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PrimeronStrike,PicketingandLockout
PRIMER ON STRIKE,
PICKETING AND LOCKOUT
FOREWORDTOTHESECONDEDITION
Thecontinuedawarenessofboththelaborandmanagementsectorsoftheintricacies
ofstrikes,picketsandlockoutsencouragesustopursuewiththissecondedition. We
areindeedinspiredbythecontinuingdeclineofthenumberofworkstoppagesinitiated
bylabororganizationsovertheyears.
As our experience in the conciliation and mediation of labor disputes widen, the
statutoryrequirementsofstrikes,picketsandlockoutshaveoftensurfacedasgrayareas
overwhichpartieshavedifferentinterpretations.
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Inparticular,thiseditionseekstoclarifytheobservanceofthecoolingoffperiodsand
thestrikebanassupportedbySupremeCourtdecisions.
It is hoped that the dissemination of this handy material would further enhance the
knowledgeofourpartnersintheprivatesectorandshareourcommitmenttocreatean
atmosphereconducivetoindustrialpeace.
(SGD.)ROSALINDAD.BALDOZ
ActingExecutiveDirector
December1995.
FOREWORD
The presentation in digest form of the legal framework of labor relations governing
strikesandlockoutsbeginswithadescriptionofitsnatureanddynamics.
After plowing through the maze of legislation and pertinent jurisprudence, this
PRIMERtreats,inadirectandconcisemanner,theparametersofstrikesandlockouts.This
comeswiththewealthofNCMBexperienceinconciliationandmediationoflabordisputes.
Presentedinquestionandanswerform,itishopedthatthisPrimerwouldnotonly
serve as handy reference material but would also prove to be of valuable assistance to our
labor and management constituents as well as labor law students, practitioners and
advocates.
(SGD.)BUENAVENTURAC.MAGSALIN
ExecutiveDirectorIV
NCMB
FirstEdition,1991
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PRIMERONSTRIKE,PICKETINGANDLOCKOUT
1.WHATISSTRIKE,PICKETINGANDLOCKOUT?
A.1.STRIKEmeansanytemporarystoppageofworkbytheconcertedactionofthe
employees as a result of an industrial or labor dispute. (Art. 212 (o), Labor Code, as
amendedbySec.4,R.A.6715)
2.PEACEFULPICKETINGtherightofworkersduringstrikesconsistingofthemarching
to and fro before the premises of an establishment involved in a labor dispute, generally
accompanied by the carrying and display of signs, placards or banners with statements
relatingtothedispute.(GuidelinesGoverningLaborRelations,October19,1987)
3.LOCKOUTmeansthetemporaryrefusalofanemployertofurnishworkasaresultof
anindustrialorlabordispute.(Article212(p)LaborCode,asamendedbySection4,R.A.
6715).
2.WHATARETHEDIFFERENTFORMSOFSTRIKES?
A.1.LEGALSTRIKEonecalledforavalidpurposeandconductedthroughmeans
allowedbylaw.
2.ILLEGALSTRIKEonestagedforapurposenotrecognizedbylaw,oriffora
validpurpose,conductedthroughmeansnotsanctionedbylaw.
3.ECONOMICSTRIKEonestagedbyworkerstoforcewageorothereconomic
concessions from the employer which he is not required by law to grant
(ConsolidatedLaborAssociationofthePhil.vs.MarsmanandCompany,11
SCRA589)
4.ULPSTRIKEonecalledtoprotestagainsttheemployersactsofunfairlabor
practice enumerated in Article 248 of the Labor Code, as amended,
includinggrossviolationofthecollectivebargainingagreement(CBA)and
unionbusting.
5.SLOWDOWNSTRIKEonestagedwithouttheworkersquittingtheirwork
butmerelyslackeningorbyreducingtheirnormalworkoutput.
6. WILDCAT STRIKE one declared and staged without filing the required
notice of strike and without the majority approval of the recognized
bargainingagent.
7.SITDOWNSTRIKEonewheretheworkersstopworkingbutdonotleave
theirplaceofwork.
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3.WHATISANINDUSTRIALDISPUTE?
A. The right to strike is a constitutional and legal right of the workers as the
employershavetheinherentandstatutoryrighttolockout,allwithinthecontext
of labor relations and collective bargaining. It is a means of last resort and
presupposesthatthedutytobargainingoodfaithhasbeenfulfilledand
othervoluntarymodesofdisputesettlementhavebeentriedandexhausted.
(GuidelinesGoverningLaborRelations).
5.WHOMAYDECLAREASTRIKEORLOCKOUT?
Anycertifiedordulyrecognizedbargainingrepresentativemaydeclareastrikein
cases of bargaining deadlock and unfair labor practice. Likewise, the employer
maydeclarealockoutinthesamecases.
6.WHATARETHEREQUISITESOFALAWFULSTRIKEORLOCKOUT?
A.Therequirementsforavalidstrikeorlockoutareas
follows:
Itmustbebasedonavalidandfactualground
A strike or lockout NOTICE shall be filed with the National Conciliation and
Mediation Board (NCMB) at least 15 daysbefore the intended date of the
strikeorlockoutiftheissuesraisedareunfairlaborpractices,oratleast30
days before the intended date thereof if the issue involves bargaining
deadlock.
1. Astrikemustbeapprovedbyamajorityvoteofthemembersofthe
Unionandalockoutmustbeapprovedbyamajorityvoteofthemembers
of the Board of Directors of the Corporation or Association or of the
partnersinapartnership,obtainedbysecretballotinameetingcalledfor
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thatpurpose.
2. AstrikeorlockoutVOTEshallbereportedtotheNCMBDOLERegional
Branch at least 7 days before the intended strike or lockout subject to the
coolingoffperiod.
Intheeventtheresultofthestrike/lockoutballotisfiledwithinthecooling
offperiod,the7dayrequirementshallbecountedfromthedayfollowing
the expiration of the coolingoff period. (NSFW vs. Ovejera, G.R. No.
59743,May31,1982)
Thedisputemustnotbethesubjectofanassumptionofjurisdictionbythe
President or the Secretary of Labor and Employment, a certification for
compulsory or voluntary arbitration nor a subject of a pending case
involvingthesamegroundsforthestrikeorlockout.
7.WHATARETHEVALIDGROUNDSFORDECLARINGASTRIKEOR
LOCKOUT?
