Chapter 5:

Collective
Bargaining
Collective Bargaining
Is the process by which the representative of
the employer and employees discuss and
negotiate (bargaining) the various phrases of
their relationship with the view of arriving at
a mutually acceptable agreement.

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Individual and Collective Bargaining
Individual Bargaining Collective Bargaining
1. Are negotiated between an 1. are negotiated between a registered
individual and their employer, union and an employer
and bind only those parties. 2. Covers terms and conditions of

VS.
2. Encompasses broad area of employment.
subject. 3. Employer-employee relationship is
3. Takes place once the parties have essential
meeting of minds on the subject 4. Workers are represented by their
matter and cause. bargain agent.
4. May involve two or more persons 5. Conflicts in construction and
who may natural or juridical interpretation are resolved by
persons. Department of Labor and
5. Conflicts in construction and Employment (DOLE)
interpretation are resolved by
regular courts.

Source: Mendoza, Q. The Phil. Labor Relations Law, 2021 Edition

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Strength of Collective Bargaining
1. Collective bargaining gives workers a larger voice.
2. Collective bargaining can improve a worker’s quality of life
3. Collective bargaining creates enforcement consistency.
4. Collective bargaining encourages cooperation.
5. Collective bargaining creates a binding result.
6. Collective bargaining creates relationships.
7. Collective bargaining must represent every member of the
unit.
8. Collective bargaining can be changed.

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Duty to Bargain Collectively

• Meaning of duty to bargain collectively.

The duty to bargain collectively means the performance of a mutual
obligation to meet and convene promptly and expeditiously in good faith for
the purpose of negotiating an agreement with respect to wages, hours of
work and all other terms and conditions of employment including proposals
for adjusting any grievances or questions arising under such agreement and
executing a contract incorporating such agreements if requested by either
party but such duty does not compel any party to agree to a proposal or to
make any concession.

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Procedure of Collective Bargaining
Article 250 of Labor Code of the Philippines
• The following procedures shall be observed in collective bargaining:
1.When a party desires to negotiate an agreement, it shall serve a written notice upon the other party
with a statement of its proposals. The other party shall make a reply thereto not later than ten (10)
calendar days from receipt of such notice;
2.Should differences arise on the basis of such notice and reply, either party may request for a
conference which shall begin not later than ten (10) calendar days from the date of request.
3.If the dispute is not settled, the Board shall intervene upon request of either or both parties or at its
own initiative and immediately call the parties to conciliation meetings. The Board shall have the
power to issue subpoenas requiring the attendance of the parties to such meetings. It shall be the
duty of the parties to participate fully and promptly in the conciliation meetings the Board may
call;
4.During the conciliation proceedings in the Board, the parties are prohibited from doing any act
which may disrupt or impede the early settlement of the disputes; and
5.The Board shall exert all efforts to settle disputes amicably and encourage the parties to submit
their case to a voluntary arbitrator. (As amended by Section 20, Republic Act No. 6715, March 21,
1989)

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Negotiation Techniques and Issues

• Negotiation
Negotiation occurs when conflict exists between
groups and both parties are prepared to seek a
resolution through bargaining.

Negotiation helps to develop mutually beneficial

solutions in situation of conflict.

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Negotiation Techniques and Issues

Negotiation

FUNDAMENTALS OF NEGOTIATION
8 Pillars of Negotiation Wisdom
1. Be conscious of the difference between positions and interests
2. Be creative
3. Be fair
4. Be prepared to commit
5. Be an active listener
6. Be conscious of the importance of the Relationship
7. Be aware of the BATNAs (Best Alternative To a Negotiated Agreement)
8. Enhancing negotiations skills

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Negotiation Techniques and Issues

Negotiation

Way / Technique in handling Conflict

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Negotiation Techniques and Issues

Negotiation

Way / Technique in handling Conflict

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Negotiation Techniques and Issues

Negotiation

Way / Technique in handling Conflict

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Negotiation Techniques and Issues

Negotiation

Way / Technique in handling Conflict

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Negotiation Techniques and Issues

Negotiation

Way / Technique in handling Conflict

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Negotiation Techniques and Issues

Negotiation

Way / Technique in handling Conflict

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Negotiation Techniques and Issues

Issues on the Collective Bargaining 

Typical issues on the bargaining agenda include;

1. Wages

2. Working time

3. Training

4. Occupational health and safety; and

5. Equal treatment.

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Petition for Certification on Election (PCE)

Art. 257. Petitions in unorganized establishments. 

In any establishment where there is no certified bargaining

agent, a certification election shall automatically be conducted
by the Med-Arbiter upon the filing of a petition by a legitimate
labor organization. (As amended by Section 24, Republic Act
No. 6715, March 21, 1989)

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Petition for Certification on Election (PCE)
Art. 258. When an employer may file petition. When requested to
bargain collectively, an employer may petition the Bureau
for an election. If there is no existing certified collective
bargaining agreement in the unit, the Bureau shall, after
hearing, order a certification election.
All certification cases shall be decided within twenty (20) working
days.
The Bureau shall conduct a certification election within twenty (20)
days in accordance with the rules and regulations prescribed
by the Secretary of Labor.

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Petition for Certification on Election (PCE)

Art. 259. Appeal from certification election orders. Any party to an

election may appeal the order or results of the election as
determined by the Med-Arbiter directly to the Secretary
of Labor and Employment on the ground that the rules
and regulations or parts thereof established by the
Secretary of Labor and Employment for the conduct of
the election have been violated. Such appeal shall be
decided within fifteen (15) calendar days. (As amended
by Section 25, Republic Act No. 6715, March 21, 1989)

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Thank
You!!!
Presented by:

Michelle T. Ogerio
MBA 604 Industrial Relations Management