime work, there the
Court ruled that the work given in excess of the regular work hours is
not a "benefit" and the previous grant thereof cannot amount to a
"company practice."[36] As a premium day, that Saturday would have
the effect of being a holiday wherein the employees are entitled to
receive their pay whether they reported for work or not.[37]

For CCBPI, the previous grant of Saturday work cannot amount to a

benefit that cannot be withdrawn by the Company. Contrary to the
nature of "benefits" under the law, CCBPI did not freely give payment
for Saturday work, instead paying the employees the corresponding
wage and premium pay as compensation for services rendered in
addition to the regular work of eight (8) hours per day from Mondays
to Fridays.[38]

On the other hand, the respondents argue that CCBPI failed to regard
the express provision of the CBA which delineates CCBPI's normal
work-week which consists of five (5) consecutive days (Monday to
Friday) or eight (8) hours each and one (1) day (Saturday) of four (4)
hours.[39] The highlighted provision reads as follows:

ARTICLE 10
HOURS OF WORK

SECTION 1. Work Week. For daily paid workers the nom1al work
week shall consist of five (5) consecutive days (Monday to Friday)
of eight (8) hours each find one (1) day (Saturday) of four (4)
hours. Provided, however, that any worker required to work on
Saturday must complete the scheduled shift tor the day and shall
be entitled to the premium pay provided in Article IX hereof.

As such, the respondent advocates that the various stipulations of a

contract shall be interpreted together, and that assuming there is any
ambiruity in the CBA, this ambiguity should not prejudice respondents
under the principle that any doubt in all labor legislation and all labor
contracts shall be construed in favor of the safety and decent living for
the laborer.[40] According to the respondent, Article 11, Section 1(c)
merely grants to CCBPI the option to schedule work on Saturdays on
the basis of operational necessity, and by contrast nothing in the CBA
allegedly allows or grants CCBPI the right or prerogative to unilaterally
amend the duly established work week by eliminating Saturday work.
[41]

Respondent also alleges that CCBPI was obliged to provide work on

Saturday, not only due to the apparent .mandate in the CBA, but also
as the same ripened into an established company practice, as CCBPI's
practice of providing Saturday work had been observed for several
years.[42] Respondent thus contends that the unilateral abrogation of
the same would squarely tantamount to diminution of benefits,
especially as the CBA itself expressly provides that Saturday is part of
CCBPI's normal work week, hence the same cannot be unilaterally
eliminated by CCBPI,[43] and that the option granted by the CBA to
CCBPI is merely to schedule Saturday work, not eliminate it entirely.
Thus, to eliminate the Saturday work allegedly would amount to
diminution of benefits because the affected employees are ultimately
deprived of their supposed salaries or income for that day.[44]

In its Reply[45] to the counter-arguments posited by the respondent in

its Comment, CCBPI alleges that if indeed Saturday work is mandatory
under the CBA and all the workers are obliged to render work on a
Saturday, then the phrase "required to work" under Article 10, Section
1 and Article 11, Section 2(c) would be meaningless and superfluous.
[46] Also, CCBPI takes stock in the fact that the compensation for work

on Saturday is not freely given. Under the scheme followed by the

parties under the CBA, i.e., if the daily-paid employees were permitted
to suffer work on a Saturday, they are given additional compensation
or premium pay amounting to 50% of their hourly rate for the first
eight (8) hours, and 75% of their hourly rate for the work rendered in
excess thereof under Article 11, Section 2(c) of the CBA.[47]

Ruling of the Court

The petition is impressed with merit..

As to whether or not the CBA between the parties mandates that
CCBII schedule Saturday work for its employees.

A CBA is the negotiated contract between a legitimate labor

organization and the employer concerning wages, hours of work, and
all other terms and conditions of employment in a bargaining unit.[48] It
incorporates the agreement reached after negotiations between the
employer and the bargaining agent with respect to terms and
conditions of employment.[49]

It is axiomatic that the CBA comprises the law between the contracting
parties, and compliance therewith is mandated by the express policy
of the law.[50] The literal meaning of the stipulations of the CBA, as
with every other contract, control if they are clear and leave no doubt
upon the intention of the contracting parties. Thus, where the CBA is
clear and unambiguous, it, becomes the law between the parties and
compliance therewith is mandated by the express policy of the law.[51]
Moreover, it is a familiar rule in interpretation of contracts that the
various stipulations of a contract shall be interpreted together,
attributing to the doubtful ones that sense which may result from all of
them taken jointly.[52]

