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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:
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:
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