Labor Relatlions Azucena Voli i Finals

8/13/2019 Labor Relatlions Azucena Voli i Finals

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LABOR RELATITitle V

COVERAGE

Article 243. Coverage and employee! rig"t to el#$organi%ation. & Alleron employed in commercial' ind(trial and agric(lt(ral

nterprie and in religio(' c"arita)le' medical' or ed(cational

ntit(tion' *"et"er operating #or pro#it or not' "all "ave t"e rig"t to

el#$organi%ation and to #orm' +oin' or ait la)or organi%ation o#

"eir o*n c"ooing #or p(rpoe o# collective )argaining. Am)(lant'

ntermittent and itinerant *or,er' el#$employed people' r(ral

*or,er and t"oe *it"o(t any de#inite employer may #orm la)orrgani%ation #or t"eir m(t(al aid and protection. -A amended )y

Bata am)ana Bilang /0' 1ay ' 05.

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. ORGANIZING IN GENERAL

T"e rig"t to organi%e and to )argain' in a general ene' are given not

7cl(ively to employee. Even *or,er *"o are not employee o#

ny partic(lar employer may #orm t"eir organi%ation to protect t"eirnteret.

8nder Art. 243 o# t"i Code' t"e rig"t to organi%e re#er alo to

orming' +oining or aiting a labororgani%ation. Connected to Art.49 t"i rig"t carrie *it" it t"e rig"t to engage in gro(p action'

rovided it i peace#(l' to (pport t"e organi%ation! o)+ective *"ic"

not necearily )argaining )(t' imply' to aid and protect it

mem)er. B(t t"i ,ind o# gro(p action m(t )e di##erentiated #rom

tri,e *"ic"' )eca(e it i *or, toppage' m(t o)erve certain

eg(lation: ot"er*ie' t"e tri,e may )e declared illegal and it leadermay )e t"ro*n o(t o# t"eir +o).

. Coverage o# t"e Rig"t to Organi%e: E7ception

T"e rig"t to #orm' +oin or ait a la)or organi%ation i granted to all

ind o# employee o# all ,ind o# employer;p()lic or private'

ro#it or non$pro#it' commercial or religio(. T"eir ((al #orm o#

rgani%ation i a (nion and t"e ((al p(rpoe i collective )argaining*it" t"eir employer.

B(t t"e eemingly all$incl(ive coverage o# ' #or intance'

managerial employee' regardle o# t"e ,ind o# organi%ation *"ere

"ey are employed' may not +oin' ait or #orm any la)or

rgani%ation' meaning a la)or (nion.

Accordingly' managerial employee cannot' in t"e a)ence o# an

greement to t"e contrary' )e allo*ed to "are in t"e conceion)tained )y t"e la)or (nion t"ro(g" collective negotiation. Ot"er*ie'

"ey *o(ld )e e7poed to t"e temptation o# coll(ding *it" t"e (nion

(ring t"e negotiation to t"e detriment o# t"e employer. ?o*ever'"ere i not"ing to prevent t"e employer #rom granting )ene#it to

managerial employee e@(al to or "ig"er t"an t"oe a##orded to (nion

mem)er.

(pervior are allo*ed to organi%e' )(t t"ey cannot #or' +oin or aitran,$and$#ile (nion.

. RIGHT TO ORGANIZE CANNOT BE BARGAINED AWAY

Alt"o(g" *e "ave (p"eld t"e validity o# t"e CBA a t"e la* among

"e partie' it proviion cannot override *"at i e7prely provided

y la* t"at only managerial employee are ineligi)le to +oin' ait or

#orm any la)or organi%ation. T"ere#ore' regardle o# t"e c"alle

employee deignation' *"et"er t"ey are employed a S(pervio

in t"e con#idential payroll' i# t"e nat(re o# t"eir +o) doe no

(nder t"e de#inition o# managerial a de#ined in t"e La)or Ct"ey are eligi)le to )e mem)er o# t"e )argaining (nit and to vo

t"e certi#ication election. T"eir rig"t to el#$organi%ation m(

(p"eld in t"e a)ence o# an e7pre proviion o# la* to t"e contra

cannot )e c(rtailed )y a collective )argaining agreement.

3. EMPLOYEES OF NONPROFIT INSTITUTIONS

8nder Article 243 o# t"e La)or Code' t"e ran,$and$#ile employenon$pro#it medical intit(tion are permitted to #orm' organi%e or

la)or (nion o# t"eir c"oice #or p(rpoe o# collective )argainin

t"e (nion "a complied *it" t"e re@(iite provided )y la* #or ca

a certi#ication election' it i inc(m)ent (pon t"e OLE Reg

irector to cond(ct (c" certi#ication election to acertain

)argaining repreentative o# t"e "opital employee.

. E!CEPTION" EMPLOYEE#MEMBERS OF

COOPERATIVE

A cooperative i )y it nat(re di##erent #rom an ordinary )(i

concern )eing r(n eit"er' )y peron' partner"ip or corporationo*ner andDor mem)er are t"e one *"o r(n and operate t"e )(

*"ile t"e ot"er are it employee. A a)ove tated' irrepective o

name o# "are o*ned )y it mem)er t"ey are entitled to cat

vote eac" in deciding (pon t"e a##air o# t"e cooperative. T"eir

capital earn limited interet. T"ey en+oy pecial privilege

e7emption #rom income ta7 and ale ta7e' pre#erential rig(pply t"eir prod(ct to State agencie and even e7emption

minim(m *age la*.

An employee o# (c" a cooperative *"o i a mem)er and co$o

t"ereo# cannot invo,e t"e rig"t to collective )argaining #or cert

an o*ner cannot )argain *it" "imel# or "i co$o*ner.

?o*ever' in o #ar a it involve cooperative *it" employee *"not mem)er or co$o*ner t"ereo#' certainly (c" employee

entitled to e7ercie t"e rig"t o# all *or,er to organi%ation' colle

)argaining' negotiation and ot"er a are en"rined in

Contit(tion and e7iting la* o# t"e co(ntry.

In anot"er cae' t"e co(rt clari#ied t"at it i t"e #act o# o*ner"

t"e cooperative' and not involvement in t"e management t"e

*"ic" di@(ali#ie a mem)er #rom +oining any la)or organi%*it"in t"e cooperative. T"(' irrepective o# t"e degree o#

participation in t"e act(al management o# t"e cooperativemem)er t"ereo# cannot #orm' ait or +oin a la)or organi%atio

t"e p(rpoe o# collective )argaining.

B(t mem)er$employee o# a cooperative may *it"dra* a mem

o# t"e cooperative in order to +oin a la)or (nion. 1em)er"ip

cooperative i vol(ntary: in"erent in it i t"e rig"t not to +oin.

4. E7ception to E7ception Aociation' not 8nion

F"ile t"e mem)er o# a cooperative *"o are alo it emplo

cannot (nioni%e #or )argaining p(rpoe' t"e la* doe not pro

t"em #rom #orming an aociation #or t"eir m(t(al aid and prote

a employee.


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LABOR RELATI

.O. No. 40$03 allo* and de#ine a 0 *a paed to e7empt #rom

comp(lory (nion mem)er"ip t"e #ollo*er o# any religio(-(c" a t"e Igleia ni Crito5 *"oe teac"ing #or)id mem)er"

la)or (nion. T"e contit(tionality o# R.A. No. 33>0 *a (p"el

t"e S(preme Co(rt in "ictoriano #$ !lizalde.

It may not )e ami to point o(t "ere t"at t"e #ree e7ercie o# relig

pro#eion or )elie# i (perior to contract rig"t. In cae o# con

t"e latter m(t' t"ere#ore' yield to t"e #ormer.

9. oe t"e E7emption Still StandJ

9.2 Igleia Ni Crito 1em)er 1ay orm and Koin O*n 8nion

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Article 244. Rig"t o# employee in t"e p()lic ervice. & Employe

government corporation eta)li"ed (nder t"e Corporation

"all "ave t"e rig"t to organi%e and to )argain collectively *it" repective employer. All ot"er employee in t"e civil ervice

"ave t"e rig"t to #orm aociation #or p(rpoe not contrary to-A amended )y E7ec(tive Order No. ' ecem)er 24' 95.

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1. GOVERNMENT EMPLOYEES( RIGHT TO ORGAN

LIMITATIONS

T"e "ig"et la* o# t"e land g(arantee to government employee

rig"t to organi%e and to negotiate' )(t not t"e rig"t to tri,e.

. Limited (rpoe

T"e e7tent o# t"e government employee rig"t o# el#$organi%

di##er igni#icantly #rom t"at o# employee in t"e private ector.

latter rig"t o# el#$organi%ation' i.e.' to #orm' +oin or ait

organi%ation #or p(rpoe o# collective )argaining' admit

incl(de t"e rig"t to deal and negotiate *it" t"eir repe

employer in order to #i7 t"e term and condition o# employmen

alo' to engage in concerted activitie #or t"e attainment o# o)+ective' (c" a tri,e' pic,eting' )oycott. B(t t"e rig"

government employee to #orm' +oin or ait emplo

organi%ation o# t"eir o*n c"ooing (nder E7ec(tive Order No

i not regarded a e7iting or availa)le #or p(rpoe o# colle


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LABOR RELATI

argaining' )(t imply #or t"e #(rt"erance and protection o# t"eir

nteret.

n ot"er *ord' t"e rig"t o# Government employee to deal andegotiate *it" t"eir repective employer i not @(ite a e7tenive a

"at o# private employee. E7cl(ded #rom negotiation )y government

mployee are t"e term and condition o# employment...t"at are

i7ed )y la*' it )eing only t"oe term and condition not ot"er*ie

i7ed )y la* t"at may )e ()+ect o# negotiation )et*een t"e d(ly

ecogni%ed employee organi%ation and appropriate government

(t"oritie.

eclared to )e not negotia)le are matter t"at re@(ire appropriation o# #(nd:.g.' increae in alary emol(ment and ot"er allo*ance' car plan' pecialopitali%ation' medical and dental ervice' increae in retirement )ene#itSec. 3' R(le III5' and t"oe t"at involve t"e e7ercie o# management

rerogative: e.g.' appointment' promotion' aignmentDdetail' penaltie a ae(lt o# diciplinary action' etc. -Sec. 4' Id.5 Conidered negotia)le are (c"

matter a c"ed(le o# vacation and ot"er leave' *or, aignment o# pregnant*omen: recreational' ocial' at"letic' and c(lt(ral activitie and #acilitie' etc.

Sec. 2' Id.5.

.2 No Signing Bon(

Employee and o##icer o# SSS are not entitled to t"e igning )on(rovided #or in t"e collective negotiation agreement )eca(e t"eroce o# collective negotiation in t"e p()lic ector doe not

ncompa term and condition o# employment re@(iring t"e

ppropriation o# p()lic #(nd. T"e Co(rt remind t"e Social Sec(rity

Commiion o##icial t"at t"e SSS #(nd i not t"eir money

.3 E7cepted Employee

E7cepted #rom t"e application o# E7ec(tive Order 0' "o*ever' aremem)er o# t"e Armed orce o# t"e "ilippine' incl(ding police

##icer' policemen' #iremen' and +ail g(ard= -Sec. 45. or reaon o#

ec(rity and a#ety' t"ey are not allo*ed to (nioni%e.

A


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LABOR RELATI

Even temporary employee en+oy t"e )aic rig"t to #orm organi%ation

r aociation #or p(rpoe not contrary to la*.

8nder Art. 2//-c5 o# t"e La)or Code' ' 1arc" 2' and

ection ' Rep()lic Act No. 4 *"ic" laped into la* on 1ay 2>'00/ and )ecame e##ective on K(ne 4' 200/5.

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. CATEGORIES OF EMPLOYEES

RA 9/> *"ic" too, e##ect on 1arc" 2' -> day a#ter it

()lication in t"e "ilippine aily In@(irer5 provide t"at alt"o(g"

(perviory employee "all not )e eligi)le #or mem)er"ip in a

a)or organi%ation o# t"e ran, and #ile employee' t"ey may'

o*ever' +oin' ait or #orm eparate la)or organi%ation o# t"eir*n.

. INELIGIBILITY OF MANAGERS

. Type o# 1anagerial Employee

T"e term manager generally re#er to anyone *"o i reponi)le #or

()ordinate and ot"er organi%ational reo(rce. A a cla' managerontit(te t"ree level o# a pyramid' namely' top management' middle

management' and #irt$line management *"ic" i alo called (pervior. Belo*

"i t"ird level are t"e operative or operating employee *"o' *e may add' arelo called ran,$and$#ile.

