These three Titles are where the bargaining relationship lives. Title VI defines unfair labor practice — the conduct that is off-limits to an employer and to a union alike. Title VII sets out how bargaining is done, how long a collective bargaining agreement lasts, and how a union becomes the exclusive bargaining representative. Title VII-A provides the private machinery — grievance procedure and voluntary arbitration — that handles most disputes about what an agreement means.
Articles 258 to 277. Part of Book Five — Labor Relations; see also all seven Books.
⚠ Not every breach of a CBA is an unfair labor practice. Under Article 274, violations of a collective bargaining agreement that are not gross are ordinary grievances, to be resolved through grievance machinery and voluntary arbitration — not ULP cases. A gross violation means a flagrant or malicious refusal to comply with the economic provisions of the agreement. This single distinction decides where a CBA dispute is filed.
On This Page
Title VI — Unfair Labor Practices · 258 Concept · 259 Employer ULPs · 260 Union ULPs
Title VII — Collective Bargaining · 261 Procedure · 262 · 263 Duty to bargain · 264 · 265 CBA term · 266 Injunction prohibited · 267 Exclusive representation · 268 Organized establishments · 269 · 270 · 271 Employer as bystander · 272
Title VII-A — Grievance Machinery and Voluntary Arbitration · 273 · 274 Jurisdiction · 275 · 276 Procedure · 277
Amendment and Status Table · Sources
Title VI — Unfair Labor Practices
Chapter I — Concept
Article 258 [247] — Concept of Unfair Labor Practice and Procedure for Prosecution Thereof
Unfair labor practices violate the constitutional right of workers and employees to self-organization, are inimical to the legitimate interests of both labor and management, including their right to bargain collectively and otherwise deal with each other in an atmosphere of freedom and mutual respect, disrupt industrial peace and hinder the promotion of healthy and stable labor-management relations.
Consequently, unfair labor practices are not only violations of the civil rights of both labor and management but are also criminal offenses against the State which shall be subject to prosecution and punishment as herein provided.
Subject to the exercise by the President or by the Secretary of Labor and Employment of the powers vested in them by Articles 263 and 264 of this Code, the civil aspects of all cases involving unfair labor practices, which may include claims for actual, moral, exemplary and other forms of damages, attorney’s fees and other affirmative relief, shall be under the jurisdiction of the Labor Arbiters. The Labor Arbiters shall give utmost priority to the hearing and resolution of all cases involving unfair labor practices. They shall resolve such cases within thirty (30) calendar days from the time they are submitted for decision.
Recovery of civil liability in the administrative proceedings shall bar recovery under the Civil Code.
No criminal prosecution under this Title may be instituted without a final judgment finding that an unfair labor practice was committed, having been first obtained in the preceding paragraph. During the pendency of such administrative proceeding, the running of the period of prescription of the criminal offense herein penalized shall be considered interrupted: Provided, however, That the final judgment in the administrative proceedings shall not be binding in the criminal case nor be considered as evidence of guilt but merely as proof of compliance of the requirements therein set forth.
Status note: as amended by B.P. Blg. 70 (1980); the third paragraph further amended by Section 19 of R.A. No. 6715 (1989). The cross-references to “Articles 263 and 264” now read Articles 278 and 279.
The two-track structure is the point. A ULP is both a civil wrong and a criminal offence, but the tracks run in order: the Labor Arbiter decides the civil case first, and no criminal prosecution may begin without a final administrative judgment that a ULP was committed. Prescription of the criminal offence is interrupted while that runs, and the administrative judgment is not evidence of guilt in the criminal case. Note also that recovering civil liability administratively bars a separate recovery under the Civil Code.
ULP prescribes in one year from accrual — see the deadlines in Book Seven.
