Shoemaking Enterprises Have Low Profit &Nbsp And Employee Salaries Reach The Limit.

On September 22nd, the core content of collective wage consultation is the linkage between enterprise benefits and wages of workers and staff members. Through the equal consultation between employers and employees, the wage increase of staff and workers is compatible with the growth of enterprises' benefits.

This system has been implemented in China for more than 10 years, but due to the comparative principles and lack of operability, the effect is not obvious.

Some enterprises are difficult and some bosses are "too dark".

Reporters in the Pearl River Delta region, a family system

Foshan City

Reporters interviewed learned that some enterprises on the surface of collective wage negotiations, but in fact concealed the real operation of enterprises, the local statutory minimum wage as a consultative wage "reference", and the starting point is too low to achieve the actual effect of wage negotiations.

For example, the Shenzhen Federation of trade unions issued an offer for collective bargaining to Foxconn, but Foxconn has avoided talking about wage growth.

A person in charge of the company said that Foxconn's international customers had made all the costs clear before placing orders, and they made labor costs according to the local minimum wage standards.

Labor and information asymmetry. Trade unions are not strong enough.

Due to information asymmetry between employers and employees,

Wang Tongxin, vice chairman of the Shenzhen Federation of trade unions, said that the head of the trade union of the enterprise made careful preparations for the collective wage negotiations, and made a thematic analysis of the labor and capital problems, and formed reasonable countermeasures and suggestions.

However, in practical work, trade union cadres have many difficulties.

The "toothless tiger", "playing the pipa under the Coptis tree" - talking about the difficulties of collective wage negotiations, and some grass-roots trade union cadres have shown that the relationship is not smooth and the speaking is not rigid, which is the biggest obstacle.

Xu Xiaojun, a professor at the Department of trade union at China Institute of Industrial Relations, believes that one difficulty of trade union work is that it is subject to administrative departments or management.

"The wages and bonuses of trade union cadres, including career appraisal, are all on the side of the management, and his position inevitably has problems.