Perjanjian Bersama (PKB) di Korea

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Hal-Hal Utama dari Standar-standar Internasional

1. Workers rights to organize and CBA2. Tidak ada pekerja anak3. Tidak ada pekerja paksa4. Tidak ada Diskriminasi5. Jaminan atas kegiatan serikat buruh6. Fasilitas untuk perjanjian bersama dan aktivitas serikat buruh7. Upah Layak8. Kondisi kerja yang baik dan jam kerja9. Kesehatan & keselamatan10. Pembagian informasi11. Hak Konsultasi12. Pelatihan Kerja / Pengembangan keahlian

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Peran Serikat Buruh

• Serikat Buruh adalah organisasi buruh untuk mewakili kepentingan dan memperjuangkan hak para anggota

Meningkatkan Kepentingan

Memperjuangkan hak Melindungi Buruh

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Peran serikat buruh

Efisiensi Produktivi-

tas

Melindungi bu-ruh

Pemerin-tah

Peran Serikat Buruh

Melin-dungiBuruh

EfisiensiProduktivitas

Peran Serikat BuruhKepentingan Buruh1. Upah2. Jam kerja3. Kondisi kerja4. Tidak ada Diskrimi-

nasi5. Kesehatan & Kese-

lamatan6. Tidak ada pekerja

anak7. Tidak ada Kerja Paksa

(Lembur)8. Pelatihan kerja

Hak Buruh1. Berserikat2. Perundingan bersama3. Tindakan kolektif4. Aktivitas serikat bu-

ruh5. Tempat dan waktu

bagi serikat buruh6. Informasi7. Konsultansi8. Partisipasi

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KYUNGHEE UNIVERSITY HOSPITAL

A Case of Collective Agreement

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Main chapters of CA1. General Principles2. Guarantee for Union Activities3. Personnel Management4. Working Conditions5. Wage & Severance Pay6. Health & Safety7. Benefits & Welfare

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1. General Principlesa. Who are negotiation representatives

from union and managementb. Priority of Collective Agreement to

other contractsc. Applied scope of CBAd. Principle of mutual respecte. Principle of good faith & sincerity

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2. Guarantee for Union Activitiesa. Freedom of union activity, no interference with union activity by

management and prohibition of discrimination against union leaders and members

b. Recognition of paid union activities and meetings for members during working hours

c. Recognition of paid union education for members (8 hours a year)d. Recognition of paid full-time union officers (leaders)e. Provision of 2-hour education for new employees by unionf. Check-off system for membership dues (union fees)g. Freedom of posting and distribution of union documents h. Provision of facilities for union such as office space, computer,

internet and furniturei. Provision of company transports for union activities j. Provision of company documents and disclosure of company

information necessary for collective bargaining and union activities

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3. Personnel Managementa. No discrimination against union members and leadersb. Immediate notice of personnel matters concerning union

membersc. Establishment of fair and transparent personnel policy

and system (recruit, transfer, dismiss)d. Principle of recruitment of permanent workers, not

contract workerse. In-advance and sufficient consultation on introduction of

contract and agency labourf. 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

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3. Personnel Managementg. Sick leave: 60 days per a year with a certificate of healthh. 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 reasonsj. Equal treatment and no discrimination regardless of

religion, gender, social classk. Principle of equal pay for equal work and equal

treatment for equal workl. Retirement agem. Participation of union representatives in disciplinary

committee

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4. Working Conditionsa. Working hours: 8-hour daily, 40- hour weekly, 5-day

workweekb. Shift systemc. Overtime: maximum 12 hours weekly, provision of

meal in case of 2-hour OTd. 6-hour work daily in hazardous worke. Codetermination on change of working conditionsf. Provision of meal for night shiftg. Prohibition of night work for pregnant workersh. Monthly standard working hours must be 209 hours.i. Overtime work, night work, holiday work is paid with

150% of normal wage.

