Selamat Tahun Baru dari Pimpinan KSIEWSSM

Dalam mengharungi tahun 2010 dengan pelbagai cabaran dan dugaan, KSIEWSSM telah berjaya ditubuhkan secara sah. Dengan usia yang masih dikira sebagai mentah, tetapi KSIEWSSM dapat bergerak maju bersama kaum pekerja elektronik terutama di wilayah selatan. Walaubagaimanapun, perjalanan KSIEWSSM yang perlu ditempuh dalam memperjuangkan pekerja elektronik masih jauh dan penuh dengan cabaran yang berliku.
Untuk menempuh tahun 2011, KSIEWSSM melalui Majlis Eksekutif dan Pegawainya berazam untuk:
- Memperolehi pengiktirafan dari Majikan dalam mewakili pekerja mereka,
- Mengembleng tenaga untuk menarik lebih ramai keahlian baru,
- Bergabung dengan mana-mana pihak yang selari dalam memperjuangkan tuntutan gaji minimum sektor swasta, cuti tahunan dan bersalin yang wajar, menambahbaik kebajikan dan jaminan sosial pekerja.
- Menambah dan memantapkan ilmu pengetahuan dan karakter kepimpinan kepada pemimpin-pemimpin dalam perusahaan.
KSIEWSSM tidak mungkin dapat pergi jauh tanpa bantuan keahlian dan sokongan moral dari mereka amat diperlukan. Semoga tahun 2011, mendatangkan sinar perubahan baru kepada sistem guna tenaga pekerja swasta terutama sektor elektronik supaya menjadi lebih adil, berkebajikan dan bermaruah.

Buat semua warga pekerja sektor Elektronik seluruh Malaysia khasnya di Negeri Johor, Melaka dan N. Sembilan, Selamat Tahun Baru dan membantu dengan bekerja lebih kuat untuk Kesatuan dalam menyahut visi mencapai negara berpendapatan tinggi pada 2020 dan lebih berani menghadapi cabaran mendatang.

"JANGAN KITA GENTAR DALAM MENUNTUT HAK KITA"

Majlis Eksekutif dan Pegawainya mengucapkan SELAMAT TAHUN BARU 2011.

Ikhlas dari,
Sdr. Rizuan Bin Zainal
Setiausaha Agung Kesatuan Sekerja Industri Elektronik Wilayah Selatan
Semenanjung Malaysia (KSIEWSSM).

Pemilihan MTUC: Harapan KSIEWSSM

MTUC bakal menghadapi proses pemilihan pimpinan peringkat tertinggi bagi mewakili gabungan Kesatuan Sekerja di Malaysia pada akhir Disember ini. Pertandingan pemilihan bagi Presiden dan Setiausaha Agung dijangka amat sengit.
Walaubagaimanapun, adalah menjadi harapan daripada KSIEWSSM sebagai ahli gabungan MTUC, untuk melihat MTUC menjadi lebih kuat, kukuh, bersatu dan lebih vokal dalam menghadapi tiga tahun mendatang. Ia juga akan menjadi contoh kepada KSIEWSSM dan Kesatuan Sekerja lain dalam gerak kerja memperjuangkan nasib dan kebajikan para pekerja di Malaysia.
KSIEWSSM berharap MTUC selepas ini akan terus-terusan mencari penyelesaian terhadap:

• dasar gaji minimum bagi pekerja swasta,
• undang-undang pekerja yang lebih adil,
• masalah pengangguran dan lambakan pekerja asing,
• program persaraan untuk pekerja swasta
• hal-hal berkaitan upah, bonus dan insentif,
• keadaan tempat kerja dan sebagainya.

KSIEWSSM juga berharap agar MTUC dapat memainkan peranan yang berkesan terhadap sebarang peraturan, akta dan undang-undang kerja sebelum diluluskan oleh Parlimen. Kepentingan pekerja teramai amat bergantung kepada peranan ini supaya kita dapat mencari rezeki dengan lebih baik.

Bagi para calon yang bertanding untuk merebut jawatan perlu pastikan bahawa setiap janji yang ditaburkan untuk memperolehi undi boleh dilaksanakan dengan berkesan dan tidak mengharapkan sebarang "lubuk" yang menguntungkan diri sendiri sahaja.

Akhir kata, KSIEWSSM mengucapkan Selamat Maju Jaya, Selamat Bertanding dan semoga dapat memberikan khidmat yang terbaik untuk kebajikan Pekerja seluruh Malaysia.

Sdr. Rizuan Bin Zainal,
Setiausaha Agung KSIEWSSM
26/12/2010

MTUC: Bayar gaji minimum, henti pemotongan subsidi

Malaysia tidak boleh bertindak dengan mengurangkan lagi subsidi kerana sebahagian besar rakyat di negara ini hidup di bawah garis kemiskinan, kata Kongres Kebangsaan Kesatuan Malaysia (MTUC).

Dibebani harga barangan keperluan yang terus naik, maka adalah wajar kerajaan memperkenalkan dasar gaji minumum, kata presiden MTUC, Syed Shahir Syed Mohamud.

Sambil merujuk kajian yang dijalankan oleh Kementerian Sumber Manusia tahun lalu, Syed Shahir berkata 34 peratus golongan yang makan gaji sekarang berpendapatan kurang RM720 sebulan dan berada di garis kemiskinan negara.

"Tiada kerajaan penyayang yang akan menaikkan lagi kos hidup sehingga membebankan rakyat.

"Kerajaan Malaysia sekarang ini tidak peduli dan mereka terus menaikkan harga barangan keperluan asas yang diperlukan rakyat untuk terus hidup,” katanya dalam satu kenyataan.

Menurut beliau kenaikan harga petrol, diesel, gas dan gula, semuanya akan menyebabkan kesan inflasi.

Syed Shahir berkata kerajaan tidak sensitif kerana kebanyakan isi rumah rakyat malaysia tidak dapat menampung kenaikan barangan keperluan itu.
Kerajaan katanya, tidak sepatutnya memotong subsidi untuk menjimatkan dana awam tetapi sebaliknya mengamalkan pentadbiran berjimat-cermat.

"Kerajaan mesti mencari jalan lain bagi memotong perbelanjaannya seperti mengurangkan perbelanjaan pertahanan dan mengurangkan rasuah, termasuk memberikan kontrak yang nilainya 'lebih tinggi' kepada kroni di semua peringkat.

"MTUC mengingatkan kerajaan supaya mengambil kira kebajikan dan masa depan rakyat, termasuk pekerja dan keluarga mereka sebagai tanggungjawab utama mereka,” katanya lagi.

Sekali Kenaikan Harga, Sekali Pekerja Bertambah Miskin

Setiap kali berlaku kenaikan harga barangan, setiap kali itulah kaum pekerja khususnya diperingkat bawahan akan menanggung kesannya. Boleh dikatakan sepanjang tahun, ada sahaja harga barangan mahupun perkhidmatan dinaikkan harga tetapi malangnya kenaikan gaji pekerja hanya berlaku sekali setahun dan itupun bergantung kepada keadaan ekonomi syarikat, penilaian pegawai atasan. Ada juga yang langsung tidak mendapat kenaikan gaji!.

Setiap bulan, kita akan mengeluarkan perbelanjaan harian, persekolahan anak-anak dan sebagainya. Adakalanya perbelanjaan tersebut tidak mencukup sehingga mencapai waktu gaji berikutnya dan dengan setiap kali berlaku kenaikan harga, ini bermakna perbelanjaan tersebut terpaksa bertambah dan ia akan menjadi bebanan kepada pekerja yang bergaji rendah dan sederhana. Kuasa membeli semakin berkurangan dan ramai yang terpaksa meminjam dari keluarga, sahabat, bank dan lebih teruk lagi dengan lintah darat.

Hari ini, kita mungkin tidak berapa kisah tentang kenaikan 20 sen harga bagi gula dan 5 sen bagi harga minyak, tetapi terdapat ura-ura untuk menaikkan takrif elektrik pula. Harga air bagi negeri Johor secara kita tidak sedari telahpun dinaikan. Apakah kita akan terkesan dengan kenaikan harga barangan asas keperluan ini? Cukupkah gaji yang kita perolehi ini untuk perbelanjaan dan simpanan?

Terdapat juga kata-kata sinis dari orang yang tidak menggunakan akal fikiran  atau orang tersebut hanya mementingkan diri sendiri bahawa “Kenaikan harga barangan tidak memerlukan kenaikan gaji pekerja, kerana akan menjadikan kadar inflasi lebih teruk”. Sekiranya para pekerja bawahan sekarang telahpun mendapat gaji sekitar RM1200 –RM1500 , apakah sudah cukup? Kenaikan gaji yang diminta untuk pekerja berbelanja mewah ataupun boros, tetapi mereka perlukan kewangan untuk SARA HIDUP. Apakah dengan gaji RM500-RM600 sebulan cukup? Jika sebegitu sekali pandangan “penganalisa” ekonomi, elok lah sekiranya gaji mereka “disedekahkan” kepada mereka yang lebih memerlukan.

Ini melibatkan ekonomi pekerja itu sendiri. Dengan kebarangkalian tiada simpanan yang dapat ditabung setiap bulan, akhirnya pekerja mungkin akan terbelenggu dengan beban hutang dikeliling pinggang. Janganlah hanya suruh pekerja yang bergaji rendah ini berbelanja ala kadar dan berjimat cermat, tetapi para “pengaji” tinggi berbangga berbelanja boros dan mewah kerana mereka langsung tak terkesan dengan harga barang. Apa yang mereka tahu hanya memerah tenaga pekerja tersebut supaya mereka boleh berbelanja mewah lagi secara berterusan. Jangan pula apabila pekerja bawahan tidak mempunyai sumber lagi, mereka akan memikirkan untuk melakukan jenayah seperti merompak dan mencuri pula demi sesuap nasi.

