Hangzhou sample of collective negotiation on wages

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Hangzhou paint Co., Ltd.: the "Hangzhou sample" of collective negotiation on wages

Hangzhou paint Co., Ltd.: the "Hangzhou sample" of collective negotiation on wages

April 8, 2011

[China paint information] sat at the same negotiating table with the boss. Ordinary employees fought with the management for their labor income and rights and interests. In such a right discourse game, the boss finally compromised, Reach an agreement with the employees of the enterprise to increase the salary to meet the project requirements of the closed test area for a short period of time - this is a scene of fair negotiation game between labor and capital depicted by the collective negotiation system of wages

although such a scene is too luxurious for most ordinary Chinese workers, it is gratifying that such a scene has begun to appear in Zhejiang enterprises under the background of "labor shortage"

wages are no longer up to the boss the final say

"recently, the prices of daily necessities are rising, can wages also rise a little?"

"if the operation is normal, how much salary can the employees get this year?"

"let me show you a group of figures: in 2009, the average monthly salary of our front-line employees was 2006 yuan, and last year, it increased to 2103 yuan per month. This year, the company has set an adjustment target, and the actual increase of employees' wages will exceed 5% compared with 2010."

this dialogue came from a collective negotiation on wages in Zhejiang Province on March 17. On the same day, the first town street mobilization meeting of the "hundred day offer action" of the collective negotiation on wages in Xiaoshan District, Hangzhou was held in Zhejiang Aozhan Industrial Co., Ltd. in dangwan town. The workers' representatives, who are produced by the workers' Congress of the trade union of the enterprise, negotiate face-to-face with the representatives of the enterprise on issues such as the increase of workers' wages

collective negotiation on wages "to put it mildly, it is' wage negotiation ', which teaches workers how to' bargain 'with enterprise bosses." Tanmupin, head of the legal department of the Hangzhou Federation of trade unions, explained

in the process of Xiaoshan's collective negotiation on wages, the enterprise's trade union first sent an offer for collective negotiation on wages to the enterprise's administrative department, requiring the representatives of employees and the enterprise's administrative party to negotiate on labor remuneration, insurance and welfare, labor safety and employee training. The enterprise prepared relevant information about the enterprise's sales and profits within a specified time limit to respond, and then carried out face-to-face collective negotiation. After "negotiation", it was finally determined that "the minimum wage will be increased by 25% this year", and the wage agreement will be signed by the employee representatives and the administrative representatives of the enterprise

"after salary negotiation, everyone can clearly see the increase of wages and benefits, and it will be more reassuring to go to work." Chenjunjie, the employee representative of Aozhan industry, was very satisfied with the result of the wage negotiation

"it's very awesome for retaining and recruiting people." Huang Chengan, chairman of the board of directors of the company, also believes that the frequent mobility of employees has made the enterprise pay a high price. Collective negotiation on wages is conducive to retaining talents and the long-term development of the enterprise

according to statistics, up to now, 13500 collective wage agreements have been signed in Hangzhou, covering 34488 enterprises and 1.295 million employees, including 1510 regional industrial wage agreements, covering 22498 enterprises and 430000 employees

in Zhejiang Province, the situation that wages are the final say is also changing. Jin Changzheng, executive vice chairman of the Zhejiang Federation of trade unions, said that the collective negotiation system on wages has been widely covered in Zhejiang, and has initially formed the focus of enterprise negotiation, the establishment of a normal wage growth mechanism, and the focus of industry negotiation is to formulate unified working hours and wages standards, Regional negotiation focuses on the wage negotiation mode of "enterprise negotiation on growth, industry negotiation on standards, and regional negotiation on the bottom line" in which employees' wages are not lower than the local minimum wage standard

it is reported that according to this model, nearly 8.5 million workers in Zhejiang have implemented collective negotiation on wages, involving 132200 enterprises

Jin Changzheng said that wages such as "how much is it to sew a pair of pants" and "how much is it to put a collar on a shirt", which were previously decided by the enterprise boss alone, were gradually replaced by wage negotiation, "front-line workers came to the front desk and negotiated with the boss to determine the wage of each process."

the "Hangzhou sample" of collective wage negotiation

if the time goes back a few years, even if he lends Zhu Wenbin a few courage, he dares not talk to the boss: holding someone else's job and bargaining, don't want to mix? But now, he will righteously strive for the benefits he deserves by using a level ruler to adjust the left and right levels of the body by leaning against the side of the swing rod. Zhuwenbin, 47, is an oil depot administrator of Hangzhou paint Co., Ltd. Hangzhou paint Co., Ltd., founded in 1956, was once a key manufacturer in the national paint industry, but before the restructuring in 1999, the company was on the verge of loss

Wang Qingyu, who entered the factory after graduation, said, "at that time, the employees' income was very low, and those who had the ability were almost gone, and everyone was not optimistic about the future of the enterprise."