Glossary: Unfair labor practice →
Chapter II — Unfair Labor Practices of Employers
Article 259 [248] — Unfair Labor Practices of Employers
It shall be unlawful for an employer to commit any of the following unfair labor practices:
(a) To interfere with, restrain or coerce employees in the exercise of their right to self-organization;
(b) To require as a condition of employment that a person or an employee shall not join a labor organization or shall withdraw from one to which he belongs;
(c) To contract out services or functions being performed by union members when such will interfere with, restrain or coerce employees in the exercise of their right to self-organization;
(d) To initiate, dominate, assist or otherwise interfere with the formation or administration of any labor organization, including the giving of financial or other support to it or its organizers or supporters;
(e) To discriminate in regard to wages, hours of work and other terms and conditions of employment in order to encourage or discourage membership in any labor organization. Nothing in this Code or in any other law shall stop the parties from requiring membership in a recognized collective bargaining agent as a condition for employment, except those employees who are already members of another union at the time of the signing of the collective bargaining agreement. Employees of an appropriate 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 non-union members accept the benefits under the collective bargaining agreement: Provided, That the individual authorization required under Article 242, paragraph (o) of this Code shall not apply to the non-members of the recognized collective bargaining agent;
(f) To dismiss, discharge or otherwise prejudice or discriminate against an employee for having given or being about to give testimony under this Code;
(g) To violate the duty to bargain collectively as prescribed by this Code;
(h) To pay negotiation or attorney’s fees to the union or its officers or agents as part of the settlement of any issue in collective bargaining or any other dispute; or
(i) To violate a collective bargaining agreement.
The provisions of the preceding paragraph notwithstanding, only the officers and agents of corporations, associations or partnerships who have actually participated in, authorized or ratified unfair labor practices shall be held criminally liable.
Status note: as amended by Section 6 of B.P. Blg. 130 (1981). Two corrections DOLE records for this Article:
- The cross-reference in (e) to “Article 242, paragraph (o)” actually refers to old Article 241(o), renumbered as Article 250(o) — the requirement of individual written authorization before a check-off.
- Paragraph (i) is qualified by Article 274: except for a flagrant or malicious refusal to comply with the economic provisions, CBA violations are grievances, not unfair labor practice.
Paragraph (e) is where union security clauses live. Discrimination to encourage or discourage union membership is unlawful — but the parties may still require membership in the recognized bargaining agent as a condition of employment, except for employees already in another union when the CBA was signed. Non-members in the unit who accept CBA benefits may be charged an agency fee equal to members’ dues, and for that fee the individual written authorization is not required.
Glossary: Union security clause → · Unauthorized salary deductions →
Chapter III — Unfair Labor Practices of Labor Organizations
Article 260 [249] — Unfair Labor Practices of Labor Organizations
It shall be unfair labor practice for a labor organization, its officers, agents or representatives:
(a) To restrain or coerce employees in the exercise of their right to self-organization. However, a labor organization shall have the right to prescribe its own rules with respect to the acquisition or retention of membership;
(b) To cause or attempt to cause an employer to discriminate against an employee, including discrimination against an employee with respect to whom membership in such organization has been denied or to terminate an employee on any ground other than the usual terms and conditions under which membership or continuation of membership is made available to other members;
(c) To violate the duty, or refuse to bargain collectively with the employer, provided it is the representative of the employees;
(d) To cause or attempt to cause an employer to pay or deliver or agree to pay or deliver any money or other things of value, in the nature of an exaction, for services which are not performed or not to be performed, including the demand for fee for union negotiations;
(e) To ask for or accept negotiation or attorney’s fees from employers as part of the settlement of any issue in collective bargaining or any other dispute; or
(f) To violate a collective bargaining agreement.
The provisions of the preceding paragraph notwithstanding, only the officers, members of governing boards, representatives or agents or members of labor associations or organizations who have actually participated in, authorized or ratified unfair labor practices shall be held criminally liable.
Status note: as amended by B.P. Blg. 130 (1981). Paragraph (f) carries the same qualification as its employer counterpart: only gross CBA violations are ULP. Paragraph (b) is the check on union security clauses — a union may not have a worker dismissed on any ground other than the ordinary terms on which membership is available to everyone else.
Title VII — Collective Bargaining and Administration of Agreements
Article 261 [250] — Procedure in Collective Bargaining
The following procedures shall be observed in collective bargaining:
(a) When a party desires to negotiate an agreement, it shall serve a written notice upon the other party with a statement of its proposals. The other party shall make a reply thereto not later than ten (10) calendar days from receipt of such notice;
(b) Should differences arise on the basis of such notice and reply, either party may request for a conference which shall begin not later than ten (10) calendar days from the date of request;
(c) If the dispute is not settled, the Board shall intervene upon request of either or both parties or at its own initiative and immediately call the parties to conciliation meetings. The Board shall have the power to issue subpoenas requiring the attendance of the parties to such meetings. It shall be the duty of the parties to participate fully and promptly in the conciliation meetings the Board may call;
(d) During the conciliation proceedings in the Board, the parties are prohibited from doing any act which may disrupt or impede the early settlement of the disputes; and
(e) The Board shall exert all efforts to settle disputes amicably and encourage the parties to submit their case to a voluntary arbitrator.
