ICE

BREAKER
1
2
Labor
Relations
Management 3
INTRODUCTION
THEORETICAL
BASES
PURPOSE OF LABOR
RELATIONS IN HR
DEPARTMENT
ADVANTAGES AND
DISADVANTAGES OF
LABOR UNION
THREE PHASES OF
LABOR RELATIONS 4
 LABOR RELATIONS

provides advice, guidance and direction to

employees, supervisors and administrators
INTRODUCTION on a wide range of Labor Relations and
THEORETICAL collective bargaining matters
BASES
PURPOSE OF LABOR
RELATIONS IN HR
DEPARTMENT
ADVANTAGES AND
DISADVANTAGES OF
LABOR UNION
THREE PHASES OF
LABOR RELATIONS 5
 According to Durkheim's (1895)
functionalism theory, society is
INTRODUCTION composed of interrelated parts, each
THEORETICAL
BASES serving particular purpose, with the
PURPOSE OF LABOR
RELATIONS IN HR intention of achieving social order,
DEPARTMENT
ADVANTAGES AND
DISADVANTAGES OF stability and productivity.
LABOR UNION
THREE PHASES OF
LABOR RELATIONS
PROCESS
UNIONIZATION IN
THE PHILIPPINES 6
Conflict perspective theory, which originated
from Karl Marx's work, there is always that
constantly changing and conflicted nature of
society. Conflict theorists hold the view that the
higher classes force social order on the poor and
the weak. They find social conflict between any
group where inequality may arise because of
class, race, gender, religious, political and
economic factors which are always present in
organization.

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According to Foster, there are two essential strategies in
achieving workable solution:

• The first is to identifying and addressing the

disagreement at the root of the specific
conflict.

• The second involves a willingness to rebuild

and advance the relationship. After that, the
workers will be much quicker to come
around themselves.

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 The primary purpose of a labor relations unit in
INTRODUCTION the organization is to provide support to
THEORETICAL institution's or company's, administrators,
BASES manager and supervisors in the areas of contract
PURPOSE OF LABOR
RELATIONS IN HR
administration, grievances, discipline, and
DEPARTMENT
ADVANTAGES AND
performance management. It also aim to work
DISADVANTAGES OF closely with local bargaining unit representatives
LABOR UNION
THREE PHASES OF to advance harmonious and respectful working
LABOR RELATIONS
PROCESS
relationships.
UNIONIZATION IN
THE PHILIPPINES
TYPES OF UNION IN
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THE PHILIPPINES
In detail, the labor relations unit may focus on the following
areas ( University of Oregon, 2014):

• Interpreting and ensuring compliance with the provisions of the collective

bargaining agreements

• Providing counsel and advice regarding performance management and

discipline.

• Negotiating bargaining unit agreements. workplace health and safety

• Processing grievances and providing arbitration support.

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• Handling employee complaints and responding to employee questions.

• Reviewing and approving all disciplinary actions including written

reprimands, suspensions, pay sanctions, and terminations.

• Assisting supervisors in dealing with the employee discipline issues;

providing individual guidance to supervisor who are considering
initiating disciplinary action.

• Developing and maintaining positive working relationships between all

departments and personnel.

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INTRODUCTION
LABOR UNIONS AND ITS
THEORETICAL PURPOSE
BASES
PURPOSE OF LABOR
RELATIONS IN HR
An organization of wage earners
DEPARTMENT
ADVANTAGES AND formed to negotiate wages and
DISADVANTAGES OF
LABOR UNION working conditions.
THREE PHASES OF
LABOR RELATIONS
PROCESS
UNIONIZATION IN It is vital in promoting workers’ rights.
THE PHILIPPINES
TYPES OF UNION IN
THE PHILIPPINES
LABOR CODE OF THE
PHILIPPINES ON LABOR 12
LMC: AN
 ADVANTAGES
• Lower turnover costs
• Employee productivity
• Product and service quality
• Workplace health and safety

