11 - Employee-Employer Relations & Public Sector Unionism

Employee-Employer Relations

concerned with the theory and practice associated with the management and regulation of the employment relationship (Nick Wilton)

Employee-Employer Relations

concerned with the socio-political dimensions  (control, power and authority) of the employment relationship and the distribution of power between management and employees (Nick Wilton)

power and control

Employee-Employer Relations deals with _____ ___ _______ in the employment relationship and the degree to which management is free to make decisions unimpeded

influence

Employee relations is the means by which employees are able to _________ managerial decisions.

relative strength of each party

it determines the degree of authority that management possesses to make decisions unilaterally or the extent to which it must seek the consent of workers through processes of consultation, negotiation and bargaining  (Nick Wilton)

Employee Involvement

defined as having the dual aim of engaging the support, understanding and contribution of all employees in an organization’ and ‘seeking to ensure their commitment and cooperation in the achievement of its objectives’ (CIPD, 2009e).

Employee Involvement

seeks to harness the talents of employees through the soliciting of their views, opinions and ideas to identify and address organizational problems.

Employee Participation

a more substantial form of voice than Employee Involvement, because it tends to incorporate a greater degree of joint decision-making between management and employees. 

power-sharing and dilution

Employee Participation implies some degree of _____________ ___ ________ of the absolute “right to manage” among employers and it involves trade union representation in the over-all decision-making process.

Public Sector Unionism (PSU)

one of the major thrusts of the Civil service Commission (CSC) within the public sector. 

Resolution No. 03-0328

CSC issued this becoming the basis for the creation of the Human Resource Relations Office (HRRO) under the CSC Central Office.

Human Resource Relations Office (HRRO)

mandated to promote responsive management and responsible PSU as a key partner to effective governance; handles all concerns and issues on PSU in all National Government Agencies (NGAs), Local Government Units (LGUs), State Universities and Colleges (SUCs) and Government-Owned or Controlled Corporations (GOCCs) nationwide.

legal authority

(Registration of Employee’s Organization) required and mandatory to acquire _____ __________ to be entitled to the rights and privileges under Executive Order No. 180 upon compliance with the documentary requirements and the issuance of the corresponding certificate of registration by the DOLE and the CSC.

first step

(Registration of Employee’s Organization) the _____ ____towards its accreditation by the CSC as the sole and exclusive negotiating representative of the agency’s rank and file employees.

10%

(Registration of Employee’s Organization) At least ___ of the total members of rank and file employees in the organizational unit shall sign the application for registration.

Accreditation of Employee’s Union

the process of recognition and accreditation granted by the CSC to a registered employees’ organization the status of sole and exclusive collective negotiating agent

Collective Negotiation Agreement (CNA)

(Accreditation of Employee Unions) As a negotiating agent, it is an authority granted to an accredited union – which enjoys the majority support of the rank and file employees - to represent and negotiate with the management for purposes of achieving a ___ .

1 year

Within _ ___ from issuance of the Certificate of Accreditation by the CSC, the accredited employees’ organization shall submit to management a CNA proposal, which has been approved by a majority of the general membership, copy furnished the CSC-HRRO.

maintain the support

(Grounds for Losing Accreditation - 2) Failure of the accredited employees’ organization to ________ ___ _______of the majority of the rank-and-file employees after one (1) year from the issuance of its certificate of accreditation

submit CNA proposal

(Grounds for Losing Accreditation - 2) Failure of the accredited employees’ organization to ______ ___ ________ to management, pursuant to Section 12 of the Amended IRR of E.O. 180. 

Collective Negotiation Agreement

serves as a contract negotiated between an accredited employees’ organization as the negotiating unit and the employer or management on the terms and conditions of employment and its improvements that are not fixed by law. 

documentary requirement

(Registration of CNA) The CSC issues the corresponding Certificate of Registration of CNA only after the concerned employee’s association completes and submits the mandatory ___________ ___________ as required by the HRRO. 

non-negotiable

(Registration of CNA) In the issuance of the Certificate, the CSC  points out the provisions in the agreement which are ______________, hence unenforceable, despite the registration of the Agreement.

Contents of CNA

• Declaration of Principles

• Coverage/Scope of Representation

• Union Recognition and Security

• Union Rights and Privileges

• Management Prerogatives and Responsibilities and Union Responsibilities and Accountability

• Recruitment, Placement and Career Development

• Health and Safety Cost-cutting Measures Employee Benefits Program

• Grievance Machinery

• Dispute Resolution

• Entirety and Modification Clause; Separability Clause

• Effectivity and Duration

Negotiable Items

• Representation in Committees

• Study Leave

• Union Time Off

• Union Office

• Compensatory Time Off (CTO)

• Flexible Work Schedule

• Hazard Pay

Non-negotiable Items

• Christmas/Year end Bonus

• Loyalty Bonus

• Housing Program

• Longevity Pay

• Travel Leave

• Compensation Matters