Status note: as amended by Section 20 of R.A. No. 6715 (1989). “The Board” is the National Conciliation and Mediation Board. Two ten-day clocks: ten calendar days to reply to a written proposal, and ten calendar days for a requested conference to begin.
Article 262 [251] — Duty to Bargain Collectively in the Absence of Collective Bargaining Agreements
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 263 [252] — Meaning of Duty to Bargain Collectively
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.
The last clause is the whole balance of the article. Both sides must meet promptly and in good faith — and neither can be forced to agree to anything or to make a concession. Bad-faith bargaining is a ULP; refusing to concede is not.
Article 264 [253] — Duty to Bargain Collectively When There Exists a Collective Bargaining Agreement
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.
This is the automatic renewal or “hold-over” rule. An expiring CBA does not simply lapse: its terms continue in force during the 60-day freedom period and until a new agreement is reached.
Article 265 [253-A] — Terms of a Collective Bargaining Agreement
Any Collective Bargaining Agreement that the parties may enter into shall, insofar as the representation aspect is concerned, be for a term of five (5) years. No petition questioning the majority status of the incumbent bargaining agent shall be entertained and no certification election shall be conducted by the Department of Labor and Employment outside of the sixty-day period immediately before the date of expiry of such five-year term of the Collective Bargaining Agreement. All other provisions of the Collective Bargaining Agreement shall be renegotiated not later than three (3) years after its execution. Any agreement on such other provisions of the Collective Bargaining Agreement entered into within six (6) months from the date of expiry of the term of such other provisions as fixed in such Collective Bargaining Agreement, shall retroact to the day immediately following such date. If any such agreement is entered into beyond six months, the parties shall agree on the duration of retroactivity thereof. In case of a deadlock in the renegotiation of the Collective Bargaining Agreement, the parties may exercise their rights under this Code.
Status note: incorporated as a new article by Section 21 of R.A. No. 6715 (1989). Four numbers to hold on to. The representation aspect runs five years. The freedom period is the sixty days immediately before that five-year term expires — outside it, no certification election and no challenge to the incumbent’s majority status. All other provisions — the economic terms — must be renegotiated within three years of execution. And an agreement reached within six months of expiry retroacts automatically; beyond that, retroactivity is whatever the parties agree.
Glossary: Collective bargaining agreement →
Article 266 [254] — Injunction Prohibited
No temporary or permanent injunction or restraining order in any case involving or growing out of labor disputes shall be issued by any court or other entity, except as otherwise provided in Articles 218 and 264 of this Code.
Status note: as amended by Section 4 of B.P. Blg. 227 (1982). The cross-references to “Articles 218 and 264” now read Articles 225 and 279. The general rule is that no court may enjoin a labor dispute — the narrow exceptions are the Commission’s own injunction power under Article 225 and the prohibited-activities provision at Article 279.
Article 267 [255] — Exclusive Bargaining Representation and Workers’ Participation in Policy and Decision-Making
The labor organization designated or selected by the majority of the employees in an appropriate collective bargaining unit shall be the exclusive representative of the employees in such unit for the purpose of collective bargaining. However, an individual employee or group of employees shall have the right at any time to present grievances to their employer.
Any provision of law to the contrary notwithstanding, workers shall have the right, subject to such rules and regulations as the Secretary of Labor and Employment may promulgate, to participate in policy and decision-making processes of the establishment where they are employed insofar as said processes will directly affect their rights, benefits and welfare. For this purpose, workers and employers may form labor-management councils: Provided, That the representatives of the workers in such labor-management councils shall be elected by at least the majority of all employees in said establishment.
Status note: as amended by Section 22 of R.A. No. 6715 (1989). Section 1, Rule I, Book V of the Omnibus Rules defines a bargaining unit as a group of employees sharing mutual interests within a given employer unit — all or fewer than all of the employees in that unit, or any specific occupational or geographical grouping within it.
Exclusive representation is not a gag. The majority union speaks for the unit in bargaining, but any individual employee or group keeps the right to bring grievances to the employer at any time.
