Labor Relations and
Negotiation
College of Business, Entrepreneurship, and Accountancy HR110 LABOR RELATIONS AND NEGOTIATION
DEPARTMENT OF HUMAN RESOURCE MANAGEMENT
TOPIC 1:
CONSTITUTIONAL FRAMEWORK
OF LABOR
College of Business, Entrepreneurship, and Accountancy HR110 LABOR RELATIONS AND NEGOTIATION
DEPARTMENT OF HUMAN RESOURCE MANAGEMENT
1987 Constitution of the Philippines
Article III- Section 8
Section 8. The right of the people, including those employed in the
public and private sectors, to form unions, associations, or
societies for purposes not contrary to law shall not be abridged.
College of Business, Entrepreneurship, and Accountancy HR110 LABOR RELATIONS AND NEGOTIATION
DEPARTMENT OF HUMAN RESOURCE MANAGEMENT
Article XIII- SOCIAL JUSTICE AND HUMAN RIGHTS
Section 3
LABOR
Section 3. The State shall afford full protection to labor, local and overseas, organized and
unorganized, and promote full employment and equality of employment opportunities for all.
It shall guarantee the rights of all workers to self-organization, collective
bargaining and negotiations, and peaceful concerted activities, including the right
to strike in accordance with law. They shall be entitled to security of tenure, humane
conditions of work, and a living wage. They shall also participate in policy and decision-
making processes affecting their rights and benefits as may be provided by law.
College of Business, Entrepreneurship, and Accountancy HR110 LABOR RELATIONS AND NEGOTIATION
DEPARTMENT OF HUMAN RESOURCE MANAGEMENT
The State shall promote the principle of shared responsibility between workers
and employers and the preferential use of voluntary modes in settling
disputes, including conciliation, and shall enforce their mutual compliance
therewith to foster industrial peace.
The State shall regulate the relations between workers and employers,
recognizing the right of labor to its just share in the fruits of production
and the right of enterprises to reasonable returns to investments, and to
expansion and growth.
College of Business, Entrepreneurship, and Accountancy HR110 LABOR RELATIONS AND NEGOTIATION
DEPARTMENT OF HUMAN RESOURCE MANAGEMENT
Labor Code of the Philippines
Book V Labor Relations
Title I – Policy and Definitions
Article 211
Title II- National Labor Relations Commission
Article 213-225
Title III- Bureau of Labor Relations
Article 226-233
Title IV- Labor Organizations
Article 234-246
College of Business, Entrepreneurship, and Accountancy HR110 LABOR RELATIONS AND NEGOTIATION
DEPARTMENT OF HUMAN RESOURCE MANAGEMENT
Labor Code of the Philippines
Title VI – Unfair Labor Practices
Article 247-262B
Title VIII- Strikes and Lockouts and Foreign Involvement in Trade Union Activities
Article 263-271
Title IX- Special Provisions
Article 273-277
College of Business, Entrepreneurship, and Accountancy HR110 LABOR RELATIONS AND NEGOTIATION
DEPARTMENT OF HUMAN RESOURCE MANAGEMENT
RIGHT TO SELF-ORGANIZATION
entitlement of workers and employees to form, join, or assist unions,
organizations or associations for reason of collective bargaining and
negotiation as well for common assistance and protection.
government owned controlled corporation with original charter may
also form their own organizations.
employees with managerial positions in any kind of organization
cannot join, assist unions, or form any labor organization.
College of Business, Entrepreneurship, and Accountancy HR110 LABOR RELATIONS AND NEGOTIATION
DEPARTMENT OF HUMAN RESOURCE MANAGEMENT
COLLECTIVE BARGAINING
process of negotiation between employers and group of employees
(the union) with primary goal of achieving a collective bargaining
agreement to regulate working conditions.
College of Business, Entrepreneurship, and Accountancy HR110 LABOR RELATIONS AND NEGOTIATION
DEPARTMENT OF HUMAN RESOURCE MANAGEMENT
SECURITY OF TENURE
describes as constitutional or legal guarantee that an employee
cannot be removed from work apart from exceptional and
specified circumstances.
employee can only be removed from the services for just cause
by law and just following due process. The two components of this
lawful provision are (a) legality of the steps taken for dismissal, and (b)
legality in the approach of dismissal.
