NATIONAL CONCILIATION AND MEDIATION BOARD

NATIONAL CONCILIATION AND MEDIATION BOARD

Th e National Conciliation and Mediation Board (NCMB) was created within the ambit of the DOLE on January 30, 1987 through Executive Order No. 126 to give meaning to the constitutional mandate to-

“. . . promote the principle of shared responsibility between workers and employers and the preferential use of voluntary modes of settling disputes, including conciliation and shall enforce their mutual compliance therewith to foster industrial peace. . .”

expressed in Article XIII, Section 3, Paragraph 3 of the 1986 Philippine Constitution.

Th e NCMB serves as a machinery that shall ensure prompt response to all labor-management disputes that may arise and shall work towards their early and amicable settlement.

NCMB MANDATE

MISSION

VISION

Th e NCMB shall formulate policies, develop plans and programs and set standards and procedures relative to the promotion of conciliation and mediation of labor disputes through preventive mediation, conciliation and voluntary arbitration; facilitation of labor-management cooperation through joint mechanisms for information sharing, eff ective communication and consultation and group-problem solving.

To sustain harmonious labor and management relations through continuous education, mainstreaming of alternative dispute resolution (ADR) mechanisms, and implementation of innovative approaches towards worker’s empowerment.

Th e NCMB shall be the center of excellence in enhancing harmonious relationship in very workplce.

ONTENTS

Memorandum for the Secretary

2013 Plans and Targets

Budget

2013 Accomplishments

Th e Highlights

I. Partnership and Labor-Management Empowerment

II. Voluntary Arbitration

III. Conciliation and Mediation Program

IV. Capability Building Programs

C

5

11

13

18

20

25

3 About NCMB

7

10

12

Memorandum for Secretary Rosalinda Dimapilis-Baldoz

We are respectfully submitting the annual report of the National Conciliation and Mediation Board for 2013.

NCMB’s 2013 accomplishments are higlighted by the Board’s successful eff orts in further reducing the incidence of work stoppages to only one, made possible through the combined eff ects of the Board’s three programs on workplace relations enhancement, voluntary arbitration, and conciliation-mediation. Th e single strike in 2013 is the lowest so far in the country’s labor relations history.

Th is humble performance, our modest contribution to the attainment of the labor and employment agenda of the present administration, was brought about by the collective eff orts, hard work, and sacrifi ces of our offi cials and staff who toiled day and night, many of whom rendered their services even during Saturdays, Sundays and holidays, to respond to the needs of our clients.

As the labor relations environment continues to change, the Board remains steadfast in its resolve to take up the challenge posed by such changes and stays true to its mission and commitment to preserve the gains achieved in the past years as it looks forward to a continuation of sustained industrial peace.

We wish to express our sincere thanks to the leadership of the Department whose all-out support and encouragement have been instrumental in making these accomplishments possible. Our thanks also go to our social partners and clients whose cooperation and support enabled us to reach another milestone in the existence of this Agency.

REYNALDO R. UBALDOExecutive Director IV

2013PLANS and TARGETS

8 NCMB 2013 Annual Report

Program/Activity/Project

(1)

Performance Measures

(2)

Physical Target

(3)I. PARTNERSHIP AND LABOR-MANAGEMENT EMPOWERMENT

A. WORKPLACE COOPERATION AND PARTNERSHIP

LMC Facilitation

No. of LMCs facilitated 307

LMC Enhancement

No. of LMCs enhanced 1, 133

B. WORKPLACE DISPUTE PREVENTION

Institutionalization of GMs in unorganized companies

No. of GMs Institutionalized 171

Operationalization of GMs in organized establishments

No. of GMs operationalized 177

Strengthening/Enhancement

No. of GMs strengthened/enhanced 1, 152

II. CONCILIATION AND MEDIATION PROGRAM

No. of new AS/L cases declared not to exceed 6% of the

total notices handled

No. of new NS/L cases received 226

No. of new PM cases received 460

Disposition rate

Actual Strike/Lockouts 95%

Notices of Strike/Lockout 93%

Preventive Mediation 94%

Program/Activity/Project

(1)

Performance Measures

(2)

