Case Digest (G.R. No. 220399)
Facts:
- Enrique Y. Sagun (petitioner) filed a case against ANZ Global Services and Operations (Manila), Inc., Gay Cruzada, and Paula Alcaraz (respondents).
- Sagun applied online for a position at ANZ after being employed at HSBC-EDPI.
- He passed the interview and online examination, receiving a job offer on June 8, 2011, for the role of Customer Service Officer.
- The employment agreement required satisfactory results from a pre-employment screening, including a police record check.
- Sagun accepted the offer and resigned from HSBC-EDPI on June 11, 2011, planning to report to ANZ by July 11, 2011.
- On July 11, 2011, Sagun was given a letter retracting the job offer due to inconsistencies in his application, particularly regarding his previous employment at Siemens.
- Sagun argued that the employment contract was perfected upon acceptance and claimed he could only be dismissed for cause.
- He filed a complaint for illegal dismissal with the National Labor Relations Commission (NLRC), which was dismissed by the Labor Arbiter for lack of merit.
- The NLRC upheld the Labor Arbiter's decision, leading Sagun to appeal to the Court of Appeals (CA), which affirmed the NLRC's ruling.
Issue:
- (Unlock)
Ruling:
- The Supreme Court ruled that the petition lacked merit, affirming the decisions of the Court of Appeals and the NLRC.
- It concluded that no employer-employee relationship was established due to the conditio...(Unlock)
Ratio:
- The Court explained that a contract is formed through a meeting of minds, requiring consent, a definite object, and a lawful cause.
- Although the employment contract was perfected upon Sagun's acceptance, it was subject to suspensive conditions, specifically the satisfactory completion of background checks.
- Citing Article 1181 of the Civil Code, the Court noted that the acqui...continue reading
Case Digest (G.R. No. 220399)
Facts:
The case involves Enrique Y. Sagun (petitioner) against ANZ Global Services and Operations (Manila), Inc., Gay Cruzada, and Paula Alcaraz (respondents). The events leading to the case began when Sagun, who was employed at Hongkong and Shanghai Banking Corporation Electronic Data Processing (Philippines), Inc. (HSBC-EDPI), applied online for a position at ANZ. After successfully passing the interview and online examination, he received a job offer from ANZ on June 8, 2011, for the position of Customer Service Officer, Payments and Cash Resolution. The employment agreement included a condition that required satisfactory results from a pre-employment screening, which included a police record check and other background checks. Sagun accepted the offer and subsequently resigned from HSBC-EDPI on June 11, 2011, with the understanding that he would report to ANZ by July 11, 2011.
However, on July 11, 2011, upon reporting to ANZ, Sagun was handed a letter retracting the job offer. The retraction was based on findings of material inconsistencies in the information he provided during the application process, particularly regarding his previous employment at Siemens. Sagun contended that his employment contract was perfected upon acceptance of the offer, thus claiming he could only be dismissed for cause. He fil...