Friday, July 24, 2015

Union Malaysia 'takut' berjuang dengan majikan? - asyik buat aduan harapkan kerajaan menyelesaikan?

Bagaimana UNION berjuang dengan majikan menuntut hak, menentang ketidakadilan, dll...?

Masalah kini, cara perjuangan nampaknya hanya dengan 'memfailkan aduan' kepada Jabatan Kementerian Sumber Manusia/Ministry of Human Resources(MOHR) -  di mana akibat ini 'kerajaan' akan masuk cuba mengatasi masalah di antara pekerja/UNION dan majikan - di mana proses ini biasanya adalah panjang 

- bermula mungkin dengan usaha(conciliation) > usaha mendapatkan kedua-dua pihak 'settle';

-   jika tak dapat, ianya mengkin akan dirujuk kepada Mahkamah Buruh(kini Mahkamah Sumber Manusia) atau Mahkamah Perusahaan(Industrial Court)...keputusan kini di tangan pihak ketiga, iaitu Mahkamah > kalau pihak tak setuju, boleh pula buat Judicial Review(Semakan Kehakiman) atau Rayuan(Appeal) kepada Mahkamah Tinggi...Mahkamah Rayuan/Persekutuan...>> semua ini memakan masa lama - bertahun-tahun lamanya...dan ini bukan 'medan perjuangan' yang adil? Sumber dan dana lebih berpihak majikan - bukan pekerja. Kerajaan Malaysia kini pun boleh dilihat lebih berpihak majikan. Undang-undang pun nampaknya pro-majikan [jika dilihat sejarah pindaan undang-undang, adakah terdapat berapa peratus pindaan berpihak pekerja? 0?]

Tapi, jika tak ada UNION pun, pekerja sendiri boleh melakukan ini >>> buat aduan kepada pihak kerajaan berkenaan.

Perjuangan bererti 'LAWAN' - di mana perjuangan diantara UNION dan Majikan harus dilakukan dalam semua arena mengunakan beranika jenis strategi dan cara... [tapi kini hanya SATU arena perjuangan digunakan > proses undang-undang - buat aduan dan biarkan proses undang-undang menyelesaikan pertikaian?]

Membuat Aduan adalah 'strategi terakhir' yang digunakan > Ini pendirian banyak UNION diluar negara...perjuangan/lawan akan dengan majikan mengunakan beranika cara dan gaya... bila semua tak berjaya, dan tak ada opsyen lain, baru akan pergi buat aduan kepada kerajaan...

Kuasa UNION adalah kuasa 'pekerja bersatu' - dan ini adalah kuasa besar yang majikan tidak boleh memandang ringan.

Majikan TAKUT apa yang akan berlaku jika 'pekerja bersatu' dan bertindak > jadi apakah tindakan yang ditakuti...

Majikan TAKUT bahawa reputasi syarikat dan jenama mereka akan tercemar -  semua syarikat mahu dilihat sebagai syarikat baik...adil(dan berlaku adil kepada pekerja dan union)...tidak eksploitasi pekerja...tidak mencemarkan alam sekitar...

Mengapa takut?

Kerana nanti orang ramai dan penguna mungkin akan memberi tekanan kepada majikan untuk lakukan apa yang adil dan wajar - kalau penguna mungkin akan gunakan kuasa penguna untuk 'boikot' barangan/perkhidmatan yang dibekalkan syarikat berkenaan.

Kerana nanti 'supplier' atau syarikat yang membeli barangan syarikat majikan, atau juga Brand besar yang ada kaitan dan hubungan perniagaan akan menilai semula perhubungan mereka > serta juga memberi tekanan kepada majikan menghormati hak asasi dan hak pekerja. Contoh, jika syarikat majikan 'assemble' kereta Volkswagen - ingin diketahui banyak Brand besar saperti Volkswagen juga ada pendirian menghormati hak asasi, hak pekerja dan lain-lain - justeru mereka akan memastikan bahawa semua syarikat yang membekal barangan kepada mereka, atau assembly kereta mereka juga adalah syarikat baik yang berlaku adil dan tidak eksploitasi pekerja... Justeru, jika diketahui ada berlaku pencabulan hak atau kelakuan tidak adil, pasti syarikat dan Brand besar akan juga memberi tekanan kepada syarikat Majikan..

Kerana takut negara lain yang adalah pemilik, pelabur atau merupakan syarikat berurusan dengan syarikat majikan yang ada warganegara negara mereka - negara lain juga akan memberikan tekanan untuk berlaku adil...