Consequently, in this case, recourse to the CBA between CCBPI and

the respondent as regards the hours of work is essential. In Article 10
of the CBA, the company work week is elaborated while also defining
how a Saturday is treated and in fact delineating the same from the
other days of the work week:

ARTICLE 10
Hours of Work
 SECTION 1. Work Week. For daily paid workers, the normal work
week shall consist of five (5) consecutive days (Monday to Friday)
of eight (8) hours and each and one (1) day (Saturday) of four (4)
hours, provided, however, that any worker required to work on
Saturday must complete the scheduled shift for the day and shall
be entitled to the premium pay provided in Article IX hereof.

xxxx

(c) Saturdays. Saturday is a premium day but shall not be

considered as a rest day or equivalent to a Sunday. It is further
agreed that management has the option to schedule work on
Saturdays on the basis of operational necessity.

Section 5 of Article 9 of the CBA, explicitly referred to in Article 10

states:

SECTION 5. Special Bonus. When a regular employee goes out on

his route on a Saturday, Sunday, or Legal Holiday, either because he
is so required by District Sale Supervisor or because, after securing
approval from the District Sales Supervisor. he voluntarily chooses
to do so. he shall be entitled to a special bonus of P280.00.

In making its decision, the CA reasoned that had it really been the
intention that Saturday work, by itself, is optional on CCBPI's part, then
there would have been no need to state under the CBA that Saturday
is part of the, normal work week together with the Monday to Friday
schedule, and that if Saturday work is indeed optional, then it would
have expressly stipulated the same.[53] According to the CA's
interpretation, the provision wherein CCBPI had the option to schedule
work on Saturdays on the basis of operational necessity, simply meant
that CCBPI could schedule the mandated four (4) hours work any time
within the 24-hour period on that day, but not remove the hours
entirely.[54]

For the CA, to interpret the phrase "option to schedule'' as limited

merely to scheduling the time of work on Saturdays and not the option
to allow or disallow or to grant or not to grant the Saturday work itself,
is more consistent with the idea candidly stated in the CBA regarding
the work week which is comprised of five (5) consecutive days
(Monday to Friday) of eight (8) hours each and one (1) day (Saturday)
of four (4) hours. The foregoing interpretation, as held by the CA, is in
harmony with the context and the established practice in which the
CBA is negotiated,[55] and that, based on the foregoing, CCBPI should
comply with the provisions respecting its normal work week, that is,
from Monday to Friday of eight (8) hours a day and on Saturdays for
four (4) hours. CCBPI thus should allow the concerned union members
to render work for four (4) hours on Saturday.[56]

The Court disagrees with the interpretation of the CA. In the perusal of
the same, the Court finds that a more logical and harmonious
interpretation of the CBA provisions wherein Saturday work is optional
and not mandatory keeps more with the agreement between the
parties.

To note, the CBA under Article 11, Section 1(c), clearly provides that
CCBPI has the option to schedule work on Saturdays based on
operational necessity. There is no ambiguity to the provision, and no
other interpretation of the word "work" other than the work itself and
not the working hours. If the parties had truly intended that the option
would be to change only the working hours, then it would have so
specified that whole term "working hours" be used, as was done in
other provisions of the CBA. By comparison, there is a provision in
Article 10 that states:

SECTION 2. Changes in Work Schedule. The present regular

working hours shall be maintained for the duration of this
Agreement. However, it is hereby agreed that the COMPANY may
change the prevailing working hours, if in its judgment, it shall find
such change or changes advisable or necessary either as a
permanent or temporary measure, provided at least twelve (12)
hours notice in advance is given of such change or changes, and
provided, further, that they are in accordance with law.

Here, hours are specified as that which can be changed regarding the
work schedule. The Court compares this to Article 11, where it is
expressly stated' that management has the option to schedule work
on Saturdays on the basis of operational necessity. To emphasize, if it
is only the hours that management may amend, then it would have
been so stated, with that specific term used instead of just merely
"work," a more general term.

