De La Salle University – Dasmarinas

College of Business Administration and Accountancy

Human Resources Development – 31

FINAL OUTPUT: COLLECTIVE BARGAINING AGREEMENT

COLLECTIVE BARGAINING AGREEMENT: BDO & NUBE – BANCO DE ORO EMPLOYEES

ASSOCIATION

Submitted To:

Epitacio B. Mendiola Jr., MBA

Submitted By:

Mercado, Nathan Gabriel

Naing, Hmwe Papa

Tan, Tricia Reigne

Victoria, Clark Kent

January 2023
THE COMPANY:

BDO is a full-service universal bank in the Philippines. The bank changed its corporate
name from Banco De Oro Unbank, Inc. to BDO Unbank, Inc. on November 4, 2011However, the
bank operates under one of the following names and styles: BDO, BDO Unbank, Banco De Oro,
Banco de Oro Unbank and BDO Banco De Oro. BDO offers a full suite of industry-leading
products and services including credit (business and personal), deposits, foreign exchange,
booking, mutual funds and investments, credit cards, retail debit cards, corporate cash management
and remittances to the Philippines. Through its local offices, the Bank offers investment banking,
private banking, leasing and finance, rural banking, life insurance, insurance booking, and online
and offline booking services. BDO is a member of SM Group, one of the country's largest and
most successful conglomerates, whose businesses span retail, shopping malls, development
(residential, commercial, resort/hotel) and financial services. Although BDO is part of a
conglomerate, BDO's day-to-day operations are managed by a team of professional managers.

BDO is a full-service universal bank in the Philippines. The bank changed its corporate
name from Banco De Oro Unibank, Inc. to BDO Unibank, Inc. effective November 4, 2011.
However, the bank operates under one of the following names and styles: BDO, BDO Unibank,
Banco De Oro, Banco de Oro Unibank and BDO Banco De Oro. BDO offers a full range of
industry-leading products and services including loans (business and personal), deposits, foreign
exchange, broking, mutual funds and investments, credit cards, retail payment cards, corporate
liquidity management and money transfers in the Philippines. Through its local offices, the bank
offers investment banking, private banking, leasing and financing, rural banking, life insurance,
insurance brokerage, and online and offline brokerage services. BDO is a member of the SM
Group, one of the country's largest and most successful conglomerates, whose businesses span
retail, shopping center operations, real estate development (residential, commercial, resort/hotel)
and financial services. Although BDO is part of a conglomerate, BDO's day-to-day operations are
managed by a team of professional banking managers and employees. In addition, BDO has one
of the strongest Boards of Directors in the industry, composed of professionals with extensive
experience in various fields including banking and finance, accounting, legal and economics.
 Through selective acquisitions and organic growth, BDO is able to increase the strength of
its balance sheet and continuously expand into new markets. As of March 31, 2022, BDO is the
country's largest bank in terms of consolidated assets, customer loans, deposits, assets under
management and capital, as well as a network of branches and ATMs across the country. In
addition, BDO has one of the strongest Boards of Directors in the industry, made up of
professionals with extensive experience in various fields such as banking and finance, accounting,
law and economics. Through selective acquisitions and organic growth, BDO is able to strengthen
its strong balance sheet and continue to expand into new markets. As of March 31, 2023, BDO is
the country's largest bank in terms of consolidated assets, customer loans, deposits, assets under
management and capital, as well as a network of branches and ATMs across all countries.

THE UNION:

NUBE is the only national statutory union for bank employees registered with the
Department of Labor and Employment under the 'one industry, one union' concept. It had its
humble beginnings between 1969 and 1972 when the PCI Bank workers' union, led by Brother Jun
Umali, and the Philippine Bank Workers' Association, led by Romy Roy, successfully organized
the Alliance of Banking Unions in the Philippines (ABUP). In 1973, 18 credit unions again agreed
to form a new group, partly in response to the president's challenge and partly to rally against the
bank employers. Again, Jun Umali found himself at the head of this organization and once again
faced the same situation as the previous group as they were not registered with the Ministry of
Labor and Employment.

