Group 6

• Labor Code of the Philippines

  Defines the relationship between capital and labor
• No amount of law can truly harmonize men unless man himself accepts that goodness and justice come from within
• Minimum wage


  The rate of pay fixed either by a collective bargaining agreement or by government enactment as the lowest wage payable to specified categories of employees
• The setting of a minimum wage by collective bargaining suffers from a serious limitation
• Department of Labor and Employment (DOLE)


  • Responsible for the overall regulation of employment in the Philippines
  • Promotion of employment and apprenticeship
  • Workers protection and welfare
  • Promotion and maintenance of industrial peace
• National Labor Relations Commission (NLRC)

  • Responsible for the overall regulation of employment in the Philippines
  • Coordinates programs and policies with DOLE but it is otherwise a separate agency
  • Overseas unfair labor practices allegations, job terminations disputes, and other labor matters not strictly related to wages
• Regional Tripartite Wages and Productivity Commission (RTWPC)


  • Assists the NPWC
  • Charged with developing plans, programs, and projects related to wages, income, and productivity improvements for their respective regions
  • Determines and fixes minimum wage rates
• National Wages and Productivity Commission (NWPC)

  • Consults and advises the national government on wages and worker productivity
  • Formulates policies and guidelines on these issues
  • Prescribes rules and guideline for determining minimum dediges on these issues
  • Reviews wage levels set by the RTWPC for and and national development plans
• Just Wage


  The remuneration which is enough to support the wage-earner in reasonable and frugal comfort
• Family Wage


  A wage that will enable man to provide a sufficiency of decent food and clothing from himself and his family, a decent home, security for sickness and old age, and means of leisure for moderate and wholesome recreation
• Unionism


  Every worker has right to join a union in order to protect his livelihood and to cooperate in building social order
• Strikes


  A cessation from work by workers for the purpose of forcing their employees to assert to their demands
• Other means of conciliation must be tried before a strike, and the good results must be weighed against the evil effects</b>
• Threats, coercion, or violence should never be employed by either labor or Capital in setting their differences
• Basic Rights of Workers

  • Equal work opportunities for all
  • Security of tenure
  • Work days and work hours
  • Weekly rest day
  • Wage and wage-related benefits
  • Payment of wages
  • Rights of female employees
  • Employment of children
  • Safe working conditions
  • Rights to self-organization and collective bargaining
• Basic Duties of Workers

  • Work honestly and comply with all the requirements
  • Never injure capital, nor steal from the employer
  • Never outrage the person of the employer
  • Never employ deceit nor violence in presenting a cause
  • Never consort with the "agitators" of men of evil principles
• Basic Duties of Employers

  • Respect the human dignity of the workers
  • Appreciate their work
  • Never treat them as slaves for making money
  • Never assign them tasks beyond their strength, do not employ them in work not suited to their sex
  • Give them commensurate wages
  • Provide for their health and social recreation
  • Provide them time to practice their religion
  • Instruct them on how to use their money wisely
  • Instruct them to love their family
  • Provide them with opportunities
• Unfair Labor Practices of Employers

  • Interfere with, restrain or coerce employees in the exercise of their right to self-organization
  • Require as a condition for employment that a person or an employee shall not join a labor organization or shall withdraw from one to which he belongs
  • Contract our series 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
  • Initiate, dominate, assist, or otherwise interfere with the, formation or administration of any labor organization including the giving of financial or other support to it or its organizers or supporters
  • Discriminate in regards to wages, hours of work, and other terms and conditions of employment in order to encourage or discourage membership in any labor organizations
  • Dismiss, discharge, or otherwise prejudice or discriminate against an employee for having given or being about to give testimony
  • Violate the duty to bargain collectively
  • Pay negotiation or attorney's fees to the union or its officers or agents as part of the settlement of any issue in collective bargaining or any other dispute
  • Violate a collective bargaining agreement
• Labor Relations Policy


  • Promote and emphasize the primary of free collective bargaining and negotiations, including voluntary, mediation and conciliation as modes of settling labor and industrial disputes
  • Promotes free trade unionism as an instrument for the enhancement of democracy and justice and development
  • Foster the free and voluntary organization of a strong and united a labor movement
  • Promote the enlightenment of workers concerning their rights and obligations as union members and as employees
  • Provide an adequate administrative machinery for the expeditious settlement of a labor dispute
  • Ensure a stable but dynamic and just industrial peace
  • Ensure the participation or workers in decision and policy-making processes affecting their rights, duties and welfare
• Collective Bargaining Procedures


  1. When a party desires to negotiate an agreement, it shall serve a written notice upon the other party with a statement of its proposals. The other party shall make a reply thereto not later than ten (10) calendar days from receipt of such notice

  2. Should differences arise on the basis of such notice and reply, either party may request for a conference which shall begin not later than ten (10) calendar days from the date of request

  3. If the dispute is not settled, the Board shall intervene upon request of either or both parties or at its own initiative and immediately call the parties to conciliation meetings. The Board shall have the power to issue subpoenas requiring the attendance of the parties to such meetings. It shall be the duty of the parties to participate fully and promptly in the conciliation meetings the Board may call

  4. During the conciliation proceedings in the Board, the parties are prohibited from doing any act which may disrupt or impede the early settlement of the disputes

  5. The Board shall exert all efforts to settle disputes amicably and encourage the parties to submit their case to a voluntary arbitrator
• In the absence of collectively bargaining agreements, it shall be the duty of the employer and the representatives of the employees to bargain collectively in accordance with the provision of this code
• Article 252 delineates legislative power between the Union (central government) and the states regarding collective bargaining and agreement administration. It sets clear jurisdictional boundaries, promoting efficient governance in labor relations and ensuring balanced power distribution
• Article 253 grants Parliament the power to legislate for implementing treaties, agreements, or conventions with foreign nations, and decisions from international conferences. This enables India to fulfill its international commitments through domestic laws