MYSTICAL ROSE COLLEGE OF SCIENCE AND TECHNOLOGY

Pogonlomboy, Mangatarem, Pangasinan

Contact No. 0920-964-4762
BSBA 2 LABOR RELATIONS AND NEGOTIATIONS Week 1 and 4

Name of learner: _________________________________________

Labor relations refers to the relationship between employers and employees in industry, and
the political decisions and laws that affect it.
We have to balance good labor relations against the need to cut costs.

a. collective relations between the management of an organization and its employees or

employees' representatives
b. a set of such relations in a wider context, such as in an industry, or in a national economy

More Than Small Talk: The Importance Of Getting To Know Your Employees
One of the most important aspects of being a leader is knowing your employees or team
members. In order to be a leader, you need people to follow you. Knowing your team members
and showing a real appreciation for them and their personalities, wants, needs, and work styles
will build a sense of trust and community within your organization.
You may have a desire to build an organization built on trust and mutual respect, and you want
your employees to be able to come to you with their problems and concerns and feel comfortable
sharing them with you. However, if there seems to be a block between you and other leaders
and the team members, you may want to ask yourself how well you know your employees. When
it comes down to it, do you know much more than their names and job titles?
Take a minute to consider the following questions to see how well you actually know your team
members:
– Does anyone who works for you have a birthday this month?
– Is anyone dealing with a family crisis or personal issue that might be effective their work?
– Are any of your employees married, have kids, or have grandkids?
– Who possesses creatives skills on your team? Do you have employees that are more analytical?
Are they using these skills to benefit your team?
– Can you name any hobbies or activities that your employees are involved in?
– Do you know how your employees feel about their jobs? Are they just there to earn a paycheck,
or are they looking to learn and grow, to make a contribution, and to make a change within the
organization?

So, how did you do? Is it time to get to know your team members better?
While it may seem simple, getting to know your team members on a more personal level can
make a big difference in workplace morale, employee performance, and job satisfaction. Let’s
take a look at how you can get to know your employees better.
1. Be approachable: Implement an open door policy and encourage your team members to come
to you for both personal and professional matters. Having a friendly disposition goes a long way
in making you an approachable leader.
2. Host team social events, coffee outings, and other less professional gatherings to get to know
your employees in an environment outside of work. You might see a new side to your team
members and discover new talents and traits that you can access back in the office. Seeing your
team members in different environments might help you understand them and the way they
make decisions and behave a little better, which will help both when it comes to disciplining and

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praising behavior.

3. Let your team members know that they have your support. You don’t want to give them the
impression that you’ll back them up if they’ve done something unethical, but that you’ll help
them along as long as they are working in the best interest of your organization.

4. Pay attention to your employees’ working conditions. Make improvements that will ensure
their time spent in the office is a little more enjoyable. This will show your employees that you
value them.

5. If you implement a reward system, make sure it is acting as a motivator and not a demoralizer.
Make sure that your reward system is competitive yet fair and allows each team member a
chance to receive an award.

6. A team is only as strong as its weakest link, so it is important to encourage individual

development as well as team development. If each team member is striving to become better
individually, the team will grow stronger in the process.

7. Be compassionate and share in your team members’ hardships and struggles. Don’t allow them
to use the struggles as an excuse to put out subpar work, but you should make allowances for
people dealing with grief and hardships and show an understanding of their issues.
Once you get to know your employees, you might find that your team is lacking in certain areas.
Maybe you realize you don’t have anyone with a strong voice to promote your brand, or your
marketing team doesn’t have a strong grasp on current tactics. If that’s the case, contact Business
Marketing Engine to book a free consultation to learn how we can fill those gaps in your team.

As you get to know your employees, you’ll get to benefit from the following things:

– You’ll become aware of each individual’s learning style. Use this information to better train,
describe job duties, and convey information that helps your employee be the most effective.

– Getting to know individual communication styles helps you better understand behavior,
leadership potential, and how to manage better.
– You will understand what they like and don’t like to do, as well as what they are best inclined
to do. Delegating job duties and tasks is easier when you know who is suited for what task. You
can also use this knowledge to push your employees to complete tasks that challenge them and
help them grow as a professional.

– Having an idea of what motivates your employees will allow you to get the most efficiency out
of them. Some may prefer bonuses, others may just want some praise. By tailoring motivation,
you know you can get the best work out of your team members.