Thelawrecognizestwogroundsforthevalidexerciseoftherighttostrikeorlockout,
namely:
CollectiveBargainingDeadlock(CBD)and/or
UnfairLaborPractice(ULP)
8.MAYAUNIONFILEANOTICEOFSTRIKEORTHEEMPLOYERFILEANOTICE
OFLOCKOUTIFTHELABORDISPUTEISBASEDONAGROUNDOTHERTHAN
ULPANDCBD?
A.No.Theunion/employermaynotfileanoticebasedongroundsotherthanULP
andCBD.ViolationsofCollectiveBargainingAgreements,exceptflagrantand/or
maliciousrefusaltocomplywithitseconomicprovisions,shallnotbeconsidered
unfair labor practice and shall not be strikeable and no strike or lockout may be
declaredongroundsinvolvinginterunionandinternaluniondisputesoronissues
brought to voluntary or compulsory arbitration including legislated wage orders
andlaborstandardcases.
However, if improvidently filed and it appears on the face of the notice that the
issues raised are nonstrikeable or the real issues discovered during conciliation
proceedings are not proper subjects of a Notice of Strike or Lockout, The NCMB
RegionalBranchshalldismissmotupropiothenoticewithoutprejudicetofurther
conciliation,oruponrequestofeitherorbothpartiesinwhichcase,theNoticeof
Strike or Lockout is treated as a Preventive Mediation Case. (See Definition of
PreventiveMediationCaseunderAppendix3,DefinitionofTerms).
9.WHATARETHECONTENTSOFANOTICEOFSTRIKEORLOCKOUT?
A. The notice shall state, among others, the names and addresses of the employer
and the union involved, the nature of the industry to which the employer
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belongs,thenumberofunionmembersandoftheworkersinthebargainingunit,
andsuchotherrelevantdataasmayfacilitatethesettlementofthedispute,such
as a brief statement or enumeration of all pending labor disputes involving the
sameparties.
Incasesofunfairlaborpractice,thenoticeshall,asfaraspracticable,statethe
actscomplainedofandtheeffortstakentoresolvethedisputeamicably.
A. Upon receipt of a valid notice of strike or lockout, the NCMB, through its
ConciliatorMediators, shall call the parties to a conference the soonest possible
time in order to actively assist them to explore all possibilities for amicable
settlement.Tothisend,theConciliatorMediatormaysuggest/offerproposalsas
analternativeavenuefortheresolutionoftheirdisagreement/conflictwhichmay
notnecessarilybindtheparties.Intheeventoffailureinconciliation/mediation
thepartiesshallbeencouragedtosubmittheirdisputeforvoluntaryarbitration.
11.WHATISTHELEGALIMPLICATIONIFTHECONTENTREQUIREMENTOFTHE
NOTICE OF STRIKE OR LOCKOUT HAS NOT BEEN COMPLIED
WITH?
A. Any notice which does not conform with the foregoing requirements shall be
deemednothavingbeenfiled.
12.WHATISTHEPURPOSEOFTHESTRIKEVOTE?
A.ToensurethatthedecisiontostrikebroadlyrestswiththemajorityoftheUnion
membersingeneralandnotwithamereminority,atthesametime,discourage
wildcatstrikes,unionbossismandevencorruption.
13.WHATISTHEPURPOSEOFTHESTRIKEVOTEREPORT?
A.Toensurethatastrikevotewasindeedtakenandintheeventthatthereportis
false, to afford the members an opportunity to take the appropriate remedy
beforeitistoolate.
A.The15and30daysrequirementisknownastheCoolingOffPerioddesignedto
affordpartiestheopportunitytoamicableresolvethedisputewiththeassistance
oftheNCMBConciliator/Mediator.Should the dispute remain unsettled until the
lapseoftherequirednumberofdaysfromthemandatoryfilingofthenotice,the
labor union may strike or the employer may commence a lockout after having
compliedwiththe7dayrequirementforthefilingofthestrike or lockout vote,
asthecasemaybe.
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A.Theprescribedcoolingoffperiodandthe7daystrikebanaftersubmissionof
report of strike vote are mandatory. The observance of both periods must be
compliedwith,althoughalaborunionmaytakeastrikevoteandreportthesame
withinthestatutorycoolingoffperiod.Theavowedintentofthelawistoprovide
an opportunity for mediation and conciliation. The waiting period, on the other
hand, is intended to provide opportunity for the members of the union or the
management to take the appropriate remedy in case the strike or lockout vote
report is false or inaccurate. Moreover, the coolingoff and 7day strike ban
provisions of law are reasonable and valid restrictions on the right to strike and
theserestrictionsconstituteavalidexerciseofpolicepoweroftheState.If only
the filing of the strike notice and the strike vote report would be deemed
mandatory,butnotthewaitingperiodssospecificallyandemphaticallyprescribed
by law, the purposes for which the filing of the strike notice and strike vote
report is required cannot be achieved. The submission of the report gives
assurancethatastrikevotehasbeentakenandthat,ifthereportconcerningitis
false, the majority of the members can take appropriate remedy before it is too
late.(NationalFederationofSugarWorkersvs.Ovejera,114SCRA354)
The seven (7) days waiting period is intended to give the Department of Labor
and Employment an opportunity to verify whether the projected strike really
carriestheimprimaturofthemajorityoftheunionmembers.
Theneedforassurancethatthemajorityoftheunionmemberssupportthestrike
cannotbegainsaid.Strikeisusuallythelastweaponoflabortocompelcapitalto
concede to its bargaining demands or to defend itself against unfair labor
practicesofmanagement.Itisaweaponthatcaneitherbreathelifetoordestroy
the union and its members in their struggle with management for a more
equitabledueoftheirlabors.The decision to wield the weapon of strike must,
therefore, rest on a rational basis, free from emotionalism, unswayed by the
tempers and tantrums of a few hotheads, and firmly focused on the legitimate
interest of the union which should not, however, be antithetical to the public
welfare.
Thus,ourlawsrequirethedecisiontostriketobetheconsensusofthemajority
forwhilethemajorityisnotinfallible,still,itisthebesthedgeagainsthasteand
error. In addition, a majority vote assures the union it will go to war against
managementwiththestrengthderivedfromunityandhence,withbetterchance
tosucceed.(LapandayWorkersUnion,TomasN.Bascovs.NLRCandLapanday
AgriculturalDevelopmentCorporation,G.R.Nos.9549497,7September1995)
16.WHATARETHEPROHIBITEDACTSANDPRACTICES?