IRST$LINE 1ANAGERS ; T"e lo*et level in an organi%ation at *"ic"

ndivid(al are reponi)le #or t"e *or, o# ot"er i called #irt$line or #irt$evel management. irt$line manager direct operating employee only: t"eyo not (pervie ot"er manager. E7ample o# #irt$line manager are t"e#oreman or prod(ction (pervior in a man(#act(ring plant' t"e tec"nical

(pervior in a reearc" department' and t"e clerical (pervior in a large o##ice.irt$level manager are o#ten called (pervior.

1ILE 1ANAGERS ; T"e term middle management can re#er to more

"an one level in an organi%ation. 1iddle manager direct t"e activitie o# ot"ermanager and ometime alo t"oe o# operating employee. 1iddle managerrincipal reponi)ilitie are to direct t"e activitie t"at implement t"eirrgani%ation policie and to )alance t"e demand o# t"eir (perior *it" t"e

apacitie o# t"eir ()ordinate. A plant manager in an electronic #irm i an7ample o# a middle manager.

TO 1ANAGERS ; Compoed o# a comparatively mall gro(p o#

7ec(tive' top management i reponi)le #or t"e overall management o# t"ergani%ation. It eta)li"e operating policie and g(ide t"e organi%ation

nteraction *it" it environment. Typical title o# top manager are c"ie#7ec(tive o##icer' preident' and enior vice$preident. Act(al title varyrom one organi%ation to anot"er and are not al*ay a relia)le g(ide to

mem)er"ip in t"e "ig"et management clai#ication.

A can )e een #rom t"i decription' a ditinction e7it )et*een t"oe

"ave t"e a(t"ority to devie' implement and control trategic and operatpolicie -top and middle manager5 and t"oe *"oe ta, i imply to e

t"at (c" policie are carried o(t )y t"e ran,$and$#ile employee organi%ation -#irt$level managerD(pervior5. F"at diting(i"e t"em

t"e ran,$and$#ile employee i t"at t"ey act in t"e interet o# t"e employ(perviing (c" ran,$and$#ile employee.

1anagerial employee may t"ere#ore )e aid to #all into t*o dicategorie t"e manager per e' *"o compoe t"e #ormer gro(p dec

a)ove' and t"e (pervior *"o #orm t"e latter gro(p. F"et"er t"ey )elot"e #irt or t"e econd category' manager' #is%a%#isemployer' are' li,eemployee.

2.2 Contit(tionality o# t"e ro"i)ition

T"e @(etion i *"et"er t"e #irt entence o# Art. 24> o# t"e L

Code' pro"i)iting managerial employee #rom #orming' aitin

+oining any la)or organi%ation' i contit(tional in lig"t o# ArtSec. o# t"e Contit(tion *"ic" provide

T"e rig"t o# t"e people' incl(ding t"oe employed in t"e p()lic and prector' to #orm (nion' aociation' or ocietie #or p(rpoe not contr

la* "all not )e a)ridged.

T"e preent Article 24> i t"e re(lt o# t"e amendment o# t"e L

Code in )y R.A. No. 9/>' ot"er*ie ,no*n a t"e ?er

eloo La*. 8nli,e t"e Ind(trial eace Act or t"e proviion o

La)or Code *"ic" it (pereded' R.A. No. 9/> provide ep

de#inition o# t"e term managerial and (perviory employ

-See Art. 22m5.

Alt"o(g" t"e de#inition o# (perviory employee eem to

)een (nd(ly retricted to t"e lat p"rae o# t"e de#inition in

Ind(trial eace Act' t"e legal igni#icance given to t"e p

e##ectively recommend remain t"e ame. In #act' t"e ditin

)et*een top and middle manager' *"o et management policy

#ront$line (pervior' *"o are merely reponi)le #or en(ring(c" policie are carried o(t )y t"e ran, and #ile' i artic(lated in

preent de#inition.

T"e rationale #or t"i in"i)ition "a )een tated to )e' )eca(e i# managerial employee *o(ld )elong to or )e a##iliated *it" a 8nion' t"emig"t not )e a(red o# t"eir loyalty to t"e 8nion in vie* o# evident con#interet. T"e 8nion can alo )ecome company$dominated *it" t"e preen

managerial employee in 8nion mem)er"ip.

2.2a Ot"er Opinion

K(tice (no #(rt"er air a *arning o# t"e La)or (ncontit(tional c(t deep into o(r e7iting ind(trial li#e and *ill ope

#loodgate to (nioni%ation at all level o# t"e ind(trial "ierarc"y. S(c" a r*ill *rea, "avoc on t"e e7iting et$(p )et*een management and la)or.

managerial employee *ill )e allo*ed to (nioni%e' t"en all *"o are ipayroll o# t"e company' tarting #rom t"e preident' vice$preident' gmanager and everyone' *it" t"e e7ception o# t"e director' may go on tr

pic,et t"e employer. Company o##icer *ill +oin #orce *it" t"e (pervior

ran,$and$#ile.=

3. EVOLUTION OF SUPERVISORS( RIGHT TO ORGANIZE

8nli,e manager' (pervior can (nioni%e.

3. irt eriod 8nder t"e Ind(trial eace Act


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LABOR RELATI

T"e pro)lem *a t"at alt"o(g" t"e Ind(trial eace Act de#ined a

(pervior'= it #ailed to de#ine a

R.A. No. 9/> preent a compromie #orm(la retain t"e ineligi)ility

# managerial employee )(t revive t"e rig"t o# (perviory

mployee to (nioni%e.

. DEFINITION OF MANAGER AND SUPERVISOR

8nli,e in t"e Ind(trial eace Act and t"e La)or Code )e#ore (c"mendment' t"e po*er to decide on managerial act i no* eparated

rom t"e po*er to recommend t"oe managerial act' (c" a laying

o*n policy' "iring or dimiing employee' etc. A (pervior "a t"e

o*er only to recommend *"ile a managerial employee "a t"e

o*er to decide and do t"oe act.

B(t to ma,e one a (pervior' t"e po*er to recommend m(t not )e

merely ro(tinary or clerical in nat(re )(t re@(ire t"e (e o#

ndependent +(dgment. In ot"er *ord' t"e recommendation i -5

icretionary or +(dgmental -not clerical5' -25 independent -not a

ictation o# omeone ele5' and -35 e##ective -given partic(lar *eig"t

n ma,ing t"e management deciion5. I# t"ee @(alitie are lac,ing or'

*ore' i# t"e po*er to recommend i a)ent' t"en t"e peron i not

eally a (pervior )(t a ran,$and$#ile employee and t"ere#ore )elongr "o(ld )elong to a ran,$and$#ile organi%ation.

imilarly' a o$called manager' no matter "o* "i poition i titled' i

ot really a manager in t"e eye o# t"e la* i# "e doe not poe

managerial po*er -to lay do*n and e7ec(te management policie

ndD or to "ire' tran#er' (pend' lay$o##' recall' dic"arge' aign or

icipline employee5. I# "e can only recommend t"e e7ercie o# any

# t"ee po*er' "e i only a (pervior' "ence' may +oin' ait ororm a (pervior! organi%ation.

. TEST OF SUPERVISORY STATUS

T"e tet o# (perviory or managerial tat( depend on *"et"er a peronoee a(t"ority to act in t"e interet o# "i employer in t"e matter peci#ied

n Article 22 -,5 o# t"e La)or Code and Section -m5 o# it ImplementingR(le and *"et"er (c" a(t"ority i not merely ro(tinary or clerical in nat(re'(t re@(ire t"e (e o# independent +(dgment. T"(' *"ere (c"ecommendatory po*er a in t"e cae at )ar' are ()+ect to eval(ation' revie*

nd #inal action )y t"e department "ead and ot"er "ig"er e7ec(tive o# t"eompany' t"e ame' alt"o(g" preent' are not e##ective and not an e7ercie o#ndependent +(dgment a re@(ired )y la*.

t i t"e nat(re o# an employee #(nction and not t"e nomenclat(re or titleiven to "i +o) *"ic" determine *"et"er "e "a ran,$and$#ile or managerialtat(. Among t"e c"aracteritic o# managerial ran, are -5 ?e i not ()+ecto t"e rigid o)ervance o# reg(lar o##ice "o(r: -25 ?i *or, re@(ire t"e

conitent e7ercie o# dicretion and +(dgment in it per#ormance: -35 t"e oprod(ced or t"e re(lt accompli"ed cannot )e tandardi%ed in relation

given period o# time: -45 ?e manage a c(tomarily recogni%ed departm()diviion o# t"e eta)li"ment' c(tomarily and reg(larly directing t"e

o# ot"er employee t"erein: ->5 ?e eit"er "a t"e a(t"ority to "ire or dicot"er employee or "i (ggetion and recommendation a to "iring

dic"arging' advancement and promotion or ot"er c"ange o# tat( o# employee are given partic(lar *eig"t: and -95 A a r(le' "e i not paid "

*age nor ()+ected to ma7im(m "o(r o# *or,.

>. T"e o*er to Recommend

T"e po*er to recommend' in order to @(ali#y an employee

(pervior' m(t not only )e e##ective )(t "o(ld re@(ire t"e (

independent +(dgment. It "o(ld not )e merely o# a ro(tinar

clerical nat(re.

>.2 E7ample o# Ine##ective or Clerical Recommendation

%. SEGREGATION OF RAN*#AND#FILE AND SUPERVISOR

Article 24> allo* (perviory employee to #orm' +oin' or a

eparate la)or organi%ation o# t"eir o*n' )(t t"ey are not eligi)l

mem)er"ip in a la)or organi%ation o# t"e ran,$and$#ile emplo

Neit"er may a ran,$and$#ile +oin a (nion o# (pervior.

T"i policy o# egregating t"e (pervior! (nion #rom t"at o

ran,$and$#ile i #o(nded on #airne to t"e employee t"emelv

*ill )e do()ly detrimental to t"e employer i# t"e (pervior an

ran,$and$#ile' a mem)er o# only one (nion' co(ld ta,e a com

tand againt t"e employer.

9. E##ect o# ?aving 1i7ed 1em)er"ip

A (nion *"oe mem)er"ip i a mi7t(re o# (pervior and ran,$

#ile i not and cannot )ecome a legitimate la)or organi%ation. It ca

petition #or a certi#ication election' m(c" le a, to )e recogni%

t"e )argaining repreentative o# employee.

T"e La)or Code "a made it a clear tat(tory policy to prevent (perv

employee #rom +oining la)or organi%ation coniting o# ran,$anemployee a t"e concern *"ic" involve mem)er o# eit"er gro(p are nordiparate and contradictory.

Clearly' )aed on Article 24>' a la)or organi%ation compoed o# )ot" ran,#ile and (perviory employee i no la)or organi%ation at all. It cannot' #og(ie or p(rpoe' )e a legitimate la)or organi%ation. Not )eing onorgani%ation *"ic" carrie a mi7t(re o# ran,$and$#ile and (perv

employee cannot poe any o# t"e rig"t o# a legitimate la)or organi%incl(ding t"e rig"t to #ile a petition #or certi#ication election #or t"e p(rpocollective )argaining. It )ecome neceary' t"ere#ore' anterior to t"e grao# an order allo*ing a certi#ication election' to in@(ire into t"e compoit

any la)or organi%ation *"enever t"e tat( o# t"e la)or organi%atic"allenged on t"e )ai o# Article 24> o# t"e La)or Code.

T"e rationale )e"ind t"e Code e7cl(ion o# (pervior #rom (nion o#

and$#ile employee i t"at (c" employee' *"ile in t"e per#orman(perviory #(nction' )ecome t"e alter ego o# management in t"e ma,in

t"e implementing o# ,ey deciion at t"e ()$managerial level. Certain*o(ld )e di##ic(lt to #ind (nity or m(t(ality o# interet in a )argaining

coniting o# a mi7t(re o# ran,$and$#ile and (perviory employee. And to )eca(e t"e #(ndamental tet o# a )argaining (nit accepta)ility i *"

or not (c" a (nit *ill )et advance to all employee *it"in t"e (nit t"e pe7ercie o# t"eir collective )argaining rig"t. T"e Code itel# "a recogt"i' in preventing (perviory employee #rom +oining (nion o# ran,$anemployee.


