China'S Shoe Industry Wage Consultation System Needs Improvement

Wage collective bargaining system market economy The universal application of the state is a statutory procedure for ordinary workers to realize the desire to raise wages, and is also an effective way to establish harmonious labor relations. However, in China, there are still some obstacles to implement this system in some localities and enterprises.

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

The core content of collective wage negotiation is the linkage between enterprise benefits and wages of workers, and through {page_break} negotiations between employers and employees. Workers Wage growth is compatible with the growth of business efficiency. The reporter found in an interview recently that China has carried out this system for more than 10 years, but due to the relative rules and regulations, the lack of operability, and thus the effect is not.

Reporters in the Pearl River Delta region, a shoe factory boss poured water: factories rely on subcontracting to survive, a pair of shoes can only earn 3 yuan processing fees, and then increase wages then have to close.

According to him, the factory produces at least 800 pairs of shoes every day to ensure that the monthly salary of 1500 yuan per worker is less than that. The manpower cost of each pair of shoes has exceeded the budget and the factory is at the edge of losing money.

Wu Haoliang, Secretary General of Foshan Textile Industry Association, said that since the beginning of this year, raw material prices have been fluctuating violently, and Foshan related enterprises have faced difficulties. A number of costs have risen and profits have shrunk.

However, there are also good enterprises, but do not give workers "raise wages". In an interview with reporters in Shenzhen, a business owner openly said, "I have invested the factory capital, and the investment risk is what I carried. How much money do I earn is nothing to do with you. Why do you want to share it with me?"

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.

According to the trade union cadres, the income gap of some large enterprises, workers and executives is very large, and has exceeded the scope that can be adjusted through collective bargaining. The branches of these enterprises are basically different from those of the local unions. Even the trade union members can not even enter the gates of the branch. How can they negotiate?

Labor and capital information is asymmetric, and trade unions are not strong enough.

In a Japanese hardware manufacturing enterprise in Shenzhen, eight rounds of negotiations were held before the two sides reached an agreement.

The head of the Enterprise Union told reporters that the company was doing well and its scale expanded year by year. When they asked the boss for a raise in wages, the boss claimed that he was losing money every year. Because of the fact that enterprises refuse to provide real financial statements and earnings, employees are very passive in negotiations.

Later, employees thought a lot of ways to automatically calculate daily production and sales volume, get relevant information, so as to prove that the company's profits, only to win some rights and interests.

Because of the information asymmetry between workers and employers, workers can not get financial data in negotiations, which has become a "short board" in negotiations.

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 difficulty of collective wage negotiation, and some grassroots trade union cadres, reflecting that the relationship is not smooth and the speech is not hard is the biggest obstacle.

When I saw reporters, Xu Liping, a member of the Jianxi trade union in Luoyang, took off his shoes. "You see, our trade union comrades wear flat shoes, run all day long streets and alleys, wear high heels and do not walk fast, and feet are also prone to pain. Business owners do not understand our work. A restaurant owner who runs a pig's foot sees us shouting "go out and go out."

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 is bound to sometimes have problems." Xu Xiaojun said.

Laws and regulations need to be perfected to protect labor rights and interests

In recent years, with the rising expectations of wage increases for front-line workers, the voice of collective wage consultation is getting higher and higher.

For example, Luoyang issued the "opinions on further implementation of collective wage consultation of enterprises" in the form of administrative regulations, and made specific provisions on the methods, contents, procedures and measures of collective wage consultation.

At the beginning of 2010, the Luoyang based China dragging group incorporated the index of income growth of not less than 20% into the annual wage collective agreement, and established a corresponding monitoring mechanism. Later, it was discovered that the increase of employee income in the first half of the subsidiary company (Luoyang) was not up to 20% of the agreement, so the group's trade union started supervision procedures and held a "democratic inquiry" meeting, requiring the 8 leading members of the Party committee secretary and the general manager to respond.

Han Jing attended the meeting as a staff member of the company. According to her recollection, "when the leaders made a statement on the spot, they must raise their employees' income by 20%, and there was no confrontation or quarrel in the whole process, but the atmosphere was very dignified."

In the second half of this year, the wages of the subsidiary actually increased by 26%. Han Jing said, "this is a big reaction among the workers. We are grateful to the trade union from the bottom of our hearts."

However, a number of local laws and regulations also encountered great resistance. In September 2010, the Standing Committee of the Shenzhen Municipal People's Congress for the second time deliberated the regulations on collective bargaining of the Shenzhen Special Economic Zone (Draft), which was originally approved by the three instance in November 2010. In September of that year, 47 chambers of Commerce in Hongkong issued a joint statement, saying that if the new regulations were passed, a large number of Hong Kong enterprises would go bankrupt and trigger a wave of divestment. As a result, the three trial of the Ordinance has not yet been passed.

Xu Xiaojun believes that "an important reason for the difficulty in implementing the collective bargaining system is the lack of authoritative legal support and regulation, which involves the perfection of the national legal system and the reform of the trade union."

Experts suggest that the collective bargaining system should be legislated as soon as possible to enhance the authority of relevant laws and regulations. Trade union law should be amended to further strengthen the effective protection of workers' rights and interests by trade unions.