2=SimSun Collective Negotiation and Labor Relations Governance under the Leadership of the Family 4 Strategy and Practice of Indicator Management Wu Qingjun asked China's collective bargaining to rely on the state-led model and embarked on a path that is completely different from that of Europe and the United States. The main purpose of the promotion of collective agreement by the State Council is not to promote the game of labor and capital, but to integrate both employers and employees into the framework of the legal system, so that the behavior of both employers and employees can be legalized and contractualized. However, the state regulates labor relations not simply to control, but to achieve governance of the grassroots industrial order through indicator management. Therefore, index management has become the core strategy for the state to promote the construction of collective bargaining system. Local governments and trade unions have called various resources to improve the number of collective contracts around the assessment indicators. In the practice work, the role of the local government’s first party has changed, and the trade union agent The role of the government has also been strengthened. The essence of collective bargaining has changed from a labor-management game to a party-and-government union and a funded party. Since the 1920s, the collective bargaining system has been established as a core system for adjusting labor relations in Europe and the United States. In the past few decades, it has been fully developed. However, after the second century, such as the era, due to the decline of industrial organization and the decline of trade union density, the collective bargaining in Europe and the United States has shown a trend of overall decline and decentralization. The level of the smaller the smear is also getting lower and lower. 1 Lake, 1986; also paid; 1., 2004 is in sharp contrast to this, since 1994, China’s collective bargaining has taken a completely different path under the state-led model, collective contract signing rate and coverage rate. The data released by the National Federation of Trade Unions showed that in 2010, the number of collective contracts signed nationwide reached 1.407 million, covering 2.438 million enterprises, covering the number of employees up to 184.651 million. The All-China Federation of Trade Unions studied the research results of 1008017. . I would like to thank Mr. Guan Binfeng from the National Federation of Trade Unions and Luo Rongbo of the Capital University of Economics and Business for their great help in data collection. He also thanked Professor Xu Xiaojun, Professor Chang Kai, and the anonymous reviewers for their valuable ideas. Responsibility.
If only judged from the data published by the National Federation of Trade Unions, China's collective bargaining system has been greatly developed. However, in practice, the phenomenon of not being willing to talk or not to talk is still very common. This has become the fact that Chang’an is recognized by the government academic circles and even the trade unions. 2009; Cheng Yanyuan, 200420; Xu Xiaohong, 2004, then led by the state. Under the model, how is the number and coverage of collective contracts counted? Why is there such a big contrast between the statistical results and the actual situation? What kind of collective negotiation mode has China chosen, and what forces have promoted the formation and operation of this model? These questions are urgently required to give academic analysis and explanation. This article will combine the province's collective negotiation work practice, and try to explain and analyze the above questions.
Collective bargaining and state-led collective bargaining model Weber's 5 books > 53. They first proposed this concept in the study of the labor cooperation movement in 1.871. But in this study, they did not carry out the concept of collective bargaining. Clearly defined, it is only seen as an institutionalized negotiation relationship between trade unions and employers' or employers' organizations. 1513, 20042001 In the 7 years of economic democracy, Weber and his wife conducted a more in-depth analysis of collective bargaining. 61 133, 1914. In the first part of the book to explain the trade union function, Weber and his wife believed that the trade union needs to promote the large common norm 1610 Yang 1 to maintain the new health of the member health progress, the stability of the new technical work, the right to join the trade union and the right to organize the trade union. At the same time, the common norms can be realized through various ways. The concept of mountain collective bargaining was first appeared in the works of the Weber and his wife, but the practice of collective bargaining has existed in Britain and the United States. Since the 1950s, in the United Kingdom and the United States, Arbitration 1 said that in a broad sense it refers to our collective bargaining work today; and, sometimes, mediation, the heart is also used to refer to collective bargaining work, only then The concept is more widely used, 1956227. The two concepts of arbitration and mediation are quite different from today's meaning. At that time, the arbitration and mediation work was mainly used as a countermeasure for the government to solve the industrial turmoil. It is agreed that the mediation of labor relations under the support of the government was only in the late 19th century. After the implementation of the Trade Union Law 187875 in the United Kingdom, the trade unions gradually got rid of the arbitration under the support of the government, and chose the behavior mode of negotiating directly with the employers in the United States. Similarly, in the early 2nd century, with the rise of the workers' movement and the recognition of the trade unions, the unions made the same choice. , 1228229, mutual aid insurance collective bargaining and legislative recognition, 194,150,276 Here they explained that collective bargaining is a means for trade unions to maintain and improve the living standards of their members.
