LABOR

MANAGEMENT
RELATIONS
 GROUP 8
RESEARCHER AND PPT
1.MAHANNAH P. BALE
2.ZUHAILA BANTILAN

REPORTERS:
3. BIANCA REQUERME
4. MAGUID S. MAULANA,JR.
5.
6.
LABOR
RELATION
• IS THE RELATIONSHIP BETWEEN
MANAGEMENT AND LABOR, ESPECIALLY
WITH RESPECT TO THE MAINTENANCE
OF AGREEMENTS, COLLECTIVE
BARGAINING, ETC
• RELATIONSHIPS BETWEEN THE
EMPLOYEE AND THE EMPLOYER
EMPLOYER
• is a person or institution that
hires employees or workers.
Employers offer wages or a
salary to the workers in
exchange for the worker's work
or labor
 EMPLOYEE
-IS AN INDIVIDUAL WHO
WA S H I R E D BY A N
E M P L OY E R T O
d o a s p e c i fi c j o b .
GOVERNING RULE AND PRINCIPLES

• Labor Standards Law

• Social Legislation
• Labor relations law now
embodied in the Labor
Code
 LABOR RELATIONS AS A PERSONNEL
MANAGEMENT FUNCTION

1.Administration and application of the personnel of the personnel policies and programs
adopted by management

2.Administration of the collective bargaining contracts with the

union
3. Solution of day-to-day problems that arises in connection with labor and social
legislation and government rules realtive to employee-employuer relations
 LABOR RELATIONS AS A PERSONNEL
MANAGEMENT FUNCTION

•The efficient use of the material resources of any organization depends on how well it is
utilized by its Personnel or Manpower (Martinez et. al, 1993:215)

•A code of the ways of organization and treating individual at work so that they will each get
the greatest possible realization of their intrinsic abilities , thus attaining maximum efficiency
for themselves and their group, and thereby giving to the enterprise of which they are a part
its determining competitive advantage and its optimum result. (Spates, 1994:9)
 Labor Standards
Labor standards refer to legally-mandated benefits required to
be given to the employees by the employer or, in some cases,
by the Government

In order for a benefit to be considered as a labor standard, it is

required that there be a legal basis for the granting of such
benefit.
 Concept

Labor standards refer to legally-mandated benefits required to be given to the

employees by the employer or, in some cases, by the Government.

Labor standards are also known as “General Labor Standards” or “Legally-Mandated

Benefits.”
 List of Labor Standards
1) Minimum Wage
2) Holiday pay
3) Premium pay
4) Overtime pay
5) Night shift differential
6) Service charges
7) Service incentive leave
8) Maternity leave
9) Paternity leave
10) Parental leave
11) Leave for VAWC
12) Special leave for
women
13) 13th month pay
14) Separation pay
15) Retirement pay
16) ECC benefits*
17) PhilHealth benefits*
18) SSS benefits*
 WHAT IS LABOR DISPUTE?

A LABOR DISPUTE IS A DIFFICULTY

CAUSED BY IMPAIRED RELATIONS
BETWEEN EMPLOYEES AND MANAGEMENT
AS A RESULT OF DISSATISFACTION,
IRRITATION, COMPLAINTS, GRIEVANCE
AND MISUNDERSTANDING BETWEEN
EMPLOYEE AND HIS OR HER EMPLOYER
WITH REGARD TO AN EMPLOYMENT-
RELATED SITUATION.
 WHEN DOES LABOR
DISPUTE OCCUR?

• A MISINTERPRETATION OF WHAT IS DUE TO OR EXPECTED BY

EITHER LABOR OR MANAGEMENT.
• Labor is made up of human beings who must be treated fairly
by the management.
• The satisfaction of human needs and wants is essential for
every employees to attained harmonious relationship
NATIONAL POLICY ON Labor Dispute Settlement

1. 1987 CONSTITUTION
* Sec. 3, Article XIII provide :
"the state shall promote the principle of
shared responsibility between workers and
employers and the preferential use of
voluntary modes in settling disputes,
including conciliation, and shall enforce
their mutual compliance therewith to
foster industrial
 DEPARTMENT OF LABOR AND
EMPLOYMENT
-IS AN EXECUTIVE DEPARTMENT OF THE PHILIPPINE GOVERNMENT MANDATED TO
FORMULATE POLICIES AND IMPLEMENT PROGRAMS AND SERVICES IN THE FIELD OF
LABOR AND EMPLOYMENT .

The responsibilities of DOLE cover three major areas:

1. Promotion of employment and manpower development and utilization

2. Protection of worker’s welfare
3. Promotion and maintenance of industrial peace based on social justice
LABOR
CODE
oThe labor code of the Philippines
is the legal code governing
employment practices and labor
relations in the Philippines.
oIt was enacted on Labor day,
May 1, 1974 by the late president
Ferdinand Marcos.
LABOR CODE, AS
AMENDED BY
REPUBLIC Article, 211 of the Code provides,
among others:
Act 6715 a. "... It is the policy of the
state...to promote and emphasize
the primacy of free collective
bargaining and negotiations,
including voluntary arbitration,
mediation, and conciliation, as
modes of settling abor or
industrial labors.
LABOR CODE, AS
AMENDED BY
REPUBLIC B. "To provide adequate
administrative machinery for the
Act 6715 expeditions settlement of labor or
industrial disputes.
EARLY POLICIES
Adopted by the
Government on
A. Commonwealth Period (1936-
Settling the Labor 1953)

Disputes B.Industrial Peace Act

Period(1953-1972)
C.Martial Law Period (1972-1986)
D.Post-Martial Law Period (1986-
present)
 COLLECTIVE
BARGAINING AND
LABOR RELATIONS
 WHAT IS COLLECTIVE
BARGAINING?
Collective is the relationship between employer and
employee are equal; Collective bargaining is a process
by which the representatives of the organization meet
and attempt to work out a contract with the employee’s
representative – the union.
 WHAT IS COLLECTIVE
BARGAINING?

