Food and Staples Retailing
Company Overview of Coca-Cola Femsa Philippines, Inc.
Coca-Cola Femsa Philippines, Inc. offers distribution and bottling services for soft drinks. It distributes soft drinks, bottled water, and juices, with outstanding brands, such as: Coca-Cola, Coca-Cola Light, Coca-Cola Zero, Lift, Powerade, Real Leaf, Royal Tru, Samurai, Sprite, and the bottled water brands Viva and Wilkins. The company was formerly known as Coca-Cola Bottlers Philippines, Inc. and changed its name to Coca-Cola Femsa Philippines, Inc. in January 2013. The company was founded in 1981 and is based in Makati City, the Philippines. As of January 24, 2013, Coca-Cola Femsa Philippines, Inc. operates as a subsidiary of Coca-Cola FEMSA S.A.B de C.V.
6/F Feliza Bldg.
108 Herrera St.
Makati City, 1200
Founded in 1981
Key Executives for Coca-Cola Femsa Philippines, Inc.
Chief Executive Officer and President
Compensation as of Fiscal Year 2014.
Coca-Cola Femsa Philippines, Inc. Key Developments
Court Reinstates Sales Staff Retrenched by Coca-Cola Bottlers Phils., Inc
Feb 20 15
Five salesmen laid off by Coca-Cola Bottlers Phils., Inc. in 2009 were reinstated by a Court of Appeals division, after it ruled that the company failed to properly explain its restructuring scheme. In overturning a previous decision by the National Labor Relations Commission (NLRC) that affirmed the company's streamlining, the appellate court's Ninth Division sided with the petitioner's claims that Coca-Cola did not bother to explain why it outsourced its routing and warehousing scheme to distributors and dealers. The said scheme affected the five petitioners, all members of the Coca-Cola Sales Force Union, as well as 800 route salesmen and 420 route drivers and helpers in the greater Manila area and Luzon. The court, through Associate Justice Isaias P. Dicdican, said that in termination cases, the burden of proving just and valid cause for dismissing an employee rests upon the employer. The appellate court added there is no indication Coca-Cola employed clear criteria in deciding who among the employees should be removed from their posts because of redundancy. It also failed to refute the unionized employees claims they were replaced by contractual employees from labor-only contractors, an indication that there was no redundancy to being with.
Coca-Cola FEMSA Philippines, Inc. Enters into Collective Bargaining Agreement with Coca-Cola Sales Force Union
Nov 14 14
Coca-Cola FEMSA Philippines, Inc. announced that more than 300 members of the Coca-Cola Sales Force Union will receive bonuses for signing and accepting the latest collective bargaining agreement (CBA) with the company. Each member of the 370-strong union who signs and ratifies the CBA 'shall receive a one-time lump sum grant of PHP 42,000'. The labor agreement, the 16th between the parties, was drafted and agreed upon by workers and management after union members filed a notice of strike in August 2014 at the National Conciliation and Mediation Board. The CBA provided a wage increase of PHP 1,300 per month for the first year, PHP 1,000 per month for the second year, and PHP 1,000 per month for the third year. The company also agreed to grant variable incentive pay of PHP 500 per month for the first year, PHP 1,000 per month for the second year, and PHP 1,000 per month for the third year. Other benefits include eyeglasses worth PHP 4,000 and health care maintenance per covered employee. The health care maintenance coverage includes qualified dependents of members of the union, which is also affiliated with the Philippine Transport Workers Organization.
COCA-COLA Bottlers Philippines, Inc. Wins CA Ruling on Employee Bonuses
Aug 26 14
COCA-COLA Bottlers Philippines, Inc. has again won a Court of Appeals (CA) ruling, this time over its decision to stop paying bonuses to employees at its Santa Rosa, Laguna plant from 2008 to 2010. In a 16-page decision, the appellate court's Special Fourteenth Division reversed an earlier ruling of the Labor Arbiter ordering Coca-Cola to grant the bonus request of 90 employees. The labor union contended that from 1997-2007, the employees had been receiving bonuses. The employees had argued that the bonuses, which were not covered by their collective bargaining agreement, had become a "demandable right" by reason of long-time company practice. Coca-Cola contends that such bonuses were not consistently and uniformly given to employees. But the CA ruled that a bonus is not a demandable and enforceable obligation. The CA also said that the labor arbiter was wrong to determine that the yearly bonus from 2008 to 2010 should be equivalent to two-thirds of the basic monthly pay of the employees.
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