Sekyu na 7 months nang naka-floating status

DR. PERSIDA V. RUEDA-ACOSTA / MAGTANONG KAY ATTORNEY

Dear Chief Acosta,

Labintatlong (13) taon na akong nagtatrabaho sa isang security agency. Pitong buwan na ang nakararaan nang ma-pull-out ako sa aking detail. Wala pa rin akong bagong assignment. Pinadadalhan lang ako ng sulat ng kumpanya na pinagre-report ako subalit, walang nakasaad doon kung kailan at saan ang aking bagong assignment. Tama ba ito? — Lucio

Dear Lucio,

Para sa inyong kaalaman, ayon sa Korte Suprema sa kasong Macario Padilla vs. Airborne Security Services, Inc. (G.R. No. 210080, 22 November 2017, Ponente: Honorable Associate Justice Mario Victor F. Leonen):

“The practice of placing security guards on “floating status” or “temporary off-detail” is a valid exercise of management prerogative. Jurisprudence has settled that the period of temporary off-detail must not exceed six (6) months. Beyond this, a security guard’s floating status shall be tantamount to constructive dismissal. In Reyes v. Rp Guardians Security Agency:

Temporary displacement or temporary off-detail of security guard is, generally, allowed in a situation where a security agency’s client decided not to renew their service contract with the agency and no post is available for the relieved security guard. Such situation does not normally result in a constructive dismissal. Nonetheless, when the floating status lasts for more than six (6) months, the employee may be considered to have been constructively dismissed. No less than the Constitution guarantees the right of workers to security of tenure, thus, employees can only be dismissed for just or authorized causes and after they have afforded the due process of law.

Therefore, a security guard’s employer must give a new assignment to the employee within six (6) months. The assignment must be to a specific or particular client. A general return-to-work order does not suffice.”

Samakatwid, bagama’t, pinahi­hintulutan ng batas ang pagtatalaga bilang floating status ng empleyado, itinatakda rin na siya ay kinakaila­ngang mabigyan ng panibagong assignment sa loob ng anim (6) na buwan. Gayundin, tulad ng desisyon ng Korte Suprema, kinakailangan na nakadetalye ang partikular na kliyente kung hindi ay ituturing ng batas na siya ay constructively dismissed. Sa inyong sitwasyon, sa kadahilanang kayo ay hindi nabigyan ng panibagong assignment sa loob ng anim na buwan at sa partikular na kliyente, ang inyong sitwasyon ay maaaring ituring na constructive dismissal.

Nawa ay nasagot namin ang inyong katanungan. Nais naming ipaalala sa inyo na ang opinyong ito ay nakabase sa inyong mga naisalaysay sa inyong liham at sa pagkakaintindi namin dito. Maaaring maiba ang opinyon kung mayroong karagdagang impormas­yong ibibigay. Mas mainam kung personal kayong sasangguni sa abogado.

Maraming salamat sa inyong patuloy na pagtitiwala.