– Employees respond to feedback in different ways. It helps to know which employees need
things slightly sugarcoated, and some prefer straightforward feedback.

– Discover that your employees are more effective and productive when they are in an
environment where they feel respected and honored as individuals.

With only so many hours in the day, how much time should you spend getting to know your team
members? The folks at Zappos suggest employing the 80/20 rule to building relationships.
Spending 20% of your time getting to know your employees can build relationships that pay off

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in the long run and have a ripple effect for you, your employees, and your team as a whole.
When time is precious, you’ll start to see every encounter as an opportunity. Getting to know
your employees helps you manage them in a much more effective way. You can learn their
strengths and their passions, and when those two factors combine, your team will feel a real
purpose and become much more efficient.

Additionally, when you start to see a more personal side to your employees and the lines of
communication are opened, there will be more mindfulness in the way team members interact
with each other. As familiarity grows, so does mutual respect. Communication and listening skills
will improve, as well. You’ll be able to pick up on subtle cues and have a better understanding of
your team.

You’ll benefit from getting to know your employees as well, since it will help you become a more
effective leader. You will have built trusting relationships with your employees, and by showing
you care for and value your employees encourages them to be more satisfied in their workplace
and utilize their skills to the best of their abilities.

If 20% seems like a lot of time to spend with your employees, think of it more as a guideline than
a hard and fast rule. Even taking the time to sit down for lunch for 15 minutes or grab a quick cup
of coffee with an employee helps to remove the boss/employee wall and build a foundation of
communication, trust, and respect. Your team will feel more accountable for each other, and
everyone will feel like they are working towards a common goal.
The most important thing to take away from getting to know your employees comes down to
one word – trust. Taking the time to know what is important to your team member shows them
that you value them as more than just a worker but also as an individual. By getting to know your
employees on a personal level, they will feel like they are valued not just for what they do, but
who they are. Once you have built a foundation of trust with your team members, you’ll start a
line of open and honest communication and create a work environment where everyone feels
supported and that they have something important to offer.

As you get to know your team and their strengths and weaknesses, you may find that they could
use support in certain areas of business. That is where Business Marketing Engine comes in. We
can help fill in the gaps in your team to give your business the best chance for success. Contact
us today for your free consultation to find out how BME can give your business and your team
the help it needs to achieve success on a new level.

How to (Really) Get to Know Someone

Ask genuine questions .Again, questions do serve a purpose when you’re getting to know
someone. In fact, you’d probably have a hard time communicating without asking any questions
at all. But it’s important to make sure you’re asking questions you’re truly interested in. Not much
of a film person? Don’t feel like you have to rattle off the age-old “Seen any good movies lately?”

Focus on questions that further a conversation Consider how you’d feel if someone asked you a
lot of questions that didn’t seem to have much purpose:

• “What’s your middle name?”

• “Do you have any pets?”

• “What’s your favorite food?”

You’d probably feel overwhelmed, or even like you stumbled into an interview you weren’t
prepared for. Instead of asking random questions, let the conversation guide you, and look for
cues from the other person. For example, if you notice a co-worker has a desktop background of
dogs, you might say, “Oh, how cute! Are those your dogs?”

Remember, you don’t have to ask everything that comes to mind. People naturally reveal
information about themselves over time. If you keep talking to them, you’ll probably end up
getting answers to even those.
questions you didn’t ask.

Avoid rapid-fire questions Say you just met someone who seems really great. You can definitely
see yourself becoming friends, maybe even something more. Once you feel that initial spark of
interest, you want to know more about them ASAP.

But rattling off a lot of questions may not be the best move. Sure, you’ll find out key facts about
the person, such as where they grew up and how many siblings they have. But one thoughtful
question might give you even more information.

For example, if you want to ask about family, you could say, “Do you spend a lot of time with
your family?” This will likely get you a better answer than simply asking if they have siblings.

Accept the awkwardness People often default to rapid, superficial questioning when they sense
a lull in the conversation. But this initial awkwardness is totally normal.

Actively listen to their answers If you’re genuinely interested in getting to know someone, you
can’t just ask them questions. You also have to pay attention to their answers. You can use active
listening skills to show someone you have a sincere interest in what they have to say. Active
listening means you participate in the conversation even when you’re not speaking.

How to do it
Give active listening a try by:

• making eye contact

• turning or leaning toward the person speaking
• nodding or making affirming noises while listening
• waiting to speak until they finish
• restating or empathizing with what they’ve said (“You broke your arm twice in one year?