6/52

LABOR RELATI

.2 ?o* 1anyJ ?o* e*J

.3 Illegal 1i7ed 1em)er"ip 1(t Be Raied and roved

.4 Cancellation o# 8nion Regitration on Gro(nd o# Incl(ion o#

i@(ali#ied oition F"at need to )e roved

F"at i eential i t"e nat(re o# t"e employee! #(nction and not t"e

omenclat(re or title given to t"e +o) *"ic" determine *"et"er t"e employeea ran,$and$#ile or managerial tat( or *"et"er "e i a (perviory employee.

T"e implementing R(le tate t"at t"e legal peronality o# t"e

etitioner (nion cannot )e ()+ect to collateral attac, o# t"e La)or Code doe not directly pro"i)it con#ide

employee #rom engaging in (nion activitie. ?o*ever' (ndedoctrine o# neceary implication' t"e di@(ali#ication o# manag

employee e@(ally applie to con#idential employee.

con#idential$employee r(le +(ti#ie e7cl(ion o# con#ide

employee )eca(e in t"e normal co(re o# t"eir d(tie t"ey )ec

a*are o# management policie relating to la)or relation. It m(

treed' "o*ever' t"at *"en t"e employee doe not "ave acce

con#idential la)or relation in#ormation' t"ere i no legal pro"i)


7/52

LABOR RELATI

gaint con#idential employee #rom #orming' aiting' or +oining a

nion.

.4e Ne* CBA may incl(de employee e7cl(ded #rom old CBA:E7pired CBA may )e 1odi#ied' not +(t Rene*ed

T"e employer and t"e (nion in an enterprie may negotiate and agree

*"om to cover in t"eir CBA. And t"ey are #ree to c"ange t"eir

greement people e7cl(ded )e#ore may )e incl(ded no*' or vice

era.

. SECURITY GUARDS MAY &OIN RAN*#AND#FILE OR

UPERVISORS UNION

8nder t"e old r(le' ec(rity g(ard *ere )arred #rom +oining a la)or

rgani%ation o# t"e ran,$and$#ile. 8nder RA 9/>' t"ey may no*

reely +oin a la)or organi%ation o# t"e ran,$and$#ile or t"at o# t"e

(perviory (nion' depending on t"eir ran,.

66666666

Article 24>$A. E##ect o# incl(ion a mem)er o# employee o(tide

"e )argaining (nit. $ T"e incl(ion a (nion mem)er o# employee(tide t"e )argaining (nit "all not )e a gro(nd #or t"e cancellation

# t"e regitration o# t"e (nion. Said employee are a(tomaticallyeemed removed #rom t"e lit o# mem)er"ip o# aid (nion.

Introd(ced a ne* proviion )y Section ' Rep()lic Act No. 4

*"ic" laped into la* on 1ay 2>' 200/ and )ecame e##ective on K(ne

4' 200/5.

66666666

Article 249. Non$a)ridgment o# rig"t to el#$organi%ation. & It "all )e

nla*#(l #or any peron to retrain' coerce' dicriminate againt or

nd(ly inter#ere *it" employee and *or,er in t"eir e7ercie o# t"e

ig"t to el#$organi%ation. S(c" rig"t "all incl(de t"e rig"t to #orm'

oin' or ait la)or organi%ation #or t"e p(rpoe o# collective

argaining t"ro(g" repreentative o# t"eir o*n c"ooing and to

ngage in la*#(l concerted activitie #or t"e ame p(rpoe or #or t"eir

m(t(al aid and protection' ()+ect to t"e proviion o# Article 294 o#"i Code. -A amended )y Bata am)ana Bilang /0' 1ay ' 05.

66666666

. CONCEPT OF THE RIGHT TO SELF ORGANIZATION

T"i i a ,ey article t"at o##er an incl(ionary de#inition o# t"e rig"t

o el#$organi%ation -S.O.5 )y aying not *"at it i )(t *"at it

ncl(de. It incl(de at leat t*o rig"t -5 t"e rig"t to #orm' +oin orit la)or organi%ation' and -25 t"e rig"t to engage in la*#(l

oncerted activitie. T"e


8/52

LABOR RELATI

emocracy' t"e rig"t to el#$organi%e "a )een en"rined in t"e

Contit(tion' and any act intended to *ea,en or de#eat t"e rig"t i

egarded )y la* a an o##ene. T"e o##ene i tec"nically called

(n#air la)or practice= -8L5. Literally' it doe not mean an (n#airractice )y la)or )(t a practice (n#air to la)or' alt"o(g" t"e o##ender

may eit"er )e an employer or a la)or organi%ation.

T"e victim o# t"e o##ene i not +(t t"e *or,er a a )ody and t"e

*ell$meaning employer *"o val(e ind(trial peace' )(t t"e State a

*ell. T"(' t"e attac, to t"i contit(tional rig"t i conidered a crime

*"ic" t"ere#ore carrie )ot" civil and criminal lia)ilitie.

A conideration o# t"e entire la* on t"e matter clearly dicloe t"e intention o#"e la*ma,er to conider act *"ic" are alleged to contit(te (n#air la)orractice a violation o# t"e la* or o##ene' to )e proec(ted in t"e ame

manner a a criminal o##ene. T"e reaon #or t"i proviion i t"at t"e

ommiion o# an (n#air la)or practice i an o##ene againt a p()lic rig"t ornteret and "o(ld )e proec(ted in t"e ame manner a a p()lic o##ene. T"eeaon #or t"e ditinction )et*een an (n#air la)or practice cae and a mereiolation o# an employer o# it contract(al o)ligation to*ard an employee i'

7 7 t"at (n#air la)or practice cae involve violation o# a p()lic rig"t orolicy' to )e proec(ted li,e criminal o##ene *"erea a )reac" o# an

)ligation o# t"e employer to "i employee i only a contract(al )reac" to )eedreed li,e an ordinary contract or o)ligation.

. Element

Commiion o# (n#air la)or practice at t"e enterprie level need t"e

reence o# certain element #irt' t"ere i e/le0#e/lee

elti45-i/)et*een t"e o##ender and t"e o##ended: and econd' t"e6t 74e i5 e8/0e55l 7e9i4e7 i4 t-e C7ea an act o# (n#air la)or

ractice. T"e #irt element i re@(ired )eca(e 8L i negation o#' a

o(nteraction to' t"e rig"t to organi%e *"ic" i availa)le only to

mployee in relation to t"eir employer. No organi%ational rig"t can

e negated or aailed i# employer$employee relation"ip i a)ent in

"e #irt place.

T"e econd element i t"at t"e act done i pro"i)ited )y t"e Code'

peci#ically in Article 24 and 29 #or an employer and Article 24or a la)or organi%ation. Art. 22-,5 emp"atically de#ine


9/52

LABOR RELATI

# t"e recogni%ed collective )argaining agent' i# (c" non$(nion

mem)er accept t"e )ene#it (nder t"e collective )argaining

greement rovided' t"at t"e individ(al a(t"ori%ation re@(ired (nder

Article 242' paragrap" -o5 o# t"i Code "all not apply to t"e non$mem)er o# t"e recogni%ed collective )argaining agent:

#5 To dimi' dic"arge or ot"er*ie pre+(dice or dicriminate

gaint an employee #or "aving given or )eing a)o(t to give tetimony

nder t"i Code:

g5 To violate t"e d(ty to )argain collectively a precri)ed )y t"iCode:

"5 To pay negotiation or attorney! #ee to t"e (nion or it o##icer or

gent a part o# t"e ettlement o# any i(e in collective )argaining or

ny ot"er dip(te: or

i5 To violate a collective )argaining agreement.

T"e proviion o# t"e preceding paragrap" not*it"tanding' only t"e##icer and agent o# corporation' aociation or partner"ip *"o

ave act(ally participated in' a(t"ori%ed or rati#ied (n#air la)orractice "all )e "eld criminally lia)le. -A amended )y Bata

am)ana Bilang 30' A(g(t 2' 5.66666666

. CONDITIONS PRECEDENT TO U.L.P. CHARGE

Be#ore an employee may )e conidered aggrieved )y an alleged (n#air

a)or practice -8L5 )y an employer' it m(t )e demontrated' #irtly'"at t"e in+(red party come *it"in t"e de#inition o#


10/52

LABOR RELATI

"e employer interet and not #or t"e p(rpoe o# de#eating or

irc(mventing t"e rig"t o# employee (nder pecial la* or valid

greement and are not e7ercied in a malicio(' "ar"' oppreive'

indictive or *anton manner or o(t o# malice or pite.

.4 orced acation Leave

F"ere t"e vacation leave *it"o(t pay' *"ic" t"e employer re@(ire

mployee to ta,e in vie* o# t"e economic crii' i neit"er malicio('

ppreive or vindictive' 8L i not committed.

.> I(ance o# R(le or olicy

Every )(ine enterprie endeavor to increae it pro#it. In t"e

roce' it may adopt or devie mean deigned to*ard t"at goal.

Even a t"e la* i olicito( o# t"e *el#are o# t"e employee' it m(t

lo protect t"e rig"t o# an employer to e7ercie *"at are clearly

management prerogative. T"e #ree *ill o# management to cond(ct it

*n )(ine a##air to ac"ieve it p(rpoe cannot )e denied.

.9 Ta,ing Action Againt Slo*do*n

Employee "ave t"e rig"t to tri,e' )(t t"ey "ave no rig"t to contin(e*or,ing on t"eir o*n term *"ile re+ecting t"e tandard deired )y

"eir employer. ?ence' an employer doe not commit an (n#air la)or

ractice )y dic"arging employee *"o engaged in a lo*do*n' even

# t"eir o)+ect i a pay increae *"ic" i la*#(l. 1oreover' an

mployer doe not violate t"e act )y dic"arging only ome o# t"e

mployee *"o participate in t"e lo*do*n *"ere "e dic"arge t"emo erve a an


11/52

LABOR RELATI

F"en an employer engage in (rveillance or ta,e tep leading "i

mployee to )elieve it i going on' a violation re(lt )eca(e t"e

mployee come (nder t"reat o# economic coercion or retaliation #or

"eir (nion activitie. 8nla*#(l (rveillance *a properly #o(nd*"ere (pervior *ere preent near t"e place *"ere (nion meeting

*a )eing "eld to c"ec, t"e name o# employee leaving t"e meeting.

.9 Economic Ind(cement

A violation re(lt #rom an employer! anno(ncement o# )ene#it prior

o a repreentation election' *"ere it i intended to ind(ce t"employee to vote againt t"e (nion.

t i *ell$ettled r(le t"at *"ile a repreentation election i pending'

"e con#erral o# employee )ene#it #or t"e p(rpoe o# ind(cing t"e

mployee to vote againt a (nion i (nla*#(l.

./ Employer! E7preion o# Opinion: Totality o# Cond(ct octrine

T"e doctrine "old t"at t"e c(lpa)ility o# employer! remar, *a toe eval(ated not only on t"e )ai o# t"eir implication' )(t againt t"e

ac,gro(nd o# and in con+(nction *it" collateral circ(mtance.

5Letter to indi#idual employees;It i an act o# inter#erence #or t"e employero end a letter to all employee noti#ying t"em to ret(rn to *or, at a timepeci#ied t"erein' ot"er*ie ne* employee *o(ld )e engaged to per#orm t"eir

o). Individ(al olicitation o# t"e employee or viiting t"eir "ome' *it" t"employer or "i repreentative (rging t"e employee to ceae (nion activity oreae tri,ing' contit(te (n#air la)or practice. All t"e a)ove$detailed activitiere (n#air la)or practice )eca(e t"ey tend to (ndermine t"e concerted activity

# t"e employee' an activity to *"ic" t"ey are entitled #ree #rom t"e employermoletation.

25 Stri(e%brea(ing;F"en t"e repondent company o##ered reintatement and

ttempted to )ri)e t"e tri,er *it" com#orta)le cot' #ree co##ee andccaional movie' overtime pay #or *or, per#ormed in e7ce o# eig"t

o(r' and arrangement #or t"eir #amilie' o t"ey *o(ld a)andon t"e tri,end ret(rn to *or,' t"ey *ere g(ilty o# tri,e$)rea,ing andDor (nion$)(ting

nd' cone@(ently' o# (n#air la)or practice.