There is a huge difference between the collective bargaining of trade unions and individual market negotiations. Individual market negotiations lack the exchange of information about work and labor prices. The result of negotiations will only lead to vicious competition among workers, thereby reducing the wage level of workers. But the union can ask the employer for the collective strength of the workers, which can increase the wages of workers and improve working conditions.
Therefore, the biggest advantage of collective bargaining is not only to avoid vicious competition among workers at the enterprise and national levels, but also to protect the rights of individual workers from employers. Although the Webbs still do not clearly define the collective in the democratic world. The concept of negotiation Jia 1 grabs 3 Shi 41999, but Alan. Flanders believes that their discourse provides a very useful guide and foundation for later pluralism, and in their writings also implies that pluralism has an understanding of the nature of collective bargaining. 39 So, in the Weber study On the basis, Flanders believes that the essence of collective bargaining is not the same as bargaining in the market. Collective contracts are not collective bargaining in the true sense. The essence of collective bargaining is the system of wages between employers and employees. The process of exchanging conditions between the rules and the employer in the labor market, the result of the negotiation will form a labor contract; the labor contract determines the terms of exchange between the two parties, and can be used to mediate the conflict of interest between the employer and the employee but the collective contract formed through collective bargaining It only guarantees the realization of the interests of the sellers and sellers of the single labor, but ensures that all the buyers and sellers covered by the contract are bound by the terms of the contract in terms of labor prices and other exchange conditions. Therefore, the collective contract actually becomes the norm for all labor contracts. The substantive rules. In this sense, the essence of collective bargaining is the process of formulating rules. 131845.
Flanders's views basically represent the pluralism's understanding of the nature of collective bargaining. In the writings of John Dunlop and others, similar views have been reached. Dunlop did not separately analyze collective bargaining in the 58-year system of business relations, but He regards collective bargaining, mediation, arbitration and legislation as the process of formulating the rules of the network community 63104. The labor and the government have carried out the strength of the external environment, and finally formed specific procedural rules. Rule 81 Mountain 8111.168 rule network, 9931958220 Dunlop's American labor relations scholars have basically inherited his ideas, although Thomas Kenken made adjustments to Dunlop's views in the 1980s according to the status quo of American industrial relations. That is, in strategic choice 10, collective bargaining is seen as a process of formulating rules at the meso level. , 198024 28; However, in the definition of the nature of collective bargaining, he did not make much change in the view of pluralism. Although it has been largely recognized by the academic circles, there are still many doubts and criticisms. Alan Fox agreed with Flanders's argument, but made a sharp critique of his argument. Fox believes that Flanders basically equates collective bargaining with a collection of individual negotiations. This is a very big mistake. 197515152 Fox specifically criticizes that trade unions on behalf of workers and employers do not equate to individuals in the labor market. The sale and purchase, individual negotiation is the purchase and sale of workers, and the collective bargaining is the negotiation of the power to seek to change the conditions of employment and the environment. First, individual negotiation is an economic process of labor sales, but collective bargaining is not just an economy. The process, at the same time, it is still a political process; first, the final result of collective bargaining will not necessarily reach an agreement, and there may be a result of the breakdown of the negotiations or even strikes. If the result of the agreement is reversed, collective bargaining is a process of formulating rules. Too narrow, collective bargaining should be a relationship between organizations. F0x, 1975154156. In the face of the flaws of Flemish's point of view, the use of collective bargaining by some scholars began to turn to Hugh Clegg's view that collective bargaining is The core process of industrial democracy +, 2.07.84 Clegg in the analysis In the case of industry democracy, the concept of workers' participation, 15;1 30, was considered, and collective bargaining was the core form of workers' participation in enterprise management. It is a review of the Western literature's understanding of the nature of collective bargaining. Can these documents be used to explain the collective of China? Negotiation 2, if not, China's collective bargaining and Europe and the United States I have been advocating their strategic choice model since the 1980s. In this theoretical model, they do not pay attention to the macro industrial relationship structure like Dunlop. Rather, it pays more attention to the analysis of the choice behavior of the labor relations subject at the enterprise level. He generalizes the institutionalized structure of the labor relations at the enterprise level to the macro middle and micro level, and the strategic choice at the middle level is collective bargaining. The macro and micro are the strategic activities and workplace activities, 3 called 1980, over 31. 