Finally, in 1978, as part of the implementation of the President's letter on union-led

vocational training as a requirement for legitimacy, the banking unions again turned to Jun Umali
for help in this particular direction. 15 banking associations have come together to implement a
unified employee training program. This unity in accomplishment, this unity in action, this unity
in spirit ushered in the birth of the National Association of Bank Employees in . On January 4,
1979, the NUBE was registered with the Department of Works and Occupations at the time. After
just three (3) years, NUBE has earned respect as a national union among its peers in the Philippine
labor movement. NUBE has close ties with banking unions in Asia, particularly Singapore,
Malaysia and Korea, where there is an exchange program between national banking unions in these
countries.

THE CBA:

In a unionized workplace, the employer sets wages without a formal negotiation process
or employee participation. Economic conditions include wage increases; Conclusion of contract,
Christmas bonus, half-yearly bonus; funeral services or in the event of death; Longevity Award;
hospitalization assistance, free medical, dental or optical services; productivity/performance-based
bonuses or incentives; productivity/performance on payroll; and an early retirement or voluntary
retirement scheme . Non-economic conditions include paid leave, bereavement or emergency
leave.

• The union can offer refresher courses and general advice and support. In employee training,
union members primarily learn how to “win first, want later”. The union has a
responsibility to ensure that workers fulfill their duties and to discipline them to do a good
job.
• The union represents its members in the workplace, exercises some influence over
workplace policy and provides protection against arbitrary disciplinary action and
dismissal. If you have a personal issue with an employer or manager, a union representative
will work with you and accompany you to your grievance hearings.
• A collective union voice facilitating discussions about issues between workers and
management in the workplace. Recognized unions have the right to be consulted on
proposed redundancies or business transfers.
• The union ensures fair and equitable treatment for all workers.
• The union plays an active role in meeting social and psychological needs such as: B. the
need to belong. Through social activities, committee meetings, etc., union members have
places to socialize and get to know each other.
• The union may provide bonuses and other benefits such as loyalty programs, stipends and
benefits for members and their families, protection from unforeseen economic hardships
such as illness, accident, injury, etc.
 • Unions fight many issues on behalf of their members, be they local, sectoral or national.
She also protests against unfair wages, working hours and pensions in the workplace. • The
union can build social partnerships with employers and the government. May proposes that
the government take labor law measures to better protect and develop the country's
workforce.

ANALYSIS OF THE PARTS, AS WELL AS THE INCLUSIONS:

The law and order content will be made available on its website as a guide for newcomers
and union members, according to NUBE. Collective Bargaining Agreements (CBA) negotiated by
NUBE enable the negotiation of innovative and groundbreaking provisions such as multi-employer
bargaining and several job security during mergers and acquisitions and joint training for store
managers and stewards. NUBE has not only earned the respect of other members of the labor
movement, but also of employers and the government. Furthermore, NUBE and BDO not only
support compliance list of the laws and regulations in the jurisdictions in which it operates. All
business transactions and operations must comply with regulatory requirements and applicable
laws, including but not limited to confidentiality of deposits, privacy and data protection, anti-
money laundering and other financial crime prevention, anti-corruption and bribery, insider trading
and consumer protection.

In 2016, the Bank continued to comment on proposals to change the governance rules
promoted by regulators, particularly Guidelines on Related Party Transactions, Proposed
Revisions on the Annual Report of the Banks and the SEC Code of Corporate Governance. Prior
to introducing transparency and accountability, BDO and NUBE made a commitment to their
investors, union members and stakeholders to provide full transparency and timely disclosure by
filing with the Securities and Exchange Commission (SEC) and the Philippine Stock Exchange
(PSE) as follows:

• General Information Sheet (GIS)

• Definitive Information Statement (DIS)
• SEC form 17-A
• SEC form 17-C (current reports - material information)
 • SEC Form 17-Q (Quarterly Report)
• SEC Form 23- A/B (Statement of Beneficial Owners)
• Audited Financial Statements (AFS)

Required disclosures relating to:

• Financial information is stated in the AFS, SEC Form 17-Q and the DIS
• Shareholder matters are provided in the DIS
• Executive compensation policy is stated in the DIS
• Directors’ fees are found in the DIS

Other important information includes the composition of the board, the role and activities
of the board committees, the meetings held and the attendance of the directors, records of the
continuing education of the directors, the remuneration policy, the shareholder structure, the
annual self-assessment of the performance of the Board of Directors as a collegial body, directors,
committees and management, Code of Business Conduct and Ethics.