That must have been horrible, I can’t imagine.”)

Pay attention to how they respond You can learn a lot from how someone physically responds
to a question. Do they lean in to reply? Gesture or seem otherwise animated as they answer?

If they seem excited, you’ve probably landed on a good topic. If they turn their body or head
away, shrug off the question, or give a brief answer, they may not have much interest.

Learning to recognize someone’s level of interest can help you have more success with
communication. Someone may have less interest in talking to you if they think you’ll continue
asking questions about things they don’t really care about.

Stay present We all feel distracted and unfocused at times. This can happen even when you’re
doing something enjoyable, like talking to someone you’re interested in getting to know.

If you feel your attention wandering, resist the urge to reach for your phone or otherwise check
out of the conversation. Instead, take a mindful moment and remind yourself of what you’re
doing — and why.

If you really can’t give your attention to the conversation, just be honest. Say something like, “I
had a rough day, and I want to give this conversation better attention than I’m capable of right
now.” This can help the other person feel valued. They’ll probably respect your honesty, too.

Be honest It might seem harmless to fudge the truth a little in order to relate to someone.

You read “The Hunger Games,” so you enthuse about how much you love dystopian young adult
novels. Or, maybe you want to join your cute co-worker’s running group, so you casually mention
running 5 miles every other morning when your shoes have been sitting in the back of the closet
for months.

As minor as these exaggerations might seem, developing trust is an important step in getting to
know a person. When the truth comes out (and it usually does), they might wonder what else
you’ve exaggerated, or if your entire friendship is based on a lie.
You don’t always have to like the same things to make a connection. Let areas of similarity come
naturally. If they don’t, you can always introduce each other to those things you’re passionate
about.

Talk about yourself Your relationships shouldn’t be one-sided. You won’t have much of a
friendship if the other person doesn’t get to know you, too. Along with asking questions, try to
share things about yourself.

You can offer personal details naturally over the course of a conversation, often by replying to
what someone says. For example: “You like to cook? That’s amazing. I don’t have much patience
in the kitchen, but I love to make cocktails.”

Some people may feel uncomfortable if they know very little about who they’re talking to, so
sharing things about yourself can help them feel more at ease.

You can then bring the conversation back to the other person with a related question, like, “Did
you teach yourself to cook?”

According to Parker, people who find it hard to connect with others often have trouble
connecting with themselves. She advises developing your own hobbies and interests so you can
expand your experiences.

Keep compliments minimal — and genuine Praising someone might seem like a good way to get
them to like you, but you don’t want to overdo it. This can be off-putting, since it often seems
insincere. Also, it can often make people uncomfortable.

A good rule of thumb is to make compliments meaningful and sincere. A heartfelt compliment
can help start a conversation that provides an opportunity to get to know someone better.
Use care when complimenting appearance. While there’s usually no harm in admiring a unique
piece of clothing or jewelry, avoid making comments about someone’s looks or size, even if you
think you’re saying something positive.

Also keep in mind that comments on appearance aren’t always appropriate in the workplace.

Avoid giving advice If someone you recently met starts telling you about a problem they’re
dealing with, your gut reaction might be to offer advice. But it’s best to just listen with empathy,
unless they specifically ask what you think or what you would do in the same situation.

If you really want to help, say “That sounds really tough. If you need anything, let me know. I’m
happy to help out if I can.”

It’s generally best to avoid asking for too much advice yourself, too.

Maybe you want to show the other person you value their thoughts and input. But constantly
asking “What do you think about that?” or “What should I do?” or even “Do you think I did the
right thing?” can put someone on the spot for an answer they may not feel comfortable giving.

Avoid texting or messaging too much Texting might feel like a good way to avoid the initial
awkwardness that sometimes comes with getting to know someone. But try not to rely too
heavily on this kind of communication, especially in the early stages. If distance is an issue,
consider video chatting.

Whenever possible, save texting for making plans or a quick “Hey, I was thinking of you.” You can
let the other person guide you here. If you both enjoy texting, go for it.

Just take care to maintain balance. Remember, you’re having a conversation, so try to avoid text
walls and give the other person a chance to reply. Save more intense conversations for in-person
communication to help you avoid miscommunication.
Avoid sending a lot of texts before you receive a reply. People get busy, and coming back to 12
messages after 1 day can feel overwhelming. If someone is already taking space from your
messages, sending more won’t help the situation.

