Empleyadong tinanggal sa kumpanya, nanalo na sa korte, ayaw pa ring papasukin ng employer, bawal!

Dr. Persida V. Rueda-Acosta / Magtanong Kay Attorney

Dear Chief Acosta, Nanalo ako sa kasong isinampa laban sa employer ko kung saan ipinabatid ng Labor Arbiter na ako raw ay dapat mai-reinstate sa aking dating posisyon sa kumpanya. Ngunit, ayaw pumayag ng employer ko na pumasok na akong muli sapagkat iaapela pa raw nila ang kaso. Tama ba ito? - Lugen

Dear Lugen, Mali ang inyong employer. Ipinabatid ng Korte Suprema sa kasong Manila Doctors College and Teresita Turla vs. Emmanuel Olones (G.R. No. 225044, 3 October 2016, Ponente: Honorable Associate Justice Estela Perlas-Bernabe), na:

“Under Article 223 (now Article 229) of the Labor Code, “the decision of the [LA] reinstating a dismissed or separated employee, insofar as the reinstatement aspect is concerned, shall immediately be executory, even pending appeal. The employee shall either be admitted back to work under the same terms and conditions prevailing prior to his dismissal or separation or, at the option of the employer, merely reinstated in the payroll. The posting of a bond by the employer shall not stay the execution for reinstatement xxx.” (Binigyang-diin.)

Idinagdag pa ng hukuman na:

“Verily, the employer is duty-bound to reinstate the employee, failing which, the employer is liable instead to pay the dismissed employee’s salary.

However, in the event that the LA’s decision is reversed by a higher tribunal, the employer’s duty to reinstate the dismissed employee is effectively terminated. This means that an employer is no longer obliged to keep the employee in the actual service or in the payroll. The employee, in sum, is not required to return the wages that he had received prior to the reversal of the LA’s decision. Notwithstanding the reversal of the finding of illegal dismissal, an employer, who, despite the LA’s order of reinstatement, did not reinstate the employee during the pendency of the appeal up to the reversal by a higher tribunal may still be held liable for the accrued wages of the employee, i.e., the unpaid salary accruing up to the time of the reversal.” (Binigyang-diin.)

Samakatwid, hindi alintana ang pag-aapela upang hindi kagyat na ipatupad ang desisyon ng Labor Arbiter tungkol sa inyong reinstatement. At sa kadahilanang hindi agad ito naipatupad, kinakailangang kayo ay bigyan ng kaukukalang suweldo para sa panahong dapat sana kayo ay nakabalik na sa inyong trabaho, base sa binigyang-siping desisyon.

Nawa ay nasagot namin ang inyong mga 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 isang abogado.