Physical Target

(3)Settlement rate

Actual Strike/Lockouts 75%

Notices of Strike/Lockout 78%

Preventive Mediation 89%

Duration to Dispose/Settle

Actual Strike/Lockouts 23

Notices of Strike/Lockout 29

Preventive Mediation 22

SENA

No. of new RFAs processed 3, 141

Settlement Rate 88%

III. ARBITRATION AND ADJUDICATION PROGRAM

No. of new voluntary arbitration cases submitted

137

Disposition rate

Previous cases 100%

Current cases 50%

Combined cases 60%

Average Days to Decide

From Submission for Decision 20

From Acceptance of Arbitrator 90

Performance Assessment activities provide a means for the NCMB leadership to evaluate the Boards’ progress in implementing its programs and to plan its activities for the next fiscal year.

2013 PLANS AND TARGETS


2013 Mid-Year Performance Assesment, Royal Tagaytay Country Club, July 22-24, 2013.

DOLE Senior Officials grace the Boards’ performance assessment and planning activities to provide guidance thru the latest policy pronouncements/policy instructions. (Top photo) At the microphone is Secretary Rosalinda D. Baldoz who is flanked by Undersecretaries Ciriaco A. Lagunzad III and Rebecca C. Chato. Photo taken during the NCMB 2012-2013 Year-End Assessment and Planning Exercises.


NCMB carried out its 2013 Plans and Programs with a budget allocation of P 211, 803, 841.00

The Board utilized 92% of its budget allocation in 2013. Total utilization was P193, 644, 254.00, distributed as follows:

GeneralAdmin. And

Support

Support toOperations

Partnershipand Labor

ManagementEmpowerment

Conciliationand Mediation

Program

Arbitrationand

Adjudication

Local FundedProject

SpecialAccount in theGeneral Fund

Budget Allocation 39,961,088 16,884,582 57,462,008 68,674,107 14,015,123 14,194,578 612,352Utilization 37,045,826 13,567,437 54,795,664 65,487,500 13,364,796 8,904,963 478,068

-

10,000,000

20,000,000

30,000,000

40,000,000

50,000,000

60,000,000

70,000,000

NCMB Budget Allocation vs. Utilization, FY 2013

Conciliation and Mediation Program

32%

General Admin. and Support19%

Support to Operations8%

Local Fund Project7%

Arbitration and Adjudication7%

Partnership and Labor Management Empowerment

27%

NCMB Budget Allocation, FY 2013

NCMB Total Budget for 2013: 211, 803, 841M

BUDGET

Total Budget: P 211, 803, 841

ACCOMPLISHMENTS2013


In 2013, the National Conciliation and Mediation Board continued to sustain the efforts toward maintaining a stable and peaceful industrial relations climate in the country. It was able to reduce the incidence of work stoppages to one from three cases in the immediately preceding year through the provision of timely, efficient and effective conciliation and mediation services. The lone case of actual strike in 2013 is the lowest since 1988 and comprises only 0.56% of the 177 total notices of strike/lockouts handled during the period.

The Board likewise heightened its efforts towards the promotion of bipartite plant level cooperation and dispute resolution mechanisms resulting in increased number of LMCs facilitated and grievance machineries operationalized. Its sustained efforts in promoting the Voluntary Arbitration program also reaped positive results, as seen in the increase in the number of cases submitted to Voluntary Arbitration.

THE HIGHLIGHTS


A. WORKPLACE COOPERATION AND PARTNERSHIPS (LMCs)

LMC provides a channel of communication between employees and management, a means of constructive cooperation between them, and a forum to study and discuss possible solutions to mutual problems affecting labor-management relations.

It is the outcome of a continuing process

of enhancing mutual trust and respect through information sharing, discussion, consultation and negotiations as schemes of workers’ participation in decision making processes on matters not covered by collective bargaining agreements. It also aims to strengthen tripartism and broaden representation of workers as a tool for attaining employment goals toward productivity gain-sharing and competitiveness.

LMCs help reduce the rate of grievances, speed up resolution of issues between labor and management, and evolve better communication processes to improve the benefits and welfare of workers.

The NCMB promotes LMC through its corps of conciliator-mediators and LMC facilitators in the regional branches working closely in attending to issues faced by employees.

