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Perjanjian Bersama (PKB) di Korea 1. Hal-Hal Utama dari Standar-standar Internasional 1.Workers rights to organize and CBA 2.Tidak ada pekerja anak 3.Tidak.

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Presentation on theme: "Perjanjian Bersama (PKB) di Korea 1. Hal-Hal Utama dari Standar-standar Internasional 1.Workers rights to organize and CBA 2.Tidak ada pekerja anak 3.Tidak."— Presentation transcript:

1 Perjanjian Bersama (PKB) di Korea 1

2 Hal-Hal Utama dari Standar-standar Internasional 1.Workers rights to organize and CBA 2.Tidak ada pekerja anak 3.Tidak ada pekerja paksa 4.Tidak ada Diskriminasi 5.Jaminan atas kegiatan serikat buruh 6.Fasilitas untuk perjanjian bersama dan aktivitas serikat buruh 7.Upah Layak 8.Kondisi kerja yang baik dan jam kerja 9.Kesehatan & keselamatan 10.Pembagian informasi 11.Hak Konsultasi 12.Pelatihan Kerja / Pengembangan keahlian 2

3 Peran Serikat Buruh Serikat Buruh adalah organisasi buruh untuk mewakili kepentingan dan memperjuangkan hak para anggota Meningkatkan Kepentingan Memperjuangkan hak Melindungi Buruh 3

4 Peran serikat buruh Efisiensi Produktivita s Melindungi buruh Pemerintah

5 Peran Serikat Buruh Melindungi Buruh Efisiensi Produktivitas

6 Peran Serikat Buruh Kepentingan Buruh 1.Upah 2.Jam kerja 3.Kondisi kerja 4.Tidak ada Diskriminasi 5.Kesehatan & Keselamatan 6.Tidak ada pekerja anak 7.Tidak ada Kerja Paksa (Lembur) 8.Pelatihan kerja Hak Buruh 1.Berserikat 2.Perundingan bersama 3.Tindakan kolektif 4.Aktivitas serikat buruh 5.Tempat dan waktu bagi serikat buruh 6.Informasi 7.Konsultansi 8.Partisipasi 6

7 KYUNGHEE UNIVERSITY HOSPITAL A Case of Collective Agreement 7

8 Main chapters of CA 1.General Principles 2.Guarantee for Union Activities 3.Personnel Management 4.Working Conditions 5.Wage & Severance Pay 6.Health & Safety 7.Benefits & Welfare 8

9 1. General Principles a.Who are negotiation representatives from union and management b.Priority of Collective Agreement to other contracts c.Applied scope of CBA d.Principle of mutual respect e.Principle of good faith & sincerity 9

10 2. Guarantee for Union Activitie s a.Freedom of union activity, no interference with union activity by management and prohibition of discrimination against union leaders and members b.Recognition of paid union activities and meetings for members during working hours c.Recognition of paid union education for members (8 hours a year) d.Recognition of paid full-time union officers (leaders) e.Provision of 2-hour education for new employees by union f.Check-off system for membership dues (union fees) g.Freedom of posting and distribution of union documents h.Provision of facilities for union such as office space, computer, internet and furniture i.Provision of company transports for union activities j.Provision of company documents and disclosure of company information necessary for collective bargaining and union activities 10

11 3. Personnel Management a.No discrimination against union members and leaders b.Immediate notice of personnel matters concerning union members c.Establishment of fair and transparent personnel policy and system (recruit, transfer, dismiss) d.Principle of recruitment of permanent workers, not contract workers e.In-advance and sufficient consultation on introduction of contract and agency labour f.Leave of absence: 1 year - his/her disease & injury; 1 year parental leave; accidental offense by members; 6 months - disease & injury of family members or personal reasons 11