1986, i in the English literature, in order to distinguish between the collective bargaining of European and American countries and China's collective bargaining, the collective bargaining is translated into Also 0. The International Labour Organization Convention No. 154 of 19:1 on the promotion of collective bargaining The definition is given that article 2 collective bargaining language for the purposes of this Convention includes all of the employer’s employer’s group or one or more employers’ organizations and one or more workers’ organizations for the other party. Negotiation, by 3 to determine working conditions and conditions of employment; and or to adjust the relationship between employers and workers; and or to adjust the relationship between the employer or its organization and the same worker organization or more than one worker organization. This only defines collective bargaining. The subject and negotiation content is a very loose definition. If we define China’s collective bargaining according to this definition standard, China’s collective bargaining also belongs to the ILO’s collective bargaining, but there are differences in collective arrangements with European and American countries. What are the differences between institutional arrangements and practice, and how we should explain them. Obviously, there is a huge difference between the two. Brown pointed out that there are major differences between the two parties. There are differences in the differences of interests and mutual relations between the two parties in the negotiation or negotiation. First, there are differences in the trade unions that represent the interests of workers. First, the negotiation and negotiation of the performance of the physical contract and the law In addition to these differences, the biggest difference between China's collective bargaining and collective bargaining in Europe and the United States comes from the different roles and responsibilities of the state in Europe and the United States. Collective bargaining is a game between employers and employees, just as Beavis. Marbury argues that collective bargaining is essentially the behavior of both employers and employees. Although the actions of both parties are largely influenced by the government, the final decision-making and choice is still between employers and employees. 1965 However, China’s collective bargaining The implementation is a kind of state-led 1999, such as 61 spit, 2, 4; Chang Kai editor, 2009. They believe that in collective bargaining, neither business managers nor trade unions can freely represent the interests of employers or employees. Subject to the direct guidance of the state, the final determination of wages and employment conditions is subject to the guidelines implemented by local governments. Therefore, China’s collective bargaining is the result of the state’s top-down promotion by administrative forces, rather than the result of the bottom-up labor-management game. 1 The academic community agrees with the state-led model of collective bargaining in China, but the purpose of promoting collective bargaining in the country and The essence of collective bargaining is different. Malcolm Werner and others believe that with the disintegration of the unit system and the emergence and development of new economic forms, when the state withdraws from the labor organization, the state will actively promote Collective bargaining. This is mainly based on the consideration of two aspects. The state should carry out macroeconomic regulation and regulation on the wage situation of the labor market. First, the state should fill the vacuum after the government withdraws from the enterprise. All in all, they have reached a common point in several articles, that is, the reason why China introduces a collective bargaining system is not to really promote the negotiation of wages and labor conditions between the employers and employees, but to continue the state’s labor relations with the grassroots. Specification and control 1樵. 51, 1999, here, it should be pointed out that the state leadership is different from state intervention. In Europe and the United States, the state has also intervened in collective bargaining, mainly through legislation to give collective bargaining rights between employers and employees and to establish behavioral norms between employers and employees. For example, in 1935, the Roosevelt Administration of the United States promulgated the Law on Family Labor Relations. The ribs 0186 were for 03 people, giving workers the right to join the trade unions and collective bargaining through trade unions. However, the specific consultations were negotiated between employers and employees. The National Labor Relations Bureau established by this law, 31 613105 8, 3 only plays two roles, confirming the union's power; it deals with improper labor. This is especially true in the UK, where the principle of voluntarism is practiced. The state only plays the role of a system and does not directly participate in collective bargaining.