In 2013, the Board thru its appropriate regional branches was able to facilitate 285 LMCs (98 in organized establishments and 187 in unorganized companies). The 285 new LMCs are 19% more than the 231 LMCs facilitated in 2012. Also, the Board strengthened 1,087 existing LMCs, 649 of which are organized establishments and 438 are unorganized companies. The 285 new LMCs brought to 2, 349 the total number of LMCs existing as of December 31, 2013.

Convergence Program

The NCMB has tied up with the NWPC through a convergence program to promote productivity in companies through the LMC. To pursue the objectives of this convergence program, the NCMB and NWPC joined forces to conduct the following activities in 2013:

–Pilot training of trainers from NCR, ROs 3, and 4A where 8 productivity specialists and 17 NWPC and NCMB personnel were trained; and

–Orientation of 95 companies on LMC and productivity concepts.

The joint efforts resulted in the following outputs:

–Facilitation of 34 LMCs in companies with existing productivity improvement programs (PIPs),

–Enhancement of 95 LMCs through cascading/orientation of basic productivity concepts, and

–Enhancement of 37 LMCs through the establishment of RTWPB-initiated PIPs.

I. PARTNERSHIP AND LABOR-MANAGEMENT EMPOWERMENT


Taganito Mining Corporation, CARAGA

The Board joined hands with the Philippine Labor-Management Cooperation Practitioners (PHILAMCOP) to organize the 9th LMC National Convention. The event culminated in the awarding of the winners in the 2013 Search for Most Outstanding LMC. The winners, three each from organized and unorganized establishments were awarded plaques of recognition and cash prizes of Php 25, 000 each.

The Board awarded the 2013 Outstanding LMC awards for Industrial Peace to six grands winners, eight special awardees, and 23 finalists.

In March 2013, the Board launched the 2013 Search for Outstanding LMC Awards for Industrial Peace. The Search is a biennial activity being undertaken by the Board since 1998 to accord due recognition to companies with well established LMC and partnership mechanisms that have resulted in increased productivity, improved workers’ job satisfaction, and enhanced business performance.

The Search aims to expand, reach and nurture the existing strong ties between and among social partners, industry stakeholders, and organized advocates/practitioners of workplace cooperation and partnership.

Hedcor Inc., CAR

CATEGORY: Organized Establishments

2013 Search for Outstanding LMCs: The Winners


Tagum Agricultural Development Corp., Region XI

De Vera Medical Center Inc., Region II

Sanyo Semiconductor Manufacturing Phils. Inc., Region III

Purefoods Hormel Co. Inc., Region IVA

CATEGORY: Unorganized Establishments


B. WORKPLACE DISPUTE PREVENTION AND SETTLEMENT (GRIEVANCE MACHINERY)

NCMB promotes grievance machineries to pursue the policy of minimal government intervention in labor disputes through bipartite plant-level dispute resolution mechanisms that aim to leave the resolution of workplace conflicts to the parties themselves. Unresolved conflicts are elevated to voluntary arbitration.

In pursuit of this policy, the Board conducts area-wide seminars and skills training on grievance handling, conflict management and joint problem solving processes to help labor and management settle grievances between themselves without government or third party assistance. These seminars and skills training are also geared towards the operationalization (in organized establishments) and institutionalization (in unorganized companies) of grievance machinery that will process employee grievances at the shop floor.

The program aims to strengthen tripartism and broaden representation of workers as a tool for attaining employment goals toward productivity gain-sharing and competitiveness.

It also promotes the primacy of collective bargaining and negotiation in the settlement of disputes through the grievance machinery in organized and unorganized establishments.

The promotion of grievance handling at the workplace has made grievance machineries functional allowing labor disputes to be addressed at the plant level. Oftentimes when these happen, only a few of the grievances manage to reach voluntary arbitration, hence the decline in VA cases.

In 2013, the Board was able to operationalize 134 and institutionalize 152 GMs, 18% lower than the 348 GMs targeted for the year. It also strengthened 1, 069 GMs. There are 2, 618 existing grievance machineries (1, 697 in organized establishments and 921 in unorganized establishments) nationwide as of December 31, 2013.