NUBE has encountered many obstacles over the years, including changes in local union
leadership that have led to the resignation of some members of the organization, union
crackdowns, and mergers and acquisitions that In response to these challenges, NUBE organized
direct and statutory unions, accepted membership and formed an alliance with the Government
Financial Institutions Employees Bureau In its three and a half decades of existence, NUBE
organized syndicates in the following banks: Banco De Oro, Allied Bank, Savings Bank of Manila,
Producers Bank (merged), City Savings Bank, Philippine National Bank, Development Bank of
Singapore, Asia Trust, Premier Bank, PCI Capital, PCI Insurance, PCI Travel, and Sterling
Insurance.

ANALYSIS IF THE INCLUSIONS ARE OF LABOR LAW (AND OTHER

LAW) STANDARDS:

According to NUBE labor law standards, it assists union members in adhering to the rules and
regulations that are based on labor law standards that are deemed sacred and significant.

RIGHTS AND RESPONSIBILITIES OF WORKERS UNDER THE LABOR CODE

BOOK I – PRE-EMPLOYMENT

Regulates recruitment of workers locally or for work abroad. More information can be read
on Philippine Overseas Employment Agency (POEA) and Department of Labor and Employment
(DOLE)

BOOK II – HUMAN RESOURCES DEVELOPMENT PROGRAM

Art. 58/61 – Apprenticeship :

- OJT for more than three (3) months not to exceed six (6)months
- supplemented by related theoretical instruction
- wage: not less than 75% of applicable minimum wage
Art. 59 – Qualifications of Apprentice:
- at least 14 years of age
- has aptitude/capacity for appropriate tests
- has ability to understand/follow oral or written instructions
Art. 73/75 – Learners:
- trainees in semi-skilled/other industrial occupations
- learned by OJT
- less than three (3) months training
- wages: not less than 75% of applicable minimum wage
- commitment to employ the learners
Art. 80 – Handicapped Workers
- wages: not less than 75% of applicable minimum wage

BOOK III – CONDITIONS OF EMPLOYMENT

Title I – Working Conditions & Rest Period

Art. 83 – Normal work period:

- eight (8) hours/ day excluding meal time
- five (5) days a week

Art. 84 – Rest periods of short duration shall be counted as hours of work.

Art. 85 – Meal period – 60 minutes

Art. 86 – Night shift:

- 10:00 p.m. – 6:00 a.m.
- Pay differential: at least 10% of regular pay
Art. 87 – Overtime Pay :
- Regular weekdays: regular wage + 25%
- Holidays/rest days: regular wage + 130%

Art. 91 – Weekly rest day: one day after six (6) consecutive work days

Art. 93 – Compensation for Rest Day, Sunday , or Holiday Work

- Scheduled rest day - + 30% at least
- Special holiday - + 30% at least
- Scheduled rest day + special holiday - + 50%

Art. 94 – Holiday pay – 2x regular pay

Art. 95 – Incentive Leave – 5 days for at least one year of service

Title II - Wages
Art. 99 – Minimum wage rates are prescribed by the Regional Tripartite Wages and Productivity
Boards.

Art. 101 – Payment of wages by results (pakyao, piecework, other non-time work): DOLE
Secretary to regulate through time and motion studies or in consultation with workers’ and
employers’ organizations.