35'cts #iolati#e of right to organize;iolative o# t"e rig"t to organi%e' #ormnd +oin la)or organi%ation are t"e #ollo*ing act t"e o##er o# a C"ritmaon( to all loyal employee o# a company "ortly a#ter t"e ma,ing o# ae@(et )y t"e (nion to )argain: *age increae given #or t"e p(rpoe o#

molli#ying employee a#ter t"e employer "a re#(ed to )argain *it" t"e (nion'r #or t"e p(rpoe o# ind(cing tri,ing employee to ret(rn to *or,: t"employer promie o# )ene#it in ret(rn #or t"e tri,er a)andonment o# t"eirtri,e in (pport o# t"eir (nion: and t"e employer tatement' made a)o(t 9

*ee, a#ter t"e tri,e tarted' to a gro(p o# tri,er in a reta(rant to t"e e##ect"at i# t"e tri,er ret(rned to *or,' t"ey *o(ld receive ne* )ene#it in t"eorm o# "opitali%ation' accident in(rance' pro#it$"aring' and a ne* )(ildingo *or, in.

45 )est of interference or coercion;T"e tet o# *"et"er an employer "anter#ered *it" and coerced employee *it"in t"e meaning o# ()ection -a5 -5 *"et"er t"e employer "a engaged in cond(ct *"ic" it may reaona)ly )e

aid tend to inter#ere *it" t"e #ree e7ercie o# employee rig"t (nder ectiono# t"e Act' and it i not neceary t"at t"ere )e direct evidence t"at any

mployee *a in #act intimidated or coerced )y tatement o# t"reat o# t"employer i# t"ere i a reaona)le in#erence t"at anti$(nion cond(ct o# t"employer doe "ave an advere e##ect on el#$organi%ation and collectiveargaining.

>5 )he *totality of conduct+ doctrine;t"e letter o# t"e company preident to"e individ(al tri,er "o(ld not )e conidered )y t"emelve alone )(t "o(lde read in t"e lig"t o# t"e preceding and ()e@(ent circ(mtance. T"e letter

"o(ld )e interpreted according to t"e totality o# cond(ct doctrine' *"ere)y

t"e c(lpa)ility o# an employer remar, "a to )e eval(ated not only o)ai o# t"eir implicit implication' )(t *ere to )e appraied again

)ac,gro(nd o# and in con+(nction *it" collateral circ(mtance.

>. 1a Layo## Amo(nting to 8.L..

A company! capital red(ction e##ort' to camo(#lage t"e #act t"

"a )een ma,ing pro#it' and to +(ti#y t"e ma lay$o## oemployee epecially (nion mem)er' *ere an (n#air la)or pra

*"ic" can neit"er )e co(ntenanced nor condoned.

>. Loc,o(t or Clo(re Amo(nting to 8.L..

A loc,o(t' act(al or t"reatened' a a mean o# di(ading

employee #rom e7erciing t"eir rig"t (nder t"e Act i clear

(n#air la)or practice. ?o*ever' to "old an employer *"o act(al*"o t"reaten to loc, o(t "i employee g(ilty o# a violation o

Act' t"e evidence m(t eta)li" t"at t"e p(rpoe t"ereo# *

inter#ere *it" t"e employee! e7ercie o# t"eir rig"t.

An "onet cloing o# one! plant i not a violation o# t"e

?o*ever' ceation o# operation' act(al or t"reatened' doe cont

an (n#air la)or practice' i# it i' directly or indirectly' e7prely o

inn(endo' calc(lated or employed to inter#ere *it" t"e employ

rig"t (nder t"e Act. roo# o# t"e employer! tate o# mind' (nle

e7preed' i o#ten very di##ic(lt. ?o*ever' it may )e provecirc(mtantial evidence.

T"e r(le i t"at it i (nla*#(l #or t"e employer to t"reate

employee *it" moving or "(tting do*n t"e plant and cone@

lo o# employment' a t"e re(lt o# t"eir (pport #or t"e (nion.

An employer *"ic" cloed it )(ine to p(t an end to a (ni

activitie' and *"ic" made no e##ort to allo* t"e employee! attto e7ercie t"eir rig"t to el#$organi%ation and collective )argai

and even t"reatening t"e employee t"at t"ey *o(ld loe t"eir +o

t"ey did not ceae a##iliation *it" t"e (nion' commit (n#air l

practice.

>.a Sale in Bad ait"

F"ere t"e ale o# a )(ine enterprie *a attended *it" )ad #ait"' t"ere

need to conider t"e applica)ility o# t"e r(le t"at la)or contract )eipersonamare not en#orcea)le againt t"e tran#eree. T"e latter i in t"e poo# tort$#eaor "aving )een a party li,e*ie reponi)le #or t"e damage in#on t"e mem)er o# t"e aggrieved (nion and t"ere#ore cannot +(tly e

lia)ility.

It i irrational to (ppoe t"at a p(rc"aer o# a man(#act(

enterprie i not a*are o# t"e la)or$management it(ation in t"e"e )o(g"t.

>.) A(mption o# O)ligation )y Ne* Company

>.0 S(cceor Employer: iercing t"e Corporate eil

Clo(re i li,e*ie not legal and t"e employee cannot )e epa

i#' in #act' t"ere i no clo(re )eca(e t"e


12/52

LABOR RELATI

reated a a contin(ation or (cceor o# t"e one t"at cloed. I# (c" )e

"e cae' t"e eparated employee *ill "ave to )e employed in t"e

ne*= #irm )eca(e in t"e #irt place t"ey "o(ld not "ave )een

eparated at all.

T"e


13/52

LABOR RELATI##icer o# t"e #ormer (nion: t"at o##icer and mem)er o# t"e rival (nion *ereimied allegedly p(r(ant to a retrenc"ment policy o# t"e company' a#ter

"ey "ad preented demand #or t"e improvement o# t"e *or,ing conditionepite it alleged retrenc"ment policy: and t"at' a#ter dimial o# t"e a#oreaid

##icer o# t"e rival la)or (nion' t"e company engage t"e ervice o# ne*a)orer.

. FIFTH U.L.P." DISCRIMINATION ;ART. 2,

F"at t"e la* pro"i)it i dicrimination to enco(rage or dico(rage

mem)er"ip in a la)or organi%ation. F"ere t"e p(rpoe i to in#l(ence

"e (nion activity o# employee' t"e dicrimination i (nla*#(l. B(ticrimination i not t"e ame a di##erentiation or clai#ication. or

ntance' it i common management practice to clai#y +o) and grant

"em varying level o# pay )ene#it pac,age. T"ee are valid

i##erentiation t"at recogni%e di##erence in +o) re@(irement or

ontri)(tion. T"ey are not necearily dicrimination clai#ia)le a

8L.

8nder t"e Ind(trial eace Act' to contit(te an (n#air la)or practice' t"e

icrimination committed )y t"e employer m(t )e in regard to t"e "ire oren(re o# employment or any term or condition o# employment to enco(rage orico(rage mem)er"ip in any la)or organi%ation. T"e e7action' )y t"e

Company' #rom t"e tri,er ret(rning to *or,' o# a promie not to detroy

ompany property and not to commit act o# reprial againt t"e 8nion$mem)er *"o did not participate in t"e tri,e' cannot )e conidered a intendedo enco(rage or dico(rage 8nion$mem)er"ip. Ta,ing t"e circ(mtance(rro(nding t"e precri)ing o# t"at condition' t"e re@(irement )y t"e Company

act(ally an act o# el#$preervation and deigned to in(re t"e maintenance o#eace and order in t"e Company premie.

ico(raging mem)er"ip in a la)or organi%ation incl(de not onlyico(raging ad"eion to (nion mem)er"ip )(t alo dico(raging

articipation in (nion activitie (c" a legitimate tri,e.

. icrimination in For, (ota

Conidered in t"e lig"t o# t"e anti$(nion attit(de e7"i)ited )y repondent

ompany in tran#erring (nion preident Leone #rom t"e main o##ice in 1anilao Ce)( *"en t"e (nion *a till )eing organi%ed' and *"ic" act *a #o(nd )y"e NLRC a contit(ting (n#air la)or practice and (nion$)(ting in connection

*it" t"e application #or clearance to terminate Leone #iled )y repondent

ompany' 34 t"e (neven application o# it mar,eting plan )y repondentompany i patently an act o# dicrimination' conidered a an (n#air la)orractice (nder Art. 24-e5 o# t"e La)or Code.

.2 icrimination in Bon( Allocation or Salary Ad+(tment

T"ere i (n#air and (n+(t dicrimination in t"e granting o# alary

d+(tment *"ere t"e evidence "o* t"at -a5 t"e management paid

"e employee o# t"e (nioni%ed )ranc": -)5 *"ere t"e alary

d+(tment *ere granted to employee o# one o# it non(nioni%ed

ranc"e alt"o(g" it *a loing in it operation: and -c5 t"e totalalary ad+(tment given every ten o# it (nioni%ed employee *o(ld

ot even e@(al t"e alary ad+(tment given one employee in t"e

on(nioni%ed )ranc".

.3 icrimination in Layo## or imial

Even *"ere )(ine condition +(ti#ied a layo## o# employee' (n#air

a)or practice in t"e #orm o# dicriminatory dimial *ere #o(nd

*"ere only (nionit *ere permanently dimied *"ile non(nionit

*ere not.

La)or i a peron mean o# liveli"ood. ?e cannot )e deprived o# "i la)or or*or, *it"o(t d(e proce o# la*. Retrenc"ment very "eart o# one

employment. F"ile t"e rig"t o# tri,e at t"e very "eart o# an employdimi an employee i conceded in a valid retrenc"ment' t"e rig"t di##er

and "o(ld not )e con#(ed *it" t"e manner in *"ic" (c" rig"t i e7erci"o(ld not )e oppreive and a)(ive ince it a##ect one peron and prop

(e proce o# la* demand not"ing le.

.4 icrimination in Reg(lari%ation

.> icrimination )y Blac,liting

A )lac,lit "a )een de#ined a


14/52


15/52

LABOR RELATI

. Eliminate t"e lo*ering o# tandard ca(ed )y competition *it"

on$(nion *or,er.

. Ena)le la)or organi%ation e##ectively to en#orce collectivegreement.

acilitate t"e collection o# d(e and t"e en#orcement o# (nion r(le.

. Create "armonio( relation )et*een t"e employer and employee.

B(t it i diadvantageo( a it;

. Re(lt in monopolitic domination o# employment )y la)or

rgani%ation.

. Inter#ere *it" t"e #reedom o# contract and peronal li)erty o# t"e

ndivid(al *or,er.

. Compel employer to dic"arge all non$(nion *or,er regardle

# e##iciency' lengt" o# ervice' etc.

. acilitate t"e (e o# la)or organi%ation )y (ncr(p(lo( (nioneader #or t"e p(rpoe o# e7tortion' retraint o# trade' etc.

. enie to non$(nion *or,er e@(al opport(nity #or employment.

Ena)le (nion to c"arge e7or)itant d(e and initiation #ee.

.0d alid imial Beca(e o# Application o# 8nion Sec(rity

Cla(e

8nion ec(rity cla(e in collective )argaining agreement' i# #reely andol(ntarily entered into' are valid and )inding. Corollary' dimial p(r(ant tonion ec(rity cla(e are valid and legal ()+ect only to t"e re@(irement o# d(e

roce' t"at i' notice and "earing prior to dimial. T"(' t"e dimial o# anmployee )y t"e company p(r(ant to a la)or (nion demand in accordance

*it" a (nion ec(rity agreement doe not contit(te (n#air la)or practice.

Even i# t"e (nion mem)er *ere (na*are o# t"e cloed$"op tip(lation in t"eCBA' t"ey *ere )o(nd )y it. Neit"er t"eir ignorance o#' nor t"eir diati#action*it" it term and condition *o(ld +(ti#y )reac" t"ereo# or t"e #ormation )y"em o# a (nion o# t"eir o*n. T"i i o )eca(e a (nion mem)er *"o i

mployed (nder an agreement )et*een t"e (nion and "i employer i )o(nd )y"e proviion t"ereo#' ince it i a +oint and everal contract o# t"e mem)er o#

"e (nion entered into )y t"e (nion a t"eir agent.

T"i proviion i an indirect retriction on t"e rig"t o# an employee to el#$rgani%ation. It i a olemn prono(ncement o# a policy t"at *"ile an employee

given t"e rig"t to +oin a la)or organi%ation' (c" rig"t "o(ld only )e aertedn a manner t"at *ill not pell t"e detr(ction o# t"e ame organi%ation T"e la*e@(ire loyalty to t"e (nion on t"e part o# it mem)er in order to o)tain to t"e(ll e7tent it co"eion and integrity.

