Actrav-ITC-ILO, Turin 工人活动局 国际劳工组织都林国际培训中心

Presentation on theme: "Actrav-ITC-ILO, Turin 工人活动局 国际劳工组织都林国际培训中心"— Presentation transcript:

1 Actrav-ITC-ILO, Turin 工人活动局 国际劳工组织都林国际培训中心
Sharing in the gains: Negotiating for Decent Wage- Decent Work 共享成果： 为获体面工资-体面劳动进行谈判 Actrav-ITC-ILO, Turin 工人活动局 国际劳工组织都林国际培训中心

2 FoA & Right to CB: Pathway to Decent Work 结社自由及集体谈判权：通向体面劳动的途径
ILO C 87 & C 98: a fundamental right – promotes Voice, Representation & Participation 国际劳工组织第87号和98号公约：基本权利 – 促进话语权、代表权和参与权 – facilitates representative social dialogue, help reach mutually agreeable solutions while respecting each others needs – 促进具有代表性的社会对话，尊重彼此需求的同时，寻求相互同意的对策 Role of law v/s Collective bargaining: law can force compliance but not cooperation between parties 法律与集体谈判作用之比较：法律可强迫守法合规，但无法迫使各方合作 C-87 & C-98: Development policy? money in workers pockets promotes domestic growth & employment 第87号和98号公约：发展政策？工人口袋里的钱可促进国内增长与就业

3 So, what is Collective Bargaining Agreement? 那么，什么是集体谈判协议？
Image v/s concept 印象 v/s 理念 CBA is like a ‘constitution’ for a company /industry – it should not be a mere document for just getting some wage rise BUT a document of rights & obligations of parties to the agreement – a means of joint regulation of workplace issues, including union right to information & negotiate ‘management policy’ 集体谈判协议类似于一个企业/产业的“章程” –它不应仅仅是一份实现涨薪的文件，而是一份规范协议各方权利与义务的文件，是共同管理工作场所事宜的一种手段，包括工会获得信息的权利和就“管理政策”进行谈判的权利。 So – need for union vision – for the workers, for the Company, – then a strategy and actions to achieve that vision 因此– 需要工会愿景–既维护工人，又有利于企业–之后，需要制定战略和行动，以实现这一愿景

4 Issues dealt by CB – what do you negotiate for? 集体谈判涉及的事项–为了什么进行谈判？
Traditional issues – wage rates/pay, working hours & other working conditions, employment policies, productivity agreement 传统事宜–工资/报酬、工时及其他工作条件、就业政策、生产率协议 New areas: Company management issues such as: - work norms, staffing standards & employment levels, - environmental hazards/green jobs issues, - Outsourcing, sub-contracting clauses, - Investment policies, technologies, etc. 新领域：企业管理事宜，如 - 工作规范、人事标准及就业水平 - 环境危险/绿色就业事宜 - 外包、分包条款 - 投资政策、技术等 ….since all these affect workers employment and working conditions ……因为以上各方面都影响工人就业和工作条件

5 What should you negotiate for? 你应该为了什么进行谈判？
Issues of interest (thu CB) v/s issues of rights (as per law) - what is provided for by law – ideally should not be part of CB – employers are expected to abide by law (MW, rates of OT pay) – CB is for getting more than the law 利益问题（通过集体谈判）v/s 权利问题（根据法律） - 法律规定了什么- 理想情况下不应是集体谈判的内容- 雇主理应遵守法律（最低工资、加班工资） - 集体谈判是为了争取超出法律规定的权益 Negotiate compensation system & compensation package, Not just wages (some companies pay more wages, less benefits, or vice versa) – total costs of the compensation package matter & should be calculated. 就补偿机制及补偿方案、而不仅仅是工资进行谈判（有些企业工资高些，福利少些，亦或反之）补偿方案的总成本很重要，应进行计算 Employment stability v/s wages question. 就业稳定 v/s 工资问题