A.1.Declaringastrikeorlockoutongroundsinvolvinginterunionandintra
uniondisputesoronissuesbroughttovoluntaryorcompulsoryarbitration.
2.Declaringastrikeorlockoutwithoutfirsthavingbargainedcollectivelyor
withoutfirsthavingfiledtherequirednoticeorwithoutthenecessarystrike
or lockout vote first having been obtained and reported to the Regional
BranchoftheNCMB.
Declaringastrikeorlockoutindefianceofaceaseanddesistorder,oran
orderforthestrikingemployeestoreturntoworkandfortheemployerto
accept the workers after assumption of jurisdiction by the President or
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5.Employinganystrikebreakerorbeingemployedasastrikebreaker.
Nothinghereinshallbeinterpretedtopreventtheaforementionedofficials,
employeesorpeaceofficersfromtakinganymeasurenecessarytomaintain
peaceandorderand/ortoprotectlifeandproperty.
7. Stationary picket and the use of means like placing of objects to
constitutepermanentblockadeortoeffectivelyclosepointsofentryorexit
incompanypremises.
8.Anyactofviolence,coercionorintimidationbyanypicketer.
10.Obstructionofpublicthoroughfareswhileengagedinpicketing.
17. WHAT ARE THE LEGAL IMPLICATIONS FOR NONCOMPLIANCE WITH THE
REQUIREMENTS
FOR
A
VALID
STRIKE
OR
LOCKOUT?
A.Therequirementsforavalidstrikeorlockoutaremandatoryincharacterand
noncompliancetherewithissufficientgroundtodeclarethestrikeorlockout
illegal.
In case the lockout is declared illegal, any worker whose employment has been
terminatedasaconsequencethereofmaybeentitledtoreinstatementincluding
paymentoffullbackwagesandotherbenefits.
A.No.Oncethedisputehasbeenconvertedintoapreventivemediationcase,the
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noticeofstrikeisdeemeddroppedfromthedocketsasifnonoticeofstrikehas
been filed. Since there is no more notice of strike to speak about, any strike
subsequently staged by the Union is deemed not to have complied with the
requirementsofavalidstrike.Thesameruleappliesinthecaseoflockoutbyan
employer,(PALvs.Sec.ofLabor)
A.Yes.Bymutualagreement,thepartiesmaydecidetobringthematterfor
resolutionbeforeanaccreditedvoluntaryarbitratoroftheirchoice,inwhichcase
theNoticeisdeemedautomaticallywithdrawnanddroppedfromthedockets.
During a strike or lockout, when either of the parties commit prohibited acts or
practices,thestrikeorlockoutmaybedeclaredillegal.
Wherethematteroflegalityorillegalityofstrikeisraisedinthedisputeover
whichtheSecretaryassumedjurisdictionorindisputescertifiedbytheSecretary
to the Commission for compulsory arbitration, the same may be resolved by the
Secretary or the Commission, respectively. (International Pharmaceuticals, Inc.
vs.SecretaryofLaborandAssociatedLaborUnion,G.R.No.9298183,January
9,1992.)
23.MAYAVOLUNTARYARBITRATORDETERMINETHELEGALITYOFA
STRIKE?
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Yes.Theymaybechargedbeforetheappropriatecivilandcriminalcourts.
25.WHATISTHEPENALTYIMPOSABLE?
A. Any person violating any of the provisions of Article 265 of the Labor Code
(performinganyoftheaboveprohibitedactivities)shallbepunishedbyafineof
not exceeding P500.00 and/or imprisonment for not less than one (1) day nor
morethansix(6)months.
Ifthepersonsoconvictedisaforeigner,heshallbesubjectedtoimmediate
and summary deportation and will be permanently barred from reentering the
countrywithoutthespecialpermissionofthePresident.
IftheactisatthesametimeaviolationoftheRevisedPenalCode(RPC),a
prosecution under the Labor Code will preclude prosecution for the same act
undertheRPCorviceversa.
No.Anemployeewhogoesonstrikeisnotdeemedtohaveabandonedhisemployment
butismerelyexercisinghisrighttoselforganizationpreciselytoprotecthisrights
asanemployeeand/ortoobtainbetterworkingconditions.
A. No. The mere participation of a worker in lawful strike shall not constitute
sufficientgroundfortheterminationofhisemploymentevenifareplacementhas
beenhiredbytheemployerduringsuchlawfulstrike.However,anyunionofficer
whoknowinglyparticipatesinanillegalstrikeandanyworkerorunionofficerwho
knowingly participates in the commission of illegal acts during a strike may be
declaredtohavelosthisemploymentstatus.
28.ARETHESTRIKERSENTITLEDTOPAYMENTOFWAGESDURINGTHEPERIOD
OFALAWFULSTRIKE?
A.Asageneralrule,strikingemployeesarenotentitledtothepaymentofwages
forunworkeddaysduringtheperiodofthestrikepursuanttotheprincipleofNo
workNopay.However,thisdoesnotprecludethepartiesfromenteringintoan
agreementtothecontrary.
Ontheotherhand,whenstrikersabandonthestrikeandapplyforreinstatement
despitetheexistenceofvalidgroundsbuttheemployereitherrefusestoreinstate
themorimposesupontheirreinstatementnewconditionsthatconstituteunfair
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labor practices, the strikers, who refuse to accept the new conditions and are
consequently refused reinstatement, are entitled to the losses of pay they may
havesufferedbyreasonoftheemployersdiscriminatoryactsfromthetimethey
wererefusedreinstatement.
MAY A STRIKE/LOCKOUT BE ENJOINED/PREVENTED BY LEGAL
PROCESS?
A.Asageneralrule,strikesandlockoutsvalidlydeclaredenjoytheprotectionof
lawandcannotbeenjoinedunlessillegalactsarecommittedinthecourseofsuch
strikes or lockouts. Ordinarily, the law vests in the NLRC the authority to issue
injunctionstorestrainthecommissionofillegalactsduringstrikesandpickets.
