Xiao Li is a worker of the world-famous underwear brand Zhan Anfen Hainan Factory. The underwear she has made is sold at high prices in the counters of major shopping centers. However, she takes only 830 yuan more than the minimum wage of Haikou City. A monthly salary of 100 yuan was paid in September 2011 because the salary adjustment system introduced by the company may result in them being unable to get performance pay and year-end bonuses. They put forward their own reasonable demands to the company, but the factory did not pay attention to it. Up to 2,000 workers participated in the suspension of work for 7 days. The suspension of the work was highly focused on Hainan Province and the All-China Federation of Trade Unions. Eventually, the concessions made by Diane Fen were settled. Recently, unionists involved in the coordination of the incident revealed the relevant process.
Harsh regulations sparked a wave of 2000 workers in Hainan Beautiful Lingerie Co., Ltd., located in the Haikou Hong Kong-Macao Development Zone, is a world-renowned underwear brand in the establishment of a factory in Hainan, where the production of underwear is shipped to shopping malls around the world counter sales, about 3,000 A number of workers work on the production line of this factory. The fuse that triggered the shutdown of more than two thousand workers was a salary adjustment system introduced by Hainan Beautiful Underwear Co., Ltd. on September 6, 2011. This system requires that the workload of employees be up to 60% of OEE before they can enjoy performance pay. . And if implemented according to this standard, more than 80% of employees will not receive the year-end bonus. Earlier, the factory's workers had been dissatisfied with the issue of wage and welfare standards given by the factory. The minimum wage in Haikou was 830 yuan, and the monthly wage of the factory worker was only 930 yuan. The minimum wage is 100 yuan higher. This was achieved by workers in the period 2009-2010 through work stoppages. From the afternoon of September 7, 2011, workers who were dissatisfied with the above issues began to stop work and asked the factory to “put performance pay (ie, OEE 60% of the work standard performance pay) in the basic salary, do not agree with the evening shift, and send The year-end bonus is not affected by the warning letter, and there must be four demands for salary such as length of service. With regard to these demands of workers, from September 7 to September 8 in the morning, the factory’s attitude has been tough and ignored. It is understood that the factory does not agree with the two main reasons for the employee’s appeal: First, the labor quota is based on December 2010 as the base number, and why it has to be reduced; second, if the company fails to achieve 60% of the OEE standard, it will lose money. It will close down. On the morning of September 13th, after persuasion and communication by the relevant departments, the workers who had originally wanted to go to the government departments and instead visited the factory and asked the factory to modify the above strict requirements. It is understood that about 2,000 employees were quietly sitting on the factory floor during the day, waiting for the results of the incidents handled by the government, trade union organizations and enterprises.
Hainan Province and the ACFTU’s heightened concern over this suspension caused the attention of the Hainan Provincial Party Committee, the provincial government, and the All-China Federation of Trade Unions. Hainan Provincial Federation of Trade Unions, Provincial Human Resources and Offices, Provincial SASAC, and Provincial Federation of Industry and Commerce The Labor Inspection Corps and relevant departments in Haikou quickly set up a joint coordination team to intervene in coordinating this suspension. Initially, Zhan Anfen adopted a conflict and reluctance to cooperate with the Hainan Provincial Joint Coordination Group. On the afternoon of September 8, he learned that provincial coordination groups went to the tax authorities and other organizations in the other regions of China to understand labor standards. Only after the situation of wages and incomes did it take the initiative to invite the coordination group to negotiate with the company on the morning of September 13th. Regarding the two points put forward by Diane, the Hainan Provincial Joint Coordination Group pointed out that after a variety of understanding, the above statement of the factory could not be established. First, the reason why the workers were able to complete the standard in December last year was because the style of the products produced at the time was the old one. Employees are highly proficient in production, but now production is entirely new-style. Second, understanding of the enterprise's labor quota standards and wages and salaries of employees in other regions of the country. It is learned that Hainan enterprises are not exactly the same as foreign enterprises; The tax department learned that it was learned that Hainan Beautiful Underwear Co., Ltd.'s operating status was not as destructive as the capitalists said. Under the circumstances that the Hainan Joint Coordination Group and the factory fully communicated and negotiated and even had reasonable arguments, the company’s European headquarters began to pay attention to this The work stoppage incident was dispatched from headquarters to Haikou to handle the incident, and the feedback from the Hainan Provincial Coordinating Group on the employees' demands was reported to the European headquarters.
At 2 pm on September 13th, the European headquarters gave a reply: First of all, we thank all levels of government and trade union organizations in China for their great support and assistance for the resumption of work as soon as possible. Secondly, by way of documents, the employees are agreed to pay 150 yuan per month for each employee starting September 1. The starting point of the performance bonus will be adjusted from the original 60% labor quota to 50%, and the night shift allowance will be adjusted from 5 yuan per class. To 10 yuan and other major appeals, in the case of completing the same amount of work is willing to invest an additional 10 million yuan per year to increase staff income. Third, the next step will be to implement the rationalization advice given by the coordination group. At 3 o'clock in the afternoon, Hainan Beautiful Underwear Co., Ltd. organized a staff representative meeting to respond to the employees’ demands and responded to them through the Workers' Congress. At 4 o'clock in the afternoon, employees began to resume work, and the group suspension of workers' work that lasted for seven days has subsided.
