Includes: > labor rights of workers and labor organizations (with sample scenarios). > Conflict Management System.

2. Labor Rights of Workers
Spread in various parts of the 1987 Philippine Constitution are specific
pronouncements and mandates on the protection and promotion of the
rights of workers in the public and private sectors, to wit:
1. Sec. 18, Art. II, the State recognizes "labor as a primary social
economic force" and it endeavors to "protect the rights of workers and
promote their welfare";
2. Sec. 8, Art. III, the State recognizes the "right of (workers) xxx in the
public and private sectors to form unions";
3. Sec. 2, Art. XIII, the State pronounces "the promotion of social justice"
as one of its main goals;

3. 4. The most specific labor-related provision of the Constitution is
found in Sec.3, Art. XIII thereof, which provides:
a) That the State shall afford "full protection to labor, local and
overseas, organized and unorganized";
b) That the State shall aim to "promote full employment";
c) That the "equality of employment opportunities for all" shall be
respected;
d) That the State shall protect the "right of all workers to:
- self-organization,
- collective bargaining and negotiations,
- peaceful concerted activities, and
- including the right to strike, in accordance with law”.
Labor Rights of Workers

4. e) That the right to "security of tenure" of workers shall be
respected;
f) That the workers are entitled to "humane conditions of work";
g) That the workers are entitled to "a living wage";
h) That the workers shall be afforded the right to "participate in
policy and decision-making processes affecting their rights and
benefits as may be provided by law";
i) That employers and workers must be guided by the precept of
"shared responsibility";
Labor Rights of Workers

5. j) That the State encourages the "preferential use of voluntary
modes in settling disputes" (i.e., conciliation, mediation, and
voluntary arbitration);
k) That the State has the power to "regulate the relations between
workers and employers";
l) That the State respects the "right of labor to its just share in the
fruits of production"; and
m) That, balancing capital with labor, the State recognizes the "right
of enterprises to reasonable returns on investments, and to
expansion and growth".
Labor Rights of Workers

6. Union / Employees’ Organization
 It refers to any labor organization
organized for collective bargaining or
negotiation and for other legitimate
purposes.

7. Workers’ Association
As of September 2013, a total 52,126 labor
organizations are registered in DOLE.
Sector Number
Private
Sector
16,828 unions;
1,391,621
members
Public
Sector
1,776 unions;
462,835 members
Workers
Association
33,522 total
associations;
1,429,966
members

8. Rights of Legitimate Labor Organizations
(private sector)
Pursuant to the Labor Code of the Philippines, the rights of
the legitimate labor organizations are mentioned in Article
242 which summarized as follows:
1. Undertake activities for the benefit of members.
2. Sue and be sued.
3. Exclusive representative of all employees.
4. Represent union members.
5. Furnished by employers of audited financial statement.
6. Own properties.
7. Exempted from taxes.

9. Article 241 of the Labor Code and Rule III, Sec.1 of the
E.O.180:
1. Political Right
2. Deliberative and decision-making right
3. Rights over money matters
4. Right to information
Rights of Union Members / Members in an
Employees’ Organization

10. Employees’ Right to Self-Organization
(private sector)
Article 243 of the Labor Code:
1. To form, join and assist labor organizations for the
purpose collective bargaining through representatives
of their own choosing; and
2. To engage in lawful concerted activities for the same
purpose – for their mutual aid and protection.

11. Hoya Glass Disk Philippines
2,600 workers
lost their job
Hoya closed the
company to avoid
incurring losses

12. Nestle Philippines
600 workers
went on strike
23 strike-related
deaths
settled in
December 2013

13. Employees’ Right to Self-Organization
(public sector)
Sec. 1, E.O. 180:
All government employees can form, join or assist
employees’ organizations of their own choosing for the
furtherance and protection of their interests. They
can also form labor-management committees, work
councils and other forms of workers’ participation
schemes to achieve the same objectives.