12 3. Personnel Management g.Sick leave: 60 days per a year with a certificate of health h.The period of leave of absence is recognised as his or her service. i.Sufficient and in-advance consultation on dismissal due to managerial and operational reasons j.Equal treatment and no discrimination regardless of religion, gender, social class k.Principle of equal pay for equal work and equal treatment for equal work l.Retirement age m.Participation of union representatives in disciplinary committee 12

13 4. Working Conditions a.Working hours: 8-hour daily, 40- hour weekly, 5-day workweek b.Shift system c.Overtime: maximum 12 hours weekly, provision of meal in case of 2-hour OT d.6-hour work daily in hazardous work e.Codetermination on change of working conditions f.Provision of meal for night shift g.Prohibition of night work for pregnant workers h.Monthly standard working hours must be 209 hours. i.Overtime work, night work, holiday work is paid with 150% of normal wage. 13

14 4. Working Conditions g.Paid leave: Saturday and Sunday, national holidays, traditional festival days h.Maternity leave: 90-day paid i.Guarantee of bread-feeding time: 30-minute two times a day j.Paid annual leave: minimum 15-day a year; plus 1-day for each year of additional service k.Special paid leave: his/her or family member wedding, 60 th birthday; funeral of family members l.Guarantee of the right to vote in national elections: 2-hour given for voting m.Guarantee of the political right to take government positions (ex; elected politicians): unpaid leave given during the period of taking office n.Provision of job training 14

15 5. Wage a.Composition of wage: basic rate, fixed-rate, legal allowances, bonus, miscellaneous allowances, etc. b.Principle of equal pay for equal work c.Establishment of wage committee based on equal numbers of management and union participants in case of introduction of performance-based wage or annual salary system d.The date to pay wages e.The way how to pay bonus (900%) f.The way how to pay miscellaneous allowances (meals, skills, family members, seniority – long service, health promotion, traditional festival days, hazardous job, career development 15

16 5. Wage g.Deduction: taxes, social security fees (national health insurance, unemployment insurance, industrial injury, national pension), union membership dues, the others. h.Pay for the person who work below 1 month: half one- month wage in less than 15 days, one-month wage in more 15 days i.Establishment of wage table based on seniority, skill- level and job categories 16

17 Wage Table (example) A job (simple) B job (mid-skilled) C job (high-skilled) D job (managers) 1 year year year year year year year year year

18 6. Health & Safety a.Establishment of Health & Safety Committee (based on the Act on Health & Safety at Work) b.Setup of medical room with necessary medicines and deployment of medical staff c.Regular provision of safety education for employees d.Annual measurement of working environment and report on the results to union e.Annual medical check-up f.Provision of necessary safety equipments 18

19 7. Benefits & Welfare a.Establishment of resting room, bath room, dress room, sports room, library, medical room, childcare room and dormitory b.Provision of uniforms (summer and winter) c.Provision of commuting vehicles (bus) d.Payment of expenses for congratulation and condolences e.Financial support for education expenses for children f.Financial support for medical expenses for workers and their family 19

20 Collective Agreement Hyundai Motor 20

21 Contents Preface 1.General Principles 2.Union Activity 3.Social Responsibility & Information Disclosure 4.Personnel Management 5.Job Security 6.Wage 7.Working Hours, Leaves and Vacations 8.Gender Equality and Maternity Protection 9.Health & Safety 10.Welfare and Training 11.Collective Bargaining 12.Labor-Management Council 13.Labor Dispute 14.Appendix 21

22 Preface Hyundai Motor company and the branch union of Korean Metal Workers Union (KMWU) are committed to the principles of national constitution, labor laws and ILO standards. Both parties are to improve working and living conditions of members, to improve workers welfare, to promote the political, economical, social and cultural status for members in good faith and equal partnership. Both parties are committed to transparent management and workplace democracy for the sound development of the company as national enterprise. Both parties promise to fully implement the collective agreement with the purpose of protecting national industry and implementing social responsibility as key industry for the independent development of national economy. 22

