Preventive Suspension Meaning
Preventive suspension may be defined as the temporary removal of an employee charged for violation of company rules from his present status or position. Preventive suspension is usually imposed against subject employee while the company is conducting an investigation for his alleged violation in order to prevent him from causing further harm or damage to the company or his co-employees.
Preventive suspension is not a disciplinary measure, and should not be confused with suspension imposed as a penalty.
The right of employer to impose preventive suspension is not found in the Labor Code itself.
The oft-cited legal basis for imposition of preventive suspension is Section 8 and Section 9 of Rule XXIII, Book V, of the Omnibus Rules Implementing the Labor Code, as amended by Department Order No. 9, Series of 1997, which read as follows:
Section 8. Preventive suspension. The employer may place the worker concerned under preventive suspension only if his continued employment poses a serious and imminent threat to the life or property of the employer or of his co-workers.
Section 9. Period of suspension. No preventive suspension shall last longer than thirty (30) days. The employer shall thereafter reinstate the worker in his former or in a substantially equivalent position or the employer may extend the period of suspension provided that during the period of extension, he pays the wages and other benefits due to the worker. In such case, the worker shall not be bound to reimburse the amount paid to him during the extension if the employer decides, after completion of the hearing, to dismiss the worker.
Interestingly, the above-quoted provisions are no longer reproduced in the present Omnibus Rules, as amended by Department Order No. 40, Series of 2003, which supersedes Department Order 9-97.
Yan po opinion ko mam. In response sa ibang concerns ninyo :
1. Yes prerogative ng employer saan nila ilalagy ang ahente. If if they see fit ang ahente sa area. Minsan, mga GAGONG manager, kunwari irere assign ka ng area, pero gusto ka mag resign. Isa sa pinaka madaling "estilo" ng bisor yan sa pharma. I think UNFAIR ka sa tao mo. Ang bisor malaki ang contribution sa success ng Distrito.
2. If nakiusap ang employer sana mag extend ng submission paper, tagilid ang employer, WALANG maibuild na ikakaso sa anak mo. Wala silang makitang specifi grounds. Pupusta ako, di nagawa ng Field Visit Reports ang bisor dyan, kasi if maaayos niya ginagawa yan, di aabot sa ganyan yan, at nagbibigay ng kopya sa"medrep".Hanapin ninyo ito.
3. The company is bent on easin her out". Mahirap i prove yan, for sure, my connivance n yan sa HRD. Damage control na sila, nag file angh anak mo sa NLRC., kaya aayusin nila , TELL your daughter wag susuko.
4. For sure me lawyer na kayo. Nakaka tatlong meeting na pala kayo. Mas madali para sa parehong parties na mag usap, if me i offer sila na amount, let's say one month for every year's of service + 13th month, ok na yan. Yan ang iniiwasan ng employers na nagtitipid, akala nila pinaka madaling move, p resignin ang ahente , makakatipid sila ? Mali.. Maliki ang cost na mag train ng bagong ahente, at ang ripple effect niyan sa benta ng kumpanya.
5. Sa NLRC di ba if mapapansin ninyo, sinusulat ng assistant arbiter ang minutes ng pinag usapn ninyo ? At pinipirmahan ninyo pareho ? Eto ipasama mo,if puwede decisionan na ang kaso ng anak mo..Kasi pinatatagal lang ng employer.