Inthenationalinterestcases,thecertificationorassumptionofjurisdictionbythe
SecretaryofLaboroverthedisputeunderArticle263(g)oftheLaborCode,asa
amended,hastheeffectofautomaticallyenjoiningtheintendedstrikeorlockout
whether or not a corresponding return to work order has been issued. The
workers shall immediately return to work and the employer shall immediately
resumeoperationsandreadmitallworkersunderthesametermsandconditions
ofemploymentprevailingbeforethestrike.
Pursuant to the provisions of Article 263(g) of the Labor Code, as amended, the
Secretary of Labor is vested with the discretionary power to decide not only the
question of whether to assume jurisdiction over a given labor dispute or certify
thesametotheNLRC,butalsothedeterminationoftheindustryindispensableto
nationalinterest.
The President of the Philippines shall not be precluded from intervening at any
time and assuming jurisdiction over any labor dispute involving industries
indispensabletonationalinterestinordertosettleorterminatethesame.
Under Article 277(b) of the Labor Code, as amended, the Secretary of the
DepartmentofLaborandEmploymentmaysuspendtheeffectsofthetermination
pending resolution of the dispute in the event of a prima facie finding by the
appropriate official of the Department of Labor and Employment before whom
suchdisputeispendingthattheterminationmaycauseaseriouslabordisputeor
isintheimplementationofamasslayoff.
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32.
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A.Incaseofnoncompliancewiththereturntoworkorderinconnectionwiththe
certificationorassumptionofjurisdictionbytheSecretaryofLabor,theemployees
concernedmaybesubjectedtoimmediatedisciplinaryaction,includingdismissal
or loss of employment status or payment by the lockingout employer of
backwages, damages and other affirmative relief even criminal prosecution
againsteitherorbothofthem.
The Secretary of Labor may cite the defiant party in contempt pursuant to the
powervestedinhimundertheprovisionsoftheLaborCode.
34.CANTHEPHILIPPINENATIONALPOLICE(PNP)BEDEPUTIZEDTOENFORCE
ORDERSFROMTHEDEPARTMENTOFLABORANDEMPLOYMENT?
A. Yes. The Secretary of Labor and Employment, the National Labor Relations
Commission(NLRC)oranyLaborArbitermaydeputizethePNPtoenforceanyof
itsorder,awardordecision.
Insuchacase,theroleofthePNPismerelytoassistthesheriffortheappropriateDOLEOfficers
inenforcingthedecision,awardororder.It shall maintain peace and order and public safety in
theareawherethedecision,awardororderistobeenforced.Itshallalsogivesecuritytothe
officersenforcingthedecision,awardororder.(PleaseseealsoArticle264(d),Article266ofthe
Labor Code, as amended, and Guidelines for the Conduct of PNP During Strikes, Lockouts and
LaborDisputesinGeneral,Oct.22,1987).
36.WHATISASTRIKEAREA?
A.Astrikeareaincludes:(a)theestablishmentoftheemployerstruckagainst
including runaway shops, factories or warehouses and other premises where
members of the bargaining unit carry out the operations and business of the
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employer, and (b) the area immediately before points of entrance and exit of
establishmentstruckagainst.
37.ISTHEINGRESSANDEGRESSOFTHEESTABLISHMENTPARTOFTHESTRIKE
AREA?
A. No. Since it is not part of the strike area, the same could not be blocked or
picketed.
38.WHOISASTRIKEBREAKER?
A.Astrikebreakermeansanypersonwhoobstructs,impedesorinterfereswithby
force,violence,coercion,threatsorintimidationanypeacefulpicketbyemployees
duringanylaborcontroversy.
APPENDIX1
Form1
APPENDIX2
DEFINITIONOFTERMS
1.NATIONALCONCILIATIONANDMEDIATIONBOARDorNCMB,forshort,
refers to the agency attached to the Department of Labor and Employment
principally in charge of the settlement of labor disputes through conciliation,
mediationandthepromotionofvoluntaryapproachestolabordisputeprevention
andsettlement.
2.CONCILIATORMEDIATORofficialoftheNCMBwhoseprincipalfunctionis
tosettleanddisposepotentialandactuallabordisputesthroughconciliationand
preventive mediation including the promotion and encouragement of voluntary
approachestolabordisputepreventionandsettlement.
3.NATIONALLABORRELATIONSCOMMISSIONNLRC,forshort,refersto
the agency attached to the Department of Labor and Employment in charge of
decidinglaborcasesthroughcompulsoryarbitration.
4.BARGAININGDEADLOCKfailuretoagreeonthetermsandconditionsof
theCollectiveBargainingAgreementbetweenthemanagementandtheunion.
5. UNFAIRLABORPRACTICEeitherbyemployersorlabororganizationsas
enumeratedunderArticle248and249oftheLaborCode,asamended.
6. PREVENTIVEMEDIATIONCASEreferstothepotentialorbrewinglabor
dispute which is the subject of a formal or informal request for conciliation and
mediationassistancesoughtbyeitherorbothpartiesinordertoremedy,contain
orpreventitsdegenerationintoafullblowndisputethroughamicablesettlement.
7.INTRAUNIONDISPUTEreferstoacaseinvolvingthecontrol,supervision
and management of the internal affairs of a duly registered labor union such as
thoserelatingtospecificviolationsoftheunionsconstitutionandbylaws.
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APPENDIX3
RELATEDCONSTITUTIONALANDSTATUTORYPROVISIONS
I.RELATEDCONSTITUTIONALPROVISIONS
Sec.18ArticleII.TheStateaffirmslaborasaprimesocialeconomicforce.
Itshallprotecttherightofworkersandpromotetheirwelfare.
Sec. 3 Article XIII The State shall afford full protection to labor, local and
overseas,organizedandunorganized,andpromotefullemploymentandequality
ofemploymentopportunitiesforall.
Itshallguaranteetherightsofallworkerstoselforganization,collective
bargaining and negotiations, and peaceful concerted activities, including the
righttostrikeinaccordancewithlaw.Theyshallbeentitledtosecurityoftenure,
humaneconditionsofworkandlivingwage.They shall participate in policy and
decisionmakingprocessaffectingtheirrightsandbenefitsasmaybeprovidedby
law.
The State shall regulate the relations between the workers and employers,
recognizingtherightoflabortoitsjustshareinthefruitsofproductionandthe
right of enterprises to reasonable return on investments, and to expansion and
growth.