Also, as correctly pointed out by CCBPI, if Saturday work is indeed

mandatory under the CBA, the phrase "required to work on a
Saturday" in Article 10, Section 1 would be superfluous. The same
phrase is also found in Article 11, Section 2(c) which provides that "a
worker paid on daily basis required to work on a Saturday shall be paid
his basic hourly rate plus fifty (50%) percent thereof."

For the Court, the phrase "schedule work on Saturdays based on

operational necessity," by itself, is union recognition that there are
times when exigencies of the business will arise requiring a manning
complement to suffer work for four additional hours per week.
Necessarily, when no such exigencies exist, the additional hours of
work need not be rendered.

As such, the provisions' tenor and plain meaning give company

management the right to compel its employees to suffer work on
Saturdays. This necessarily includes the prerogative not to schedule
work. Whether or not work will be scheduled on a given Saturday is
made to depend on operational necessity. The CBA therefore gives
CCBPI the management prerogative to provide its employees with
Saturday work depending on the exigencies of the business.

This reading of the CBA is made even more apparent by the fact that
workers who are required to work on Saturdays are paid a premium for
such work. Notably, in the section on Premium Pay, it is stated:

(c) Saturdays. Even though Saturday is not his rest day - A worker
paid on daily basis required to work on a Saturday shall be paid his
basic hourly rate plus fifty (50%) percent thereof for each hour
worked not in excess of eight hours; if he is required to work more
than eight (8) hours, he shall be paid his basic hourly rate plus
seventy-five (75%) thereof for each hour worked in excess of eight
(8) hours.

If Saturday was part of the regular work week and not dependent on
management's decision to schedule work, there would be no need to
give additional compensation to employees who report to work on that
day. The CA erred in taking into account that employees required to
work on that day but who would fai1 to report, would be marked down
as having gone on leave.[57] The Court agrees with CCBPI that such
conclusion is non sequitur and that the markings merely indicated the
fact that they did not report for work (even if required) and the reasons
for their absence, whether legitimate or not.[58] This understanding is
bolstered by the fact that not all daily-paid workers were required to
report for work, which and if indeed Saturday was to be considered a
regular work day, all the3e employees should have been required to
report for work.[59]

In sum, by not taking these provisions into account, the CA ignored the
well-settled rule that the various stipulations of a contract must be
interpreted together. The Court finds that relying on the interpretation
of the CA would result in the patent absurdity that the company would
have to look for work for the employees to do even if there is none, on
the Saturday as stated. Even if one were to downplay the lack of logic
with this assertion, as mentioned the CBA provisions are clear and
unambiguous, leaving no need for a separate interpretation of the
same.

As to whether scheduling Saturday work has ripened into a company

practice, the removal of which constituted a diminution of benefits.

In the decision of the CA, it was held that the fact that CCBPI had been
providing work to its employees every Saturday for several years, a
circumstance that proved Saturday was part of the regular work week,
made the grant of Saturday work ripen into company practice.

In asking the Court to reverse the ruling of the CA, CCBPI argues that
work on a Saturday is akin to overtime work because employees who
are required to perform such work are given additional compensation
or premium in the CBA.[60] Citing Layoc,[61] CCBPI stresses that since
overtime work does not fall within the definition of benefits, the same
is not protected by Article 100 of the Labor Code which proscribes the
diminution of benefits. To wit:

First. respondents assert that Article 100 of the Labor Code

prohibits the elimination or diminution of benefits. However,
contrary to the nature of benefits, petitioners did not freely give the
payment for overtime work to respondents. Petitioners paid
respondents overtime pay as compensation for services rendered
in addition to the regular work hours. Respondents rendered
overtime work only when their services were needed after their
regular working hours and only upon the instructions of their
superiors. Respondents even differ as to the amount of overtime
pay received on account of the difference in the additional hours of
services rendered.

xxxx

Aside from their allegations, respondents were not able to present

anything to prove that petitioners were obliged to permit
respondents to render overtime work and give them the
corresponding overtime pay. Even if petitioners did not institute a
"no time card policy," respondents could not demand overtime pay
from petitioners if respondents did not render overtime work. The
requirement of rendering additional service differentiates overtime
pay from benefits such as thirteenth month pay or yearly merit
increase. These benefits do not require any additional service from
their beneficiaries. Thus, overtime pay does not fall within the
 definition of benefits under Article 100 of the Labor Code.[62]

The Court does not agree with the argument of CCBPI. CCBPI
overlooks the fact that the term overtime work has an established and
technical meaning under our labor laws, to wit:

Article 87. Overtime work. Work may be performed beyond eight

(8) hours a day provided that the employee is paid for the overtime
work, an additional compensation equivalent to his regular wage
plus at least twenty-five percent (25%) thereof. Work performed
beyond eight hours on a holiday or rest day shall be paid an
additional compensation equivalent to the rate of the first eight
hours on a holiday or rest day plus at least thirty percent (30%)
thereof.

