SCB Union Signs CBA for another 3 years, Successfully Acquiring new Benefits and Protections for members
由 TFFU 於 週五, 06/01/2012 - 15:19 發表
On May 8th, Standard Chartered International Bank Union signs collective bargaining agreement for another 3years with the employer. Since SCB is the first foreign bank in Taiwan who has independent corporate union and signs CBA in 2009, this continuous agreement symbolizes a further trusty hood between two parties. TFFU is proud of what they collaboratively achieve and also of the model they build together for employers in financial industry to follow. We appreciate negotiators’ efforts and the accountability both parties show during tough negotiation.
Based on mutual trust resulting from regular labor-management meetings and several more informal discussions, the both parties sign CBA Negotiation Framework in March to open up the new round of negotiation and reach consensus of finishing by early May. After 7 intensive formal negotiations in 36 days, with additional assistance from TFFU, the new CBA is highly approved to be constructive and accessible. Here are some crucial progresses compared to the previous CBA:
1. Employer can not provide working conditions above this CBA as negative incentive to persuade new employees not to join union or hinder their union activity participation during recruitment. Employer can not cut one employee’s benefits written in this CBA due to his union membership.
2. Not only the unionists, but also the members or annual best workers who are recommended by union can have official paid work leaves for union activities. Union president will have full-time paid work leaves to fully perform their duty on managing union affairs.
3. Employer will include union publications/PRs in new comers’ documents and union president can have certain-hour lecture and discussions on labor issues.
4. Though transfer is under authorization of management, members’ reasonable opinions will be seriously considered. If there is job vacancy due to transfer, union members can choose to take the position prior to non-members. After the transfer, members can have appropriate on-the –job training for the new position.
5. Individual employee can have 6000 NTD on-the-job training in-cash benefits per year once he applies with official certificates.
6. Employer will consider union’s concrete and constructive opinions regarding bonus.
7. Members can file complaints through union and employer should take necessary punishment once the complaint is found true. Members will not receive disadvantaged and unfair treatment after the complaint.
8. Union member’s families can pay to join the bank’s employee group insurance scheme with better benefits and payment. Employer will pay for union members’ regular health checkups in hospitals.
9. bi-weekly labor-management regular meetings
10. Union members can enjoy proper deposit rate higher than customers.
11. Employer can not outsource the jobs without authorization by government and percentage of using dispatched workers will not exceed current rate (11.22%) or above the law. Employer can not layoff union members due to outsourcing or using dispatched labor.
出刊日期:
2012/05/08On May 8th, Standard Chartered International Bank Union signs collective bargaining agreement for another 3years with the employer. Since SCB is the first foreign bank in Taiwan who has independent corporate union and signs CBA in 2009, this continuous agreement symbolizes a further trusty hood between two parties. TFFU is proud of what they collaboratively achieve and also of the model they build together for employers in financial industry to follow. We appreciate negotiators’ efforts and the accountability both parties show during tough negotiation.
Based on mutual trust resulting from regular labor-management meetings and several more informal discussions, the both parties sign CBA Negotiation Framework in March to open up the new round of negotiation and reach consensus of finishing by early May. After 7 intensive formal negotiations in 36 days, with additional assistance from TFFU, the new CBA is highly approved to be constructive and accessible. Here are some crucial progresses compared to the previous CBA:
1. Employer can not provide working conditions above this CBA as negative incentive to persuade new employees not to join union or hinder their union activity participation during recruitment. Employer can not cut one employee’s benefits written in this CBA due to his union membership.
2. Not only the unionists, but also the members or annual best workers who are recommended by union can have official paid work leaves for union activities. Union president will have full-time paid work leaves to fully perform their duty on managing union affairs.
3. Employer will include union publications/PRs in new comers’ documents and union president can have certain-hour lecture and discussions on labor issues.
4. Though transfer is under authorization of management, members’ reasonable opinions will be seriously considered. If there is job vacancy due to transfer, union members can choose to take the position prior to non-members. After the transfer, members can have appropriate on-the –job training for the new position.
5. Individual employee can have 6000 NTD on-the-job training in-cash benefits per year once he applies with official certificates.
6. Employer will consider union’s concrete and constructive opinions regarding bonus.
7. Members can file complaints through union and employer should take necessary punishment once the complaint is found true. Members will not receive disadvantaged and unfair treatment after the complaint.
8. Union member’s families can pay to join the bank’s employee group insurance scheme with better benefits and payment. Employer will pay for union members’ regular health checkups in hospitals.
9. bi-weekly labor-management regular meetings
10. Union members can enjoy proper deposit rate higher than customers.
11. Employer can not outsource the jobs without authorization by government and percentage of using dispatched workers will not exceed current rate (11.22%) or above the law. Employer can not layoff union members due to outsourcing or using dispatched labor.