Kerana takut kepada kerajaan (kerajaan persekutuan, kerajaan negeri dan kerajaan tempatan) yang memberi keupayaan beroperasi dan permit menjalankan perniagaan disesuatu lokaliti > jika tahu, tekanan juga akan diberikan kepada syarikat majikan untuk berlaku adil...

Kerana takut bahawa pemilik saham dan pelabur akan juga bertindak - Tiada siapa yang baik mahu melabur atau terus menjadi pemegang saham dalam syarikat yang tidak menghormati hak pekerja dan union.

Jadi, apa yang majikan lakukan untuk cuba mengatasi kuasa dan upaya pekerja untuk dedahkan/hebohkan ketidakadilan, sikap tidak adil majikan, pencabulan hak....satu perkara baru adalah dengan menjadikan apa-apa tindakan pekerja di dalam dan di luar masa kerja yang menjejaskan imej syarikat satu 'kesalahan kerja'(Employment Misconduct) - di mana secara wajar, ini tidak boleh dijadikan satu 'kesalahan kerja' atau 'pengingkaran kontrak kerja' khususnya apabila ianya adalah berkenaan isu perjuangan dapatkan hak, mendedahkan pencabulan hak atau ketidakadilan... Malangnya, banyak Union kata OK secara sengaja atau lalai apabila tandatangani CBA {Collective Bargaining Agreement/Perjanjian Bersama}. Begitu juga ramai pekerja tanda tangan kontrak perkhidmatan/kerja yang kata OK ...  Kalau pekerja buat silap, boleh dimaafkan kerana tak tahu...tetapi jika UNION yang buat silap ini, bagaimana... mungkin kena tukar kepimpinan? Mungkin kena betulkan kesilapan ini...

Dalam banyak CBA/CA, ada juga klausa menyatakan bahawa jika ada masalah/runggutan/dispute dengan syarikat majikan, pekerja kena bawa kepada line leader...selepas beberapa hari jika tak ada tindakan...bawa pula kepada Supervisor...selepas itu bawa pula kepada majikan...dsb > Objektif bagus untuk cuba selesaikan masalah...tetapi objektif sampingan adalah untuk memperlambatkan tindakan pekerja/union menghebohkan salah laku syarikat majikan [Soalan: Jika sudah ada Union - bukankah harus pekerja ahli union terus membawa isunya kepada Union, yang akan berurusan terus dengan syarikat majikan untuk menyelesaikan isu berkenaan...apa guna Union kerana pekerja seorang (tanpa penglibatan Union) kena buat semua?]

Yang anihnya, dalam CBA tak ada pula prosidur jika majikan ada 'masalah' dengan pekerja - secara adil, prosidur sama harus terpakai untuk syarikat majikan dan Union? Untuk pekerja, terus sahaja 'show cause'...dan tindakan disiplin... wajarkah?
 
UNION atau pekerja bersatu adalah sangat berkuasa > dan seharus tidak saja terus lari buat aduan >>> kerana bila sudah buat aduan, majikan senang kata bahawa pertikaian sudahpun dirujuk kepada pihak berkuasa > kita tunggu saha proses itu....dan biasa bertahun-tahun masa diambil...

Jika tidak terus lari buat aduan tetapi BERJUANG dengan majikan menuntut keadilan - pasti kemungkinan kejayaan atau penyelesaian akan lebih cepat sampai...

BERJUANG - mesti bersatu dan berjuang, mesti berjuang dengan mendapatkan sokongan luas... dari orang ramai, pengguna, union lain, NGO, kumpulan lain, MP, Senator, ....

PIKET adalah satu yang dibenarkan undang-undang > pekerja bersatu berhimpun dekat premis tempat kerja dan 'hebohkan' ketidakadilan dan merayu sokongan orang ramai...media...dll > di mana tindakan sedemikian akan menjejaskan imej MAJIKAN

Justeru - tak wajar pula dijadikan salahlaku kerja untuk melakukan sesuatu yang menjejaskan imej syarikat...khususnya bila adalah berkenaan perjuangan untuk hak dan keadilan...

BERJUANG --- cara perjuangan penting >>> sekali buat piket lepas itu...tak ada apa-apa...

Perjuangan mesti berterusan ...di mana objektif harus memberikan tekanan berterusan ...dan yang bertambah parah kepada majikan sehingga keadilan dicapai...pasti penyelesaian atau keadilan akan tercapai...