3,6 However, Simon Clark and others hold different judgments. They believe that the collective bargaining system provides a legal solution to labor conflicts, but the role of collective bargaining in regulating labor relations is very limited. After entering the market economy, the state has carried out large-scale institutional construction in the field of labor relations, that is, the legalization of labor relations and contractual labor disputes. In the article, they introduced the concept of democratic participation, and believed that the state established a collective bargaining system from the top down. The purpose is not only to provide legalization channels to resolve labor-management contradictions, but more importantly to provide legalized systems and norms for the democratic participation of trade unions in corporate affairs.
The views of Werner and Clarke basically represent the top-down state-led model adopted by Western academic circles for the negotiation of China's collective negotiating body. First, the purpose of China's promotion of collective bargaining is not to truly realize labor-management negotiations. For the state-led model, the collective bargaining work since 994 has clearly highlighted the characteristics of this model. But what is the purpose of the state to promote collective bargaining? How does the state-led model achieve this goal in practice? In the top-down state-led model, on. The following is how to interact to promote collective bargaining work. At the national level, how to use national labor management strategies and indicators management. Chinese scholars' research on collective bargaining is mainly focused on two major aspects. Research on collective bargaining system to realize labor rights. 2 is the basis of the idea, from the perspective of jurisprudence to analyze the defects and deficiencies in the labor law and collective contract provisions, in order to promote the collective contract legislation, 1995; Wang Quanxing, 1995; Chang Kai, 2002; Cheng Yanyuan, 20043; Research on the existence of consultation work, under this main focus, focus on the study of the Chinese trade unions. Since the promulgation of the 14-year labor law, the party and the government have made a series of efforts to promote collective bargaining and collective contract systems. Especially in recent years, when the contradiction between labor and capital has become more and more serious, and the number of labor-collective incidents caused by labor-management contradictions has continued to rise, collective bargaining has become the top priority in the work of the government and trade unions to mediate labor-management contradictions and adjust labor relations. Heavy government and trade unions have made great efforts to promote collective bargaining work. In terms of system construction, with the revision of the collective contract provisions of 2004, in the past two years, various localities have successively issued relevant regulations. Right, collective bargaining power and strike power Xiao Hong, 2004; Zheng Qiao, 2003, these two aspects have involved all aspects of the collective bargaining system and practice, but how the collective bargaining model is implemented from the top down, especially How to operate at the national and local levels, there is still little analysis in the existing literature. Therefore, the following will be combined with the collective bargaining system and policies to analyze the practice of the state-led model.
Labor relations governance strategy Werner et al. believe that the implementation of the collective bargaining system in the country is to fill the gap after the government withdraws from the enterprise organization, thus re-controlling the grassroots industrial order. This explanation only shows that the state attaches great importance to collective bargaining work, but if the country So attaching importance to this work, then why is there a formal question in practice? At this point, Werner et al.'s point of view is not convincing. Clark and others believe that the purpose of the state to promote collective bargaining is to provide legalized systems and norms for the democratic participation of trade unions. We believe that this argument is too idealistic. At present, most of the collective contract terms signed by enterprises are similar to the legal provisions, and the legalized clauses are not very operative; and the trade unions are not binding on whether the enterprises can effectively perform the contracts. Then, what is the purpose of the state to promote collective bargaining? We believe that the ultimate goal of the state is to integrate both employers and employees into the framework of a fixed legal system, so that the behavior of both employers and employees can be legalized and contractualized, thus eliminating the contradiction between labor and capital. To maintain a benign operational order in the grassroots industry. In this sense, Werner et al. are not equivalent to simple controls and norms for national purposes. With the increasing marketization of labor relations and the continuous influence of the adjustment of the international environment and industrial structure, the contradictions between labor and capital at the grassroots level have become more and more serious in recent years, and the mass incidents caused by the contradiction between labor and capital have also shown a trend of continuous growth. In order to stabilize and maintain the order of the grassroots industry, the state tried to find an institutional way to resolve the contradiction between labor and capital.