Put effort into making plans When making plans with someone new, using things from your
conversation or cues in their environment can help.

Coffee is usually an easy option, but coming up with a more personalized plan shows you’ve been
paying attention. That can help someone feel more comfortable around you. For example, if you
both have dogs, you might suggest going to a dog park.

Using conversation cues can also help you know what to avoid suggesting. You wouldn’t want to
suggest meeting at a bar to someone who’s mentioned staying sober, for example.

There may come a time when you arrive late or have to cancel your plans, but try not to let this
happen often. Arriving on time and keeping commitments shows you value the other person’s
time.

Don’t press too hard on sensitive subjects Some people love talking about politics, religion, past
relationships, current relationship(s), or any number of other potentially delicate topics. Others
don’t. Many people don’t feel comfortable talking about these issues until they know someone
well.

Even if you love getting right into the deep, meaningful subjects, it’s generally wise to exercise
caution when you’re just getting to know someone.

“So, what do you think happens when we die?” may not be the best topic the first time you meet
up for coffee. Save that one for the cozier late-night chat you might have a few weeks or months
down the road.
It’s perfectly fine to introduce more sensitive topics in a general way, especially if you prefer to
know how someone feels about certain subjects from the beginning.

But pay attention to how they respond. If they give short answers, move to another topic. If they
simply say they’d rather not talk about something, respect that and change the subject.

Practice vulnerability If you want to get to know someone more intimately, your approach
shouldn’t be one-sided. In other words, you can’t expect someone to share personal information
if you aren’t willing to do the same.

You usually have to offer some level of vulnerability before someone begins feeling comfortable
around you.

This doesn’t mean you have to open up about heavy or serious topics right away. But over time,
you might naturally begin sharing more information about the things that matter in your life.

It’s just fine to keep things casual and lighthearted, if that’s the kind of friendship you’re looking
for. But if you want your new acquaintanceship to develop into a close friendship or even a
romance, you may not be able to get there without becoming vulnerable.

On the other hand, make sure you’re respecting their boundaries. If they tell you they don’t want
to talk about something or seem to turn away when you bring up a certain topic, don’t push it.

Give it time It can take more than 100 hours over a period of 3 months for a friendship to
develop. Of course, simply spending time with someone doesn’t mean you’ll form a long lasting
friendship, but your chances for friendship tend to increase when you spend more time with
someone.

It’s understandable to want to get closer to someone right away, but letting things naturally
develop can have better results than forcing a friendship.Just focus on spending time with the
person you want to get to know, and use the tips above to help make that time count.

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Also keep in mind that friendships may not always work out. Just as some people aren’t
compatible as romantic partners, some people also aren’t compatible as friends, and that’s OK.

If you’ve made an effort but the two of you don’t seem to click, it’s perfectly acceptable to stop
extending invitations and just make polite conversation when you see them at school, work, or
anywhere else. Let them reach out to you next, if they still want to pursue a friendship.

WHAT DOES A LABOR RELATIONS SPECIALIST DO?

The position of labor relations specialist falls under the category of human resources and is a growing
career choice. These professionals usually work for government agencies or for unionized
organizations. They act as a liaison between executives and company employees. They serve a number
of purposes, but their primary pursuit is to advocate on behalf of the employees. Let’s delve a bit deeper
into what labor relations specialist do.

What They Do

Labor relations specialists are often based in the human resources offices of an organization, as their
positions are similar in focus. While they do serve in staff oversight, the role of labor relations specialists
is a bit more specialized. As a representative for the employees, they work to resolve disputes between
management and workers. They also act as a mediator between parties, helping to bridge gaps in
understanding and to assist the resolution of conflict or communication difficulties. They might also
assist managers in the development of acceptable salary and benefits positions.A labor specialist can
take on larger tasks like helping companies to manage collective bargaining, negotiate with groups to
avoid litigation and deal with worker complaints. They also fight for fair employee working conditions
within organizations.
Job Requirements

A strong understanding of employment law is a must for this position. Two laws of particular
importance are the National Labor Resolutions Act and the Fair Labor Standards Act. At the very least,
a Bachelor’s degree is necessary for a field such as labor and employment relations or human
resources. In order to advance in some corporations, a professional will need to continue furthering
his or her education to obtain a Master’s degree.