Tindakan UNION yang sangat berkesan ...adalah bila semua pekerja (atau majoriti besar) tidak mahu masuk kerja - ini dipanggil STRIKE atau MOGOK, di mana ini juga dibenarkan undang-undang di Malaysia...tindakan sedemikian akan menjejaskan perniagaan dan keuntungan majikan, dan majikan akan tidak berkemungkinan tidak bertindak melakukan apa yang betul...





Tuesday, July 21, 2015

Should Khalid Atan and the MTUC reps in National Wages Consultative Council resign in protest over Minimum Wages?

Should Khalid Atan and the MTUC reps in National Wages Consultative Council resign in protest over Minimum Wages?

It is sad that the workers' representative are still sitting in the NATIONAL WAGES CONSULTATIVE COUNCIL - their doing so, silently, legitimizes the injustice to workers and their families who really should have started earning higher minimum wages latest since 1/1/2015...Being Union leaders, this may be considered 'betrayal' of workers...

Or maybe, they have been compromised - or maybe they want to be 'good friends' with the government...or maybe the 'allowances' they pocket is something they wish not to lose.
Khalid Atan, being the President of the Malaysian Trade Union Congress(MTUC) should, in my opinion, resign in protest of the failure of the Malaysian government to increase Minimum Wages. 


Who are the members of the NATIONAL WAGES CONSULTATIVE COUNCIL? Why is it that this information is not provided for in the relevant Ministry, being the Ministry of Human Resources Website?

In fact, best if there is a dedicated website for the National Wages Consultative Council? There should be information about the role of this council - as well as reports, including also a place where people could forward information of employers not complying with the Minimum Wages Orders...[It is true that all the Orders and Amendment Orders are on the MOHR Website - but this is not enough]

Section 4 provides:- 

The functions of the Council shall be-
(a) to advise the Government on all matters relating to minimum wages, including its development at the international level;
(b) to make recommendations to the Government on the minimum wages rates and coverage according to sectors, types of employment and regional areas, and other matters relating to minimum wages and wages;
(c) to consult the public on the minimum wages rates and coverage;
(d) to collect and analyse data and information and to conduct research on wages and the socioeconomic indicators;
(e) to coordinate and supervise, and to evaluate the impact of, the implementation of minimum wages;
(f) to review the minimum wages order;
(g) to deliberate on all matters relating to minimum wages;
(h) to disseminate information and analysis on wages; and
(i) to carry out any other functions as it deems fit to enable it to perform its functions effectively or which are incidental to the performance of its functions.
(2) The Council shall have the power to do all things expedient or reasonably necessary for or incidental to the performance of its functions.
Hence, public accessibility is essential - and members of the public should have direct access to this Council to provide the necessary feedback, etc..
 
A Bernama Report (carried by Borneo Post Online on 29/9/2011)
Following is the full list of the members of the council:   
Chairman: Tan Sri Datuk Amar Steve Shim Lip Kiong

Deputy Chairman:
Datuk Dr Syed Mohamad Syed Abdul Kadir (non-executive senior director, CIMB Bank Berhad and former secretary-general, Human Resource Ministry)

Government (Five members):
Dr Sundaran Annamalai (Finance Ministry);
Dr Mohd Gazali Abas (Economic Planning Unit);
Datuk Mat Aron Deraman (Public Service Department);
G Alagasan (International Trade and Industry Ministry)
Mohd Sahar Darusman (Human Resource Ministry)
Workers’ Representatives (Six members): 
Mohd Khalid  Atan (MTUC – Timber Employees Union);
Abdul Halim Mansor (MTUC secretary-general – National Union of Petroleum and Chemical Industry Workers);
G Rajasekaran (Metal Industries Employees Union);
Andrew Lo Kian Nyan (MTUC Sarawak secretary);
Catherine Jikunan (MTUC Sabah secretary)
A Navamukundan (National Union of Plantation Workers).

Employers’ representatives (six members):
Datuk  Azman   Shah   Datuk  Seri Haron  (Malaysian Employers Federation (MEF) president);
Tan Sri Dr Mohd Noor Ismail (Malayan  Agricultural Producers Association   president);
Shamsuddin  Bardan (MEF executive   director),
Dato Henry Lau  Lee  Kong (Sarawak Timber Association secretary-general),
Alan  Khoo  Choom  Kwong (Sabah Employers Consultative Association chairman);
sixth member yet to be named.

Other members:
Tan Sri Prof Emeritus Anuwar Ali  (president/vice-chancellor Open University of  Malaysia);
Tan Sri Datuk Mustafa Mansur  (board member, Malaysian Productivity Corporation);
Datuk Marimuthu Nadason (president Fomca/Malaysian Association   of   Standards  Users);
Dr Zakariah Abdul Rashid (executive director, Malaysian Institute   of   Economic   Research);
Chung Hon Cheong (Independent non-executive director, Tenaga Nasional Berhad/special advisor to Johor Corporation (JCorp).