Zhu Wenbin was laid off twice and took up his post three times, so his life was tight. In 2005, Hangzhou began to implement the collective negotiation system for enterprise wages, and Hangzhou paint Co., Ltd. was selected as the first batch of pilot enterprises

now, according to Hu Lianrong, chairman of the company's labor union, collective negotiation on wages is to give employees their own say in wage distribution

it is reported that since the collective negotiation on wages was carried out, the average wage increase of employees in paint companies has exceeded 15% every year. In the past three years, the average wage increase of employees has been 18.16%, and last year, the wage increase reached 20.48%. "All this is due to the collective wage negotiation system." Hu Lianrong said

with the increase of employee income, the enterprise benefits are better. In 2009, the company achieved an output value of 300million yuan, a production and sales volume of 30000 tons and a profit of 30million yuan, an increase of 246%, 230% and 416% respectively over the year of restructuring

Hu Lianrong said that if the employees' treatment is good, their enthusiasm will be high, and the enterprise will earn more. They are also willing to improve the treatment of employees, while retaining the hearts of the people, which will form a virtuous circle

Hangzhou paint Co., Ltd. is only a "sample" of the success of collective negotiation on wages in Hangzhou. The head of Hangzhou Federation of trade unions believes that increasing the income of employees is the most basic guarantee to achieve decent work. Wage negotiation is not only to allow employees to achieve normal annual wage growth, but also to allow employees and enterprises to share the achievements of enterprise development, so that the wage growth of employees and enterprise profits can achieve synchronous growth

"with the development of the enterprise, it is the absolute principle for employees to increase wages". Hu Lianrong is now the chief representative of Hangzhou paint company for collective wage negotiation. He said that as soon as December comes, employees will ask: "when will the negotiation meeting be held this year, how much will the enterprise's profits increase, and how much can the wages increase next year?"

It is reported that the basic idea of the collective bargaining system for wages is to seek the common interests of both parties by reaching a collective contract through equal negotiation on the premise of recognizing the contradiction of interests between labor and capital. It is also the most important means of coordinating labor relations in market economy countries in the past 200 years

in the current collective negotiation on wages of many enterprises in Zhejiang, in addition to wages, the negotiation also includes working hours, insurance and welfare, rest and vacation, labor safety and health, vocational training, etc., among which workshop type rough processing enterprises account for the majority

"factory conditions" are different, because Zhejiang's "negotiation" methods are flexible and diverse. For example, in towns and villages with relatively concentrated small and medium-sized enterprises, regional wage negotiation is implemented, and the Town Village joint labor union signs a contract with the owner committee or the operator representative; In large industrial clusters or blocky economic regions, the trade unions and trade associations negotiate and sign contracts. Industries and regions with normal production and operation, good benefits and strong industrial base should focus on "negotiation" of wage levels, bonus distribution, subsidies and welfare, with a view to establishing a normal wage growth and adjustment mechanism; In industries and regions where production and operation are difficult and the industrial base is relatively weak, the focus is on "negotiating" wage payment methods, and the emphasis is on establishing a wage payment guarantee mechanism

it is understood that the wages of enterprise employees are generally negotiated once a year, and representatives are elected by both parties to determine the wage standard of the year face to face. However, some enterprises will also meet quarterly to discuss the adjustment of wage levels due to the great impact of seasons. Some garment enterprises adjust the working hours and wages in time according to the batch. In addition, employees are allowed to participate in the "decision-making" of almost all factory affairs closely related to employees, such as how many days of maternity leave and benefits they enjoy

Chen Shiquan, vice chairman of the Zhejiang Federation of trade unions, believes that through collective negotiation, the relative weakness of workers in economic status has been reversed, allowing workers to collectively express their personal will through labor groups, and improving the inequality of workers in bargaining status and the relative weakness of bargaining ability. "Labor and capital determine the welfare treatment and working conditions of workers through collective negotiation, which effectively urges both parties to make mutual concessions and reach acceptable conditions. It has become a relief valve to alleviate labor and capital contradictions and income distribution gap, and it is also the best way to resolve labor and capital contradictions."

in the view of many labor experts, collective negotiation not only unblocks the expression channel of workers' interest demands, so that workers' wishes can be expressed in the negotiation, and the discourse rights of relatively vulnerable workers are respected, but also helps to alleviate the opposition between labor and capital, prevent the emergence of extreme situations, and is an effective way to ease and dredge labor conflicts

a study by the Chinese Academy of Social Sciences shows that the number of labor disputes accepted per unit of GDP is 1.9 nationwide and 1.35 in Zhejiang; The number of workers involved in labor disputes per unit of GDP is 5.59 nationwide and 2.40 in Zhejiang. "This shows that the degree of labor capital harmony in Zhejiang Province is obviously at the forefront of the country." Chen Shiquan said

It is reported that in order to avoid wage "negotiation" becoming a mere formality, every enterprise implementing collective wage negotiation in Zhejiang will be required to record the negotiation contents in detail, which will be regularly checked by the superior trade union, and the negotiated wage standard will be submitted to the Municipal Federation of trade unions and the labor department for the record. In Hangzhou, another thing about collective negotiation on wages is that some super hard materials are also included in the selection system of harmonious enterprises. Enterprises that have won the title of harmony enjoy priority in terms of loans and project approval, in order to ensure the implementation of the negotiation from the system

I learned that in Hangzhou, although the relevant departments have vigorously implemented the collective negotiation system for wages, not all enterprise employees can personally experience the joy of raising wages

"theoretically, collective negotiation on wages should be a mutually beneficial and win-win choice for both labor and capital. The rights and dignity of workers are guaranteed, and it is not just the workers who benefit." However, a trade union official in Hangzhou admitted that the promotion process of this system in Hangzhou and even the whole country was not smooth

in fact, the problems faced by Hangzhou are by no means accidental. An enterprise boss, who asked not to be named, said that now employees have a strong sense of safeguarding their rights. Collective negotiation writes the content of wages in black and white on paper, and employees can go to the labor department to ask for safeguarding their rights after they get their hands on it. Isn't this a tie between enterprises and themselves

some private business owners privately say that in the same industry, if I give employees a raise, but other enterprises do not, the same products, costs increase, prices rise, will there be no price advantage

on the other hand, due to the trade union and

Copyright © 2011 JIN SHI