KOS SARA HIDUP MENINGKAT, GAJI DITAKUK LAMA.

KSIEWSSM kesal dengan tindakan Kerajaan yang secara mendadak menaikkan harga gula, petrol, diesel dan LPG, tatkala gaji dan pendapatan pekerja masih ditakuk lama. Ini akan membuatkan rakyat khususnya pekerja yang rata-rata masih berpendapatan dibawah paras kemiskinan akan menjadi lebih miskin dan teraniaya.

Dengan kenaikan yang berkuatkuasa tengah malam semalam, harga gula menjadi RM2.10 manakala petrol RON95 menjadi RM1.90, boleh dianggap suatu penyeksaan kepada kaum pekerja swasta khasnya kerana rata-rata antara mereka memperolehi gaji dalam lingkungan RM400-RM500 sebulan. Kos sara hidup yang semakin meningkat ini akan membuatkan mereka;

• membuat pinjaman sama ada sah atau dengan lintah darat bagi meneruskan kelangsungan hidup. Dengan gaji yang demikian, adakah mereka masih mampu untuk membayar balik pinjaman tersebut?
• terpaksa bekerja lebih masa dan meminggirkan kehidupan berkeluarga untuk mendapatkan pendapatan lebih. Masalah sosial akan timbul.
• Mencuri dan merompak akan berleluasa, kadar jenayah akan meningkat mendadak,
• Tekanan perasaan seterusnya membuat pertimbangan yang tidak waras akibat menanggung tanggungjawab saraan keluarga.

KSIEWSSM berpendapat kenaikan ini amat tidak wajar berikutan situasi pendapatan pekerja teramai masih rendah dan tidak mencukupi. Kerajaan sepatutnya membantu mereka-mereka terutama pekerja swasta yang berpendapatan dibawah paras kemiskinan ini dengan menetapkan gaji minima yang berpatutan dengan situasi ekonomi dan kos sara hidup sekarang. Secara rasional, walaupun pemberian subsidi dianggap membazir, tetapi jika gaji pekerja secara minima bermula dari angka RM1200 sebulan, alasan tersebut akan dikira sebagai berpatutan!.

Menggunakan alasan seperti kadar harga diMalaysia masih murah berbanding Singapura amat dangkal. Adakah gaji di Singapura sama di Malaysia?.

1st IMF & EIEU (SOUTHERN REGION) WORKSHOP

KSIEWSSM dan IMF dengan julung kalinya telah berjaya menganjurkan worksyop secara bersama pada 20 dan 21 November bertempat di Hotel Good Hope, Johor Bahru. Ini adalah usaha pertama yang berjaya diadakan dengan kehadiran lebih dari 20 orang dari pelbagai syarikat dan negeri.

Worksyop ini bertujuan untuk mendedahkan kepada majoriti ahli tentang;

• Kesatuan Sekerja, kelebihan dan faedah menyertai Kesatuan Sekerja,
  
• Pengenalan kepada IMF dan KSIEWSSM,
  
• Sejarah dan Perjuangan Pergerakan Buruh,
  
• Bagaimana untuk memperkuat dan memperkukuhkan Kesatuan Sekerja,
  
• Cabaran Kesatuan Sekerja
  
• Tuntutan Pengiktirafan (Recognition Claim),
  
• Perjanjian Bersama (Collective Agreement),
  
• Akta Kerja dan Hak Pekerja di Malaysia
  
• Organizing and Mapping Strategies

Antara penceramah yang memberikan pengetahuan yang berguna buat ahli adalah; Sdr Arunasalam.P (IMF Regional Representative) dan Sdr. Mohd Salleh (Pegawai Penyelaras KSIEWSSM). Presiden KSIEWSSM memulakan bengkel dengan gesaan kepada peserta untuk bersatu tenaga, masa dan wang ringgit untuk memajukan dan mengukuhkan KSIEWSSM dalam menghadapi cabaran mendatang.


Pelbagai ilmu pengetahuan berkenaan hak buruh, perbincangan dan pendapat terbuka antara peserta dan penceramah telah diadakan secara berkesan dan ianya dibuat didalam suasana harmoni dan tidak formal. Worksyop ini juga dapat mengetahui setiap masalah yang dihadapi oleh pekerja di perusahaan masing-masing. Worksyop juga telah disampaikan dalam Bahasa Malaysia yang mudah difahami oleh kesemua peserta. 
Perkara yang amat dititikberatkan oleh penceramah adalah kesedaran untuk setiap pekerja bersatu, bergabung dan bekerjasama antara satu sama lain. Ini adalah penting kerana Kesatuan itu sendiri wujud atas sebab pekerja yang bersatu hati.
Disini pihak KSIEWSSM mengucapkan ribuan terima kasih kepada IMF terutama Sdr. Arunasalam.P kerana penganjuran bersama ini. Bagi KSIEWSSM, diharap agar worksyop seperti ini dapat diadakan dilain masa dan dengan lebih banyak lagi penyertaan ahli.
Akhir kata... 
HIDUP PEKERJA!!!
HIDUP BURUH HIDUP!!!
WHEN WE FIGHT!!!, WE WIN!!!, WE WIN!!!, WE WIN!!!

Balasan Memorandum dari Menteri KSM

Merujuk kepada post berkenaan memorandum yang telah dihantar kepada Menteri Sumber Manusia (http://ksiewssm.blogspot.com/2010/08/memorandum-ksiewssm-kepada-menteri.html), pihak KSIEWSSM telah pun menerima balasan kepada memorandum tersebut.

 

Bimbang Kehilangan Kerja atau Tidak Faham...

Mengikut statistik yang dikeluarkan oleh Jabatan Hal Ehwal Kesatuan Sekerja (JHEKS) Malaysia sebanyak 433,702 orang pekerja dalam sektor swasta dan 306,168 pekerja sektor awam menganggotai Kesatuan Sekerja masing-masing pada tahun 2009. Ini bermakna hanya lebih kurang 6% sahaja warga pekerja sama ada awam mahupun swasta menjadi ahli Kesatuan Sekerja masing-masing. Dengan jumlah warga pekerja melebih 12 juta orang diseluruh Malaysia dan tidak termasuk pekerja warga asing, jumlah 6% ini amat membimbangkan dengan majoritinya bekerja dengan tanpa perlindungan mahupun sokongan dari Kesatuan Sekerja.

Apakah sebabnya golongan ini tidak menyertai Kesatuan Sekerja? Mungkin perkara-perkara disebutkan dibawah ini menjadi alasan kenapa kadar penyertaan amat rendah:

1. Ketakutan akan kehilangan kerja,
2. Tiada kesedaran,
3. Kurang pengetahuan,
4. Selesa dengan kerja,
5. Tidak Tahu Sumber/Bantuan yang ada,
6. Bergantung harap kepada bantuan Kerajaan,
7. Mempunyai pilihan kerja lain,
8. Malas dan tidak peduli,
9. Tidak yakin dengan Kesatuan,
10. Terlalu rumit dan sebagainya...

Sekiranya generasi sekarang mempunyai alasan-alasan seperti diatas, permasalahan warga pekerja terutama pekerja swasta akan berterusan kepada waris generasi akan datang. Masalah gaji, persekitaran tempat kerja, syarat-syarat perkhidmatan, cuti, elaun dan bonus serta diskriminasi akan terus menerus membelenggu mereka. Sejak Kesatuan Sekerja mula bertapak di Malaysia pada lebih kurang 70 tahun dahulu (dizaman perlombongan), pelbagai Kesatuan Sekerja wujud bagi membantu dan membela pekerja. Usaha dari permulaan itu nampaknya tidak menunjukan kesan kepada warga pekerja sekarang. Lihat sahaja contoh statistik diatas dimana kadar keanggotaan amat rendah!. Ini menunjukan kaum pekerja tidak mementingkan generasi akan datang, manakala generasi baru tidak didedahkan tentang kebaikan Kesatuan Sekerja!.

Apakah mereka menunggu Kesatuan membela mereka jika mereka menghadapi masalah, tetapi tidak perlu menganggotainya? Lihat sahaja CUEPAC (Kesatuan Sekerja mewakili pekerja sektor awam), perjuangan mereka untuk mendapatkan COLA, bonus, cuti dan sebagainya adalah untuk lebih kurang 2 juta pekerja awam keseluruhan tetapi hanya sekitar 300 ribu orang sahaja yang menyertainya?

Sesebuah Kesatuan Sekerja yang kuat dan kukuh memerlukan keahlian yang ramai. Tetapi jika diambilkira statistik ini tadi, apakah Kesatuan Sekerja hanya mewakili golongan minoriti pekerja?

Bertindak sekarang...Timbulkan kesedaran diri dengan menjadi anggota Kesatuan Sekerja tidak kira dalam sektor apa pun kerana selagi "makan gaji" dikira sebagai pendapatan utama masyarakat, kita amat memerlukan Kesatuan Sekerja.

"Hidup bagaikan roda, sama seperti pekerjaan kita... hari ini kita selesa, tetapi sampai bila?"

Protes dan Demonstrasi Pekerja Warga Asing… Hasilnya?

 
Protes lebih 5,000 pekerja asing (laporan http://libcom.org/news/5000-migrants-riot-malaysian-factory-16082010) yang mana meninggalkan kesan yang baik untuk dinikmati bersama mereka sendiri.
Pekerja asing tersebut adalah pekerja sebuah kilang elektronik bertempat dikawasan Perindustrian Tebrau, Johor, membuat protes di asrama pekerja disebabkan ketidakperihatinan majikan mereka apabila salah seorang rakan mereka mati akibat demam panas semasa bekerja. Ini berlaku pada 16 Ogos 2010 apabila majikan tidak membenarkan pekerja malang tersebut untuk dihantar ke hospital bagi rawatan lanjut. Terdapat juga laporan bahawa pada 4 Ogos, seorang lagi pekerja warga Nepal juga mati akibat lambat untuk mendapatkan rawatan perubatan.