.0e imial (r(ant to Cloed$S"op Cla(e 1(t Clearly Appearn Contract

n order to validly dimi an employee )y #orce o# t"e (nion ec(rity

la(e' t"ere "o(ld )e a clear and une/ui#ocal statementt"at t"e lo

# t"e tat( o# a mem)er o# good tanding in t"e (nion "all )e a

a(e #or dimial.

8nion "op' a *it" cloed$"op proviion' "o(ld )e trictlyontr(ed againt t"e e7itence o# (nion "op. Sometime "ar" and

nero(' (c" proviion "o(ld not )e e7tended )eyond t"e e7plicit

overage o# t"eir term' and *ill not )e deemed to a(t"ori%e )y

implication any dimial o# employee already *or,ing )e#or

agreement *a made.

.0# (e roce Re@(ired in En#orcing 8nion Sec(rity ClIntra$(nion 1atter )ecome Termination ip(te *it" Employer

Alt"o(g" a (nion ec(rity cla(e in a CBA may )e validly en#o

and t"at dimial p(r(ant t"ereto may li,e*ie )e valid' t"i

not erode t"e #(ndamental re@(irement o# d(e proce. T"e re

)e"ind t"e en#orcement o# (nion ec(rity cla(e *"ic" i t"e an

and inviola)ility o# contract cannot override one rig"t toproce.

.0g Lia)ility o# 8nion to ay Fage and ringe Bene#it o# Ille

imied Employee

.0" Employer in Good ait" Not Lia)le

.0i Cloed$S"op' To F"om Not Applica)le

All employee in t"e )argaining (nit covered )y a cloed$

agreement are ()+ect to it term' e7cept t"e #ollo*ing -5employee *"o at t"e time t"e cloed$"op agreement ta,e e##ec

bona fide mem)er o# religio( organi%ation *"ic" pro"i)itmem)er #rom +oining la)or (nion on religio( gro(nd

employee already in t"e ervice and already mem)er o# a l

(nion or (nion ot"er t"an t"e ma+ority (nion at t"e time t"e clo

"op agreement too, e##ect: -35 Con#idential employee *"o

e7cl(ded #rom t"e ran,$and$#ile )argaining (nit: and -45 emplo

e7cl(ded #rom t"e cloed$"op )y e7pre term o# t"e agreement

It i *ell ettled in t"i +(ridiction t"at' in t"e a)ence o# a mani#et intet"e contrary' cloed "op proviion in a collective )argaining agreeapply only to peron to )e "ired or to employee *"o are not yet mem)

any la)or organi%ation and t"at aid proviion o# t"e agreement arapplica)le to t"oe already in t"e ervice at t"e time o# it e7ec(tion. Tot"at t"e employee in a company *"o are mem)er o# a minority (nion m

compelled to dia##iliate #rom t"eir (nion and +oin t"e ma+ority or contra(nion' *o(ld render n(gatory t"e rig"t o# all employee to el# organi%atioto #orm' +oin or ait la)or organi%ation o# t"eir o*n c"ooing' a g(aranteed )y t"e Ind(trial eace Act -ec. 3' Rep. Act No. />5 a *ell t"e Contit(tion -Art. III' ec. 95.

.0+ Agency ee Intead o# 8nion 1em)er"ip

T"e employee *"o are )ene#itting #rom t"e CBA' *it"o(t )

mem)er o# t"e )argaining (nion' may )e re@(ired to pay an ag

#ee. T"e collection o# agency feesin an amo(nt e@(ivalent to (

d(e and #ee' #rom employee *"o are not (nion mem)er

recogni%ed )y Article 24 -e5 o# t"e La)or Code. A *a(t"ori%ation #rom t"e non$(nion employee i impoed.

employee acceptance o# )ene#it re(lting #rom a colle)argaining agreement +(ti#ie t"e ded(ction o# agency #ee #rom

pay and t"e (nion entitlement t"ereto. In t"i apect' t"e legal

o# t"e (nion rig"t to agency #ee i neit"er contract(al nor tat(

)(t @(ai$contract(al' deriving #rom t"e eta)li"ed principle t"at

(nion employee may not (n+(tly enric" t"emelve )y )ene#

#rom employment condition negotiated )y t"e )argaining (nion.

T"e +(ti#ication o# collecting agency #ee i t"e (n

accompli"ment in "aving negotiated a CBA in )e"al# o#

employee. T"e (nion erved a agent o# t"e employee' and

agency #ee i recognition o# t"e agent! e##ort. T"e #ee i collec


16/52

LABOR RELATI

nly #rom employee deriving economic )ene#it #rom t"e (nion$

egotiated CBA.

. SI!TH U.L.P." DISCRIMINATION BECAUSE OF

TESTIMONY ;ART. 2,

T"e la* protect not only t"e employee! rig"t to #orm' +oin' or ait

a)or organi%ation )(t alo t"eir rig"t to teti#y on matter covered )y

"e Code. I# t"i rig"t i not protected' t"e rig"t to el#$organi%ation

*ill )e indirectly de#eated )eca(e t"e employee *ill #ear t"eir

mployer! reprial. By protecting t"e employee! rig"t to teti#y' t"ea* t"ere#ore "ield t"e *or,er! rig"t to el#$organi%ation #romndirect aa(lt )y t"e employer. T"(' it i 8L


17/52

LABOR RELATI

"e employer to *it"dra* all recognition #rom t"e dominated la)or

nion and to dieta)li" t"e ame.

$. U.L.P. NOT SUB&ECT TO COMPROMISE

8n#air la)or practice cae are not' in vie* o# t"e p()lic interet

nvolved' ()+ect to compromie. T"e relation )et*een capital and

a)or are not merely contract(al. T"ey are o impreed *it" t"e

()lic interet t"at la)or contract m(t yield to t"e common good.

%. U.L.P. IN A GIVEN PERIOD SHOULD BE INCLUDED ININGLE CHARGE

F"en a la)or (nion acc(e an employer o# act o# (n#air la)or

ractice allegedly committed d(ring a given period o# time' t"e

"arge "o(ld incl(de all act o# (n#air la)or practice committed

gaint any and all mem)er o# t"e 8nion d(ring t"at period. T"e

8nion "o(ld not' (pon t"e dimial o# t"e c"arge #irt pre#erred' )e

llo*ed to plit it ca(e o# action and "ara t"e employer *it"

()e@(ent c"arge. )aed (pon act committed d(ring t"e ameeriod o# time.

+. EMPLOYER(S RESPONSIBILITY FOR U.L.P. ACTS BY

UBORDINATE OFFICIALS

3no4ledge by the employer of the employees improper acts F"ere it

*a eta)li"ed t"at t"e employer *a a*are o# t"e employee!

*rongdoing' "i #ail(re to prevent contin(ation o# t"e co(re o#

ond(ct or "i #ail(re to reno(nce any connection or a##inity

"ere*it"' invited t"e imp(tation o# #a(lt and reponi)ility to t"employer.

ontinuity of improper conduct by employee A ingle (tterance )y a

(perviory employee' *"et"er improvident or deli)erate on t"e

mployee! part' *a not ordinarily and n a)ence o# proo# o# act(al

(t"ority "eld to )e (##icient to convict an employer o# an (n#air

a)or practice: "o*ever' contin(ed' repeated or *idepread activitie

y (c" (perviory employee in a##ront o# t"e rig"t o# t"e )ody o#mployee *a deemed ample +(ti#ication #or acri)ing ,no*ledge

nd )lame to t"e employer.

!mployers past policy and attitude It "a )een "eld t"at' among ot"er

"ing' t"e imilarity )et*een t"e pat attit(de or policy o# t"e

mployer and t"at o# t"e o##ending (perviory employee mig"t' in

ertain cae' )e indicative o# a concert o# e##ort )et*een t"e t*o.

66666666

C-/te0 III

UNFAIR LABOR PRACTICES OF LABOR ORGANIZATIONS

Article 24. 8n#air la)or practice o# la)or organi%ation. $ It "all )en#air la)or practice #or a la)or organi%ation' it o##icer' agent or

epreentative

a5 To retrain or coerce employee in t"e e7ercie o# t"eir rig"t to

el#$organi%ation. ?o*ever' a la)or organi%ation "all "ave t"e rig"to precri)e it o*n r(le *it" repect to t"e ac@(iition or retention

# mem)er"ip:

)5 To ca(e or attempt to ca(e an employer to dicriminate againt

n employee' incl(ding dicrimination againt an employee *it"

epect to *"om mem)er"ip in (c" organi%ation "a )een denied or

o terminate an employee on any gro(nd ot"er t"an t"e ((al term

and condition (nder *"ic" mem)er"ip or contin(ation

mem)er"ip i made availa)le to ot"er mem)er:

-c5 To violate t"e d(ty' or re#(e to )argain collectively *it"employer' provided it i t"e repreentative o# t"e employee:

-d5 To ca(e or attempt to ca(e an employer to pay or deliv

agree to pay or deliver any money or ot"er t"ing o# val(e' in

nat(re o# an e7action' #or ervice *"ic" are not per#ormed or n

)e per#ormed' incl(ding t"e demand #or #ee #or (nion negotiation

-e5 To a, #or or accept negotiation or attorney! #ee #rom emploa part o# t"e ettlement o# any i(e in collective )argaining or

ot"er dip(te: or

-#5 To violate a collective )argaining agreement.

T"e proviion o# t"e preceding paragrap" not*it"tanding' onl

o##icer' mem)er o# governing )oard' repreentative or agen

mem)er o# la)or aociation or organi%ation *"o "ave act(participated in' a(t"ori%ed or rati#ied (n#air la)or practice "a

"eld criminally lia)le. -A amended )y Bata am)ana BilangA(g(t 2' 5.

66666666

1. RESTRAINT OR COERCION BY LABOR ORGANIZATI

INTERFERENCE BY UNION IS NOT ULP

A la)or organi%ation commit 8L *"en it retrain or co

employee in t"eir rig"t to el#$organi%ation. T"i proviion o#24-a5 parallel *it" Art. 24-a5. B(t


18/52

LABOR RELATI

T"e )road r(le i t"at t"e (nion "a t"e rig"t to determine it

mem)er"ip and to precri)e t"e condition #or t"e ac@(iition and

etention t"ereo#. Cone@(ently' admiion to mem)er"ip may not )eompelled. T"i r(le' "o*ever' i @(ali#ied in t"e cae o# la)or (nion

olding a monopoly in t"e (pply o# la)or' eit"er in a given locality'

r a regard a partic(lar employer )y reaon o# a cloed$"op or

imilar agreement. In (c" cae' @(ali#ied applicant may not )e

r)itrarily e7cl(ded #rom mem)er"ip and t"eir admiion may not )e

arred )y (nreaona)le r(le.

t i *ell ettled t"at la)or (nion are not entitled to ar)itrarily e7cl(de @(ali#ied

pplicant #or mem)er"ip' and a cloed$"op proviion *o(ld not +(ti#y t"employer in dic"arging' or a (nion in initing (pon t"e dic"arge o#' an

mployee *"om t"e (nion t"( re#(e to admit to mem)er"ip' *it"o(t anyeaona)le gro(nd t"ere#or.4 Needle to ay' i# aid (nion may )e compelled

o admit ne* mem)er' *"o "ave t"e re@(iite @(ali#ication' *it" more reaonmay t"e la* and t"e co(rt e7ercie t"e coercive po*er *"en t"e employee

nvolved i a long tanding (nion mem)er' *"o' o*ing to provocation o#nion o##icer' *a impelled to tender "i reignation' *"ic" "e #ort"*it"

*it"dre* or revo,ed. S(rely' "e may' at leat' invo,e t"e rig"t o# t"oe *"oee, admiion #or t"e #irt time' and cannot ar)itrarily "e denied readmiion.

T"e Co(rt tree' "o*ever' t"at (nion ec(rity cla(e are alo governed )ya* and )y principle o# +(tice' #air play' and legality. 8nion ec(rity cla(e

annot )e (ed )y (nion o##icial againt an employer' m(c" le t"eir o*nmem)er' e7cept *it" a "ig" ene o# reponi)ility' #airne' pr(dence' and(dicio(ne.

A (nion mem)er may not )e e7pelled #rom "er (nion' and cone@(ently #rom

er +o)' #or peronal or impet(o( reaon or #or ca(e #oreign to t"e cloed$"op agreement and in a manner c"aracteri%ed )y ar)itrarine and

*"imicality.

.2 Not iloyalty to A, ?elp #rom Anot"er 8nion

. REFUSAL TO BARGAIN

8L (nder Art. 24-c5 i intended to in(re t"at (nion approac" t"e

argaining ta)le *it" t"e ame attit(de o# *illingne to agree a t"eAct re@(ire o# management.