23 1. General Principles 1.Union is the sole bargaining unit for the company. 2.Scope of collective agreement (CBA): members and employees of the company. 3.CBA is prior to company rules and any contract with individual members. CBA shall be better than legal conditions. 4.Company does not give better conditions or benefits to non-union members 5.Both parties take responsibility for implementing the CBA. 6.Scope of union members 23

24 2. Union Activity 1.Company guarantee the freedom of union activity, and does not interfere with union activity with any reason. 2.Company guarantee the paid union activity in the cases of union assembly, union committee, collective bargaining, meetings and trainings of upper-level unions, the Labor-Management Council, shop stewards meeting, union elections, inauguration ceremony of union leadership, and union financial auditing. 3.Company give the paid 12 hours to ordinary member for union education 24

25 2. Union Activity 4.Company does not make unfair labor practices, and punish the persons who undermine union, defame union, obstruct union activity, damage union posts. 5.Anybody, who is recommended by union, can get inside the factory and production lines with union officers 6.Company provide offices, necessary facilities and equipment for union activities, also cover the necessary expenses for union offices. 7.Company provide its conveniences such as rooms, transport vehicles, broadcasting systems for union meetings, trainings, activities. 25

26 2. Union Activity 8.Company guarantee union to install union notice board, and does not interrupt the dissemination of union documents. 9.Company provide union with all the documents concerning wage, welfare, health & safety, production facilities, personnel management, manpower plan, subcontractors. 10. Company deduct union fees from members wage, and transfer it to bank account of the union within 3 days after the day of wage payment. 11.Full-time union leaders, paid by company, are selected by union itself. 26

27 2. Union Activity 12. Company accept that union has the right to send its selected leaders to the leadership of upper-level unions. 13. Company pay full-time union leaders with more wage than average wage of the same-level workers. 14. Company does not punish union leaders, officers, shop stewards without proper consultation with union. 15. If union leaders finish their term, company make sure them to return to the same position with same conditions. 16. if union leaders are injured in union activities, company accept it as industrial injury. 27

28 3. Social Responsibility & Information Disclosure 1.Company provide union with the information on financial reports, auditing reports, employment policy, human resources and personnel management, investment plan in 10 days after union demand. 2.Company inform union of the results of the meeting of board of directors for the purpose of managerial transparency and company democracy. 3.Company disclose the information on the change of key managers, the change of company structure, recruitment of new employees, job transference of employees, subcontractors and suppliers, financial statements, auditing reports, monthly change of production and sales. 28

29 4. Personnel Management 1.Company do its best to implement fair and reasonable personnel. Company consult with union on the change of personnel system and employment policy. 2.Company consult with union on disciplinary action against union members. 3.Company consult with union on personnel rules and wage rules which influence the status of union membership. 4.Company agree with union on working conditions and job security which influence workers, also agree on disciplinary action against union members. 29

30 4. Personnel Management 5.Company does not monitor and internet access of union members 6.Company protect the information on union members such as age, service year, financial transaction, family members, disease, marriage status, property 7.Probation period is only 2 months. 8.Temporary worker is used within 2 months. 9.Retirement age is the last day of the 58 th year. 10.Disciplinary action against members must be informed to and consulted with union. 30

31 5. Job Security 1.Company-union joint committee decide the company plan such as outsourcing, contracting-out and subcontracting. 2.Company-union joint committee decide the company plan such as new technology, new machine, new investment, new production process, transfer of workforce, retraining. 3.Company-union joint committee decide the company policy such as expansion of business, acquisition, relocation of production line, which influence job security 31

32 5. Job Security 4.Company does not unilaterally implement lay- offs, collective dismissal, voluntary retirement. 5.In case of vacancy, company employ new employees as permanent worker. 6.In case of lay-offs with the managerial reason, company inform union and concerned workers of its plan before 60 days of the implementation. In case of ordinary dismissal, before 45 days. 7.Company consult with union about its plan such as merger, transfer, split sales. 32