If we only deal with the response measures and measures of sudden incidents, this kind of passive response to the situation will resolve the contradiction between labor and capital. Under the existing institutional framework, the collective bargaining system is a more appropriate choice. Since the establishment of collective bargaining and collective contract work in 14 years, the period of actually promoting this work process is directly related to the peak period of the two labor conflicts. The first time was in the early 2nd century. After more than ten years of market economy, labor relations were in a state of disorderly development, and the contradiction between labor and capital became increasingly prominent. Therefore, in this context, the National Federation of Trade Unions established the Collective Contracts Department, and the Ministry of Labor and Social Security revised the collective contract regulations in 2004. The first time after the outbreak of the financial crisis in 2007, the number of labor and capital incidents increased, stabilizing labor. Relations, the National Federation of Trade Unions vigorously promote collective bargaining wages and regional industry wage collective bargaining, and local governments have introduced relevant rules and regulations for collective contracts, and vigorously promote collective wage negotiations.
On the other hand, Werner and Clarke did not see the transformation of the state's governance of labor-management contradictions since the beginning of the 21st century. The state wants to legalize and contract the behavior of both employers and employees. It is not a simple control, but a strategy for transforming top-down project management and indicator management. According to Qu Jingdong and others, since entering the new century. The state power has realized the transition from total domination to technical governance, and standardized and technicalized and standardized the rule of law as the core discussion of administrative construction and supervision, thus realizing the transition from operation to governance, etc. Lord, economics has done a lot of research in Zhou Li An, 2, 4; Zhang Yi Gong Liutang, 2005; Wu Ping, 2008; Xu Xianxiang Wang Xianbin, 2010 similar phenomenon exists in the field of labor relations. Indicator management has become the core of collective bargaining work. The National Federation of Labor and Social Security of the Ministry of Human Resources and Social Security and the National Coordinating Labor Relations Conference are referred to as the National Party Meetings 1 and the local governments and trade unions use various strategies to complete the assessment of indicators.
However, in the country's promotion of collective bargaining work, as mentioned by Qu Jingdong and others, the state is more focused on the management of indicators, the implementation of the goal management strategy, the specific techniques and skills for local governments and trade unions to complete indicators. Therefore, there is not much intervention. Therefore, local governments and trade unions can use various strategies and approaches to complete the indicators according to the original intention of collective bargaining within a legal and reasonable scope. Collective bargaining should be a negotiation between the employer and the employee to determine the labor. Remuneration, working hours, rest, vacation, labor safety, health, vocational training, insurance, welfare, etc. However, under the current governance model that only focuses on the results of indicators and does not focus on the completion process, there is often a phenomenon of collective negotiation, which makes collective negotiation not a labor-management game. Becoming an indicator-oriented system for internal assessment and evaluation Local governments and trade unions can call various resources and use various techniques to bargain without urging workers and enterprises to bargain without actually promoting labor. However, as a result of this, collective bargaining has evolved into an intra-institutional interaction between the state and local governments around the assessment of indicators. The national coordination of labor relations parties is composed of the party’s main body, namely the National Federation of Trade Unions’ national human resources and society. The Ministry of Security and the China Enterprise Association of Chinese Entrepreneurs.
Indicator Management In this set of indicator evaluation system, the National Federation of Trade Unions and the National Party Conference promoted collective bargaining through control indicators, which fully reflects the kind of incentives for the state of labor relations and grassroots work in the new century. In this interaction, the number of collective contracts and the expansion of coverage have become the hallmarks for promoting collective bargaining. Collective bargaining is not a negotiation between employers and employees, but has become a game between local party and government unions and enterprises.
Strategic indicators at the national level From the work practice of the National Federation of Trade Unions in recent years, we can clearly see the two working ideas for promoting collective bargaining. On the face of it, the highest goal of full contract coverage is adopted, and the way of exercising is adopted. Collective consultation work is being carried out throughout the country; it, at the point of view, summarizes typical local experiences and promotes them nationwide. In order to achieve the goal of full-scale collective consultation, in the past two years, the National Federation of Human Resources and Social Security National Federation of Trade Unions and the National Conference have formulated a number of strategic arrangements. For example, the National Conference was issued in 2010, and the work plan for the implementation of the Rainbow Project in the collective contract system was further promoted. In 20 years, the National Federation of Trade Unions proposed two generalizations and the All-China Federation of Trade Unions issued in 201. Collective consultation work planning, etc.