Art. 103 – Wages to be paid every two weeks

Art. 106 – Contractor/Sub-Contractor

- In case of failure to pay wages, employer becomes liable
- No labour-only contracting

Art. 108 – Posting of bond: employer/indirect employer may require contractor/sub-contractor to

post bond equal to cost of labour

Art. 109 – Solidary Liability: employer/indirect employers shall be held responsible, along with
contractor/sub-contractor, for any violation of Labour Code.

Art. 110 – In case of bankruptcy, workers should enjoy preference in the payment of unpaid wages
and other monetary claims.

Art. 113 – No deductions from workers’ pay except:

- To reimburse employer for insurance
- Union dues
- Other cases where employer is authorized by law or regulations of DOLE

Title III – Working Conditions for Special Groups of Employees

Chapter I – Female Employees More information on MAGNA CARTA for WOMEN

Art. 130 & Art. 131 – Nightwork prohibition with exceptions (Repealed by RA 10151 in June
2011)

Art. 132 – Provision of the following:

a. Proper seats
b. Separate lavatories + dressing room
c. Nursery in the workplace
d. Appropriate minimum retirement age or termination in special occupations such as flight
attendants

Art. 133 – Maternity Leave:

a. Two (2) weeks prior to delivery
b. Four (4) weeks after delivery
c. Extension without pay unless leave credits are applied
d. First four (4) deliveries

Art. 134 – Provision of free family planning services and incentive bonus schemes

Art. 135 – Prohibition against discrimination against women in respect of:

a. Pay for work of equal value
b. Promotion/training/study leave

Art. 136 – Prohibition of stipulation against marriage

Art. 137 – Prohibition against discharging a female employee on account of pregnancy

Art. 138 – Female workers in certain occupations such as nightclub entertainers, masseuses, etc.,
are considered employees if they worked under an employer for “a substantial period of time” as
determined by DOLE Secretary.

Chapter II – Minors

Chapter III – House help – Refer to RA 10361, passed in January 2013

Chapter IV – Homeworkers

BOOK IV – HEALTH/SAFETY/SOCIAL BENEFITS

Title I – Medical/Dental Services/Occupational Health & Safety

Art. 156 – Every employer is required to keep first aid medicines and equipment on the work
premises.

Art. 157 – The following are required:

a. Less than 50 employees – DOLE Secretary to determine
b. 50 – 200 employees – full time registered nurse (RN)
c. 201 – 300 employees – full time RN; part-time doctor; part-time dentist
d. Above 300 employees – full time RN, doctor, dentist; dental clinic; infirmary with one (1) bed
per 100 employees

Art. 162 – DOLE Secretary to set and enforce mandatory health standards. Refer to
“Occupational Safety and Health Standards (as amended, 1989)”.

Title II – Employees’ Compensation & State Insurance Fund More information

on Employees' Compensation Commission (ECC)

Art. 166 – Policy: to provide compensation/medical benefits (tax exempt) for work-connected
disability or death for employees and their dependents.

Art. 168 – Compulsory coverage: employees not over 60 years old; those above 60 are covered if
they are contributing to their insurance and retirement benefits.

Art. 183 – Employer’s contribution: 1% of monthly wage, reviewed periodically

Art. 184 – Government guarantee to make up for any deficiency in funds

Title III – Medicare – More information on PHILHEALTH

Title IV – Adult Education

Art. 210 – Every employer shall render assistance for the establishment and operations of adult
education for their workers as prescribed by DOLE/DECS. More information on Technical
Education and Skills Development Authority (TESDA).

BOOK V – LABOR RELATIONS

Title IV – Labor Organizations

Art. 241 – Rights & conditions of Membership:

1. No arbitrary or excessive initiation fees
2. Full & detailed reports from officers on all financial transactions
3. Direct election of officers, including those of the national union or federation
4. Determination by secret ballot of any question on major policies

Art. 243 – Coverage/Employees right to self-organization – All employees of business enterprises

and of religious/charitable institutions have the right to self-organization. Ambulant, self-
employed, rural workers may form labour organizations.

Art. 244 – Public Sector: Employees of government corporations have the right to organize and
to bargain collectively. All other employees in the civil service shall have the right to form
organizations for purposes not contrary to law. More information can be found at Civil Service
Commission (CSC)

Art. 245 – Managerial employees cannot form their own unions but supervisory employees
can.

