PRESENTED BY:
MARY ANNE A. PORTUGUEZ, MP, RPM
LEGAL ISSUES
Labor-Management Relations
Labor relations, relationships between employee on one hand and management on the other.
Nowadays, the term is used to cover the relationships between management and labor unions.
Labor Relations as Personnel Management Function
The efficient use of the material resources as any organization depends on how well it is utilized by its personnel and manpower.
A code of ways of organization and treating individual at work so that they will each get the greatest possible realization of their intrinsic abilities.
Sources of Labor Problems
IrritationComplaintsGrievancesMisunderstanding
What is labor problem?
It is a difficulty caused by impairment of the harmonious relations between employees and management.
The existence of such problem affects the morale of employees and in serious cases impairs the efficient operations of the company.
Satisfaction of Human Needs
BASIC PHYSIOLOGICAL NEEDS:Hunger, rest and sleep, protection, reproduction
SOCIAL NEEDS:Companionship, approval of others, assertion
of oneself, self-approval
Satisfaction of Personal Needs
Wage or SalaryCompany personnel policyWorking conditionsJob security and stabilityOpportunity for advancement and self-
improvementSupervisors who are understanding, fair, and
tactful in dealing with workersSympathetic assistance
GRIEVANCES AND COMPLAINTS
Complaint
It is a spoken or written dissatisfaction that disturbs the worker enough to cause a negative reaction to be brought to the attention of supervisor/management.
It is a feeling of dissatisfaction, expressed or suppresed, valid or not, concerning a matter or situation relating to work.
Grievance
Any dissatisfaction, complaint, irritation, or misunderstanding.
It arises from his job or his relationship with his employer, any violation of the CBA or Labor Code that he thinks or feels he is wronged or treated unfairly.
Settling Disputes
Mediation is a process of negotiation in which the disputing parties come together to discuss their differences under the supervision of a mediator. The mediator may be court-appointed or chosen jointly by the parties.
Conciliation is similar to mediation but is more commonly used by government agencies or tribunals. For example, industrial disputes involving employers and employees may often be referred to conciliation.
Arbitration is quite similar to a court hearing. The disputing parties are present, commonly accompanied by their lawyers, and the dispute is determined by an impartial arbitrator who may be court-appointed. The benefit of using arbitration is that it is cheaper and the rules of arbitration are not as rigid as the rules of court.
DISCRIMINATION
ADVERSE IMPACT, it is based on the 80% or 4/5ths rule.
UNFAIRNESS, it occurs when minorities and non minorities score differently on the predictor test yet perform similarly on the criterion. Ex. MCAT
DIFFERENTIAL VALIDITY,occurs when there are significantly different criterion-related validity for different group on the same test. Put more simply, differential validity means that the test is more valid for predicting the performance of one group than it is for predicting the performance of another. Ex.Male vs. females
DISCRIMINATION VS. PREJUDICE
Prejudice is an unjustified or incorrect attitude (usually negative) towards an individual based solely on the individual’s membership of a social group.
Discrimination is the behavior or actions, usually negative, towards an individual or group of people, especially on the basis of sex/race/social class, etc.
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