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MIDTERM HRM TOPICS

The document covers special topics in Human Resource Management, focusing on labor unions and Philippine labor law. It outlines unfair labor practices by both unions and employers, the role of supervisors during union drives, and provides an example of cooperative labor relations. Students are expected to understand these concepts and their implications for fair labor practices.

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aehrcabornay12
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4 views

MIDTERM HRM TOPICS

The document covers special topics in Human Resource Management, focusing on labor unions and Philippine labor law. It outlines unfair labor practices by both unions and employers, the role of supervisors during union drives, and provides an example of cooperative labor relations. Students are expected to understand these concepts and their implications for fair labor practices.

Uploaded by

aehrcabornay12
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as DOCX, PDF, TXT or read online on Scribd
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2ND SEMESTER A.Y.

2024-2025
SPECIAL TOPICS IN HRM
MIDTERM COVERAGE

Unions and Philippine Labor Law


I. Introduction to Labor Unions

Labor unions are organizations formed by workers to protect their rights and interests. In
the Philippines, the Labor Code governs union activities, ensuring that both workers
and employers follow fair labor practices.

II. Unfair Labor Practices (ULP)

Unfair labor practices are violations of workers' rights committed by either employers or
unions. The Labor Code of the Philippines, particularly under Articles 259-260,
outlines these offenses.

1. Five Examples of Unfair Union Practices


Unions may also commit unfair practices that violate labor rights, such as:
 Forcing Employees to Join a Union – Requiring workers to join the union against their
will.
 Refusing to Bargain in Good Faith – Rejecting negotiations without valid reasons.
 Discriminating Against Non-Members – Giving better benefits only to union members.
 Engaging in Violence or Coercion – Using threats to gain membership or compliance.
 Misusing Union Funds – Using collected dues for personal gain instead of union
activities.
2. Five Examples of Unfair Employer Practices
Employers can also commit unfair labor practices, such as:
 Interfering with Union Formation – Preventing employees from forming or joining a
union.
 Discriminating Against Union Members – Retaliating against workers who join unions
by firing or demoting them.
 Refusing to Bargain in Good Faith – Ignoring union requests for negotiations.
 Dominating or Controlling a Union – Creating a "company union" to prevent an
independent one.
 Threatening Employees Against Unionizing – Using intimidation to stop workers from
joining unions.

III. Supervisor’s Role During a Union Drive and Election

Supervisors play a critical role in ensuring a fair and legal union election. The following
are three examples of what a supervisor should or should not do during this
process.
✅ What a Supervisor Should Do:
1. Remain Neutral – Supervisors should avoid showing bias toward or against the union.
2. Provide Factual Information Only – If asked about unions, they should only share
objective information without influencing employees' decisions.
3. Allow Employees to Discuss Unions Freely – Supervisors should not prohibit workers
from discussing union matters as long as it does not disrupt work.
❌ What a Supervisor Should NOT Do:
1. Threaten Employees – Saying that unionizing will lead to layoffs, wage cuts, or reduced
benefits is illegal.
2. Promise Benefits for Not Joining the Union – Offering promotions or incentives in
exchange for rejecting the union is unfair.
Prepared by:
Ms. Kimberlou B. Najarro
3. Spy on Union Meetings – Monitoring employees’ union activities without consent
violates labor laws.

IV. Example of Cooperative Labor Relations

A successful labor-management partnership occurs when both the company and


the union collaborate for mutual benefit.
Example:
A manufacturing company and its workers’ union negotiate a productivity-based
incentive program, where employees receive bonuses for exceeding production
targets. Both sides benefit:
 Employees earn extra income.
 The company achieves higher productivity and profitability.
This example illustrates cooperative labor relations, where mutual respect and open
communication prevent disputes and foster a positive work environment.

V. Summary

At the end of this chapter, students should be able to:


✔ Identify unfair labor practices by unions and employers.
✔ Recognize a supervisor’s legal responsibilities during unionization.
✔ Understand how cooperative labor relations benefit both workers and management.

Prepared by:
Ms. Kimberlou B. Najarro

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