II.PROVISIONSFROMTHELABORCODE
Art.211DeclarationofPolicy
A.ItisthepolicyoftheState:
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c. To foster the free andvoluntary organization of a strong and
unitedlabormovement
d. Topromotetheenlightenmentofworkersconcerningtheirrights
andobligationsasunionmembersandasemployees
e. To provide an adequate administrative machinery for the
expeditioussettlementoflabororindustrialdispute
f.Toensureastablebutdynamicandjustindustrialpeaceand
g. To ensure the participation of workers in decision and policy
makingprocessesaffectingtheirrights,dutiesandwelfare.
B. To encourage a truly democratic method of regulating the relations
between the employers and employees by means of agreement freely
entered into through collective bargaining, no court or administrative
agency or official shall have the power to set or fix wages, rates of pay,
hours of work or other terms and conditions of employment, except as
otherwiseprovidedunderthisCode.
Art.248.UnfairLaborPracticesofEmployers.
It shall be unlawful for an employer to commit any of the following unfair
laborpractice:
a.Tointerferewithrestrainorcoerceemployeesintheexerciseof
theirrighttoselforganization
b. To require as a condition of employment that a person or an
employee shall not join a labor organization or shall withdraw from
onetowhichhebelongs
d.Toinitiate,dominate,assistorotherwiseinterferewith,restrainor
coerceemployeesintheexerciseoftheirrightstoselforganization
e.Todiscriminateinregardtowages,hoursorworkandotherterms
and conditions of employment in order to encourage or discourage
membershipinanylabororganization.NothinginthisCodeorinany
other law shall stop the parties from requiring membership in a
recognized collective bargaining agent.Employees of an appropriate
collective bargaining unit who are not members of the recognized
collective bargaining agent may be assessed a reasonable fee
equivalent to the dues and other fees paid by members of the
recognized collective bargaining agent, if such nonunion members
accept the benefits under the collective agreement. Provided, that
theindividualauthorizationrequiredunderArt.242,paragraph(o)of
this Code shall not apply to the nonmembers of the recognized
collectivebargainingagent
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f.Todismiss,discharge,orotherwiseprejudiceordiscriminateagainst
anemployeeforhavinggivenorbeingabouttogivetestimonyunder
thisCode
h.Topaynegotiationorattorneysfeestotheunionoritsofficersor
agents as part of the settlement of any issue in collective bargaining
oranyotherdisputeor
i.Toviolateacollectivebargainingagreement.
Theprovisionoftheprecedingparagraphnotwithstanding,onlytheofficers
and agents of corporation, association or partnership who have actually
participatedin,authorizedorratifiedunfairlaborpracticeshallbeheldcriminally
liable.
Art.249.UnfairLaborPracticesofLaborOrganizations.
a.Torestrainorcoerceemployeesintheexerciseoftheirrighttoself
organization:Provided,thatlabororganizationshallhavetherightto
prescribe its own rules with respect to the acquisition or retention of
membership
b.Tocauseorattempttocauseanemployertodiscriminateagainst
an employee, including discrimination against an employee with
respecttowhommembershipinsuchorganizationhasbeendeniedto
orterminateanemployeeonanygroundotherthantheusualterms
and conditions under which membership or continuation of
membershipismadeavailabletoothermembers
d.Tocauseorattempttocauseanemployertopayoragreetopayor
deliver any money or other things of value, in the nature of an
exaction, for services which are not performed or not to be
performedincludingthedemandforafeeforunionnegotiations
e.Toaskfororacceptnegotiationorattorneysfeesfromemployers
as part of the settlement of any issue in collective bargaining or any
otherdisputeor
f.Toviolateacollectivebargainingagreement.
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Art.263.Strikes,PicketingandLockouts
a.ItisthepolicyoftheStatetoencouragefreetradeunionismand
freecollectivebargaining
c.Incasesofbargainingdeadlocks,thedulycertifiedorrecognized
bargainingagentmayfileanoticeofstrikeortheemployermayfilea
notice of lockout with the Department at least 30 days before the
intendeddatethereof.Incasesofunfairlaborpractice,theperiodof
notice shall be 15 days and in the absence of duly certified or
recognizedbargainingagent,thenoticeofstrikemaybefiledbyany
legitimate labor organization in behalf of its members. However, in
case of dismissal from employment of union officers duly elected in
accordance with the union constitution and bylaws, which may
constitute union busting where the existence of the union is
threatened, the 15day coolingoff period shall not apply and the
unionmaytakeactionimmediately
d.Thenoticemustbeinaccordancewithsuchimplementingrulesand
regulations as the Secretary of Labor and Employment may
promulgate
e.Duringthecoolingoffperiod,itshallbethedutyoftheDepartment
to exert all efforts at mediation and conciliation to effect a voluntary
settlement.Shouldthedisputeremainunsettleduntilthelapseofthe
requisite number of days from the mandatory filing of the notice the
laborunionmaydeclareastrike.
f.Adecisiontodeclareastrikemustbeapprovedbyamajorityofthe
totalunionmembershipinthebargainingunitconcerned,obtainedby
a secret ballot in meetings or referenda called for that purpose. A
decisiontodeclarealockoutmustbeapprovedbythemajorityofthe
boardofdirectorsofthecorporationorassociationorofthepartners
in a partnership, obtained by a secret ballot in a meeting called for
that purpose. The decision shall be valid for the duration of the
disputes based on substantially the same grounds considered when
thestrikeorlockoutvotewastaken.TheDepartmentmay,atitsown
initiative or upon the request of any affected party, supervise the
conductofthesecretballoting.Ineverycase,theunionoremployer
shall furnish the Department the results of the voting at least seven
daysbeforetheintendedstrikeorlockout,subjecttothecoolingoff
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periodhereinprovided.
g.When,inhisopinion,thereexistsalabordisputecausingorlikely
to cause a strike or lockout in an industry indispensable to the
national interest, the Secretary of Labor and Employment may
assume jurisdiction over the dispute and decide it or certify the
sametotheCommission(National
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APPENDIX4
GUIDELINESGOVERNINGLABORRELATIONS
Inlinewiththeprogramtopromoteindustrialpeaceasanessentialrequirementto
achievenationaleconomicandsocialprograms,thefollowingguidelinesshallbeobservedin
theconductanddispositionoflabordisputesbyallconcerned.
