October 6, 2021

The A Brown Company, Inc.’s Labor Management Cooperation (LMC) and Grievance Machinery (GM) or the Employees Management Cooperation & Grievance Machinery was formally established in February 19, 2021 and their respective LMC Committee Heads and Members took their oath before the RCMB X Regional Branch Director Atty. Ligaya R. Lumbay and A Brown Company, Inc.’s Head of HR and Development Ms. Vivien M. Lawansa.

In their continuous pursuit to empower and strengthen their LMC and GM, the Company requested the Branch to conduct a Reorientation on LMC and GM on September 6, 2021 geared to give their new entrants full understanding to grasp the concept of LMC, its structure and the GM process.

On September 27, 2021 at 9:30 a.m. via Zoom hosted by A Brown Company, Inc., the RCMB X’s team: Supervising LEO Jocelyn L. Saa, LEO III Gwyneth T. Abella, Administrative Assistant III Joseph Jireh S. Eguia and Administrative Aide VI Zandro L. Cañete spearheaded the Reorientation of A Brown Company Inc.’s Employees Management Cooperation & Grievance Machinery attended by twenty (20) participants.

AA VI Cañete started it off by introducing NCMB, our mandate and programs and services that enhances workplace relationship.

AA III Eguia discusses the LMC concept with emphasis on the differing interests of both the employer and the employee and stresses that these known differences can be brought together thru communication. And that, through LMC, this partnership can be strengthened and can be utilized as a venue to collaborate innovations to make existing practices responsive to the needs of the ever changing times.

Supervising Saa shares the importance of addressing specific needs and issues of the organization and how it can open the gates to various DOLE and its attached agencies interventions and learning sessions to empower the labor and management representatives of the specific committee. That by clustering it into committees the Organization is able to respond into different levels of concerns as well as provide timely and responsive actions that in return would boost workplace motivation, morale and commitment.

Finally, LEO III Abella discusses GM and its operationalization to identify work-related and policy-related issues and concerns that employees may have against the company, as well as corrective actions that the management may take in cases of breach in their policies by their employees. She explains that through GM, an organized procedure of apprising grievances is observed to achieve its ultimate resolution.

Overall, the reorientation was a success and has brought better grasp on the concepts and mechanisms of LMC and GM on the road to achieve Industrial Peace in their workplace.