It can be deduced from the foregoing provision that overtime work is

work exceeding eight hours within the worker's 24-hour workday.[63]
What is involved in this case is work undertaken within the normal
hours of work on Saturdays and not work performed beyond eight
hours in one day. Under Article 83 of the Labor Code:

Article. 83. Normal hours of work. The normal hours of work of any
employee shall not exceed eight (8) hours a day.

Despite the mistaken notion of CCBPI that Saturday work is

synonymous to overtime work, the Court still disagrees with the CA
ruling that the previous practice of instituting Saturday work by CCBPI
had ripened into a company practice covered by Article 100 of the
Labor Code.

To note, it is not Saturday work per se which constitutes a benefit to

the company's employees. Rather, the benefit involved in this case is
the premium which the company pays its employees above and
beyond the minimum requirements set by law. The CBA between
CCBPI and the respondent guarantees the employees that they will be
paid their regular wage plus an additional 50% thereof for the first
eight (8) hours of work performed on Saturdays. Therefore, the
benefit, if ever there is one, is the premium pay given by reason of
Saturday work, and not the grant of Saturday work itself.

In Royal Plant Workers Union v. Coca-Cola Bottlers Philippines, Inc.-

Cebu Plant,[64] the Court had the occasion to rule that the term
"benefits" mentioned in the non-diminution rule refers to monetary
benefits or privileges given to the employee with monetary
equivalents. Stated otherwise, the employee benefits contemplated by
Article 100 are those which are capable of being measured in terms of
money. Thus, it can be readily concluded from past jurisprudential
pronouncements that these privileges constituted money in
themselves or were convertible into monetary equivalents.[65]

In order for there to be proscribed diminution of benefits that

prejudiced the affected employees, CCBPI should have unilaterally
withdrawn the 50% premium pay without abolishing Saturday work.
These are not the facts of the case at bar. CCBPI withdrew the
Saturday work itself, pursuant, as already held, to its management
prerogative. In fact, this management prerogative highlights the fact
that the scheduling of the Saturday work was actually made subject to
a condition, i.e., the prerogative to provide the company's employees
with Saturday work based on the existence of operational necessity.

In Eastern Telecommunications Philippines, Inc. v. Eastern Telecoms

Employees Union,[66] the company therein allegedly postponed the
payment of the 14th, 15th, and 16th month bonuses contained in the
CBA, and unilaterally made the payment subject to availability of
funds. Because of its severe financial condition, the company refused
to pay the subject bonuses. The Court, in holding that such act
violated the proscription against diminution of benefits, observed that
the CBA provided for the subject bonuses without qualification-their
grant was not made to depend on the existence o,f profits. Since no
conditions were specified in the CBA for the grant of the subject
benefits, the company could not use its dire financial straits to justify
the omission.

As compared to the factual milieu in the Eastern Telecommunications

case, the CBA between CCBPI and the respondent has no analogous
provision which grants that the 50% premium pay would have to be
paid regardless of the occurrence of Saturday work. Thus, the non-
payment of the same would not constitute a violation of the diminution
of benefits rule.

Also, even assuming arguendo that the Saturday work involved in this
case falls within the definition of a "benefit" protected by law, the fact
that it was made subject to a condition (i.e., the existence of
operational necessity) negates the application of Article 100 pursuant
to the established doctrine that when the grant of a benefit is made
subject to a condition and such condition prevails, the rule on non-
diminution finds no application. Otherwise stated, if Saturday work and
its corresponding premium pay were granted to CCBPI's employees
without qualification, then the company's policy of permitting its
employees to suffer work on Saturdays could have perhaps ripened
into company practice protected by the non-diminution rule.
Lastly, the Court agrees with the assertion of CCBPI that since the
affected employees are daily-paid employees, they should be given
their wages and corresponding premiums for Saturday work only if
they are permitted to suffer work. Invoking the time-honored rule of "a
fair day's work for a fair day's pay," the CCBPI argues that the CA's
ruling that such unworked Saturdays should be compensated is
contrary to law and the evidence on record.

