LABOR MANAGEMENT

RELATIONS
 LABOR
RELATIONS
 The State shall afford protection of labor,
DECLARATION promote full employment, ensure equal work
OF POLICY opportunities regardless of sex, race or creed,
and regulate the relations between workers
and employers.

CONSTRUCTION All doubts in the implementation and

interpretation of the provisions of this Code,
IN FAVOR OF including its implementing rules and
LABOR regulations, shall be resolved in favor of labor.
 The Department of Labor and Employment,
RULES AND and other government agencies charged with
the administration and enforcement of this
REGULATIONS Code, or any of its parts, shall promulgate the
necessary implementing rules and regulations.

All rights and benefits granted to workers

APPLICABILITY under this Code, shall except as may otherwise
be provided herein, apply alike to all workers
whether agricultural or non agricultural.
LABOR
UNIONS
 1. To promote the primacy of free collective
bargaining including voluntary arbitration,
mediation and conciliation as modes of settling
labor or industrial disputes;
DECLARATION 2. To promote free trade unionism as an
instrument of democracy, and the promotion of
OF POLICY A social justice and development;
3. To foster the free and voluntary organization of
a strong and united labor movement;
 4. To promote the enlightenment of the workers,
concerning their rights and obligations as union
members, and as employees;
5. To provide and adequate administrative machinery,
for the expeditious settlement of labor or industrial
DECLARATION disputes;

OF POLICY A 6. To ensure a stable but dynamic and just industrial

peace;
7. To ensure the participation of workers in deciding
and policy-making processes affecting their rights,
duties, and welfare.
 To encourage a truly democratic method of
regulating the relations between the employers
and employees, by means of agreement freely
entered into through collective bargaining. No
court or administrative agency, or official, shall
DECLARATION have the power to set or fix wages, rates of pay,
OF POLICY B hours of work, or other terms and conditions of
employment, except as otherwise provided
under this Code.
DEFINITION
OF
TERMS
 Any union or association of employees which
LABOR exist in whole or in part, for the purpose of
collective bargaining, or of dealing with
ORGANIZATION employers concerning terms and conditions of
employment.

LEGITIMATE Any labor organization duly registered with

LABOR the Department of Labor and Employment,
ORGANIZATION and includes any branch, or local thereof.
 Any labor organization whose formation,
COMPANY function or administration has been assisted as
UNION any fact defined as unfair labor practice by the
Code.

BARGAINING A legitimate labor organization whether or not

employed by the employer.
REPRESENTATIVE
COMPANY POLICY
ON
LABOR UNION
RELATIONS
 COMPANY POLICY
The company recognizes the labor organization, chosen by a
majority of its employees, as a sound factor in the development of good
over all employee-management relations and in its ability to furnish
service. It is, therefore essential that all management people understand
and observe the company’s policy with respect to its relation with this
organization, which is as follows:
• To recognize the union as an organization that is endeavoring to
improve the social and economic status of those it represents.
• To deal with its officers and those they represent sincerely,
considerately and on a business like – with the view to developing
greatest mutual confidence and respect.
• To abide by the spirit and letter of government rules and regulations,
which guarantee the rights of employees to organize and choose
representatives for the purpose of collective bargaining, settlement of
grievances, etc.
• To administer the contracts which the company has entered into with
this organization on hours of work, rates of pay, and other conditions
of employment – strictly in accordance with the intent of the
provisions.
• To administer formal written practices affecting employee – on a
consistent and impartial basis in accordance with the intent.
• To work with the union on joint undertakings, and to give that
organization full share of the credit accomplishments.
 WHY SOME
EMPLOYEES JOIN
UNIONS
1. Compulsory union membership of employees as a requirement for
employment.
2. Employer’s unfair and arbitrary treatment of employees such as:
• Abuses and autocratic practices of executives and supervisors
• Practices of favoritism and discrimination by supervisors
3. Discontent with earnings because of inequality of pay or low wages, to
secure protection of employee’s rights, and to obtain more concession from
the employer.
4. Workers realization that they must band together to protect their interests
and save themselves from exploitation and unjust treatment of employer,
who has little or no regard on human relations.
5. The Labor Code protects the right of the workers to organize themselves;
to form, join or assist a labor organization of their own choosing, and to
engage in joint activities for the purpose of collective bargaining and other
forms of mutual aid or protection.
6. Management’s failure to give the employees what are due them by law or
by company’s voluntary grants, satisfactory working conditions, adequate
wages and fair treatment.
7. The feeling of security in employment and economic advantage through
collective action.
8. Union leaders and members exert effort to enlist other worker and may
even harass those who refuse to join them.
9. The desire to seek solution to common problems and aspirations together.
Employees know that in union there is strength.
10. If the general conditions, the policies and programs, and the working
relationships in the company are very unsatisfactory, employees will be
easy target for the organization of unions.
 WHY SOME
EMPLOYEES
DO NOT
JOIN UNIONS
1. Anomalies in the handling union matters, specially of union
funds, and other corrupt practices by some union leaders,
have given unionism a bad image before employees and
employers alike.

2. Professionals and technical employees in general, show little

or no interest in joining unions. Many in this group do not
believe that unions can improve their employment status.
3. Belief of employees to be treated and recognized individually
for their good performance on the basis of merit, rather than,
achieve economic improvement, through a collective
bargaining agreement.

4. Other employees in the rank and file refuse to join unions

because they do not want to pay union dues or contributions.
They know that any benefits the union might obtain from the
employer will be granted to them, even if they do not
contribute to union support. These are called “free riders”.