CHAPTER 3

THE LABOR ORGANIZATION

A labor organization is defined group of employees formed for the purposes of

representing those employees with the employer as to the terms of a collective contract of
employment. Today, and in the future, labor organization will continue to play an important role
to the country’s work force and to the quality of life for working families.

THE NEED FOR ORGANIZATION

The working relationship during the early days of production was that of master and
servant. The master or employer provided work for the servant or employee under his direction
and upon his terms. All suggestions coming from the employer were considered interference with
the rights and prerogatives of the employer which were absolute. After, realizing that they are
contributors in the process of production and not servants, the employees unite and formed an
organized group to demonstrate forcefully the value of the services they are rendering in addition
to securing fair terms of work. Unionism, union contributions and effects, structural organization
of union.

Today the problem centers on the honesty and integrity of both labor and employer
groups. Labor relations are peaceful and cordial. Under the spirit of cooperation through
recognizing both the rights and problems in labor and employer groups, this present situation
was attained.

The employer lost the power to set wages by itself, subject only to the law of supply and demand.
Now, the power to promote or fire employee has become limited and the power to discipline
workers has been restricted. In addition, frequently the dominant firm in the industry set the
wage pattern.

Positively, union has become a helpful ally of management with the useful information
concerning the status of employee morale. Major issues can be prevented through cooperation
in the grievance procedure. Improvement of working conditions, protection from employer
dictation and an increase in security are some of the vital contributions of unions. Assurance of
full and just consideration of his complaints makes the grievance procedure important to an
individual worker. The union, a labor organization portrayed as an association of employees exist
for the prime function of collective bargaining on terms and conditions of employment.

Unionism

The essence of unionism is the representation of workers. Through trade unions, workers
are able to effectively communicate with the management. The rationale behind joining trade
unions is the advancement of the workers’ “economic, psychological and social interests”. These
interests are negotiated by thee management group and the trade union, as the representative
of the workers in a process called collective bargaining.

 In the World

The origin of unions’ existence can be traced from the eighteenth century, where the
rapid expansion of industrial society drew women, children, rural workers, and immigrants to
the work force in number and in new roles. This pool of unskilled and semi-skilled labor
spontaneously organized in fits and starts throughout its beginnings, and would later be an
important arena for the development of trade unions. Trade unions as such were endorsed
by the Catholic Church towards the end of the 19th Century. Pope Leo XIII in his ‘Magna
Carta’: Rerum Novarum, spoke against the atrocity’s workers faced and demanded that
workers should be granted certain rights and safety regulations.

Trade unions have sometimes been seen as successors to the guilds of medieval Europe,
through the relationship between the two is disputed. Medieval guilds existed to protect and
enhance their members’ livelihoods through controlling the instructional capital of artisanship
and the progression of members from apprentice to craftsman, journeyman, and eventually
to master and grandmaster of their craft. A labor union might include workers from only one
trade or craft, or might combine several or all the workers in one company or industry.
 Trade unions and/or collective bargaining were outlawed from no later than the middle of
the fourteenth century when the Ordinance of Laborers was enacted in the Kingdom of
England. Union organizing would eventually be outlawed everywhere and remain so until the
middle of the nineteenth century.

Since the publication of the History of Trade Unionism (1894) by Sidney and Beatrice
Webb, the predominant historical view is that a trade union is a continuous association of
wage earners for the purpose of maintaining or improving the conditions of their
employment. A modern definition by the Australian Bureau of Statistic states that a trade
union is “an organization consisting predominantly of employees, the principal activities of
which include the negotiation of rates of pay and conditions of employment for its members.”

In the early 1800’s many men from large cities put together the organization which we
now call the Trade Union Movement. Individuals who were members of unions at this time
were skilled, experienced, and knew how to get the job done. Their main reasoning for
starting this movement was to put on strikes. However, they did not have enough men to
fulfill their need and the unions which began this trendy movement, collapsed quickly. The
Mechanics’ Union Trade Association was the next approach to bring worker together. In 1827,
this union was the first U.S. labor organization which brought together workers of divergent
occupations. This was “the first city-wide federation of American workers, which recognized
that all labor, regardless of trades, had common problems that could be solved only by united
effort as a class.” This organization took off when carpentry workers from Philadelphia went
on strike to protest their pay wages and working hours. This union strike was only a
premonition of what was to come in the future.