Secretary: Kua Abun (Secretary, Policy Division, Human Resource Ministry). — Bernama
Now, section 8(1) of the National Wages Consultative Council Act 2011 states, "(1) The members of the Council shall hold office for a term not exceeding three years and may be reappointed."
The Minister, however, seems to have the power to revoke the appointment [sec.10(1) -  "The Minister may, at any time, revoke the appointment of a member of the Council."]
And members of the Council can resign...[Sec. 10(2) -  'A member of the Council may resign from office by giving thirty days' written notice to the Minister."]

3 years have certainly passed - so the question is as to who now sits in the National Wages Consultative Council.

Allegedly, the workers' representatives in the Council now are:- 


Mohd Khalid  Atan (MTUC President – Timber Employees Union, )
A. Balasubramaniam (MTUC  Deputy Secretary General, Union of Employees of Port Ancillary Services Suppliers (UNEPASS)) 

Andrew Lo Kian Nyan (MTUC Sarawak secretary); 
Catherine Jikunan (MTUC Sabah secretary) 
A Navamukundan (National Union of Plantation Workers).


Now, according to law, section 25,  


(1) The Council shall, at least once in every two years, review the minimum wages order.
(2) Notwithstanding subsection (1), the Council may, on its own accord or upon the direction of the Government, review the minimum wages order.
The Council has a mandatory duty to review the minimum wages order at least once every 2 years - note the last order was the Minimum Wages Order 2012 (P.U. (A) 214) was made on 16 July 2012
 
It is clear that the Council can conduct the review on their own accord - without waiting for any direction of the Government. So, did they do so - or are they just waiting for the government's direction?

For the purposes of conducting a review, section 21 says:- 

Before any recommendation is made under section 22, the Council shall take the following actions-

(a) have consultation with the public on the minimum wages rates and coverage in such manner as the Minister may determine; and
(b) collect and analyse data and information and conduct research on wages and the socioeconomic indicators.
Section 22(1) states:-

(1) Based on the actions taken under section 21, the Council shall, at such time as the Minister may determine, make a recommendation to the Government through the Minister on the following matters:

(a) the minimum wages rates;
(b) the coverage of the recommended minimum wages rates according to sectors, types of employment and regional areas;
(c) the non-application of the recommended minimum wages rates and coverage to any sectors, types of employment and regional areas or to any person or class of persons;
(d) the commencement of the minimum wages order and the different dates for the commencement of the minimum wages order to different sectors, types of employment and regional areas, or to different persons or class of persons; and
(e) other matters relating to the minimum wages, including the implementation of the recommended minimum wages rates and coverage.

Hence, did the Council conduct public consultations - were the workers and their families consulted? Was there an online avenue for consultation? Or is it only the employers that were consulted? It is certainly insufficient to consult just MTUC, some Unions, NGOs - we need public consultation.

Or have the Council just failed in their legal duty to do the review - well, nothing in the media or online on the MOHR website, and as such, could we say that the  NATIONAL WAGES CONSULTATIVE COUNCIL failed in its duties?

Well, the law says that the Government can 

22 (2) The Government may, after considering the recommendation-

(a) agree with the recommendation; or
(b) direct the Council to review the recommendation within the period as the Government may determine and make a fresh recommendation.
Hence, even if the Council had done its review and made its recommendation, the Government has the power to delay matters...

23  Minimum wages order

(1) Where the Government agrees with the recommendation of the Council under paragraph 22(2)(a) or 22(4)(a) or determines the matters under paragraph 22(4)(b), the Minister shall, by notification in the Gazette, make a minimum wages order on the matters specified in paragraphs 22(1)(a) to (e) as agreed to or determined by the Government.

(2) The Minister may, upon the direction of the Government, by notification in the Gazette, amend or revoke the minimum wages order.

Malaysia deserves to know what happened.... 

There is just too much power in the hands of the government, and we see that even the poorest of workers, the minimum-waged worker is not a priority - it is absurd that workers still have to continue earning the same minimum wage since 1/1/2013 (almost 2 years and 7 months ago)...

It is sad that the workers' representative are still sitting in the NATIONAL WAGES CONSULTATIVE COUNCIL - their doing so, silently, legitimizes the injustice to workers and their families who really should have started earning higher minimum wages latest since 1/1/2015...Being Union leaders, this may be considered 'betrayal' of workers...