 
Pekerja warga asing yang terdiri dari Nepal, Myanmar, Vietnam, Bangladesh dan India telah bersatu hati dalam menganjurkan protes dan demontrasi kerana kematian rakan mereka tersebut. Pekerja-pekerja juga mendakwa bahawa majikan mereka telah menindas mereka termasuk kadar gaji yang rendah dan tiada kemudahan pemantauan kesihatan di tempat kerja yang menggaji lebih kurang  8,000 pekerja tersebut. Lebih kurang 200 anggota polis dan Unit Simpanan Persekutuan (FRU) telah dipanggil oleh majikan untuk mengawal amarah pekerja yang terbabit dalam protes tersebut. Para pekerja tersebut telah menuntut 4 perkara untuk dipenuhi oleh majikan termasuk kenaikan gaji sebagai syarat untuk perundingan dengan majikan. Pihak Kedutaan Nepal juga menetapkan untuk masuk campur dengan konflik ini.
Protes 3 hari tersebut berakhir dengan kejayaan memihak kepada pekerja tersebut. Pihak majikan telah bersetuju untuk:

• membayar pampasan sebanyak RM 10,000 kepada waris simati;
• menaikkan gaji minimum dari RM 428 kepada RM546;
• menyediakan perkhidmatan ambulan untuk kecemasan dan,
• kemudahan klinik rawatan dalam premis kilang mereka.

Perjuangan ini menunjukkan apabila pekerja bersatu, mereka boleh memperolehi kejayaan yang dikehendaki, walaupun perjuangan ini membabitkan pelbagai negara, bangsa dan agama dan majikan telah cuba menggunakan taktik “pecah dan perintah” terhadap “kesatuan” pekerja tersebut. Baru-baru ini, semakin banyak pekerja warga asing semakin berani untuk berjuang bagi mempertahankan hak mereka.
Kes eksploitasi pekerja warga asing hanya sekelumit sahaja dilaporkan di Malaysia. Kebanyakan lebih dari 3 juta pekerja warga asing (hampir 10% populasi Malaysia) mendapat gaji yang sangat rendah, masa kerja yang panjang serta tempat kerja dan tempat tinggal yang serba kekurangan. Mengikut data Kedutaan Nepal; dalam tahun 2009, sebanyak 183 pekerja Nepal di Malaysia mati dan 81 orang yang lainnya; dalam tempoh 6 bulan pertama tahun ini, akibat penyakit dan bunuh diri. Terdapat banyak juga kes kematian disebabkan kemalangan industri membabitkan pekerja warga asing.
Dalam masa yang sama, majikan menggunakan tawaran gaji yang rendah kepada pekerja warga asing untuk menakutkan pekerja tempatan supaya tidak menuntut kenaikan gaji. Dengan wujudnya Kesatuan Sekerja Elektronik Wilayah, masalah pekerja akan diambil perhatian oleh majikan kerana ianya dilakukan mengikut suara pekerja itu sendiri. Hampir 90% pekerja tidak berkesatuan (sektor elektronik) dan dasar Kerajaan yang amat pro kepada pelabur dan undang-undang kesatuan sekerja membantutkan banyak usaha perjuangan hak pekerja sektor elektronik.
Walaupun pekerja tempatan kebanyakannya diberi gaji yang lebih sedikit dari pekerja warga asing, tetapi apabila dibanding dengan kadar inflasi yang tinggi, gaji mereka juga tidak mencukupi untuk kelangsungan hidup seharian. Banyak antara mereka terpaksa bekerja lebih masa, membuat dua pekerjaan dan banyak juga yang terpaksa meminjam dengan “lintah darat” apabila tiada jalan keluar.  Malah kajian Kerajaan baru-baru ini mendapati 1.3 juta pekerja telah menunjukan hampir 34% dari mereka menerima gaji dibawah RM 700 sebulan (DIBAWAH PARAS KEMISKINAN RM 720 SEBULAN!!!)
Banyak syarikat mutinasional dan pelabur kapitalis luar telah membuat perusahaan mereka di Malaysia untuk meningkatkan hasil mereka. Mereka tidak peduli sama ada pekerja tersebut tempatan atau warga asing, selagi mereka boleh memerah tenaga pekerja tersebut untuk mendapatkan keuntungan. Hanya pekerja sesama sendiri sahaja yang boleh bantu membantu, bersama-sama berjuang untuk hak mereka sendiri.
Adalah sangat penting untuk kita; Pekerja Sektor Elektronik agar dapat memperkuatkan KSIEWSSM.

Wujud Union, Pelabur Lari? (Ugutan Lapuk)

Terdapat sebahagian dari pekerja mahupun mereka-mereka yang kononnya “bijak” mengeluarkan pendapat bahawa “jika wujudnya Kesatuan yang mewakili Pekerja, maka makin ramailah pelabur akan lari”. Apakah kenyataan ini ternyata benar atau hanya dongeng yang dijaja untuk menakutkan pekerja? Mari kita nilai berdasarkan fakta yang disenaraikan dibawah:

• Negara-negara yang lebih maju dari Malaysia, secara fakta yang diperolehi; mempunyai lebih banyak bilangan Kesatuan Sekerja.
• Contoh yang terdekat; Pelabur lebih berminat untuk melabur di Singapura walaupun pembayaran gaji pekerja disana lebih tinggi, wujud Kesatuan Sekerja dan kos lebih tinggi.
• Pelabur asal Eropah misalnya, mengalakkan wujudnya Kesatuan Sekerja kerana ianya dapat meningkatkan produktiviti, saling bantu membantu dan menjadikan suasana industri lebih harmoni.
• Pelabur telah mengeluarkan banyak perbelanjaan dan sepanjang proses “establishment” mereka, banyak perkara dan pelaburan telah dikeluarkan tetapi tindakan untuk menarik kembali pelaburan kerana wujudnya Kesatuan Sekerja adalah tidak masuk akal dan merugikan mereka sendiri lebih daripada apa yang tuntutan dari Kesatuan Sekerja.
• Pelabur sehingga kini dapat memunggut keuntungan yang berbillion-billion US Dollar tetapi adakah kerana peningkatan sedikit RM untuk kenaikan majoriti pekerja bawahan membawa kerugian kepada pelabur itu sendiri?
• Sesetengah pelabur itu sendiri beranggapan bahawa jika wujud Kesatuan, moral dan tahap kerja pekerja itu sendiri akan lebih baik.
• Pelabur kebanyakan sebenarnya tidak mempunyai halangan sekiranya dijelaskan dengan baik oleh Jabatan Sumber Manusia mereka sendiri yang mana mereka-mereka ini diambil bekerja terdiri dari orang-orang tempatan. Malangnya, orang tempatan ini tidak menjelaskan dengan tepat kepentingan Kesatuan Sekerja, malah menganggap ianya akan menyusahkan mereka.
• Pelabur di Malaysia sendiri mempunyai Kesatuan mereka sendiri seperti Malaysian Employer Federation (MEF), tetapi apabila pekerja ingin menubuhkan Kesatuan atau menyertainya, kenapa perlu takut?
• Malaysia adalah salah satu dari destinasi pelaburan bagus disebabkan iklim dan persekitaran sesuai, kestabilan politik, kemudahan tenaga kerja dan asas yang baik dan sebagainya. “Cost of living" pun boleh dikira amat sesuai untuk pelaburan jangka masa panjang berbanding dengan jiran terdekat, Singapura. Tetapi adakah kewujudan atau adanya Kesatuan Sekerja akan menjadikan Malaysia tidak stabil dari segi apa yang disebutkan diatas?
• Kerajaan juga tidak memainkan peranan penting dalam penerangan berkenaan dengan Kesatuan Sekerja kepada pelabur luar. Ekonomi dan taraf hidup rakyat menjadi lebih baik dengan adanya wakil pekerja. Tapi apakah ini berlaku?
• Nama baik pelabur tidak terjejas sekiranya aktiviti pemantauan dilakukan oleh Kesatuan Sekerja terhadap pengeluaran mereka. Bagaimana sekiranya pengurusan tempatan pelabur tersebut tidak mengendahkan aspek keselamatan dan keselesaan tempat kerja maka akhirnya berlaku tragedi meragut nyawa dan mengancam masyarakat kerana tiada pemantauan? Bukankan pelabur sendiri dipersalahkan?

Jelas, perkara-perkara yang disebutkan diatas sepatutnya tiada halangan bagi setiap pelabur sama ada baru atau lama, untuk menerima “kehadiran” Kesatuan Sekerja dalam meningkatkan keharmonian di tempat kerja. Pekerja perlu sesuatu entiti bagi mewakili mereka yang barangkali bukan sahaja ditekan dan ditindas oleh pengurusan “orang tempatan” tetapi pekerja-pekerja disekeliling seperti ketua bahagian, ketua pengeluaran dan sebagainya. Tindasan, diskriminasi, gangguan seksual dan sebagainya di tempat kerja menjadikan pekerja tertekan dan jarang dilaporkan serta diambil tindakan kerana mereka tidak berkeupayaan untuk menyuarakannya. Inilah menjadi tugas kepada Kesatuan Sekerja dimana dalam masa yang sama, boleh menjaga nama baik “pelabur” disebabkan tindakan yang tidak diketahui ini.

Perutusan Deepavali

Buat Kaum Pekerja yang beragama Hindu, 

KSIEWSSM mengucapkan... Happy Deepavali.

Penyakit Akibat Pekerjaan: Tragedi yang realiti.