A (nion violate it d(ty to )argain collectively )y entering

egotiation *it" a #i7ed p(rpoe o# not reac"ing an agreement origning a contract.

. FEATHERBEDDING AND MA*E#WOR* ARRANGEMENTS

Art. 24-d5 re#er to #eat"er)edding.


19/52

LABOR RELATI

dminitration o# contract -t"e


20/52

LABOR RELATI

25 proo# o# ma+ority repreentation: and

35 a demand to )argain (nder Article 2>' par. -a5 o# t"e Ne* La)orCode.

An employer! d(ty to recogni%e and )argain collectively *it" a (nion

t"e collective )argaining repreentative o# "i employee doe not

rie (ntil a#ter t"e (nion re@(et t"e employer to )argain. ?ence' an

mployer i not in de#a(lt repecting t"e d(ty to )argain (ntil a

e@(et t"ere#or "a )een made.

t i eential to t"e rig"t o# a p(tative )argaining agent to repreent t"employee t"at it )e t"e delegate o# a ma+ority o# t"e employee and'onverely' an employer i (nder d(ty to )argain collectively only *"en t"eargaining agent i repreentative o# t"e ma+ority o# t"e employee. A nat(ral

one@(ence o# t"ee principle i t"at t"e employer "a t"e rig"t to demand o#"e aerted )argaining agent proo# o# it repreentation o# it employee.

?aving t"e rig"t to demontration o# t"i #act' it i not an (n#air la)or practiceor an employer to re#(e to negotiate (ntil t"e aerted )argaining agent "a

reented reaona)le proo# o# ma+ority repreentation. It i neceary "o*ever'"at (c" demand )e made in good #ait" and not merely a a prete7t or device

or delay or evaion. T"e employer rig"t i "o*ever to reaona)le proo#.

. Bargaining *it" 1inority 8nion' 8L

F"ere a ma+ority repreentative "a )een deignated' it i an (n#air

a)or practice' #or t"e employer a a re#(al o# collective )argaining'

o deal and negotiate *it" t"e minority repreentative.

On t"e (nion ide' *"ere t"ere e7it a legitimate i(e a to *"ic" o#

everal (nion i t"e legitimate repreentative o# employee' it i 8Lor one o# t"e (nion to tage a tri,e and demand t"at t"e employer

it do*n *it" it #or collective )argaining.

. WHEN BARGAINING SHOULD BEGIN

# t"e t"ree +(ridictional precondition are preent' t"e collective

argaining "o(ld )egin *it"in t"e 2 mont" #ollo*ing t"eetermination and certi#ication o# t"e employee! e7cl(ive )argainingepreentative. T"i period i ,no*n a t"e


21/52

LABOR RELATI

F"at may )e readily accepta)le to one employer may )e conidered

#inancially diatro( )y anot"er.

To arrive at m(lti$employer agreement i m(c" more di##ic(lt t"an torrive at ingle$employer contract. T"e e7panded i%e o# t"e (nit

ompoed o# many "eterogeneo( gro(p lead to intenive intra$

rgani%ational )argaining )ot" on t"e (nion! and on t"e employer!

ide. At time' t"ee intra$organi%ational pre(re may lead to

engt"y delay in negotiation and even to )rea,do*n o# )argaining.

.2 1(lti$employer Bargaining roced(re -.O. No. 40$035

ection >. F"en m(lti$employer )argaining availa)le. $ A legitimate la)ornion-5 and employer may agree in *riting to come toget"er #or t"e p(rpoe# collective )argaining' provideda5 only legitimate la)or (nion *"o are inc(m)ent e7cl(ive )argaining agent

may participate and negotiate in m(lti$employer )argaining:

)5 only employer *it" co(nterpart legitimate la)or (nion *"o are inc(m)entargaining agent may participate and negotiate in m(lti$employer )argaining:

nd

c5 only t"oe legitimate la)or (nion *"o pertain to employer (nit *"oonent to m(lti$employer )argaining may participate in m(lti$employer

argaining.

ection 9. roced(re in m(lti$employer )argaining. $ 1(lti$employerargaining may )e initiated )y t"e la)or (nion or )y t"e employer.a5 Legitimate la)or (nion *"o deire to negotiate *it" t"eir employerollectively "all e7ec(te a *ritten agreement among t"emelve' *"ic" "all

ontain t"e #ollo*ing

5 t"e name o# t"e la)or (nion *"o deire to avail o# m(lti$employerargaining:

5 eac" la)or (nion in t"e employer (nit:

5 t"e #act t"at eac" o# t"e la)or (nion are t"e inc(m)ent e7cl(ive )argaining

gent #or t"eir repective employer (nit:

5 t"e d(ration o# t"e collective )argaining agreement' i# any' entered into )yac" la)or (nion *it" t"eir repective employer.

Legitimate la)or (nion *"o are mem)er o# t"e ame regitered #ederation'

ational' or ind(try (nion are e7empt #rom e7ec(tion o# t"i *rittengreement.

)5 T"e legitimate la)or (nion *"o deire to )argain *it" m(lti$employer

"all end a *ritten notice to t"i e##ect to eac" employer concerned. T"e*ritten agreement tated in t"e preceding paragrap"' or t"e certi#icate o#egitration o# t"e #ederation' national' or ind(try (nion' "all accompany aidotice.

Employer *"o agree to gro(p t"emelve or (e t"eir e7iting aociation to

ngage in m(ltiemployer )argaining "all end a *ritten notice to eac" o# t"eiro(nterpart legitimate la)or (nion

ndicating t"eir deire to engage in m(lti$employer )argaining. Said notice "allndicate t"e #ollo*ing

5 t"e name o# t"e employer *"o deire to avail o# m(lti$employer

argaining:

5 t"eir correponding legitimate la)or organi%ation:

5 t"e #act t"at eac" correponding legitimate (nion i any inc(m)ent e7cl(iveargaining agent:

5 t"e d(ration o# t"e c(rrent collective )argaining agreement' i# any' entered

nto )y eac" employer *it" t"e co(nterpart legitimate la)or (nion.

-c5 Eac" employer or concerned la)or (nion "all e7pre it *illingne

re#(al to participate in m(lti$employer )argaining in *riting' addreedcorreponding e7cl(ive )argaining agent or employer. Negotiation

commence only *it" regard to repective employer and la)or (nionconent to participate in m(lti$employer )argaining:

-d5 (ring t"e co(re o# negotiation' conenting employer and

correponding legitimate la)or (nion "all dic( and agree on t"e #ollo*

5 t"e manner )y *"ic" negotiation "all proceed:

25 t"e cope and coverage o# t"e negotiation and t"e agreement: and

35 *"ere appropriate' t"e e##ect o# t"e negotiation on c(rrent agreemencondition o# employment among t"e partie.

Section /. oting and regitration o# collective )argaining agreement. $-25 igned copie o# collective )argaining agreement reac"ed t"ro(g" memployer )argaining "all )e poted #or at leat #ive - >5 day in

conpic(o( area in eac" *or,place o# t"e employer (nit concerned.collective )argaining agreement "all a##ect only t"oe employee i

)argaining (nit *"o "ave rati#ied it.

T"e ame collective )argaining agreement "all )e regitered *it"epartment in accordance *it" t"e #ollo*ing R(le.

/.4 Optional

8nder .O. No. 40$03 m(lti$employer )argaining i p(rely opt#or employer and (nion.

8nli,e ot"er )argaining (nit' t"e m(lti$employer (nit i )

primarily on t"e conent o# t"e #irm involved.

66666666

Article 2>2. 1eaning o# d(ty to )argain collectively. & T"e d(

)argain collectively mean t"e per#ormance o# a m(t(al o)ligatimeet and convene promptly and e7peditio(ly in good #ait" #o

p(rpoe o# negotiating an agreement *it" repect to *age' "o(*or, and all ot"er term and condition o# employment incl(

propoal #or ad+(ting any grievance or @(etion ariing (nder

agreement and e7ec(ting a contract incorporating (c" agreemen

re@(eted )y eit"er party )(t (c" d(ty doe not compel any par

agree to a propoal or to ma,e any conceion.

66666666

Article 2>3. (ty to )argain collectively *"en t"ere e7it a colle

)argaining agreement. & F"en t"ere i a collective )arga

agreement' t"e d(ty to )argain collectively "all alo mean

neit"er party "all terminate nor modi#y (c" agreement d(rin

li#etime. ?o*ever' eit"er party can erve a *ritten notice to term

or modi#y t"e agreement at leat i7ty -905 day prior to it e7pir

date. It "all )e t"e d(ty o# )ot" partie to ,eep t"e tat( @(o acontin(e in #(ll #orce and e##ect t"e term and condition o

e7iting agreement d(ring t"e 90$day period andDor (ntil a agreement i reac"ed )y t"e partie.

66666666

1. DUTY TO BARGAIN DEFINED

T"e la* contemplate and de#ine t*o it(ation *"en t"e d(

)argain e7it Sit(ation one' *"en t"ere i yet no colle

)argaining agreement -Art. 2>25' and Sit(ation t*o' *"ere a e7it -Art. 2>35.


22/52

LABOR RELATI

or Sit(ation One' t"e d(ty to )argain mean in eence t"e m(t(al

)ligation o# t"e employer and t"e employee! ma+ority (nion to meet

nd convene.

T"epurposeso# t"e meeting and convening are

5 to negotiate an agreement on t"e ()+ect o#

a5 *age' -)5 "o(r o# *or,' and -c5 all ot"er term and condition o#

mployment incl(ding propoal #or ad+(ting grievance or @(etionriing (nder (c" agreement: and

25 to e7ec(te a contract incorporating (c" agreement i# re@(eted )y

it"er party.

T"e (ind of compliancere@(ired i prompt' e7peditio(' and in good

ait".

T"e limitationsor reervation o# t"e d(ty are t"at it doe not compelny party to agree to a propoal or to ma,e a conceion.

or Sit(ation T*o' t"e d(ty to )argain mean all o# t"e a)ove and'

dditionally' t"e o)ligation not to terminate or modi#y t"e CBA d(ringt li#etime. B(t 90 day )e#ore t"e CBA e7pire' eit"er party may

oti#y t"e ot"er in *riting t"at it deire to terminate or modi#y t"e

greement. (ring t"e 90$day period and (ntil a ne* agreement i

eac"ed' t"e CBA remain in #(ll #orce and e##ect: t"e partie are d(ty$

o(nd to ,eep t"e tat( @(o. T"e la* t"ere#ore provide #or

(tomatic rene*al or e7tenion o# t"e CBA. T"i 90$day period (nderArt. 2>3 re#er to ()miion o# propoal to renegotiate t"e

onrepreentational proviion o# t"e CBA. It doe not al*ay

oincide *it" t"e 90$day period mentioned in Article 2>3$A and 2>9

ertaining to


23/52

LABOR RELATI

25 re#(al to )argain over demand #or commiion o# (n#air la)or

ractice:

35 re#(al to )argain d(ring period o# illegal tri,e.

# a (nion engage in an illegal tri,e' t"e employer "a no o)ligation

o )argain (ntil "e i noti#ied t"at t"e illegal tri,e "a )een

erminated.

F"ere' p(r(ant to an "onet do()t' t"e employer "a demanded

dditional proo# or ac@(iition o# an o##icial certi#ication o# )argaininggency' t"ere i no o)ligation or d(ty on t"e employer! part to enternto negotiation (ntil t"e demanded proo# i preented pending t"e

erti#ication proceeding' (nle it can )e eta)li"ed t"at t"e demand

ac, in good #ait" and i intended a an o)tr(ction to negotiation.

Neit"er i t"e d(ty to )argain violated *"ere

5 t"ere i no re@(et #or )argaining:

25 t"e (nion ee, recognition #or an inappropriately large (nit:

35 t"e (nion ee, to repreent ome peron *"o are e7cl(ded #rom

"e Act:

45 t"e ran,$and$#ile (nit incl(de (pervior or inappropriate

t"er*ie:

>5 t"e demand #or recognition and )argaining i made *it"in t"e year

ollo*ing a certi#ication election in *"ic" t"e clear c"oice *a nonion and no ad interimigni#icant c"ange "a ta,en place in t"e (nit:

95 t"e (nion ma,e (nla*#(l )argaining demand.

