Primer On Strike, Picketing and Lockout

5/1/2017 PrimeronStrike,PicketingandLockout
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. ULP STRIKE one called to protest against the employers acts of unfair
labor practice enumerated in Article 248 of the Labor Code, as amended,
includinggrossviolationofthecollectivebargainingagreement(CBA)and
unionbusting.

5. SLOWDOWN STRIKE one staged without the workers quitting their
workbutmerelyslackeningorbyreducingtheirnormalworkoutput.

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.

http://ncmb.ph/Publications/Manual%20on%20Strike/MOS.HTM 3/26
3.WHATISANINDUSTRIALDISPUTE?

A. An industrial or labor dispute includes any controversy or matter concerning
termsorconditionsofemploymentortheassociationorrepresentationofpersons
in negotiating, fixing, maintaining, changing or arranging the terms and
conditions of employment regardless of whether the disputants stand in the
proximaterelationof employer and employee. (Article 212 (1) Labor Code, as
amendedbySection4,R.A.6715)

4. WHAT IS THE NATURE OF THE RIGHT TO STRIKE AND
LOCKOUT?

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.

In the absence of a certified or duly recognized bargaining representative, any
legitimate labor organization in the establishment may declare a strike but only
on the ground of unfair labor practice. (Section 2, Rule XIII, Book V, Omnibus
RulesImplementingTheLaborCode,asamended).

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.

In cases 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 15
day coolingoff period shall not apply and the union may take action
immediately after the strike vote is conducted and the result thereof
submittedtotheDepartmentofLaborandEmployment.

1. Astrikemustbeapprovedbyamajorityvoteofthemembersofthe
Unionandalockoutmustbeapprovedbyamajorityvoteofthemembers
of the Board of Directors of the Corporation or Association or of the
partnersinapartnership,obtainedbysecretballotinameetingcalledfor
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)

In case of dismissal from employment of union officers which may
constituteunionbusting,thetimerequirementforthefilingoftheNoticeof
Strike shall be dispensed with but the strike vote requirement being
mandatoryincharacter,shallineverycasebecompliedwith.

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
belongs,thenumberofunionmembersandoftheworkersinthebargainingunit,
andsuchotherrelevantdataasmayfacilitatethesettlementofthedispute,such
as a brief statement or enumeration of all pending labor disputes involving the
sameparties.

In cases of bargaining deadlocks, the notice shall, as far as practicable, further
statetheunresolvedissuesinthebargainingnegotiationsandbeaccompanied
bythewrittenproposalsoftheunion,thecounterproposalsoftheemployer
andtheproofofarequestforconferencetosettlethedifferences.

Incasesofunfairlaborpractice,thenoticeshall,asfaraspracticable,statethe
actscomplainedofandtheeffortstakentoresolvethedisputeamicably.

10. WHAT IS THE ROLE OF THE NCMB IN CASE A NOTICE OF STRIKE OR
LOCKOUTISFILED?

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.

14. WHAT IS PURPOSE OF THE TIME REQUIREMENT IN THE NOTICE OF
STRIKE/LOCKOUT?

A.The15and30daysrequirementisknownastheCoolingOffPerioddesignedto
affordpartiestheopportunitytoamicableresolvethedisputewiththeassistance
oftheNCMBConciliator/Mediator.Shouldthedisputeremainunsettleduntilthe
lapseoftherequirednumberofdaysfromthemandatoryfilingofthenotice,the
labor union may strike or the employer may commence a lockout after having
compliedwiththe7dayrequirementforthefilingofthestrike or lockout vote,
asthecasemaybe.

15. WHAT IS THE CORRECT INTERPRETATION OF THE REQUIREMENT TO

OBSERVETHECOOLINGOFFPERIODSANDTHESTRIKEBAN?

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.Ifonly
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 givethe 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,or
anorderforthestrikingemployeestoreturntoworkandfortheemployer
to accept the workers after assumption of jurisdiction bythe President or
Secretary of Labor and Employment, or after certification or submission of
thedisputetocompulsory or voluntary arbitration, or during thependency
ofacaseinvolvingtheauthorizedgroundsforthestrikeorlockout.

4. Obstructing, impending or interfering with by force, violence, coercion,
threats or intimidation any peaceful picketing by employees during any
labor controversy or in the exercise of their right to selforganization or
collectivebargaining,oraidingorabettingsuchobstructionorinterference.

5.Employinganystrikebreakerorbeingemployedasastrikebreaker.