Baru-baru ini, sebuah pertubuhan yang membantu pekerja dalam sektor semikonduktor iaitu, Supporters for Health And Right of People in the Semiconductor industries (SHARPS) telah mengeluarkan kenyataan akhbar mendakwa bahawa 30 dari 100 pekerja Samsung Electronics (termasuk Semiconductor) yang mengidap pelbagai penyakit akibat pekerjaan telah meninggal dunia sejak dari tahun 1995.
Dalam kenyataannya menyatakan bahawa, mangsa yang berusia dari 19 sehingga 40-an tahun. Mereka meninggal dunia akibat Leukimia, barah ovari, barah limpa, barah perut, ketumbuhan dalam otak dan juga mereka mati akibat bunuh diri kerana menanggung penyakit yang tidak tertahan.
Perkara ini tidak hanya berlaku pada pekerja peringkat bawahan seperti operator, tetapi juga berlaku pada peringkat juruteknik, jurutera, sub-kontraktor dan juga mereka yang bekerja dibahagian R&D!. Ini amat membimbangkan kerana ianya juga mungkin akan berlaku diMalaysia dimana, seperti yang kita ketahui, Malaysia juga salah satu dari Negara yang sedang "galak" meningkatkan industri semikonduktor dan elektronik seperti ST Micro, Seagate, Panasonic dan sebagainya. Pasti terdapat penggunaan bahan kimia yang dikhuatiri boleh mengakibat penyakit dan ianya tidak diketahui dan apa yang sedang atau pernah berlaku tidak pernah disiasat.
ADAKAH INI MUNGKIN AKAN TERJADI DIKALANGAN KITA?
SEKIRANYA IANYA BERLAKU, KEPADA SIAPA HARUS KITA MENGADU DAN APA TINDAKAN KITA? 

KSIEWSSM MEMPERJUANGKAN PERSEKITARAN DAN TEMPAT KERJA YANG SELAMAT DAN TIDAK MEMUDARATKAN BAGI PEKERJA INDUSTRI ELEKTRONIK!!!

Disini disertakan sekali gambar-gambar yang dirakam semasa demonstrasi oleh SHARPS dihadapan Kilang Samsung Semiconductor, Korea.

 

PENGUMUMAN DARI KSIEWSSM

Adalah dimaklumkan bahawa KSIEWSSM adalah satu badan organisasi bebas yang tidak terikat dengan sebarang majikan. KSIEWSSM tidak mempunyai hubungkait dengan Kesatuan Sekerja peringkat Dalaman dalam sesebuah syarikat atau majikan. Sebarang penggunaan nama KSIEWSSM untuk menarik penyertaan ahli kedalam Kesatuan Sekerja peringkat Dalaman adalah salah disisi undang-undang. Pihak KSIEWSSM akan membuat laporan dan aduan kepada JHEKS jika terdapat sebarang pembabitan atau penggunaan nama atau kepentingan KSIEWSSM digunakan secara salah oleh sesiapa tanpa kebenaran bertulis dari Majlis Eksekutif.

Pihak KSIEWSSM mendapat maklumat bahawa terdapat AJK Penaja Kesatuan Dalaman telah menggunakan nama KSIEWSSM bagi menarik ahli menyertai Kesatuan Dalaman tersebut. Pihak KSIEWSSM akan mengumpulkan bukti dan memanjangkan perkara ini dengan bukti tersebut.

Gaji Minimum; Kerajaan akan gubal akta baru

Menteri Sumber Manusia Datuk S Subramaniam berkata satu akta baru akan digubal bagi menggantikan Akta Majlis Penetapan Gaji 1947.

Katanya, langkah berkenaan akan dibuat memandangkan penetapan gaji minimum melalui akta tersebut akan mengambil masa lama dan melalui proses yang rumit.

"Dalam hal ini, KSM dengan kerjasama Jabatan Peguam Negara akan menggubal satu akta baru mengenai gaji minimum," katanya ketika berucap merasmikan Forum Gaji Minimum di Kuala Lumpur hari ini.

Bercakap dalam sidang media selepas itu, Subramaniam berkata beliau akan mengemukakan perkara itu bagi perbicangan awal di mesyuarat kabinet pada Jumaat.

Ketika ditanya, beliau berkata rang undang-undang baru itu dijangka akan dibentangkan di Parlimen pada sesi akan datang.

Katanya lagi, setakat ini masih belum ada kadar minimum yang ditetapkan namun pelbagai cadangan telah dikemukakan, termasuk daripada MTUC dan kerajaan Selangor.

p/s: apa sudah jadi dengan gaji minimum para pengawal keselamatan yang sebelum ini dikatakan diluluskan, tetapi ianya ditangguh pula.

Rang undang-undang ditarik balik, piket diteruskan oleh NGO

Walaupun kerajaan telah menarik balik rang undang-undang bagi meminda Akta Kerja 1955 yang dibidas oleh pelbagai kumpulan, piket yang dirancang lebih awal sebelum ini tetap diteruskan.

Piket itu diteruskan petang ini di dua tempat berasingan Bangi dan Balakong, Selangor dengan aman tanpa sebarang kejadian yang tidak diingini berlaku.

Di Bangi, piket oleh 15 peserta berlangsung di hadapan Pasar Raya Warta selama 30 minit diketuai oleh koordinator NGO hak asasi manusia Suara Rakyat Malaysia (Suaram) E Nalini.

Menurut Nalini, mereka tetap meneruskan bantahan walaupun pindaannya telah ditarik balik oleh parlimen hari ini "sebagai simbol kemenangan" mereka.

"Kita buat hari ini sebagai simbol penentangan walaupun kita tahu akta ini dipinda. Kita mengumumkan kemenangan kita, sebab itu kita berkumpul hari ini," katanya kepada Malaysiakini.

Menurutnya lagi kesemua peserta program tersebut terdiri aktivis Jaringan Rakyat Tertindas (Jerit) dan aktivis mahasiswa. Mereka melaungkan "hidup rakyat" dan "kerajaan jangan pinda akta pekerjaan".

Katanya, tiada sebarang tangkapan dibuat oleh lapan anggota polis yang mengawal di sekitar kawasan tersebut.

"Kami juga turut mengibarkan kain rentang dan poster yang bertulis 'Jangan Pinda Akta Pekerjaan', Jangan Cabut Hak Pekerja'," katanya.

Sementara di Balakong pula, piket lebih sejam bermula 5.20 petang di Perhentian Bas Simpang Balak disertai kira-kira 20 peserta, diketuai Pengerusi Parti Sosialis Malaysia (PSM) Kajang D Ganesan.

Penerangan di Shah Alam
Menurut Ganesan, peserta yang hadir terdiri daripada aktivis PSM dan pekerja daripada kilang berdekatan.

Enam anggota polis kelihatan berada di tempat berkenaan tetapi mereka hanya kelihatan menggambil gambar peserta piket itu.

Katanya, pihaknya juga turut mempamerkan kain rentang anti pindaan akta itu yang antaranya berbunyi "Kerajaan rampas hak pekerja, hentikan pindaan akta sekarang".

Manakala poster bantahan pula bertulis "Gubal Akta Gaji Minima" dan BN jangan rampas hak pekerja".

Mereka juga turut mengedarkan risalah membantah cadangan kerajaan itu, kepada orang ramai yang lalu lalang selepas pulang daripada kerja, tambahnya.

Sementara itu di Shah Alam, piket tersebut dibatalkan dan digantikan dengan majlis penerangan kepada kira-kira 30 peserta yang hadir di kawasan perindustrian di seksyen 15.

Menurut Bendahari PSM A Sivarajan, menurut Sivarajan, mereka juga turut membawa kain rentang membantah pindaan berkenaan serta mengedarkan risalah kepada pekerja kilang yang baru pulang daripada kerja.

Bagaimanapun, menurutnya, dianggarkan sekitar 50 orang anggota polis hadir mengawal sekitar kawasan itu.

* sumber dari malaysiakini.com

Kerajaan Akur Terhadap Kuasa Pekerja. Rang Undang-undang Pinda Akta Pekerjaan Ditarik Balik

Berita amat mengembirakan untuk seluruh warga pekerja!. Kerajaan telah akur mengalah kepada kuasa pekerja!. Timbalan Menteri Sumber Manusia, Datuk Maznah Mazlan mengumumkan bahawa Rang Undang-undang pinda Akta Kerja 1955 ditarik balik tanpa memberikan sebarang alasan di sessi Parlimen yang sedang berlangsung.
Sebelum ini, Kementerian Sumber Manusia (KSM) yang bersekongkol dengan kaum kapitalis bercadang untuk menggadaikan hak pekerja Malaysia dengan membuat pindaan terhadap tiga undang-undang pekerjaan iaitu Akta Kerja 1955, Akta Perhubungan Perusahaan 1967, dan Akta Kesatuan Sekerja 1959. Pindaan-pindaan yang dicadangkan oleh KSM ini adalah yang paling teruk dalam sejarah pekerja di Malaysia dan hanya memihak kepada pihak majikan.
Adalah dipercayai keputusan terburu-buru KSM untuk tarik balik pindaan akta ini adalah akibat bantahan serta tekanan yang berterusan oleh para pekerja serta kumpulan-kumpulan masyarakat yang lain.


sumber dari Gabungan Pekerja Kilang & Kesatuan Sekerja (GPKK), Jaringan Rakyat Tertindas (JERIT),

