Case Digest: Radin C. Alcira vs. National Labor Relations Commission, et al.

G.R. No. 149859                09 June 2004

FACTS:

Middleby Philippines Corporation (Middleby) hired Alcira as engineering support services supervisor on a probationary basis for six months.  According to Alcira’s papers, he was hired 20 May 1996; while Middleby presents papers stating that the correct date should be 27 May 1996. Both documents indicated that Alcira was on probationary and a remark that after five months, his performance will be evaluated.  On 20 November 1996, a senior officer allegedly withheld Alcira’s time card and considered this as a dismissal after the lapse of his probationary employment.  Middleby averred that Alcira exhibited poor performance, incurred ten absences, was late several times and violated company policy regarding the wearing of uniform.

LA dismissed the complaint on the ground that Middleby were able to prove that petitioner was apprised of the standards for becoming a regular employee.  NLRC affirmed the decision of the LA.  CA also affirmed the decision of the NLRC, stating further that there was merely an expiration of the contract and no termination is there to speak of.

ISSUE:

Whether petitioner was allowed to work beyond his probationary period as was therefore already a regular employee at the time of his alleged dismissal.

HELD:

Yes.  The petitioner was still in his probationary period.  To be clear, the five-month period in his contract is for evaluation purposes only.  It is clear upon the fact of the contract that his probationary employment status was for six months.  Moreover, the computation of the six-month probationary period is reckoned from the date of appointment up to the same calendar date of the six-month following.  In short, since the number of days in each particular month was irrelevant, the petitioner was still a probationary employee when Middleby opted not to regularize him on 20 November 1996. 

In lieu with Section 6(d) of Rule 1 of D.O. No. 10-1997, the Court held that Middleby substantially notified petitioner of the standard to qualify as a regular employee when it apprised him at the start of his employment, that it would evaluate his supervisory skills after five months.