RighttoStrikeorLockout
1.Therighttostrikeisaconstitutionalandlegalrightoftheworkersasemployershave
therighttolockout,allwithinthecontextoflaborrelationsandcollectivebargaining.
SubjecttotheenactmentbyCongressofamendmentsoranewlawonlaborrelations,
theprovisionsofexistinglawsshallgoverntheexerciseofthoserights.
LegalRequirements
2. The exercise of the right to strike or lockout shall be subject to the following
requirements:
a.astrikeorlockoutshallbefiledwiththelabordepartmentatleast15daysif
theissuesraisedareunfairlaborpracticeoratleast30daysiftheissueinvolved
bargainingdeadlock
b.thestrikeorlockoutshallbesupportedbyamajorityvoteofthemembersof
theunionorthemembersoftheboardofdirectorsofcorporationsorassociations
orpartnership,obtainedbysecretballotinameetingcalledforthepurposeand
c.strikeorlockoutvoteshallbereportedtothelabordepartmentatleast7days
beforetheintendedstrikeorlockout.
3.Incaseofdismissalfromemploymentofunionofficersdulyelectedinaccordance
withtheunionconstitutionandbylaws,whichmayconstituteunionbustingwherethe
existenceoftheunionisthreatened,the15daycoolingoffperiodshallnotapplyand
theunionmaytakeactionimmediately.
4. The requirements for valid strike or lockout are mandatoryin character and non
compliance therewith is sufficient ground to declare the strike or lockout illegal, upon
filingofaproperpetitionandafterduehearingwiththeappropriateArbitrationBranch
oftheNationalLaborRelationsCommission.
ValidGroundsforStrikeorLockout
5.Thelawrecognizestwogroundsforthevalidexerciseoftherighttostrikeorlockout,
namely:
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a.unfairlaborpractice
b.bargainingdeadlock
6.Inordertobevalid,thenoticeofstrikeorlockoutongroundsofunfairlaborpractice,
shall state the specific acts complained of.In case of bargaining deadlock, the notice
must specify the unresolved issues and must show proof that the parties have
exhaustedalleffortstoresolvethedeadlock.
7. Ifonthefaceofthenotice,theissuesraisedarenonstrikeable,theRegionalOffice
shall dismiss motuproprio the notice without prejudice to conciliation upon request of
eitherorbothparties.
CONCILIATION
8. Upon receipt of a valid notice of strike or lockout, it shall be the duty of labor
conciliatorstocallthepartiestoaconferenceimmediatelywithinaperiodnotexceeding
48 hours. Notices of conference to the parties shall be done through the fastest
availablemeansofcommunicationsuchastelephonesandtelegrams.
9.Duringtheinitialconference,itshallbethedutyoftheconciliatortoseetoitthatthe
issuesraisedinthenoticeareproperlyidentified.
Iftheissueinvolvesallegedunfairlaborpractice,theconciliatorshouldclarifywiththe
parties the specific acts of unfair labor practice. If the acts complained of involved
dismissal of duly elected union officers which may constitute union busting and where
theexistenceoftheunionisthreatened,the
conciliatorshallconductmarathonconferencesandexerteffortstohelpthepartiessettletheissue.
10. IftheunfairlaborpracticeactscomplainedofinvolvesallegedviolationofCBAand
questions of interpretations or implementation of the agreement, the Conciliator shall
encourage the parties to respect the provisions of the collective bargaining agreement
and to avail of the established grievance machinery including voluntary arbitration.If
the parties decide to designate the conciliator as voluntary arbitrator, his or her
acceptanceofsuchdesignationshallbesubjecttoDepartmentOrderNo.10,Seriesof
1987.
11.Incasesofbargainingdeadlocks,theconciliatorshallconductmarathonorseriesof
conferences to enable the parties to reach an agreement before the expiration of the
30daycoolingoffperiod.
12. If the issues involves alleged violation of labor standards, the conciliator shall
immediately assign a laborinspector toactonthe reported violationand to submit a
report of his findings within 24 hours, copy furnished the conciliator concerned. The
labor inspector and the Regional director shall effect immediate compliance by the
employerwiththelaborstandardsviolated.
13. If the issue involves interunion disputes, the conciliator shall exert all efforts to
enable the parties to settle the issue either through voluntary recognition or consent
election. Otherwise, the conciliator shall immediately inform the Regional Director or
BLRC Director as the case may be, in order that a MedArbiter can be directed to
resolvethecasewithinaperiodoffive(5)days.
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14. It shall be the duty of the Conciliator to record in the minutes every point of
agreementaswellastheunresolvedissues.Referralsofrepresentationcasesandlabor
standards violations including those that are grievable under the CBA, shall be duly
noted in the minutes of the conference. The conciliator shall actively monitor the
progressanddevelopmentsonthesecaseswithconcernedlaborofficials.
PICKETING
Duringstrikes,workersenjoytherighttopeacefulpicketingwhichisthemarchingtoandfro
beforethepremisesofanestablishmentinvolvedinalabordispute,generallyaccompanied
bythecarryinganddisplayofsigns,placardsorbannerswithstatementsrelatingtothe
dispute.
15.Therighttopeacefulpicketingshallbeexercisedbytheworkerswithduerespectfor
therightsofothers.Nopersonengagedinpicketingshallcommitanyactofviolence,
coercionorintimidation.Stationarypicket,theuseofmeanslikeplacingofobjectsto
constitutepermanentblockadeortoeffectivelyclosepointsofentryorexitincompany
premisesareprohibitedbylaw.
INJUNCTIONS
16. Nocourtorentityshallenjoinanypicketing,strikeorlockoutexceptasprovidedin
Article 218 and 263 of the Labor Code, as amended. The National Labor Relations
Commissionpropershallhavethepowertoissuetemporaryinjunctionsbutonlyafter
duenoticeandhearingandinaccordancewithitsrules.Itmayalsoissuerestraining
orderstoappropriatecasessubjectasageneralruletotherequirementsofduenotice
andhearing.
17. Petitions for injunctions or restraining orders shall be handled or resolved with
extremecareandcaution.All efforts to conciliate or settle amicably the issues in the
main dispute and those involved in petitions for injunctions shall be exhausted.
