2015 SEARCH FOR OUTSTANDING LMC
FOR INDUSTRIAL PEACE
CRITERIA
1.
ORGANIZATION OF THE LMC (30 points)- This category examines
how the company indicates and operationalizes its commitment to joint
decision making with its employees. Likewise, it explores how the
organizational, operating, and support structures harness a continuing
process of information-sharing, consultation, discussion and promote
labor management cooperation.
1.1. Objectives and Targets - The objectives of the LMC are clearly
defined and stated in the signed agreement and in the operational
guidelines; must have been disseminated to all stakeholders. (5
points)
1.1.1. What are the company's core values? What are your LMC
objectives? Explain the linkage of the company's core values
to the LMC objectives.
1.1.2. Are the LMC clearly written? Do they have implementing
guidelines? Please Attach a copy.
1.1.3. How do the employees know that there is such LMC
mechanism?
1.2. LMC Structure - The structure encourages and facilitates open
and two-way communication between the cross section of the
stakeholders. The structure provides opportunity for exchange of
inputs and feedback on the LMC endeavors. (5 points)
1.2.1. Is LMC part of the company's organizational structure?
1.2.2. Please describe the LMC Structure and how it operates.
Attach a diagram
1.2.3. Is it a permanent structure or an adhoc structure? Please
explain.
1.2.4. Explain the best features of your structure.
1.3. Management and Labor Commitment - There is strong visible
declaration of commitments from the upper echelons of both labor
and management. (5 points)
1.3.1. Who is the driving force behind your LMC?
1.3.2. What steps did management take or continue undertaking to
declare their commitment to the LMC? Please exemplify.
1.3.3. Is there a separate budget allocated for LMC purposes? If
yes, where do you source the funding? How is it treated, an
expense or an investment? Please explain. If it is an
investment, how do you measure your return of investment?
1.3.4. How do management and employees demonstrate
commitment to the program?
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1.4. Management/Labor Representation - Management are
represented by top level officials, the personnel or industrial
relations manager, production manager including supervisors at
the steering committee and sub-committees; Labor
representatives are officers of the union or of the workers’
association elected by the majority of workers in the
establishment. (5 points)
1.4.1. What is the level of representation at the steering committee
of both management and employees'? At the subcommittees?
1.4.2. Are the representatives of employees duly authorized by
their constituency? How are they selected (if company is
unorganized)?
1.4.3. Are management representatives authorized to decide
during meetings?
1.5. Operating Structure - Sub-committees are formed to address
specific issues/concerns at the shopfloor. (5 points)
1.5.1. Please cite at least 3 sub-committees of your LMC and the
projects that it has implemented. What is the status of their
implementation?
1.5.2. Please attach sample of documentation.
1.6. Support Structures - There are vertical and horizontal support
mechanisms that sustain and hold together the LMC program
implementation. (5 points)
1.6.1. How frequent is your consultation meeting? Who facilitates
and coordinates the meetings? Are the meetings of the
steering and the sub-committees well-coordinated and
regularly held? How are agenda prepared?
1.6.2. Is there a system of monitoring the LMC programs including
regular reporting, evaluation and feedback?
1.6.3. How are the LMC-driven activities defined from other
activities of the company?
2.
STRATEGIC PARTNERSHIP (30 POINTS). - This category examines
how the organization focuses on the core values of a successful
partnership through building a work environment conducive to
performance excellence, full participation and personal growth.
2.1. Trust-building - The stakeholders work at building mutual
trust and confidence by conducting activities addressing the
same, such as having self-managed work groups who have a
considerable autonomy for their own operations, i.e. value
formation or teamwork (5 points)
2.1.1. How did your LMC evolve? Describe the development of
your LMC
2.1.2. What activities have been implemented by LMC that helped
in building trust among employees, and among
management and employees?
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2.1.3. Please cite specific activities conducted within the last 3
years that you consider to be one of your best
achievements in bringing harmony to your workplace
relations.
2.2. Information-sharing - The LMC also becomes a forum for
discussion of matters of common interest such as finances,
market conditions, productivity targets, business reverses &
fluctuations, profits and the like are discussed. (5 points)
2.2.1. What activities have been implemented by your LMC that
facilitated information-sharing among employees? Among
management and employees?
2.2.2. What innovative approaches of your LMC to enhance
communication and information-sharing? Attach report or
documentation of activities.
2.3. Joint decision-making - The LMC is used as a forum where
workers’ and management’s representatives consult, discuss
and arrive into a consensus to consider or take decisions on
matters of common interest. (5 points)
2.3.1. Does your LMC support multi-skilling and empowerment of
workers? How?
2.3.2. How do you arrive at an agreement over differing views on
certain issues?
2.3.3. Please cite breakthroughs that you produced through joint
decision-making.