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 DISADVANTAGES
• Strike
• Can be frustrating for managers
• Lockouts
• Initiatives affecting compensation and
productivity measures cannot be implemented by
management without negotiation with the union
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INTRODUCTION
THEORETICAL Recognition by
management of Negotiation
BASES the existence or
PURPOSE OF LABOR
RELATIONS IN HR
of the labor
organization of a
DEPARTMENT
ADVANTAGES AND labor union accord
DISADVANTAGES OF
LABOR UNION
THREE PHASES OF
LABOR RELATIONS
PROCESS
UNIONIZATION IN
THE PHILIPPINES Administration of
TYPES OF UNION IN negotiated labor
THE PHILIPPINES agreement
LABOR CODE OF THE
PHILIPPINES ON LABOR
LMC: AN
RELATIONS
ALTERNATIVE TO
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LABOR
INTRODUCTION
THEORETICAL
BASES
PURPOSE OF LABOR • Trade or labor unions in the Philippines are
RELATIONS IN HR organizations sanctioned by Labor Code of
DEPARTMENT
ADVANTAGES AND the Philippines as an acknowledgment of
DISADVANTAGES OF
LABOR UNION Filipino workers' freedom to self-organize.
THREE PHASES OF
LABOR RELATIONS
PROCESS • The first labor union in the Philippines is
UNIONIZATION IN
THE PHILIPPINES
called "Union Obrero Democratica de
TYPES OF UNION IN Filipinas"
THE PHILIPPINES
LABOR CODE OF THE
PHILIPPINES ON LABOR
LMC: AN
RELATIONS
ALTERNATIVE TO
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LABOR
• The Trade Union Congress of the Philippines (TUCP) is
the largest national trade union center in the Philippines

• Other examples of unions in the Philippines:

- Federation of Free Workers (FFW)
- Kilusang Mayo Uno (KMU)
- Sentro ng mga Nagkakaisa at Progresibong Manggagawa
(SENTRO)

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INTRODUCTION
THEORETICAL
BASES
PURPOSE OF LABOR
RELATIONS IN HR
DEPARTMENT
ADVANTAGES AND
Unions in the Philippines are
DISADVANTAGES OF
LABOR UNION
THREE PHASES OF
classified into two types or sectors:
LABOR RELATIONS
PROCESS
Public and Private
UNIONIZATION IN
THE PHILIPPINES
TYPES OF UNION IN
THE PHILIPPINES
LABOR CODE OF THE
PHILIPPINES ON LABOR
LMC: AN
RELATIONS
ALTERNATIVE TO
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LABOR
The distinctions between unions and workers association is described
by the Philippine Department of Labor and Employment (DOLE) as
follows:

Public sector union or public Private sector union or labor

employee organization refers to
any organization, union or
association of employees in the
agencies of the government which
exist in whole or in part for the
purpose of collective negotiations
or mutual aid, interest,
cooperation, and protection.
organization refers to any union or
association of employees in the
private sector which exist in whole
or in part for the purpose of
collective bargaining or mutual
aid, interest, cooperation,
protection, and other lawful
purposes.
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How many registered labor organizations are existing in the
country?

• As of September 2013, there are a total of 52,126 registered labor

organizations
• Private sectors has 16,828 which is composed of 10 labor centers, 3
industry unions, 135 federations and 16,680 enterprise-based unions
• Public sectors has 1,776 registered organizations
• 1,765 registered public sector unions with 462,835 members
• Workers Associations has 32,522 which is the biggest number of labor
organizations (Bureau of Labor Relations, 2013)

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21
 Unionization in the Philippines
(Private Sector)

• From 2004-2012, unionization rate peaked in 2007 for the private sector
with 10% total salaried workers, while the lowest was recorded in 2004
with 8.6%. Over the time period it gradually decreased from 9.9% in
2008; 9.7% in 2009; 9.3% in 2010; 8.9% in 2011 and 8.5% in 2012

2004 - 2012 (Bureau of Relations, 2013)

2008 - 9.9% 2009 - 9.7%
2010 – 9.3% 2011 – 8.9%
2012 – 8.5%

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23
INTRODUCTION
THEORETICAL
BASES
• Labor Code of the Philippines
PURPOSE OF LABOR
RELATIONS IN HR
DEPARTMENT
(with Preliminary Title)
ADVANTAGES AND
DISADVANTAGES OF • Labor Standards
LABOR UNION
THREE PHASES OF
LABOR RELATIONS • Labor Relations
• Appendix A
PROCESS
UNIONIZATION IN
THE PHILIPPINES
TYPES OF UNION IN • Appendix B
THE PHILIPPINES
LABOR CODE OF THE
PHILIPPINES ON LABOR
LMC: AN
RELATIONS
ALTERNATIVE TO
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LABOR
 Labor code of the Philippines
• A legal code that determines all employment practices and labor relations
in the Philippines.
• This is to help protect employees and employers- while ensuring that
neither is subject to unfair treatment or exploitation.
• Preliminary Title • Book IV – Health, Safety and Social
• Book I – Pre-Employment Welfare
• Book II – Human Resources • Book V – Labor Relations
Development Program • Book VI – Post Employment
• Book III – Conditions of Employment • Book VII – Transitory Final Provisions

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 Labor Standard
• Refers to the minimum terms and conditions of employment
which employees are legally entitled and with which employees
must comply.