Title VI. Unfair Labour Practices (ULP)

Chapter II – ULP of Employers

Art. 248 – Refer to the full text. Some ULP are the following:
1. Interfere, coerce, restrain employees in organizing
2. Require as a condition of employment not to join a trade union or withdraw from one
3. Outsourcing/contracting out when such will interfere etc. with employees’ right to self-
4. To discriminate with respect to wages, hours of work, and other terms/conditions of work
organization or discourage membership in any labour organization

Chapter III - ULP of Labour Organizations

Art. 249 – Refer to full text. Some ULP are the following:
1. Restrain/coerce employees in the exercise of their right to self-organization
2. To cause an employer to discriminate against an employee

Title VII. Collective Bargaining & Administration of Agreements

Art. 255 – Right of workers to participate in policy and decision-making processes insofar as these
directly affect their rights, benefits and welfare. For this purpose, a Labour- Management Council
(LMC) may be formed with labour representatives elected by the majority of the employees.

Title VII-A. Grievance Machinery & Voluntary Arbitration

Art. 260 – The CBA shall include grievance machinery; grievances should be settled in seven (7)
days; if not, subject to voluntary arbitration.

Title VIII. Strikes and Lockouts

Art. 263 – Workers have the right to strike and employers to lockout upon filing of a 30-day
notice, except in cases of ULP (15 days notice) or in union-busting (no notice required). In the
case of strikes, the majority of union members should have voted via secret balloting and the
enterprise/institution is not a hospital or similar entity, in which case the DOLE Secretary can
assume jurisdiction.

Art. 264 – Prohibited Activities:

1. Termination of an employee due to unlawful lockout or due to participation in a lawful
2. Obstruction of peaceful picketing
3. No strike-breakers
4. No police in the picket line
5. Obstruction of ingress/egress from employer’s premises for lawful purposes
6. Obstruction of public thoroughfares

Art. 267 – DOLE to extend special assistance to “most underprivileged workers” who are not
covered by major labour organizations and federations

BOOK VI. POST-EMPLOYMENT

Title I - Termination

Art. 278 – Covers workers of profit and non-profit establishments

Art. 279 – Security of Tenure: a regular employee shall not be terminated except for just cause. If
unjustly terminated, she/he should be reinstated with full restoration of seniority rights and
payment of back wages and benefits.

Art. 280 –
1. Regular employment – an activity is considered necessary and desirable in the usual business
of the employer except in cases of projects and seasonal work.
2. Casual – other employment not considered regular, project or seasonal (but see full text of the
Article)

Title II – Retirement

Art. 287 – In the absence of a retirement plan or agreement providing for retirement benefits of
employees in the establishment, an employee upon reaching the age of sixty (60) years or more,
but not beyond sixty-five (65) years which is hereby declared the compulsory retirement age, who
has served at least five (5) years in the said establishment, may retire and shall be entitled to
retirement pay equivalent to at least one-half (1/2) month salary for every year of service, a fraction
of at least six (6) months being considered as one whole year.

Retail, service and agricultural establishments or operations employing not more

than ten (10) employees or workers are exempted from the coverage of this provision.

BOOK VII. TRANSITORY & FINAL PROVISIONS

Title II – Prescription

Art. 290 – Prescription period for cases is three (3) years. But ULP cases not filed within one year
shall forever be barred.

Art. 291 – Money claims: three (3) years

ILANG MGA MAHALAGANG KARAPATAN NG MANGGAGAWA SA ILALIM NG
BATAS

A. Pagbuo ng Samahan (Labor Union)

1. Lahat ng manggagawa ay may karapatan magbuo ng kanilang sariling samahan.

2. Ang kasapi ng samahan (labour union) ay hindi dapat patawan ng labis na kabayaran.
3. Ang mga namumuno ng samahan ay dapat magbigay ng kumpletong report ukol sa
kaperahan ng samahan.
4. Ang mga kasapi mismo ang dapat makapagpili ng kanilang opisyales, kasama na ang mga
namumuno sa national union o pederasyon.
5. Dapat makapagpasya ang mga kasapi sa mga alituntunin ng kanilang samahan sa
pamamagitan ng secret ballot.
6. Hindi dapat makialam ang employer sa pagbuo ng samahan ng kanyang mga manggagawa.

