What Is Collective Bargaining Agreement In The Philippines

This study of certain collective agreements (AIIC – public sector) and collective agreements (ABC – private sector) was carried out on the basis that collective bargaining processes in the public and private sectors are governed by laws and guidelines in order to avoid discriminatory acts, and that these laws and directives are implemented uniformly. As such, the research framework was guided by an adopted model of the input-output model, which is based on an analysis of basic inputs (e.B laws, laws and government guidelines) and the role of key actors (trade unions and government agencies) in facilitating certain government institutions (Ministry of Labour and Employment {DOLE}, Civil Service Commission {CSC}, Budget Management Department {DBM} and Audit Commission {COA}). The study recognized the role and mindset of key players, labour and management in the design of the contract (CNA and ACA), which included the specific terms and conditions and other provisions duly agreed upon by bargaining agents. A comparative analysis of 81 AIIC and 13 ACA unions involved in the provision of public services from affiliates of Pubic Services International in the Philippines (PSI-Phils.) and other independent unions. The content analysis was carried out by identifying common provisions and special/unambiguous provisions in order to identify differences and nuances in the definition of the provisions of AIIC and CBA, with the aim of using the results as a guide for future negotiations of other public sector unions. Another objective of the study is to assess the level of compliance of public sector unions with the provisions of Executive Decree 180, where almost all unions have been fully compliant. In addition, observations and conclusions were generated from the results, questions and comments raised during a series of forums and consultations (5 events) between PSI member organisations in Manila, Mindanao, Visayas and Central Luzon. The results suggest that the negotiation process is influenced by the mindsets of key actors (roles, objectives, and functioning), as well as by the mindsets of those responsible for implementing supporting government agencies (reflected in differences in B. interpretations of government policy). The skills of the negotiators also influenced the negotiation process.

As a result, these factors resulted in differences in the outcome of negotiations and confusion among public sector unions, which was reflected in the low recognition rate of negotiators and very few closed AICS, as evidenced by CSC files. Yes. Ratification of the CBA by bargaining unit employees is not required if the CBA is the result of an arbitration award by a competent government agency or by a voluntary arbitrator. Yes. The agreement negotiated by the workers` negotiator should be ratified or approved by a majority of all workers in the bargaining unit. It is a contract entered into at the request of the employer or the employees` exclusive negotiator and contains the agreement entered into after negotiation with respect to wages, hours of work and any other terms and conditions of employment, including proposals to accommodate complaints or issues under such an agreement. Based on the results of the study, it is also excluded that there is a lack of awareness and bargaining skills on the part of the trade union body as to the effectiveness of the negotiations. This requires strengthening awareness-raising, skills development and capacity-building programmes. There is also a need to standardize the mindset of those responsible for implementation within government in order to avoid multiple interpretations of the policies and policies that govern the collective bargaining process. Finally, both work and management must be oriented towards the fact that their main objective in negotiations is to decide what is necessary to take advantage of a good relationship between them.


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