Practice question
A company reasonably moves a covered employee’s eight-hour daytime schedule from 8 a.m.–5 p.m. to 9 a.m.–6 p.m., each with a genuine one-hour unpaid meal period. Pay and benefits remain unchanged, and no contrary agreement or discriminatory purpose is shown. Is the employee’s preference for the old start time alone a conclusive legal veto?
- Yes, any personal preference freezes every schedule
- No, a reasonable good-faith change may fall within management’s prerogative on the stated facts
- Yes, unless the employee purchases a new watch
- No, because management may also remove all leave benefits
- Yes, because all later start times are unlawful
Legal references
- https://lawphil.net/judjuris/juri1998/apr1998/gr_119205_1998.html — Sime Darby Pilipinas, Inc. v. NLRC, GR 119205, April 15, 1998, main decision; reasonable revised schedule and meal-period distinction.
- https://lawphil.net/statutes/presdecs/pd1974/pd_442_1974.html — Labor Code, Articles 83–85 and 87–88, working time and overtime.
- https://lawphil.net/judjuris/juri2006/apr2006/gr_164774_2006.html — Star Paper Corporation v. Simbol, GR 164774, April 12, 2006, main decision; reasonableness limits on management policies.
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