"There Is A" Family "In Safeguarding Rights.

After 80, Shi Zhong is the raw material section of India Cements Limited, a former domestic industry (Hunan).

Just a few days ago, he accepted the commendation of the municipal Party committee and municipal government as the newly elected Lianyuan model worker.

This makes Hu Shizhong very excited: "six months ago, the company's equity changes, I am still worried about their future, I did not expect that they not only successfully renewed the new contract, but also on the model workers."

Like Hu Shizhong, after the company's equity changes, more than 400 employees of the company have successfully renewed the contract with the conch group. At the same time, the labor relations with the Taiwanese funded enterprises in China have been relieved according to law, and the corresponding economic compensation has been obtained, thus achieving a seamless connection between wages and benefits.

At the same time, the workers are grateful to the trade union for doing a lot of work in the process of safeguarding the interests of workers.

Last October, the domestic industry announced the pfer of 80% stake in Hunan cement plant to conch group, retaining 20% stake.

After the news spread, there was a great shock in the staff. For a time, panic was on the way: "domestic industry is Taiwan funded enterprise, conch group is state-owned enterprise, and employees need to adapt to the new business environment."

At the same time, employees are also worried about whether wages and benefits are affected.

After consulting the staff, the company quickly convened the staff congress and reported the situation to the Lianyuan Federation of trade unions.

After being informed of the situation, the Lianyuan Federation of trade unions immediately set up an investigation and coordination group to go deep into the enterprises to understand the ideological trend of the staff and workers, and to reflect the situation to the municipal Party committee and the municipal government at the first time.

Subsequently, the Lianyuan municipal Party committee and municipal government took the lead.

The working group of people, social security and other units was set up.

In view of the labor dispute cases that have occurred, and to take the solutions acceptable to both employees and enterprises, to formulate effective countermeasures for the ideological fluctuations and potential contradictions that arise in the staff, to put forward policing to the policy-making level for the problems that may cause group conflicts, and to fully communicate with the trade unions for the rights protection requirements of employees, so as to get the support from all sides, and provide guidance and assistance for staff in the understanding of laws and regulations.

In the process of the company's equity changes, how to truly reflect the wishes and requirements of employees and achieve a smooth pition of staff has become the most concerned issue of the Lianyuan Federation of trade unions.

For this reason, the Lianyuan Federation of trade unions has carried out a number of work, such as holding staff seminars, resettlement programme seminars, etc., and collated and collated the opinions and suggestions of the staff and workers, and submitted them to the head office for reference in revising the plan.

At the same time, the Lianyuan Federation of trade unions assigned special trade union cadres to be stationed in the enterprises, took the initiative to come up with doubts and answers to the staff members, straighten out the mood of the workers and correctly guide workers to safeguard their rights in accordance with the law, and reflect their demands through rational and lawful channels.

Under the coordination of the working group, the company headquarters carried out many dialogues, communication and consultations with the trade unions and employees, and reached a consensus.

In January 1st of this year, more than 400 employees renewed the contract with conch group, and at the same time released labor relations with the domestic industry, and obtained the corresponding contract.

To achieve a seamless connection between wages and benefits.

Then, the new management will convene all the management.

At the meeting and at the meeting, they said: "the interests of employees will not be damaged due to equity changes."

Hu Shizhong has worked in domestic industry for 4 years, growing from an ordinary worker to a working section.

He said that after changing the boss, he was most concerned about the salary standard. "I hope the new club can bring a better future for our old employees."

Now, over 4 months later, Hu Shi Zhong is increasingly fond of the new management mode of the company.

"Staff salaries are linked to enterprise benefits, and wage adjustment is tilted to front-line staff."

Hu Shizhong said, "I like this company not only because of the high wages, but mainly because I hope to do something here.

In a word, if we work here, we will not be buried if we do well.

Reporters learned that in the domestic industry, the average monthly salary of front-line workers was 3000 yuan.

From 1 to April this year, the monthly salary of front-line workers reached over 4000 yuan, with a large increase.

"When we get the wages, we know that the previous wage increase is the final say of the enterprises. This year we have risen faster than the middle managers."

Employees said that after this year's wage adjustment program for post and effect came out, everyone has taken a "reassurance".

Not only that, employees say, "the gap between ordinary employees and managers is narrowed."

In the past, the canteens of managers and front-line staff were separated. Now they are sitting around eating together, and their interpersonal relationships are more harmonious.