The document discusses strikes, lockouts, and related labor concepts under Philippine law. It notes that both the Constitution and Labor Code guarantee workers' right to strike peacefully and employers' right to declare a lockout for cause. Strikes and lockouts are considered self-help activities used to resolve labor disputes through applying economic pressure. The document provides definitions and classifications of strikes and lockouts, as well as requirements and guidelines regarding their declaration and the roles of different groups like unions and the police during such labor actions.
This is a short PPT. It contains the provisions of Unfair Labour Practices and its preventions. It comes under the Industrial Disputes Act. Provisions are complying with relevant case laws. This PPT fulfilling all conditions of a standard PPT.
Strike and Lockout - Legal and illegal strikes and lockouts,
Justified and unjustified strikes and lockouts, Strike and lockout in public utility services and other industries, Distinction between
lockout and closure, strike and lockout.
This is a short PPT. It contains the provisions of Unfair Labour Practices and its preventions. It comes under the Industrial Disputes Act. Provisions are complying with relevant case laws. This PPT fulfilling all conditions of a standard PPT.
Strike and Lockout - Legal and illegal strikes and lockouts,
Justified and unjustified strikes and lockouts, Strike and lockout in public utility services and other industries, Distinction between
lockout and closure, strike and lockout.
Section 3 to 6 of the Trade Union Act 1926 gives details about Registration of Trade Union and section 7 to 10 of the Act gives details about Registration , Certificate and Cancellation of Registration.
DEFINITION OF INDUSTRIAL DISPUTES BY THE ID ACT, VARIOUS FORMS OF INDUSTRIAL DISPUTES, WITH THERE EXPLANATIONS ,CAUSES OF INDUSTRIAL DISPUTES AND THERE EFFECTS ALSO(POSITIVE AND NEGATIVE), THE MOST IMPORTANT IS THE PREVENTIVE MEASURES AND THE FORMS OF SETTLEMENT OF VARIOUS DISPUTES IN AN INDUSTRY LEVEL WITH PROPER EXAMPLE AND PROCESS OF ALMOST ALL THE FORMS OF DISPUTES SETTLEMENT INCLUDING CONSULTATIVE MACHINERY.
Lay-off and Retrenchment –difference between lay-off and
Retrenchment their application, necessary preconditions for their
application, lay-off and retrenchment compensation, special
provisions relating to lay-off, retrenchment, and closure in certain establishments, penalty, and punishment for illegal lay-off or retrenchment, the consequences of illegal lay-off or retrenchment.
This Act applies to wages payable to an employed person in respect of a wage period if such wages for that wage period do not exceed. Six thousand five hundred rupees per month or such other higher sum which, on the basis of figures of the Consumer Expenditure Survey published by the National Sample Survey Organization, the Central Government may after every five years, by notification in the Official Gazette, specify.
Section 3 to 6 of the Trade Union Act 1926 gives details about Registration of Trade Union and section 7 to 10 of the Act gives details about Registration , Certificate and Cancellation of Registration.
DEFINITION OF INDUSTRIAL DISPUTES BY THE ID ACT, VARIOUS FORMS OF INDUSTRIAL DISPUTES, WITH THERE EXPLANATIONS ,CAUSES OF INDUSTRIAL DISPUTES AND THERE EFFECTS ALSO(POSITIVE AND NEGATIVE), THE MOST IMPORTANT IS THE PREVENTIVE MEASURES AND THE FORMS OF SETTLEMENT OF VARIOUS DISPUTES IN AN INDUSTRY LEVEL WITH PROPER EXAMPLE AND PROCESS OF ALMOST ALL THE FORMS OF DISPUTES SETTLEMENT INCLUDING CONSULTATIVE MACHINERY.
Lay-off and Retrenchment –difference between lay-off and
Retrenchment their application, necessary preconditions for their
application, lay-off and retrenchment compensation, special
provisions relating to lay-off, retrenchment, and closure in certain establishments, penalty, and punishment for illegal lay-off or retrenchment, the consequences of illegal lay-off or retrenchment.
This Act applies to wages payable to an employed person in respect of a wage period if such wages for that wage period do not exceed. Six thousand five hundred rupees per month or such other higher sum which, on the basis of figures of the Consumer Expenditure Survey published by the National Sample Survey Organization, the Central Government may after every five years, by notification in the Official Gazette, specify.
Improper use (or threat of improper use) of authority, economic power, physical force, or other such advantage, by a party to compel another to submit to the wishes of its wielder. Agreements entered into, or testaments signed, under coercion are considered illegal and invalid.
