When it comes to enforcing discipline in the workplace, preventive suspension is one of the most powerful tools available to employers in the Philippines.
But when is it appropriate to impose it? And what are the legal requirements that must be met?
Welcome to Legal Guide Philippines where we simplify the law to help you make better choices. I'm Atty. Erwin Zagala and I'm with my partner, Atty. Ramon Ramirez.
Today we are talking about Preventive Suspension...
Ano ba itong preventive suspension na to?
Ang preventive suspension is a temporary measure. Ibig sabihin, panandalian.
It's a temporary measure that employers can use to remove an employee from the workplace while an investigation is conducted.
So, hindi pa siya fired. May investigation lang and inaalis ka lang panandalian habang nag iimbestiga. Ang importante rito to note is...
Ang preventive suspension po, hindi applicable sa lahat ng situations. This is okay.
So kung hindi siya applicable in all situations, kailan siya pwedeng gamitin?
Well, ang unang tinitignan diyan is if there is an immediate threat to the business its assets, or its employees.
When is it used?
So ang basehan natin diyan under the labor code, may immediate threat ba to persons or property? Kapag may immediate threat then sinasabi ng labor code habang nag iinvestigate ka pwede mong alisin.
Ang samples nung immediate threat na to is possible theft, fraud, or workplace violence.
Tinatanggal natin siya panandalian para matuloy yung investigation and to prevent yung mga sinasabi mong immediate threats.
What other benefits of preventive suspension?
One of the least yet most overlooked is the threat to the evidence on them.
Say for example, habang nandun yung empleyado, pwedeng ma-tamper or ma jeopardize yung investigation itself.
Pano nangyayari to, “yung mga records buburahin ko na.” “tatanggalin ko habang nakapasok pa siya.” “ide delete ko or kausapin ko na lahat ng witnesses .”
So even the evidence itself may be put in danger, pero of course, that's an added benefit.
Kailangan ang mas immediate na titignan at then immediate threat to persons or property. Side benefit na lang yun na mapoprotektahan mo yung evidence kasi dapat primarily, may property or tao na pwedeng ma threaten.
Kailan naman mali i-impose ang preventive suspension?
Meron bang time na mali na impose siya? Meron.
Kapag ginamit mo yung preventive suspension bilang parusa or para medyo patago ma deal with mo yung performance issues ka ng isang tao.
So, for example matigas ang ulo ng isang employee, turuan ng leksyon o preventive suspension mo. Mali po. Kasi again, it's a temporary measure habang nag i-investigate.
Kung gagawin mo sya bilang parusa dapat dumaan ka ng due process. Which is a different discussion.
Another example, madaming sabit pero tinatamad kang dumaan ng due process dahil ayaw mo na mag issue ng notice to explain or mag performance evaluation. Pagbakasyunin mo using preventive suspension.
Mali rin po yon. It should only be used when there is an immediate threat that needs to be stopped and investigated so it's a tool na ginagamit in aid of investigation.
Hindi po pamparusa.
How to impose Preventive Suspension?
It's important na sumunod po tayo sa legal procedures. For preventive suspension, dapat po magbibigay tayo ng preventive suspension notice papel po yan hindi po pwedeng sasabihin na wika.
Text message, pwede ba? Pwede pero hindi ko recommended kasi in some instances, that is considered as documentary evidence na. Pero yung text lang or viber mo di ba parang masyado siyang informal for legal proceedings.
I would feel more comfortable na talagang may papel na in-issue and most importantly dito sa papel na to dapat naka indicate kailan yung date ng pagbalik ng empleyado. Kasi dun matatapos yung preventive suspension and that can be anywhere from one day to thirty days.
Yung tagal is depending on the circumstances. Actually pwede pang i extend yan in specific instances.
When it comes to preventive Suspension, it can be a powerful tool but again as we said it should only be used in specific situations plus it should be done in accordance with labor laws.
If you are unsure if yung pag apply ninyo na preventive suspension is appropriate in your situation, it's best to consult with HR or your lawyer nice.
We hope marami kayong natutunan today.
If you want to learn more about dealing with employee issues please enroll in our employed discipline workshop at https://discipline.offer.legalguide.ph/.