Workers realized what unionism was all about through the configuration of mechanics
association and many people followed in their footsteps. The strike gave others hope that
they could get their concerns out by word of mouth. Before this time many people did not
speak about their concerns because of the lack of bodies. However, with more people comes
more confidence. Strikes were a new way of speaking your mind and getting things
accomplished.

 In the Philippines

The development of workers organizations in the country may be traced back to as early
as 1899 during the end of Spanish rule and the beginning of the American era. The creation
of the Bureau of Labor by the Philippine Assembly in 1901 made possible the formation of
loosely organized trade unions. Thereafter, the union movement thrived and flourished to
some extent under the influence of the first American settlers and the First World War up to
1924. The following years u to 1935, was characterized as a time of social unrest and the
period witnessed the build up and the strengthening also of other off-center movements.
Organizations espousing the goals and objectives of the ideology were allowed by the
legislation and even became powerful during the Second World War, but slowly fragmented
shortly after.

Having benefited from the passage of the Industrial Peace Act (RA 875), otherwise known
as the Magna Carta of Labor, registered trade unions grew rapidly. One of these was the
Associated Workers Union (AWU), which was organized by the late Roberto S. Oca, Sr. in
1951. A labor leader who rose from the ranks in the port of Manila, he organized other
transport workers and formed the Philippine Transport and General Workers Organization
(PTGWO).

 Trade Union, Contributions and Effects

A trade union is an organization of workers who have banded together to achieve common
goals such as better working conditions. The trade union, through its leadership, bargains with
the employer on behalf of union members (rank and file members) and negotiates labor
contracts (collective bargaining) with employers. This may include the negotiation of wages,
work rules, complaint procedures, rules governing hiring, firing and promotion of workers,
benefits, workplace safety and policies. The agreements negotiated by the union leaders are
binding on the rank and file members and the employer and in some cases on other non-
member workers.

Originating in Europe, labor unions became popular in many countries during the
Industrial Revolution, when the lack of skill necessary to perform the jobs shifted employment
 bargaining power almost completely to the employers’ side, causing many workers to be
mistreated and underpaid.

Trade union organizations may be composed of individual workers, professionals, past

workers, or the unemployed. The most common, but by no means only, purpose of these
organizations is maintaining or improving the conditions of their employment.

Over the last three hundred years, many trade unions have developed into a number of
forms, influenced by differing political objectives. Activities of trade unions vary, but may
include:

1. Provision of benefits to members – Early trade unions, like Friendly Societies,

often provided a range of benefits to insure members against unemployment, ill health
old age and funeral expenses. In many developed countries, these functions have
been assumed by the state; however, the provision of professional training, legal
advice and representation for members is still an important benefit of trade union
membership.

2. Collective bargaining – Where trade unions are able to operate openly and are
recognized by employers, they may negotiate with employers over wages and working
conditions.

3. Industrial action – Trade unions may enforce strikes or resistance to lockouts in

furtherance of particular goals.

4. Political activity – Trade unions may promote legislation favorable to the interests
of their members or workers as a whole. To this end they may pursue campaigns,
undertake lobbying, or financially support individual candidates or parties (such as the
Labor Party in Britain) for public office.

THE LABOR ORGANIZATIONS IN THE PHILIPPINES

In the Philippines, the law defines labor organization as any union or association of
employees which exists in whole or in pair for the purpose of collective bargaining or of dealing
with employers concerning terms and conditions of employment.

Trade or Labor unions in the Philippines are organizations sanctioned by Labor Code of
the Philippines as an acknowledgement of Filipino workers’ freedom to self-organize. Trade unions
aim to promote enlightenment among Filipino workers concerning their wages, hours of work,
and other legal rights. They aim to raise awareness on their obligations as union members and
employees, as well. Moreover, they serve as legitimate entities that negotiate with employers in
policy-making with regard to terms and conditions of employment. These negotiations formally
take place in the process of Collective Bargaining Agreement.