The 2013 Best Practices Awards on Best Enterprise Based Dispute Resolution Practices was launched to recognize companies that have functional and successful plant-level dispute settlement mechanisms.


Screening of Entries to the 2013 Search for Best Grievance Machineries


Voluntary Arbitration (VA) is the terminal step in the parties’ grievance machinery. It is a third party settlement of a labor dispute involving the mutual consent by the representative of the company and the labor union involved in a labor dispute to submit their case to a neutral third party who decides the case based on merits, and whose decision is fi nal, executory and inappealable.

Th e program aims to improve labor adjudication in the country by ensuring t r a n s p a r e n c y , effi ciency and integrity in the labor dispute settlement system.

Th e Board promotes VA as an alternative to strikes/lockouts, compulsory arbitration, or any other mode of labor dispute settlement to pursue the state policy of less government intervention as provided in the 1987 Constitution.

0

50

100

150

200

250

201320122011201020092008200720062005200420032002

NO. OF VOLUNTARY ARBITRATION CASES FILED, 2002-2013

223

175

156150150 149

143

133124

180

169173

II. VOLUNTARY ARBITRATIONTh e Board maintains a list of accredited

voluntary arbitrators who perform the function of a judge in VA cases.

From January to December 2013, cases

submitted to voluntary arbitration reached 173, 26% higher than the projection of 137 cases, and 2.4% higher than the 169 cases submitted in 2012. With the addition of 80 cases carried over from the previous period, VA cases handled in 2013 totaled 253.

Of the 253 cases handled, 147 or 58% were disposed. In comparison, 174 cases

were disposed out of the 254 cases handled in 2012, for a disposition rate of 69%.

Th e disposition of 147 cases benefi tted 667 workers with Php 245M in monetary awards.

Th e Board conducted the Skills Training for Accredited Voluntary Arbitrators in Sequoia Hotel, Mother Ignacia Avenue, Quezon City on October 25-26, 2013.

Skills Training for Accredited Voluntary Arbitrators


The training was intended to update the voluntary arbitrators on the latest trends and developments in the field of labor relations.


NCMB promotes conciliation-mediation as the preferred mode of resolution of unfair labor practice and bargaining deadlock issues raised in cases of actual strikes, notices of strike/lockout and preventive mediation cases. Th e Board off ers conciliation-mediation services to parties involved in notices of strike/lockout and preventive mediation cases to prevent the same from maturing into actual work stoppages. If a work stoppage has already occurred, the NCMB, thru the conciliator-mediators, continues with

its conciliation and mediation services in an eff ort to settle the dispute at the earliest possible time to minimize if not prevent its adverse eff ects to the workers , to the company, and to the economy.

Th e Boards’ conciliation-mediation program is one of the strategies to achieve the objectives of Philippine Labor and Employment Plan 2011-2016.

A. ACTUAL STRIKES/LOCKOUTS (AS/L)

0

5

10

15

20

25

30

35

40

201320122011201020092008200720062005200420032002

NO. OF ACTUAL STRIKES/LOCKOUTS, 2002-2013

3638

2526

12

65 4

8

2 31

Th e National Conciliation and Mediation Board eff ectively maintained a peaceful industrial relations climate towards job preservation by keeping the incidence of work stoppages to only one during the period January 1 to December 31, 2013.

Th e lone strike involved deadlock in collective bargaining (BD).

Th e strike incidence in 2013 is so far the lowest in Philippine labor relations history, dropping 67% compared to the three cases recorded in the immediately preceding year. Workers aff ected in these strikes however increased to 400 from 209 workers a year ago.

Th e lone strike occurred in Region 4-A. Th e other regions were strike and lockout-free during the period, mainly due to functional workplace confl ict prevention and settlement schemes (grievance machineries) and workplace cooperation and partnership mechanisms (LMCs).

Mandays lost as a result of strike increased by 51% from 797 in 2012 to 1, 200 in 2013.

Th e Board disposed the actual strike handled during the period to achieve 100% disposition rate. Overall dispute management rate (or the ratio of the total number of notices of strike/lockout and preventive mediation cases that did not materialize into actual work stoppage to the total notices of strike/lockout and preventive mediation cases handled) was computed at 99.85%.