Many employers like to see at least three to five years of human resources experience working with
employees in a number of capacities before considering hiring for labor relations. Some key skills you
will need to have in order to excel in this field include, good communication, strong interpersonal and
successful decision-making or problem-solving skills. In addition, it’s important to be tech savvy and to
be able to use a spreadsheet and other computer software.

Work Environment

While labor relations specialist do often work in government agencies and organizations with strong
labor unions, that’s not always the case. Labor union membership is seeing a decline. So labor relations
workers are now being utilized in other kinds of environments such as insurance benefit companies,
labor organizations, company management or employment placement agencies. Most of these labor
professionals work a regular 40 hours a week during regular office hours. Some, though, pursue
freelancing, contract or consulting positions and travel to various company HR divisions or specialty
firms.

As you can see, there is a unique niche within the human resources field that needs to be filled in order
to maintain a satisfied, competent workforce that is so critical for business success. It is the employee
relations specialist who specializes in skills required to improve relations and understanding between
all members of an organization and at all levels of the corporate ladder.

Activity:

Essay type. Write/ encode your answer in a long bond paper. Do not write at the back. One paragraph
each question with minimum of 20 and maximum of 30 sentences.

Make a documentation on how you get to know your best friend ?

1. What are those strategies/ methods you have made of reaching him/ her?
2. How do you find your strategy /method effective?
3. How you overcome trials and how you develop blessings?
4. A picture with your bestfriend.

Rubrics:
Originality 50%
Content 30%
Clarity 20%

Prepared by:
JOLLY GUIANG-LADERO
Instructor
 MYSTICAL ROSE COLLEGE OF SCIENCE AND TECHNOLOGY
Pogonlomboy, Mangatarem, Pangasinan
Contact No. 0920-964-4762
BSBA 2 LABOR RELATIONS AND NEGOTIATIONS Module 2

Name of learner: _________________________________________

Exercises and Activities:

For Written Output ( 30% )

Fill in the Blanks:

__________________ refers to thE ________________ between ___________and

_____________in industry, and the political _______________ and laws that affect it.
We have to balance good labor relations against the need to cut costs.

Be approachable: Implement an _______________ policy and encourage your team members to

come to you for both personal and professional matters. Having a ____________ disposition goes
a long way in making you an approachable ____________

Let your __________________ know that they have your ___________. You don’t want to give
them the impression that you’ll back them up if they’ve done something ______________, but
that you’ll help them along as long as they are working in the best ___________of your
organization..

___________________ to your employees’ working conditions. Make ________________ that

will ensure their time spent in the office is a little more enjoyable. This will show your employees
that you __________them.

Enumerate the following:

1-10 How to Get to Know Someone?
11-15 How to give an active listening?

For Performance Output ( 50% )

Each student will choose 1 way in getting to know someone and explain it further in a maximum
of 1 minute.

Prepared by:
JOLLY GUIANG LADERO
Instructor
 .MYSTICAL ROSE COLLEGE OF SCIENCE AND TECHNOLOGY
Pogonlomboy, Mangatarem, Pangasinan
Contact No. 0920-964-4762
BSBA 2 LABOR RELATIONS AND NEGOTIATIONS Module 3

Name of learner: _________________________________________

Competencies:
➢ Steps to negotiating terms and conditions with a trade union
➢ Employee Relation Issues

Any negotiation with a trade union should aim to achieve a mutually acceptable outcome.
But when making changes to employees’ terms and conditions, there can be a lot at stake
for those affected.

Here are six steps that employers can take to ensure that the bargaining process runs as
smoothly as possible.

1. Ensure you have to negotiate

Employers subject to compulsory trade union recognition will have to negotiate with their
recognized trade union if they are planning to make changes to pay (including pensions),
hours or holidays.

However, those that have entered into trade union recognition voluntarily should check
their recognition agreement to confirm the topics that they have agreed to negotiate with
the trade union.

2. Prepare the business case

The better prepared the employer is, the more likely it is going to be able to marshal its
arguments and back them up with evidence.

Points to consider include: how their objectives might be met; the consequences of not
making the changes; and how to manage the changes from an employee point of view.

The employer should keep an open mind during negotiations, and be realistic about what
can be achieved.

3. Remember legal entitlements of union representatives

Employee trade union representatives are entitled to paid time off to carry out their union
duties – this includes preparing for meetings, attending negotiations and meeting
members afterwards. They also have a right to receive “relevant information” from their
employer, without which they would be impeded in carrying out collective bargaining.

