Perjanjian Bersama (PKB)
di Korea
1
Hal-Hal Utama dari Standar-standar
Internasional
1.
2.
3.
4.
5.
6.
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
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
Peran Serikat Buruh
• Serikat Buruh adalah
organisasi buruh untuk
mewakili kepentingan dan
memperjuangkan hak para
anggota
 Meningkatkan
Kepentingan
 Memperjuangkan hak
 Melindungi Buruh
3
Peran serikat buruh
Pemerintah
Melindungi
buruh
Efisiensi
Produktivita
s
Peran Serikat Buruh
Efisiensi
Produktivitas
Melindungi
Buruh
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
A Case of Collective Agreement
KYUNGHEE UNIVERSITY
HOSPITAL
7
Main chapters of CA
1.
2.
3.
4.
5.
6.
7.
General Principles
Guarantee for Union Activities
Personnel Management
Working Conditions
Wage & Severance Pay
Health & Safety
Benefits & Welfare
8
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
2. Guarantee for Union Activitie
s
a.
b.
c.
d.
e.
f.
g.
h.
i.
j.
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
10
3. Personnel Management
a.
b.
c.
d.
e.
f.
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
11
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
4. Working Conditions
a.
b.
c.
d.
e.
f.
g.
h.
i.
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.
13
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, 60th
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
5. Wage
a.
b.
c.
d.
e.
f.
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
15
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, skilllevel and job categories
16
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
120
140
170
240
4 year
130
150
180
260
5 year
140
160
200
300
6 year
150
180
220
340
7 year
160
200
240
380
8 year
180
220
260
420
9 year
200
240
280
460
17
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
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
Collective Agreement
Hyundai Motor
20
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
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
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
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
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
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
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
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
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
4. Personnel Management
5. Company does not monitor email 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 58th year.
10. Disciplinary action against members must be
informed to and consulted with union.
30
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
5. Job Security
4. Company does not unilaterally implement layoffs, 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
6. Wage
1.
2.
3.
4.
5.
6.
7.
8.
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.
33
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
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
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
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
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 muscleskeletal disease.
38
10. Welfare & Training
1.
2.
3.
4.
5.
6.
7.
8.
9.
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.
39
11. Collective Bargaining
1. Bargaining duty
2. Bargainers: 20 from company, 20 from
union
3. Minutes keeping
40
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
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
14. Appendix
1. Expiration: 1 April 2011 to 31 March
2013.
2. 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
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 (LaborManagement Council)
44
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
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
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
Studi Kasus PKB
American Standards Indonesia
1.
2.
Umum
1.
2.
Pengakuan & jaminan bagi
serikat buruh
1.
1.
2.
3.
4.
5.
Tujuan mempekerjakan buruh
kontrak & Outsourcing : efisiensi
& produktifitas
Kewajiban 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
8. Jaminan sosial
9. Kesejahteraan Buruh
10. Pedoman tata tertib kerja
8.
9.
Tata tertib kerja : kehadiran tepat
waktu, absen pada mesin absen,
Tindakan Disiplin dan Sanksi
8.
9.
Tindakan disiplin dan sanksi,
pelanggaran berat, absensi
11. Mekanisme penyelesaian keluhan
12. Pemutusan Hubungan Kerja dan
Kompensasi
13. Masa berlaku & perpanjangan
48
Studi Kasus PKB
American Standards Indonesia
• Umum
1.
2.
3.
4.
5.
6.
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.
49
Studi Kasus PKB
American Standards Indonesia
• Keselamatan dan kesehatan
1.
2.
3.
4.
5.
6.
7.
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.
50
Studi Kasus PKB
American Standards Indonesia
• Pengakuan dan jaminan bagi serikat buruh
1.
2.
3.
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.
51
• PKB bukan aturan perusahaan, bukan
juga kamus untuk mendefinisikan
konsepkonsep.
52
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
Kapasitas
Kapasitas
Kapasitas
manajerial
Eksekutif
kerahasiaan
keamanan
• Tidak ada pembatasan agenda dan topik untuk isi
PKB
53
Kesimpulan
a.
b.
c.
d.
e.
f.
g.
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!
54