September 13, 2020

The HR
Perspective
Practical Tips
on Labor Management
Jojo L. Recio, CHRP
 The relationship between the
management of a company
Labor or organization and its
workforce.
Relations
Employer
• To make the business productive
• To be able to provide sustainable livelihood to
all its employees
• To maintain a working environment that is
characterized with order, discipline, and
highest regard for productivity
 Employee
• To be employed
• To have a sustainable livelihood
• To be employed in a working environment that
is characterized with order, discipline, and
highest regard for productivity
Conflicts arise when there is
a breach of these objectives.
What are 1 Tardiness & Absenteeism
the most
2 Termination
common
origins of 3 Termination due to project completion EMPLOYEES
conflict?
4 Negligence

5 Poor Performance

6 Lack of fair & reasonable performance evaluation system

7 Unclear job description

EMPLOYER
8 Vague company policies
 First thing's first!

A well written, profound, and clear company policy

• This has to be cascaded well and discussed thoroughly to all employees.
• A proof of orientation is necessary; it has to be documented.
• Offenses and penalties should have an acceptable level of propriety and reason.
• No provision should be in conflict with morals and established laws of the land.
• The policy should provide for a GRIEVANCE PROCEDURE.
Incident Report Issuance Notice of Hearing
of the NTE

Issuance of the Notice of Disciplinary Action

Mechanism for Appeal

What happens when there is a
failure in the observance of the
grievance procedure?

It becomes a labor dispute.

What is the
Single Entry Approach (SEnA)?
It is an administrative approach to provide a speedy, impartial, inexpensive and
accessible settlement procedure for all issues/complaints arising from
employer-employee relations to prevent them from ripening into full blown
disputes. Under this approach, all labor and employment disputes shall undergo
a 30-day mandatory conciliation-mediation process to effect settlement
among the contending parties.
 Practical tips:

Employee
• Study your case first. Be very objective
• If you feel aggrieved, consult your HR officer first.
• Consider the resources you’ll need to go against an established company
• Don’t fall into the trap of engaging with “AMBULANCE CHASERS” at the NLRC
 Practical tips:

Employer
• You have a moral obligation to uphold the spirit of truth
and fairness.
• Do not power trip! There will always be a time for
reckoning.
• If you are convinced that there was a lapse in the grievance
procedure, be ready to compromise and amicably settle
⚬ Settle during the SENA stage
⚬ Bring in the cash for settlement
⚬ Never forget the quitclaim and waiver release form

• If you are 100% convinced that you have the moral, ethical,
and professional high-ground, then fight till the end.

• In all the stages of a labor dispute, proper documentation is

very important.
 My
personal take
There are times
that it's better
to be good,
rather than to
be right.
 I want to share with you
our redundancy program:

1 Establish first your Redundancy Policy & Procedure.

2 Determine the redundant positions and functions.

3 Identify the specific personnel due for redundancy.

• It should be based on fair and reasonable criteria

• A clear and objective matrix should be used.
4 Make the formal announcement of the redundant personnel

5 File the report the DOLE Regional Office.

• Should be filed at the office which has

jurisdiction over your place of work.

6 Payment of separation pay (one month pay for every year of service)
Thank you!