4. Understand the unions’ decision-making structure

The representatives of the union are likely to be staff members who are acting on behalf
of union members, but more complex negotiations may require a full-time official from the
union to be involved. Any offer made to the union representatives will have to be taken
back to union members for ratification before it can be implemented.

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5. Try to secure an agreement
By maintaining a spirit of cooperation and working with the trade union, the employer is

more likely to secure agreement with them. Simple things like explaining why the unions’
demands cannot be met will also help, while listening to the trade unions’ arguments may
help the employer see an alternative way of meeting its objectives.

6. Do not forget non-union employees

When negotiations cover a particular bargaining unit at an organization, the outcome will
affect all employees within the unit, not just those that are members of the trade union,
so be sure to communicate with them as well.

Employee Relations Issues

Did you know that HR managers spend up to 60 percent of their time trying to manage
workplace conflicts? Or that almost half of employees experience abusive behavior at
work? Conflicts, sexual harassment, annual leave disputes, bullying and other
employee relations issues can negatively impact your organization. As a business
owner or HR manager, it's your responsibility to prevent and address these problems
before they escalate.

Stop Workplace Bullying

According to a 2017 survey, more than 60 million U.S workers are dealing with
workplace bullying. Women are particularly vulnerable. Yet, only 12 percent of
employees take the steps needed to eliminate this issue. In fact, 25 percent do
nothing about it.

Workplace bullying is a global problem. If left unaddressed, it can affect employee

performance and team morale, hurt the company's reputation and increase
absenteeism.

Keep an eye on your employees and watch out for any signs of bullying in the
workplace. A stressful environment, name-calling and hurtful teasing are just a few
examples. Use surveys and questionnaires to build a better workplace and detect
potential issues before it's too late. Take bullying reports seriously and conduct further
investigations if necessary.

Address Employees' Pay Raise Requests

As an employer, you'll be constantly dealing with pay raise requests. Declining or

ignoring them isn't always the best option as it may lead to high turnover rates and
disengagement in the workplace. Less than 19 percent of American employees are
satisfied with their wages and more than half would change jobs to get a raise.

Low wages and unequal pay are common employee relations issues. Even if you
offer fair wages, your employees will still ask for a raise. Take your time to think about
it rather than saying no right away. Consider your employee's performance and results
as well as the average industry rates and the competition you're facing.

Many organizations have a performance-monitoring system in place. This allows

them to regularly assess employees' performance and reward their accomplishments.

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If you're on a tight budget, consider offering other perks, such as a promotion or more
flexible working hours.

Understand and Manage Workplace Conflicts

Poor communication, unfair treatment, misunderstandings and cultural differences

may cause tension in the workplace. Over time, these issues can escalate and cause
conflicts, affecting employee motivation and productivity. As a business owner, it's
important to acknowledge that your employees have different personalities and
needs. No matter how hard you try, you can't please everyone.

Let's say you decide to purchase new computers for the IT department. You see it as
a smart investment – after all, modern technology can streamline work processes,
increase business security and free up employees' time. However, other departments
within the organization may not agree with your decision. They may suggest that you
should invest in new software, buy ergonomic desks or increase their wages.

This kind of situation can lead to conflicts. Some employees will be happy with your
decision, while others will see it as a waste of money. Stay calm and listen to both
sides. Encourage feedback, address your employees' concerns and explain how this
investment will improve their work and benefit the organization in the long run.

Have Clear Policies in Place

Employee relations issues are inevitable. The best thing you can do as a business
owner or manager is to have clear policies in place. These may include a Code of
Conduct, leave policies, bullying and discrimination policies, drug and alcohol policies,
privacy policies, email policies and more.

Make it clear to your employees how performance reviews are conducted, what is
considered unacceptable behavior and what constitutes harassment or bullying.
Also, establish standard procedures for giving out bonuses and pay raises. Keep an
open line of communication and be open to feedback. Treat everyone equally and let
your employees know that you value their hard work.

