The Contradiction Between Labor And Capital In Spinning Enterprises: Improving Mechanism Is The Key To Solving Problems.

　　 During the off-season, some textile and garment enterprises defaulted on workers' wages and workers' reduction on the grounds of poor efficiency, while they dug jobs in the busy season. Workers also frequently job hopping. Conflicts and disputes occurred frequently, which affected the development of enterprises and social stability. In order to protect the legitimate rights and interests of workers and realize the healthy development of enterprises, many textile and garment enterprises in Zhejiang began to adopt wage negotiation system.

Led by the labor union, the representative of the enterprise owner, the trade union, the employees of the enterprise, gathered together and held a three party talks with a table to discuss the wages of each process in the garment production process and get a reasonable standard of remuneration. The price of the whole industry is unified, and all enterprises get the same wages, and the workforce is more stable. In the past, the phenomenon of job hopping and "dug" has been greatly reduced, and the pattern of healthy competition among enterprises has gradually formed.

　　 Labor conflicts lead to "forerunner"

What makes Zhejiang's textile and garment industry the forerunner of wage consultation?

According to the information provided by the Zhejiang Federation of trade unions, the regional economic characteristics of Zhejiang textile and garment enterprises are obvious, and the majority of small and medium-sized enterprises are in the majority. The problems of labor relations appear relatively early and relatively concentrated. This provides conditions for Zhejiang textile and garment enterprises to carry out collective wage negotiations.

The "multiple" contradiction between labor and capital in Zhejiang textile and garment enterprises has made it inevitable to wage collective bargaining. Zhejiang is a major private economy province and the main input place for migrant workers. On the one hand, it promotes the development of Zhejiang textile and garment enterprises, but at the same time, there are also objective situations of complex labor relations and prominent labor conflicts. Migrant workers are in a weak position in labor relations. Their legitimate rights and interests are often violated, to a certain extent, which has dampened the enthusiasm of employees and also affected the harmonious development of enterprises. In the past, mass incidents caused by labor disputes in wages have also occurred in the past. In recent years, the shortage of migrant workers is frequent. In order to start normal operation, textile and garment enterprises are digging up workers from other enterprises at high prices.

The promulgation of laws and regulations also provides a legal basis for wage negotiations in Zhejiang's textile and garment industry. In March this year, the regulations on the administration of democratic affairs of enterprises in Zhejiang were approved, and the provisions on the workers' Congress, the opening of factory affairs and the equal consultation were provided, which provided a precondition for the collective bargaining of enterprises.

　　 Government promotes union lead

The head of the Zhejiang Federation of trade unions told our reporter that "in the past few days, we had gone to various places in Zhejiang to investigate, and many regions were gradually popularizing the" wage consultation ".

She said: "on the" wage consultation ", the woolen sweater base in Wenling, Zhejiang, children's clothing enterprises in Pinghu, Nanxun District in Huzhou, and the heavy silk industry in Fu town have made outstanding achievements in the textile and garment industry. Many workers in the textile and garment industry dare to fight for their due interests and bargain with the owners of the enterprises. The workers have the right to speak for wages, because the wage negotiation system that is being widely promoted is emboldened by them.

She also told our reporter that every process of many textile and garment enterprises in Zhejiang province was divided into labor prices according to labor intensity and technical content. The representatives of enterprise management, enterprise workers and trade unions and labor departments set up by trade associations discussed wage standards. Each process was approved by three parties, and the whole industry adopted a unified wage standard.

As a result of the 2003 Wenling sweater industry's "wage consultation" has achieved good results; in 2004, the Provincial Federation of trade unions held a provincial Trade Union Rights Protection Conference in Shaoxing, focusing on promoting the practice of collective wage consultation in the woollen sweater industry in Wenling. In March 2008, the provincial Party committee and provincial government held a special experience meeting in Wenling, and summarized the experience of promoting Wenling, which provided reference and experience for all cities to carry out the work.

Since 2004, Zhejiang has comprehensively promoted the wage consultation system. Local trade unions at all levels have promoted the collective consultation of industrial and regional wages as the focus of collective bargaining and expanding the coverage of consultation. According to the information provided by the Zhejiang Federation of trade unions to reporters, by the end of October 2009, the province signed 70936 collective wage agreements, covering 132165 enterprises, an increase of 8.4% and 9.8% respectively over the same period last year.

The Provincial Federation of trade unions has won the annual assessment of the collective consultation of wages from 2010 to the provincial Party committee's "safe Zhejiang" for all cities.

　　 Improving mechanism is the key to solving problems

"However, the disparity between the strength of labor force, the imperfect joint decision-making mechanism and the lack of supporting measures will lead to" wage consultation "more difficult to carry out. The relevant head of Zhejiang Federation of trade unions analyzed this. So how did Zhejiang do it?

A considerable part of Zhejiang's textile and garment enterprises belong to small and medium-sized enterprises, and the bargaining power of the workers and staff members is weak. For example, the wages of front-line workers in many textile and garment enterprises have been solidified at the minimum wage level, which is very unreasonable. But the question of who should talk to the boss about wages and how to talk about it has always hindered the effective promotion of "wage consultation".

The head of the Zhejiang Federation of trade unions said, "before I talked about salary with the boss, the staff representatives did not dare to talk or talk about it. From the perspective of trade unions, the unions themselves have many difficulties: they are not independent of their employers in the economy; they are not independent of the management in labor relations; they do not have the right to enforce the law as a mass organization, nor do they have a strong backbone. Therefore, in order to make the "wage consultation" really put into practice, the key is to establish a sound mechanism.

According to the report of the Zhejiang Federation of trade unions on collective consultations in Zhejiang Province, in recent years, Zhejiang has made great efforts to improve the common decision mechanism and improve the supporting measures. It has promulgated laws and regulations such as the Zhejiang collective contract Ordinance, the law on the management of wages paid by the Zhejiang enterprises, the regulations on the management of enterprises' democracy in Zhejiang Province, and so on. It has clearly stipulated the collective contracts with labor remuneration, insurance benefits, etc. as well as regional and industrial collective contracts, and has clearly regulated the wage payment behaviors of enterprises, providing legal support for collective bargaining of wages.

　　 However, the specific circumstances of enterprises are very different. To make the "wage consultation" truly effective, we must pay attention to different priorities and adopt different negotiating strategies according to the actual situation in different regions.