6. No public official or employee, including officers and personnel of the
Armed Forces of the Philippines, of the Philippine National Police, or any
armed person shall bring in, introduce or escort, in any manner, any
individualwhoseekstoreplacestrikersinenteringorleavingthepremises
ofastrikearea,orworkinplaceofstrikers.

Nothinghereinshallbeinterpretedtopreventtheaforementionedofficials,
employeesorpeaceofficersfromtakinganymeasurenecessarytomaintain
peaceandorderand/ortoprotectlifeandproperty.

7. Stationary picket and the use of means like placing of objects to
constitutepermanentblockadeortoeffectivelyclosepointsofentryorexit
incompanypremises.

8.Anyactofviolence,coercionorintimidationbyanypicketer.

9. The obstruction of the free ingress to or egress from the employers
premisesforlawfulpurposes.

10.Obstructionofpublicthoroughfareswhileengagedinpicketing.

17. WHAT ARE THE LEGAL IMPLICATIONS FOR NONCOMPLIANCE WITH THE
REQUIREMENTS FOR A VALID STRIKE OR
LOCKOUT?

A.Therequirementsforavalidstrikeorlockoutaremandatoryincharacterand
noncompliancetherewithissufficientgroundtodeclarethestrikeorlockout
illegal.

If a strike is declared illegal, the employer may be authorized to terminate the
employment of union officials who knowingly participated in the illegal strike
and/oranyworkerorunionofficerwhoknowinglyparticipatedinthecommission
ofotherillegalactsduringthestrike.

In case the lockout is declared illegal, any worker whose employment has been
terminatedasaconsequencethereofmaybeentitledtoreinstatementincluding
paymentoffullbackwagesandotherbenefits.

18. WHEN A DISPUTE SUBJECT OF A NOTICE OF STRIKE IS FORTHWITH
TREATED AS A PREVENTIVE MEDIATION CASE, MAY THE UNION LATER ON
STAGEASTRIKEONACCOUNTOFTHESAMEDISPUTE?

A.No.Oncethedisputehasbeenconvertedintoapreventivemediationcase,the
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)

19. WHOHASTHE DUTY TO DECLARE THAT THE NOTICE OFSTRIKE/LOCKOUT
HAS BEEN CONVERTED INTO PREVENTIVE MEDIATION
CASE?

A. Upon the recommendation of the Conciliator/Mediator handling the labor
dispute, the Director of the Regional Branch of the NCMB which has jurisdiction
over the labor dispute has the duty to declare and inform the parties that the
issuesraisedortheactualissuesinvolvedarenotpropersubjectsofaNoticeof
Strike or Lockout and that the Notice of Strike or Lockout has been converted
intoaPreventiveMediationCasewithoutprejudicetofurtherconciliationorupon
therequestofeitherorbothparties.

20. MAY A LABOR DISPUTE SUBJECT OF A NOTICE OF STRIKE OR LOCKOUT,
MATUREINTOAVOLUNTARYARBITRATIONCASE?

A.Yes.Bymutualagreement,thepartiesmaydecidetobringthematterfor
resolutionbeforeanaccreditedvoluntaryarbitratoroftheirchoice,inwhichcase
theNoticeisdeemedautomaticallywithdrawnanddroppedfromthedockets.

21. WHEN MAY A STRIKE OR LOCKOUT BE DECLARED
ILLEGAL?
A.Astrikeorlockoutmaybedeclaredillegalifanyoftherequirementsforavalid
strikeorlockoutisnotcompliedwith.

It may also be declared illegal if it is based on nonstrikeable issues or if the
issuesinvolvedarealreadythesubjectofarbitration.

During a strike or lockout, when either of the parties commit prohibited acts or
practices,thestrikeorlockoutmaybedeclaredillegal.

22. WHOHAS JURISDICTION TO DETERMINE THE LEGALITY OF STRIKE AND
LOCKOUT?

A. In general, the Labor Arbiter in the appropriate Arbitration Branch of the
National Labor Relations Commission has the power to determine questions
involving the legality or the illegality of a strike or lockout upon the filing of a
propercomplaintandafterduehearing.

Wherethematteroflegalityorillegalityofstrikeisraisedinthedisputeover
whichtheSecretaryassumedjurisdictionorindisputescertifiedbytheSecretary
totheCommissionforcompulsoryarbitration,thesamemayberesolvedbythe
Secretary or the Commission, respectively. (International Pharmaceuticals, Inc.
vs.SecretaryofLaborandAssociatedLaborUnion,G.R.No.9298183,January
9,1992.)