Kerenah Birokrasi Masih Berleluasa Di Jabatan Kerajaan

Arahan demi arahan telah diikuti manakala peraturan telah pun dipatuhi tetapi penyelesaian kepada tuntutan pengiktirafan masih menjadi tanda tanya bagi sesetengah ahli. Misalannya, Kesatuan telah memohon untuk mendapatkan tuntutan pengiktirafan dari majikan sejak lebih dari 3 bulan terdahulu tetapi ianya ditolak dan telah diserahkan kembali untuk keputusan kepada Jabatan Perhubungan Perindustrian (JPP). Malangnya, sehingga kini, pihak JPP masih membisu terhadap tuntutan ini. Tindakan ini seolah-olah sengaja ditangguh-tangguhkan supaya pihak majikan bebas membuat sebarang tindakan terhadap pekerja mereka. Ini merupakan satu bentuk penganiayaan kepada kaum pekerja kerana mereka mengharapkan pembelaan kebajikan dari pihak Kesatuan.
Pelbagai contoh yang paling jelas dihadapi oleh Kesatuan ketika ini iaitu;

• terdapat majikan yang beroperasi di Johor, dimana tuntutan pengiktirafan telah dibuat oleh Electrical Industry Workers Union (EIWU) sejak lebih 2 tahun lepas, tetapi disebabkan majikan berdolak dalih dan mengakui bahawa mereka adalah pembuat produk elektronik, tuntutan ini ditolak oleh JPP. Menjadi mangsa adalah kepada hampir 200 pekerja syarikat tersebut. Kini proses tuntutan dipanjangkan pula oleh KSIEWSSM dan seperti biasa, sehingga kini proses menunggu menjadi penghalang untuk tindakan seterusnya.
• terdapat majikan yang cuba menaja pekerja mereka untuk menubuhkan Kesatuan Dalaman setelah majikan menerima tuntutan pengiktirafan dari KSIEWSSM. Akibatnya, KSIEWSSM mengadu kepada JHEKS dan JPP untuk tindakan lanjut. Kenapa ini berlaku?!!!.
• Permohonan terawal untuk tuntutan pengiktirafan KSIEWSSM telah pun menjangkau kepada lebih 3 bulan. Kini permohonan tersebut sedang "kononnya" diproses oleh JPP. Pihak KSIEWSSM pernah membuat follow-up di JPP Putrajaya dan alasannya, menunggu surat kelayakan dari JHEKS yang hanya terletak di bangunan yang sama!!!. 

Setiap pertikaian dan tuntutan dari Kesatuan amat jelas sekali perlu mengikut "acuan" yang dibuat oleh JPP mahupun JHEKS. Pihak KSIEWSSM amat kesal bila mana sebarang tuntutan dari pihak majikan amat dipandang serius oleh jabatan-jabatan dalam Kementerian Sumber Manusia ini tetapi seperti sengaja melambat-lambatkan sebarang permohonan dari pekerja (Kesatuan). Jika tidak, kepada tempoh penubuhan untuk Kesatuan Sekerja baru ditetapkan dalam tempoh enam (6) bulan!!!.
Ini perlu diubah dan diolah supaya situasi "win-win situation" menjadi kenyataan. Jika tidak, kaum pekerja dan pihak Kesatuan akan beranggapan bahawa pihak Jabatan tidak mengendahkan dan mementingkan kebajikan pekerja.

Pindaan Akta Kerja: Semakin Teruk Pekerja Dianiaya dan Ditindas!!!

Dengan usul pindaan Akta Kerja di Parlimen, keadaan pekerja sektor swasta dikhuatiri akan semakin teruk dianiaya dan penindasan ini semakin tidak mendapat pembelaan dari pihak Kerajaan. Dengan dasar Kerajaan yang amat pro-perniagaan dan pro-majikan, mereka bersungguh-sungguh untuk mempromosikan tenaga kerja yang dibayar murah, kemudahan fasiliti dan banyak lagi untuk menarik pelabur asing walhal Kerajaan menjaja kepada kebanyakan pekerja atau lebih kepada rakyat bahawa mereka akan menikmati gaji yang tinggi (high income) menjelang tahun 2020. 

Malangnya ini seakan-akan bakal menjadi angan kosong apabila Kerajaan berura-ura untuk membentangkan usul pindaan Akta Kerja di Parlimen untuk dibincangkan dan diluluskan. Antara perkara-perkara yang akan dipinda adalah:

1. Pekerja yang diberhentikan dengan cara tidak adil atau salah dibahagikan kepada beberapa golongan iaitu:
• Pekerja yang masih dalam tempoh percubaan (probation) dalam setahun perkhidmatan;
• Pekerja yang menerima gaji pokok melebihi RM10,000;
  
• Pekerja yang bekerja mengikut terma kontrak tetap (fixed term contract);
• Usul Pindaan: Dikecualikan dari Pengembalikan Kerja (reinstatement of work) dibawah Seksyen 20 Akta Perhubungan Perusahaan.
2. Membenarkan para majikan untuk memeriksa status keahlian Kesatuan Sekerja setiap lima (5) tahun:
3. Membenarkan para majikan mencabar status award yang diberikan oleh Mahkamah Perindustrian (Buruh) terus kepada Mahkamah Tinggi. 
4. Membenarkan Sumber Manusia (HR consultant/specialist) mewakili pihak majikan sekiranya berlaku pertikaian perusahaan di Mahkamah Perusahaan (Buruh).
5. Menghalang sebarang Kesatuan Sekerja untuk menggunakan dana mereka untuk sebarang tujuan pelaburan yang berisiko.
6. Meminda Seksyen 12 Akta Kerja; menyelaraskan notis penamatan perkhidmatan kepada 4 minggu tanpa mengira tahun perkhidmatan pekerja tersebut.
7. Pindaan Akta Kerja Seksyen 17A /  Seksyen 19 / Seksyen 22 / Seksyen 25A / Seksyen 34 / Seksyen 60A dan 60C - antaranya membenarkan majikan menangguhkan pembayaran gaji lebih masa sehingga 30 hari, majikan tidak perlu mendapat kebenaran dari pekerja jika berlaku perubahan cara pembayaran gaji melalui bank (pertukaran bank) dan pertukaran waktu bekerja seperti tertakluk dalam Seksyen 60A dan C.

Majoriti pindaan dan gubalan baru Akta Kerja, Akta Perhubungan Perusahaan dan Akta Kesatuan Sekerja didapati ianya tidak memihak kepada golongan pekerja mahupun Kesatuan Sekerja. Ia lebih nampak "bias" kepada menjaga pelaburan tempatan dan asing iaitu majikan. Setiap peruntukan perubahan; jika diluluskan pastinya akan menekan dan menindas pekerja. Jika tidak, kenapa Kerajaan mengusulkan pindaan ini secara senyap dan tanpa membuat sebarang perbincangan sama ada MTUC mahupun Kesatuan Sekerja lain. Status pekerjaan bagi pekerja swasta yang diketahui tidak stabil ini akan menjadi lebih tidak terjamin dan lebih teruk lagi dengan berlakunya PINDAAN AKTA TERBURUK SEJAK 40 TAHUN ini!!!.

Unjust Law Amendment for Private Sector Workers!!!

Workers in Malaysia, especially in the private sector, have been getting a bad deal  from the  government since independence. The pro-business pro-employer government did consciously keep wages low - and justified it as necessary to lure foreign investors/companies to open factories in Malaysia. One of the pull-factors was 'cheap docile labour' ....

If a worker is unjustly or wrongly dismissed, then he certainly should have the right to claim reinstatement and/or damages in lieu of reinstatement, and should also be entitled to receive some exemplary/punitive damages. {If the employer is found guilty of unjustly/wrongfully dismissing a worker, should he not be penalized and maybe asked to pay RM10,000 or maybe 6 months wages, whicever is more, to the worker - Logically, that would have been right, but alas there is no such explicit provision in  our laws}

Now, the government wants to amend the laws again and deprive certain classes of workers the right to claim justice when they are unjustly/wrongfully terminated - and these classes of workers are:-

a)  Employees with less than one year of service (probationers) are excluded from seeking reinstatement via Section 20 of IRA;  

b) Employees earning a basic salary of RM10,000 or more are excluded from seeking reinstatement via Section 20 of IRA; 

c) Employees with fixed term contract are excluded from seeking reinstatement via Section 20 of IRA if termination is as per contract terms.

* Probation - Well, this is supposed to be a 'try-out' period, where the employer accesses the suitability of a worker, before he confirms the worker as a permanent worker. Reasonable probation period is maybe 3 months (plus maybe another 1 or 2 months).  After that period, confirmation should be automatic - irrespective if the employer gives you a letter or not. - But here, even after 1 year...2 years, the worker can still be considered on probation, because there is no clear provision in law. The rights and entitlement of a probationer is certainly lesser (about half that of a worker). There must be a law that stipulate the maximum period of probation...to protect workers. If an employer finds a worker unsuitable after 3-months, then he should just let the worker go... But, of course these kind of amendments that will benefit the worker is not the government's priority...

The government has made general proposals to certain bodies like the MTUC, etc (and certainly not to the Malaysian public) and is trying to get some feedback. An MTUC paper that looks into this is attached below... 

Anti-Worker Amendments are being planned by Malaysian government - MTUC Position Paper, 21/4/2010

* The Malaysian government is planning to introduce some very anti-worker laws, but unfortunately, as usual, they do not tell the public what these proposed amendments are - let alone consult with the ordinary Malaysian. Suddenly, the Bill will be tabled in Parliament, and before you know it, it has become law. This MTUC Position Paper gives us a glimpse of some of these proposed amendment of the laws, see " 7. MTUC’s comments and response to Ministry’s proposal" (I have copied and converted the MTUC position paper from its PDF format, into the HTML format - and note that there may small errors created in the process. * It must be pointed out that as at 2007, only 6.3% (i.e. 802,339) of the 12,744,000 strong workforce are unionized, - the rest are not represented by unions. Given this fact, it is important that these 93% (about 12 million) workers who will be affected by any amendments also be consulted by the government. A referendum is always a good way of getting the people's views - the 12 million worker's view.