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4. Working Conditionsg. Paid leave: Saturday and Sunday, national holidays, traditional

festival daysh. Maternity leave: 90-day paidi. Guarantee of bread-feeding time: 30-minute two times a dayj. Paid annual leave: minimum 15-day a year; plus 1-day for each

year of additional servicek. Special paid leave: his/her or family member wedding, 60th

birthday; funeral of family membersl. 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

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5. Wagea. Composition of wage: basic rate, fixed-rate, legal

allowances, bonus, miscellaneous allowances, etc. b. Principle of equal pay for equal workc. 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

d. The date to pay wagese. The way how to pay bonus (900%)f. The way how to pay miscellaneous allowances (meals,

skills, family members, seniority – long service, health promotion, traditional festival days, hazardous job, career development

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5. Wageg. 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, skill-level and job categories

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Wage Table (example)A job

(simple)B job

(mid-skilled)C job(high-

skilled)

D job(managers)

1 year 100 120 150 2002 year 110 130 160 2203 year 120 140 170 2404 year 130 150 180 2605 year 140 160 200 3006 year 150 180 220 3407 year 160 200 240 3808 year 180 220 260 4209 year 200 240 280 460

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6. Health & Safetya. 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 staffc. Regular provision of safety education for

employeesd. Annual measurement of working environment

and report on the results to unione. Annual medical check-upf. Provision of necessary safety equipments

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7. Benefits & Welfarea. 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

condolencese. Financial support for education expenses for

childrenf. Financial support for medical expenses for

workers and their family19

Collective Agreement Hyundai Motor

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Contents• Preface1. General Principles2. Union Activity3. Social Responsibility &

Information Disclosure4. Personnel Manage-

ment 5. Job Security6. Wage7. Working Hours,

Leaves and Vacations

8. Gender Equality and Maternity Protection

9. Health & Safety 10.Welfare and Training11.Collective Bargaining12.Labor-Management

Council13.Labor Dispute14.Appendix

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Preface• Hyundai Motor company and the branch union of Korean

Metal Workers Union (KMWU) are committed to the princi-ples 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 polit-ical, 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.

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1. General Principles1. 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 ben-efits to non-union members

5. Both parties take responsibility for implementing the CBA.

6. Scope of union members

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2. Union Activity1. 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, collec-tive 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

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2. Union Activity4. 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 nec-essary expenses for union offices.

7. Company provide its conveniences such as rooms, transport vehicles, broadcasting systems for union meetings, trainings, activities.

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2. Union Activity8. 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, produc-tion 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 se-lected by union itself.

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2. Union Activity12. 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 condi-tions.

16. if union leaders are injured in union activities, com-pany accept it as industrial injury.

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3. Social Responsibility & In-formation Disclosure

1. Company provide union with the information on finan-cial reports, auditing reports, employment policy, hu-man resources and personnel management, invest-ment 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, re-cruitment of new employees, job transference of em-ployees, subcontractors and suppliers, financial statements, auditing reports, monthly change of pro-duction and sales.

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4. Personnel Management1. Company do its best to implement fair and reason-

able 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.

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4. Personnel Management5. Company does not monitor email and internet

access of union members6. 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 in-

formed to and consulted with union.

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5. Job Security1. Company-union joint committee decide the

company plan such as outsourcing, contract-ing-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 busi-ness, acquisition, relocation of production line, which influence job security

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5. Job Security4. Company does not unilaterally implement lay-

offs, collective dismissal, “voluntary retirement”. 5. In case of vacancy, company employ new em-

ployees 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 implementa-tion. In case of ordinary dismissal, before 45 days.

7. Company consult with union about its plan such as merger, transfer, split sales.

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6. Wage1. The date of wage payment2. The definition of wage3. Wage agreement (wage table)4. Deduction from wage: taxes, union fee, union funds,

social insurances (health, pension, unemployment), fee for employee stockholders association.

5. Bonus: yearly 750% of normal wage6. In case of temporary factory shutdown resulted from

electricity blackout and water cut-off, company pay 70% of normal wage.

