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EMPLOYEE

Movements
LESSON 7
Introduction
EMPLOYEE MOVEMENTS
series of actions initiated by employee groups toward an end or specific
goal

LABOR UNION
a formal union of employees/ workers that deals with
employers, representing workers in their pursuit of justice and
fairness and in their fight for their collective or common
interests
Employees or workers unionize because of:

UNFAIR SOCIAL AND


FINANCIAL
MANAGEMENT LEADERSHIP
NEEDS
PRACTICES CONCERNS
complaints unfair or biased managerial actions
regarding wages i. examples of lack of fairness: satisfaction for need of
1. favoritism related to promotion
or salaries and 2. giving of training opportunities affiliation and prestige
benefits 3.exemption from disciplinary action
STEPS IN UNION
ORGANIZING
1. Employee/ union contact
2. Initial organizational meeting
3. Formation of in-house
organizing committee
4. Representation election or
certification election
5. End of Union organizing
a. Prepare for negotiations
b. Develop strategies
c. Conduct negotiations
d. Formalize agreement
STEPS by Snell and Bohlander (2011)

1.Employee/ union contact


employees - weigh the advantages and disadvantages of seeking
labor representation
union officers - gather more data about employees’ complaints
build a case against the employer

2. Initial organizational meeting


conducted to attract more supporters and select potential leaders among
the employees

3. Formation of in-house organizing committee


identification of leaders in campaigning for their goals
convincing employees to sign an authorization card
at least 30 employees must sign before the NLRC -> to approve
representation election
Conclusions

04 05

Representation End of Union


election or organizing
certification election
secret ballot election

*NLRC - attached to DOLE; + with sufficient number of


a quasi- judicial body that is votes, NLRC certifies the
tasked to resolve disputes union as the LEGAL
between the labor force and BARGAINING
management = REPRESENTATIVE of the
INDUSTRIAL PEACE employees -> CBA
Collective Bargaining Agreement

a. Prepare for negotiations b. Develop strategies c. Conduct negotiations d. Formalize agreement


management: bargaining, analyzing a formal binding
collecting data to support
proposals and limit proposals, resolving document w/c lists
bargaining proposals ->
of concessions issues, remembering down the terms,
selection of members (4-6)
Union: better to stay in their conditions, and rules
Chief negotiator
strategies to respective clear language
Union president
convince the BARGAINING ZONES ratified -> disseminated
organization’s VP/
management If no agreement =
labor relations
DEADLOCK = strike
manager

CBA activities, ideally, must be a continuous process...


Unions and employers may try to resolve deadlocks by:

Mediation
use of a neutral third party to reach a COMPROMISE decision in employment
disputes

Arbitration

use a neutral third party who RESOLVES the labor dispute by


issuing a final decision in the disagreement
GRIEVANCE PROCEDURE
a formal procedure that authorizes the union to represent its members in processing a grievance or
complaint (orally/ writing)
a y s
ng d
r k i
w o
DEPARTMENT
15
MANAGER/
IMMEDIATE VICE PRESIDENT FOR
y s CHIEF LABOR RELATIONS/
SUPERVISOR/ o rk in g d a
STEWARD OF LOCAL UNION
10 w
UNION STEWARD UNION PRESIDENT

ys
da
ng
rki
wo
30
NATIONAL
LABOR
RELATIONS
COMMISSION
(NLRC)
Rewards

System
Lesson 8
Introduction
Reward
gift, prize or recompense for merit, service or achievement, w/c may have a
motivating effect on the employee

> MONETARY = refers to money, finance or currency reward

> NON-MONETARY = refers to intrinsic rewards w/c do not


pertain to money or finance
monetary rewards

Pay/ Salary Benefits Incentives

financial remuneration indirect forms of based upon a pay-for-


given in exchange for work compensation for the performance philosophy;
performance that will help purpose of improving the establishes a baseline
the org attain its goals quality of work performance level that
health care employees must reach
retirement bonuses
educational merit pay
sales incentives
monetary rewards

Executive Pay Stock options

compensation package plans that grant the right to


for executives buy a specific number of
five components: shares of the organization’s
basic salary stock at a guaranteed price
bonuses
stock plans
benefits
perquisites
non-monetary rewards
are self-granted and which have a positive
psychological effect on the employee

AWARD
trophies, medals, or certificates of recognition

PRAISE
given by superiors; when they express verbal
appreciation for excellent job performance

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