KONGRES KESATUAN SEKERJA MALAYSIA

REVIEW OF LABOUR LEGISLATIONS BY THE MINISTRY OF HUMAN RESOURCES

PROPOSED AMENDMENTS TO EMPLOYMENT ACT 1955, INDUSTRIAL RELATIONS ACT 1967, TRADE UNIONS ACT 1959

POSITION PAPER
MTUC

21 APRIL, 2010

A. BACKGROUND

1. We have lagged behind in efforts to move up the value chain. We now have become a country dependent on foreign workers - who remit most of what they earn - losing the country foreign exchange and further weakening domestic demand and consumption. This has put our economy at the mercy of exports and performance of other countries.

2. Our brain drain is getting worrying; our purchasing power parity is weak - car price and petrol prices are amongst the most expensive in the world. We cannot compare prices simply by using the exchange rate. E.g. a Singaporean who earns $1000 only pays $1.28 a litre, while a Malaysian who earns RM800 has to pay RM2.05per litre. Our per capita income has lagged behind.

3. On the other hand, we have seen evidence in the country that where Unions are strong, effective, representative and independent, real wages has increased, and what is more important the industry/enterprise that they exist in, has flourished, where profitability and productivity is amongst the highest.

4. The banking Industry is a good example. With high rate of unionization all employees including executives are covered by collective agreement and the productivity and profits are amongst the highest. Banks in Malaysian lead in terms of technological advances, investment and human resources development.

5. The banking industry has shown that by investing in technology and more important in effective human resources, we do not need any foreign workers in what was once a very labour intensive industry.

6. It can be seen that presence of strong and effective unions is a prerequisite to a high-income nation.

7.Malaysian banks can now compete successfully with foreign banks and have also expanded regionally.

8. This is inline with the New Economic Model as announced by the government recently.

9. There is no point to spend billions to produce graduates and professors if employers continue to suppress wages that our best brains migrate to other countries.

10. We call on the government to once and for all banish the antiquated policy to keep wages low by stiffing the trade union movement and give in to the fancies of those employers who only know how to lobby for more foreign workers but do not spend anything on research and development.

B WHAT THE REVIEW SHOULD FOCUS ON

To achieve that aspiration of the NEM, any review of the labour laws must be geared towards
* Enhance Trade Union rights and collective Bargaining
* Building strong independent workers and employers organization with technical capacity and knowledge for effective participation in the social dialogue process.

C THE CURRENT SITUATION

Horizontal Segregation of Trade Unions
1. Under the Trade Unions Act (TUA), unions are segregated by regions,and by trade, establishments, occupation or industry and even split amongst Pen Malaysia, Sabah & Sarawak. The relevant part of section 2 reads as follows:

“trade union” or “union” means any association or combination of workmen or employers, being workmen whose place of work is in West Malaysia, Sabah or Sarawak, as the case may be, or employers employing workmen in West Malaysia, Sabah or Sarawak, as the case may be.(a) within any particular establishment, trade, occupation or industry or within any similar trades, occupations or industries;

2. Under section 2 of the Act, a trade union can have its members who are from similar industries. The Act does not demand that the workmen must be from the same industry. However the DGTU usually adapt a very narrow and strict interpretation. This has resulted in multiplicity of trade unions – ie 600 unions representing just a little over 800,000 workers.

Vertical Separation
3. Apart from horizontal segregation, the law also imposes segregation by job positions.

4. TUA used to allow executives to be members of the union even though under section 9 of the Industrial Relations Act they may not be included for the purposes of the Collective Bargaining. Section 9 states as follows:
No trade union of workmen the majority if whose membership consists or workmen who are not employed in any of the following categories:Managerial, executive, security and confidential, may seek recognition or serve an invitation under s 13 in respect of these workmen

5. This already made workmen employed in these categories reluctant to join unions as they will not be entitled to the benefits of a CA. They can still be members and hold post in these unions. The latest amendments to S5 (2) (b) - Executive & Security Categories to the law now prohibit them from even being members.

6. The amendments to exclude those in executive categories to be members or officers of a trade union that caters for other workers is certainly regressive and is a further restriction to the progress and development of trade unions. It will further limit much needed competent and knowledgeable employees in managing trades in a professional way.

7. Further there is no clear definition of executives which has resulted in employers abusing the situation where executives are paid no higher than unionized employees and who do not have executive powers the Minister has regarded as executives for example Junior Bank officers.

Recognition

8. Disputes arising out of recognition claims used to be under the ambit of the Industrial Court prior to 1971. The power to decide was transferred to the Minister, with the hope to offer quick solutions to what should be simple recognition issues, and to avoid lengthy court proceedings. Unfortunately the end result is an equally
frustrating recognition process and has not stopped parties going to the courts through certiorari (usually employers who has the financial clout to challenge any
decisions).

Arbitrary powers of DGTU

9. There is little doubt that the Trade Unions Act bestows the DGTU with wide powers over the registration de registration and function of trade unions. He has general powers to exercise all powers, discharge all duties and perform all tasks as may be necessary f or the purposes of giving effect and carrying out the provisions of the Act.

10. Generally he has exercised his wide powers to the detriment of the trade union movement as can be seen below;

TRADE UNION DENSITY
11. As we can see trade union density in the private sector is very poor. It must be noted as well that not all unions in the private sector have obtained recognition and even for those with recognition, not all have collective agreements.

Malaysian Trade Union Membership & Density - 2007

	No. of Unions	Membership	Average Members	Workforce	Density %
Private	407	431,207	1059	11,544,000	3.74
Public/Statutory Bodies	222	371,132	1672	1,200,000	30.93
Total	629	802,339	1276	12,744,000	6.30

Malaysian Trade Union Membership & Density - 1992

	No. of Unions	Membership	Average Members	Workforce	Density %
Private	258	384,970	1492	6,900,000	5.58
Public/Statutory Bodies	176	306,719	1743	850,000	36.08
Total	434	691,689	1594	7,750,000	8.93

TRADE UNION MEMBERSHIP & DENSITY

12. Total number of workers covered by new collective Agreement over a 3-year period 2005, 06 & 07 is only 254,209.00 (MOHR Figures). CA covers a 3 year period so the figure will be representative of the number of workers covered by a current up to date CA in the Country. This shows that only 2.11% of workers in the country are covered by a CA.

13. Between 1992 and 2007 there is a huge increase (58%) in the number of trade unions from 258 to 407 but the actual membership increased by only 12%. Average membership declined by 40% from 1492 to 1059 15 years ago. And all this happened during the years where the workforce actually increased by 67% .

14. There are less than 10 unions with more than 10,000 members and majority have less than 500 members. Quite a lot of Unions have less than 50 members. Under such a situation can we ever hope for strong effective and viable unions?

Financial
15. With membership fees averaging RM5.00 a month, it is difficult for Unions to survive, much less be able to invest in training, research and to employ competent and professionals to manage the unions.

16. To compound matters, check off is not a trade dispute since 1984 (non metallic case) and it is now at the mercy of employers who will usually use it to impose a CA on the union.

Previous Amendments
17. The Second Schedule only take into account the interest of employers only and discriminates against employees especially those earning low wages.

I. Apart from limiting backwages to 24 months, the courts are now mandated to take into account post termination gainful employment and contributory conduct.

II. However, the amendments did not mandate the court to impose punitive damages in cases where in all fairness there must be another provision for the court to take into account the pain and suffering of the poor worker when he was dismissed. Nor are there provisions for punitive damages where employers acted wantonly in dismissing their employees.

III. Now all an employer has to do is to pay a maximum of 24 x $500 = $12,000 to get rid of workers whose only misconduct may be to promote or participate in a trade union in the workplace. See Trienekens case.

IV. As the poor worker has to earn a living while waiting for up to 7 years for his case in the industrial court he may end up with nothing! He also cannot claim cost. This is surely not conducive to industrial harmony.

V. To punish the poor worker because the Ministry takes more than 1 year to refer dispute to the court and for court to take years to resolve the case is beyond decent work, it is just indecent.

VI. Damages and remedy must be left to the discretion of the courts. Just because of one or two cases of highly paid directors/general managers being awarded huge sum by the industrial court does not justify the law to be amended to discriminate against poor workers.

VII. To limit to one year for probationers please note that probationers could have left secure jobs to take up new employment on probations. The amendments are contrary to the government aim to create a highly mobile and productive workforce and to encourage employability instead of job security- people are now reluctant to change jobs. Please note that probationers could have left secure jobs to take up new employment on probations.

MTUC’s Proposal dated 1st March 2010

1. In response to the Ministry’s request, on 1st March 2010 MTUC submitted the following proposal:

D. INDUSTRIAL RELATIONS ACT 1967

Malaysian Trades Union Congress hereby propose that the Industrial Relations Act 1967 be amended as follows:-

1. Section 8 – Reference of complaint to Industrial Court

1.1 Enforcement of the provisions of Section 4 Rights of workmen and employers and section 5 Prohibition on employers in respect of certain act remains most unsatisfactory and inefficient. Complaints of breach of section 4 and 5 are rarely referred to the Industrial Court.

1.2 Therefore we propose that Section 8 clause (2) be amended to require the Director General to refer the complaint to the Industrial Court within 90 days.

2. Section 9 - Recognition And Scope of Representation of Trade Unions

2.1 We propose that clause 1 (C) be amended to require the Director General to refer any dispute relating to scope of membership to the Industrial Court within 90 days. Stipulating a time limit will remove the inefficient and unsatisfactory procedure currently practiced.

2.2 Clause (4) – be amended to increase the 14 days to 21 days for the union to report the matter to the Director General for Industrial Relations.

2.3 Clause (5) Currently it takes 12 months to 36 months to resolve a recognition
claim. Therefore we propose that a 90 days time limit be stipulated.