• Minimum terms and conditions of employment:

• Salaries
• Working hours
• Benefits
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 Labor Relations
• Refers to the interaction between employer and
employees or their representatives and the
mechanism by which the standards and other terms
and conditions of employment are negotiated,
adjusted and enforced.

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 Appendix A
Art. 211. Declaration of Policy.
A. It is the policy of the State:

a. To promote and emphasize the primacy of free collective bargaining and negotiations,
including voluntary arbitration, mediation and conciliation, as modes of settling labor or
industrial disputes;

b. To promote free trade unionism as an instrument for the enhancement of democracy

and the promotion of social justice and development;

c. To foster the free and voluntary organization of a strong and united labor movement;
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 Appendix A

d. To promote the enlightenment of workers concerning their rights and obligations as

union members and as employees;

e. To provide an adequate administrative machinery for the expeditious settlement of

labor or industrial disputes;

f. To ensure a stable but dynamic and just industrial peace; and

g. To ensure the participation of workers in decision and policy-making processes

affecting their rights, duties and welfare.

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 Appendix B
B. To encourage a truly democratic method of regulating the
relations between the employers and employees by means of
agreements freely entered into through collective bargaining, no
court or administrative agency or official shall have the power to
set or fix wages, rates of pay, hours of work or other terms and
conditions of employment, except as otherwise provided under this
Code. (As amended by Section 3, Republic Act No. 6715, March
21, 1989)
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INTRODUCTION LABOR MANAGEMENT
THEORETICAL COUNCIL
BASES
PURPOSE OF LABOR
• Should a company or institution find labor
RELATIONS IN HR organization as tedious and adversarial, it may
DEPARTMENT consider forming instead a labor-management
ADVANTAGES AND
DISADVANTAGES OF council or popularly called LMC.
LABOR UNION • The LMC approach was initiated in the early ‘80’s
THREE PHASES OF
LABOR RELATIONS when industrial strife was widespread, and the
PROCESS Philippine economy was in a critical condition. The
UNIONIZATION IN
THE PHILIPPINES LMC program was launched with the primary
TYPES OF UNION IN objective of opening up meaningful dialogue
THE PHILIPPINES between militant labor leaders and intransigent
LABOR CODE OF THE employers (Gatchalian & Gatchalian, 2003).
PHILIPPINES ON LABOR
LMC: AN
RELATIONS
ALTERNATIVE TO
31
LABOR
 PRINCIPLES OF LMC
Communication
• LMC is a communication forum for employees and
management to express and articulate their problems and
felt needs to each other. In this communication, they
share present, day-to-day issues that affect both the
employees’ work and the company’s productivity
concerns. It also serves as a medium for obtaining
feedback from employees regarding its programs,
policies, rules, regulations, and their implementation.

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 PRINCIPLES OF LMC
Participation
• In participation, workers can have a say in decision-
making on matters that affect their interest and welfare.
Employee involvement in problems and issues of mutual
concern enable them to contribute useful ideas and
suggestions to improve the ‘’quality of work and the
quality of work life’’ (Gatchalian & Gatchalian, 2003)

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Basic structure and organization of the LMC

Steering Council

Facilitator

Task Force Task Force Task Force Task Force

The Steering Council’s role is to establish a vision for the future, plan the direction of workforce
change, and provide the support and guidance necessary to carry it out.
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Immediate Tasks of the Steering Council
● Having top labor and management leaders on the council;

● Formulating a mission statement broadly defining the purpose and

goals of joint labor-management cooperation.

● Developing a long-term plan of action regarding workplace change

in the process; and

● Planning a series of plant-wide communication meetings in different

departments or locations to generate a dialogue and learn employee
attitudes and problems.
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LMC can also do the following:
● Conduct regular meetings

● Assess issues or problems identified by the Steering Council members or received

from employees through suggestion box or other channels.

● Act (either go or no go) on problem solutions recommended by the task forces or

teams

● Create task forces or teams based on issues/ problems identified

● Disseminate news and information regularly on LMC achievements, training

programs, and other joint cooperation activities

● Schedule company-wide presentations of LMC outputs, and recognition and

awarding of top teams regularly.
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