III. CONCILIATION AND MEDIATION PROGRAM


Th e Board disposed the actual strike in only 3 day/s, 3 days faster than it took to dispose actual strike cases in 2012.

B. NOTICES OF STRIKE/LOCKOUT (NS/L)

0

100

200

300

400

500

600

700

800

201320122011201020092008200720062005200420032002

NO. OF NOTICES OF STRIKE/LOCKOUT, 2002-2013752

606

558

465

353 340362

286276

240

184

149

Th e Board docketed 149 new notices of strike/lockout during the year, 19% lower than the 184 NS/L cases fi led in 2012. Th e new cases involved 31, 256 workers, decreasing 23% compared to 40, 861 last year.

Of the 149 new cases fi led, 97 raised the issue of unfair labor practice, 46 involved deadlock in bargaining negotiations and 6 had a combination of both issues.

Th e Board disposed 82% of the total NS/L handled during the period, 5 percent lower than the 87% disposition rate achieved in 2012. Settlement rate was registered at 79% from 78% last year.

Th e Board settled notices of strike/lockout cases in an average of 43 days, 6 days faster than the 49 days it took to resolve NS/L cases in 2012.

Monetary benefi ts resulting from case settlement include some P 749 M in CBA package benefi ting 7, 386 workers and P 114M in separation pay and other monetary benefi ts for 1, 318 workers.

C. PREVENTIVE MEDIATION (PM)

Th e Board received 452 new preventive mediation cases from January 1 to December 31, 2013, 6% higher than the 428 cases fi led a year ago. Workers involved in the new PM cases increased by 17%, to 138, 944 from 118, 878 last year. Th e Board handled a total of 484 PM cases during the period.

Of the 452 total cases fi led, 385 involved unfair labor practice. Deadlock in collective bargaining, mostly on economic issues, was raised in 61 cases. Six cases raised both ULP and BD.

0

200

400

600

800

1000

201320122011201020092008200720062005200420032002

NO. OF PREVENTIVE MEDIATION CASES, 2002-2013

813

757

671699

569535540

482

416

507

428452


The Board disposed 93% or 450 cases of the 484 preventive mediation cases handled during the period. Settlement rate was recorded at 87%, 1% percentage lower than the 88% attained last year.

It took the Board 29 days to settle a preventive mediation case in 2013, 2 days faster than the 31 days it took to resolve PM cases in 2012.

Monetary benefits resulting from case settlement include some P 385M in CBA package benefiting 4, 387 workers and P 51M in separation pay and other monetary benefits for 5, 946 workers.

D. SINGLE ENTRY APPROACH (SENA)

SENA is a reform measure institutionalized through Department Order No. 107-10 to effect a faster, fairer, and less expensive settlement of labor issues and to prevent such issues from maturing into actual labor cases. Single Entry Approach is an option provided by the Department for workers in the filing of cases with conciliation as the entry point. If settlement is not reached within 30 days, the parties can elevate the issue to the appropriate offices of the Department.

The implementation of SENA is in pursuit of item 6 of the 22-point labor and employment agenda of President Benigno C. Aquino III, particularly on the need to ensure speedy dispensation of labor justice. The program institutionalizes the 30-day mandatory conciliation-mediation of all labor cases under a single entry approach that is being implemented at the regional and provincial offices of the DOLE, as well as in other offices and agencies, particularly the NLRC, NCMB, ECC, POEA and OWWA.

In 2013, the Board received a total of 4, 598 requests for assistance (RFAs) under the SENA, a sharp increase of 17% from 3, 916 cases received in 2012.

Workers involved increased by 7% to 12, 397 this year from 11, 592 in 2012. The Board handled a total of 4, 860 SENA cases during the year.

The Board disposed 96% or 4, 688 of the 4, 860 SENA cases handled during the period, and settled 94% or 4, 556 cases, benefiting 5, 055 workers with Php 331M in restitution benefits.