Trade unions are granted with a right to go on a strike, a temporary stoppage of work by
the employees when there is a labor dispute. Labor disputes are defined as situation when there
are controversies surrounding negotiations and arranging of the terms and condition of
employment. The union, however, must file a notice of strike or lockout is deemed to compromise
national interests or interests of the Filipino public (for instance, the case of health workers), the
Secretary of Labor and Employment has the authority to prohibit it and deliberately enforce
resumption of regular operations.

In the Philippines, TUCP (Trade Union Congress of the Philippines) is the largest union
and confederation of 30 labor federations in the country which come from a wide range of sectors.
As of 2009, there are a total of 34, 320 unions with consist of members summing up to 2.6 million.

The Labor Code makes reference to several kinds of labor organizations. These are:

1. Independent Labor Union – an active, functioning labor union without any direct and
indirect affiliation with any federation or national union. This is the basic unit of organized
union.
2. Legitimate Labor Organization – any labor organization registered with the Bureau of
Labor Relations, and includes any branch or local thereof.
 3. Company Union – a labor organization, whose formation or administration is initiated,
dominated, assisted or otherwise interfered with by the employer, including the giving of
financial or other support to it or the organizers or supporters. Such a union is unlawful,
being the result of an unfair labor practice.
4. Federation and National Unions – an affiance of a group of unions in one industry in
any area, region or country. These are basically service units of agents whose services
can be dispensed with at will by local unions.
5. Trade Associations – labor organizations formed by ambulant, impenitent and itinerant
workers, self-employed people, rural workers and those without any definite employers
for their mutual aid and protection.

A legitimate labor organization has the following rights:

a. To act as collective bargaining representative

b. To request for audited financial statements
c. To sue and be sued
d. To tax exemptions
e. To engage in concerted activities (right to strike and picket consistent with the national
interest)

 Registration of Labor Organization

The application for registration of a local union shall be signed by at least twenty percent
(20%) of the employees in the appropriate bargaining unit which the applicant union seeks to
represent, and shall be accompanied by the following:

A labor organization shall be given a certificate of registration which creates a legal

personality upon submitting these requirements:

1. Payment of registration fee in the amount of Php 50.00

2. Minutes of meetings including the names of the officers, their addresses, the principal
office of the labor organization and the list of all workers present during the meetings

3. The names of all members it seeks to represent; at least 20% of the employees in the
bargaining unit must be members of the applicant union

4. A copy of annual financial reports if the applicant union has existed for one or more years,
and

5. Four copies of the constitution and by-laws of the applicant union, minutes of its adaption
or ratification and the list of members who participated in

6. A sworn statement that there is no certified bargaining agent in the bargaining unit
concerned. In case there is an existing CBA, a sworn statement that the application is filed
during the last 60 days of the agreement

All applications for registration shall be acted upon by the Bureau of Labor Relations within
30 days from filing. The secretary or treasurer of the organization as attested by the president
shall certify under oath the entire requisite documents and papers. When denied, an applicant
may appeal within 30 days from receipt of notice thereof.

If applicants are federations or national unions, they shall, in addition to the above
requirements, submit the following:

1. Proof of the affiliation of at least ten locals or chapters, each being a duly registered
collective bargaining agent in the establishment or industry in which it operates,
supporting the registration of such application or federal union; and

2. The names and addresses of the companies where the locals or chapters operate, and the
list of all members in each company involved

 Who May Join Union?

 In the Philippines everyone working in profit type of organizations like commercial,
industrial and agricultural enterprises can self-organize. This right is extended also to those
working in traditionally non-profit organizations like religious, charitable, medical or educational
institutions. People categorized as ambulant, intermittent and itinerant workers, self-employed,
rural workers and those without any particular employers could also form their own organization
for the sake of shared aid and defense for their rights. Alien employees with valid working permits
issued by the Department of Labor and Employment may exercise the right to self-organization
and join or assist labor organizations for purposes of collective bargaining if they are nationals of
a country which grants the same or similar rights to Filipino workers, a certified by the Department
of Foreign Affairs.