6 Elements of compensation 补偿的各种要素
Pay for work – 8 hours of work 工作薪酬-8小时工作 Pay for performance – productivity linked component 绩效薪酬-与生产率挂钩 Pay for time not worked (paid leave, Sundays, etc) 未从事工作的时间之薪酬（带薪假期、周日等） Lay off compensation (for temporary situation) 裁员补偿（临时性） Deferred income (Bonus, social security) 延期收入（奖金、社会保障） Income equivalent payments (allowances) 收入等值支付（津贴） Health, accident and Liability Protection 医疗、事故和责任保护 Company performance bonus 企业绩效奖金

7 Labour rates v/s Labour costs 劳动力工资 v/s 劳动力成本
Example: 举例： Two companies in car Industry – for 8 hours work, Company N pays higher wages but has lower labour costs, while Company G pays lower wages but has higher labour costs. 汽车产业的两家公司-对于8小时工作，N公司支付更高的工资，劳动力成本却更低，而G公司支付的工资更低，但劳动力成本更高 How can this be? 为什么会这样？ Productivity plays a major role. Company N makes 1 car in 40% less time than Company G 生产率发挥着关键作用：公司N生产一辆汽车的时间比公司G少了40% Focus on costs, not Wages - what are major costs in a company? What do Managers spend their maximum time on? 重点在于成本，而非工资-企业的主要成本是什么？管理者最大块的时间花在哪？

8 Global Financial Crisis & Company’s Response 全球金融危机&企业应对之道
Company Management, taking advantage of Global Financial Crisis, demanded the Union to accept wage cut of 20% or reduce workforce by 20%. Cost structure as per the company balance sheet: Material Cost % Energy Cost   10% Admn. Cost     4% Labour Cost      8%  企业管理层利用全球金融危机的契机，要求工会接受减薪20%，否则裁员20%。企业资产负债表显示的成本结构如下： 物资成本 % 能源成本   10% 行政管理成本    4% 劳动力成本      8%  Reduction by 20% head count or wages meant only 1.6% savings (20% of 8%) BUT targeting saving in material & energy costs by 10% would give 8.8% cost savings.  Management had no answer but to accept union’s proposal and in this way Union saved the jobs as well as wages. 每人减薪20%意味只节省了1.6%的成本（8%的20%），而以节省10%的物资和能源成本为目标，则将节省8.8%的成本。管理层对此无言以对，不得不接受工会的提议。通过这种方式，工会既保住了岗位，又保持了工资水平。

9 Value Added = Income – Non Factor Expenditure.
Are profits a good basis for basing wage demands? 利润是设定工资诉求的良好基础吗？ Focus on value added – what is it? 重点在于附加值-什么是附加值？ Value Added = Income – Non Factor Expenditure. (Here non-factor expenditure means expenditure other than employee cost, depreciation and interest). 附加值=收入-非要素指出 （此处，非要素支出指的是除员工成本、折旧和利息之外的支出）

10 资产负债表分析 – 举例 项目 / 年份 2007 2006 2005 2004 2003 2002 2001 2000 已动用资本 168 199 113 110 105 95 80 收入 408 327 217 203 163 141 138 147 非要素支出 301 254 166 142 104 106 96 91 附加值 107 73 51 61 60 35 42 56 劳工比例 33 32 23 26 25 21 资本比例 74 41 28 9 19 36 附加值中劳工比例 (%) 31 44 45 75 37 附加值中资本比例 (%) 69 55 58 59 63 资本回报率 (%) 20

11 Capabilities needed 所需能力
For effective collective bargaining, Unions need capacity for 为实现有效的集体谈判，工会需具备以下能力： Understanding country’s economic situation, impact of ‘external events’ 了解国家的经济形势、“外部事件”的影响 Financial analysis of the company - understanding balance sheets, profit & loss statements 企业财务状况分析-理解资产负债表、损益表 Management systems and philosophy (Ex. German v/s American, Japanese, Korean, Chinese, Indian employers) 管理体系和理念（例如：德国 v/s 美国、日本、韩国、中国、印度雇主） Understanding productivity, work measurement techniques, changes in the company, in the economy 了解生产率、工作测量技巧、企业和经济情况的变化 Survey Market Pay & Compensation Practices 调查市场薪酬和补偿做法 What else? 还有什么？