Hainan asked Gian Anfen to reflect on the suspension of work. It is learned that after the suspension of the work stoppage, the Hainan Provincial Joint Coordination Group that handled the incident also made four suggestions to Zhan Anfen: First, it is necessary to seriously reflect on the lessons learned in the area of ​​enterprise management; We must actively carry out collective wage negotiations, establish a normal salary growth mechanism for employees, and a payment security mechanism. Third, we must give full play to the role of enterprise trade unions. Fourth, we must learn advanced management concepts and experiences from other foreign-funded enterprises that regulate management. The aforementioned trade unionists stated that in handling the suspension incident involving more than 2,000 people and continuing for 7 days, as the leader of the coordination group, the Hainan Provincial Federation of Trade Unions has always insisted on safeguarding the legitimate rights and interests of employees and promoting the unity of enterprise development, rights protection and stability. In line with the principle of unification, efforts are made to achieve a win-win situation so that employees can receive benefits, enterprises can benefit, the economy can develop, and the society can be stable. On the one hand, enterprises are encouraged to attach importance to the legitimate rights and interests of employees. On the other hand, employees are required to do ideological work. Employees are required to express their appeals in a rational and orderly manner in accordance with the law, in order to resolve conflicts and promote problem solving. Eventually this incident was resolved. Wu Xing, deputy director of the ** Standing Committee of Hainan Province and the provincial trade union **, once said: “All rights are not protected by trade unions.†While actively participating in the maintenance of various sources, the labor unions at all levels in Hainan Province fully play their role in safeguarding their rights. Protecting the legitimate rights and interests of employees is not infringed.
On January 8 and 10, 2011, Hainan Mining Co., Ltd., nearly 300 unskilled groups petitioned and demanded the payment of economic compensation and an increase in the proportion of houses. On March 15, 2011, Chunjiang Nanhua Nearly 300 workers in the Sugar Industry Co., Ltd. have stopped working for a raise in salary... These collective suspensions caused by labor disputes have had a huge impact on the labor relations in Hainan. In participating in the collective suspension of employees, Hainan Provincial Federation of Trade Unions and related subordinate trade unions fully played the role of a bridge and a link between the Party and the employees. As the first informed person and the first reporter, they reported to the party committee and government in a timely manner. Leaders led the team together with human resources and other departments to inquire deeply on the frontline many times to understand employee demands and negotiate with the company reasonably and legally to submit mediation opinions, which ultimately resulted in the agreement between the company and the employees to achieve consensus mediation, and resulted in several work stoppages. It satisfactorily resolved and was fully affirmed by the general government, the provincial party committee, and the provincial government.
Harsh regulations sparked a wave of 2000 workers in Hainan Beautiful Lingerie Co., Ltd., located in the Haikou Hong Kong-Macao Development Zone, is a world-renowned underwear brand in the establishment of a factory in Hainan, where the production of underwear is shipped to shopping malls around the world counter sales, about 3,000 A number of workers work on the production line of this factory. The fuse that triggered the shutdown of more than two thousand workers was a salary adjustment system introduced by Hainan Beautiful Underwear Co., Ltd. on September 6, 2011. This system requires that the workload of employees be up to 60% of OEE before they can enjoy performance pay. . And if implemented according to this standard, more than 80% of employees will not receive the year-end bonus. Earlier, the factory's workers had been dissatisfied with the issue of wage and welfare standards given by the factory. The minimum wage in Haikou was 830 yuan, and the monthly wage of the factory worker was only 930 yuan. The minimum wage is 100 yuan higher. This was achieved by workers in the period 2009-2010 through work stoppages. From the afternoon of September 7, 2011, workers who were dissatisfied with the above issues began to stop work and asked the factory to “put performance pay (ie, OEE 60% of the work standard performance pay) in the basic salary, do not agree with the evening shift, and send The year-end bonus is not affected by the warning letter, and there must be four demands for salary such as length of service. With regard to these demands of workers, from September 7 to September 8 in the morning, the factory’s attitude has been tough and ignored. It is understood that the factory does not agree with the two main reasons for the employee’s appeal: First, the labor quota is based on December 2010 as the base number, and why it has to be reduced; second, if the company fails to achieve 60% of the OEE standard, it will lose money. It will close down. On the morning of September 13th, after persuasion and communication by the relevant departments, the workers who had originally wanted to go to the government departments and instead visited the factory and asked the factory to modify the above strict requirements. It is understood that about 2,000 employees were quietly sitting on the factory floor during the day, waiting for the results of the incidents handled by the government, trade union organizations and enterprises.
