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	GR No. 187713 2012-08-01	RADIO PHILIPPINES NETWORK v. RUTH F. YAP REYES, J.
It has been held that in case of strained relations or non-availability of positions, the employer is given the option to reinstate the employee merely in the payroll, precisely in order to avoid the intolerable presence in the workplace of the unwanted employee.[46] The Court explained in Maranaw Hotel Resort Corporation v. NLRC,[47] thus:
	GR No. 172584 2008-11-28	EDMUNDO Y. TORRES v. NLRC TINGA, J.
In its assailed decision, the Court of Appeals ruled that at the time petitioners were dismissed in 1984, R.A. No. 6715 had not yet been enacted. Further, the Court's ruling in Maranaw Hotel Resort Corp. v. NLRC,[11] holding that in the absence of an order for the issuance of a writ of execution on the reinstatement aspect, the employer is under no legal obligation to admit its illegally dismissed employee back to work, was declared by the appellate court as still controlling.