The following groups of people cannot join labor unions:

1. Security Guards
2. Employees of cooperative who are also members themselves
3. Employees of government owned and controlled corporations with original charter
4. Managerial employees
5. Religious, medical and educational institutions operating not for profit, provided they do
not have existing collective agreements at the time of the effectivity of the Labor Code or
have waived their exemption voluntarily

Here are the circumstances of not joining union:

1. Fear of being dubbed as persona non grata by management

2. Fear of harassment
3. Fear of losing job
4. Gratitude owed to a certain top official of the corporation
5. Not in favor of union dues

 Rights and Conditions of Membership

The following are the rights and conditions of membership in a labor organization:

1. No illogical or excessive initiation fees, fine and penalty

2. Entitlement to full and detailed reports from officers of all financial transactions

3. Elect officers by secret ballots at interval of not more than 3 years

4. Members by secret ballot any question of major policy affecting membership, unless force
majeure renders it impractical, the BD makes the decision in behalf of the members

5. Union must not admit member or continue membership whose indirectly or directly in
subversive activity

6. Conviction of crime in moral turpitude shall make non-eligible a member to be an officer

whether by election or appointment

7. Money collection shall be authorized pursuant to its constitution and by-laws

8. Collections must be evidenced by a receipt and entered in the financial record

9. Funds shall be applied for purpose/s expressly provided by its constitution and by-laws or
by written resolution of the majority of the members at a general meeting called for this
purpose

10. Officers shall not be given compensation except for salaries and expenses due to their
position as expressly provided by its constitution and by-laws or by written resolution of
the majority of the members at a general meeting called for this purpose

11. Treasurer and officers responsible for the accounts of the organization must report a true
and correct accounts of money received and paid; audited and verified by affidavit and
copy must be submitted to DOLE
 12. Financial books and records must open for inspection by officer or member during office
hour

13. Minutes of the meeting must do by the secretary and attested by the president

14. No extra fees must checked off from any amount due to an employee without individual
written authority duly signed by the employee

15. Union and its officers must inform all members of its constitution and by-laws, prevailing
labor relations, rights and obligations under existing labor laws; union may assess
reasonable dues to finance labor relations seminars and other labor education under this
purpose

UNFAIR LABOR PRACTICES

Unfair labor practices are offenses committed by the employer or labor organization
which violate the constitutional right of workers and employees to self-organization. ULP acts are
unfavorable to the legitimate interests of both labor and management, disrupt industrial peace
and hinder the promotion of healthy and stable labor-management relations.

ULP is not only a violation of the civil rights of both labor and management, but also a
criminal offense against the State. Criminal ULP cases may be filed with the regular courts. No
criminal prosecution may be instituted, however, without a final judgement from the National
Labor Relations Council (NLRC) that an unfair labor practice was committed.

 Unfair Labor Practices of Employers

ULP by management are as follows:

1. Requiring as a condition of employment that a person or an employee shall not join a

labor organization or shall withdraw from one to which it belongs;
2. Contracting out services or functions being performed by union members when such will
interfere with, restrain, or coerce employees in the exercise of their right to self-
organization;
3. Discrimination as regards to wages, hours of work, and other terms and conditions of
employment in order to encourage or discourage membership in any labor organization;
and
4. Dismissal, discharge, prejudice or discrimination against an employee for having given or
being about to give testimony under the Labor Code

 Unfair Labor Practices of Labor Organizations

A labor organization commits ULP by any of the following violations:

1. Restraint or coercion of employees in the exercise of their right to self-organization:

However, the labor organization shall have the right to prescribe its own rules with respect
to the acquisition or retention of membership; and
2. Causing or attempting to cause an employer to discriminate against an employee,
including discrimination against an employee with respect to whom membership in such
organization has been denied or terminating an employee on any ground other than the
usual terms and conditions under which membership or continuation of membership is
made available to other members

 Unfair Labor Practices of Both Employers and Labor Organizations

ULPs by both management and labor organizations are as follows:

1. Interference, restraint or coercion of employees in the exercise of the right to delf-

organization;
2. Violation of a collective bargaining agreement, when circumstances warrant;
3. Initiating, dominating, assisting or otherwise interfering with the formation or
administration of any labor organization, including the giving of financial or other support
to it or its organizers or supporters;
4. Violation of the duty to bargain collectively; and
5. Payment by employer of negotiation or attorney’s fees and acceptance by the union or its
officers or agents as part of the settlement of any issue in collective bargaining or nay
other dispute