7. Retirement pay: 1 month wage per 1-year service8. Retirement pension scheme.

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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 hour3. Rest period: morning 10 minutes, afternoon 10

minutes; to be included into working hours. 4. Definition of lateness, early leave, outgo5. Overtime work: following labor laws6. 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 month10. Paid annual leave: 10 days in the first service year,

and then plus 1 day each year.11. Paid leave: government election12. summer vacation: 5 days paid13. 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

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8. Gender Equality & Mater-nity Protection

1. 1 day of paid menstruation leave per a month for woman

2. 90 days of paid maternity leave3. Regular education on sexual ha-

rassment and sexual violence4. Provision of childcare facilities inside

factory

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9. Health & Safety1. Establishment of Health & Safety Committee (HSC): 7

members from company, 7 from union. Quarterly meet-ings. HSC members must be full-timers paid by com-pany. 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 work-ers. The equipments are decided by HSC.

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9. Health & Safety6. In case of serious danger, workers can stop their work and

evacuate from the place. 7. Company implement the measurement of working environ-

ment 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 muscle-skele-

tal disease.

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10. Welfare & Training1. Welfare facilities: bathroom, laundry, library, canteen, etc. 2. Regulation on dormitory for workers rights3. Company provide uniform for workers; 1 set for summer

uniform yearly, 1 set for winter uniform in 2 years. 4. Company give a gift (equal to 500 USD) for a worker in new

year holidays. 5. Company use local food (not imported one) for canteen. 6. Company provide commuting buses. 7. Company provide buses for new year and full moon holi-

days. 8. Company provide educational scholarship (up to university)

for 3 children per a member. 9. Company provide proper job trainings for members.

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11. Collective Bargaining1. Bargaining duty2. Bargainers: 20 from company, 20

from union3. Minutes keeping

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12. Labor-Management Council

1. Following the relevant law (the Act on Employees’ Participation), com-pany set up the Labor-Management Council (LMC).

2. LMC consult on job security, new technology, welfare, personnel management, investment plan, em-ployment plan, restructuring.

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13. Labor Dispute1. Company maintain canteen and other facil-

ities during the strike. 2. Union allow the workers of boilers, electric-

ity, dangerous chemicals, waters, can-teens, 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 re-sulted from the legal strike.

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14. Appendix1. 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 ef -fective even after the change of company name or union name.

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Common points of CBAs in Ko-rea

1. Freedom of union activity2. Employment policy3. Information disclosure (transparent manage-

ment)4. Wage 5. Working conditions (terms of employment)6. Health and safety7. Welfare, benefits and trainings8. Social dialogue and consultation (Labor-Man-

agement Council)44

PKB Goodyear Malaysia1. Relasi Pengusaha – Serikat Buruh

A. Hak PengusahaB. Hak Serikat Buruh

a. Satu-satunya perwakilan dalam perundin-gan

b. Hak untuk mewakili kepentingan anggotanya

2. Syarat & kondisi ketenagakerjaan3. Pengupahan dan gaji4. Klasifikasi pekerjaan

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Contoh PKB yang BurukEATON 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.

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Contoh PKB yang burukLINATEX 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

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Studi Kasus PKBAmerican Standards In-

donesia1. Umum 1. Tujuan mempekerjakan buruh

kontrak & Outsourcing : efisiensi & produktifitas

2. Kewajiban serikat buruh:2. Pengakuan & jaminan bagi serikat buruh

1. Hak pengusaha sepenuhnya un-tuk merekrut, relokasi, mutasi, dan promosi

3. Hari/jam kerja, hari tidak bek-erja, Lembur

4. Hari Libur5. Keselamatan & Kesehatan6. Upah7. Tunjangan kesehatan & Per-

awatan Rumah Sakit

8. Jaminan sosial9. Kesejahteraan Buruh10. Pedoman tata tertib kerja

8. Tata tertib kerja : kehadiran tepat waktu, absen pada mesin absen,

9. Tindakan Disiplin dan Sanksi11. Mekanisme penyelesaian

keluhan12. Pemutusan Hubungan Kerja

dan Kompensasi8. Tindakan disiplin dan sanksi, 9. pelanggaran berat, absensi

13. Masa berlaku & perpanjan-gan

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Studi Kasus PKBAmerican Standards In-