The industrial Relation Act, 2012 was released on 7 March 2012. It is spread over 91 section with supporting two schedules and summarized in ten chapters.
A simplified project about Industrial Disputes as per the Industrial Disputes Act, 1947.
Also comprising of real cases of Strikes, Lockouts, Gherao.
This project also talks about the Trade Union Act, 1926.
Employee relations’ refers to the collective relationships that an employer has with its employees. These relationships may be with the entire employee group, or with smaller groups within it, but they are always with groups of employees.
Employee relations is about the relationship between employees and employer that is conducted through communication with trade unions, staff associations
or representatives of employees, or directly with groups of employees.
The relationship an individual has with the employer, for example by agreeing, as an individual, to attend work and to be bound by disciplinary rules, is not employee relations’.
Our approach
We believe in a dynamic approach. Employee relations needs managing. We are neither pro- nor anti-union. However, if a trade union is an obstacle to a client’s objectives, we reckon it is better to make plans to overcome this than to accept the status quo. So we may recommend that the company set up other channels of communication; or reduce the influence of the union; or
enhance one union at the expense of another. If no union is recognised, we also draw up plans that promote the client’s objectives. This may mean winning the support of the workforce through initiatives to promote a helpful
dialogue, for example.
There are statutory requirements for collective action, such as to consult about redundancy, or to provide information. We ‘manage’ these activities, to retain control of the agenda, information and timescales, rather than passively apply the legislation.
We reckon that efforts to talk to employees and tell them about the business are likely to help, rather than hinder, productivity.
The Roman Empire A Historical Colossus.pdfkaushalkr1407
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The empire's roots lie in the city of Rome, founded, according to legend, by Romulus in 753 BCE. Over centuries, Rome evolved from a small settlement to a formidable republic, characterized by a complex political system with elected officials and checks on power. However, internal strife, class conflicts, and military ambitions paved the way for the end of the Republic. Julius Caesar’s dictatorship and subsequent assassination in 44 BCE created a power vacuum, leading to a civil war. Octavian, later Augustus, emerged victorious, heralding the Roman Empire’s birth.
Under Augustus, the empire experienced the Pax Romana, a 200-year period of relative peace and stability. Augustus reformed the military, established efficient administrative systems, and initiated grand construction projects. The empire's borders expanded, encompassing territories from Britain to Egypt and from Spain to the Euphrates. Roman legions, renowned for their discipline and engineering prowess, secured and maintained these vast territories, building roads, fortifications, and cities that facilitated control and integration.
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Roman architecture and engineering achievements were monumental. They perfected the arch, vault, and dome, constructing enduring structures like the Colosseum, Pantheon, and aqueducts. These engineering marvels not only showcased Roman ingenuity but also served practical purposes, from public entertainment to water supply.
The French Revolution, which began in 1789, was a period of radical social and political upheaval in France. It marked the decline of absolute monarchies, the rise of secular and democratic republics, and the eventual rise of Napoleon Bonaparte. This revolutionary period is crucial in understanding the transition from feudalism to modernity in Europe.
For more information, visit-www.vavaclasses.com
The Indian economy is classified into different sectors to simplify the analysis and understanding of economic activities. For Class 10, it's essential to grasp the sectors of the Indian economy, understand their characteristics, and recognize their importance. This guide will provide detailed notes on the Sectors of the Indian Economy Class 10, using specific long-tail keywords to enhance comprehension.
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http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
1. STRIKES AND
LOCKOUTS
Both the Constitution and the Labor Code
guarantee the right of workers to engage in
peaceful concerted activities, including the
right to strike in accordance with law.
The Labor Code also recognizes the right of an
employer to lockout its employees for cause.
Strikes or lockouts are self-help activities or
economic actions, i.e., the infliction of an
economic pain to a party to help resolve a
labor dispute.
Prepared by: Ancel G. Lopez
Prepared for: Ma’am Castillo
Westmead International School
2. Q: What is a strike?
• A: A strike is a group or
joint action by workers
to temporarily stop
works because of a
dispute with their
employers over
wages, hours of
work, and other terms
and conditions of
employment, or the
representation status of
a union for the purpose
of collective bargaining.
3. Q: What is a lockout?
• A: A lockout is an action
by an employer to
temporarily refuse to
furnish work because of
a dispute with the
workers over
wages, hours of
work, and other terms
and conditions of
employment, or the
representative status of
a union for the purpose
of collective bargaining.
