Sekyu na pitong buwan nang walang duty

ni Atty. Persida Rueda-Acosta - @Magtanong Kay Attorney | July 15, 2021

Dear Chief Acosta,

Labing-isang taon na akong nagtatrabaho sa security agency. Pitong buwan na ang nakararaan noong na-pullout ako sa aking detail. Wala pa rin akong bagong assignment. Pinapadalhan lang ako ng kompanya ng sulat na pinagre-report ako sa kompanya, subalit walang nakasaad kung kailan at saan ang aking bagong assignment. Maaari ba ito? – Enrico

Dear Enrico,

Para sa inyong kaalaman, ayon sa Kagalang-galang na Korte Suprema sa kasong Macario Padilla vs. Airborne Security Services, Inc. (G.R. No. 210080, 22 November 2017, Ponente: Honorable Associate Justice Marvic M.V.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, bagaman pinahihintulutan ng batas ang pagtatalaga bilang floating status ng empleyado, itinatakda rin na siya ay kinakailangang mabigyan ng panibagong assignment sa loob ng anim na buwan. Gayundin, tulad ng desisyon ng Korte Suprema, kinakailangang 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.

Sana ay nabigyan namin ng linaw ang inyong katanungan. Ang payong aming ibinigay ay base lamang sa impormasyon na inyong inilahad at maaaring magbago kung mababawasan o madaragdagan ang mga detalye ng inyong salaysay.

Maraming salamat sa inyong patuloy na pagtitiwala.