In these strategic deployments, the National Federation of Trade Unions of the Ministry of Human Resources and Social Security and the National Conference set the tone for collective bargaining at the national level, and proposed the highest goals, for example, in the implementation of the Rainbow Plan for the implementation of the collective contract system. The work plan stipulates that from 2010 to 2012, we will strive to implement a collective contract system in all types of established trade union enterprises in three years; among them, the coverage rate of the collective contract system in 2010 will reach 60 or more, and in 201, it will reach 80 or more in China. The two universally set goals set by the 10th Executive Committee of the General Labor Union are to strive to implement collective wage negotiations in all types of established trade unions in accordance with the law in 2012. The All-China Federation of Trade Unions in 202013 to deepen the wage collective bargaining work plan set the goal is to use three years from 20 years, by the end of 2013, the establishment of trade unions organized enterprises more than 80 to establish a collective wage negotiation system, the basic realization of established trade union enterprises Carry out wage collective bargaining, in which the establishment of a wage collective bargaining system for all Fortune 500 companies in China, setting clear strategic goals at the national level is a very useful indicator for guiding the promotion of national work. For example, the All-China Federation of Trade Unions promoted collective wage negotiations in 20203. The work plan stipulates that the collective wage negotiation rate of enterprises that have established trade unions by the end of 20 will reach 60, reaching 70 at the end of 2012 and reaching 80 at the end of 2013. Although these indicators are very clear, they use digital indicators to guide the collective bargaining work in the country, paying attention to It is only the quantity and coverage of collective contracts. There is no clear goal for the quality of contracts. Therefore, indicators that only focus on coverage tend to evolve into difficult-to-substantial work, and the slogan becomes the national trade union system. The target of action may eventually become a field Assessment of the data.
Indicators issued at the national level may fall into the dilemma of digital games, but the indicator management reflects a new shift in the state's governance of labor relations technology. This new transformation is reflected in two aspects. The index management makes the country have a simpler and clearer assessment standard for local work performance, from simple control of grassroots labor relations to local indicators, while the state only emphasizes target assessment. It also leaves a huge room for local work, which can stimulate local governments and trade unions to use various strategies to complete the indicators. First, the country has set priorities and directions for local work by setting indicators. In the relevant policies and documents promulgated by the state since 2008, the focus and difficulty of collective bargaining are concentrated in foreign-funded enterprises and small and medium-sized non-public enterprises. The most serious conflicts are also the weakest areas of trade union work. Therefore, the indicators set by the state are directed to these two areas, reflecting the basic thinking of the state on the governance of labor relations. For example, in the All-China Federation of Trade Unions 20 2013 In the plan of promoting wage collective bargaining work, the current work priorities are put forward, that is, collectively negotiate the regional industry wages, do a good job in the construction of the collective bargaining system for non-public enterprises, and do a good job in the establishment of the world top 500 enterprises in China. The small and medium-sized non-public enterprises, while the latter are placed in foreign-funded enterprises. In these two areas, the trade unions are relatively weak, and collective bargaining work is more difficult to promote, especially in foreign-funded enterprises. In the specific target tasks, special emphasis is also placed on the collective negotiation of foreign-funded enterprises.
At the local level and at the local level, there are also differences in the implementation indicators at the local level in the specific practice work. National-level indicators are more like strategic goals, and when they are transmitted to the localities, they become political tasks. In addition to the relevant supporting implementation plans, local governments and trade unions must set hard-acting indicators that are consistent with national-level goals. In the 1 province of the team survey, in each year in June, the Provincial Federation of Trade Unions Human Resources and Social Security Department, the Provincial State-owned Assets and Resources Commission, the Provincial Federation of Industry and Commerce, and the Provincial Enterprise Confederation, shall jointly carry out the joint wage negotiations for 100-day operations jointly issued by the department in 20 years. In the implementation plan of the 100-day action plan for wage collective bargaining in the province, the hard indicators are clearly defined. Before the end of June 20, more than 85 enterprises in various regions will establish a collective bargaining system for wages, and China’s and its holding companies will develop the world’s top 500 investment enterprises. The enterprises above designated size in the industrial parks of the district have basically achieved full coverage and have also formulated three hundred plans, namely, implementing the collective offer plan of 100 well-known state-owned enterprises, implementing the plan for 100 foreign-funded enterprises, and implementing the plans for 100 well-known private enterprises. After the Provincial Federation of Trade Unions and other departments issued the collective bargaining indicators for wages, all urban and county counties also forwarded and issued corresponding implementation indicators, and implemented them at various levels. The collective bargaining indicators of wages became necessary for all levels of government and trade unions to complete. In addition, in 1 province, Collective bargaining for wages has also been included in the party and government assessment indicators system at all levels.
