ID :
201758
Wed, 08/17/2011 - 02:15
Auther :
Shortlink :
https://oananews.org//node/201758
The shortlink copeid
Abuse of multiple unions Don't incite conflicts among workers
(EDITORIAL from the Korea Times on Aug. 17)
It's been almost seven weeks since the nation allowed workers to set up multiple labor unions on July 1. Unquestionably, the multiple-union formula is designed to give employees more freedom to organize. It is also in line with international labor standards.
Unfortunately, multiple unions have gotten off to a shaky start in many workplaces. Concerns are growing over employers??? abuse of the new system in a bid to create pro-management unions. No doubt such abuse is intended to catch existing trade unions off guard.
About 380 new unions have come into being since the beginning of last month. And 78 of them have managed to control a majority of unionists. They could be seen as pro-management as employers are allegedly involved in the creation of the unions. The employers??? aim is to pull the strings in the operation of labor unions.
If management proves to have intervened in the right to organize, it faces criticism for exploiting the guarantee of multiple unions. Such intervention is in violation of the labor law. It cannot but give rise to conflicts between members of the existing unions and those of the management-supported unions.
Usually, employers??? strategy is to pit unionists against each other and weaken their capacity to hold collective negations with management. The problem has become more complicated due to rigid regulations requiring different unions of a company to form a single team of representatives for negotiations with employers.
In the short term, companies may benefit from the divided and estranged trade unions. In the long term, however, they have more to lose than to gain because unions fighting each other have inevitably a destructive effect on business operation as well as industrial peace. Employers may believe that the multiple-union system provides them with ammunition to disarm unionists. But such a belief is anachronistic.
Therefore, management should give up on its attempt to tame or rout unionists by cajoling disgruntled unionists or unorganized workers to set up company unions. Employers must take a hands-off approach toward the right to organize. Then they have to recognize workers not as hostile forces but as partners.
It is safe to say that letting workers organize multiple unions is a necessary but insufficient condition in ensuring labor rights. Thus, labor, management and government need to work together to produce successful results from the changed system. Employers should respect the spontaneous and autonomous nature of trade unions.
Unionists have to show their solidarity and unity rather than divisiveness and infighting. They should not play into the hands of employers who try to break trade unions into pieces. Policymakers are required to double their efforts to help multiple unions take root without a hitch. They are required to closely monitor illegal and unfair practices by management and union alike. Needless to say, better labor-management relations are indispensable to the nation???s prosperity.
It's been almost seven weeks since the nation allowed workers to set up multiple labor unions on July 1. Unquestionably, the multiple-union formula is designed to give employees more freedom to organize. It is also in line with international labor standards.
Unfortunately, multiple unions have gotten off to a shaky start in many workplaces. Concerns are growing over employers??? abuse of the new system in a bid to create pro-management unions. No doubt such abuse is intended to catch existing trade unions off guard.
About 380 new unions have come into being since the beginning of last month. And 78 of them have managed to control a majority of unionists. They could be seen as pro-management as employers are allegedly involved in the creation of the unions. The employers??? aim is to pull the strings in the operation of labor unions.
If management proves to have intervened in the right to organize, it faces criticism for exploiting the guarantee of multiple unions. Such intervention is in violation of the labor law. It cannot but give rise to conflicts between members of the existing unions and those of the management-supported unions.
Usually, employers??? strategy is to pit unionists against each other and weaken their capacity to hold collective negations with management. The problem has become more complicated due to rigid regulations requiring different unions of a company to form a single team of representatives for negotiations with employers.
In the short term, companies may benefit from the divided and estranged trade unions. In the long term, however, they have more to lose than to gain because unions fighting each other have inevitably a destructive effect on business operation as well as industrial peace. Employers may believe that the multiple-union system provides them with ammunition to disarm unionists. But such a belief is anachronistic.
Therefore, management should give up on its attempt to tame or rout unionists by cajoling disgruntled unionists or unorganized workers to set up company unions. Employers must take a hands-off approach toward the right to organize. Then they have to recognize workers not as hostile forces but as partners.
It is safe to say that letting workers organize multiple unions is a necessary but insufficient condition in ensuring labor rights. Thus, labor, management and government need to work together to produce successful results from the changed system. Employers should respect the spontaneous and autonomous nature of trade unions.
Unionists have to show their solidarity and unity rather than divisiveness and infighting. They should not play into the hands of employers who try to break trade unions into pieces. Policymakers are required to double their efforts to help multiple unions take root without a hitch. They are required to closely monitor illegal and unfair practices by management and union alike. Needless to say, better labor-management relations are indispensable to the nation???s prosperity.