The CA, for its part, ruled that the principle of "a fair day's work for a
fair day's pay" was irrelevant to the instant case. According to the
appellate court, since CCBPI's employees are daily-paid workers, they
should be paid their whole daily rate plus the corresponding premium
pay in the absence of a specific CBA provision that directed wages to
be paid on a different rate on Saturdays. This was notwithstanding the
fact that the duration of Saturday work lasted only for four hours or
half the time spent on other workdays.

The CA erred in this pronouncement. The age-old rule governing the

relation between labor and capital, or management and employee, of a
"fair day's,wage for a fair day's labor" remains the basic factor in
determining employees' wages.[67] If there is no work performed by
the employee, there can be no wage.[68] In cases where the
employee's failure to work was occasioned neither by his
abandonment nor by termination, the burden of economic loss is not
rightfully shifted to the employer; each party must bear his own loss.
[69] In other words, where the employee is willing and able to work and

is not illegally prevented from doing so, no wage is due to him. To hold
otherwise would be to grant to the employee that which he did not
earn at the prejudice of the employer.
In the case at bar, CCBPI's employees were not illegally prevented
from working on Saturdays. The company was simply exercising its
option not to schedule work pursuant to the CBA provision which gave
it the prerogative to do so. It therefore follows that the principle of "no
work, no pay" finds application in the instant case.

Having disposed of the issue on wages for unworked Saturdays in

consonance with the well-settled rule of "no work, no pay," this Court
deems it unnecessary to belabor on the CA ruling that the concerned
employees should be paid their whole daily rate, and not the amount
equivalent to one-half day's wage, plus corresponding premium.

On a final note, the Court cannot emphasize enough that its primary
role as the vanguard of constitutional guaranties charges it with the
solemn duty of affording full protection to labor.[70] It is, in fact, well-
entrenched in the deluge of our jurisprudence on labor law and social
legislation that the scales of justice usually tilt in favor of the
workingman.[71] Such favoritism, however, has not blinded the Court to
the rule that justice is, in every case for the deserving, to be dispensed
in the light of the established facts and applicable law and doctrine.[72]
The law does not authorize the oppression or self-destruction of the
employer.[73] Management also has its own rights, which, as such, are
entitled to respect and enforcement in the interest of simple fair play.
[74] After all, social justice is, in the eloquent words of Associate

Justice Jose P. Laurel, "the humanization of laws and the equalization

of social and economic forces by the State so that justice in its rational
and objectively secular conception may at least be approximated."[75]

WHEREFORE, the Decision of the Court of Appeals dated June 23,

2010, and the Resolution dated October 19, 2010 are REVERSED and
SET ASIDE. The Decision of the National Conciliation and Mediation
Board, Regional Branch No. 6, Iloilo City dated September 7, 2006, in
Case No. PAC-613-RB6-02-01-06-2006 is AFFIRMED.

SO ORDERED.

Carpio, (Chairperson), Perlas-Bernabe, Caguioa, and Carandang, JJ.,

concur.

[1] Rollo, pp. 20-61.

[2]Penned by Associate Justice Socorro B. Inting, with Associate

Justices Edwin D. Sorongon and Eduardo B. Peralta, Jr. concurring; id.
at 70-78.

[3] Id. at 80-81.

[4]Rendered by Atty. Mateo A. Valenzuela as Chairman, with Attys.

Inocencio Ferrer, Jr. and Gloria Arriola as members; id. at 179-206.

[5] Id. at 24.

[6] Id. at 25.

[7] Id. at 143-145.

ARTICLE 10
HOURS OF WORK
SECTION 1. Work Week. For daily paid workers the normal work week
shall consist of five (5) consecutive days (Monday to Friday) of eight
(8) hours each and one (1) day (Saturday) of four (4) hours. Provided,
however, that any worker required to work on Saturday must complete
the scheduled shift for the day and shall be entitled to the premium
pay provided in Article IX hereof.

SECTION 2. Changes in Work Schedule. The present regular working

hours shall be maintained for the duration of this Agreement. However,
it is hereby agreed that the COMPANY may change the prevailing
working hours, if in its judgment, it shall find such change or changes
advisable or necessary either as a permanent or temporary measure,
provided at least twelve (12) hours notice in advance is given of such
change or changes, and provided, further, that they are in accordance
with law.