./ Alleged Inter#erence in t"e Selection o# t"e 8nion! Negotiation

anel

n order to "o* t"at t"e employer committed 8L (nder t"e La)or Code'

()tantial evidence i re@(ired to (pport t"e claim. S()tantial evidence "aeen de#ined a (c" relevant evidence a a reaona)le mind mig"t accept a

de@(ate to (pport a concl(ion.

. Non$reply to ropoal: CBA Impoed on Employer

Collective )argaining' deigned to ta)ili%e t"e relation )et*een la)or andmanagement and to create a climate o# o(nd and ta)le ind(trial peace. It i a

egal o)ligation' o m(c" o t"at Article 24 o# t"e La)or Code ma,e it ann#air la)or practice #or an employer to re#(e to meet and convene promptlynd e7peditio(ly in good #ait" #or t"e p(rpoe o# negotiating an agreement

*it" repect to *age' "o(r o# *or,' and all ot"er term and condition o#

mployment.

Fe agree *it" t"e prono(ncement t"at it i not o)ligatory (pon eit"er ide o# aa)or controvery to precipitately accept or agree to t"e propoal o# t"e ot"er.

B(t an erring party "o(ld not )e tolerated and allo*ed *it" imp(nity to reorto c"eme #eigning negotiation )y going t"ro(g" empty get(re.

.a Repetition in ivine Ford 8niverity

A company! re#(al to ma,e co(nter propoal i# conidered in relation to t"e

ntire )argaining proce' may indicate )ad #ait" and t"i i epecially tr(e*"ere t"e 8nion! re@(et #or a co(nter propoal i le#t (nan*ered.=

1oreover' t"e Co(rt added in t"e ame cae t"at 5 enion and retirement plan:

-95 Seniority:

-/5 Tran#er:

-5 Lay$o##:

-5 Employee *or,load:

-05 For, r(le and reg(lation:

-5 Rent o# company "o(e:

-25 8nion ec(rity arrangement.

3.a Fage Agreement:


24/52

LABOR RELATIFe ta,e note o# t"e middle gro(nd approac" employed )y t"e Secretary in"i cae *"ic". *e do not necearily #ind to )e t"e )et met"od o# reolving a

*age dip(te. 1erely #inding t"e mid*ay point )et*een t"e demand o# t"eompany and t"e (nion' and plitting t"e di##erence i a implitic ol(tion

"at #ail to recogni%e t"at t"e partie may already )e at t"e limit o# t"e *ageevel t"ey can a##ord. It may lead to t"e danger too t"at neit"er o# t"e partie

*ill engage in principled )argaining: t"e company may ,eep it poitionrti#icially lo* *"ile t"e (nion preent an arti#icially "ig" poition' on t"e #ear

"at a Solomonic ol(tion cannot )e avoided. T"(' rat"er t"an enco(ragegreement' a middle gro(nd approac" intead promote a play a#e attit(de"at lead to more deadloc, t"an to (cce#(lly negotiated CBA.

.2 For,load and For, R(le

Employee *or,load are a mandatory ()+ect o# )argaining.

Employer r(le concerning co##ee )rea,' l(nc" period' mo,ing'

mployee dicipline' and dre are alo mandatory ()+ect o#

argaining' a are plant a#ety r(le and general reg(lation.

Company r(le relating to a#ety and *or, practice come *it"in t"e

meaning o# t"e p"rae Ar)itration' Stri,e$ote' or No$Stri,e Cla(e

An employer may la*#(lly )argain to an impae over "i propoal

"at t"e collective )argaining agreement incl(de an ar)itration cla(e

r a no$tri,e cla(e *"ic" pro"i)it t"e employee #rom tri,ing

(ring t"e li#e o# t"e agreement.

.9 No$Loc,o(t Cla(e: Cla(e i7ing Contract(al Term

An employer! tat(tory d(ty to )argain re@(ire "im to negotiate

t"e (nion! propoal t"at t"eir agreement incl(de a cla(e )inding

not to loc, o(t t"e employee. An employer! re#(al to )argaiover t"e d(ration o# t"e contract to )e entered into i alo an (

la)or practice. B(t an employer! o)ligation to enter into a colle

)argaining agreement doe not re@(ire t"at t"e employer enter in

(naltera)le o)ligation #or an e7tended period o# time' and m

collective )argaining agreement contain a cla(e perm

termination or modi#ication )y eit"er party (pon precri)ed notice

3./ Signing Bon(

Signing )on( i a grant motivated )y good*ill created *"en a C

i (cce#(lly negotiated and igned )et*een t"e employer and

(nion. F"ere good*ill doe not e7it' *"y a, #or a igning )on(

In contract(al term' a igning )on( i +(ti#ied )y and i t"e conider

paid #or t"e good*ill t"at e7ited in t"e negotiation t"at c(lminated iigning o# a CBA. Fit"o(t t"e good*ill' t"e payment o# a igning )on( c

)e +(ti#ied and any order #or (c" payment' to o(r mind' contit(te a)(e o# dicretion.

In "ort' i# t"e reaon )e"ind a igning )on( i a)ent' no ig

)on( need )e given.

3. No (ty to Agree Even on 1andatory S()+ect

T"e Act doe not compel agreement )et*een employer

employee' and neit"er party i legally o)ligated to yield even

mandatory )argaining ()+ect. F"ere t"e ()+ect o# t"e dip(te

mandatory )argaining ()+ect' eit"er party may )argain to an imp

a long a "e )argain in good #ait". T"e d(ty to )argain doeo)ligate a party to ma,e conceion or yield a poition #airly

?ence' an employer! adamant initence on a )argaining poiti

not necearily a re#(al to )argain in good #ait".

Even i# t"e negotiating party t"(m) do*n t"e ot"er party! propo

t"ere i no violation o# t"e d(ty to )argain;"ence' no 8L;a a t"e negative reply can )e e7plained in good #ait".

3. Non$mandatory S()+ect

An employer cannot init' to t"e point o# creating a )arga

impae' on t"e incl(ion o# a proviion o(tide t"e cope o

tat(tory )argaining ()+ect' even i# "e act in good #ait". On

ot"er "and' it i la*#(l to init on t"e incl(ion o# a proviion

collective )argaining agreement i# t"e proviion i *it"in t"e co

a tat(tory ()+ect o# )argaining.

An employer )argain to an impae over a non$mandatory )arga

()+ect *"en "e re#(e to reac" any agreement *it" t"e (nion (t"e (nion capit(late to "im on t"at ()+ect. ?o*ever' it "a )een

t"at a )argaining impae may )e reac"ed over a non$mand

)argaining ()+ect alt"o(g" t"at ()+ect i not t"e ole ca(e #o

partie! #ail(re to agree. F"en a ()+ect (nder dic(ion i

mandatory' it may )e dic(ed i# )ot" partie agree' )(t a tri,

loc,o(t may not )e (ed to compel a negotiation or agreement.

F"ile mot matter t"at mig"t )e dic(ed or propoed in colle

)argaining are li,ely to )ear ome relation' even i# ten(o(' to


25/52

LABOR RELATI

argaining and agreeing on a permiive ()+ect o# )argaining' t"e

artie do not ma,e t"e ()+ect a mandatory topic o# #(t(re

argaining.

.0 Bargaining to t"e oint o# Impae Not necearily Bad ait"

T"e adamant initence on a )argaining poition to t"e point *"ere

"e negotiation reac" an impae doe not eta)li" )ad #ait". Neit"er

an )ad #ait" )e in#erred #rom a party! initence on t"e incl(ion o# a

artic(lar ()tantive proviion (nle it concern trivial matter or i

)vio(ly intolera)le.

T"e @(etion a to *"at are mandatory and *"at are merely permiive ()+ect# collective )argaining i o# igni#icance on t"e rig"t o# a party to init on "ioition to t"e point o# talemate. A party may re#(e to enter into a collectiveargaining contract (nle it incl(de a deired proviion a to a matter *"ic" i

mandatory ()+ect o# collective )argaining: )(t a re#(al to contract (nle t"egreement cover a matter *"ic" i not a mandatory ()+ect i in ()tance ae#(al to )argain a)o(t matter *"ic" are mandatory ()+ect o# collectiveargaining' and it i no an*er to t"e c"arge o# re#(al to )argain in good #ait"

"at t"e initence on t"e dip(ted cla(e *a not t"e ole ca(e o# t"e #ail(re togree or t"at agreement *a not reac"ed *it" repect to ot"er dip(ted cla(e.

tated in anot"er *ay' t"e r(ling mean t"at )argaining to t"e point o#

eadloc, may or may not amo(nt to )argaining in )ad #ait" dependingn *"et"er t"e initence re#er to a mandatory or a non$mandatory

()+ect o# )argaining.

T"e reaon i t"at t"e d(ty to )argain re@(ire meeting and convening

n term and condition o# employment )(t doe not re@(ire aent to

"e ot"er party! propoal.

Over a non$mandatory ()+ect' on t"e ot"er "and' a party may not

nit on )argaining to t"e point o# impae' ot"er*ie "i initencean )e contr(ed a )argaining in )ad #ait". It may )e contr(ed a

vaion o# t"e d(ty to )argain: (c" evaion i 8L.

T"e a)ove r(ling do not mean t"at non$mandatory ()+ect cannot )e

ropoed or t"at t"e proponent cannot demand erio( dic(ion o#

(c" propoal. F"at t"e r(ling #or)id i t"e pot(re o# ma,ing

ettlement on a non$mandatory ()+ect a precondition to t"e

ic(ion or ettlement o# a mandatory ()+ect. I# a non$mandatory()+ect i propoed and agreed (pon' t"e agreeing party' )y itel#' i

inding.

. F"en I T"ere eadloc, or ImpaeJ

A )argaining impae over an i(e e7it *"ere good #ait" )argaining

n t"e part o# t"e partie "a #ailed to reolve t"e i(e and t"ere are

o de#inite plan #or #(rt"er e##ort to )rea, t"e deadloc,.

Impae'= *it"in t"e meaning o# t"e #ederal la)or la*' pre(ppoeeaona)le e##ort at good #ait" )argaining *"ic"' depite no)le

ntention' doe not concl(de in an agreement )et*een t"e partie. In

"e NLRB! vie*' *"et"er a )argaining impae e7it i a matter o#

(dgment dependent on (c" #actor a t"e )argaining "itory' t"e

artie! good #ait" in negotiation' t"e lengt" o# t"e negotiation' t"e

mportance o# t"e i(e or i(e a to *"ic" t"ere i diagreement'

nd t"e contemporaneo( (ndertanding o# t"e partie a to t"e tate

# negotiation.

.a (ty to Bargain F"en T"ere I eadloc, or Impae

eadloc, doe not mean t"e end o# )argaining. It ignal rat"e

need to contin(e t"e )argaining *it" t"e aitance o# a t"ird par

conciliator or ar)itrator *"oe #irt aim i to get t"e partie )ac, t

negotiating ta)le and "elp t"em cra#t a *in$*in ol(tion.

3.) Stri,e or Loc,o(t in Cae o# eadloc,

Bargaining may proceed moot"ly;and t"i i t"e *i" o#

negotiation panel;)(t it may alo )e marred )y inin(at

mi(ndertanding' and apparently irreconcila)le )arga

poition. eadloc, develop. In #act' deadloc, may occ(r any#or vario( reaon (c" a (naccepta)ility o# a propoal or co

propoal' grandtanding o# a negotiator' a(tocratic or arrogant t

or imprecie *ording o# a tip(lation.

T"e la* -Art. 2935 recogni%e )argaining deadloc, a a valid re

to declare a tri,e or loc,o(t. Stri,eD loc,o(t preent a m

deviation #rom t"e pre#erred moot" ro(te o# )argaining. At t"i

o# )argaining cenario' tri,eD loc,o(t i (ppoed to )e a met"o

reolving an impae' a device to contrain t"e partie to enimpae and go )ac, to t"e negotiation ta)le. B(t tri,eD loc

*"ile meant to )e a ol(tion' #re@(ently )ecome a pro)lem in it

Alt"o(g" t"e (nion petition *a #or comp(lory ar)itration' t"e ()eagreement o# petitioner to ()mit t"e matter #or ar)itration in e##ect madar)itration a vol(ntary one. T"e eence o# vol(ntary ar)itration' a#ter

t"at it i )y agreement o# t"e partie' rat"er t"an comp(lion o# la*' tmatter i ()mitted #or ar)itration. It doe not matter t"at t"e peron c"oar)itrator i a la)or ar)iter *"o' (nder Art. 2/ o# t"e La)or Code' i c"a*it" t"e comp(lory ar)itration o# certain la)or cae. T"ere i not"ing

la* t"at pro"i)it t"ee la)or ar)iter #rom alo acting a vol(ntary ar)ita long a t"e partie agree to "ave "im "ear and decide t"eir dip(te.

