Professional Documents
Culture Documents
d.
Labor Relations
Answers to Boxed Questions in Azucenas Labor Code
Book II
3.
Box 1
1.
2.
1.
conditions of employment;
Claims for actual, moral, exemplary and other
forms of damages arising from the employeremployee relations;
1.
2.
Termination disputes;
3.
4.
Box 4
1) What are the powers of the NLRC? (See Art 218 o
f LC, now Art 224, 2013 Codal)
>> POWERS OF THE COMMISSION
a) administer oaths;
b) summon parties;
its jurisdiction;
b) proceed to hear and determine the dispu
tes in the manner laid down under paragraph (c)
Art. 218 (now Art 224, 2013 Codal)
ainant's property;
therein;
ered x x";
c.
c.
prohibited or unla
e.
f.
g.
2.
3.
4.
5.
1.
a.
b.
c.
d.
e.
a.
b.
5.
2.
Box 10
1.
2.
Box 11
1.
2.
3.
2.
5.
6.
Who
are
considered
confidential
employees? May confidential employee
join unions?
Ans.:
The victim of the offense is not just the
workers as a body and the well-meaning
employers who value industrial peace, but the
State as well. Thus, the attack to constitutional
right is considered a crime which therefore carries
both civil and criminal liabilities.
3.
a.
b.
c.
d.
e.
f.
g.
h.
i.
2.
3.
4.
5.
a.)
To restrain or coerce employees in the
exercise of their right to self-organization.
However, a labor organization shall have the right
to prescribe its own rules with respect to the
acquisition or retention of membership;
b.)
To cause or attempt 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 to terminate 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;
c. )
To violate the duty, or refuse to bargain
collectively with the employer, provided it is the
representative of the employees;
d. )
To cause or attempt to cause an employer
to pay or deliver or agree to pay or deliver any
money or other things of value, in the nature of an
exaction, for services which are not performed or
not to be performed, including the demand for fee
for union negotiations;
e .)
To ask for or accept negotiation or
attorneys fees from employers as part of the
settlement of any issue in collective bargaining or
any other dispute; or
f.)
To violate a collective bargaining
agreement
4.
2.
3.
otiating an agreement.
Its contents specify the terms and c not more than three years for "all other provisions".
onditions of employment (e.g., salary/wage increase, be
2.
Box 17
3.
1.
2.
5.
6.
4.
6.
4.
2.
3.
4.
3.
4.
6.
Box 22
1.
If an employee, on ground of
inconvenience, disobeys and
order transferring him to another
location or job, may such
employee be dismissed?
>In order to constitute a valid
reason to dismiss an employee for
disobeying an order the two
requisite
must
concur
(1)
employees attitude wrongful and
perverse and (2) qualities of the
order lawful, reasonable, made
known to the employee and
pertain to the duties of the
employee when it shown that it is
unnecessary, convenient, and
prejudicial to the displaced
employee such dismissal is valid.
3.
4.
Box 23
1.
2.
b.
c.
d.
b.
standards
of
valid
a.
b.
c.
d.
Box 24
1.
consideration
of
all
the
circumstances, grounds have
been established to justify his
termination
For termination of employment based
on authorized causes;
a)
2.
c)
2.
4.
c)
3.
c)
6.