Project SpeEd VI was implemented pursuant to Administrative Order No. 60, series of 2013, to expedite the disposition of labor cases in the different offices of the Department with the ultimate goal of achieving zero-backlog. Project SpeEd VI covered all cases that were pending as of December 31, 2012. All concerned bureaus and attached agencies were to dispose 98% of the cases covered by SpeEd VI by December 31, 2013, without prejudice to cases received between January 1, 2013 and December 31, 2013 that should be disposed observing the time prescribed by existing laws and regulations on case disposition.

Implementation of Project SpeEd is in pursuit of the policy reforms enunciated in the 22-point labor and employment agenda of the Aquino Administration, particularly item 6, which seek to pursue the continuing objective of ensuring speedy labor justice.

The Board was able to dispose a total of 617 or 78% out of 791 cases under the Project SpeED VI as of December 31, 2013, broken down as follows:

- NSL – 115 or 78% disposed out of 147 cases- PM – 390 or 92% disposed out of 424 cases- VA – 112 or 51% disposed out of 220 cases

Some 174 cases (32 NS/L, 34 PM and 108 VA) are still pending as of December 31, 2013.

E. SPEEDY AND EFFICIENT DELIVERY OF LABOR JUSTICE (SPEED VI)


Type of Case Monetary Benefits (Php) Worker Beneficiaries

Notices of Strike/Lockout P 65M 5, 901

Preventive Mediation P 413M 9, 683

Voluntary Arbitration P 183M 543

Monetary awards amounting to Php 661M benefiting 16,127 workers were facilitated by the Board in the settlement of cases enrolled in Project SpeEd VI.

2nd SEnA Awards, Ichikawa Hall, Occupational Safety and Health Center, North Avenue, Quezon City, January 14, 2013

NCMB spearheaded the conduct of the 2nd SENA Congress at the Occupational Safety and Health Center on January 14, 2013. The Congress sought to honor outstanding Single Entry Assistance Desk Officers and best performers among agencies and offices implementing the Single Entry Approach Program.


DOLE SEnA Team is Presidential Lingkod Bayan AwardeeOn October 24, 2013, President Benigno C. Aquino

III conferred the Presidential Lingkod Bayan Awards to the DOLE SENA Team in simple rites at the Heroes’ Hall of the Malacañan Palace.

The DOLE SENA Team is one of four winners in the group category of the 2013 Search for Outstanding Public Officials and Employees.

Executive Director Reynaldo R. Ubaldo of the National Conciliation and Mediation Board (NCMB) led the DOLE SENA Team in accepting the award from the President.

They joined 12 other recipients of the award that included nine individuals and three other groups. The Lingkod Bayan awardees were selected from 97 qualified nominees received by the Civil Service Commission.

The Presidential Lingkod Bayan Award is conferred to individuals or groups for their outstanding contributions resulting from an idea or performance that had nationwide impact on national interest.

The DOLE SENA Team is recognized for its outstanding performance in effecting a speedy, impartial, inexpensive, and accessible settlement of labor issues through conciliation and mediation.

The DOLE SEnA Team

The awarding body took note of the teams’ achievement in reducing by 99% the compulsory handling of cases in the DOLE regional offices, and in preventing 75% of the total

RFAs filed from maturing into regular compulsory arbitration cases.

The DOLE SENA Team is headed by NCMB Executive Director Reynaldo R. Ubaldo. Its members include Director Gil G. Caragayan, Conciliator-Mediator Jay Jasper Javines, Conciliator-Mediator Edgar Aquino, and Conciliator-Mediator Angelita Narvaez, all of the NCMB; Labor and Employment Officer Joselito Diego, Senior Labor and Employment Officer Aurita Limpin, and Supervising Labor and Employment Officer Reynante Lugto, all of the DOLE Regional Office No. 3; and Vivencio Lagahid, Senior Labor and Employment Officer of DOLE Regional Office No. 7.

Ubaldo and his team received a presidential plaque with citation and

signature of the president, a gold-gilded medallion, and cash award of P200,000.

They are also entitled to an automatic promotion to the next higher rank suitable to their qualification with commensurate salary pursuant to Section 5 of Executive Order 508.

The awards rites highlighted the national celebration of the 113th anniversary of the Philippine Civil Service.