 Unfair Labor Practices of Labor Unions

The National Labor Relations Board provides the following examples of ULPs by
unions:

1. Mass picketing in such numbers that non-striking employees are physically barred from
entering the plant;
2. Acts of force or violence on the picket line, or in connection with a strike;
3. Threats to do bodily injury to non-striking employees;
4. Threats to employees that they will lose their jobs unless they support the union’s
activities;
5. Statement to employees who oppose the union that the employees will lose their jobs if
the union wins a majority in the plant;
6. Entering into an agreement with an employer that recognizes the union as exclusive
bargaining representative when it has not been chosen by a majority of the employees;
7. Fining or expelling members for crossing a picket line that is unlawful under the Act or
that violates a no-strike agreement;
8. Fining employees for crossing a picket line after they resigned from the union;
9. Fining or expelling members for filling unfair labor practices charges with the Board or for
participating in an investigation conducted by the Board;
10. Refusing to process a grievance in retaliation against an employee’s criticism of union
officers;
11. Maintaining seniority arrangement with an employer under which seniority is based on the
employee’s prior representation by the union elsewhere;
12. Rejecting an application for referral to a job in a unit represented by the union based on
the applicant’s race or union activities.
13. Causing an employer to discharge employees because they circulated petition urging a
change in the union’s method of selecting shop stewards;
14. Causing an employer to discharge employees because they made speeches against a
contract proposed by the union;
15. Making a contract that requires an employer to hire only members of the union or
employees “satisfactory” to the union;
16. Causing an employer to reduce employees’ seniority because they engaged in antiunion
acts;
17. Refusing referral or giving preference on the basis of race or union activities in making
job referrals to units represented by the union, and;
18. Seeking the discharge of an employee under a union-security agreement for failure to pay
a fine levied by the union.

CHAPTER 3
THE HUMAN ELEMENTS IN AN INDUSTRIAL ORGANIZATION
 Every employee must be treated as human being. Every insult to his personal importance,
unintentional or not, purely accidental or due to carelessness shall affect the employee. Therefore,
he will seek to make himself heard. Employee wants his pride and dignity be respected.

EMPLOYEES ARE HUMAN

There’s one universal truth that applies to all different sizes and types of businesses: a
company’s greatest assets are its employees. Employees add value, character, and innovation,
and all of these things lead to customers and revenue. Employees are crucial, and employers
need to keep them. Employees need to be treated like the valuable assets they are. Otherwise,
the firm loses a trained and integral piece of business to a competitor who isn’t afraid to show
appreciation and respect to employees.

Employees are human beings. They each have their own emotional and internal drivers,
or values, that motivate them to do the things they do. If an employer wants to work in harmony
with others in a way that yield the best results, he should be cognizant and honor the top values
of the people work with him. It shows respect, consideration and good leadership.

If the firm wants to truly engage employees, the first thing to remembers is that personal
needs trump professional aspirations every time. People wake up as human beings, not as
employees of any other company. And even as many of their waking hours are spent at work,
the social Web and fancy smartphones keep employees connected to their personal goals,
problems, and needs 24 hours a day. Yes, they are always on toggling back and forth through
multiple activity streams in multiple corners of their screen.

It is true that lots individuals start their day by signaling to their tribe like friends, fans
and followers that they are awake, listening, noticing, expressing and sharing too via Foursquare,
Facebook or Twitter. That is especially true in the start-up world. Certainly, some of that curiosity
is work-related. They key is to understand that this connection to the interpersonal sphere of the
whole person is a good thing. It is good for the employer, good for the employees, and good for
the business too.

When employees are trapped into these personal channels of checking in with their
friends, family, fans and other followers their creativity and curiosity flows. This sense of self care
is core to who they are both personally and professionally, and that means it should be taken
into account when thinking about work roles and engagement.

A whole person does the job, not just half. When employers see their employees as whole
people, they feel appreciated and supported. They are filled with more potential motivation to
excel rather than just doing the basics of what is expected. Personal experiences lend perspective
that encourages extraordinary contribution. This extra contribution helps employees perform at
levels beyond what anyone thought was possible.

