Xinjiang Wusu City To Carry Out Labor Protection Laws And Regulations Into Enterprise Publicity Activities

In order to continuously enhance enterprises' awareness of law, abide by the law and enhance the legal consciousness of workers' self-protection and rights protection, we should effectively prevent and reduce the occurrence of labor disputes, and strive to build a harmonious labor relationship and maintain social stability.

In September 26th, Wusu city labor security supervision team concentrated on the labor control law and policy publicity activities in the cotton processing yard of HA dubu Town, Xinjiang.

The publicity activities, such as door-to-door verbal publicity, owners' signing of publicity materials, and policy consultation, focus on publicizing labor safety laws and regulations such as the labor contract law of the People's Republic of China, the regulations on industrial injury insurance, the regulations on the prohibition of child labor and the regulations on the protection of women workers' labor.

A total of 4 qualified cotton processing plants were issued, and more than 100 copies of publicity leaflets and brochures were issued.

More than 90 people.

Through this propaganda, we have further improved the conscientiousness of employers and workers to abide by labor safety laws and regulations, enhanced workers' awareness of rights protection, effectively prevented and reduced the occurrence of labor disputes, and played an active role in promoting harmonious labor relations and maintaining social stability.

Collective bargaining system for new pay in Guangdong: more than half of workers' proposals can negotiate with employers for salary increase.

From the beginning of new year's day in 2015, Guangdong employees can have equal consultations with enterprises on 8 aspects of labor remuneration, insurance or welfare.

Yesterday, the Guangdong Standing Committee of the National People's Congress promulgated the newly revised Guangdong province enterprise collective contract Ordinance (hereinafter referred to as the "Regulations").

The biggest highlight of the amendment of the Ordinance is the new system of collective bargaining for wages. More than half of the staff members are invited to submit collective bargaining, including a request for wage increase.

The regulations on the collective contract of enterprises of Guangdong province came into effect in 1996. The Standing Committee of the provincial people's Congress wanted to amend and increase the wage consultation system as early as 2008, but it was stranded due to the economic situation at that time.

This year's amendment is also controversial. Some enterprises have strong objections.

The revision of local laws and regulations was generally approved by the second instance, but the law carried out three trials.

Xiao Zhiheng and Huang Yebin, vice chairmen of the Standing Committee of the provincial people's Congress, went to Hongkong and Beijing respectively to conduct communication and consultation with Hongkong chamber of Commerce.

It is stipulated that workers and employees can conduct equal consultation with enterprises on matters such as labor remuneration and labor conditions, including the determination of labor remuneration, increase and decrease, working hours, rest and vacation, insurance and welfare, etc.

The regulations also stipulate that collective bargaining should be carried out once a year in general.

If the employee or the enterprise requests a collective consultation in writing, the other party shall give a written reply within 30 days, respond to the contents of the consultation one by one, and consult the relevant matters.

The time limit for collective bargaining is within 3 months from the date of delivery of written materials.

According to the actual situation of enterprises, the two sides may agree to agree to shorten or extend the agreement, but the longest extension will not exceed 60 days.

The law enforcement Committee of the provincial people's Congress of the people's Republic of China believes that the current group dispute cases caused by demands for economic benefits from Guangdong employees have occurred frequently. Due to the lack of detailed and operable legal system norms, there are some enterprises who ignore the reasonable demands of workers and the co-existence of workers' downtime and disorderly labor.

How should employees retaliate after collective bargaining?

The regulations stipulate that enterprises should not restrict or interfere with the exercise of their functions or powers, or produce negotiators and retaliate against the workers' negotiators.

The legitimate rights and interests of the negotiators shall be protected by law, and their duties of performing consultations shall be regarded as providing normal labor, and enterprises shall not adjust their jobs without proper reasons, and reduce their wages and welfare benefits.

When a negotiant performs his duties, the enterprise shall not terminate his labor contract, except in the thirty-sixth and thirty-ninth provisions of the labor contract law.

Content of collective bargaining

1. the determination and increase or decrease of labor remuneration;

2. working hours mainly include man hour system, extension of working hours, working hours of special type of work and standard of labor quota.

3. rest and rest mainly include daily rest time, weekly rest day arrangement, annual leave method, no standard working hours rest rest and other holidays.

4. labor safety and health;

5. insurance and benefits;

6. special protection measures for female workers and underage workers who are under sixteen years of age or less than eighteen years old;

7. liability for breach of collective contracts;

9. other contents that the two sides believe should be negotiated.

Collective bargaining procedure

The request for collective bargaining should be put forward in writing.

The workers' negotiators are elected by trade unions or by trade unions and workers.

If a staff member considers that he needs to have collective consultation with the enterprise, he shall bring it to the trade union of the enterprise.

If an enterprise has not yet established a trade union, the employee may bring it to the local federation of trade unions where the enterprise is located.

With the proposal of the representatives of more than half of the workers or more than half of the staff and workers, the trade union of the enterprise shall submit a request for collective bargaining to the enterprise.

When the two sides reach an agreement on collective bargaining, they will produce a draft collective contract.

The duration of collective contracts is 1 to 3 years.

Employees and enterprises are unwilling to negotiate and fail to negotiate, so they can apply for mediation.