*************************************************************************************

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Exercises and Activities: ( submit this portion on time )

For Written Output ( 30% )

Identification
Direction: Write your answer in the space provided.
1. When negotiations cover a particular _____________________ at an organization.
2. By maintaining a _______________________ and working with the trade union,
the employer is more likely to secure agreement with them.
3. While listening to the trade unions’ arguments may help the employer see an
__________________ of meeting its objectives.
4. The representatives of the union are likely to be ________________ who are
acting on behalf of union members.
5. More complex negotiations may require a ________________________ from the

union to be involved.
6. Employee trade union representatives are entitled to __________________ to
carry out their union duties.
7-9 Points to Consider in preparing business case:
___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
10. The ________________ should keep an open mind during negotiations, and be
realistic about what can be achieved.
11. Those that have entered into trade union recognition voluntarily should check their
_______________________________.
12 -15 ( 4 Points ) Give examples of bullying in the workplace
______________________________________________________________________
______________________________________________________________________
______________________________________________________________________
______________________________________________________________________
16- 21 Steps that employers can take to ensure that the bargaining process runs as
smoothly as possible:
_________________________________ _________________________________
_________________________________ _________________________________
_________________________________ _________________________________
22 – 25 How to address problems in the workplace before they escalate.?
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Essay: 5 Points

“Your employees have different personalities and needs” Elaborate.

For Performance Output ( 50% )

Make a Research concerning on how to value your employees and give a reflection
on it. Do it in a long bond paper. Please follow the Heading:

Research Work for Labor Relations and Negotiations

Module 3
Topic: _____________________

Prepared by:
JOLLY G. LADERO
Instructor 4
ACTIVITY SHEET FOR LABOR RELATIONS AND NEGOTIATIONS – MODULE 4

For Written output 30%

➢ “ Employees are the best assets “ Discuss in 10-15 sentences

For Performance output 50%:

➢ Make an interview to a successful entrepreneur on how they handle their employees.
➢ Make a videoclip on your activity. ( Interview )
MODULE 5 FOR LABOR RELATIONS AND NEGOTIATIONS

Top 5 Common Employee Relations Issues

Common employee relations issues crop up again and again. This holds true for small and large
businesses alike. The following five issues are not the only ones you will see and you will likely
deal with others. These are the most common and a few tips on how to manage them.

Conflict Management
Conflict can happen in any environment, and the workplace is certainly no different. Disputes
between employees or a direct disagreement between an employee and business owner are
situations that can occur frequently. An effective way of managing conflict is vital to the
continued health of your company.
One of the biggest issues is how the two parties talk to each other, or whether they talk at all. If
there is not an easy way for the two parties to communicate and have their issues heard, the
conflict can turn into something much worse. This can result in poor company morale or the
termination of a team member.
Consider using a system that allows for consistent, efficient communication between team
members and insist that this is the way they must communicate if a conflict arises. When you
make this a policy, you can avoid gossip and misunderstandings. You can also ensure that
employees always feel that their issues are heard.

Hour and Wage Issues

Do you find that issues often crop up around payday? Do employees tend to dispute the
number of hours they worked or insist on overtime that you don’t think is accurate? Do you or
your HR time find that you have to go over time sheets or attendance records to check details?
To avoid federal wage and hour violations and to reduce the possibility that employees will
dispute their paychecks, consider self-service timekeeping software that allows them to clock in
and out from their smart devices. This encourages employees to keep track of and manage
their own schedules by providing an efficient way to do so. It can also help with scheduling to
prevent unnecessary overtime or to make sure the employees in the right pay grade perform
the correct jobs.

Adequate Safety in the Workplace

It’s every business owner’s worst nightmare to have an injury or accident happen to one of
their employees while they are on the job. Promoting safety in the workplace should be a top
priority of every business owner. This should be true no matter what industry they are in. This
includes making sure all proper safety equipment is used and that the right security measures
are put in place.
A good policy should also ensure that employees are not overly fatigued due to too many
overtime shifts. Having software to track schedules can help HR managers ensure that
employees have plenty of rest time. This helps reduce over-scheduling to the point of creating
an unsafe work environment.
Annual Leave Disputes
Do your employees know that the company’s leave policy is? Are you sure your policy is in
accordance with state and federal laws? If your answer is no to either of these questions and
you are not currently using leave management software, you could open the door to annual
leave disputes.
Consider leave management software that helps you create a legal and transparent leave policy
that leaves no room for dispute. Provide every employee with easy access to this policy. This
type of software can also help your employees talk with HR managers about leave requests and
adjustments.

