The more the merrier; the more the better; the more the stronger. Such cliché statements hold true in most cases, more so in labor unions. Know more:
registered national trade unions, industrial federations, and plant-level unions from private and public sectors. Although they represent less than 10 percent of the Philippine workforce, unionization rate is on a steady increase.
The common perception of both union and non-union members is that management will provide the same employee benefits even if they are not unionized. Such perception and the increasing unionization rate indicate that internal communication plays a critical role in enhancing the relationship between employer and employees.
Realizing how “unions” can have a negative connotation, part of the mandate of the National Conciliation and Mediation Board is to help companies promote labor-management cooperation programs. Under RA 6715, such operating mechanism in organized establishments is called Labor-Management Council, while in unorganized establishments, it is called Labor-Management Committees.
The more recent reforms include the Voluntary Codes of Good Practices , which prescribed a set of guidelines establishing voluntary minimum standards towards self-regulation in the industry. Tripartism, another recent program strategy, participated in by the social partners of labor, employer and government sectors, promote social dialogue.
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