PRIDE IN WORK

Pride is intangible. Pride is psychological feeling and an excessively high opinion

employees having about their job and organization. It is a combination of pleasure, positive
feeling, self-esteem, personal warmth, commitment and involvement an employee has towards
the organization and its values. Organization that tries to build intrinsic pride in their employees
will always succeed in achieving it organizational goals.

Every self-respecting employee needs to feel the significance of his contributions. One of
the most useful characters that management must cultivate and develop is pride for one’s work.
However, most often management suppresses or insults the employee’s pride for work.

Employee pride is an important factor in any organization. The employees who have sense
of pride can speak positively about the organization to colleagues, potential employees and
customers, having a strong desire to be a member of the organization, and exerting extra effort
to contribute to the organization’s success.

Employees with pride tend to get the least supervision and direction from the
management, because they’re regularly doing what they are needed to do. They set goals, meet
and exceed expectations and charge enthusiastically toward the next tough task. Employees
having a high degree of pride will stay with the organization for a longer period of time, be an
advocate of the organization and its products and services, and create emotional attachment and
loyal customers to the organization. They contribute to good working environment where people
are productive, ethical and accountable.

Employees who take pride in their work are motivated, productive and pleasant to be
around. They raise the overall morale of the workplace and inspire their co-workers. They happily
go above and beyond requirements and expectations simply because their work makes them feel
good.

Employees who are not feeling proud of their job and organization are just unhappy at
work. They express their discontent and sow seeds of negativity at every opportunity. they
undermine works of others. They are not just indifferent to organization goals and mission; they
express mistrust and outright ill feeling. As employees increasingly rely on each other to generate
products and services, the problems and tensions that are fostered by employees without pride
can cause great damage to the functioning of the organization. Conditions that prevent employee
pride should be identified, assessed and addressed.

Acceptance by Fellow Employees

Every employee needs the acceptance and approval of his fellow workers. The employee
may cut his income if necessary, just to extend help to fellow employee. In order to reinforce
their sense of importance some employees seek to become union stewards so that other workers
will come to them for help. As steward he may represent others than pleading on his behalf.

Whether the co-worker who bulldozes the team during staff meetings and shoots down
every new idea or several colleagues who make up clique outsiders just cannot break into, people
need to work with co-workers they do not like. They can turn an enjoyable job daily personal hell.

There are strategies that can help when there is the need to talk to higher-ups or to the
co-worker with whom an employee is having problems.

1. Count to 1-10 – In no way react to co-worker’s most recent offense. Always move
forward with a cool head. Go home, sleep on it, and plan what to say and to whom.
2. Point the finger at yourself – Use “I” statements. Co-workers will be more open to
dialogue when being asked for help rather being attacked or blamed. Consider “I think I
may have gotten off on the wrong foot. Is there anything I can be doing differently?”
versus “Why are you shooting down all my ideas?”
3. Keep it professional, not personal – This cuts the chances of a defensive response.
Try “Here’s what I think my job is, and here’s how I’m pursuing it. Is that what you and
others expected of me?” rather than “No one is listening to me.”

PROBLEMS OF EMPLOYEES

High employee productivity is the heartbeat of a successful business. When employees

are distracted and unhappy, their work suffers and ultimately so does the company. When
employees experience problems, they don’t perform to their highest potential. Troubled
employees often call in sick or aren’t mentally present when they attend work. Employers
therefore, need to understand the kinds of problems of employee unhappiness and offer
appropriate assistance if needed.

Employees have three kinds of problems, which are:

1. Personal-money, financing, income tax, legal matters, family health, housing, education
of children.
2. Job-related-supervision, advancement, transfer, relocation, wages, retirement.
3. Jobs, company and the future-feel inadequate, feel neglected, feel insecure

Counseling

Employers/managers should organize to have a private discussion with the employee

about the problem. It should be in a comfortable, non-threatening environment and take place
at a time when neither party will be interrupted. It can be effective to conduct this as a counseling
session. However, the matter may also require a formal disciplinary procedure to be followed.
 A less formal way of dealing with a performance issue is to undertake an informal
counseling session. This is generally in the form of listening and sharing ideas between the
manager/employer and the employee and the manager/employer giving advice direction and
counsel.

