The Supreme Court has once again underscored the breadth of the National Labor Relations Commission’s (NLRC) authority—this time, in the context of enforcing the economic provisions of a Collective Bargaining Agreement (CBA) where unfair labor practice (ULP) is involved.
In a Decision penned by Associate Justice Japar B. Dimaampao for the Court’s Third Division (Guagua National Colleges v. Guagua National Colleges Faculty Union, G.R. No. 252101, 5 March 2025), the High Tribunal upheld the NLRC’s order directing Guagua National Colleges (GNC) to pay its employees the agreed CBA benefits, albeit with adjustments on how those benefits were computed.
The dispute traces its roots to the 2009 negotiations for the renewal of the five-year CBA between GNC and its unions. The parties had agreed on various economic benefits—rice subsidy, loyalty pay, and clothing allowance, among others. Yet, despite this meeting of the minds, GNC repeatedly delayed affixing its signature to the draft CBA.
Patience eventually wore thin. Frustrated, the unions filed a notice of strike, accusing the school of bargaining in bad faith and committing serious CBA violations. The Secretary of Labor and Employment intervened to avert a work stoppage, referring the matter to the NLRC for compulsory arbitration.
After hearing the case, the NLRC found that GNC had indeed bargained in bad faith—a clear instance of ULP. It declared the final CBA draft as the binding agreement and, upon the decision’s finality, ordered GNC to pay the agreed benefits from 2009 “up to the present” (then 2017).
GNC resisted. Its position: while voluntary arbitrators have the authority to implement CBA provisions, the NLRC had no such power in this instance. The Court of Appeals disagreed. And so did the Supreme Court.
While the general rule is that voluntary arbitrators handle CBA implementation issues, the Labor Code provides a notable exception: when the violation amounts to ULP, the NLRC has jurisdiction—not just to adjudicate the case, but also to ensure that the CBA’s terms are carried out.
As the Court pointed out, the NLRC was in the best position to enforce the agreement. After all, it had declared that GNC committed ULP by bargaining in bad faith. Sending the case to voluntary arbitration for implementation would have been an exercise in redundancy—inviting further delays, the risk of conflicting rulings, and additional litigation. The law abhors unnecessary procedural detours, especially when they frustrate the prompt resolution of labor disputes.
The decision is significant for two reasons. First, it draws a clear jurisdictional line while recognizing that certain circumstances justify crossing it. The general preference for voluntary arbitration is not absolute; where gross CBA violations constituting ULP are involved, the NLRC can step in to enforce the agreement. Second, it reflects a pragmatic approach to labor adjudication. Rather than prolonging disputes by forcing parties through additional procedural hoops, the Court favored a direct path toward implementing rights and obligations already adjudicated.
For employers, the ruling is a reminder that delay tactics in finalizing and implementing CBAs can carry steep legal consequences—not just in terms of damages, but also in ceding control over dispute resolution to the NLRC. For employees and unions, it reinforces the value of documenting negotiations and promptly raising issues of bad faith or serious violations.
In labor relations, trust is the currency that keeps the system working. A CBA is not merely a contract; it is a compact born of negotiation, compromise, and mutual respect. When one party treats it as a bargaining chip to be withheld at will, the law will not hesitate to step in.