2.4 It is not always practical to conduct a secret ballot to ascertain the representative status of the union claiming recognition: Therefore the provisions be amended to enable the DGIR to determine based on practicality:
- whether to conduct a secret ballot or
- carry out membership verification

2.5 Where secret ballot is conducted the status shall be determined by the
number of votes cast. Under the present system, voting take place 12 months to 36 months after the date of claim for recognition during which a substantial number leave employment. In order to upset the balloting and evade recognition, employers can terminate and repartriate most of their foreign workers. Current procedure is designed to deny union recognition and collective bargaining.

2.6 The question posed on the ballot paper should be DO YOU WANT TO BE REPRESENTED BY UNION?

2.7 Where balloting is conducted and union’s majority representative status is confirmed, recognition shall be deemed accorded.

3. Part IV – Collective Bargaining and collective agreements

3.1 In order to ensure sanctity of collective agreement, clause (2A) Sub clause (b) should be deleted.

3.2 To give effect to the voluntary system of Industrial Relations, we propose that the entire limitation on the scope of collective agreement under 13 (3) (a) to (f) be deleted.

3.3 The definition of collective agreement be extended to include provisions for deduction of union dues from salary.

3.4 Section 18 Reference of disputes for conciliation. Clause (5) be amended to require the DGIR to refer the dispute to the Industrial Court within 90 days.

4. Section 20 Representations on Dismissals

4.1 Section 20 (2)

Under the current procedure it takes the DGIR and the Minister as long as 24 months to 36 months to refer a complaint of unfair dismissal to the Industrial Court. Therefore we propose that clause (2) be amended to require the DGIR to refer the complaint to the Industrial Court within 90 days.

4.1 Clause (9)
The 2008 amendment is unfair and completely one sided. If it is the intention of the Government to find a speedy solution then a clause should be inserted to state that where an employer attends none of the conferences under paragraph (8) (b) without any reasonable excuse, the employer shall be deemed to have withdrawn the dismissal.

5. Section 22 – Constitution of the Court
Clause 5 be amended to require a panel.

6. Second schedule

We propose that the entire second schedule be removed. The limitations and restrictions severely interferes with the independence of the court and department of Industrial Relations and the Minister will be encouraged to perpetuate their inefficient procedures which causes inordinate delays.

7. Section 30 Awards
We propose that the mandatory 6 months limitation imposed on the court on retrospective effect of a collective agreement be removed. With such limitation the Minister can unreasonably delay reference of disputes to the Industrial Court.

8. Section 56 Non compliance with Award or Collective Agreement
Section 56 should be amended to empower the Industrial Court to enforce their award. The current provisions requiring the workman to go to the High Court to enforce an award is time consuming and
extremely expensive.

9. Employment Appellate Tribunal
We propose that serious efforts be made to establish and Employment Appellate Tribunal within the Industrial Court.

E. TRADE UNIONS ACT 1959
1. Numerous restrictions and provisions under the Trade Union Act 1959 curtailing freedom of association is contrary to the provisions of Article 10 of the FEDERAL CONSTITUTION.

2. We acknowledge that under the provisions of article 10 (2) Parliament may by law impose on the right conferred by paragraph (c) of Clause (1), such restrictions as it deems necessary or expedient in the interest of the security of the Federation or any part thereof, public order or morality.

3. We concede that at the time when the Trade Unions Act 1959 was formulated, Federation of Malaya was facing communist insurgency and the Government, in the interest of security wanted to closely monitor all mass based organizations such as trade unions. The situation has completely changed for the better in the last fifty years.

4. The Trade Unions Act severely restrict trade unions right to organize and as a result, hundreds of thousands of workers are denied the right to collective bargaining. The Act permit the Director General of Trade Unions to capriciously decide on the unions’ scope of membership.

5. The controversial enforcement of the provisions of Section 26 (1A), especially in the last two years, has created serious apprehension that this provision will be extensively used by anti union employers to unfairly victimize and even get rid of union activists with impunity. Denial of right of a dismissed worker to remain as a member of the union whilst his unlawful dismissal is being pursued has nothing to do with the security of the nation.

6. We therefore propose that the Trade Unions Act 1959 be revamped in compliance with the provisions of Article 10 of the Federal Constitution ensuring that: -
* Workers and employers, without distinction whatsoever, shall have the right to establish and, subject only to the rules of the organization concerned, to join organizations of their own choosing without previous authorization.
* Workers’ and employers’ organizations shall have the right to draw up their constitutions and rules, to elect their representatives in full freedom, to organize their administration and activities and to formulate their programmes.
* The public authorities shall refrain from any interference which would restrict this right or impede the lawful exercise thereof.
* Workers’ and employers’ organizations shall not be liable to be dissolved or suspended by administrative authority.

F. EMPLOYMENT ACT 1955

Malaysian Trades Union Congress hereby propose that the following provisions of the Employment Act 1955 amended:-

1. Scope of coverage
The legal safeguards and the minimum standards should be applicable to all employees including domestic workers whose wages do not exceed five thousand ringgit a month.

Based on the Prime Minister’s 1 Malaysia concept the minimum standards and safeguards should be extended to all employees including employees in Sabah and Sarawak.

2. Part III – Payment of wages
We propose that Section 18 be amended to provide for a RM900 minimum monthly salary for all employees within the scope of the Employment Act. The quantum shall be increased periodically based on consumer price index.

3. Section 60 D Holidays
Every employee should be entitled to a paid holiday on all gazetted public holidays by the Federal Government and the state. There is no justification for the government to continue the discriminatory practice against employees in the private sector. All employees in the private sector as well have the right to celebrate their
festivals and national events of significance.

4. Section 60E Annual Leave
The minimum number of annual leave entitlement should be raised to 12 days.

5. Section 60F Sick Leave

Although a vast majority of the employers do provide medical attention and medicine at their expense some employers argue that based on the provisions of section 60F(1) they are required to pay for cost of examination only. The Labour Department has confirmed that indeed employers are not required to pay for the cost of medicine. Government is fully aware that in our country all medical practitioners provide examination and treatment and charge the person accordingly.

Therefore Section 60F(1) should be amended that employer pay for medical examination and treatment.

6. Section 31 Priority of Wages over other debts

The provisions of section 31 should be amended and appropriately worded to ensure that:-
* Wages contractual bonus, retrenchment benefits, termination and lay off benefits and all statutory contributions are accorded priority over all other debts.

The amendment should categorically remove any conflict with the provisions of the companies act. We wish to draw the attention of the Ministry that more than
10,000 workers were deprived of the entitlement under the termination and lay of regulations.

7. Section 37 Maternity Protection
Length of paid maternity leave should be raised to 90 days.

8. Termination Benefit
Termination benefit for employees who are terminated in accordance with the Employment (Termination and Lay-Off Benefits) Regulations 1980 should increased to one month’s salary based on the last drawn salary for every year of service.

9. Retirement Age
In the absence of specific provisions under the Employment Act most employers in the private sector arbitrarily set retirement age at 55 years for male and 50 years for female employees.

In view of the significant increase in the life expectory age, government should set a retirement age of 60 years for all employees.Government has repeatedly stated that employees who are dependant on their savings with the EPF have nothing left after the fourth or fifth year of retirement. By raising the retirement age employees will be able to save more through contributions to the EPF and the length of dependency period will be shortened.

G. LACK OF RESPONSE FROM THE MINISTRY

1. The Ministry did not hold any meeting with MTUC to discuss the above proposal.

2. The National Labour Advisory Council (NLAC) established in accordance with the principles of tripartism has been completely sidelined in dealing with this very important topic which has far reaching implications on the ten million working people in the country.

3. On Friday 9th April, 2010 MTUC together with two other trade union organizations were invited to attend a meeting chaired by the Secretary General of the Human Resources Ministry.

4. During the 90 minutes meeting, Ministry officials presented an outline of the amendments to the Employment Act 1955, Industrial Relations Act 1967 and Trade Unions Act 1959.

5. We need to stress that the presentation concentrated on the concept of the amendments and NOT the actual amendments. In the absence of the actual wording of the amendments, our understanding on the full implication of the amendments were severely restricted: Therefore our comments and response have to qualified.

6. During the said meeting, Ministry officials did not respond or give any explanation on the status of MTUC’s proposal submitted on 1st March 2010. We still maintain our proposal and seek an urgent meeting with the Ministry so that we can justify our proposal.

7. MTUC’s comments and response to Ministry’s proposal

7. 1 Definition of employees under EA - employees whose wages do not exceed RM2000 irrespective of their occupations;

MTUC’s comments

Scope of coverage
The legal safeguards and the minimum standards should be applicable to all employees including domestic workers whose wages do not exceed five thousand ringgit a month. Based on the Prime Minister’s 1 Malaysia concept the minimum standards and safeguards should be extended to all employees including employees in Sabah and Sarawak.

7. 2 Better protection for employees such as domestic servants by having specific regulations;

As stated under para 8.1 hereabove domestic workers should be entitled to all the minimum standards. We should stop using the term “servants”. To avoid any confusion they can be referred to as “Home Workers”.


7.3 Priority of wages and termination benefits over other Debts
(Section 31 of EA) for employees who are the most Vulnerable of the parties during closing of business and/or termination due to redundancy (this matter would be discussed with SSM and KPDNKK)

Wages, contractual bonus, retrenchment benefits, termination and lay off benefits and all statutory contributions are accorded priority over all other debts. The amendment should categorically remove any conflict with the provisions of the companies act.

7. 4 Contract of Service in writing with salient employment matters such as salary, working hours, probation period, retirement age, termination benefit and minimum benefits as provided in EA;

We agree in principle but we need to see the actual working.

7.5 Maternity protection

Ministry’s proposal is vogue we propose that Section 37 be amended to extend paid maternity leave to 90 days.

