It is a
criterion for the state to respect the “right of every labor organization
and its member (men, women or youth) to form unions for the
purpose of concerted economic activity, and, to negotiate directly
with employers and to conclude collective bargains or other collective
agreements in respect to grievances and grievances of members.
The purpose of the present paper is to review the literature on
the role of collective bargaining in labor disputes and to highlight five
arguments that the State has used to justify its intervention in labor relations.
1. The use of collective bargaining as a tool for labor peace.
A. Collective Bargaining and Labor Disputes by its nature.
The purpose of the collective bargaining process is to resolve labor conflicts
and ensure the satisfaction of union demands through the “proper
system of administration.” Collective bargaining also provides labor organizations
with a means for achieving economic gains from the negotiation of
settlement deals. “While collective bargaining has its uses. . .
Its primary function is to facilitate the settlement of labor disputes.” (Theory of
Theory, pg. 2.)
But collective bargaining is not an unalloyed good for society. Collective bargaining is not
necessary if workers can peacefully resolve their issues at the workplace
level, or even at an individual workplace. Even workers
who do use the collective bargaining process may not receive every outcome
which they seek, due to “the inherent limitations of the
collective-bargaining process to assure the participation of all
members in the process”. (Theory of Theory, pg. 5.)
B. The advantages of collective bargaining.
It is believed that workers at the workplace will benefit more due to
the efforts of the labor union. “On the other hand, [workers] at
the bargaining table will be better able to achieve the goals of their
contender or negotiate for the most advantageous terms, including
expansion of rights or reduction of work stoppages, as a group.” (Theory of
theory, pg. 8.)
When workers and management cannot reach consensus, workers may benefit
more if they cooperate in the collective bargaining process. However,
“the extent to which [worker-management cooperations] would
benefit individual members is also more dependent on the bargaining
process as a whole.” (Theory of Theory, pg. 8.
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LABOR DISPUTES, TRADE UNIONS AND
COLLECTIVE BARGAINING: AN ANALYSIS FROM A
DECISION THEORETIC PERSPECTIVE
JONATHAN P. SALE
University of the Philippines
School of Labor and I industrial Relations
INTRODUCTION
The
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What is labor disputes trade unions?
Labor disputes trade unions refer to organizations composed of workers or employees who join together to collectively bargain with employers and advocate for their rights and interests in the workplace.
Who is required to file labor disputes trade unions?
Trade unions are formed by workers or employees who voluntarily choose to join together to protect their rights and interests. They are not required to file labor disputes trade unions, but they may need to register or comply with certain legal requirements depending on the jurisdiction.
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Filling out labor disputes trade unions may involve completing necessary registration forms, providing information about the union's name, objectives, membership, leadership, and any other details required by the relevant labor authorities. The specific process and requirements may vary depending on the jurisdiction.
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The purpose of labor disputes trade unions is to protect and advance the rights and interests of workers or employees. They aim to negotiate fair wages, working conditions, and benefits, advocate for worker safety, address grievances and conflicts, and promote solidarity among workers.
What information must be reported on labor disputes trade unions?
The information required to be reported on labor disputes trade unions may include the union's name, address, contact details, number of members, financial records, collective bargaining agreements, activities and initiatives undertaken, and any other information mandated by labor laws or regulatory bodies.
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The deadline to file labor disputes trade unions in 2023 may vary depending on the jurisdiction and specific regulations. It is recommended to consult the relevant labor authorities or legal advisors to determine the exact deadline.
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