Labor Relations Management Overview

The various external factors that influence the dynamics of work relationships, such as technology, market forces, and power structures.

The rules that govern the employment relationship, established through different processes like unilateral decisions, joint negotiations, or government intervention.

Rules set by one party, either the employer or employee, without direct collaboration with the other.

Rules established through collaborative discussions and agreements between employers and employees.

Rules where the government plays an active role in facilitating agreements between employers and employees.

Shared beliefs and values that underpin and maintain the entire industrial relations system.

One of the criticisms of Dunlop's model, highlighting its focus on stable and harmonious industrial relations, potentially neglecting the dynamic and sometimes conflictual nature of workplaces.

Dunlop's model emphasizing the importance of shared understanding and acceptance of rights and responsibilities among employers and employees.

An impartial third party involved in resolving disputes, often in employment context.

A process where an employee is warned and given opportunities to improve behavior before facing serious consequences.

Circumstances specific to a situation that can influence disciplinary action.

The process of negotiating work rules and contract terms between unions and employers.

The degree to which workers are union members.

Laws that protect workers' rights and interests.

Opposing unionization efforts by employers.

Advocating for workers' rights and better working conditions.

A set of practices and principles that manage the relationship between employers, employees, and their representatives (unions). It aims to create a harmonious workplace by addressing conflicts, promoting fairness, and ensuring legal compliance.

A theory by John Dunlop that explains industrial relations as a system of interactions between actors like employers, employees, unions, government, and the larger society, influenced by factors like technology and economic conditions.

The primary function of labor relations within an HR department is to manage the relationship between management and employees, including issues like employee relations, collective bargaining, grievance handling, and ensuring compliance with labor laws.

Labor unions are groups of workers who join together to collectively bargain with employers for better working conditions, wages, and benefits. They act as advocates for members' rights and interests.

The process of labor relations typically involves three phases, including:

1. Organizing: Unions recruit members and establish a collective bargaining unit.
2. Negotiation: Unions and employers negotiate a collective bargaining agreement.
3. Contract Administration: Both sides implement and enforce the agreed-upon terms in the contract.

Labor-Management Cooperation (LMC) is an approach that encourages collaboration and joint problem-solving between employers and employees. Unlike traditional union models, this framework focuses on partnership for mutual benefit and shared success.

The Philippine Labor Code addresses labor relations issues, defining labor rights, outlining workplace procedures, and regulating unionization and collective bargaining. It aims to regulate the relationship between employers and employees for a fair labor system.

The Labor-Management Council (LMC) is a body established within a company to promote dialogue and cooperation between management and employees. This collaborative body encourages participation, negotiation, and joint decision-making on matters related to labor and business operations.

The LMC aims to establish a platform for open communication and collaboration between management and labor. It fosters a climate where employees have a voice and can contribute to the success of the company.

By actively participating they can contribute to discussions on work conditions, productivity, and other related issues. Their input helps to ensure more informed and fair decisions that benefit all parties involved.

Unions use a combination of negotiation, mediation, and arbitration to solve disputes with employers. They negotiate directly with employers, involve neutral parties for facilitation, or seek a binding decision if negotiations fail. They also have grievance procedures to address specific workplace issues.

Unions help employers access a skilled workforce by investing in training, promoting job satisfaction, and ensuring fair labor practices. They offer training programs, reduce turnover rates, and improve employee morale and productivity.

Unions provide a platform for workers to collectively express their concerns to employers, increasing their negotiating power. This enables them to advocate for better wages, benefits, working conditions, and job security.

Unions help resolve workplace issues by offering a step-by-step process for addressing grievances. This process may involve mediation or arbitration if necessary.

Unions can resort to strikes or take legal action to protect workers' rights and interests if necessary. These measures are used for fair treatment and to ensure contracts are honored.

Unions promote job satisfaction by improving working conditions and addressing employees concerns. Better employee morale can lead to higher productivity.

Unions promote fair labor practices, ensuring that workers receive fair wages, benefits, and working conditions. This creates a positive and equitable work environment, reducing employee dissatisfaction.

Groups of workers organized to protect their rights, improve working conditions, and enhance their welfare.

Unions formed by workers with a shared trade or profession, focusing on industry-specific issues.

Labor relations aim to ensure fair treatment of workers while maintaining productivity, respecting the law.

The Labor Code of the Philippines (Presidential Decree No. 442) outlines labor relations processes and worker rights.

Unions strive to ensure fair wages, safe workplaces, and job security for their members.

Unions face challenges in representing their members effectively, often due to limited resources.

Unions must adapt to changing economic and political conditions to remain effective.

Unions that represent workers with a specific skill, regardless of their industry. They prioritize the preservation and advancement of these skills, advocating for higher pay and better working conditions for skilled workers.

These unions are formed within a single company and focus on representing its employees. Their main goal is to address issues specific to that company, such as wages, benefits, and work conditions.

A government agency responsible for overseeing labor relations in the Philippines. They ensure fair treatment for workers and monitor company unions to prevent undue influence by employers.