Definition and Framework-A
Transcript of Definition and Framework-A
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Labor Relations
Labor or Industrial relations- pertains to a set ofprocesses and procedures utilized by the unionand employer to attain their respective goals.
Union concerns are usually focused on:
1. Wage Setting
2. Freedom of association principles3. Job security
4. Better terms and conditions of work
5. Dispute settlement
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Labor Relations
Management concerns-
1. Higher Profits
2. Market expansion
3. Higher productivity
4. Development of New Products and Services
5. Customer SatisfactionApproaches to resolve differences
1. Conflict or uncompromising attitude
2. Armed truce attitude
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Labor Relations
3. Power Bargaining as an alternative
4. Accommodation
5. Cooperation
6. Collusion- looked upon as generating too muchharmony.
3 Major Actors in the Labor relations
1. Employer-their organizations
2. Workers- their unions/labor organizations
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3. Government- in its role as regulator or arbiter
Workers(Union)
GoalsInterestNeeds
Strategies
Process1. Collective
Bargaining
2. DisputeSettlement
3. Separation4. Participation indecision making
Employer(Management)
Goals
InterestsPhilosophystrategies
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Unionism
Union- is a voluntary organization of workerswhose aim is to fight for and protect workers,their terms and conditions of employment, andtheir rights as well a democratize power in theworkplace.
Aspects of workers interest- 1. Economic Democracy-workers secure for
themselves their rightful share of the fruits oftheir labor.
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Unionism Political Democracy-Unions are formed to allow
workers to participate in decision-making on
matters affecting them. Self-esteem and recognition-workers form unions tohelp each other gain the respect that is not usuallygiven to the workers.
Types of unions
1. Independent Union-any labor organizationoperating at the enterprise level whose legalpersonality is derived through an independentaction for registration prescribed by law(Art.234)-Rule II
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Unionism
2. National union federation-means any labororganization with at least 10 local chapters oraffiliates, each of which must be duly certified orrecognized collective bargaining agent.
3. Industry Union- a legitimate labor organization
operating in an identified industry organized forcollective bargaining and duly registered with theDOLE. Ex. National union of workers in Hotelsand related industries.
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Collective Bargaining
-Extends to all negotiations that take placebetween an employer, a group of employers or oneor more employers organization and one or moreworkers organizations for:
a) Determining working conditions and terms of
employment; and/orb) Regulating relations between employers or
their organizations and workers organization.
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Collective Bargaining
c) Regulating relations between employers or theirorganizations and a workers organization .
The process includes:-
1. Proposals and counter proposals
2. Demands and counter demands
3. Constant communication between the unionand management
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Collective Bargaining
Theories of Collective Bargaining1. Economic theory- secure higher wages and better
terms and conditions of work.2. Social theory- to eradicate or lessen their jobalienation due to work automation orcomputerization.
3. Political Theory- unions aim to gain influence
upon legislation, informal or formal governmentinterventions.4. Dualistic theory- unions can pursue their economic
and political thrusts at the same time at the firmlevel .
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Collective BargainingTheories Goals of Unions CBA Provisions
Theories Goals of Unions CBA Provisions
Economic Secure higher wages, better terms and
conditions of work, improve livingstandards
Across the-board
increase, bonusesallowances
Social Eradicate work alienation and gain respectand recognition
Hours of work, leaveshealth care benefits ,promotions
Political Secure unity and strength of workers,democratize power
Union security, grievancemachinery, security oftenure, labor managementcommittee
Dualism Perform both economic and politicalthrusts simultaneously
Across-the-board increaseUnion security
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Collective Bargaining Approaches and Types of Collective Bargaining1. Traditional, distributive Bargaining-involves
the distribution of wages and benefits2. Integrative or interest-based Bargaining-they
both (union/management) recognize the needto make concession to secure a mutually
beneficial compromise.3. Concession Bargaining- occurs when
something of importance is given back tomanagement ex. wage cuts.
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Collective Bargaining Principles of Collective Bargaining1. Duty to Bargain collectively
2. Disclosure of information3. Recognition of opposing interests between
labor and management4. Settlement of the clash of interests by means of
compromise5. Nonviolence6. Bargaining autonomy- Gov. intervention
should be kept at a minimum
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Collective Bargaining
7. Incorporation of agreements in a writtencontract
8. Resolution of disputes- a machinery forgrievances shall be established
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Grievance and Arbitration
Grievance- a complaint of an employee or group of employees
involving wages, conditions of employment, interpretation of the CBA. Purposes of Grievance Machinery
Purpose ofgrievance
machinery
Look afteremployeesconcerns
Improveworkrelations
Verifyemployee
grievance
Smooth flow ofcommunication
Settledisputes/differencesproperly
Study complaints anevaluation policies
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Typical Grievance Procedure in a Unionized firm
Mgt. Rep.
Arbitrator
CEO/Gen.
Mgr.
Union Pres.
HRD HeadGrievanceCommittee
WrittenGrievance
ImmediateSupervisor
ShopStewardVerbal Presentation
Aggrieved Employee
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Arbitration
Arbitration- parties submit the case to animpartial third party for resolution.
Options-
a) Voluntary arbitration- A commonly agreedupon accredited voluntary arbitrator is chosen to
decide on the case.b) Compulsory arbitration-Filing the case at the
DOLE for final decision.
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Arbitration
Factors used to evaluate the fairness ofmanagement actions:
1. Nature of the offense
2. Due Process
3. Grievants past record/length of service
4. Knowledge of rules, warnings, lax ofenforcement of rules
5. Discriminatory treatment