Employee Relations and

Services
 Employee Relations

• Perspectives of Employer – Employee Relations

• Management and Employee Rights
• Labor Unions in Business Organization
• Collective Bargaining
 What is Employer-Employee Relations?
• Originally broadly defined to include the totality of relationships and
interactions between employer and employees.
• ER-EE relations is the interplay of the necessary processes in maintaining
the relationship between employees and management. In the Philippine
context, this component of human resource management covers
representation, negotiated terms and conditions of employment, and the
mechanism for dispute or conflict resolution.
 Models of Employee – Employer Relations

1. Perfect
2. Polarization
3. Cooperative
4. Co-optive
 Management and Employee Rights
Management Prerogatives
1. Conduct business
2. Prescribe rules
3. Select and hire employees
4. Transfer or discharge employees
5. Discipline of employees
 Employee Rights
1. Security of tenure
2. Living wage and just share in the fruits of production
3. Humane working conditions
4. Self-organization
5. Collective bargaining
6. Concerted action including the right to strike
7. Participate in policy and decision making processes
 What are Labor Unions for?
1. A manifestation of industrial democracy
• Equal partners in industry
• Shared responsibility
2. Representation of individual employees
• In unity there is strength
• Organized action
3. Bargaining
• Terms and condition of employment
• Participation in policy and decision making
 Collective Bargaining
• Collective bargaining or negotiations towards collective agreement is a
democratic framework under the New Labor Code to stabilize the relation
between labor and management to create a climate of sound and stable
industrial peace. It is a mutual responsibility of the employer and the union
and is their legal obligation.
 Why Collective Bargaining?
1. Highly flexible method of decision-making compared to legislative, judicial or any
public administrative process.
2. Collective bargaining as an instrument for applying equity or social justice to the
industrial setting or work environment Why Collective Bargaining?
3. It is also a means to ensure the participation of employees in policy and decision-
making.
4. It provides an orderly system to present and resolve grievances and disputes in the
workplace.
5. Majority , if not all, of the employees agree to the terms and conditions of their
employment based on the agreement.
• Employee relations is human relations. “Every person must, in the exercise
of his rights and in the performance of his duties, act with justice, give
everyone his due, and observe honesty and good faith”. (Art. 19, Civil Code)
 Employee Services
1. Flexible Work Schedules
2. Wellness Programs
3. Product/ Service Discounts