A – Duty to bargain
▪ In the context of labor relations, the employer and the workers’ bargaining unit has the duty to bargain collectively.
▪ There is duty to bargain whether there is a CBA or not.
The duty to bargain collectively – means the performance of a mutual obligation to meet and convene promptly and expeditiously in good faith for the purpose of negotiating an agreement with respect to wages, hours of work and all other terms and conditions of employment including proposals for adjusting any grievances or questions arising under such agreement and executing a contract incorporating such agreements if requested by either party but such duty does not compel any party to agree to a proposal or to make any concession. (Article 263, Ibid.)
b. Duty to bargain collectively when there is no CBA
In the absence of an agreement or other voluntary arrangement providing for a more expeditious manner of collective bargaining, it shall be the duty of employer and the representatives of the employees to bargain collectively in accordance with the provisions of this Code. (Article 262, Ibid.)
c. Duty to Bargain collectively when there is a CBA
When there is a collective bargaining agreement, the duty to bargain collectively shall also mean that neither party shall terminate nor modify such agreement during its lifetime. However, either party can serve a written notice to terminate or modify the agreement at least sixty (60) days prior to its expiration date. It shall be the duty of both parties to keep the status quo and to continue in full force and effect the terms and conditions of the existing agreement during the 60-day period and/or until a new agreement is reached by the parties.
▪ Jurisprudence or Supreme Court Decisions (as cited above)