14. Strike
Strike, as defined by law, means any temporary stoppage of
work by the concerted action of employees as a result of an
industrial or labor dispute. [1] A labor dispute includes any
controversy or matter concerning terms and conditions of
employment; or the association or representation of persons in
negotiating, fixing, maintaining, changing or arranging the terms
and conditions of employment, regardless of whether the
disputants stand in the proximate relation of employers and
employees. [2]
[1] Lapanday Workers Union vs. National Labor Relations Commission, 248 SCRA 95, September 7, 1995
[2] Gold City Integrated Port Service, Inc. vs. National Labor Relations Commission, 245 SCRA 627, July 6, 1995

15. Right to Strike
SUPREME COURT DECISIONS
Social Security System Employees vs. Court of Appeals
[175 SCRA 686, 1989]
Government employees may, therefore, through their unions or
associations, either petition the Congress for the betterment of the terms
and conditions of employment which are within the ambit of legislation
or negotiate with the appropriate government agencies for the
improvement of those which are not fixed by law. If there be any
unresolved grievances, the dispute may be referred to the Public Sector
Labor-Management Council for appropriate action. But employees in
the civil service may not resort to strikes, walkouts and other
temporary work stoppages, like workers in the private sector, to pressure
the Government to accede to their demands.

16. Right to Strike
Continued…...
As now provided under Sec. 4, Rule III of the Rules and Regulations to
Govern the Exercise of the Right of Government Employees to Self-
Organization, which took effect after the instant dispute arose, '[t]he
terms and conditions of employment in the government, including any
political subdivision or instrumentality thereof and government-owned
and controlled corporations with original charters are governed by law
and employees therein shall not strike for the purpose of securing
changes [thereto].

17. Right to Strike
Continued…..
In government employment, however, it is the legislature and,
where properly given delegated power, the administrative
heads of government which fix the terms and conditions of
employment. And this is effected through statutes or administrative
circulars, rules, and regulations, not through collective bargaining
agreements.

18. Right to Strike
SUPREME COURT DECISIONS
Jacinto, et. al., vs. Court of Appeals, et. al.
[G.R. No. 124540. November 14, 1997]
Moreover, the petitioners here, except Merlinda Jacinto, were not
penalized for the exercise of their right to assemble peacefully and to
petition the government for a redress of grievances. Rather, the Civil
Service Commission found them guilty of conduct prejudicial to the best
interest of the service for having absented themselves without proper
authority, from their schools during regular school days, in order to
participate in the mass protest, their absence ineluctably resulting in
the non-holding of classes and in the deprivation of students of
education, for which they were responsible.

19. Right to Strike
Continued…..
Had petitioners availed themselves of their free time -- recess, after
classes, weekends or holidays -- to dramatize their grievances and to
dialogue with the proper authorities within the bounds of law, no one --
not the DECS, the CSC or even this Court -- could have held them liable
for the valid exercise of their constitutionally guaranteed rights. As it
was, the temporary stoppage of classes resulting from their activity
necessarily disrupted public services, the very evil sought to be
forestalled by the prohibition against strikes by government workers.

20. Self-Organization: public vs. private sector
Rights Public Sector Private Sector
Right to Strike X a
Right to Bargain
Limited bargaining rights
(terms of employment
not fixed by law)
(Sec.13, E.O. 180)
Unlimited bargaining
rights
Purpose of Organization
Can only form, join or
assist labor organization
for purposes not
contrary to law.
Can form, join, or assist
labor organization for
purposes of CBA, etc.

21. Persons/Employees who are NOT granted the
Right to Self-Organization
Provisions Legal Basis/SC Decision
High-level or managerial government
employees
Sec. 3, E.O. 180
Employees of international organizations with
immunities
International Catholic Migration
Commission vs. Calleja, et.al.
Managerial employees Article 245, Labor Code
a. Whose functions are normally considered
as policy-making or managerial
Franklin Baker Company vs. Tarjano
b. Whose duties are of a highly confidential
or highly technical in nature
Civil Service Commission vs. Javier

22. Persons/Employees who are NOT granted the
Right to Self-Organization
Provisions Legal Basis/SC Decision
Members of the Armed Forces of the
Philippines, including police officers, firemen
and jail guards
Sec. 4, E.O. 180
Confidential employees
San Miguel Corp. Supervisors and
Exempt Union, et.al. vs. Laguesma,
et.al.
(Employees of cooperatives who are its
members
San Jose Electric Service
Cooperative, Inc. vs. Ministry of
Labor
Non-employees Rosario Bros. vs. Ople