Injunctions and restraining orders therefore may be issued only in case of extreme
necessitybasedonlegalgroundsclearlyestablished,afterdueconsultationsorhearing
andwhenalleffortsatconciliationareexhausted.
19.Injunctionordersshallbeenforcedonlytotheextentnecessarytocorrectviolations
oflawandshallnotpreventtheworkersfromexercisingtherighttopeacefulpicketing.
The right to ingress or egress may be exercised only for lawful purposes as may be
indicatedintheinjunctiveordersinlinewithestablishedjurisprudence.
20.InjunctionordersissuedunderArticle218and263oftheLaborCode,asamended,
shallbeservedandenforcedbyappropriateofficialsoremployeesoftheNationalLabor
RelationsCommissionorbysuchofficialsoremployeesoftheDepartmentofLaborand
Employmentwhomaybedesignedbythelaborsecretary.
21.Theassistanceofothercivilianauthoritieslikenational,localorcityofficialsmaybe
sought, if necessary. Only under extreme circumstances shall the assistance of the
PC/INP be enlisted and in such cases, the police authorities shall also serve on a
supportivecapacitytothelabordepartmentofficialsoremployees.Alleffortsmustbe
exerted in all cases to bring about voluntary and peaceful compliance with injunctive
orders.PC/INPrepresentativesshallbeguidedbydulypromulgatedguidelines.
RETURNTOWORKORDERS
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22.Thepowertoissueassumptionandcertificationordersisanextraordinaryauthority
grantedtothePresidentortheSecretaryofLabor,theexerciseofwhichshallbestrictly
limitedtothenationalinterestcases.
23.Theissuanceofassumptionorcertificationordersautomaticallyenjoinstheintended
orimpendingstrikeorlockoutandifonehasalreadytakenplace,allstrikingorlocked
out employees shall immediately return to work and the employer shall immediately
resume operations and readmit all workers under the same terms and conditions
prevailing before the strike or lockout. Assumption and certification orders are
executoryincharacterandshallbestrictlycompliedwithbythepartiesevenduringthe
pendencyofanypetitionquestioningtheirvalidity.
REMEDIES
25. A strike or lockout maybe declared illegal if any of the requirements for a valid
strike or lockout is not complied with or if declared based on nonstrikeable issues, or
when the issues involved are already the subject of arbitration. During a strike or
lockout,eitherofthepartiesareadditionallyprohibitedfromcommittingillegalacts.
26.TheemployerortheunionmayfiletheproperpetitiontotheappropriateArbitration
BranchoftheNLRCtoseekadeclarationoftheillegalityofthestrikeorlockoutsubject
totheprovisionofArticle263(g).ItshallbethedutyoftheLaborArbiterconcernedto
actonthecaseimmediatelyanddisposeofthesamesubjectonlytotherequirements
ofdueprocess.
27.Ifastrikeisdeclaredtobeillegal,theemployermaybeauthorizedtoterminatethe
employment of union officials who knowingly participate in the illegal strike and any
worker or union officer who knowingly participates in the commission of illegal acts
duringthestrikeorlockout.
28.Incaseofanillegallockout,anyworkerwhoseemploymenthasbeenterminatedas
a consequence thereof, shall be reinstated with payment of full backwages and other
benefits.
DEPARTMENTORDERNO.7
29. Employers, workers and concerned labor department officials are enjoined to
faithfully observe the principles contained in Department Order No. 7 issued on 7 May
1987 which were based on the agreement reached during the National Tripartite
ConferenceheldonApril1011,1987inTagaytayCity.
19October1987.
(Sgd.)FRANKLINM.DRILON
SecretaryofLaborandEmployment
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APPENDIX5
RepublicofthePhilippines
DEPARTMENTOFLABORANDNATIONALPOLICE
EMPLOYMENTCOMMISSION
In order to promote public interest and safety, industrial peace and stability, and
peaceandorder,thefollowingguidelinesareherebyprescribedtogoverntheofficialconduct
of all members of the PHILIPPINE NATIONAL POLICE (PNP) during strikes, lockout and labor
disputesingeneral:
GENERALPOLICY
1. It is the essence of these guidelines that labor disputes are within the sole
jurisdiction of the Department of Labor and Employment (DOLE) and/or through its
appropriate agencies while matters involving peace and order, are under the exclusive
jurisdictionoftheNationalPoliceCommission(NAPOLCOM)throughthePhilippineNational
Police (PNP) but as labor disputes involving strikes and lockouts have peace and order
implications,closecoordinationbetweenthetwodepartmentsisnecessary.
2. The involvement of the PNP during strikes, lockouts and labor disputes in
generalshallbelimitedtothemaintenanceofpeaceandorder,enforcementoflawsandlegal
ordersofdulyconstitutedauthorities.
3. Anyrequestforpoliceassistanceissuedbydulyconstitutedauthoritiesshall
specifytheactstobeperformedorconductedbyPNPpersonnel.
4.WhenevertheassistanceofthePNPisnecessary,elementsofthelocalpolice
force should be called upon to render assistance. Such request for assistance shall be
addressed to the Regional Director, National Capital Regional Command (NCRC), or the City
Director in the case of cities, or the Provincial Director in the case of provinces or cities not
under the City Police Command. Unless directed by the President or personally by the
Chairman of the National Police Commission upon consultation with the Secretary of Labor
and Employment or when requested by the latter, personnel from the Armed Forces of the
Philippinesshallnotintervenenorbeutilizedinanylabordispute.
5.Insofaraspracticable,noofficerofthelawshallbeallowedtorenderservices
in connection with a strike or lockout if there is question or complaint as regards his
relationshipbyaffinityorconsanguinitytoanyofficial/leaderofthepartiesinthecontroversy
orifhehasfinancialorpecuniaryinteresttherein.
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7.Personneldetailedaspeacekeepingforceinastrikeorlockoutareasshallbe
inuniform,withpropernameplateatalltimes.They shallexercisemaximum toleranceand
shall observe courtesy and strict neutrality in their dealings with both parties to the
controversybearinginmindthatthepartiestothelabordisputearenottheiradversariesbut
theirpartnersinthequestforindustrialpeaceandhumandignity.Asmuchaspossible,they
shallnotinflictanyphysicalharmuponstrikersand/orpicketersoranypersoninvolvedinthe
strike/lockout. When called for by the situation or when all other peaceful and nonviolent
meanshavebeenexhausted,lawenforcersmayemploy,asalastresortonlysuchforceas
maybenecessaryandreasonabletopreventorrepelanaggression.
