Scribd
Upload
80 views

Case Doctrines

This document summarizes several Philippine Supreme Court cases that establish the doctrine that seafarers are considered contractual employees rather than regular employees. It explains that seafarers' employment is governed by the contracts they sign, which are terminated once the contract expires. Their employment is contractually fixed for a certain period of time. The document also notes that Presidential Decree 851 requires all employers to pay their employees a 13th month pay.

Uploaded by

Nur MN
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
80 views

Case Doctrines

This document summarizes several Philippine Supreme Court cases that establish the doctrine that seafarers are considered contractual employees rather than regular employees. It explains that seafarers' employment is governed by the contracts they sign, which are terminated once the contract expires. Their employment is contractually fixed for a certain period of time. The document also notes that Presidential Decree 851 requires all employers to pay their employees a 13th month pay.

Uploaded by

Nur MN
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
You are on page 1/ 1

Petroleum Shipping Limited and Trans—Golbal Maritime versus NLRC and

Florello W. Tanchico; G.R. NO. 148130, June 16, 2006

Case Doctrines:

Seafarers are Contractual Employees

In Ravago versus Esso Eastern Marine, Ltd. The court traced its
ruling in number of cases that seafarers are contractual, not regular
employees.

In Brent School, Inc. versus Zamora, the Court cited overseas


employment contract as an example of contracts where the concept of
regular employment does not apply, whatever the nature of the
engagement and despite the provisions of Article 280 of the Labor Code.

In Coyoca v. NLRC, the Court held that the agency is liable for
payment of a seaman’s medical and disability benefits in the event that the
principal fails or refuses to pay the benefits or wages due the seaman
although the seaman may not be a regular employee of the agency.

In Millares v. NLRC where one of the issues raised was whether


seafarers are regular or contractual employees whose employment are
terminated every time their contracts of employment expire. The Court
explained:
It is clear that seafarers are considered contractual employees. They
cannot be considered as regular employees under Article 280 of the Labor
Code. Their employment is governed by the contracts they sign every time
they are rehired and their employment is terminated when the contract
expires. Their employment is contractually fixed for a certain period of
time. They fall under the exception of Article 280 whose employment has
been fixed for a specific project or undertaking the completion or
termination of which has been determined at the time of engagement of
the employee or where the work or services to be performed is seasonal in
nature and the employment is for the duration of the season. We need not
depart from the rulings of the Court in the two aforementioned cases which
indeed constitute stare decisis with respect to the employment status of
seafarers.
P.D. No. 851 requires all employers to pay their employees a 13 th
Month pay.

You might also like