23.MAYAVOLUNTARYARBITRATORDETERMINETHELEGALITYOFA
STRIKE?

A. If the issue is voluntary and jointly submitted by the parties to voluntary
arbitration,thequestionmayberesolvedbythevoluntaryarbitratororpanelof
voluntaryarbitrators.

24. CAN ANY PERSON PERFORMING ANY OF THE PROHIBITED ACTIVITIES
MENTIONED IN THE PROCEEDING PARAGRAPH BE CHARGED BEFORE THE
COURT?

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.

26. IS AN EMPLOYEE WHO PARTICIPATES IN A LAWFULSTRIKE DEEMED TO
HAVEABANDONEDHISEMPLOYMENT?

No. An employee who goes on strike is not deemed to have abandoned his
employment but is merely exercising his right to selforganization precisely to
protecthisrightsasanemployeeand/ortoobtainbetterworkingconditions.

27. IS PARTICIPATION BY AN EMPLOYEE IN A STRIKE SUFFICIENT GROUND
FORANEMPLOYERTOTERMINATEHISEMPLOYMENT?

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
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.

29. MAY A STRIKE/LOCKOUT BE ENJOINED/PREVENTED BY LEGAL

PROCESS?

A.Asageneralrule,strikesandlockoutsvalidlydeclaredenjoytheprotectionof
lawandcannotbeenjoinedunlessillegalactsarecommittedinthecourseofsuch
strikesorlockouts. 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.

30. WHAT IS THE EXTENT OF THE POWER OF THE PRESIDENT OR THE
SECRETARY OF LABOR AND EMPLOYMENT TO ISSUE ASSUMPTION AND
CERTIFICATIONORDERS?
A. The power to issue assumption and certification orders is an extraordinary
authoritystrictlylimitedtonationalinterestcasesandgrantedtothePresidentor
totheSecretaryofLabor,whichcanjustifiablyrestonhisownconsiderationof
theexigencyofthesituationinrelationtothenationalinterest.

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.

31. WHEN A DISPUTE IS ASSUMED BY THE PRESIDENT OR SECRETARY OF
LABOR,ORCERTIFIEDTOTHENLRCFORCOMPULSORYARBITRATION,MAYA
STRIKE OR LOCKOUT BE VALIDLY DECLARED ON ACCOUNT OF THE SAME
DISPUTE?

A. No. The assumption or certification shall have the effect of automatically

enjoiningtheintendedorimpendingstrikeorlockout.

32. WHAT IS THE NATURE OF THE RETURNTOWORK

ORDER?
A.Thereturntoworkorderisavalidstatutorypartandparceloftheassumption
andcertificationordersgiventhepredictableprejudicethestrikecouldcausenot
onlytothepartiesbutmoreespeciallytothenationalinterest.Statedotherwise,
theassumptionofjurisdictionandthecertificationtotheNLRChastheeffectof
automaticallyenjoiningthestrikeorlockout,whetheractualorintended,evenif
thesamehasnotbeencategoricallystatedordoesnotappearintheassumption
or certification order. It is not a matter of option or voluntariness but of
obligation.Itmustbedischargedasadutyevenagainsttheworkerswill.The
workermustreturntohisjobtogetherwithhiscoworkerssothattheoperation
of the company can be resumed and it can continue serving the public and
promoting its interest. x x x. It is executory in character and shall be strictly
compliedwithbythepartiesevenduringthependencyofanypetitionquestioning
theirvalidityxxxpreciselytomaintainthestatusquowhilethedeterminationis
being made. (Union of Filipro Employees vs. Nestle Philippines, Inc., GR No.
8871013,December19,1990).

33. WHAT ARE THE LEGAL CONSEQUENCES IN CASE OF DEFIANCE OF THE
RETURNTOWORK ORDER BY THE EMPLOYER AND BY THE
EMPLOYEES?

A.Incaseofnoncompliancewiththereturntoworkorderinconnectionwiththe
certification or assumption of jurisdiction by the Secretary of Labor, the
employees concerned may be subjected to immediate disciplinary action,
including dismissal or loss of employment status or payment by the lockingout
employer of backwages, damages and other affirmative relief even criminal
prosecutionagainsteitherorbothofthem.

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.