2.4. Flexibility and Creativity - The LMC maximizes effectiveness
of partnership by advancing discussions on operational plans
and other issues or problems which used to be for management
discussions only, among others, and by tapping the reservoir of
knowledge and creativeness of employees, resulting to the
adaption of these initiatives by the company. (5 points)
2.4.1. What is your boldest and extra-ordinary LMC undertaking
so far which tapped and stimulated the employees'
knowledge and creativity resulting to better company
performance?
2.4.2. What are the key factors that led to its success?
2.5. Social Dialogue - The LMC allows for discussion of issues
beyond routine exchanges on benefits and work conditions
concerning employees at different levels within the company,
outside community and other agencies. (5 points)
2.5.1. What LMC programs do you have that involved and
benefitted employees from different levels including outside
communities? Cite example.
2.5.2. How did your LMC facilitate the activity? How did it ensure
success?
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2.6. Logistics and Funding Support - Maximize effectiveness of
partnership by setting-up mechanisms that sustain LMC
function such as provision of adequate resources and
appropriate facilities for LMC activities. (5 points)
2.6.1. How does your LMC sustain its effectiveness? What forms of
support does it have from the partners?
3.
CORPORATE VIABILITY (40 points). - This category examines the
impact of the LMC on the company’s overall performance and
competitiveness as well as the level of employee’s well- being and
satisfaction.
3.1. Industrial peace - The workplace is enhanced by absence of
industrial strife and the acceptance of stakeholders to thresh out
issues through open communication, peaceful and nonadversarial proceedings, and speedy settlement of issues. (10
points)
3.1.1. How many cases have you filed at the NCMB or in any
DOLE Office over the last 3 years? What issues do they
involve? Why did they reach the DOLE?
3.1.2. Do you have pending cases filed at NLRC, DOLE Regional
Office or other DOLE office? If yes, what are the issues
involved? If none, please attach Certificate of No Pending
Case.
3.1.3. Did LMC help in improving the industrial relations scenario
in your company? How? What best practices have you had
to sustain harmonious relations?
3.2. Mechanisms for negotiations - The negotiations between the
employer and employees indicated the spirit of partnership
tapping creative avenues or strategies to reach agreements
including the absence of conflict and acrimonious discussions.
(5 points)
3.2.1. What are the usual issues raised in your LMC? Describe the
effectiveness of your LMC in addressing workplace issues.
3.2.2. How do you address difficult issues?
3.2.3. Are all your disagreements settled within the LMC? If not,
where do they go?
3.2.4. Attach sample minutes of LMC meeting showing
effectiveness of the mechanism in addressing workplace
issues.
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3.3. Quality of Work Life - The LMC initiated/recommended wage
and non-wage benefits over and above the CBA or law mandated
benefits and these initiatives are implemented by the company;
offers a safe workplace; maximizes the efficiency and productivity
of its employees; ensures workers’ health and safety, as well as
programs and activities that enrich their work life. (10 points)
3.3.1. Describe in detail your Quality of Work Life programs
facilitated under your LMC. Attach samples of reports to
support your existing programs.
3.4. Productivity - The Company had adopted systems and
procedures introduced through LMC maximizing the business
potentials in its industry as well as the skills and craft of its
workers; has invested significant resources in developing its
manpower and their skills, and have an existing productivity
improvement program. (5 points)
3.4.1. What programs do you implement through LMC relative to
human resource development?
3.4.2. Do you have any Productivity Improvement Program?
Describe its extent and outcomes
3.4.3. Do you have any gain-sharing program? Describe its extent
and outcomes
3.4.4. Is the productivity initiative at the workplace attributable to
LMC? Why or why not?
3.5. Labor Laws Compliance - The company has been issued with
Tripartite Certificate of Compliance with Labor Standards
(TCCLS), Child Labor Free Establishment (CLFE) Certificate or
any or combination of Certificates of Compliance (COC) by the
DOLE. (5 points)
Please put  on the appropriate box:
3.5.1.
Tripartite Certificate of Compliance with Labor
Standards (GLS, OSHS)*
3.5.2.
Child Labor Free Establishment (CLFE) Certificate*
OR
3.5.3. Any or combination of the following Certificate/s of
Compliance (COCs)*:
COC on General Labor Standards
COC on Occupational Safety and Health Standards
COC on Labor Relations
Labor Standards Certificate of Compliance (LSCC)
for Public Transport Utilities
COC for ships/vessels engaged in domestic shipping
* Attach copy of the TCCLS, CLFE Certificate or COCs.
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3.6. Social Conscience - The enterprise through its LMC has
adopted programs in line with environmental protection, green
jobs/production, corporate social responsibility, waste
management, and energy conservation. (5 points)
3.6.1. Please describe your programs relative to the environment
preservation and protection, energy conservation and
corporate social responsibility. Attach proofs of
implementation.
3.6.2. How do you get feedback from your clients about the quality
of the delivery of your services? Do you think they are
satisfied? What made you say so?
Competitiveness - The enterprise is recognized by award winning bodies
for quality and productivity (Submit Certificate/s of Recognition, if any).
(additional 2 points)
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