This document provides an overview of labor-management relations in the Philippines. It defines labor relations and discusses the governing rules and principles, including labor standards law and the Labor Code. It then describes labor relations as a personnel management function, involving administering collective bargaining contracts and solving day-to-day labor issues. The document also examines sources of labor problems like dissatisfaction, the human needs related to work, and annoyances in labor relations from the perspectives of both workers and employers. Finally, it discusses labor unions and their role in representing workers, as well as types of unions, union security, and the International Labor Organization.

1. A Presentation Report on
Labor - Management Relations
Nilda Sudario, MGM
Professorial Lecturer
Ronald D. Ravelo
Professorial Lecturer

2. LABOR RELATION DEFINED
• Relationships between the employee and the
employer
• Relationship of management and labor union
Governing Rule and Principles
• Labor Standards Law
• Social Legislation
• Labor relations law now embodied in the
Labor Code

3. Labor Relations as a Personnel
Management Function
1. Administration and application of the
personnel of the personnel policies and
programs adopted by 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 realtive
to employee-employuer relations

4. Labor Relations as a Personnel
Management Function
•
The efficient use of the material resources of any
organization depends on how well it is utilized by its
Personnel or Manpower (Martinez et. al, 1993:215)
•
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, and thereby giving to the enterprise of which
they are a part its determining competitive advantage
and its optimum result. (Spates, 1994:9)

5. Sources of Labor Problems
Dissatisfaction
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Irritation
Complaints
Grievances
Misunderstanding between employeremployee

6. Presidential Decree No. 21
CREATING A NATIONAL LABOR RELATIONS
COMMISSION AND FOR OTHER PURPOSES
Rationale
• Promote industrial peace
• maximize productivity
• secure social justice for all the people
Original and Exclusive Jurisdiction
• All matters involving employee-employer relations
including all disputes and grievances which may
otherwise lead to strikes and lockouts under Republic Act
No. 875
• All strikes overtaken by Proclamation No. 1081
• 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. Assertion of oneself
4. Self-approval
5. Protection from unjust labor practices

8. Annoyances in the Labor
Relations
Workers Displeasures
1. Profit based labor practice
2. Production Cost vs Labor Expenses
3. Contemporary Business Management
practices
4. Biased decisions and judgements
5. Deficiencies in the HR administration and
labor Law Compliance
6. Legislative safeguards against employees
and unions

9. Annoyances in the Labor
Relations
Employers Displeasures
1.
2.
3.
4.
5.
6.
Loyalty of employees
Managements reduced disciplinary powers
Indifference towards Management
Labor Unions politics
Legal/Regulative Harassment
Abuse of entered Collective Bargaining
Agreements

10. 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 labour rights of the workforce
• as stipulated in the constitution the right to organize
groups is favored in essence in every
company/organization

11. Why Join Unions/Labor Group
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•
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Selfishness or foolishness of company or both
Outside agitators, rabble-rousers, and radicals1
Unfair and arbitrary treatment
Inequality of pay or low wage
Effectiveness of mass action in dealing with
employers and promotion of their rights as mandated
by the Labor Code
Social and psychological satisfaction
Management failure to equal treatment
Provision of labor contracts for compulsory
membership

12. Why join Unions/Labor Group
• Enlistment by members of co-employees
• Solution to common labor problems

13. Types of Union
• Industrial Union – composed of workers in an
organization/company in a particular firm or plant
regardless of occupation.
• Craft Union – restricted to persons working in the
same trade or related occupation in the firm

14. Federation, Local, and
Independent Union
• Federation of Unions are organization of affiliated
local union duly registered with DOLE
• Local Union is formed by employees dependent on its’
own by-laws and has no restriction other than those
imposed by the federation
• Independent Union are non-federation affiliated
organizations

15. 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.

16. Forms of Union Security
Closed Shop – understanding between firm and labor
union in which members covered by the CBA must be in
good standing during the life of the agreement
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
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 by members
of the recognized union in order to avail the benefits
under the bargaining agreement

17. 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
practices.
Dedicated to the promotion of constructive dialogues in
the field of industrial relations

18. NLRC PROCESS