Manuel S. Enverga University Foundation supports employee representation and collective bargaining through a formal agreement that defines the rights and responsibilities of the University and its recognized employee union.
The Collective Bargaining Agreement (CBA), amended Dec. 28, 2023, establishes a framework for negotiating employment conditions, protecting union participation and resolving concerns affecting covered faculty and non-teaching employees. Its registration certificate identifies a term from July 13, 2023, to July 13, 2028, covering the 2025 reporting period.
Formal recognition of the employee union
Under Article I, the University recognizes the Samahan ng mga Guro at Manggagawa ng Pamantasang Manuel S. Enverga Lucena City as the sole and exclusive collective bargaining representative of the permanent full-time faculty members and permanent non-teaching employees covered by the agreement.
The CBA identifies the union’s Department of Labor and Employment registration, issued Jan. 25, 2018. It recognizes the union’s authority to administer the agreement on behalf of covered employees and to represent them in grievances arising under its provisions.
This recognition gives covered employees a formal channel for collective representation in discussions concerning their employment.
Coverage and employee participation
Article II defines the bargaining unit as permanent full-time faculty members and permanent non-teaching employees who are union members and fall within the agreement’s coverage. It also identifies excluded positions and employment categories, including specified managerial and confidential roles.
The CBA registration application separately records both male and female union members, documenting women’s participation in the organization. These figures reflect the registration application and should not be interpreted as updated 2025 membership totals.
Employees may consult the Human Resource Department or union representatives for guidance on bargaining-unit coverage and representation.
Protection against discrimination for union involvement
Article III, Section 8, states that the University shall not discriminate against employees because of their union membership, service on union committees or participation in union activities. The provision applies subject to the agreement’s conditions concerning work responsibilities and University rules.
This protection supports employees’ participation in their recognized organization and reinforces the role of collective representation in University employment relations.
The agreement also states that dismissal must be based on just and authorized causes and observe due process, providing an additional safeguard within the employment relationship.
Practical support for union representation
The CBA provides arrangements that enable the union to carry out its representative functions.
Under Article III, Section 7, duly authorized union representatives may access University premises during office hours upon written request to investigate grievances and undertake other purposes consistent with the agreement.
Article IV provides for payroll deductions of union membership fees and monthly dues with signed employee authorization. It also establishes procedures for remitting collected amounts to the union. These arrangements support the administration of the employee organization.
Collective negotiation and resolution of concerns
The agreement establishes a shared understanding of pay, working hours and other terms and conditions of employment. Its introductory provisions emphasize cooperation and the prompt, amicable settlement of disputes or grievances arising under the agreement.
The University recognizes the union’s presence in addressing CBA-related grievances, allowing covered employees to seek assistance through their collective representative.
The University’s separate Human Resource Department Grievance and Appeal Process complements this arrangement. Concerns involving CBA interpretation, implementation or enforcement are referred to the CBA Grievance Machinery and Labor-Management Council, while non-CBA concerns follow the appropriate internal procedure.
Shared responsibility and fair administration
Article V sets out responsibilities for both parties to support quality work, efficiency and cooperation. It also states that the University shall exercise its management rights reasonably, judiciously and fairly, consistent with the agreement and principles of justice and equity.
Together, these provisions document a relationship built on negotiated commitments, employee representation and accountability. They support Sustainable Development Goal 8: Decent Work and Economic Growth, particularly the recognition of labor rights and collective bargaining.