Timekeeping and Attendance Issues

Do you require your employees to come into the home office and clock in or out every day? Do
you find that many of them become lax on the issue, or that they have their co-workers ‘buddy
punch’ them in when they’re running late?
Timekeeping and attendance issues are common, and you can eliminate many of them by
utilizing employee self-service software. Allowing employees to keep track of their time and
communicate about attendance issues right from their smart devices reduces the chances for
conflict and provides them a handy benefit.
Having an effective employee relations plan in place will help you in numerous ways. You can
avoid federal wage and hour violations, promote safety in the workplace, assist with schedule
management, and give team members an easy way to communicate. This is an excellent way to
ensure you promote an efficient and engaging work environment for your employees.
EXERCISES & ACTIVITIES ( USE THIS SHEET FOR YOUR OUTPUT, STRICTLY HAND WRITTEN )

For Written Out put 30%

Discuss each issue in you words. 7 sentences each.
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For Perfomance Output 50%

https://www.youtube.com/watch?v=dRJpVCuK3jc
Watch this video regarding Employee absenteeism and chronologically late employees and make a
reaction paper in your own words. Minimum of 20 and a maximum of 30 sentences.
MODULE 6 FOR LABOR RELATIONS & NEGOTIATIONS

Contract Negotiations Management Vs. Labor

Many elements make up the labor-management space; however, contract negotiations often
are the most contentious facet of the relationship between organized labor and
management. During contract negotiations, also referred to as the collective bargaining
process, the labor union and the employer extend proposals and counteroffers and suggest
concessions to arrive at a labor union contract, or a collective bargaining agreement.
Achieving a mutually agreeable contract can take several weeks to several months, depending
on the ability and steadfastness of both the labor union and management.

National Labor Relations Act

The National Labor Relations Act, or the Wagner Act, to which it is often referred, sets out the
obligations of both labor unions and employers in the collective bargaining process. When the
National Labor Relations Board certifies the labor union as the employees' representation,
that's the point at which labor and management have a duty to bargain in good faith. The
labor board doesn't require the parties to reach a mutually agreeable contract, but it does
require that the labor union and the employer engage in timely, respectful and productive
negotiations.

Good Faith Bargaining

The exercise of bargaining in "good faith" means that both parties are committed to engaging
in negotiations with a common goal of achieving a labor union contract. Good faith doesn't
imply that the parties are required to hammer out an agreement, regardless of the proposals,
counteroffers and concession that labor and management put on the table. Bargaining in
good faith means that neither party will create artificial barriers to negotiations, such as
scheduling negotiation sessions and then canceling at the last minute; extending
preposterous demands and proposals, knowing full well the other side cannot meet the
demands; and refusing to budge on matters where the union and the employer aren't too far
apart to come to an agreement.

Labor Union Position

On the labor union side, the negotiations team generally comprises the labor union local
present, a business agent and a union steward. The roles of the local president and business
agent are to ensure the union is participating in negotiations to which they can agree.
However, the purpose of a union steward is to represent the interests of the company's
employees. A union steward is an employee himself; therefore, he has an on-the-ground
perspective of what employees want in their union contract. Based on the labor union's
interaction with its members, it is seeking better wages, benefits, pension contributions and
working conditions. In addition, the union's purpose is to work toward an agreement that
conveys the important message to employees that their union dues are at work.

Management Negotiating Team

On the employer's side, the negotiation team consists of a human resources leader, the
company owner, legal counsel and, often, a compensation and benefits specialist whose job is
to prepare labor costing scenarios based on the proposals that the union and management
extend. For example, a comp and benefits specialist might run the total labor cost for 1,000
employees making $11.25 an hour, averaging 15 hours of overtime each month and 30
percent contribution to employees' healthcare coverage, producing several scenarios, each
using 25-cent hourly increase intervals. For every proposal extended by the labor union or the
employer, the comp and benefits specialist runs a scenario that projects the employer's
overall cost.

Final Approval

Just because the labor union and the employer reach a mutually agreeable union contract,
the collective bargaining agreement is still is its tentative stage, because the union members
must approve the final contract. Therefore, a memorandum of understanding, or MOU,
captures the agreements for the union to present to its members. When union members vote
to accept the MOU, it's called ratification. However, if the members reject the agreement, the
labor union and the employer must go back to the bargaining table and flush out the details
with which the union membership wasn't entirely satisfied.

EXERCISES AND ACTIVITIES:

For Written Output ( 30% )

Make a Reaction Plan containing the lessons from Module 1 to Module 6. Strictly Hand
Written. No copy paste . Minimum of 50 and a maximum of 75 sentences. In a long bond
paper.

For Performance Output ( 50%)

Make a compilation of your Modules 1-6. Print them and compile them in a LONG, PINK
clearbook. Submit together with your written output.