Counseling at work may help people identify the causes of work-related problems, such
as poor performance.

There are many reasons why counseling an employee can benefit both parties. It can be
a positive measure that prevents termination and formal disciplinary action, it can also reduce
the turnover of staff and the costs associated with replacing and training new staff. It shows that
manager or employer has a commitment to the employee and their performance in the role.

Problems are inevitable and so employees need counseling for them to do the right things
in their jobs and in their personal lives. There are 2 techniques in counseling:

1. Directive – someone gives advice and guidance; counselor controls the interview and
moves the individual toward a counselor-chosen goal.
2. Nondirective – neither gives advice and guidance but assists the other person in finding
solutions to the problem; counselor stresses means by which the individual becomes more
conscious of his own attitude and feelings with a consequent increase in insight and
understanding.

An employee may not achieve the desired improved standard immediately after the
counselling session. It may require a period of adjustment and time to steadily improve. The
employer/manager must be committed to the counseling process and reward and recognize
the employee’s efforts to improve. If the employer or manager is facing a situation where an
employee may be dismissed, it is essential that they document and substantiate their actions.
The decision for the employer/manager to make is at what stage the benefit of counseling
has been exhausted and when formal disciplinary proceedings should commence.

Sometimes an employee’s performance or conduct issues may be as a result of personal

circumstances such as sickness or family difficulties. If their supervisor becomes aware of
these during a counseling session it may be appropriate to refer the person onto a Guidance
Personnel or other suitable health professional for specialist assistance. An employer should
take these factors into account before deciding on an appropriate course of action.

Guideline to follow in counseling:

Counseling can form the first step before commencement of formal disciplinary
procedures. It is important for the manager or employer to record the fat that the meeting
took place and any course of action that was decided upon.
I. Define the following terms:

a. Labor Organizations - is defined group of employees formed for the purposes of

representing those employees with the employer as to the terms of a collective contract
of employment.
b. Labor Disputes - are defined as situation when there are controversies surrounding
negotiations and arranging of the terms and condition of employment.
c. Strike - were a new way of speaking your mind and getting things accomplished.
d. Unfair Labor Practices - are offenses committed by the employer or labor organization
which violate the constitutional right of workers and employees to self-organization.
e. Independent Labor Union - an active, functioning labor union without any direct and
indirect affiliation with any federation or national union. This is the basic unit of organized
union.
f. Legitimate Labor Organization - any labor organization registered with the Bureau of Labor
Relations, and includes any branch or local thereof.
g. Company Union - a labor organization, whose formation or administration is initiated,
dominated, assisted or otherwise interfered with by the employer, including the giving of
financial or other support to it or the organizers or supporters.
h. Federal and National Unions - an affiance of a group of unions in one industry in any area,
region or country. These are basically service units of agents whose services can be
dispensed with at will by local unions.
i. Trade Associations - labor organizations formed by ambulant, impenitent and itinerant
workers, self-employed people, rural workers and those without any definite employers
for their mutual aid and protection.

II. ESSAY

1. Why is there a need to organize labor unions or labor groups?

- Because unions help set the standards for education, skill levels, wages, working
conditions and quality of life for workers.
2. Discuss the contributions and effects of trade unions.
a. Provision of benefits to members – Early trade unions, like Friendly Societies,
often provided a range of benefits to insure members against unemployment, ill health
old age and funeral expenses. In many developed countries, these functions have
been assumed by the state; however, the provision of professional training, legal
advice and representation for members is still an important benefit of trade union
membership.

b. Collective bargaining – Where trade unions are able to operate openly and are
recognized by employers, they may negotiate with employers over wages and working
conditions.

c. Industrial action – Trade unions may enforce strikes or resistance to lockouts in

furtherance of particular goals.

d. Political activity – Trade unions may promote legislation favorable to the interests
of their members or workers as a whole. To this end they may pursue campaigns,
undertake lobbying, or financially support individual candidates or parties (such as the
Labor Party in Britain) for public office.
3. Describe communism in the Philippines and in the world.
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