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ALBERT O. TINIO v. CA

This case has been cited 7 times or more.

	GR No. 198534 2013-07-03	JENNY F. PECKSON v. ROBINSONS SUPERMARKET CORPORATION REYES, J.
As we all know, there are various laws imposing all kinds of burdens and obligations upon the employer in relation to his employees, and yet as a rule this Court has always upheld the employer's prerogative to regulate all aspects of employment relating to the employees' work assignment, the working methods and the place and manner of work. Indeed, labor laws discourage interference with an employer's judgment in the conduct of his business.[21]
	GR No. 163091 2010-10-06	COCA-COLA BOTTLERS PHILIPPINES v. ANGEL U. DEL VILLAR LEONARDO-DE CASTRO, J.
A transfer is a movement from one position to another which is of equivalent rank, level or salary, without break in service. Promotion, on the other hand, is the advancement from one position to another with an increase in duties and responsibilities as authorized by law, and usually accompanied by an increase in salary. Conversely, demotion involves a situation where an employee is relegated to a subordinate or less important position constituting a reduction to a lower grade or rank, with a corresponding decrease in duties and responsibilities, and usually accompanied by a decrease in salary.[30]
	GR No. 161615 2009-01-30	ARNULFO O. ENDICO v. QUANTUM FOODS DISTRIBUTION CENTER CARPIO, J.
Jurisprudence recognizes the exercise of management prerogatives. Labor laws also discourage interference with an employer's judgment in the conduct of its business.[27] For this reason, the Court often declines to interfere in legitimate business decisions of employers.[28] The law must protect not only the welfare of employees, but also the right of employers.[29]
	GR No. 164804 2009-01-30	VIRGINIA A. SUGUE v. TRIUMPH INTERNATIONAL LEONARDO-DE CASTRO, J.
Sugue next asserts that she was demoted when she was directed to report to Mr. Efren Temblique who was her subordinate and when she was stripped of her usual functions. We are far from convinced. Demotion involves a situation where an employee is relegated to a subordinate or less important position constituting a reduction to a lower grade or rank, with a corresponding decrease in salaries, benefits and privileges.[38]
	GR No. 151309 2008-10-15	BISIG MANGGAGAWA SA TRYCO v. NLRC NACHURA, J.
When the transfer is not unreasonable, or inconvenient, or prejudicial to the employee, and it does not involve a demotion in rank or diminution of salaries, benefits, and other privileges, the employee may not complain that it amounts to a constructive dismissal.[21] However, the employer has the burden of proving that the transfer of an employee is for valid and legitimate grounds. The employer must show that the transfer is not unreasonable, inconvenient, or prejudicial to the employee; nor does it involve a demotion in rank or a diminution of his salaries, privileges and other benefits.[22]
	GR No. 159730 2008-02-11	NORKIS TRADING CO. v. MELVIN GNILO AUSTRIA-MARTINEZ, J.
A transfer is defined as a "movement from one position to another which is of equivalent rank, level or salary, without break in service."[22] Promotion, on the other hand, is the "advancement from one position to another with an increase in duties and responsibilities as authorized by law, and usually accompanied by an increase in salary."[23] Conversely, demotion involves a situation in which an employee is relegated to a subordinate or less important position constituting a reduction to a lower grade or rank, with a corresponding decrease in duties and responsibilities, and usually accompanied by a decrease in salary.[24]