Article 268 [256] — Representation Issue in Organized Establishments
In organized establishments, when a verified petition questioning the majority status of the incumbent bargaining agent is filed by any legitimate labor organization including a national union or federation which has already issued a charter certificate to its local chapter participating in the certification election or a local chapter which has been issued a charter certificate by the national union or federation before the Department of Labor and Employment within the sixty (60)-day period before the expiration of the collective bargaining agreement, the Med-Arbiter shall automatically order an election by secret ballot when the verified petition is supported by the written consent of at least twenty-five percent (25%) of all the employees in the bargaining unit to ascertain the will of the employees in the appropriate bargaining unit. To have a valid election, at least a majority of all eligible voters in the unit must have cast their votes. The labor union receiving the majority of the valid votes cast shall be certified as the exclusive bargaining agent of all the workers in the unit. When an election which provides for three or more choices results in no choice receiving a majority of the valid votes cast, a run-off election shall be conducted between the labor unions receiving the two highest number of votes: Provided, That the total number of votes for all contending unions is at least fifty percent (50%) of the number of votes cast. In cases where the petition was filed by a national union or federation, it shall not be required to disclose the names of the local chapter’s officers and members.
At the expiration of the freedom period, the employer shall continue to recognize the majority status of the incumbent bargaining agent where no petition for certification election is filed.
Status note: as amended by Section 10 of R.A. No. 9481 (2007). The arithmetic of a certification election in an organized establishment: the petition must be filed in the 60-day freedom period and supported by the written consent of 25% of the employees in the unit; the election is valid only if a majority of eligible voters actually vote; the union with a majority of valid votes cast is certified; and where three or more choices split the vote, a run-off is held between the top two if all contending unions together drew at least 50% of the votes cast.
Article 269 [257] — Petitions in Unorganized Establishments
In any establishment where there is no certified bargaining agent, a certification election shall automatically be conducted by the Med-Arbiter upon the filing of a petition by any legitimate labor organization, including a national union or federation which has already issued a charter certificate to its local/chapter participating in the certification election or a local/chapter which has been issued a charter certificate by the national union or federation. In cases where the petition was filed by a national union or federation, it shall not be required to disclose the names of the local chapter’s officers and members.
Status note: as amended by Section 11 of R.A. No. 9481 (2007). In an unorganized establishment the election is automatic — no 25% consent requirement, and the petition alone triggers it.
Article 270 [258] — When an Employer May File Petition
When requested to bargain collectively, an employer may petition the Bureau for an election. If there is no existing certified collective bargaining agreement in the unit, the Bureau shall, after hearing, order a certification election.
All certification cases shall be decided within twenty (20) working days.
The Bureau shall conduct a certification election within twenty (20) days in accordance with the rules and regulations prescribed by the Secretary of Labor.
Article 271 [258-A] — Employer as Bystander
In all cases, whether the petition for certification election is filed by an employer or a legitimate labor organization, the employer shall not be considered a party thereto with a concomitant right to oppose a petition for certification election. The employer’s participation in such proceedings shall be limited to: (1) being notified or informed of petitions of such nature; and (2) submitting the list of employees during the pre-election conference should the Med-Arbiter act favorably on the petition.
Status note: inserted as a new provision by Section 12 of R.A. No. 9481 (2007). This is the bystander rule. Choosing a bargaining agent is the employees’ business. The employer is entitled to notice and must supply the list of employees — and nothing more.
Article 272 [259] — Appeal from Certification Election Orders
Any party to an election may appeal the order or results of the election as determined by the Med-Arbiter directly to the Secretary of Labor and Employment on the ground that the rules and regulations or parts thereof established by the Secretary of Labor and Employment for the conduct of the election have been violated. Such appeal shall be decided within fifteen (15) calendar days.
Status note: as amended by Section 25 of R.A. No. 6715 (1989). Note the narrow ground: the appeal lies for violation of the election rules, not for general dissatisfaction with the outcome.
Title VII-A — Grievance Machinery and Voluntary Arbitration
Status note for the whole Title: incorporated as a new chapter by R.A. No. 6715 (1989). See also Rule XIX of DOLE Department Order No. 40-03 and Rule XIX, Book V of the Omnibus Rules, which detail the grievance procedure.
Article 273 [260] — Grievance Machinery and Voluntary Arbitration
The parties to a Collective Bargaining Agreement shall include therein provisions that will ensure the mutual observance of its terms and conditions. They shall establish a machinery for the adjustment and resolution of grievances arising from the interpretation or implementation of their Collective Bargaining Agreement and those arising from the interpretation or enforcement of company personnel policies.
