A Presentation Report on

Labor - Management Relations

Nilda Sudario, MGM
Professorial Lecturer

Ronald D. Ravelo
Professorial Lecturer
 LABOR RELATION DEFINED
• Relationships between the employee and the
employer
• Relationship of management and labor union

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)
 Sources of Labor Problems
Dissatisfaction
• Irritation
• Complaints
• Grievances
• Misunderstanding between employer-
employee
 Presidential Decree No. 21
CREATING A NATIONAL LABOR RELATIONS
COMMISSION AND FOR OTHER PURPOSES
Rationale
• Promote industrial peace
• maximize productivity
• secure social justice for all the people

Original and Exclusive Jurisdiction

• All matters involving employee-employer relations
including all disputes and grievances which may
otherwise lead to strikes and lockouts under Republic Act
No. 875
• All strikes overtaken by Proclamation No. 1081
• All pending cases in the Bureau of Labor Relations.
 The HUMAN NEEDS Classified
Basic Physiological/Primary Needs
1. Hunger
2. Rest and Sleep
3. Protection from the elements
4. Propagation of race

Social and Psychological/Secondary Needs

1. Companionship
2. Approval of Other
3. Assertion of oneself
4. Self-approval
5. Protection from unjust labor practices
 Annoyances in the Labor
Relations
Workers Displeasures

1. Profit based labor practice

2. Production Cost vs Labor Expenses
3. Contemporary Business Management
practices
4. Biased decisions and judgements
5. Deficiencies in the HR administration and
labor Law Compliance
6. Legislative safeguards against employees
and unions
 Annoyances in the Labor
Relations
Employers Displeasures

1. Loyalty of employees
2. Managements reduced disciplinary powers
3. Indifference towards Management
4. Labor Unions politics
5. Legal/Regulative Harassment
6. Abuse of entered Collective Bargaining
Agreements
 Labor Union

• guardian of the just interest of an organizations

employees/workers
• organized to mediate or facilitate grievances of
employees to various factors that affect or in effect
cause disillusion/chaos to the workforce
• ensure security of labour rights of the workforce
• as stipulated in the constitution the right to organize
groups is favored in essence in every
company/organization
Why Join Unions/Labor Group
• Selfishness or foolishness of company or both
• Outside agitators, rabble-rousers, and radicals1
• Unfair and arbitrary treatment
• Inequality of pay or low wage
• Effectiveness of mass action in dealing with
employers and promotion of their rights as mandated
by the Labor Code
• Social and psychological satisfaction
• Management failure to equal treatment
• Provision of labor contracts for compulsory
membership
Why join Unions/Labor Group
• Enlistment by members of co-employees
• Solution to common labor problems
 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
 Federation, Local, and
Independent Union
• Federation of Unions are organization of affiliated
local union duly registered with DOLE
• Local Union is formed by employees dependent on its’
own by-laws and has no restriction other than those
imposed by the federation
• Independent Union are non-federation affiliated
organizations
 Union Security
• Provision in a Collective Bargaining
Agreement wherein a employer approves
the terms of employment in protecting
the Union from loss 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
 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 labor
practices.
Dedicated to the promotion of constructive dialogues in
the field of industrial relations
NLRC PROCESS