PEACEKEEPINGDETAILS
8.Thepeacekeepingdetailshallnotbestationedinthepicket(orconfrontation
line)butshouldbestationedsuchthattheirpresencemaydeterthecommissionofcriminal
acts or any untoward incident from either side. The members of the peace keeping detail
shall stay outside a 50 meter radius from the picket line, except, if the 50 meter radius
includes a public thoroughfare, they may station themselves in such public thoroughfare for
thepurposeofinsuringthefreeflowoftraffic.
ARRESTS/SEARCHESANDSEIZURES
9.Arrestsandsearchesinstrike/lockoutareasshallbeeffectedonlyonthebasis
ofanexistingandvalidWarrantofArrest/SearchandSeizureorinaccordancewithSection
5, Rule 113 of the Rules of Court. Whenever possible, union representatives (for
laborers/workers) or management representatives (for management personnel) shall be
requestedtofacilitatetheserviceoftheWarrantofArrest/SearchandSeizureOrder.
10.Anypersonwho,duringthestrike/lockout,violatesanylaw,statute,ordinance
oranyprovisionofBatasPambansaBlg.880orthePublicAssemblyActmaybearrestedand
chargedaccordinglyincourt.
11.Anypersonwhoobstructsthefreeandlawfulingresstoandegressfromthe
employerspremisesincontemplationofArticle264,par.(e)oftheLaborCode,asamended,
orwhoobstructspublicthoroughfaresmaybearrestedandaccordinglychargedincourt.
12.TheDOLEshallimmediatelybeinformedbythePNPunitconcernedincasesof
violence in the picket line. When arrests are made pursuant to a warrant issued by
competent authorities, the arresting officers shall coordinate with the Leaders/
Representativesoftheunionandmanagement,asthecasemaybe,andalsoinformthemof
thearrestandthereasonthereof.
SERVICEOFDOLE,COURTORLAWFULORDERS/WRITS
13.TheserviceofDOLE,courtorlawfulorder/writsistheprimaryconcernofthe
DOLE representative, sheriff, representative of the government agency issuing the order
respectively.BeforeserviceoftheOrder,theDOLErepresentative,sherifforrepresentative
oftheagencyissuingtheordershallcoordinateanddialoguewiththeleadersofthestriking
group and the representatives of management and shall inform them of the nature and
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contentoftheOrdertobeenforcedincludingpossibleconsequencesofanydefiancethereto.
Whenever necessary, coordination with the local government units shall be made by the
DOLE and the other concerned agencies issuingthe Order to facilitate the service of Order
andtopreventunnecessaryintervention.
14.Ordersenjoininganypicketing,strike,orlockoutareenforceablestrictlyin
accordancewithArticles218and263oftheLaborCode,asamended.
15.Anypersonwhoisnotalaborer/workerofthecompany/businessestablishmenton
strikebuthasjoinedthestrikinglaborers/workersintheirpicketorstrike,shallbetreatedby
thelawenforcersinthesamemannerasthestrikers/picketers.Ifsuchpersonspresencein
thestrikeareaobstructsthepeacefulpicketing,thelawenforcersshallcompelhimtoleave
thearea.Theconductofralliesandmarchesonissuesnotrelationtothelabordisputeshall
bedealtwithinaccordancewiththeprovisionsofBatasPambansa880.
ADMINISTRATIVEJURISDICTION
17. Picketing as part of the freedom of expression during the strikes shall be
respected provided it is peaceful. Shanties and structures setup to effectively block lawful
ingress to and egress from company premises for legal purposes and the free passage in
publicthoroughfaresshallbesummarilydemolishedinaccordancewithArticle694oftheCivil
CodeofthePhilippines.
18.No personal escort shall be provided to any of the parties to the controversy
unlesssodirectedbythecompetentauthority.Wheneverescortsaretobeprovidedtoany,
theotherpartyshallbeinformedaccordingly.Allescortsshallbeinuniformatalltimes.
SOCIALIZING
19.Duringthependencyofastrike/lockout,thepoliceandthemilitarypersonnel
concerned are discouraged from socializing with any of the parties involved in the
controversy. These personnel shall not, under any pretext, accept an invitation from
managementpersonnelorunionofficials/personnelinvolvedinthecontroversy.
LIAISON
20.LiaisonshallbeestablishedandmaintainedwiththerepresentativesofDOLE,
managementandtheunioninthestrike/lockoutareforthepurposeofmaintainingpeaceand
order as well as to maintain a continuing peaceful dialogue between the parties to the
strike/lockout. If possible, a monthly meeting between the representatives of the PNP,
NAPOLCOM and the DOLE concerned sectors shall be conducted to assess and monitor
compliancewithandimplementationoftheguidelines.
ADMINISTRATIVEACTION
21.Allcomplaints/reportsleveledagainstanypersonnelofthePNPontheoccasion
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of strike/lockout shall be possessed and resolved in accordance with the PNP Administrative
Disciplinary Machinery pursuant to Chapter III, paragraph (c) of Republic Act 6975. For
DOLEpersonnel,thecomplaintsshallbeprocessedinaccordancewiththeDOLEManualon
the Disposition of Administrative Cases. Whenever applicable, and if the evidence so
warrants,appropriatedisciplinaryactionshallbetakenagainsttheerringpersonnel.
ROLEOFSECURITYGUARDS
22. Conductofsecurityguardsduringstrikesandlockoutsshallbeinaccordance
withRule18oftheImplementingRulesofRepublicAct5487.
EFFECTIVITY
23.Theseguidelinesshalltakeeffectimmediately.
Manila,1996
FORTHEDEPARTMENTOFLABORFORTHENATIONAL
ANDEMPLOYMENTPOLICECOMMISSION
(SGD.)LEONARDOA.QUISUMBING(SGD.)ROBERTZ.BARBERS
SecretaryChairman
WITNESSES:
(SGD.)ROSALINDAD.BALDOZ(SGD.)RECAREDOSARMIENTOII
ActingExecutiveDirectorIVDirectorGeneral
NationalConciliationandPhilippineNationalPolice
MediationBoard
REFERENCES
ExecutiveOrderNo.11
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