This case has been cited 3 times or more.
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2013-08-28 |
BERSAMIN, J. |
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| It is true that an employer is given a wide latitude of discretion in managing its own affairs. The broad discretion includes the implementation of company rules and regulations and the imposition of disciplinary measures on its employees. But the exercise of a management prerogative like this is not limitless, but hemmed in by good faith and a due consideration of the rights of the worker.[24] In this light, the management prerogative will be upheld for as long as it is not wielded as an implement to circumvent the laws and oppress labor.[25] | |||||
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2013-04-15 |
MENDOZA, J. |
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| The Court has held that management is free to regulate, according to its own discretion and judgment, all aspects of employment, including hiring, work assignments, working methods, time, place, and manner of work, processes to be followed, supervision of workers, working regulations, transfer of employees, work supervision, lay-off of workers, and discipline, dismissal and recall of workers. The exercise of management prerogative, however, is not absolute as it must be exercised in good faith and with due regard to the rights of labor.[10] | |||||
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2013-03-06 |
MENDOZA, J. |
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| The employer's right to conduct the affairs of its business, according to its own discretion and judgment, is well-recognized.[37] Management has a wide latitude to conduct its own affairs in accordance with the necessities of its business.[38] As the Court once said: The Court has always respected a company's exercise of its prerogative to devise means to improve its operations. Thus, we have held that management is free to regulate, according to its own discretion and judgment, all aspects of employment, including hiring, work assignments, supervision and transfer of employees, working methods, time, place and manner of work. | |||||