Information Disclosure

1
Information Disclosure Union Right to
Consultation

• Workers Participation in Management

2
Which company is good and promising? A or B

• Company A

• Company B

• Transparent
• Inclusive
• Participatory
• Responsible
• Cooperative
• Honest
• Friendly
• Clean

• Obscure
• Exclusive
• One man control
• Irresponsible
• Confrontational
• Dishonest
• Hostile
• Corrupt

3
Good and promising company

• What we need to make our company good and
  promising?
• What is precondition of transparent, cooperative
  and participatory company ?

• Information Dialogue
• consultation / agreement between workers and
  management

4
Ideas Workers Participation in Management

• Industrial Democracy
• Workers participate in decision making, share
  responsibility and authority in the workplace
• Workplace Democracy
• Application of democracy in all its form (voting
  system, discussion, dialogue) to the workplace.
• Codetermination
• Employees have an important role in management of
  a company.
• Information disclosure and unions right to
  consultation are essential to be equal partners.

5
Case GermanyAct on Works council

• Workers Right to Information

• Workers Right to Consultation/Agreement

• Making or introducing an employment plan in the
  workplace
• Introducing a new working process
• Arranging new equipment and factory structure
• Building, rebuilding and expanding factory

• Personnel management
• Dismissal
• Job training
• Recruitment rules
• Workplace arrangements
• Job contents
• Start/end and change of working hours
• Wage payment and its change
• Company welfare
• Recruiting and transferring an individual worker

6
Case KoreaAct on Employees Participation

• Workers Right to
• Consultation

• Workers Right to
• Consultation

• Sharing of performances (profits)
• Recruitment and training
• Health safety, working environment
• Personnel management
• Dismissal, retraining, job transferring due to
  managerial or technical reasons
• Working hours and rest hours

• Wage payment and wage system
• Introduction of new machine and technology or
  improvement of working process
• Revision of work rules
• Company welfare
• Installation of monitoring equipment like CCTV
• Maternity protection and family-work balance

7
Case KoreaAct on Employees Participation

• Workers Right to
• Information

• Workers Right to
• Agreement

• Overall managerial plan and output
• Quarterly production plan and output
• Personnel and workforce plan
• Economical and financial situation

• Job training and skill development
• Company welfare

8
OECD GuidelinesChapter 3. Information Disclosure

• MNC should ensure that timely, regular, reliable
  and relevant information is disclosed.
• MNC should disclose basic information showing
  their name, location, and structure, the name,
  address and telephone number of the parent
  enterprise and its main affiliates, its
  percentage ownership, direct and indirect in
  these affiliates, including shareholdings between
  them.

9
OECD GuidelinesChapter 3. Information Disclosure

• MNCs should also disclose material information
  on
• The financial and operating results of the
  company.
• Company objectives.
• Major share ownership and voting right.
• Members of the board and key executives, and
  their remuneration (pay).
• Material foreseeable risk factors.
• Material issues regarding employees and other
  stakeholders.
• Governance structures and policies.

10
OECD GuidelinesChapter 3. Information Disclosure

• MNC is encouraged to communicate additional
  information on
• a) Social, ethical and environmental policies of
  the MNCs and other codes of conduct.
• b) Information on systems for managing risks and
  complying with laws, and on statements or codes
  of business conduct.
• c) Information on relationships with employees
  and other stakeholders.

11
ILO Recommendation 129

• General conditions of employment, including
  engagement, transfer and termination of
  employment
• Job descriptions and the place of particular jobs
  within the company structure
• Possibilities of training and prospects of
  advancement within the undertaking
• General working conditions
• Occupational safety and health regulations and
  instructions for the prevention of accidents and
  occupational diseases

12
ILO Recommendation 129

• Procedures for the examination of grievances as
  well as the rules and practices governing their
  operation and the conditions for having recourse
  to them
• Personnel welfare services (medical care, health,
  canteens, housing, leisure, savings and banking
  facilities, etc.)
• Social security or social assistance schemes in
  the undertaking
• Regulations of national social security schemes
  to which the workers are subject by virtue of
  their employment in the undertaking
• General situation of the company and prospects or
  plans for its future development

13
ILO Recommendation 129

• Explanation of decisions which are likely to
  affect directly or indirectly the situation of
  workers in the company
• Methods of consultation and discussion and of
  co-operation between management and its
  representatives on the one hand and the workers
  and their representatives on the other.
• In the case of a question which has been the
  subject of negotiations between employer and
  workers in the company or of a collective
  agreement concluded at a level beyond that of the
  company, the information should make express
  reference thereto.

14
CBA and Workers Participation in Management

• Knowledge is a power and a precondition to be an
  equal partner with employers.
• Workers must participate in management for
  sustainable development, transparency and growth
  of our company.
• CBA is an useful tool for workers participation
  in management.
• Insert the chapter 3 of the OECD Guidelines on
  MNEs into our CBA.
• Not by our workplace union alone, but together
  with FOL and other workplace unions.

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BASF Supervisory Board
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