B. Ugnayan ng Management at Labour

May karapatan ang mga manggagawa na makilahok sa pagbuo ng mga alituntunin ng

kumpanya na nakaka-apekto sa kanilang karapatan, benepisyo at kaayusan. Maaring
magbuo ng isang Labour Management Council (LMC) para sa layuning ito, kung saan ang
mga kinatawan ng mga manggagawa ay inihalal ng karamihan ng mga empleyado.

C. Karapatan Magwelga

1. May karapatan magwelga ang mga manggagawa pagkatapos magbigay ng 30 araw na

paunawa liban lang kung nagwewelga dahil sa pagbubuwag ng unyon na hindi kailangan
magbigay ng paunawa.
2. Bawal tanggalin sa trabaho ang mga manggagawa dahil sa illegal na pagsasara ng
kumpanya o dahil sa welga na legal.
Bawal hadlangan ang mapayapang welga.

D. Pagtatalaga sa Trabaho
1. Hindi maaaring tanggalin sa trabaho ang isang manggagawa kung walang tamang dahilan.
2. Ang empleyadong tinaggal sa trabaho kahit walang tamang dahilan ay ibabalik sa kanyang
dating puwesto kasama ang mga seniority rights at pagbayad ng naantalang sahod at mga
benepisyo na epekto ng kanyang pagalis sa trabaho.

D. Kalagayan sa Trabaho/Sweldo

1. Ang karaniwang oras ng trabaho ay walo (8) bawa’t araw at limang (5) araw bawa’t lingo.
And panahon ng pagkain ay 60 minuto at hindi ito kabilang sa walong (8) oras.
2. Ang oras ng trabahong panggabi ay 10:00 ng gabi hanggang 6:00 ng umaga. May dagdag
na bayad na hindi liliit sa 10% na tinatanggap na sahod.
3. Ang sahod para sa overtime ay ang mga sumusunod: (a) regular weekdays: + 25%; (b)
holidays/rest days: + 130% sa tinatanggap na sahod.
 4. Ang minimum na sahod ay itinatalaga ng Regional Tripartite Wages and Productivity
Boards.
5. Ang pagbayad sa pakyao o piece work ay binabatay sa pagaaral ng DOLE o sa bunga ng
pagsangguni sa samahan ng mga manggagawa at mga employer.
6. Ang sahod ay dapat bayaran ng hindi lalampas ng kinsenas.
7. Hindi dapat bawasan ang sweldo ng manggagawa liban sa (a) pagbayad ng insurance para
sa manggagawa; (b) bayad sa unyon, at (c) ibang mga kabayaran na nakasaad sa batas o
ayon sa mga utos ng DOLE.

E. Maternity Leave

May karapatan sa maternity leave ng 60 days para sa normal delivery at 78 days para sa
caesarean ang mga buntis na empleyada.

BAKIT MAS MAINAM NA MAY SAMAHAN O UNYON ANG MANGGAGAWA?

Alam natin lahat kung ano ang walis tingting. Ngayon, isipin natin kung isang tingting lang
ang gagamitin, e di hindi makakapagwalis tayo, hindi ba? Pero kung bibigkisin natin ang
maraming tingting, eh di makakapagwalis tayo. Ganoon din sa unyon o samahan ng mga
manggagawa. Kung nag-iisa ka, kawawa ka. Bagama’t kung may samahan, maaliwalas ang
kalagayan ng lahat. Kung nag-iisa ka, ididikta sa iyo kung anong sweldo ang gusto ng employer.
Pero kung may unyon, mayroong bargaining power at pwedeng humingi ng mataas na sahod.
Lahat tayo ay sanay sa tawaran – sa palengke para bumili ng pagkain; sa tindahan para bumili ng
sari’t saring bagay. Sa ganitong kalagayan, ang nagtitinda at ang mamimili ay nagtatawaran
hanggang marating yung presyong pinagkakasunduan at, ika nga, “a sale is made”.