23. Segregation of Rank-and File Employees
and Supervisors
Article 245 of the Labor Code:
Managerial employees are not eligible to join, assist or
form any labor organization. Supervisory employees shall
not be eligible for membership in a labor organization of
the rank-and-file employees but may join, assist or form
separate labor organizations of their own. (As amended by
Section 18, Republic Act No. 6715, March 21, 1989)

25. Conflict
A conflict is a situation when the interest/s of one or more
persons or groups are or seem to be in opposition to the
interest/s of some person/s or group/s. Exists whenever
people are in disagreement and opposition. Examples are
interpretation or violation of rights arising from law or
from contract, differences over the interpretation or
relevance of data, differing ideologies, religious beliefs and
cultural norms, breakdown in communications and
understanding.

26. Source: F. Steadman – Handbook on Alternative Labour Dispute Resolution
Conflicts are costly: the longer it lasts, the costlier

27. Conflict Management Style
Other’s
needs
Avoid Force
Other’s &
Own needs
Other’s &
Own needs
Own needs
Lussier and Hendon, Human Resources Management

28. Effective Dispute Resolution
(union in private and public sectors)
Power
Rights
Consensus
Strikes
Lockouts
Adjudication
Arbitration
Mediation
Negotiation
2008, “Labor Dispute Resolutions Systems in the Asia-Pacific Region”, Atty. Bitonio, Jr. Employee and Labor Relations

29. Negotiation

30. Negotiation
Negotiation is a process by which two or
more parties:
1. Seek to exchange with each other or
among themselves things that they
respectively value under terms and
conditions mutually acceptable to all
concerned.
2. An approach at preventing or resolving
conflicts resulting in an agreement or
consensus of the parties.

31. What can keep parties from negotiating?
1. Principle of economic rationality and self-interest

32. What can keep parties from negotiating?
2. In an employment relationship, this can translate to
conflicting objectives and interests:
Capital Profits Sharing
Workers Rewards Effort

33. What can keep parties from negotiating?
Parties negotiate because they
want to satisfy a need or interest.

34. Planning the Negotiation
 Research the other parties to the
negotiation.
 Set objectives.
 Try to develop options and trade-offs.
 Anticipate questions and objectives
and prepare answers.

35. Conducting the Negotiation
 Develop rapport and focus on obstacles,
not on the person.
 Let the other party make the first offer.
 Listen and ask questions to focus on
meeting the other party’s needs.
 Don’t be too quick to give in, and
remember to ask for something in return.

36. Collective Bargaining/Negotiation Agreement
 A specific and specialized type of
negotiation governed by law.
 CBA or CNA is the law between the
parties. It must be respected at all
times.

37. Process
• Negotiation
• terms and
conditions of
employment
• the
mechanism
to administer
the
agreement
and resolve
disputes or
differences
arising from
it
Output
• Collective
Bargaining
Agreement
(private sector)
• Collective
Negotiation
Agreement
(public sector)
Outcome
• Fair terms and
conditions of
employment
• Industrial
peace and
stability
• Increased
productivity
• Effective
employee
participation
• Shared
responsibility
Collective Bargaining Agreement

38. THANK YOU

39. References:
 1987 Philippine Constitution
 The Labor Code of the Philippines, 7th Edition, 2010, Cesario Alvero
Azucena, Jr.
 Social Dialogue and Collective Bargaining Agreement, Atty. Benedicto
Ernesto Bitonio, Jr.
 F. Steadman – Handbook on Alternative Labour Dispute Resolution
 Robert Lussier and John Hendon, Human Resources Management,
 http://blood-in-your-coffee.blogspot.com/2009/02/struggle-of-
nestle-workers-in.html
 http://www.dole.gov.ph/news/view/2314
 https://pamantik2009.wordpress.com/2014/05/09/2600-workers-
lose-jobs-following-hoya-glass-disk-illegal-closure/