ARTICLE 11
OVERTIME, NIGHT DIFFERENTIAL, SATURDAY, SUNDAY AND
HOLIDAY PAY

SECTION 1. Definitions

(a) An "Ordinary Day" is one that is neither a regular holiday, a special

holiday, a Saturday nor the worker's scheduled rest day.

xxxx

(b) Saturdays. Saturday is a premium day but shall not be considered

as a rest day or equivalent to a Sunday. It is further agreed that
management has the option to schedule work on Saturdays on the
basis of operational necessity.

[8] Id. at 26.

[9] Id. at 87.

[10] Id.

[11] Id. at 182.

[12] Id.

[13] Id.

[14] Id. at 179.

[15] Id.

[16] Id. at 206.

[17] Id. at 223-224.

[18] Id. at 70-78.

[19] Id. at 35.

[20] Id. at 80-81.

[21] Id. at 17.

[22] Id. at 316-327.

[23] Id. at 339-354.

[24] Id. at 78.

[25] Id. at 27.

[26]Id. at 46, citing Sosito v. Aguinaldo Development Corporation, 240

Phil. 373, 377 (1987).

[27]
Rollo, p. 43, citing Gaisano Cagayan. Inc. v. Insurance Company of
North America, 523 Phil. 677, 689 (2006).

[28] Rollo, id.

[29] Id. at 44.

[30] Id. at 383.

[31] Id.

[32] Id. at 48.

[33] 546 Phil. 531 (2007).

[34] 562 Phil. 670 (2007).

[35] Rollo, p. 387.

[36]
Id., citing Manila Jockey Club Employees Labor Union-PTGWO v.
Manila Jockey Club, Inc., supra note 33, at 638 and San Miguel
Corporation v. Layoc, Jr., supra note 34, at 679 (2007).

[37] Rollo, p. 184.

[38] Id. at 389.

[39] Id. at 323.

[40] Id.

[41] Id. at 335.

[42] Id.

[43] Id. at 326.

[44] Id.

[45] Id. at 339-351.

[46] Id. at 341.

[47] Id. at 345.

[48]Benson Industries Employees Union-ALU-TUCP, et al. v. Benson

Industries, Inc., 740 Phil. 670, 679 (2014).
[49]Pantranco North Express, Inc. v. NLRC, 328 Phil. 470, 483-484
(1996).

[50] Marcopper Mining Corporation v. NLRC, 325 Phil. 618, 632 (1996).

[51]
Philippine Journalists, Inc. v. Journal Employees Union, 710 Phil.
94, 103 (2013).

[52] CIVIL CODE OF THE PHILIPPINES, Article 1374.

[53] Rollo, p. 74.

[54] Id. at 75.

[55] Id.

[56] Id. at 77.

[57] Id. at 390.

[58] Id.

[59] Id. at 391.

[60] Id. at 50.

[61] Supra note 34.

[62] Id. at 685-686.

[63] Department of Labor Manual, Section 4323-01.

[64] 709 Phil. 350 (2013).

[65] Id. at 357-358.

[66] 681 Phil. 519 (2012).

[67] Navarro v. P.V. Pajarillo Liner, Inc., 604 Phil. 383, 391 (2009).

[68]
Aklan Electric Cooperative Incorporated v. NLRC, 380 Phil. 225,
244-245 (2000).

[69] Tri-C General Services v. Matuto, et al., 770 Phil. 25 I, 264 (20 15),
citing MZR Industries, et al. v. Colambot, 716 Phil. 617, 628 (2013).

[70] 1987 CONSTITUTION, Article XIII, Section 3.

[71]Ilaw Buklod ng Manggagawa (IBM) Nestle Philippines, Inc. Chapter,

et al. v. Nestle Phils., Inc., 770 Phil. 266, 278 (2015).

[72] Mercury Drug Corporation v. NLRC, 258 Phil. 384, 391 (1989).

[73]
Paredes v. Feed the Children Philippines, Inc., 769 Phil. 418, 442
(2015).

[74]
Phil. Long Distance Telephone Company v. Honrado, 652 Phil. 331,
334 (2010).

[75] Calalang v. Williams, et al., 70 Phil. 726, 734-735 (1940).