35. IN CASE THE PNP IS DEPUTIZED TO ENFORCE ORDERS FROM THE
DEPARTMENTOFLABOR,WHATWILLBEITSROLE?
Insuchacase,theroleofthePNPismerelytoassistthesheriffortheappropriateDOLEOfficers
inenforcingthedecision,awardororder.Itshallmaintainpeaceandorderandpublicsafetyin
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
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.

8.INTERUNIONDISPUTE refers to cases involving a petition for
certification election and direct certification filed by a duly registered labor
organization which is seeking to be recognized as the sole and exclusive
bargainingagentoftherankandfileemployeesintheappropriatebargainingunit
ofacompany,firmorestablishment.

9. VOLUNTARY ARBITRATION a third party settlement of a labor dispute
involvingthemutualconsentbytherepresentativeofthecompanyandthelabor
unioninvolvedinalabordisputetosubmittheircaseforarbitration.

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.Theyshallparticipate in policyand
decisionmakingprocessaffectingtheirrightsandbenefitsasmaybeprovidedby
law.

The State shall promote the principle of shared responsibility between
workers and employers and the preferential use of voluntary modes in settling
disputes, including conciliation, and shall enforce their mutual compliance
therewithtofosterindustrialpeace.

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:

a. To promote and emphasize the primacy of free collective
bargainingandnegotiations,includingvoluntaryarbitration,mediation
andconciliation,asmodesofsettlinglabororindustrialdisputes

b. To promote free trade unionism as an instrument for the
enhancement of democracy and the promotion of social justice and
developments

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

c. To contract out services or functions being performed by union
memberswhensuchwillinterferewith,restrainorcoerceemployees
intheexerciseoftheirrightstoselforganization

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

f. To dismiss, discharge, or otherwise prejudice or discriminate
against an employee for having given or being about to give
testimonyunderthisCode

g. To violate the duty to bargain collectively as prescribed by this
Code

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.

It shall be unlawful for a labor organization, its officers, agents or
representativestocommitanyofthefollowingunfairlaborpractices:

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

c. To violate the duty or refuse to bargain collectively with the
employer,provideditistherepresentativeoftheemployees

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.

Theprovisionsoftheprecedingparagraphnotwithstanding,only
theofficers,membersofgoverningboards,representativesoragents
or members of labor associations or organizations who have actually
participated in, authorized or ratified unfair labor practices shall be
heldcriminallyliable.

Art.263.Strikes,PicketingandLockouts

a.ItisthepolicyoftheStatetoencouragefreetradeunionismand
freecollectivebargaining

b.Workersshallhave the right to engage in concerted activitiesfor
purposes of collective bargaining or for their mutual benefit and
protection. The right of legitimate labor organization to strike and
picket and of employers to lockout, consistent with the national
interest,shallcontinuetoberecognizedandrespected.However,no
labor union may strike and no employer may declare a lockout on
groundsinvolvinginterunionandintrauniondisputes

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
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

Labor Relations Commission) for compulsory arbitration. Such
assumption or certification shall have the effect of automatically
enjoining the intended or impending strike or lockout as specified in
theassumptionorcertificationorder.Ifonehasalreadytakenplace
at the time of assumption of certification, all striking or locked out
employees shall immediately return to work and the employer shall
immediately resume operations and readmit all workers under the
sametermsandconditionprevailingbeforethestrikeorlockout.The
Secretary of Labor and Employment or the Commission may seek
assistanceoflawenforcementagenciestoensurecompliancewiththis
provision as well as with such order as he may issue to enforce the
same.

Inlinewiththenationalconcernforandthehighestrespectaccorded
to the right of patients to life and health, strikes and lockouts in
hospitals,clinicsandsimilarmedicalinstitutionsshall,toeveryextent
possible, be avoided, and all serious efforts, not only by labor and
management but government as well, be exhausted to substantially
minimize,ifnotprevent,theiradverseeffectsonsuchlifeandhealth,
throughtheexercise,howeverlegitimate,bylaborofitsrighttostrike
andbymanagementtolockout.Inlabordisputesadverselyaffecting
the continued operation of such hospitals, clinics or medical
institutions, it shall be the duty of the striking union or lockingout
employer to provide and maintain an effective skeletal workforce of
medical and other health personnel, whose movement and services
shallbeunhamperedandunrestricted,asarenecessarytoinsurethe
proper and adequate protection of the life of its patients, most
especiallyemergencycases,forthedurationofthestrikeorlockout.