All grievances submitted to the grievance machinery which are not settled within seven (7) calendar days from the date of its submission shall automatically be referred to voluntary arbitration prescribed in the Collective Bargaining Agreement.
For this purpose, parties to a Collective Bargaining Agreement shall name and designate in advance a Voluntary Arbitrator or panel of Voluntary Arbitrators, or include in the agreement a procedure for the selection of such Voluntary Arbitrator or panel of Voluntary Arbitrators, preferably from the listing of qualified Voluntary Arbitrators duly accredited by the Board. In case the parties fail to select a Voluntary Arbitrator or panel of Voluntary Arbitrators, the Board shall designate the Voluntary Arbitrator or panel of Voluntary Arbitrators, as may be necessary, pursuant to the selection procedure agreed upon in the Collective Bargaining Agreement, which shall act with the same force and effect as if the Arbitrator or panel of Arbitrators have been selected by the parties as described above.
Seven calendar days, then it moves on its own. A grievance not settled within seven calendar days of submission is automatically referred to voluntary arbitration — no separate motion is needed.
Glossary: Grievance machinery →
Article 274 [261] — Jurisdiction of Voluntary Arbitrators and Panel of Voluntary Arbitrators
The Voluntary Arbitrator or panel of Voluntary Arbitrators shall have original and exclusive jurisdiction to hear and decide all unresolved grievances arising from the interpretation or implementation of the Collective Bargaining Agreement and those arising from the interpretation or enforcement of company personnel policies referred to in the immediately preceding article. Accordingly, violations of a Collective Bargaining Agreement, except those which are gross in character, shall no longer be treated as unfair labor practice and shall be resolved as grievances under the Collective Bargaining Agreement. For purposes of this article, gross violations of Collective Bargaining Agreement shall mean flagrant and/or malicious refusal to comply with the economic provisions of such agreement.
The Commission, its Regional Offices and the Regional Directors of the Department of Labor and Employment shall not entertain disputes, grievances or matters under the exclusive and original jurisdiction of the Voluntary Arbitrator or panel of Voluntary Arbitrators and shall immediately dispose and refer the same to the Grievance Machinery or Voluntary Arbitration provided in the Collective Bargaining Agreement.
This article draws the jurisdictional line for CBA disputes, and it is the qualification DOLE attaches to Article 259(i), Article 260(f) and to the Labor Arbiter’s jurisdiction over termination disputes in Article 224. An ordinary CBA violation is a grievance for voluntary arbitration; only a flagrant or malicious refusal to comply with the economic provisions is gross enough to be an unfair labor practice. The NLRC and DOLE Regional Directors must refer such matters out rather than hear them.
Glossary: Voluntary arbitration →
Article 275 [262] — Jurisdiction over other Labor Disputes
The Voluntary Arbitrator or panel of Voluntary Arbitrators, upon agreement of the parties, shall also hear and decide all other labor disputes including unfair labor practices and bargaining deadlocks.
By agreement, voluntary arbitration can take anything — including ULP cases and bargaining deadlocks that would otherwise go to a Labor Arbiter or to conciliation.
Article 276 [262-A] — Procedures
The Voluntary Arbitrator or panel of Voluntary Arbitrators shall have the power to hold hearings, receive evidences and take whatever action is necessary to resolve the issue or issues subject of the dispute, including efforts to effect a voluntary settlement between parties.
All parties to the dispute shall be entitled to attend the arbitration proceedings. The attendance of any third party or the exclusion of any witness from the proceedings shall be determined by the Voluntary Arbitrator or panel of Voluntary Arbitrators. Hearing may be adjourned for cause or upon agreement by the parties.
Unless the parties agree otherwise, it shall be mandatory for the Voluntary Arbitrator or panel of Voluntary Arbitrators to render an award or decision within twenty (20) calendar days from the date of submission of the dispute to voluntary arbitration.
The award or decision of the Voluntary Arbitrator or panel of Voluntary Arbitrators shall contain the facts and the law on which it is based. It shall be final and executory after ten (10) calendar days from receipt of the copy of the award or decision by the parties.
Upon motion of any interested party, the Voluntary Arbitrator or panel of Voluntary Arbitrators or the Labor Arbiter in the region where the movant resides, in case of the absence or incapacity of the Voluntary Arbitrator or panel of Voluntary Arbitrators, for any reason, may issue a writ of execution requiring either the sheriff of the Commission or regular courts or any public official whom the parties may designate in the submission agreement to execute the final decision, order or award.
