LABOR

Section 3. The State shall afford full protection to labor, local and overseas, organized and
unorganized, and promote full employment and equality of employment opportunities for all.

It shall guarantee the rights of all workers to self-organization, collective bargaining and
negotiations, and peaceful concerted activities, including the right to strike in accordance with
law. They shall be entitled to security of tenure, humane conditions of work, and a living wage.
They shall also participate in policy and decision-making processes affecting their rights and
benefits as may be provided by law.

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

The State shall regulate the relations between workers and employers, recognizing the right of
labor to its just share in the fruits of production and the right of enterprises to reasonable returns
to investments, and to expansion and growth.

Difference of Law and Constitution

As nouns, the difference of law and constitution is that law is (uncountable) the body of rules
and standards issued by a government, or to be applied by courts and similar authorities
or law can be (obsolete) a tumulus of stones while constitution is the act, or process of setting
something up, or establishing something; the composition or structure of such a thing; its
makeup.

A labor standard is the amount of labor time that is expected for the completion of a task. It is
sometimes referred to as the standard labor rate. The labor standard concept is used when
planning how many employees to assign to a task, which is part of the budgeting and planning
processes. For example, a company may conclude that, given the amount of a labor standard, it
must maintain production through three shifts to ensure that a sufficient number of units are
produced to meet the requirements of the sales forecast.

Also, a labor standard can be used to judge the performance of employees, which may be linked
to bonus and retention plans. For example, if an employee can produce more than 10 units per
hour, she will receive a bonus. Conversely, someone who cannot reliably produce at least eight
units per hour after a suitable training period will be let go or be required to take additional
training.

A profit margin can be added to a labor standard to arrive at a billing rate that is charged to a
customer. For example, a print shop could apply a standard hourly rate to a job to arrive at a
quote for a customer order.

A labor standard can be based on a theoretical standard, which is the absolute best efficiency
level that can possibly be achieved. However, real-world results are nearly always worse than the
 theoretical standard, so this approach is not usually recommended. A better alternative is to
derive a labor standard that incorporates a modest stretch goal that can reasonably be attained
with some targeted process improvements.

Labor standards are frequently used to develop labor variances. In particular, the amount of time
stated in a standard is compared to the amount of actual labor experienced, which results in
a labor efficiency variance. Or, the standard cost associated with a labor standard is compared to
the actual labor cost incurred, which results in a labor rate variance.

The quantity assigned to a labor standard can be difficult to derive, since it involves assumptions
regarding the work environment, employee training levels and experience, the repetitiveness of
production, and other factors. This analysis is usually made by an industrial engineer as the result
of an on-site review of the current process. Because of the many factors involved, actual
performance against labor standards can result in quite substantial variances.

A labor standard for a complex process may include a number of individual labor standards that
are compiled into a comprehensive labor routing. The labor routing itemizes the stages of work
involved in the process, and the labor required for each stage. This information can be used for a
variety of purposes, including:

Labor hiring plans

Cost accounting for the value of ending inventory and the cost of goods sold

Manufacturing process flow planning

Labor performance analysis

The cost of a labor standard includes not just the labor rate per hour of the labor classification
assumed to be involved in the work, but also the employer-paid portion of payroll taxes and any
related employee benefits.

A strong case can be made against the use of labor standards, since they tend to focus employees
on working faster, rather than producing error-free work at somewhat lower unit production
volumes.

Labor relations is the study and practice of managing unionized employment situations. In
academia, labour relations is frequently a sub-area within industrial relations, though scholars
from many disciplines--including economics, sociology, history, law, and political science--also
study labor unions and labor movements. In practice, labor relations is frequently a subarea
within human resource management. Courses in labor relations typically cover labor history,
labor law, union organizing, bargaining, contract administration, and important contemporary
topics.[1]