This case has been cited 2 times or more.
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2013-01-17 |
PERALTA, J. |
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| On April 21, 2003, Labor Arbiter Manuel M. Manansala dismissed the complaint for constructive dismissal.[13] He noted that Gan's separation from Galderma was voluntarily initiated and was concluded by the written resignation letter which was accepted in a business-like manner through a formal office correspondence. The text of Gan's letter was treated as conclusive, res ipsa loquitur. Agreeing with respondents' contention, the Labor Arbiter cited the case of St. Michael Academy v. NLRC[14] insofar as it enumerated the requisites of intimidation which would vitiate one's consent, but are wanting in Gan's case. Likewise pointed out was the presence of the sworn affidavits separately executed by Gan's former co-workers Gerry M. Castro, Annalyn M. Gamboa, Winston M. Marquez, and Abigail R. Peralta which were fully supportive of respondents' defenses. Lastly, applying Samaniego v. NLRC,[15] Dizon, Jr. vs. NLRC,[16] Habana v. NLRC,[17] and San Miguel Brewery Sales Force Union (PTGWO) v. Ople[18] invoked by respondents, the Labor Arbiter ruled that Gan surely understood the legal effects of his resignation letter considering that he is an Industrial Engineering graduate of the Mapua Institute of Technology and has Master of Business Administration (MBA) units in Letran College. The fallo of the Decision disposed: | |||||
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2005-10-12 |
QUISUMBING, J. |
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| Now, on the crux of the matter, jurisprudence abounds that, except as limited by special laws, an employer is free to regulate, according to his own discretion and judgment, all aspects of employment, including the transfer of employees.[12] It is the employer's prerogative, based on its assessment and perception of its employees' qualifications, aptitudes, and competence, to deploy its employees in the various areas of its business operations in order to ascertain where they will function with maximum benefit to the company. An employee's right to security of tenure does not give him such a vested right in his position as would deprive the company of its prerogative to change his assignment or transfer him where he will be most useful.[13] | |||||