1. Perjanjian Bersama (PKB) di Korea

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

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

4. Peran serikat buruh Efisiensi Produktivitas Melindungi buruh
Pemerintah

5. Peran Serikat Buruh
Melindungi
Buruh
Efisiensi
Produktivitas

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

7. Kyunghee University Hospital
A Case of Collective Agreement
Kyunghee University Hospital

8. Main chapters of CA General Principles Guarantee for Union Activities
Personnel Management
Working Conditions
Wage & Severance Pay
Health & Safety
Benefits & Welfare

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

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

11. 3. Personnel Management
No discrimination against union members and leaders
Immediate notice of personnel matters concerning union members
Establishment of fair and transparent personnel policy and system (recruit, transfer, dismiss)
Principle of recruitment of permanent workers, not contract workers
In-advance and sufficient consultation on introduction of contract and agency labour
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

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

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

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

15. 5. Wage
Composition of wage: basic rate, fixed-rate, legal allowances, bonus, miscellaneous allowances, etc.
Principle of equal pay for equal work
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
The date to pay wages
The way how to pay bonus (900%)
The way how to pay miscellaneous allowances (meals, skills, family members, seniority – long service, health promotion, traditional festival days, hazardous job, career development

16. 5. Wage
Deduction: taxes, social security fees (national health insurance, unemployment insurance, industrial injury, national pension), union membership dues, the others.
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
Establishment of wage table based on seniority, skill-level and job categories

17. Wage Table (example) A job (simple) B job (mid-skilled) C job
(high-skilled)
D job
(managers)
1 year
100
120
150
200
2 year
110
130
160
220
3 year
140
170
240
4 year
180
260
5 year
300
6 year
340
7 year
380
8 year
420
9 year
280
460

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

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

20. Collective Agreement Hyundai Motor

21. Contents Preface General Principles Union Activity
Social Responsibility & Information Disclosure
Personnel Management
Job Security
Wage
Working Hours, Leaves and Vacations
Gender Equality and Maternity Protection
Health & Safety
Welfare and Training
Collective Bargaining
Labor-Management Council
Labor Dispute
Appendix

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.

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

24. 2. Union Activity
Company guarantee the freedom of union activity, and does not interfere with union activity with any reason.
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.
Company give the paid 12 hours to ordinary member for union education

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

26. 2. Union Activity
Company guarantee union to install union notice board, and does not interrupt the dissemination of union documents.
Company provide union with all the documents concerning wage, welfare, health & safety, production facilities, personnel management, manpower plan, subcontractors.
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.
Full-time union leaders, paid by company, are selected by union itself.

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

28. 3. Social Responsibility & Information Disclosure
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.
Company inform union of the results of the meeting of board of directors for the purpose of managerial transparency and company democracy.
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.

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

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

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

32. 5. Job Security
Company does not unilaterally implement lay-offs, collective dismissal, “voluntary retirement”.
In case of vacancy, company employ new employees as permanent worker.
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.
Company consult with union about its plan such as merger, transfer, split sales.

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

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

35. 7. Working hours, Holidays and Vacations
Paid holidays: national holidays, labor day, new year days, full moon days, company establishment day, union establishment day, etc.
Paid monthly leave : 1 day in a month
Paid annual leave: 10 days in the first service year, and then plus 1 day each year.
Paid leave: government election
summer vacation: 5 days paid
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

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

37. 9. Health & Safety
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.
HSC members become health & safety inspector. Their activity time is fully paid by company.
Company provide monthly 2- hour training on health and safety for workers.
Company disclose the information on health and safety to HSC members.
Company provide health & safety equipments for workers. The equipments are decided by HSC.

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

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

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

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

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

43. 14. Appendix Expiration: 1 April 2011 to 31 March 2013.
Three collective agreements are made: one for company, another for union, the last one for government.
This collective agreement will be effective even after the change of company name or union name.

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

45. PKB Goodyear Malaysia Relasi Pengusaha – Serikat Buruh
Hak Pengusaha
Hak Serikat Buruh
Satu-satunya perwakilan dalam perundingan
Hak untuk mewakili kepentingan anggotanya
Syarat & kondisi ketenagakerjaan
Pengupahan dan gaji
Klasifikasi pekerjaan

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.

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

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

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

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

51. Studi Kasus PKB American Standards Indonesia
Pengakuan dan jaminan bagi serikat buruh
Pengusaha mempunyai hak untuk merekrut dan mempekerjakan sesuai dengan aturan yang ditetapkan oleh perusahaan mengacu pada ketentuan perundangan yang berlaku.
Relokasi pekerja merupakan wewenang perusahaan dengan tujuan untuk peningkatan karir buruh..
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.

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

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

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