Ganoon din sa trabaho. Ang kaibahan, ikaw na manggagawa, ay binebenta mo ang iyong
oras, pagod at dunong. Syempre gusto mo mataas na sahod. Ang mamimili ng iyong trabaho ay
ang boss ng kumpanya. Pero kung marami kayo, hindi pwedeng idedma ang inyong kahilingan
na itaas ang sweldo at magbigay ng iba pang mga benepisyo. Kasi kung nag - istrike kayo, e di
mawawala ang kita ng kumpanya o di kaya liliit. At kaya ninyo itigil ang pagpapatakbo ng negosyo
kasi marami kayo. Sino pa ang magpapatakbo ng kumpanya? Liban sa sahod at mga materyal na
benepisyo gaya ng longevity pay, retirement benefits at iba pa, ang mahalaga din ay hindi basta-
basta matatanggal ang manggagawa sa trabaho dahil hindi nagustuhan ng boss ang pagmumuka
niya. May proseso yan. Ang unyon ay nakakagawa ng paraan kung saan may “grievance
procedure”. At ito ay sinasangayunan ng management. Iba na talag kung may unyon na
ipagtatanggol niya ang mga karapatan ng manggagawa laban sa pang-aapi.

Subali’t hindi madali ang pagbuo ng samahan. Matrabaho ito. Natatakot ang karamihan
na baka matanggal sila sa pwesto kung malaman ng management na nagbubuo ng unyon. Kaya
kailangan pagaralan din ng mabuti at humingi ng tulong sa national union gaya ng NUBE na
malawak ang kasranasan sa pagtatayo at pagpapaunlad ng unyon. Sa karanasan ng NUBE, may
mga local affiliates na nakakatanggap ng 17 months’ pay sa pamamagitan ng mga bonuses at iba
pang benepisyo na nakukuha ng unyon sa collective bargaining. Ang ibig sabihin ng “collective
bargaining” ay hindi “individual bargaining” o isa-isa ang hihingi ng mas mataas na sahod at
magandang benepisyo sa management kung hindi sama-sama na humaharap sa management at
pinaguusapan ng maayos ang mga mahalagang bagay na ito. Ang collective bargaining agreement
o CBA ay ang pinaka-importanteng papel ng unyon.

PRESENTATION OF NEW IDEAS, SUGGESTIONS, ETC.

Unions are groups established to express unhappiness and promote the interests of workers inside
an organization. In the past, minority and low-skilled workers were particularly vulnerable to
exploitation because they were unaware of their rights. So, the two main reasons why unions still
exist today are to defend employees and balance off businesses' influence. When a labor agreement
is in place, unions typically bargain jointly with the employer.

The main objective is to provide its members with the best-shared interests, working conditions,
health benefits, and job security. We studied a union, NUBE (National Union of Banking
Employees), in the banking sector to better understand unions' role in society. We suggest that the
league provide more detailed guidelines on how could apply it.

The demonstration is primarily held to voice opposition to the recently announced minimum wage
regulation and to advance fundamental labor rights. Most of the NUBE, followed by the Guppy
Plastic Industries Workers Union, Occupy Activist, Party Socialist Malaysia, and Women Aid
Organization, sent representatives to the demonstration. They chant, "Stop destroying union
organizations" and "Raise the minimum wage from RM 900 to RM 1500, a much fairer wage," as
they march.

According to research, the poverty line is RM 750. Thus NUBE clarifies the much fairer pay
because the variations of RM 150 above the minimum wage are insufficient. J. Solomon has also
used this to urge business owners and HR department officials to drop any plans that might weaken
worker rights. Additionally, the claims that it is wholly unacceptable, given that the Maybank
employers and human resources ministry are attempting to dismantle NUBE and rip workers apart.
As a result, NUBE members picket Maybank and urge people to boycott the institution.