In 2013, the Board took a lead role in the DOLE-wide skills upgrading program for Single Entry Assistance Desk Officers (SEADOs). Officials of the Board served as resource speakers in the SEADO trainings that were held in Tacloban, Leyte on February 11-12, 2013; February 14-15, 2013 in Cagayan de Oro City; September 11, 2013 for National Labor Relations Commission (NLRC) participants; and on September 18-20, 2013 and October 2-4, 2013 for participants from the Professional Regulations Commission (PRC). Upper photo on the right is RCMB X Director Florido Akut who served as resource person during the SEADO training in Cagayan de Oro.

Enhanced Training for DOLE SEADOs

IV. CAPABILITY BUILDING PROGRAMS


The Board conducted the 17th Labor Dispute Management Course at the Hotel Supreme, Baguio City on May 28-31, 2013. The annual training course for its corps of conciliator-mediators, regional branch directors, and other officials was intended to enhance the capabilities and potentials of the participants to ensure their prompt and efficient response to all labor-management disputes.

17th Labor Dispute Management Course


The Board conducted the Specialized Training for NCMB Program Implementers with emphasis on productivity and the two-tiered wage system in Tagaytay City in July 9-12, 2013 to train NCMB employees to improve work processes and the quality of services the NCMB personnel provide the clients.

Specialized Training for NCMB Program Implementers


Orientation on the Case Docketing and Monitoring System 2

The orientation seminar on the Case Docketing and Monitoring System was held at Bayview Park Hotel on December 12-13-, 2013.

Participants from the Board’s 15 regional branches (RB 8 was not represented) were oriented on the features of the program and were trained on the proper use of the CDMS in docketing requests for assistance, preventive mediation cases, notices of strike/lockout, and Voluntary Arbitration cases. Right, Mr. Ricardo Sayno explains the features of the system.


Mentoring Session for Labor Information Officers of Central Office and Regional Branches - NCR, CAR, I, II, III, IVA and IVB

On December 4-5, 2013, the Board conducted a mentoring session for its labor information officers coming from RCMBs NCR, CAR, 1, 3, 4A, 4B, and the Central Office to enhance their knowledge and skills particularly on feature writing. The activity was held at the NCMB Conference Room, 5th Floor, Arcadia Building.


Team Enhancement Exercise 2013, Bakasyunan Resort, Tanay, Rizal, April 10-12, 2013

As part of the Board’s continuing efforts to promote harmonious relations, unity, cooperation, and productivity among its employees, the Board conducted a Team Enhancement Exercise (TEE) cum Tree Planting activities in relation with our Green Our DOLE Program its Central Office, RCMBs NCR, 3, 4A and 4B employees in Tanay Rizal, on April 10-12, 2013.


Photos are taken during the farewell party for Labor Attache Atty. Romeo A. Young who served as the Board’s OIC Deputy Executive Director from 2012 until his retirement on April 11, 2013. The activity is one of the sidelights of the 2013 Team Enhancement Activity.


Gender Mainstreaming/Workshop

The Board also conducted Gender Mainstreaming Workshop for NCMB GAD Technical Working Group and Focal Persons at the Royale Tagaytay Country Club, Alfonso, Cavite on July 21-24, 2013.


General Assembly cum Recollection for Officials and Employees of the Cen-tral Office, RCMBs NCR, III, IVA and IVB

The Board conducted a recollection at the 5th Floor Conference Room, Arcadia Building, Quezon Avenue, Quezon City on December 03, 2013. The activity was facilitated by Dominican Sisters of Regina Rosarii Institute of Contemplation in Asia (RICA).


Personnel Movement

Newly appointed Directors Lourdes P. Estioco (L) and Technical Service Director Teresi-ta E. Audea (R) Newly appointed Internal Services Director Maria Cristina O.

Mangaliman

Newly appointed Labor and Employment III Ms. Joan Esther O. Mabilangan

Newly appointed Directors Estrella R. Rosal, Brenda Rose C. Odsey and Susan A. Quimpo take their oaths of Offi ce before Executive Director Reynaldo R. Ubaldo. Ms. Rosal is the new Director of RCMB II while Misses Odsey and Quimpo are assigned to head RCMBs CAR and V, respectively.

