What Do Shoe Manufacturers Do To Solve The "Labor Shortage"?

The employment situation of Jinjiang fashion shoe factory is becoming increasingly grim. This year, Jinjiang, Fujian, which has about 900000 foreign workers, has experienced frequent job hopping and many employees are unwilling to sign labor contracts.

Many enterprises believe that under the pressure of current domestic and international economic situation, the employment problem is an important factor hindering enterprises from resolving the rising cost of production and improving their ability to cope with risks.

By optimizing the employment environment, the Jinjiang municipal government and employment enterprises earnestly safeguard the legitimate rights and interests of workers and create a good system and cultural environment to alleviate the "labor shortage".

Some workers are unwilling to sign labor contracts and collective job hopping frequently. According to statistics from the labor and social security department, the total number of workers in Jinjiang is nearly thirty thousand this year, and competition among enterprises is fierce.

Although the government and enterprises have done a lot in attracting foreign workers, the employment situation is getting more and more serious.

Dai Bingkun, director of Fujian Nga arts and Crafts Co., Ltd., told reporters: "our company pays two monthly wages on 7 and 22, and the monthly salary is not less than 1600 yuan per person. According to the labor contract law, it is entitled to receive paid holidays and free accommodation.

Such recruitment conditions have been quite good, and the gap can be maintained at around five or six hundred for a long time.

"The most serious thing is that well trained workers often do not stay for a few days and run away when they are unhappy," Dai Bingkun said. Many of the workers today are reluctant to sign labor contracts with enterprises.

Zhang Jinghui, a Jiangxi worker working in Jinjiang, said, "what's the use of signing a contract?

If you want to go back to your old home, the part of the social security payment that the company pays will not be taken away.

And the signing of the contract always feels tied.

In order to alleviate the shortage of labor, enterprises in Jinjiang have rewarded the old employees for returning factories, and encouraged the old employees to "take the old ones with new ones". Each time they bring a new worker, they can get 200 yuan to 400 yuan of agency fee.

"Local enterprises reflect," some migrant workers rely on fellow townsman relations to bring a group of people from their hometown, and which enterprises will give kickbacks to their families.

Once an enterprise is short of work and willing to pay higher kickbacks, all employees are taken away.

Others rely on the relationship between colleagues or work and subordinate relations, and specializes in "digging people" business, earning a high "introduction fee", and thus the emergence of "migrant worker" occupation.

"New employees have worked here for 35 months. They have just become skilled workers and have been dug up by others. Not only the training expenses of the company have been wasted, but sometimes the whole department or production workshop will be paralyzed," said Xu Dongsong, general manager of Fujian Binghui Light Industry Co. Ltd.

"Because of frequent job hopping, the rights and interests of migrant workers are harder to be guaranteed."

"Three no" promises to optimize the living environment of migrant workers, aiming at the increasingly severe employment situation of enterprises. In recent years, Jinjiang has intensified its efforts to treat foreign workers well.

As early as in the past few years, Jinjiang has put forward a "three no" undertaking: "no migrant worker in Jinjiang will suffer any loss because of malicious wage arrears, and will not let any migrant worker in Jinjiang not attend school, so that no peasant worker in Jinjiang can be denied the right to do so."

In order to ensure the wages of migrant workers, Jinjiang has set up a system of compensation for enterprises' Arrears of wages, and when migrant workers are hard to solve due to their malicious wages, they will pay in advance from the safeguards and then help them recover their wages.

The first phase of the adjustment was raised by 6 million yuan. After trial operation, the total amount reached 10 million yuan by the end of April 2008.

In November last year, 305 workers from the Jinjiang fashion shoe factory in Chen Dai town were paid about 2000000 yuan in arrears due to the boss's whereabouts.

After hearing the news, government departments quickly intervened, and more than 300 workers did not suffer a penny loss because of their malicious wages.

In the handling of labor disputes, Jinjiang has opened up a "green channel" for migrant workers to safeguard their rights.

In 2007, the city handled 2956 cases of labor disputes, involving 11300 migrant workers, and 42 cases of collective disputes involving 2769 people, helping migrant workers recover wages 3 million 276 thousand yuan.

In the education of migrant workers' children, Jinjiang took the lead in cancelling migrant children's admission fees in Fujian in 2002. In 2006, Jinjiang first proposed and implemented the policy of "taking full time public schools as the main force" to accept the children of migrant workers in the whole country.

Although the fair education of migrant workers' children has added a lot of pressure to Jinjiang's finances, Li Jianhui, mayor of Jinjiang, said that such efforts should be made relative to the contributions made by foreign workers to Jinjiang.

To take these measures is to eliminate the difference between migrant workers and local workers, so that migrant workers can truly enjoy the "citizen treatment".

Li Jianhui told reporters: "keeping a child is like keeping a couple, a family."

Last autumn, the total number of migrant workers in public schools reached 121418. After the Spring Festival started this year, the figure dropped by only 74.

"Most of the children are still in Jinjiang, which means their parents are staying in Jinjiang," he said.

Relying on the system and the humane environment to stabilize the staff team, Hongchang Machinery Manufacturing Co., Ltd. is an energy-saving building material machinery and equipment manufacturing enterprise. The labor union of the company has taken the lead in setting up a remuneration committee consisting of representatives of the owners, departments and grass-roots employees, and jointly designed a set of "salary system".

According to Fu Zhichang, chairman of the company, the system divides wages into 8 grades and 20 grades. "All employees, one year of work, no work and no pay automatically increase two grades; for those who have made significant contributions, the monthly wage income is increased by three to 6% to 15%; if there is gross negligence in work, the salary will be reduced accordingly."

Liu Hong is a working girl from Xiangfan, Hubei. He has worked in Hongchang machinery for two years.

She told reporters that besides the company's package, they now earn more than 2000 yuan per month.

It is understood that the problem of "labor shortage" has never occurred in Hongchang machinery. After the Spring Festival this year, the return rate of factory workers has reached 99%.

Fu Zhichang said, "I never encourage employees to go home and give me workers, not to give them an introduction."

Retention of employees can not be induced by short-term interests, and ultimately it will depend on a sound system and a humane employment environment.