Twenty days to decide, ten days to become final. That is considerably faster than the NLRC route, and it is the practical argument for putting a dispute into voluntary arbitration.
Article 277 [262-B] — Cost of Voluntary Arbitration and Voluntary Arbitrator’s Fee
The parties to a Collective Bargaining Agreement shall provide therein a proportionate sharing scheme on the cost of voluntary arbitration including the Voluntary Arbitrator’s fee. The fixing of fee of Voluntary Arbitrators, or panel of Voluntary Arbitrators, whether shouldered wholly by the parties or subsidized by the Special Voluntary Arbitration Fund, shall take into account the following factors:
(a) Nature of the case;
(b) Time consumed in hearing the case;
(c) Professional standing of the Voluntary Arbitrator;
(d) Capacity to pay of the parties; and
(e) Fees provided for in the Revised Rules of Court.
The Special Voluntary Arbitration Fund referred to here is funded in part by the CBA registration fees collected under Article 237.
Amendment and Status Table
| Provision | Status | Note |
|---|---|---|
| Art. 258 [247] — ULP concept | Amended; cross-references moved | B.P. Blg. 70 (1980); third par. by Sec. 19, R.A. No. 6715 (1989); “Articles 263 and 264” now Arts. 278 and 279 |
| Art. 259 [248] — Employer ULPs | Amended; cross-reference corrected | Sec. 6, B.P. Blg. 130 (1981); “Article 242(o)” means old Art. 241(o), now Art. 250(o) |
| Arts. 259(i) and 260(f) — CBA violations | Qualified | Only gross violations are ULP — Art. 274 |
| Art. 260 [249] — Union ULPs | Amended | B.P. Blg. 130 (1981) |
| Art. 261 [250] — Bargaining procedure | Amended | Sec. 20, R.A. No. 6715 (1989) |
| Art. 265 [253-A] — CBA terms | New article | Incorporated by Sec. 21, R.A. No. 6715 (1989) |
| Art. 266 [254] — Injunction prohibited | Amended; cross-references moved | Sec. 4, B.P. Blg. 227 (1982); “Articles 218 and 264” now Arts. 225 and 279 |
| Art. 267 [255] — Exclusive representation | Amended | Sec. 22, R.A. No. 6715 (1989) |
| Art. 268 [256] — Organized establishments | Amended | Sec. 10, R.A. No. 9481 (2007) |
| Art. 269 [257] — Unorganized establishments | Amended | Sec. 11, R.A. No. 9481 (2007) |
| Art. 271 [258-A] — Employer as bystander | New article | Inserted by Sec. 12, R.A. No. 9481 (2007) |
| Art. 272 [259] — Appeal from election orders | Amended | Sec. 25, R.A. No. 6715 (1989) |
| Title VII-A — Arts. 273 to 277 | New chapter | Incorporated by R.A. No. 6715 (1989); see Rule XIX, D.O. No. 40-03 |
Sources
- Department of Labor and Employment, Labor Code of the Philippines, as Amended and Renumbered (2022 edition), Book Five, Titles VI, VII and VII-A, pages 96–105, including DOLE’s amendment, renumbering and cross-reference footnotes. Published by DOLE at dole.gov.ph; the same edition is mirrored as a PDF by the International Labour Organization. Accessed 1 September 2026.
- Presidential Decree No. 442, as amended — lawphil.net
- Republic Act No. 6715 (1989); Republic Act No. 9481 (2007); Batas Pambansa Blg. 70 (1980), Blg. 130 (1981) and Blg. 227 (1982)
- Omnibus Rules Implementing the Labor Code, Book V, Rule I, Section 1 and Rule XIX; DOLE Department Order No. 40-03, as amended, Rule XIX
Sources rechecked as of: September 1, 2026
Last materially reviewed: September 1, 2026
Educational content, not legal advice. This page reproduces statutory text and marks, where DOLE’s own edition records it, which provisions were amended or renumbered and how their cross-references now read. It is not legal advice and does not create a lawyer-client relationship. Whether a dispute is an unfair labor practice or a grievance determines where it must be filed, and filing in the wrong forum can cost the case. Unfair labor practice prescribes in one year. LaborCode.ph is independent and is not a government website, tribunal, or law firm. For advice on an actual dispute, consult a Philippine labor lawyer, DOLE, the NCMB, or the NLRC.