deployment in Saudi Arabia. Although it is an established principle in law that in illegal dismissal cases, it is the employer (or the respondent) that has the burden of proof in showing that the employee concerned was dismissed for a just cause, it is, however, incumbent upon the complainant employee to show the existence of employee-employer relationship, or in this case complainant has to show his relationship with the respondent placement agency and the fact that it was said agency which caused his employment to Saudi Arabia, failing such, his action must necessarily fail.[4]     On appeal, the NLRC sustained the decision of the Labor Arbiter in a Resolution dated 12 March 1999.[5] The NLRC likewise denied Romeros motion for reconsideration.[6]   The Court of Appeals Ruling   The Court of Appeals dismissed the petition based on Section 4, Rule 65 of the 1997 Rules of Civil Procedure, as amended by Circular No. 39-98, which took effect on 1 September 1998.   The Court of Appeals stated that when Romero filed his motion for reconsideration on 26 April 1999, twelve (12) days had elapsed from 14 April 1999, the day Romero received the NLRC Resolution dated 12 March 1999.  Since Romero received the denial of his motion for reconsideration on 9 August 1999, the Court of Appeals held that when Romero filed his petition for certiorari on 28 September 1999, sixty two (62) days had lapsed since his receipt of the NLRC Resolution of 12 March 1999. The Court of Appeals thus dismissed Romeros petition for being filed out of time. The Issues   Petitioner raises the following issues before this Court:[7]