Employer re-accepting employee after invalid reinstatement order does not reactivate employment contract.

The Supreme Court dismissed the employee's cassation appeal regarding her claim that her employer's re-acceptance into work after a non-final reinstatement order constituted a new employment contract. The court found that the employer's actions, including granting leave, did not demonstrate a clear mutual intent to reactivate the previous relationship. Consequently, the court ruled that the prior employment contract was not revived and the dispute must be retried on the merits.