Hainan Province and the ACFTU’s heightened concern over this suspension caused the attention of the Hainan Provincial Party Committee, the provincial government, and the All-China Federation of Trade Unions. Hainan Provincial Federation of Trade Unions, Provincial Human Resources and Offices, Provincial SASAC, and Provincial Federation of Industry and Commerce The Labor Inspection Corps and relevant departments in Haikou quickly set up a joint coordination team to intervene in coordinating this suspension. Initially, Zhan Anfen adopted a conflict and reluctance to cooperate with the Hainan Provincial Joint Coordination Group. On the afternoon of September 8, he learned that provincial coordination groups went to the tax authorities and other organizations in the other regions of China to understand labor standards. Only after the situation of wages and incomes did it take the initiative to invite the coordination group to negotiate with the company on the morning of September 13th. Regarding the two points put forward by Diane, the Hainan Provincial Joint Coordination Group pointed out that after a variety of understanding, the above statement of the factory could not be established. First, the reason why the workers were able to complete the standard in December last year was because the style of the products produced at the time was the old one. Employees are highly proficient in production, but now production is entirely new-style. Second, understanding of the enterprise's labor quota standards and wages and salaries of employees in other regions of the country. It is learned that Hainan enterprises are not exactly the same as foreign enterprises; The tax department learned that it was learned that Hainan Beautiful Underwear Co., Ltd.'s operating status was not as destructive as the capitalists said. Under the circumstances that the Hainan Joint Coordination Group and the factory fully communicated and negotiated and even had reasonable arguments, the company’s European headquarters began to pay attention to this The work stoppage incident was dispatched from headquarters to Haikou to handle the incident, and the feedback from the Hainan Provincial Coordinating Group on the employees' demands was reported to the European headquarters.
At 2 pm on September 13th, the European headquarters gave a reply: First of all, we thank all levels of government and trade union organizations in China for their great support and assistance for the resumption of work as soon as possible. Secondly, by way of documents, the employees are agreed to pay 150 yuan per month for each employee starting September 1. The starting point of the performance bonus will be adjusted from the original 60% labor quota to 50%, and the night shift allowance will be adjusted from 5 yuan per class. To 10 yuan and other major appeals, in the case of completing the same amount of work is willing to invest an additional 10 million yuan per year to increase staff income. Third, the next step will be to implement the rationalization advice given by the coordination group. At 3 o'clock in the afternoon, Hainan Beautiful Underwear Co., Ltd. organized a staff representative meeting to respond to the employees’ demands and responded to them through the Workers' Congress. At 4 o'clock in the afternoon, employees began to resume work, and the group suspension of workers' work that lasted for seven days has subsided.
Hainan asked Gian Anfen to reflect on the suspension of work. It is learned that after the suspension of the work stoppage, the Hainan Provincial Joint Coordination Group that handled the incident also made four suggestions to Zhan Anfen: First, it is necessary to seriously reflect on the lessons learned in the area of ​​enterprise management; We must actively carry out collective wage negotiations, establish a normal salary growth mechanism for employees, and a payment security mechanism. Third, we must give full play to the role of enterprise trade unions. Fourth, we must learn advanced management concepts and experiences from other foreign-funded enterprises that regulate management. The aforementioned trade unionists stated that in handling the suspension incident involving more than 2,000 people and continuing for 7 days, as the leader of the coordination group, the Hainan Provincial Federation of Trade Unions has always insisted on safeguarding the legitimate rights and interests of employees and promoting the unity of enterprise development, rights protection and stability. In line with the principle of unification, efforts are made to achieve a win-win situation so that employees can receive benefits, enterprises can benefit, the economy can develop, and the society can be stable. On the one hand, enterprises are encouraged to attach importance to the legitimate rights and interests of employees. On the other hand, employees are required to do ideological work. Employees are required to express their appeals in a rational and orderly manner in accordance with the law, in order to resolve conflicts and promote problem solving. Eventually this incident was resolved. Wu Xing, deputy director of the ** Standing Committee of Hainan Province and the provincial trade union **, once said: “All rights are not protected by trade unions.†While actively participating in the maintenance of various sources, the labor unions at all levels in Hainan Province fully play their role in safeguarding their rights. Protecting the legitimate rights and interests of employees is not infringed.
On January 8 and 10, 2011, Hainan Mining Co., Ltd., nearly 300 unskilled groups petitioned and demanded the payment of economic compensation and an increase in the proportion of houses. On March 15, 2011, Chunjiang Nanhua Nearly 300 workers in the Sugar Industry Co., Ltd. have stopped working for a raise in salary... These collective suspensions caused by labor disputes have had a huge impact on the labor relations in Hainan. In participating in the collective suspension of employees, Hainan Provincial Federation of Trade Unions and related subordinate trade unions fully played the role of a bridge and a link between the Party and the employees. As the first informed person and the first reporter, they reported to the party committee and government in a timely manner. Leaders led the team together with human resources and other departments to inquire deeply on the frontline many times to understand employee demands and negotiate with the company reasonably and legally to submit mediation opinions, which ultimately resulted in the agreement between the company and the employees to achieve consensus mediation, and resulted in several work stoppages. It satisfactorily resolved and was fully affirmed by the general government, the provincial party committee, and the provincial government.
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