33 6. Wage 1.The date of wage payment 2.The definition of wage 3.Wage agreement (wage table) 4.Deduction from wage: taxes, union fee, union funds, social insurances (health, pension, unemployment), fee for employee stockholders association. 5.Bonus: yearly 750% of normal wage 6.In case of temporary factory shutdown resulted from electricity blackout and water cut-off, company pay 70% of normal wage. 7.Retirement pay: 1 month wage per 1-year service 8.Retirement pension scheme. 33

34 7. Working hours, Holidays and Vacations 1.Definition of working hours: include time for work preparation such as cleaning, company training, stand-by. 2.Meal time: 1 hour 3.Rest period: morning 10 minutes, afternoon 10 minutes; to be included into working hours. 4.Definition of lateness, early leave, outgo 5.Overtime work: following labor laws 6.Premium rate for OT: 150% 7.Premium rate for OT on Sunday and holiday – 18:00-22:00 with 300%, 22:00-06:00 with 350% 34

35 7. Working hours, Holidays and Vacations 8.Paid holidays: national holidays, labor day, new year days, full moon days, company establishment day, union establishment day, etc. 9.Paid monthly leave : 1 day in a month 10. Paid annual leave: 10 days in the first service year, and then plus 1 day each year. 11. Paid leave: government election 12. summer vacation: 5 days paid 13. other holidays: 7 days of self marriage, 3 days of child marriage, 3 days of baby birth, 10 days of spouse death, 7 days of death of parents or parents in-law, 7 days of child death, etc 35

36 8. Gender Equality & Maternity Protection 1.1 day of paid menstruation leave per a month for woman 2.90 days of paid maternity leave 3.Regular education on sexual harassment and sexual violence 4.Provision of childcare facilities inside factory 36

37 9. Health & Safety 1.Establishment of Health & Safety Committee (HSC): 7 members from company, 7 from union. Quarterly meetings. HSC members must be full-timers paid by company. Company provide HSC office. The HSC decision is equal to the collective agreement. 2.HSC members become health & safety inspector. Their activity time is fully paid by company. 3.Company provide monthly 2- hour training on health and safety for workers. 4.Company disclose the information on health and safety to HSC members. 5.Company provide health & safety equipments for workers. The equipments are decided by HSC. 37

38 9. Health & Safety 6.In case of serious danger, workers can stop their work and evacuate from the place. 7.Company implement the measurement of working environment 2 times a year in consultation with union. 8.The results of the measurement are informed to union and members. 9.Company set up medical clinics where doctors and nurses work inside factory. 10. Company provide medical check-up for workers and their family 1 time a year. 11. Company accept any accident in union activity as industrial accident. 12. Company set up the committee to prevent the muscle- skeletal disease. 38

39 10. Welfare & Training 1.Welfare facilities: bathroom, laundry, library, canteen, etc. 2.Regulation on dormitory for workers rights 3.Company provide uniform for workers; 1 set for summer uniform yearly, 1 set for winter uniform in 2 years. 4.Company give a gift (equal to 500 USD) for a worker in new year holidays. 5.Company use local food (not imported one) for canteen. 6.Company provide commuting buses. 7.Company provide buses for new year and full moon holidays. 8.Company provide educational scholarship (up to university) for 3 children per a member. 9.Company provide proper job trainings for members. 39

40 11. Collective Bargaining 1.Bargaining duty 2.Bargainers: 20 from company, 20 from union 3.Minutes keeping 40

41 12. Labor-Management Council 1.Following the relevant law (the Act on Employees Participation), company set up the Labor-Management Council (LMC). 2.LMC consult on job security, new technology, welfare, personnel management, investment plan, employment plan, restructuring. 41

42 13. Labor Dispute 1.Company maintain canteen and other facilities during the strike. 2.Union allow the workers of boilers, electricity, dangerous chemicals, waters, canteens, bus drivers, medical workers not to join the strike. 3.Company does neither hire new employees nor replacement workers during the strike. 4.Company does not claim for damages resulted from the legal strike. 42

