Cagayan Seed Producers Multi-Purpose Cooperative Chairman Felipe Lingan shares his thoughts on the NCMB programs and services to foster sustainable industrial peace and productivity in the workplace.

Lingu, Solana, Cagayan – The Regional Conciliation and Mediation Branch-II (RCMB-II) emphasized that Labor-Management Cooperation (LMC) provides a safe space for open discussion. This was highlighted during the orientation on LMC and Grievance Machinery (GM) last February 13, 2025 at the Cagayan Seed Producers Multi-Purpose Cooperative (MPC).

The activity took off from the interest shown by General Manager Nestor Bautista of Cagayan Seed Producers MPC in the NCMB programs after witnessing the signing of a Memorandum of Agreement (MOA) between the Branch and the Cooperative Development Authority on March 5, 2024. Following this, Supervising Labor and Employment Officer Olisen L. Dizon coordinated with HR Manager Santiago Garma III to arrange a plant visit.

The orientation included a discussion about the programs of the NCMB, with focus on its two (2) flagship programs: the LMC and GM. In her presentation, Administrative Officer III Faye Jasper Requim emphasized the numerous benefits of having an LMC, describing LMC as a collaborative platform where management and employees work together to address workplace issues, enhance productivity, and improve work conditions. Ms. Requimin also stressed that fostering open communication builds trust and understanding among all parties involved.

Mr. Dizon provided an in-depth discussion on the GM program, highlighting the importance of having a structured process for addressing employee concerns and grievances fairly and efficiently. He presented a detailed step-by-step guide to effective grievance handling, emphasizing the role of management in fostering a responsive and proactive work environment.

During the session, the cooperative chairman, Mr. Felipe Lingan, raised a concern: “What if employees are hesitant to voice their concerns?” This question opened further dialogue on strategies to build employee confidence and ensure a safe space for communication.

The RCMB-II team emphasized that LMC provides a platform for productive discussions. It encourages a culture of collaboration between workers and management in breaking down traditional workplace barriers, to come up with solutions beneficial to both parties. The Branch representatives also reminded the participants that an effective LMC encourages employees to speak up without fear of retaliation, creating a balanced and harmonious workplace.

A participant commended the speakers for their openness, noting their sincere intention to help the cooperative grow. Many attendees also expressed strong interest in future learning sessions with the Board.

Following the discussion, the cooperative successfully established its LMC and GM Committee/Council. The participants’ enthusiasm demonstrated their commitment to bipartite cooperation and industrial harmony.  Their positive feedback and eagerness for further learning indicated a solid foundation for future collaboration.

As of February 2025, no companies with functioning LMC and/or GM have filed any cases with the RCMB-II. Additionally, the region has recorded a 0% incidence of strike during the period. This demonstrates that effective communication in the workplace leads to industrial peace in the nation.

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