LABOR MANAGEMENT RELATIONS

1. LABOR MANAGEMENT
RELATIONS
Julien Mariz D. Cueto
Reporter

2. LABOR RELATION DEFINED
* Relationships between the employee and
the employer
* Relationship of management and labor-
union

3. GOVERNING RULE AND PRINCIPLES
*Labor Standards Law
*Social Legislation
*Labor relations law now embodied in the
Labor Code

4. LABOR RELATIONS AS A PERSONNEL
MANAGEMENT FUNCTION
1.Administration and application of the personnel policies and programs
adopted by the management.
2.Administration of the collective bargaining contracts with the union
3.Solution of day-to-day problems that arises in connection with labor and
social legislation and government rules relative to employee-employer
relations
4.A code of the ways of organization and treating individual at work so
that they will each get the greatest possible realization of their intrinsic
abilities, thus attaining maximum efficiency for themselves and their group

5. SOURCES OF LABOR PROBLEMS
DISSATISFACTION
1.Irritation
2.Complaints
3.Grievances
4.Misunderstanding between employer-
employee

6. PRESIDENTIAL DECREE NO.21
CREATING A NATIONAL LABOR RELATIONS COMMISSION AND FOR
PURPOSES
Rationale
1.Promote industrial peace
2.Maximize productivity
3.Secure social justice for all people
Original and Exclusive Jurisdiction
1.All matters involving employee-employer relations including all disputes and
grievances which may otherwise lead to strikes and lockouts under Republic Act No. 875
2.All strikes overtaken by Proclamation No.1081
3.All pending cases in the Bureau of Labor Relations

7. THE HUMAN NEEDS CLASSIFIED
Basic Physiological/Primary Needs
1.Hunger
2.Rest and Sleep
3.Protection from the elements
4.Propagation of race
Social and Psychological/Secondary Needs
1.Companionship
2.Approval of other
3.Assesrtion of oneself
4.Self-approval
5.Protection from unjust labor practices

8. ANNOYANCES INTHE LABOR RELATIONS
Workers Displeasures Employers Displeasures
1.Profit based labor practice
2.Production Cost vs. Labor Expenses
3.Contemporary Business
Management practices
4.Biased decision and judgements
5.Deficiencies in the HR
administration and Labor Law
Compliance
6.Legislative safeguards against
1.Loyalty of employees
2.Managements reduced disciplinary
powers
3.Indifference towards management
4.Labor Union politics
5.Legal/Regulative Harassment
6.Abuse of entered Collective
Bargaining Agreements

9. LABOR UNION
*guardian of the just interest of an organizations
employees/workers
*organized to mediate or facilitate grievances of employees
to various factors that affect or in effect cause
disillusion/chaos to the workforce
*ensure security of labor rights of the workforce
*as stipulated in the constitution the right to organize
groups is favored in essence in every
company/organization

10. WHY JOIN UNIONS/LABOR GROUP
1.Selfishness or foolishness of company or both
2.Outside agitators, rabble- rousers, and radicals!
3.Unfair and arbitrary treatment
4.Inequality of pay or low wage
5.Effectiveness of mass action in dealing with employers and promotion of
their rights as mandated by the Labor Code
6.Social and psychological satisfaction
7.Management failure to equal treatment
8.Provision of Labor contracts for compulsory membership
9.Enlistment by members of co-employees
10.Solution to common labor problems

11. TYPES OF UNION
1.Industrial Union- composed of workers in an organization/company
in a particular firm or plant regardless of occupation
2.Craft Union- restricted to persons working in the same trade or
related occupation in the firm
3.Federation Union- organization affiliated local union duly registered
with DOLE
4.Local Union- formed by employees dependent on its’ own by-laws
and has no restriction other than those imposed by the federation
5.Independent Union- are non-federation affiliated organizations

12. UNION SECURITY
Provision in a Collective Bargaining Agreement
wherein a employer approves the terms of
employment in protecting the Union from loss of
membership or income derived from membership
dues.

13. FORMS OF UNION SECURITY
1.Closed Shop- understanding between firm and labor union in which
members covered by the CBA must be good standing during the life
of the agreement
2.Union Shop- bargaining unit should in a prescribed period join the
union in good standing and remain a member in order to retain their
jobs
3.Agency Shop-are employees who are not member of the
recognized bargaining unit are assessed a reasonable fee equivalent
to the dues and other fees paid by members of the recognized union
in order to avail the benefits under the bargaining agreement

14. THE INTERNATIONAL LABOR
ORGANIZATION
-Established in 1919 and has 185 member countries
-First specialized agency by the UN
-A transnational organization who’s purpose is the
international collaboration of securing permanent peace
and eliminate injustices through the improvement of labor
and practices.
-Dedicated to the promotion of constructive dialogues in
the field of industrial relations

16. THANK YOU FOR LISTENING!
JULIEN MARIZ D.CUETO
reporter