In June of the 20th, the first provincial and provincial government offices issued the letter, and promoted the collective wage negotiation work. In this intention, collective wage negotiation was included in the party and government performance evaluation system, that is, the government at or above the county level should include the wage collective negotiation rate and the wage growth rate of employees in the target assessment of each district, city, county, government and relevant departments. In the indicator system, the provincial coordination labor relations party is responsible for issuing assessment targets and implementing assessments for each district, city and relevant departments. Under such a political mission, wage collective bargaining is not only the work of trade unions, but also the task of governments at all levels; the collective bargaining between the government and trade unions is not only to safeguard the legitimate rights and interests of workers, but also to governments at all levels. Assessment of work. The province is not a special case. From January to July of the 20th year, 15 provinces across the country have included collective wage negotiation into the government's target evaluation system. From strategic indicators to political tasks, from labor-to-business games to government performance evaluation indicators, these are fully explained. The transformation of state-management labor relations technology and strategy has become a government assessment indicator, and the completion of indicators is directly linked to the promotion of government and trade union leaders. The implementation of index management by the state not only sets the assessment criteria for local governments and trade unions, but also sets incentive mechanisms for local governments and trade unions to coordinate grassroots labor relations. Local governments and trade unions are only emphasized when the state only emphasizes target management. It will create various ways in practical work, and call various resources to complete or even exceed the indicators to complete the indicator strategy and formal dilemma. Under the new model of state governance labor relations, the number of collective contracts and coverage have been straight in recent years. As for the rising trend, as far as the province is concerned, only the special collective contract for wages, as of October 20, the province signed 46,000 collective wage contracts, covering 75,000 enterprises, covering 6.86 million employees, in the provincial capital city. 3 cities, as of September 20, the city has established 123 collective wage negotiation systems, the establishment rate reached 94, covering 940,000 employees; signed 29 industry wage agreements, covering 1685 enterprises; only 20 years The number of enterprises covered by the industry wage agreement has increased by 712, with 35,000 new employees. Such high data naturally reflects the joint efforts of local party and government trade unions to promote collective bargaining and wage collective bargaining. How do you complete these indicators at the local level? What are the questions behind the completion of indicators? In the survey, we found that local governments and trade unions used a variety of strategies around the assessment indicators in practice. If it is said in the image, it uses the non-institutional supervision and supervision of soft and hard, and the smuggling of the column. The method of stealing the column refers to expanding the regional or industry collective negotiation as much as possible while expanding the difficulties of collective bargaining. Regional or industry collective contracts to expand the coverage of contracts.
Institutionalized offer action unions offer collective bargaining agreements to enterprises. This is the right granted by the law to the trade unions, and the trade union law, the labor contract law, and the collective contract provisions. However, in the case of a company refusing to do so, the current laws and regulations do not give the union the appropriate means and operational methods, nevertheless, as a means.
In the province only, in addition to making an offer to the company in daily work, the trade union will also carry out the action of the collective wage negotiation in March every year, while promoting the action of the offer. And require all localities to combine the actual situation and the way of innovative offer through the combination of the enterprise initiative offer and the trade union offer, the grassroots trade union offer and the superior trade union offer, the collective offer and the individual offer, the trade union offer and the regional industry offer are connected. Multi-level and multi-form negotiation offer. Finally, the formation of the grassroots trade unions in the province took the initiative to invite the enterprises to actively respond to the higher-level trade unions to propose the rectification of the human resources and social security departments for the law enforcement inspection of the tender work chain.
