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    Peckson V Robinsons Supermarket

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    Rejmali Good
    The petitioner, a former Category Buyer who was reassigned to Provincial Director, refused the reassignment believing it was a demotion. The Labor Arbiter and courts upheld the reassignment, finding it was a valid exercise of management prerogative as the positions were equivalent in salary and rank. The Supreme Court affirmed, noting an employer has broad discretion over work assignments and transfers as long as they are not unreasonable, inconvenient, prejudicial to the employee, or motivated by discrimination or bad faith. It found the petitioner's reassignment was justified given issues with her attendance in her previous frontline role. The petition was denied.

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    Peckson V Robinsons Supermarket

    Uploaded by

    Rejmali Good
    113 views2 pages
    The petitioner, a former Category Buyer who was reassigned to Provincial Director, refused the reassignment believing it was a demotion. The Labor Arbiter and courts upheld the reassignment, finding it was a valid exercise of management prerogative as the positions were equivalent in salary and rank. The Supreme Court affirmed, noting an employer has broad discretion over work assignments and transfers as long as they are not unreasonable, inconvenient, prejudicial to the employee, or motivated by discrimination or bad faith. It found the petitioner's reassignment was justified given issues with her attendance in her previous frontline role. The petition was denied.

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    Peckson v Robinsons Supermarket

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    The petitioner, a former Category Buyer who was reassigned to Provincial Director, refused the reassignment believing it was a demotion. The Labor Arbiter and courts upheld the reassignment, finding it was a valid exercise of management prerogative as the positions were equivalent in salary and rank. The Supreme Court affirmed, noting an employer has broad discretion over work assignments and transfers as long as they are not unreasonable, inconvenient, prejudicial to the employee, or motivated by discrimination or bad faith. It found the petitioner's reassignment was justified given issues with her attendance in her previous frontline role. The petition was denied.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    113 views2 pages

    Peckson V Robinsons Supermarket

    Uploaded by

    Rejmali Good
    The petitioner, a former Category Buyer who was reassigned to Provincial Director, refused the reassignment believing it was a demotion. The Labor Arbiter and courts upheld the reassignment, finding it was a valid exercise of management prerogative as the positions were equivalent in salary and rank. The Supreme Court affirmed, noting an employer has broad discretion over work assignments and transfers as long as they are not unreasonable, inconvenient, prejudicial to the employee, or motivated by discrimination or bad faith. It found the petitioner's reassignment was justified given issues with her attendance in her previous frontline role. The petition was denied.

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    © All Rights Reserved
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    of 2

    JENNY F. PECKSON, Petitioner, v.

    ROBINSONS SUPERMARKET
    CORPORATION, JODY GADIA, ROENA SARTE, and RUBY ALEX,
    Respondents.
    (G.R. NO. 198534; JULY 3, 2013)

    Facts of the Case:

    A former Category Buyer turned to be a Provincial Director filed a complaint against the
    respondent company on the ground that she firmly believed that the re-assignment given to
    her was a demotion and hence she refused to go to her re-assignment and intended to resign.
    The Labor Arbiter held that re-assignment is a STRICT PREROGATIVE OF THE
    MANAGEMENT/EMPLOYER and cannot refuse with it eventhough the salary is just the same,
    hence, a manifestation of insubordination and a matter of dismissal. This decision was affirmed
    by the NLRC and Court of Appeals.

    Issues:

    Whether or not there is a management prerogative

    Held:

    Under the doctrine of management prerogative, every employer has the inherent right to
    regulate, according to his own discretion and judgment, all aspects of employment, including
    hiring, work assignments, working methods, the time, place and manner of work, work
    supervision, transfer of employees, lay-off of workers, and discipline, dismissal, and recall of
    employees.

    Limitations: those (1) imposed by labor laws and (2) the principles of equity and substantial
    justice.

    Transfer of employees guidelines: (Rural bank of Cantilan, Inc vs. Julve)


    (a) a transfer is a movement from one position to another of equivalent rank, level or salary
    without break in the service or a lateral movement from one position to another of equivalent
    rank or salary;
    (b) the employer has the inherent right to transfer or reassign an employee for legitimate
    business purposes;
    (c) a transfer becomes unlawful where it is motivated by discrimination or bad faith or is
    effected as a form of punishment or is a demotion without sufficient cause;
    (d) the employer must be able to show that the transfer is not unreasonable, inconvenient, or
    prejudicial to the employee.

    We agree with the appellate court that the respondents are justified in moving the petitioner to
    another equivalent position, which presumably would be less affected by her habitual tardiness
    or inconsistent attendance than if she continued as a Category Buyer, a frontline position in the
    day-to-day business operations of a supermarket such as Robinsons.

    Decision:

    Petition DENIED

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