College of Business, Entrepreneurship, and Accountancy HR110 LABOR RELATIONS AND NEGOTIATION
DEPARTMENT OF HUMAN RESOURCE MANAGEMENT
HUMANE WORKING CONDITIONS
employee has the right to just and favorable conditions of work.
it means that harmless, healthy, and dirt-free work environment.
College of Business, Entrepreneurship, and Accountancy HR110 LABOR RELATIONS AND NEGOTIATION
DEPARTMENT OF HUMAN RESOURCE MANAGEMENT
PARTICIPATIVE MANAGEMENT
inclusion of employees in the process of decision-making.
strong linked with the notion of industrial democracy.
College of Business, Entrepreneurship, and Accountancy HR110 LABOR RELATIONS AND NEGOTIATION
DEPARTMENT OF HUMAN RESOURCE MANAGEMENT
RIGHT TO STRIKE
potential weapon of employees against possible abuse of employers.
Philippine law does not favor to strike and lockout – alarming and destructive
effects on social order and public interest.
College of Business, Entrepreneurship, and Accountancy HR110 LABOR RELATIONS AND NEGOTIATION
DEPARTMENT OF HUMAN RESOURCE MANAGEMENT
TOPIC 2:
HUMAN ELEMENTS IN AN INDUSTRIAL
ORGANIZATION
College of Business, Entrepreneurship, and Accountancy HR110 LABOR RELATIONS AND NEGOTIATION
DEPARTMENT OF HUMAN RESOURCE MANAGEMENT
Employees are HUMAN
employee want his pride and dignity be respected.
company greatest assets are its employees.
employees are human beings.
College of Business, Entrepreneurship, and Accountancy HR110 LABOR RELATIONS AND NEGOTIATION
DEPARTMENT OF HUMAN RESOURCE MANAGEMENT
Pride in Work
psychological feeling and excessively high opinion employees about their job
and organization.
employee need to feel the significance of his contribution.
contribute to good working environment where people are productive,
ethical, and accountable.
College of Business, Entrepreneurship, and Accountancy HR110 LABOR RELATIONS AND NEGOTIATION
DEPARTMENT OF HUMAN RESOURCE MANAGEMENT
Acceptance by Fellow Employees
people need to work with co-workers they do not like.
keep it professional, not personal.
College of Business, Entrepreneurship, and Accountancy HR110 LABOR RELATIONS AND NEGOTIATION
DEPARTMENT OF HUMAN RESOURCE MANAGEMENT
Problems of Employees
employees experience problems, don’t perform to their highest
potential
College of Business, Entrepreneurship, and Accountancy HR110 LABOR RELATIONS AND NEGOTIATION
DEPARTMENT OF HUMAN RESOURCE MANAGEMENT
Counseling
undertake of informal counseling session.
techniques in counseling (directive- gives advice and guidance and
nondirective- neither gives advice and guidance but assists the other person
in finding solutions to the problem)
College of Business, Entrepreneurship, and Accountancy HR110 LABOR RELATIONS AND NEGOTIATION
DEPARTMENT OF HUMAN RESOURCE MANAGEMENT
Disciplinary Actions
remedial measure become necessity or else the
organization is bound to fail.
For example: bringing liquor, smoking in non-
designated area, habitual tardiness and absenteeism,
insubordination, and falsifying documents.
College of Business, Entrepreneurship, and Accountancy HR110 LABOR RELATIONS AND NEGOTIATION
DEPARTMENT OF HUMAN RESOURCE MANAGEMENT
Disciplinary Programs
control the work environment so that workers are protected and
accidents are prevented.
ensure workplace safety and healthy
College of Business, Entrepreneurship, and Accountancy HR110 LABOR RELATIONS AND NEGOTIATION
DEPARTMENT OF HUMAN RESOURCE MANAGEMENT
actions used in disciplinary action employees for a certain period of
time.
• reminder- told his performance
and reminded that unless he • dismissal- incapable of reform;
improves. terminate his services; right to
fire an employee.
• reprimand- private way of
informing about their mistakes. • corrective action- cure a fault
in attempt to change the
• written warning- erring attitude of erring employee.
employees be aware of his
mistakes to prevent repetition in
document form and record is
kept in 201 files.
• suspension- suspend err
College of Business, Entrepreneurship, and Accountancy HR110 LABOR RELATIONS AND NEGOTIATION
DEPARTMENT OF HUMAN RESOURCE MANAGEMENT