Insuchcases,therefore,theSecretaryofLaborandEmploymentmay
immediately assume, within twentyfour (24) hours from knowledge
of the occurrence of such a strike or lockout, jurisdiction over the
same or certify it to the Commission for compulsory arbitration.For
this purpose, the contending parties are strictly enjoined to comply
withsuchorders,prohibitionsand/orinjunctionsasareissuedbythe
SecretaryofLaborandEmploymentortheCommission,underpain
of immediate disciplinary action, including dismissal or loss of
employment status or payment by the lockingout employer or
backwages, damages and other affirmative relief, even criminal
prosecutionagainsteitherorbothofthem.

The foregoing notwithstanding, the President of the Philippines shall

notbeprecludedfromdeterminingtheindustriesthat,inhisopinion,
areindispensabletothenationalinterest,andfrominterveningatany
timeandassumingjurisdictionoveranysuchlabordisputeinorderto
settleorterminatethesame.

h. The Secretary of Labor and Employment, the Commission or the
voluntary arbitrator shall decide or resolve the dispute, as the case
may be. The decision of the President, the Secretary of Labor and
Employment,theCommissionorthevoluntaryarbitratorshallbefinal
and executory ten (10 ) calendar days after receipt thereof by the
parties.

APPENDIX4

GUIDELINESGOVERNINGLABORRELATIONS

Inlinewiththeprogramtopromoteindustrialpeaceasanessentialrequirementto
achievenationaleconomicandsocialprograms,thefollowingguidelinesshallbeobservedin
theconductanddispositionoflabordisputesbyallconcerned.

RighttoStrikeorLockout

1. Therighttostrikeisaconstitutionalandlegalrightoftheworkersasemployers
have the right to lockout, all within the context of labor relations and collective
bargaining. Subject to the enactment by Congress of amendments or a new law on
laborrelations,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:

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
immediatelyassign a labor inspector to act on the 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.

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

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.

24. In case of noncompliance with returntoworkorders, in connection with the
certification and assumption of jurisdiction by the Secretary of Labor, the party
concernedmaybesubjectedtothesanctionsprovidedbylaw.Employerswhorefuseto
readmit returning workers may be liable, upon filing of proper petition, for the
paymentofwagesandotherbenefitsfromthedateofactualrefusaluntiltheworkers
arereadmitted.

REMEDIES

25. A strike or lockout maybe declared illegal if anyof 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
faithfullyobservetheprinciplescontainedinDepartmentOrderNo.7issuedon7May
1987 which were based on the agreement reached during the National Tripartite
ConferenceheldonApril1011,1987inTagaytayCity.


19October1987.

(Sgd.)FRANKLINM.DRILON
SecretaryofLaborandEmployment

APPENDIX5

RepublicofthePhilippines

DEPARTMENTOFLABORANDNATIONALPOLICE
EMPLOYMENTCOMMISSION

GUIDELINES IN THE CONDUCT OF PNP PERSONNEL, PRIVATE SECURITY GUARDS
ANDCOMPANYGUARDFORCESDURINGSTRIKES,LOCKOUTSANDLABORDISPUTES
INGENERAL

In order to promote public interest and safety, industrial peace and stability, and
peaceandorder,thefollowingguidelinesareherebyprescribedtogoverntheofficialconduct
ofallmembersofthePHILIPPINENATIONALPOLICE(PNP)duringstrikes,lockoutandlabor
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.

6. A peace keeping detail shall be established in a strike or lockout area when
requested by DOLE or as the Regional Director, National Capital Regional Command, City
Police Command/Provincial Director may deem necessary for the purpose of maintaining
peaceandorderinthearea.

7.Personneldetailedaspeacekeepingforceinastrikeorlockoutareasshallbe
inuniform,withpropernameplateatalltimes.Theyshallexercisemaximumtoleranceand
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
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

16. Except as provided in these guidelines the matter of determining whether a
strike,picketorlockoutislegalornotshouldbelefttoDOLEanditsappropriateagencies.
PNP elements are enjoined from interfering in a strike, picket or lockout, except as herein
provided,forthesolereasonthatisillegal.

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
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


Primer On Strike, Picketing and Lockout

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15. WHAT IS THE CORRECT INTERPRETATION OF THE REQUIREMENT TO

A. No. The assumption or certification shall have the effect of automatically

accept the benefits under the collective agreement. Provided, that

initiative or upon the request of any affected party, supervise the

The foregoing notwithstanding, the President of the Philippines shall

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