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Labor-Management

Relations
Labor-Management Relations
 It refers to the relationship between
the employees on one hand and
management to the other;
 The Constitution takes part in the
Labor-Management Relations
Background of Present Labor-
Management Relations
 The government should assume the
role of guardian over the interests of
labor.
 The employer has a social and moral
responsibility to ameliorate the lot of
his employees
 Idea of Social Justice
 Government should actively
intervene in labor disputes
Labor Disputes
 They are difficulty caused by
impaired relations between
employees and management as a
result of dissatisfaction, irritation,
complaints, grievance, and
misunderstandings between
employees and their employer
Labor Disputes

Irritants to Workers:

 Management’s resentment of the undue


protection by the government of employees
and unions through pieces of legislation

 Management’s indifference and unfairness


Labor Disputes

Irritants to employers:
 The shift of worker’s loyalty from
management to union
 Reduction of managements right to
discipline or deal with employees
 Inter-union and intra-union rivalries
 Harassment of union by filing all kinds of
complaints
 Abuse of the union’s power
Labor Code
 Was promulgated on May 1, 1974 by
President Marcos as Presidential
Decree No.244
 “Charter of human rights as well as a
bill of obligation of every working
man in the Philippines”
Labor Code
 The Labor Code was designed to be
a dynamic and growing body of laws
to promote an effective labor-
management relations based on social
development.
The 1986 Constitution
 Article XIII (Social Justice and Human Rights
Section 3)
“The state shall afford full protection to labor, local
and overseas, organized and unorganized, and
promote full employment and equality of
employment opportunities for all. It shall guarantee
the rights of all workers to self-organization,
collective bargaining and negotiations, and peaceful
concerted activities, including the right to strike in
accordance with law. They shall be entitled to
security of tenure, humane conditions of work, and
living wage. They shall also participate in policy and
decision-making process affecting their rights and
benefits as may be provided by law.”
Functions of the Department
of Labor and Employment
 Promotion of employment and
manpower development and
utilization
 Protection of workers’ welfare
 Promotion and maintenance of
industrial peace based on social
justice
Rights of Labor
 Right to protection by the State;
 Right to full employment;
 Right to equal opportunities regardless of sex, race,
and creed;
 Right to self-organization;
 Right to collective bargaining and negotiations;
 Right to security of tenure;
 Right to just and humane conditions of work;
 Right to peaceful, concerted activities including
strikes;
 Right to participate in policy and decision-making
process affecting their rights and benefits;
 Right to compulsory arbitration as may be provided
by the law
The Labor Code also included:

 Right to certain hours of work and weekly rest


periods;
 Right to overtime and premium pay;
 Right to living wage;
 Right to protection of working women and
minors;
 Right to emergency, medical, and dental
treatment;
 Right to protection under safety and health
standards;
 Right to employee’s compensation in case of
injury or illness in line of duty;
 Right to social security and medical care
Labor Unions
 Labor Union is an organization run
by and for the workers who have
banded together to achieve common
goals in key areas and working
conditions
Union Objectives

Economic objectives of the union :


 Higher wages;
 Short hours of works;
 Various employee benefits such as
vacation leave, sick leave, and hospital,
medical, and insurance plans.
Union Objectives

Political Objectives:
 lobbying activities designed to secure the
passage of favorable legislation and
opposing unfavorable proposed laws; and
 to support and campaign for political
candidates who are “labor-friendly”
Work of Unions
 Negotiating a contract of employment
relationship with management;
 Handling complaint and grievances of the
employees;
 Enlisting, organizing, and indoctrinating of new
members;
 Conducting a political actions;
 Conducting research work on union problems
and projects;
 conducting union training and education
among the officers and members;
 involvement in community activities;
 Establishing linkages with other organizations.
Union Security

Union Security is a term applied to a


provision in a collective bargaining
agreement whereby an employer
agrees with the contracting union to
maintain his firm certain conditions of
employment designed to protect the
union against loss of membership or
loss of income derived from
membership dues.
Objectives of Union Security
 To protects it’s life through
recognition;
 protect itself against loss of
members or loss of income derived
from membership fees.
Forms of Union Security
 Closed shop;
 Union shop;
 Maintenance of Membership Shop;
 Agency Shop
Collective Bargaining
 is a process whereby management
and the union discuss and decide
terms and conditions of employment
which will govern the conduct of their
relationships within the duration of
agreement.
Who should attend
negotiations?
 A senior company official;
 One of the company’s representative
that should act as the chief
spokesman for the company ;
 Anyone in the union ;
 Presence of a legal counsel may, or
may not be necessary

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