1. Information Disclosure & Union Right to Consultation
Workers Participation in Management

2. Which company is good and promising? A or B
Company A
Company B
Transparent
Inclusive
Participatory
Responsible
Cooperative
Honest
Friendly
Clean
Obscure
Exclusive
One man control
Irresponsible
Confrontational
Dishonest
Hostile
Corrupt

3. Good and promising company
What we need to make our company good and promising?
What is precondition of transparent, cooperative and participatory company ?
Information & Dialogue consultation / agreement between workers and management

4. Ideas: Workers Participation in Management
Industrial Democracy
Workers participate in decision making, share responsibility and authority in the workplace
Workplace Democracy
Application of democracy in all its form (voting system, discussion, dialogue) to the workplace.
Codetermination
Employees have an important role in management of a company.
Information disclosure and union’s right to consultation are essential to be equal partners.

5. Case: Germany Act on Works council
Workers Right to Information
Workers Right to Consultation/Agreement
Making or introducing an employment plan in the workplace
Introducing a new working process
Arranging new equipment and factory structure
Building, rebuilding and expanding factory
Personnel management
Dismissal
Job training
Recruitment rules
Workplace arrangements
Job contents
Start/end and change of working hours
Wage payment and its change
Company welfare
Recruiting and transferring an individual worker

6. Case: Korea Act on Employee’s Participation
Workers Right to
Consultation
Workers Right to
Consultation
Sharing of performances (profits)
Recruitment and training
Health & safety, working environment
Personnel management
Dismissal, retraining, job transferring due to managerial or technical reasons
Working hours and rest hours
Wage payment and wage system
Introduction of new machine and technology or improvement of working process
Revision of work rules
Company welfare
Installation of monitoring equipment like CCTV
Maternity protection and family-work balance

7. Case: Korea Act on Employee’s Participation
Workers Right to
Information
Workers Right to
Agreement
Overall managerial plan and output
Quarterly production plan and output
Personnel and workforce plan
Economical and financial situation
Job training and skill development
Company welfare

8. OECD Guidelines Chapter 3. Information Disclosure
MNC should ensure that timely, regular, reliable and relevant information is disclosed.
MNC should disclose basic information showing their name, location, and structure, the name, address and telephone number of the parent enterprise and its main affiliates, its percentage ownership, direct and indirect in these affiliates, including shareholdings between them.

9. OECD Guidelines Chapter 3. Information Disclosure
MNCs should also disclose material information on:
The financial and operating results of the company.
Company objectives.
Major share ownership and voting right.
Members of the board and key executives, and their remuneration (pay).
Material foreseeable risk factors.
Material issues regarding employees and other stakeholders.
Governance structures and policies.

10. OECD Guidelines Chapter 3. Information Disclosure
MNC is encouraged to communicate additional information on:
a) Social, ethical and environmental policies of the MNCs and other codes of conduct.
b) Information on systems for managing risks and complying with laws, and on statements or codes of business conduct.
c) Information on relationships with employees and other stakeholders.

11. ILO Recommendation 129
General conditions of employment, including engagement, transfer and termination of employment;
Job descriptions and the place of particular jobs within the company structure
Possibilities of training and prospects of advancement within the undertaking;
General working conditions;
Occupational safety and health regulations and instructions for the prevention of accidents and occupational diseases;

12. ILO Recommendation 129
Procedures for the examination of grievances as well as the rules and practices governing their operation and the conditions for having recourse to them;
Personnel welfare services (medical care, health, canteens, housing, leisure, savings and banking facilities, etc.);
Social security or social assistance schemes in the undertaking;
Regulations of national social security schemes to which the workers are subject by virtue of their employment in the undertaking;
General situation of the company and prospects or plans for its future development;

13. ILO Recommendation 129
Explanation of decisions which are likely to affect directly or indirectly the situation of workers in the company
Methods of consultation and discussion and of co-operation between management and its representatives on the one hand and the workers and their representatives on the other.
In the case of a question which has been the subject of negotiations between employer and workers in the company or of a collective agreement concluded at a level beyond that of the company, the information should make express reference thereto.

14. CBA and Workers’ Participation in Management
Knowledge is a power and a precondition to be an equal partner with employers.
Workers must participate in management for sustainable development, transparency and growth of our company.
CBA is an useful tool for workers’ participation in management.
Insert the chapter 3 of the OECD Guidelines on MNEs into our CBA.
Not by our workplace union alone, but together with FOL and other workplace unions.

15. BASF Supervisory Board