7.6 Employees with less than one year of service (probationers) are excluded from seeking reinstatement via Section 20 of IRA;
Employees earning a basic salary of RM10,000 or more are excluded from seeking reinstatement via Section 20 of IRA;
Employees with fixed term contract are excluded from seeking reinstatement via Section 20 of IRA if termination is as per contract terms.

The above proposal’s are most retrogressive and are clearly in contradiction with the decisions of the Industrial Court and landmark judgements of our courts.Most of the collective agreements stipulate initial probationery period of 3 months which can be extended to another 3 months. Currently even probationers have the right to seek redress if their termination is wrongful. Ministry’s proposal to deny those earning RM10,000 or more, the right to challenge unfair dismissals is unacceptable. Many of our affiliates who represent executive staffs have salary scales exceeding RM10,000. We do not see any justification for the Ministry to subject this category of employees to be vulnerable to the whims and fancies of their employers.

Ministry should carefully study all the awards handed down in the past 24 months to get a better understanding of the arbitrary attitude of bosses in the private sector.
Ministry’s proposal to deny access to justice to workers with fixed term contract will encourage employers to adopt such contracts so that they can be terminated with impunity.

We find rather shocking that government officers who are guaranteed of a lifetime employment have drafted such inconsiderate proposal.

7. 7 Mandatory conciliation at Industrial Relations Department for dismissal cases;
We cannot understand the purpose of this amendment. Parties attending the conciliation may disagree with conciliation officials but a overwhelming majority attend the proceedings. By inserting such a provision,is the ministry proposing to impose penalty on those who fail to attend conciliation proceedings? Otherwise the said clause will serve no purpose.

To effectively strengthen the conciliation process we propose the following:
* If a workman or trade union fail to attend conciliation proceedings, their report will be deemed as withdrawn.
* If an employer fail to attend conciliation proceedings, the complain would be referred to the Industrial Court.

7.8 Dismissal cases would not be referred to Industrial Court under certain circumstances such as:-
Employee has accepted mutual separation package;
Expiry of fixed term contract;
Termination of employee beyond the mandatory retirement age of the company;
Employee refusing reinstatement; and
Cases of amicable settlement and employee has accepted settlement.

We do not see any necessity for the above.

7.9 To enable Industrial Court to strike out frivolous or vexatious cases.

This proposal suggests that the Industrial Relations officers, Director General of Industrial Relations and the Human Resources Minister who referred the dispute to the Industrial Court after 12 to 24 months study were inefficient and incapable.

7.10 To amend Section 12 of EA for the notice period of termination of contract for employees be standardized to 4 weeks irrespective of the years of service; and Ministry officers must be mindful that in the private sector workers do not have any job security: Even workers who have continuously served the company for as long as 20 years, can be terminated on grounds of redundancy, reorganization and restructuring. Section 12 was intentionally amended to ensure that workers with long service are given longer notice of termination – What is the need for such retrogressive amendment?

7.11 For any disputes relating to claims and other matters that has been reported under the provision of IRA, to have a standard operating procedure for DGIR where settlement reached at conciliation be spelled out in detail.

We need to see the actual wording of this clause before we can comment on the proposal.

7. 12 Section 17A/Section 19/Section 22/Section 25A/Section 34/Section 60A and 60C

We strongly object to the proposed amendments. The supervisory role of the Director General of Jabatan Tenaga Kerja must be maintained. Our experience shows that such important issues cannot be left in the hands of the employers to adopt self regulation.

For example:
We have employers in our midst who require female employees to report for work at 4.30 am. We have employers who end night work at 2.30am without any consideration for the female workers’ safety traveling at such odd hours of the night.

The amendment to Section 19 to allow employers to delay payment for overtime work for as long as 30days is unnecessary and unacceptable. With all the technological advancement employers can easily comply with current requirement.

Section 25A . The current provisions requiring employers to acquire consent of workers to change the mode of payment of salaries is still very much relevant. The plantation workers throughout the country are paid in cash. As many plantations are located far from banks it is not practical to pay wages through banks.

Section 60A. The proposed amendment is completely one sided and the convenience of workers have been completely ignored. This provisions can empower employers to set unreasonable working time requiring employees to start work at 5.00am when there is no public transport available.

The proposal to compel workers to take annual leave without any consideration of the employees’ needs goes against decided principles Ministry must be mindful that workers’ entitlement under the Act is as low as 8 days – 40% of this would be 3.2 days leaving the workers with only 5 days for the whole year. Furthermore the EA guarantees only 10 paid public holidays.

New Provisions
7.13 To provide provisions on sexual harassment in the Employment Act (coverage is for all employees irrespective of their wages or occupations);
We welcome any effort by the Ministry to eliminate sexual harassment in the workplace. We need to see the actual wordings of the Section before we can give our endorsement.

7.14 To allow for direct appeal to High Court pursuant to Industrial Court Award on dismissals by way of rehearing instead of judicial review currently.

We do not believe that this provision will help to shorten the duration. Furthermore this would give unfair advantage to the employers because with their financial resources almost all cases will end up at the High Court.

Unions and individual workers with limited resources cannot afford to engage lawyers to represent them at proceedings before the high court.

We believe that this amendment is intended to accord unfair advantage to employers.

7.15 Payment of wages in legal tender through banks that requires employee consent (Section 25); Restriction on places at which wages are paid (Section 28); Prohibition of female employees working beyond 10pm (Section 34);The need to keep a ‘hard copy’ of employee register by the employers is reviewed so as to allow for soft copies (Sections 44 and 61)

The above provisions are still very much relevant and for the reasons we have stated under para 8.12 hereabove the safeguards must be maintained.

Clarification of ambiguous provisions and Introduction of New Provisions

7.16 Definition of manual worker in the EA;
Definition of managers and executives in IRA;

We request the Ministry for the actual wording before we can give our comment.

7.17 The need to review on the status of union which has been given recognition.(Power given to DGIR to review upon request after a minimum period of five years)

The proposed amendment will enable employers to perpetually deny workers collective bargaining rights. Since union recognition is a pre-requisite to commence collective bargaining this amendment will encourage employers to challenge Minister’s decision to accord recognition.

In the past five years a significant number of employers have challenged Minister’s decision to accord recognition. Pending a decision on their appeal at High Court and Court of Appeal which takes about five to ten years the employer need not commence negotiations.

During the five to ten year waiting period union members leave employment or relinquish their membership out of frustration over the union’s inability to negotiate on better wages and conditions.

And finally when the courts uphold the decision of the Minister to accord recognition, with the proposed amendment, the employer can immediately mount a challenge to question the representative status of the union. When the DGIR and the Ministry go through the process and make a new decision, companies who are anti union can proceed to the High Court to challenge the new decision.

Secondly, the Ministry must be mindful that even under the present conditions, the Department of Industrial Relations takes as long as 24 months to 36 months to resolve recognition claims. With the proposed amendments the situation will worsen further.

7. 18 To allow HR specialists/consultants to represent parties at the conciliation proceedings and hearing in the Industrial Court.

We cannot understand the purpose of this proposal. Is this intended to help retired Ministry officials or close friends of Ministry officials who have set up HR Consultancy business?

MTUC and MEF as organization of trade unions and employers are signatories to the Code of Conduct for Industrial Harmony. And both organizations have signified their commitment to promote and maintain industrial harmony in the country.

Both organizations represent the interest of their respective group in the National Labour Advisory Council. By virtue of their partnership role, both MTUC and MEF are obliged to play a constructive role in finding amicable solution to industrial disputes.

We know of HR Consultants who deliberately create disputes in order to make a living. We attach herewith a copy of the letter addressed to the company in Penang by an HR consultant.

We wish to highlight the following from the HR Consultants letter:
* The DGIR and DGTU after months of work advised the company to accord recognition;
* The HR consultant advise the Company to challenge the DGIR and if the DGIR fail to concede then they should appeal to the HR Minister;
* If the Minister decides to accord recognition then the Company should file an application at the High Court to challenge the Minister’s decision’s;
* The consultant claims that he was an official of the Ministry of Human Resources and has close contact with senior officials of the Ministry.
* By stating that, he is giving the impression to the employer that Ministry officials are under his influence.
* He names a list of companies where had successfully removed the union;
* He stipulates his fees for his services to successfully remove the union;
* The company accepted the HR consultants offer and advise and appointed him;
* As advised by the consultant the company challenged the Minister decision to accord recognition. After a long delay of six years, in 2009, the High Court upheld the decision of the Minister.
* This is a clear case to show that the consultant is thriving by creating disputes and industrial disharmony.
* This matter was brought to the attention of the Secretary General of the Human Resources Ministry on 28 July 2003, KSU’s reply to MTUC was “we have no control over the conduct of consultants but you can be assured that such persons will not be permitted to appear at proceedings at any department under the HR Ministry”.

7.19 To have provision in the Act for trade unions to inform DGTU when it forms or closes branches; To have provisions requiring trade unions to have their annual
general meeting on a timely basis; To have extra qualifications for a worker to become union officer;

There are adequate provisions under the Rules and Constitution of every union to cover all aspects mentioned hereabove: Therefore we are of the view that there is no necessity for the amendments.

7.20 To amend provisions relating to membership of public officers in trade unions as may be determined by KSN;

Section 27 of the Trade Union Act elaborately covers all aspects relating to membership of Public Officers and employees of statutory authorities. The proposed amendment to empower the KSN can lead to arbitrary and ad-hoc decisions.

7.21 To have provision to resolve trade unions in ternal disputes at Trade Union Department;

Current provisions to resolve trade unions internal dispute are adequate. There is no need for amendments to empower the Trade Union Department to intervene.

7.22 To restrict trade unions from using their funds for risky investment.

Most unions do not have sufficient funds to manage their administration costs. Under Section 19 of the Trade Unions Act unions are required to obtain prior written approval of the Minister to invest. Therefore the proposed amendment is redundant.