4. Q: Who can declare a strike?
• A: Only labor certified or
registered with the DOLE
and duly recognized by an
employer as a bargaining
representative can engage
in an economic strike or
unfair labor strike.
• Where there is no certified
or duly registered with the
DOLE can declare a strike
and only on the ground of
unfair labor practice.
5. Q: Who can declare a lockout?
• A: An employer
can declare an
economic lockout
or unfair labor
practice lockout.
6. Q: How is a strike or lockout classified?
• A: ECONOMIC STRIKE
– is a joint act of workers to force a concession
which the law does not compel an employer
to give.
• UNFAIR LABOR PRACTICE STRIKE (lockout)
– is declared when the cause of the action is an
alleged act of unfair labor practice by an
employer.
7. Q: What are the requirements for a strike
or lock out as an industrial action?
• 1. Filing of a Notice of an Intent to strike with the Bureau
of Labor Relations or the National Conciliation and
Mediation Board (NCMB);
• 2. taking the vote of the workers or Board of Directors to
undertake the action;
• 3. reporting the results of the strike votes;
• 4. Observing the cooling-off period – fifteen (15) days for
unfair labor practice strike or lockouts, and thirty (30) days
for economic strikes and lockouts; and
• 5. observing the seven (7)-day strike ban period.
8. Q: Does strike or lockout terminate the
employment of a worker?
• A: NO, a strike or a
lockout is only
temporary in
duration, i.e as long as
the dispute between
the employer and
workers is not resolved.
After the causes of
strike or lockout are
resolved, the workers
return to work.
9. Q: When is a strike or lockout illegal?
• A: if the purpose or cause is neither economic
nor unfair labor practice, and/or unlawful means
are used by either the employer or the union
during or on the occasion of the strike or lockout,
i.e., the use of force, violence or coercion. This is
called the purpose and means tests.
• The Constitution recognizes the right of workers
to strike only if the action is peaceful and in
accordance with the procedure set by law.
[Constitution, ART. XIII, Sec. 3]
10. Q: What is the liability of a union
officer when a strike is illegal?
• A: A union officer who knowingly participates
in an illegal strike, or in the commission of
illegal acts or authorizes the acts during the
strike may be terminated from employment.
• The mere participation of a worker in an
unlawful strike is not ground for termination
of employment even when the arrested
worker has been replaced.
11. PICKETING
•The purpose of picketing is to inform the
workers and the public of the existence of
dispute with an employer over the terms and
conditions of employment and to ask for
sympathy and understanding
• Picketing can take place even absent an EE
relationship between picketers and the
employer
•Picketing cannot be prohibited, but can be
regulated in the interest of other parties and
the public.
•The law recognizes and guarantees only
peaceful picketing, hence in all instances, the
use of violence and coercion is absolutely
prohibited.
•NLRC can regulate picketing either by limiting
the number of participants or the place of
picketing.
12. Q: What is the role of the Philippine National
Police during a strike or picketing activity?
• A: As a general rule, PNP
cannot directly or
indirectly participate in
both
activities, however, they
must take the appropriate
measures to maintain
peace and order, protect
life and property, and to
enforce lawful
order, protect life and
property, and to enforce
lawful orders.
13. Q: What is a Labor Injunction?
• A: A labor injunction is an order issued by the
National Labor Relations Commission
prohibiting either an employer or a
union, from doing some specified acts or to
correct some wrong or injury on the occasion
of a labor dispute between an employer and
a union.
14. MEDIATION, CONCILIATION AND
ARBITRATION
• Conciliation and mediation are
processes to help both employers
and unions to peacefully and
voluntarily settle their dispute.
• Arbitration is a process of
resolving a labor controversy
without the use of strike or
lockout.
• Mediation, conciliation, and
arbitration are the most favored
means, both by the Constitution
and the Labor Code, as mode or
procedure of dispute settlement.
15. Q: What is Conciliation and mediation?
• A: Conciliation and mediation are processes or
aids, either by a government or private
agencies, to help or assist the employer and
union solve peacefully their dispute or
controversy.
• NCMB ( a government agency attached to
DOLE) will assist the parties in resolving their
dispute.
16. Q: What is arbitration as a process of
labor dispute settlement?
• COMPULSORY ARBITRATION – occurs by
automatic operation of law. The employer and
the union must submit their dispute for
resolution to a government agency for a
binding and a final resolution.
• VOLUNTARY ARBITRATION – is a process of
dispute settlement voluntarily agreed upon by
both the employer and the union.