Directors Gil G. Caragayan and Feliciano R. Orihuela Jr. takes their oaths as Deputy Executive Director Shirley M. Pascual, Atty. Ronda Malimban and Mr. Noel Caliguiran look on.


DOLE Loyalty Awardees

2013 DOLE Loyalty Awardee NCMB Deputy Executive Director Shirley M. Pascual (M) with Labor Secretary Rosalinda Dimapilis Baldoz (L) and Asst. Secretary Gloria Tango (R).

Director Lourdes P. Estioco (L) of Regional Conciliation and Mediation Branch No. I with Labor Secretary Rosalinda Dimapilis Baldoz (R). Director Estioco is one of the NCMB offi cials who received the 2013 DOLE Loyalty Awards

Mercedes M. Camalig and Pedro Girado of NCMB-Central Offi ce pose with Executive Director Reynaldo R. Ubaldo and Labor Secretary Rosalinda Dimapilis Baldoz while receiving their loyalty awards.

PROGRAM on AWARDS and INCENTIVES for SERVICE EXCELLENCE (PRAISE)


NCMBEA gets accreditation from CSC

In 2013, the National Conciliation and Mediation Board Employees Association (NCMBEA) received its accreditation from the Civil Service Commission.

The certificate of accreditation was awarded to the association on December 20, 2013, during the last quarter assembly held at the NCMB Central Office Conference Room, 5th floor Arcadia Building, 860 Quezon Avenue, Quezon City.

CSC-NCR Director Arturo S.J. Panaligan awarded the NCMBEA its certificate of accreditation, acknowledging NCMBEA as the sole and exclusive negotiating agent of all rank-and-file employees of the Board.

Executive Director Reynaldo R. Ubaldo and NCMBEA President Joselito Rivera signed the Collective Negotiations Agreement right after the confernment of the certification. Vice President-Internal Ronaldo E. Marcelo, Vice President-External Tess Kinsy G. Fulay, Secretary Grace E. Membrere, Public Relations Offier Guia Roa S. Soriano, Treasurer Lisa P. Ofalsa, and Auditor Ferdinand M. Hernaez stood as witnesses during the signing.

From left (sitting): Joselito O. Rivera, Director Arturo S. J. Panaligan, Executive Director Reynaldo R. Ubaldo, Mr. Amorsolo V. Aglibut. (standing, L-R) Mr. Renato Cañutal, Mr. Ferdinand Hernaez, Mr. Arthur Audea, Ms. Grace Membrere, Ms. Lisa Ofalsa, Ms. Tess Kinsy Fulay, Ms. Diadema Aguirre, and Mr. Ronaldo Marcelo.


NCMB Turns 25!

NCMB Offi cials and employees pose with former NCMB and DOLE offi cials during the 25th NCMB founding anniversary held at the Bayview Park Hotel, Manila.

NCMB Executive Director Reynaldo R. Ubaldo and POEA Administrator Hans Leo Cacdac exchange documents during the signing of the NCMB-POEA Memorandum of Agreement relative to the implementation of the SEnA. Th e event was held on the occassion of the 25th NCMB Anniversary celebration.

Well wishers greet NCMB on its 25th Anniversary. Clockwise from top: Former Labor Secretary and fi rst NCMB Administrator Bienvenido E. Laguesma, former Labor Secretary and current Senate President Franklin Drilon, Labor Secretary Rosalinda Dimapilis-Baldoz, former Executive Director Atty. Buenaventura C. Magsalin, Ms. Delia Uy-PAVA President, Atty. Añiano Bagabaldo-TVAAC Commissioner, Mr. Sherlock Codilla-PHILAMCOP President, Atty. Allan S. Montaño of FFW, and Dr. Lourdes Diaz of ASAPP, Inc.

2013 ANNUAL REPORT

REYNALDO R. UBALDOExecutive Director

SHIRLEY M. PASCUALDeputy Executive Director

Project Directors

MARIA CRISTINA O. MANGALIMAN Internal Services Director

TERESITA E. AUDEATechnical Services Director

WILLIAM E. CALINA Writer/Editor

Michelle Bernadette R. AgagniLayout

Felixberto P. SaguinsinPhotography

Project Managers

Documents

NATIONAL CONCILIATION AND MEDIATION BOARD