43 14. Appendix 1.Expiration: 1 April 2011 to 31 March Three collective agreements are made: one for company, another for union, the last one for government. 3.This collective agreement will be effective even after the change of company name or union name. 43

44 Common points of CBAs in Korea 1.Freedom of union activity 2.Employment policy 3.Information disclosure (transparent management) 4.Wage 5.Working conditions (terms of employment) 6.Health and safety 7.Welfare, benefits and trainings 8.Social dialogue and consultation (Labor- Management Council) 44

45 PKB Goodyear Malaysia 1.Relasi Pengusaha – Serikat Buruh A.Hak Pengusaha B.Hak Serikat Buruh a.Satu-satunya perwakilan dalam perundingan b.Hak untuk mewakili kepentingan anggotanya 2.Syarat & kondisi ketenagakerjaan 3.Pengupahan dan gaji 4.Klasifikasi pekerjaan 45

46 Contoh PKB yang Buruk EATON dan EIWU Hak-hak Perusahaan Serikat buruh mengakui hak perusahaan untuk menjalankan operasional perusahaan dan mengatur bisnisnya dalam seluruh aspek, dan, secara khusus tanpa mengurangi maksud, untuk menentukan jumlah dan penyebaran tenaga kerja dan muatan pekerjaan, untuk menegakkan aturan dan kewajiban dalam operasional dan keselamatan,untuk menentukan jumlah tenaga kerja, alat-alat dan peralatan, metode, proses, bahan-bahan, prosedur, dan proses produksi, untuk terlibat, promosi, pengurangan karyawan, mutasi, PHK, skorsing atau tindakan disiplin lainnya sebagaimana diatur. Untuk melaksanakan fungsi manajemen, perusahaan tidak boleh melanggar segala kewajibannya sebagaimana termuat dalam perjanjian ini. 46

47 Contoh PKB yang buruk LINATEX dan NEUCMRP Pengakuan terhadap Serikat Buruh Perusahaan mengakui serikat buruh sebagai wakil dalam melakukan perundingan yang mewakili seluruh kepentingan anggota serikat buruh dengan pengecualian terhadap kategori-kategori sebagai berikut – Kapasitas manajerial – Kapasitas Eksekutif – Kapasitas Kerahasiaan – Kapasitas keamanan – Pekerja sementara hanya dipekerjakan dengan jangka waktu 6 bulan 47

48 Studi Kasus PKB American Standards Indonesia 1.Umum 1.Tujuan mempekerjakan buruh kontrak & Outsourcing : efisiensi & produktifitas 2.Kewajiban serikat buruh: 2.Pengakuan & jaminan bagi serikat buruh 1.Hak pengusaha sepenuhnya untuk merekrut, relokasi, mutasi, dan promosi 1.Hari/jam kerja, hari tidak bekerja, Lembur 2.Hari Libur 3.Keselamatan & Kesehatan 4.Upah 5.Tunjangan kesehatan & Perawatan Rumah Sakit 8.Jaminan sosial 9.Kesejahteraan Buruh 10.Pedoman tata tertib kerja 8.Tata tertib kerja : kehadiran tepat waktu, absen pada mesin absen, 9.Tindakan Disiplin dan Sanksi 11.Mekanisme penyelesaian keluhan 12.Pemutusan Hubungan Kerja dan Kompensasi 8.Tindakan disiplin dan sanksi, 9.pelanggaran berat, absensi 13.Masa berlaku & perpanjangan 48

