2010 03 workers participation in management 2

8/3/2019 2010 03 Workers Participation in Management 2

1/17

Information Disclosure &

Union Right to Consultation

Workers Participation in Management


2/17

Which company is good and

promising? A or BCompany A

Transparent

Inclusive

Participatory

Responsible

Cooperative

Honest Friendly

Clean

Company B

Obscure

Exclusive

One man control

Irresponsible

Confrontational

Dishonest Hostile

Corrupt


3/17

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


4/17

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 ofa company.

Information disclosure and unions right toconsultation are essential to be equal partners.


5/17

Case: Germany

Act on Works councilWorkers Right toInformation

Making or introducingan employment plan in

the workplace Introducing a new

working process

Arranging new

equipment and factorystructure

Building, rebuilding andexpanding factory

Workers Right to

Consultation/Agreement

Personnel management

Dismissal

Job training Recruitment rules

Workplace arrangements

Job contents

Start/end and change ofworking hours

Wage payment and its change

Company welfare

Recruiting and transferring anindividual worker


6/17

Case: Korea

Act on Employees ParticipationWorkers Right toConsultation

Sharing of performances(profits)

Recruitment and training

Health & safety, workingenvironment

Personnel management

Dismissal, retraining, jobtransferring due to

managerial or technicalreasons

Working hours and resthours

Workers Right to

Consultation

Wage payment and wagesystem

Introduction of new machineand technology orimprovement of workingprocess

Revision of work rules

Company welfare

Installation of monitoringequipment like CCTV

Maternity protection andfamily-work balance


7/17

Case: KoreaAct on Employees Participation

Workers Right to

Information

Overall managerial plan

and output

Quarterly production plan

and output

Personnel and workforce

plan

Economical and financialsituation

Workers Right to

Agreement

Job training and skill

development

Company welfare


8/17

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 indirectin these affiliates, including shareholdings

between them.


9/17

OECD Guidelines

Chapter 3. Information Disclosure MNCs should also disclose material information

on:

a. The financial and operating results of the company.

b. Company objectives.c. Major share ownership and voting right.

d. Members of the board and key executives, andtheir remuneration (pay).

e. Material foreseeable risk factors.

f. Material issues regarding employees and otherstakeholders.

g. Governance structures and policies.


10/17

OECD Guidelines

Chapter 3. Information Disclosure MNC is encouraged to communicate

additional information on:

a) Social, ethical and environmental policies ofthe 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.


11/17

ILO Recommendation 129

General conditions of employment, includingengagement, transfer and termination ofemployment;

Job descriptions and the place of particularjobs within the company structure

Possibilities of training and prospects ofadvancement within the undertaking;

G

eneral working conditions; Occupational safety and health regulationsand instructions for the prevention ofaccidents and occupational diseases;


12/17


Procedures for the examination of grievances as wellas the rules and practices governing their operationand the conditions for having recourse to them;

Personnel welfare services (medical care, health,

canteens, housing, leisure, savings and bankingfacilities, etc.);

Social security or social assistance schemes in theundertaking;

Regulations of national social security schemes to

which the workers are subject by virtue of theiremployment in the undertaking;

General situation of the company and prospects orplans for its future development;


13/17


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 representativeson 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.


14/17

CBA and Workers

Participation in Management Knowledge is a power and a precondition to be anequal partner with employers.

Workers must participate in management for

sustainable development, transparency andgrowth of our company.

CBA is an useful tool for workers participation inmanagement.

Insert the chapter 3 of the OECDG

uidelines onMNEs into our CBA.

Not by our workplace union alone, but togetherwith FOL and other workplace unions.


15/17

BASF Supervisory Board


16/17


17/17

2010 03 workers participation in management 2

Documents