The offer action has a definite effect on urging the company to sign the contract and sign the wage collective contract. The enterprise faces not only the offer of the enterprise trade union, but the offer from the higher-level trade unions to join the government. In the province, the provincial labor union and the provincial human resources and social security department have also established a reconciliation system. Enterprises that refuse to refuse to conduct collective wage negotiations according to law shall be supervised and enforced, and the investigation and handling of the offer shall become a work promoted by the external joint forces of the enterprise, and not the negotiation between the employers and employees within the enterprise. This kind of external strength of the enterprise to promote the offer has become a common pattern in the province. For example, in the year of the 3rd, the city’s trade union government and the enterprise association united together to organize a large-scale collective offer for more than 300 municipal enterprises directly. The city has also formulated a pilot method for collective bargaining for agency wages, which clearly stipulates that the higher-level trade unions carry out the offer agency under the supervision of the external forces of the enterprise. As long as the collective contract does not affect the normal operation and benefits of the enterprise, most enterprises will make an appointment and sign the collective. contract.
Non-institutionalized supervision and law enforcement is included in the task indicators of the government's performance appraisal system. The work of promoting collective bargaining is no longer just a task of the trade unions, but a task that the government and the trade unions need to accomplish. In the case that union power cannot promote work, trade unions can unite with the government to advance.除了上述æ£å¼åˆ¶åº¦åŒ–çš„è¦çº¦è¡ŒåŠ¨ä¹‹å¤–，在实践ä¸ï¼Œå„地还出现了些éžåˆ¶åº¦åŒ–çš„åšæ³•åœ¨çœï¼Œæˆ‘们看到了两ç§åšæ³•æ˜¯è‡ªä¸Šè€Œä¸‹çš„党政工会è”åˆé¢†å¯¼ä¸Žç£ä¿ƒã€‚ 20å¹´1月，çœå§”专门å‘文，æˆç«‹äº†ç”±çœå§”副书记任组长15个行政å•ä½è´Ÿè´£äººä¸ºæˆå‘˜çš„领导å°ç»„，åŒæ—¶åˆ¶å®šäº†å„æˆå‘˜å•ä½çš„责任分工。全çœä¸ªè®¾åŒºå¸‚和大部分县也都æˆç«‹äº†ç”±å…šæ”¿é¢†å¯¼ä»»ç»„长关于建立乡镇街é“工资集体å商指导å°ç»„çš„æ„在这份æ„指导下，全çœ2219个乡镇街é“æ™®é建立了由党委负责人或工会主å¸ä»»ç»„长，由乡镇街é“工会人ä¿å·¥å•†å¸æ³•ç¨ŽåŠ¡è´¢æ”¿ä¼ä¸šä»£å€ŸåŠ©æ–¹æœºåˆ¶çš„èŒèƒ½ï¼Œé‡‡å–è”åˆå‘动部署è”åˆç»„织实施è”åˆç£å¯¼æ£€æŸ¥è”åˆå½°å¥–励ç‰æŽªæ–½ï¼Œå助推进工资集体å商工作=ç”±æ¤ï¼Œçœå½¢æˆäº†è‡ªä¸Šè€Œä¸‹å…šæ”¿ä¸»å¯¼å„方行政力é‡ç›¸äº’é…åˆçš„å·¥ä½œæ ¼å±€ã€‚
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- Double-Ended Design Cuticle Pusher. Each of them are dual-end, a smart design to do shellac nails as well as acrylic nails, and pushing the cuticles back without scratching the nail surface.
- High quality stainess steel material cuticle pusher,durable and easy sterilization,prevent to rust and corrosion.
- The handle is textured with a no-slip grip , you can control the tools while using the tools, ensuring every step can be done accurately to avoid damage to the nails.
- Excellent for removing soak off gel nails,also doubles as a cuticle pusher.Ideal for home and nail art salon use.
Double Ended Cuticle Pusher,Manicure Tools Cuticle Pusher,Professional Cuticle Pusher,Soft Cuticle Pusher
Bonet Houseware Co., Ltd. , https://www.manicureset.de