49 Studi Kasus PKB American Standards Indonesia Umum 1.PKB ini menjelaskan dan menegaskan fungsi dan peranan perusahaan dan serikat pekerja 2.Tujuan PKB ini adalah untuk memperjelas hubungan kerja, hak dan kewajiban pekerja, Pengusaha dan Serikat Buruh. 3.PKB ini bertujuan meningkatkan efisiensi, produktivitas, dan peningkatan karier pekerja terhadap perusahaan 4.Kewajiban pengusaha adalah mengatur jalannya operasional perusahaan, menerima dan menyelesaikan dengan baik secara bipartit semua permasalahan ketenagakerjaan yang disampaikan oleh serikat pekerja 5.Kewajiban Serikat Buruh adalah untuk membantu pengusaha dalam menegakkan disiplin kerja anggotanya untuk meningkatkan produktivitas dan efisiensi kerja demi kelancaran bersama. 6.Kewajiban serikat buruh adalah untuk mendukung perusahaan dalam mengatur jalannya operasional perusahaan dengan memperhatikan peraturan perundangan yang berlaku. 49

50 Studi Kasus PKB American Standards Indonesia Keselamatan dan kesehatan 1.Perusahaan menjalankan norma-norma keselamatan dan kesehatan kerja sesuai dengan peraturan perundangan yang berlaku. 2.Semua pekerja berhak mendapatkan perlindungan keselamatan dan kesehatan kerja dalam melaksanakan pekerjaan untuk meningkatkan produktivitas. 3.Pekerja wajib memakai dan memelihara alat-alat keselamatan kerja yang disediakan oleh perusahaan. 4.Pengusaha dan serikat buruh wajib mengawasi pelaksanaan Keselamatan dan Kesehatan Kerja di lingkungan perusahaan. 5.Alat keselamatan kerja yang hilang menjadi tanggungjawab Pekerja kecuali terbukti bukan karena kelalaiannya 6.Sanksi kepada pekerja apabila melanggar aturan keselamatan: diberikan surat peringatan. 7.Perusahaan dapat memintakan ganti rugi kepada pekerja atas kerugian alat-alat kerja karena tindakan pekerja. 50

51 Studi Kasus PKB American Standards Indonesia Pengakuan dan jaminan bagi serikat buruh 1.Pengusaha mempunyai hak untuk merekrut dan mempekerjakan sesuai dengan aturan yang ditetapkan oleh perusahaan mengacu pada ketentuan perundangan yang berlaku. 2.Relokasi pekerja merupakan wewenang perusahaan dengan tujuan untuk peningkatan karir buruh.. 3.Adalah hak pengusaha untuk mempromosikan pekerja berdasarkan kebutuhan dengan mempertimbangkan kemampuan pekerja untuk jabatan yang lebih tinggi Upah –Sistem pengupahan berdasarkan posisi kerja, kemampuan perorangan dan tingkat tanggung jawab yang diberikan oleh pengusaha. 51

52 PKB bukan aturan perusahaan, bukan juga kamus untuk mendefinisikan konsep- konsep. 52

53 Apa itu PKB Hukum yang berlaku di tempat kerja yang dibuat secara bersama-sama antara serikat buruh dan pengusaha melalui perundingan bersama. Alat untuk mencapai demokrasi di tempat kerja sebagai bagian dari penerapan hukum Buruh Workers challenge to the following capacity of employers –Kapasitas manajerial –Kapasitas Eksekutif –Kapasitas kerahasiaan –Kapasitas keamanan Tidak ada pembatasan agenda dan topik untuk isi PKB 53

54 Kesimpulan a.Perundingan bersama adalah negosiasi antara serikat buruh dan perusahaan untuk bersama-sama memutuskan upah dan kondisi kerja yang mempengaruhi kehidupan buruh dan kelangsungan keluarganya. b.Perundingan bersama berbeda dengan perundingan perorangan. c.Perundingan bersama berbeda dengan perjanjian secara perorangan. d.Perundingan bersama adalah dasar yang paling penting bagi demokrasi dan menyuarakan relasi perburuhan. e.Perundingan Bersama adalah alat yang paling efektif bagi terciptanya dialog sosial yang baik. f.PKB harus lebih tinggi dan lebih baik dari perundangan nasional dan standar-standar internasional. g.Tidak ada PKB berarti Tidak ada Serikat Buruh! 54

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