Practice question
A union asks an employer to dismiss an employee under a union-security clause but supplies no evidence supporting the alleged ground for expulsion. May the employer rely solely on the request?
- Yes, any union letter proves just cause.
- Yes, because a CBA overrides evidence requirements.
- Yes, if the employer wishes to avoid investigating.
- No; applicability, a union enforcement request, and sufficient supporting evidence must be established.
- No union-security clause can ever support termination.
Legal references
- Labor Code, DOLE consolidated 2022 edition, Articles 219, 258–260, 262–264, 274 and 278–279: https://natlex.ilo.org/dyn/natlex2/natlex2/files/download/15242/PHL15242%202022.pdf; Article 259(e).
- Alabang Country Club v NLRC, G.R. No. 170287, February 14, 2008, union-security requisites and due process: https://lawphil.net/judjuris/juri2008/feb2008/gr_170287_2008.html
- Victoriano v Elizalde Rope Workers’ Union, G.R. No. L-25246, September 12, 1974, religious exemption: https://lawphil.net/judjuris/juri1974/sep1974/gr_l_25246_1974.html
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