The participant asked that her identity remain a secret. She shall refer to as "the interviewee" from
it. One needs to have a specific level of education to work in banking. As a result, workers in the
financial sector are aware of their rights. Most people join the NUBE because it is a more effective
and powerful way to get better working perks to safeguard their rights. It is well known among
workers in the banking sector that this union is aggressively pursuing the best interests of its
members. It is how the interviewee learned about the union's existence and felt confident joining
it.

A strong leader contributes to a union's organization's success since a strong leader will
undoubtedly inspire confidence in the union's members. Members will exhibit relatively strong
support for the league in return. J. The former leader of the NUBE, Solomon (2005), once said:
"Since I was young, I've never liked to see someone being bullied. I would serve as an informal
leader if I saw someone weak and unable to speak for themselves. That's how they raised to stay
in touch with the membership, gather feedback, and provide the most recent information. The
interviewee stated that they dispatched NUBE's local representatives to banks every three months
or whenever there were complaints.

The interview subject is specific. J. Solomon is a professional in handling their complaints and
then fighting for what's best for them. She is content that she receives regular updates from local
representatives and updates the official website with the most recent details about union activity.
They are pleased that when a contract expires, all members will be invited to meetings to express
their concerns and request provisions to renegotiate the new agreement. She has been a union
member for more than ten years. Undoubtedly, having devoted members contributes to the union's
success and strength.

NUBE's commitment to professionalism is one of the critical factors in their members' persistent
loyalty. When it comes to picketing or demonstrations, the union will first inform the police about
their planned activities and seek legal approval so concerned departments can take all necessary
precautions to avoid injuries and harm to the public.

Another reason the interviewee has supported this union over the years is that she holds J in the
highest regard. Solomon's perspective is that there must always be a respectful and legitimate
means to voice one's displeasure for the employer to take care of the problem. According to her,
the union is essential if workers are to avoid exploitation and receive the benefits they are due.
Conclusion Based on our research, a solid and successful collaboration can improve the working
conditions for its members.

The following are the main reasons NUBE is so successful: (1) active member participation; (2)
proper pre-negotiation preparations; (3) significant involvement in political and civic activities;
(4) a strong union culture; and, most importantly, (5) a qualified leader. (Fossum, 2012) To put it
simply, the existence of unions has always played an essential role in society and will continue to
do so. It is valid for the past, present, and future. It is reasonable to assume that if there are more
NUBEs around the globe, the rate of labor exploitation and the number of sweatshops will decline
significantly, especially in rural areas.
REFERENCES:
Fossum. (2012). Unions: Members and Leader Attitudes, Behaviours, and Political Activities.
Labor Relations Development, Structure, Process. 11ed. NY: Mc Graw Hill. Lisa J. Ariffin.
(February 15, 2012). NUBE takes Maybank dispute to streets. Retrieved June 18, 2012 from
https://www.facebook.com/groups/379377715

Malaymail. (March 2, 2010). Petition for 90 days of maternity leave in progress. Retrieved July 6,
2012 from
http://mp.mohr.gov.my/index.php?option=com_content&view=article&id=1862:petitfor-90-
daysofmaternityleaveinprogress&catid=150:news&Ite

Basic Info. Retrieved July 10, 2012 from

https://www.facebook.com/pages/NUBEMalaysia/259701940707753?sk=info The Star Online.
(March 9, 2009). NUBE goes ahead with maternity leave petition. Retrieved July 6, 2012 from
http://thestar.com.my/news/story.asp? file=%2F2010%2F3%2F9%2Fnation%2F582

SEC, BDO (2020). INFORMATION STATEMENT PURSUANT TO SECTION 20 OF THE

SECURITIES REGULATION CODE. Retrieve from.
https://www.bdo.com.ph/sites/default/files/pdf/BDO%20-
%20PIS%202020%20%20FINAL%2018March%202020.pdf

NUBE (2022). National Union Bank of Employees. Retrieve from.

https://www.nubephil.com/new-page-3/