12 For effective CB, Unions need to Know 为实现有效的集体谈判，工会需要了解
What kind of company it is? Labour intensive? Capital intensive? Supplying directly to market or is in supply chain? 企业是什么类型？劳动力密集型？资本密集型？直接供应市场还是处于供应链之中？ Capacity to Pay of the company 企业的支付能力 Share of labour in the wealth (value added) produced in the company 企业创造的财富（附加值）中劳动力的份额 Return on capital invested in the company (if it goes down too much, investors will withdraw & firm will close down) 投入企业的资本之回报率（倘若回报率过低，投资者将撤资，企业也将随之倒闭） Where do you get this information from? Balance Sheet and Profit & Loss Account of the Company for last 3-4 years. 你从哪获得这一信息的？企业过去3-4年的资产负债表和损益表

13 Group Discussion 小组讨论 Workers want 20% wage hike – the situation facing the company is: 工人想要涨薪20%——企业面临的情况是：  The input prices (Cost of raw material, electricity, water etc) has gone up by 10 % 投入价格（原材料、水电等成本）上涨10% Due to competition the company has to reduce the product price by 10% 由于竞争，企业不得不将产品价格削减10% At the same time the share holders are also expecting 5 % more returns from the existing 15 % 同时，股东也期望在现有的15%基础上增加5%的回报率  How to develop a strategy to respond this situation? 如何制定策略，应对这一情况？ What are the areas that you can explore to find an answer? 有哪些领域可以探索，以寻求答案？

14 Increase in input cost: 增加投入成本：
Reduction in wastage 减少浪费 Inventory management 存储管理 Change in design of the product to save more material 改变产品设计，以节省更多物资 Energy saving 节能 Competition in price: 价格竞争： selling at lower margin but at a mass level. For this we need to improve productivity. Productivity improvement involves various factors such as: 以更低的利润量销。为此，我们需要提高生产率。改进生产率涉及若干因素，如   process and systems improvement改进工艺和体系 updated technology 先进的技术 application of various improvement tools应用不同的改进工具 Culture and attitudinal change, etc 文化和态度转变等 Once productivity and sales increases it will generate more revenues that can go towards K & L. 一旦生产率提高，销售额增长，将为资本和劳力创造更多的收益。

15 Concluding Remarks 结语 FoA & CB are not just about workers rights but are also policy instruments to achieve social justice & promote economic growth 结社自由&集体谈判不仅仅攸关工人权利，同时也是实现社会正义和促进经济增长的政策工具。 Should not be limited to industry or company level but this principle should be extended to national level to deal with labour, social and economic policies– this will promote social harmony and social stability. 这一原则不应囿于产业或企业层面，而应扩展到国家层面，处理劳工、社会和经济政策——而这将促进社会和谐与稳定。 Importance of understanding financial numbers for countering management 理解财务数字至关重要，以便与管理层抗衡 Need to move from mere collective bargaining over wages to ‘participatory rights in industry as also the economy 需从单纯的工资集体谈判转向“对产业和经济的参与权”

16 Collective Bargaining policies & Practices in your country 中国集体谈判政策与实践
Do you have a law or legal framework regulating collective bargaining? What should be improved in this law? 中国是否有规定集体谈判的法律或法律框架？该法有何需要改进之处？ On what factors do you base your wage demands? 你们提出工资要求是基于哪些因素？ Collective agreement is signed at what level - at company level? Industry-wide? Do federations of unions sign agreements? Or are the agreements signed only by company level unions? 集体协议是在哪一层面签订的——企业层面？产业层面？工会联合会是否签署协议？还是只有企业层面的工会才签订协议？ What do unions include in the collective agreement? 工会在集体协议中涵盖哪些内容？ What are the main difficulties in exercise of collective bargaining rights for unions? 工会在行使集体谈判权时存在的主要困难是什么？