. THIRD U.L.P. IN BARGAINING" BAD FAITH

Bargaining deadloc, may )e precipitated not only )y "ard

poition on mandatory or non$mandatory ()+ect. It may alo

)eca(e o# lac, o# good #ait" in )argaining.

Good$#ait" )argaining demand more t"an terile and repe

dic(ion o# #ormalitie precl(ding act(al negotiation' more

#ormal replie *"ic" contit(te in e##ect a re#(al to treat *it"

(nion' and more t"an a *illingne to enter (pon a terile dic(

o# (nion$management di##erence. It re@(ire a incere e##ort to ragreement' alt"o(g" it doe not re@(ire agreement itel#. 1ore

t"e d(ty to )argain doe not end *it" t"e negotiation o#

agreement.

T"e d(ty to )argain collectively may )e violated *it"o(t a ge

#ail(re o# ()+ective good #ait"' and t"ere i no occaion to con

t"e i(e o# good #ait" i# a party re#(e even to negotiate in #act a

any o# t"e mandatory ()+ect. AN employer cannot )e g(iltyre#(al to )argain i# t"e (nion i not itel# )argaining in good #ait"

4. etermination o# Good ait"

T"e cr(cial @(etion *"et"er or not a party "a met "i tat(tory d()argain in good #ait" typically t(rn on t"e #act o# t"e individ(al cae. T"

noper setet o# good #ait" in )argaining. Good #ait" or )ad #ait" i an in#eto )e dra*n #rom t"e #act and i largely a matter #or t"e NLRB! e7pertiome degree' t"e @(etion o# good #ait" may )e a @(etion o# credi)ility.

A #air criterion o# good #ait" in collective )argaining re@(ire t"a

partie involved deal *it" eac" ot"er *it" open and #air mind


26/52

LABOR RELATI

incerely endeavor to overcome o)tacle or di##ic(ltie e7iting

et*een t"em to t"e end t"at employment relation may )e

ta)li"ed and o)tr(ction to t"e #ree #lo* o# commerce prevented.

1ere pretended )argaining *ill not (##ice: neit"er m(t t"e mind )eermetically ealed againt t"e t"o(g"t o# entering into an agreement.

To do le t"at i re@(ired )y t"e tandard o# good #ait" and cond(ct

a re#(al to )argain collectively and violate t"e pirit and intent o#

"e Act.

.2 F"en Can Bargaining in Bad ait" Occ(rJ

Bargaining in )ad #ait" i conidered 8L (nder Art' 24-g5. B(t i#ne *ill )e c"arged *it" )argaining in )ad #ait"' t"e c"arge "o(ld )e

aied *"ile t"e )argaining i in progre. F"en t"e )argaining i

ini"ed and t"e CBA "a )een e7ec(ted vol(ntarily )y t"e partie' a

"arge o# )argaining in )ad #ait" i too late and (ntena)le.

Fit" t"e e7ec(tion o# t"e CBA' )ad #ait" )argaining can no longer )e imp(ted

pon any o# t"e partie t"ereto. All proviion in t"e CBA are (ppoed to "aveeen +ointly and vol(ntarily incorporated t"erein )y t"e partie. T"i i not aae *"ere private repondent e7"i)ited an indi##erent attit(de to*ardollective )argaining )eca(e t"e negotiation *ere not t"e (nilateral activity o#

etitioner (nion. T"e CBA i proo# eno(g" t"at private repondent e7ertedreaona)le e##ort at good #ait" )argaining.

T"e (nion! propoal' not )eing part o# t"e igned contract' cannot erve a

ai o# "olding t"e management g(ilty o# )ad #ait" in )argaining or inmplementing t"eir contract a igned.

.3 Intance o# Bad ait" elay o#' or Impoing Time Limit on'

Negotiation

An (n*arranted delay in negotiation may )e evidence o# )ad #ait" on

"e part o# t"e employer. ?o*ever' an employer "a )een "eld not

(ilty o# )ad #ait" #or #ailing to complete a collective )argaining

ontract d(ring a 3$year period' *"ere many con#erence "ad )een

eld d(ring t"e period' even t"o(g" t"e employer "ad inited on a

o$tri,e cla(e and "ad raied *age d(ring negotiation #or t"e

(rpoe o# meeting competition.

T"e National La)or Relation Board o# t"e 8nited State reported t"at

lac, o# good #ait" i indicated *"ere t"e employer engage in (n#air

a)or practice *"ile )argaining *it" t"e (nion: *"ere it engage in

ilatory tactic d(ring negotiation: or *"ere it intit(te a *age c(t

y (nilateral action and *it"o(t con(lting t"e ma+ority

epreentative.=

Nonet"ele' t"e prior ad+(dication o# )ad #ait" on an earlier occaion

not itel# ()tantial evidence o# preent )ad #ait".

A t"e Co(rt "eld in t"e cae o#3io( Loy #$ 7LR' 4 SCRA /' 9 -95'

"e company re#(al to ma,e co(nter$propoal to t"e (nion propoed CBA in indication o# it )ad #ait".

.3a Bad ait" S(r#ace Bargaining: S"i#ting Bargaining oition:

Bl(e S,y Bargaining

S(r#ace )argaining'= *"ic" mean a op"iticated pretene in t"e

orm o# apparent )argaining' doe not ati#y t"e tat(tory d(ty to

argain. T"e d(ty i not dic"arged )y merely meeting toget"er or

imply mani#eting a *illingne to tal,. It re@(ire more t"an a

*illingne to enter (pon a terile dic(ion o# (nion$managementi##erence. Collective )argaining i not imply an occaion #or p(rely

ormal meeting )et*een management and la)or *"ile eac" maintain

an attit(de o#


27/52

LABOR RELATI

art o# good$#ait" )argaining' and a met"od to e7pedite t"e proce' i

(pplying o# in#ormation to t"e ot"er party' a re@(ired )y la*. It

"o(ld )e recalled t"at (nder Art. 242 one o# t"e rig"t o# a legitimatea)or organi%ation *"ic" i certi#ied a t"e e7cl(ive )argaining agent'

to a, #or and )e #(rni"ed *it" t"e employer! ann(al a(dited

inancial tatement' incl(ding t"e )alance "eet and t"e pro#it and

o tatement. S(c" in#ormation i cr(cial in )argaining.

An employer i (nder a d(ty' (pon re@(et o# t"e )argaining

epreentative' to provide in#ormation relevant to t"e i(e at t"eargaining ta)le. Re#(al to provide relevant in#ormation a#ter t"eame "a )een re@(eted contit(te per seviolation o# t"e d(ty to

argain. Relevant in#ormation or data may incl(de in#ormation

oncerning t"e employee in t"e )argaining (nit' (c" a t"eir name'

ddree' and eniority tanding' or concerning t"e #inancial tat( o#

"e employer' epecially *"ere needed to ()tantiate claim o#

na)ility to pay.

. FOURTH U.L.P. IN BARGAINING" GROSS VIOLATION OF

THE CONTRACT

At t"i tage' t"e negotiation are over: t"e doc(ment "a )een igned'

ealed' and delivered. Implementation "o(ld #ollo*. B(t at t"i tage"e collective )argaining proce i not yet over' and t"e d(ty to

argain i till operative )eca(e (c" d(ty #(rt"er re@(ire #ait"#(l

d"erence to t"e contract(al proviion. iolation o# t"e contract

mo(nt to 8L' i# t"e violation i


28/52

LABOR RELATI

a5 t"e collective )argaining agreement:

)5 a tatement t"at t"e collective )argaining agreement *a poted in at leat

*o -25 conpic(o( place in t"e eta)li"ment or eta)li"ment concernedor at leat #ive ->5 day )e#ore it rati#ication: and

c5 a tatement t"at t"e collective )argaining agreement *a rati#ied )y t"e

ma+ority o# t"e employee in t"e )argaining (nit o# t"e employer or employeroncerned.

No ot"er doc(ment "all )e re@(ired in t"e regitration o# collective )argaininggreement

T"e application may )e denied i# t"e (pporting doc(ment are

ncomplete or not veri#ied (nder oat". T"e denial' i# )y t"e Regional

##ice' i appeala)le to t"e B(rea( *it"in ten -05 day or to t"e

ecretary i# t"e denial i )y t"e B(rea(.

. AUTOMATIC RENEWAL OF CBA

T"e partie "all contin(e t"e CBA in 5 year. No petition @(etioning t"e ma+ority tat( o# t"e inc(m)ent

argaining agent "all )e entertained and no certi#ication election"all )e cond(cted )y t"e epartment o# La)or and Employment

(tide o# t"e i7ty$day period immediately )e#ore t"e date o# e7piry

# (c" #ive$year term o# t"e Collective Bargaining Agreement. All

t"er proviion o# t"e Collective Bargaining Agreement "all )e

enegotiated not later t"an t"ree -35 year a#ter it e7ec(tion.

Any agreement on (c" ot"er proviion o# t"e Collective Bargaining

Agreement entered into *it"in i7 -95 mont" #rom t"e date o# e7piry# t"e term o# (c" ot"er proviion a #i7ed in (c" Collective

Bargaining Agreement' "all retroact to t"e day immediately

ollo*ing (c" date. I# any (c" agreement i entered into )eyond i7

mont"' t"e partie "all agree on t"e d(ration o# retroactivity t"ereo#.

n cae o# a deadloc, in t"e renegotiation o# t"e Collective Bargaining

Agreement' t"e partie may e7ercie t"eir rig"t (nder t"i Code. -A

mended )y Section 2' Rep()lic Act No. 9/>' 1arc" 2' 5.66666666

. DURATION OF A C.B.A.

RA No. /> -1arc" 2' 25 "a introd(ced t"ro(g" Art. 2>3$A a

igni#icant c"ange in etting t"e d(ration or term o# a CBA at #ive

ear #or t"e $year term' and aid agreement i rati#ied )y ma+or

t"e mem)er in t"e )argaining (nit' t"e ()+ect contract i valid and legat"ere#ore' )ind t"e contracting partie. T"e ame *ill "o*ever not advea##ect t"e rig"t o# anot"er (nion to c"allenge t"e ma+ority tat( oinc(m)ent )argaining agent *it"in i7ty -905 day )e#ore t"e lape o

original #ive ->5 year term o# t"e CBA.

2. EFFECTIVITY AND RETROACTIVITY OF A C.B.A.

I# t"e CBA i t"e very #irt #or t"e )argaining (nit' t"e Code doe

tate any r(le on t"e CBA! e##ectivity date. T"e partie "ave to d

it #or t"emelve. B(t i# t"e en(ing CBA i rene*al' modi#icatiorenegotiation o# an e7piring one' t"e Code o##er a #orm(la #o

e##ectivity date. Article 2>3$A provide t"at t"e en(ing agreeme

entered into *it"in i7 -95 mont" #rom e7piry o# t"e old one'

retroact to t"e date #ollo*ing (c" e7piry date: t"(' i# t"e C

e7pired on ecem)er 3 and t"e ne* one i concl(ded on' ay' 1

3' it e##ectivity date i Kan(ary . I#' on t"e ot"er "and' t"e

agreement i concl(ded a#ter K(ne 30' t"en t"e matter o# retroa

and t"e poi)le retroactive date are le#t to t"e partie.

F"en' preciely' i t"e date an agreement i


29/52

LABOR RELATI

. E##ectivity o# CBA Concl(ded A#ter Si7 1ont" #rom E7piration

# Old CBA

igni#icantly' t"e la* doe not peci#ically cover t"e it(ation *"erei7 mont" "ave elaped )(t t"e partie "ave reac"ed no agreement

*it" repect to e##ectivity. In t"i event(ality' *e "old t"at any

roviion o# la* "o(ld t"en apply' #or t"e la* a)"or a vac((m.

One (c" proviion i t"e principle o# "old over' i.e.' t"at in t"e a)ence o# ae* CBA' t"e partie m(t maintain t"estatus /uoand m(t contin(e in #(ll

orce and e##ect t"e term and condition o# t"e e7iting agreement (ntil a ne*greement i reac"ed. In t"i manner' t"e la* prevent t"e e7itence o# a gap in"e relation"ip )et*een t"e collective )argaining partie.

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Labor Relatlions Azucena Voli i Finals