Enterprises Do Not Provide Consultative Materials Or Credited Files.

Collective wage negotiations often exist in the awkward situation of "no talk" and "no talk" by employers. How can we ensure effective collective wage negotiations and front-line staff growth? Yesterday, the twenty-fourth session of the twelve NPC Standing Committee passed the "Shandong provincial collective wage consultation Ordinance".

The regulations stipulate that employees must not dispose of their employees on the grounds of their wages and welfare benefits during the negotiation of wages.

Employees talk to their bosses about wages. In many cases, employees are faced with "not talking" because of their personal knowledge level and legal familiarity.

In order to provide the efficiency and quality of collective bargaining for staff and workers, the regulations provide that the chief negotiators of the two sides can entrust the professional lawyers outside the company and the legal service workers at the grass-roots level as the consultative consultant of the party.

With the consent of both sides, third party professional advisory bodies can be brought in.

In the future, three.

The employee representatives can talk to the boss about salary.

Taking into account the large number of large enterprise groups and the large number of employees in each enterprise, the regulations stipulate at least three parties per party for the number of representatives engaged in collective bargaining. There is no upper limit, and the specific number is determined by the two sides.

How can employees' wages be talked about? What if the boss or supervisor retaliate?

In view of the problem that the negotiators of the staff members often "dare not talk", the regulations stipulate that the consultative representatives should take part in collective wage negotiations and participate in relevant meetings and training as normal labor.

If the treatment is unchanged, enterprises can not dismiss the negotiators.

Considering that some enterprises' information is not public, it is difficult for employees to grasp the actual situation of enterprises. The regulations require enterprises to provide necessary information and materials to employees. If they refuse to provide materials, they should be ordered by the competent government departments to make corrections. If they fail to make corrections, they will be credited to the enterprise credit archives. The relevant departments and units of the people's government at or above the county level shall cancel the qualification of the enterprise, the legal representative or the principal person in the field of labor relations.

Those with serious circumstances will not enjoy the encouragement and support policies of governments at all levels in the field of social security.

In recent years, Shandong Province

With the rapid growth of the number of industrial parks, especially in the industries of construction, logistics, catering, service outsourcing and so on, the scale of enterprises is smaller, the negotiation subjects are not perfect, and they do not have the conditions of individual wage collective bargaining, leading to the phenomenon of disorderly competition among enterprises, frequent job hopping and other phenomena, which seriously affects the development of the industry economy and regional economy.

In view of the collective consultation of industrial and regional wages, a special chapter of the regulations, a gathering of industries or a relatively concentrated area of small businesses can set up industrial or regional wage collective consultations on the wage level of workers in the industry or the region, labor quota, wage payment methods and wage payment time, and conclude a special wage collective contract.

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Today, the twenty-fourth session of the twelve Standing Committee of the National People's Congress deliberated and adopted the regulations on collective wage consultation of enterprises in Shandong province.

It is understood that the collective wage consultation system has been implemented in our province for more than 20 years, but in reality, because employees are afraid of "wearing small shoes" for employees, there are always workers who do not dare to talk.

The regulations on collective wage consultation of enterprises in Shandong province have solved the problems such as "no dared to talk" or "not to talk" and so on, so as to further standardize the collective bargaining of enterprises, protect the legitimate rights and interests of workers, promote harmonious and stable labor relations, and promote the healthy development of enterprises.

It is understood that the quality and effectiveness of collective wage contracts that have resulted in wages for many years are not high, and the reasons for their actual functions are not obvious.

For example, negotiators have limited consultative capacity and can not perform their duties well. The negotiators of the staff members have concerns about "dare not talk", fear of retaliation and so on.

For these reasons, the regulations have made corresponding provisions in the chapters of consultative representatives, consultations, consultation procedures and legal responsibilities.

The regulations stipulate that there are no upper limits for the number of representatives of each group of collective bargaining negotiators at least three, and the specific number shall be determined through consultation between the two parties.

If you don't know how to negotiate, you can ask a lawyer to help you.

According to the regulations, the chief negotiators of the two sides may entrust the professional lawyers outside the company and the legal service workers at the grass-roots level as the consultative consultant of the party.

The regulations stipulate that enterprises should provide working conditions for negotiators to participate in collective wage negotiations. Deliberative representatives participate in collective wage negotiations and related meetings and training as normal labor, and their wages and welfare benefits remain unchanged.

An enterprise shall not perform its duties as a negotiated representative in accordance with these regulations and dissolve the labor contract.