Sagun v. ANZ Global Services and Operations (Manila), Inc. (2016)

Sagun v. ANZ Global Services and Operations (Manila), Inc., G.R. No. 220399, August 22, 2016, Perlas-Bernabe, J.:

1. Background

• [The employee] was employed at Hongkong and Shanghai Banking Corporation Electronic Data Processing (Philippines), Inc. (HSBC-EDPI) when he applied online for the position of Payments and Cash Processing Lead at respondent ANZ Global Services and Operations (Manila), Inc. (ANZ), a domestic corporation whose businesses involve a full range of banking products and services.

• After passing the interview and online examination, ANZ, through its Senior Vice President for Operations, Gay Cruzada (Cruzada), offered [the employee] the position of Customer Service Officer, Payments and Cash Resolution, which the latter accepted on June 8, 2011.

• In the letter of confirmation of the offer which constituted [the employee]’s employment agreement with ANZ, the terms and conditions of his employment required, among others, a satisfactory result of his pre-employment screening. 10 The pertinent portions of which read as follows:

13. Pre-employment screening & ongoing screening

In accordance with its legal and regulatory obligations, and in accordance with ANZ policy, you may be required to undergo a police record check prior to commencing work with ANZ, or at other times during your employment.

You may also be required to undergo other checks (e.g. bankruptcy checks, sanctions screening, reference checks, etc.). ANZ may engage the serv...

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