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The advent of Global recession led to a deluge of labor problems among affected counties, primarily, the United States of America and other countries in Europe as well.

Among major capitalist countries, tens of thousands of companies shut downed to avert more business reversals while some resorted to implementing some labor saving devices or schemes such as attractive retirement offer, retrenchment and or transferring employees to various sites of operations to increase production.

On the other hand, this scenario drastically opened the floodgate of labor issues from the ranks as to the possible repercussions of employer’s exercise of prerogative in relation to employee’s security of tenure.

Hence, this effort of  explaining in the most basic instance the interrelation of this two labor concepts- employer’s prerogative in relation to employee’s security of tenure.

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Employer’s prerogative is founded on the basic principle on the right to property. It includes, on his part, the right to determine how to conduct his business, to hire and fire employees under just and valid circumstances.

Based on his assessment and perception, the employer can move the employee around in the various areas of  business operations, based on employee’s qualification, aptitude and competence in order to ascertain where he will function with utmost efficiency and maximum productivity to benefit the company.

An employee’s right to security of tenure does not give him such a vested right in his position as would deprive the company of its prerogative to change his assignment or transfer where he will be most effective.

Willful disobedience of the employer’s lawful orders constitutes a just cause to warrant dismissal of an employee.

So that the next time your employer  exercise his prerogative better think twice before initiating drastic reaction against the perceived unlawful employer’s order.