Collective bargaining occurs when representatives

of a labour union meet with the management
representatives to determine employees’ wages
and benefits, to create or revise rules, and to
resolve dispute or violations of the labour contract;
 WHAT IS COLLECTIVE BARGAINING?

Bargaining is the process of debating, discussing,

and threatening in order to bring about
favourable agreement of those represented.

Note: this means Collective bargaining is a process of

negotiation between employers and a group of
employees aimed at reaching agreements to regulate
working conditions. The interests of the employees are
commonly presented by representatives of a trade
union to which the employees belong.
 A UNION IS AN ORGANIZED
GROUP OF WORKERS WHO
C O L L E C T I V E LY U S E T H E I R
S T R E N G T H T O H AV E A V O I C E I N
THEIR WORKPLACE. THROUGH
WHAT IS UNION? A U N I O N , W O R K E R S H AV E A
R I G H T T O I M PA C T WA G E S ,
WORK HOURS, BENEFITS,
W O R K P L A C E H E A LT H A N D
S A F E T Y , J O B T RA I N I N G A N D
O T H E R W O R K- R E L AT E D I S S U E S .

Note: Workers have the right to join a union.

Having support from the union to ensurefairness
and respect in the workplace is one of the key
reasons workers organize.
 UNIONS' CONTRIBUTIONS AND
EFFECTS
1. To the employees
• Improvement of working rules, protection from
the employer, and increase in job security
• The grievance procedure negotiated by the
union assures an employee full and just
consideration of their complaint.
• Better terms and conditions of employment
through bargaining collectively with
management
 UNIONS' CONTRIBUTIONS AND
EFFECTS
2. To the Employer
• Lost the power to set wages without prior
discussion with the union
• Limited power to terminate or discipline
employees
• Union may provide management with useful
information about the status of employee
morale
• Cooperation in the grievance procedure can
prevent minor complaints from growing into
major issues.
 TYPES OF UNION

•Industrial Union – composed of workers in an

organization/company in a particular firm or plant
regardless of occupation.

•Craft Union – restricted to persons working in

the same trade or related occupation in the firm
UNION SECURITY
•PROVISION IN A COLLECTIVE
BARGAINING AGREEMENT
W H E R E I N A E M P L OY E R
APPROVES THE TERMS OF
E M P L OY M E N T I N P R O T E C T I N G
TH E UN ION F R O M LOS S OF
MEMBERSHIP OR INCOME
DERIVED FROM MEMBERSHIP
DUES.
 FORMS OF UNION SECURITY
Closed Shop – understanding between firm and labor union in
which members covered by the CBA must be in good standing
during the life of the agreement

Union Shop – bargaining unit should in a prescribed period join

the union in good standing and remain a member in order to
retain their jobs.

Agency Shop – are employees who are not member of the

recognized bargaining unit are assessed a reasonable fee
equivalent to the dues and other fees paid by by members of
the recognized union in order to avail the benefits under the
bargaining agreement
 A L A BO U R C O N T RAC T I S A
FORMAL AGREEMENT BETWEEN
THE LABOR A UNION AND MANAGEMENT
T H AT S P E C I F I E S T H E
CONTRACT C O N D I T I O N S O F E M P L OY M E N T
AND THE UNION-MANAGEMENT
R E L AT I O N S H I P O V E R A
M U T U A L LY A G R E E D U P O N
P E R I O D O F T I M E ( T Y P I C A L LY 1
YEAR OR 3YEARS)
T H E L A BO U R C O N T RAC T
S P E C I F I E S W H AT T H E T W O
PA RT I E S H AV E A G R E E D U P O N
REGARDING ISSUES SUCH AS
WA G E S , B E N E F I T S A N D
WORKING CONDITIONS.
 T H E P R O C E S S I N V O LV E D I N
THE LABOR REACHING THIS AGREEMENT IS
A C O M P L E X A N D D I F F I C U LT J O B
CONTRACT REQUIRING WILLINGNESS FROM
BOTH SIDES TO RECONCILE
THEIR DIFFERENCES AND
C O M P R O M I S E T H E I R I N T E R E S T.
 ISSUES IN COLLECTIVE BARGAINING
The major issues discussed in collective bargaining fall
under the following four categories:

Wage related issues – these include such topics as how

basic wage rates are determined, cost of living
adjustments, wage differentials, overtime rates, wage
adjustments and wage systems applied.

Supplementary economic benefits – these include

issues such as pension plans, paid vacations, paid
holidays, health insurance plans, dismissal pay,
reporting pay, and supplementary unemployment
benefits.
 ISSUES IN COLLECTIVE BARGAINING

Institutional issues – these consist of the rights and duties of

employers, employees, and unions, including union
security(union membership as a conditionof employment),
check-off procedures (when the employers collects dues by
deduction from employees' pay-checks) employee stock
ownership plans, and quality of work- life programs.

Administrative issues – these include such issues as seniority,

employee discipline and discharge procedures, employee
health and safety, technological changes, work rules, job
security, and training.
 THE INTERNATIONAL LABOR ORGANIZATION

Established in 1919 and has 185 member countries

First specialized agency by the UN
a transnational organization who’s purpose is the international
collaboration of securing permanent peace and eliminate
injustices through the improvement of laborpractices.
Dedicated to the promotion of constructive dialogues in the field
of industrial relations
 LABOR ORGANIZATIONS IN THE PHILIPPINES

• Trade of Union Congress of the Philippines

• Partido ng Manggagawa®
• Alliance of Progressive Labor
• Bukluran ng Manggagawang Pilipino
THANK YOU!