donesia• Umum1. PKB ini menjelaskan dan menegaskan fungsi dan peranan perusa-

haan dan serikat pekerja 2. Tujuan PKB ini adalah untuk memperjelas hubungan kerja, hak dan

kewajiban pekerja, Pengusaha dan Serikat Buruh.3. PKB ini bertujuan meningkatkan efisiensi, produktivitas, dan pen-

ingkatan karier pekerja terhadap perusahaan4. Kewajiban pengusaha adalah mengatur jalannya operasional pe-

rusahaan, menerima dan menyelesaikan dengan baik secara bipartit semua permasalahan ketenagakerjaan yang disampaikan oleh serikat pekerja

5. Kewajiban Serikat Buruh adalah untuk membantu pengusaha dalam menegakkan disiplin kerja anggotanya untuk meningkatkan produktivitas dan efisiensi kerja demi kelancaran bersama.

6. Kewajiban serikat buruh adalah untuk mendukung perusahaan dalam mengatur jalannya operasional perusahaan dengan memper-hatikan peraturan perundangan yang berlaku.

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Studi Kasus PKBAmerican Standards In-

donesia• Keselamatan dan kesehatan1. Perusahaan menjalankan norma-norma keselamatan dan kese-

hatan kerja sesuai dengan peraturan perundangan yang berlaku. 2. Semua pekerja berhak mendapatkan perlindungan keselamatan

dan kesehatan kerja dalam melaksanakan pekerjaan untuk meningkatkan produktivitas.

3. Pekerja wajib memakai dan memelihara alat-alat keselamatan kerja yang disediakan oleh perusahaan.

4. Pengusaha dan serikat buruh wajib mengawasi pelaksanaan Ke-selamatan dan Kesehatan Kerja di lingkungan perusahaan.

5. Alat keselamatan kerja yang hilang menjadi tanggungjawab Pekerja kecuali terbukti bukan karena kelalaiannya

6. Sanksi kepada pekerja apabila melanggar aturan kesela-matan: diberikan surat peringatan.

7. Perusahaan dapat memintakan ganti rugi kepada pekerja atas kerugian alat-alat kerja karena tindakan pekerja.

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Studi Kasus PKBAmerican Standards In-

donesia• Pengakuan dan jaminan bagi serikat buruh 1. Pengusaha mempunyai hak untuk merekrut dan mem-

pekerjakan sesuai dengan aturan yang ditetapkan oleh pe-rusahaan mengacu pada ketentuan perundangan yang berlaku.

2. Relokasi pekerja merupakan wewenang perusahaan den-gan tujuan untuk peningkatan karir buruh..

3. Adalah hak pengusaha untuk mempromosikan pekerja berdasarkan kebutuhan dengan mempertimbangkan ke-mampuan pekerja untuk jabatan yang lebih tinggi

• Upah – Sistem pengupahan berdasarkan posisi kerja, kemampuan

perorangan dan tingkat tanggung jawab yang diberikan oleh pengusaha.

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• PKB bukan aturan perusahaan, bukan juga kamus untuk mendefin-isikan konsep-

konsep.

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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

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Kesimpulana. Perundingan bersama adalah negosiasi antara serikat buruh

dan perusahaan untuk bersama-sama memutuskan upah dan kondisi kerja yang mempengaruhi kehidupan buruh dan kelangsungan keluarganya.

b. Perundingan bersama berbeda dengan perundingan perorangan.

c. Perundingan bersama berbeda dengan perjanjian secara perorangan.

d. Perundingan bersama adalah dasar yang paling penting bagi demokrasi dan menyuarakan relasi perburuhan.

e. Perundingan Bersama adalah alat yang paling efektif bagi terciptanya dialog sosial yang baik.

f. PKB harus lebih tinggi dan lebih baik dari perundangan nasional dan standar-standar internasional.

g. Tidak ada PKB berarti Tidak ada Serikat Buruh!

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