Or maybe, they have been compromised - or maybe they want to be 'good friends' with the government...or maybe the 'allowances' they pocket is something they wish not to lose - how much is this allowance really? Do the workers' representatives keep it for themselves, or do they give it to their unions? or MTUC? - for after all, many of these persons are already full-timers being paid by their unions and/or MTUC...

Tuesday, July 14, 2015

MTUC hanya mewakili 35% Union di Malaysia, Bilangan ahli union berkurangan?

Bilangan Trade Union(Sektor Swasta) - 455 (Ahli - 378,188) 
Bilangan Trade Union(Sektor Kerajaan) - 140 (Ahli - 434,105)
Bilangan TU(Badan Berkanun & Local Authority) -99 (Ahli - 77,425)
Jumlah Union(2012) - 694
Jumlah Ahli Union(2012) -  889,718
Keangotaan ahli union sektor swasta menurun dari 433,702(2009) kepada 378,188(2012)

MTUC - 240 Union jadi ahli (35% Union di Malaysia)





Senarai Union Yang Kini Adalah Ahli Malaysian Trade Union Congress(MTUC) 


 (Dari Laman Web MTUC pada 15/7/2015)
- malangnya tidak ada butiran bilangan ahli pekerja setiap union, tak ada pun alamat/emel/talipon hubungan, atau scope - Macam mana pekerja dapat menghubungi union berkenaan?
 
Agriculture
1) All Malayan Estate Staff Union
2) Kesatuan Kakitangan Jabatan Pertanian Sarawak
3) Kesatuan Pekerja-Pekerja FELDA
4) Kesatuan Pekerja-Pekerja Lembaga Kemajuan Ikan M’sia
5) Sabah Plantation Industry Employees Union
6) Sabah Rubber Fund Board Employees Union
7) Association of Agricultural Executives Sabah
8) Kesatuan pekerja-pekerja Felda Plantations Sdn. Bhd
9) Kesatuan pekerja-pekerja Jabatan Hutan Sarawak
10) Kesatuan Pekerja-pekerja Felda Rubber Products Sdn. Bhd.
11) Kesatuan Eksekutif Felcra Bhd
12)Kesatuan Pekerja-pekerja Sabah Forest Industry
13) Association Shell Oilfields Supervisory and Specialist staff Union

Mining/ Petroleum
1) Kesatuan Kakitangan Petroleum Nasional Bhd (Petronas) Sarawak
2) Kesatuan Kebangsaan Pekerja-Pekerja Lombong Sem. Malaysia
3) Kesatuan Pekerja-Pekerja Esso Production M’sia Inc
4) Kesatuan Pekerja-Pekerja Kumpulan Shell Semanjung Malaysia
5) Sabah Mining Employees Union
6) Sabah Petroleum Industry Workers Union
7) Sarawak Petroleum Industry Workers Union
8) Sarawak Shell Employees Union
9) Sarawak Shell Oilfields Supervisory and Specialist Staff Union

Electricity & Water
1 Kesatuan Kakitangan Lembaga Air Melaka
2) Kesatuan Kakitangan Pihak Berkuasa Air Pulau Pinang
3) Kesatuan Kakitangan Puncak Niaga (M) Sdn Bhd.
4) Kesatuan Sekerja Lembaga Air Sibu
5) Sabah Water Industry Employees Union
6 ) Sarawak Electricity Supply Corporation Employees Union
7) TNB Junior Officers Union
8) Kesatuan Pekerja-pekerja Indah Water Konsortium Sdn.Bhd
9) Kesatuan Eksekutif Syarikat Puncak niaga(M) Sdn. Bhd.
10 ) Kesatuan Jurutera-jurutera Sabah Electricity Sdn. Bhd
11) Kesatuan Pekerja-pekerja SAJ Holdings Sdn. Bhd
12) Kesatuan Percantuman Pekerja-pekerja Tenaga Nasional Bhd
13) Persatuan Eksekutif Tenaga Nasional Bhd

Commerce, Banking & Finance
1) Association of Bank Officers Malaysia
2) Association of HongKong Bank Officers
3) Association of Maybank Class One Officers
4) Association of Maybank Executives
5) Kesatuan Kakitangan Angkatan Koperasi Kebangsaan M’sia Bhd (KESUKA)
6) Kesatuan Kakitangan Eksekutif Bank of Commerce (M) Bhd
7) Kesatuan Pegawai-Pegawai Bank Muamalat (M) Bhd.
8) Kesatuan Sekerja Kakitangan Bank Kerjasama Rakyat Malaysia Berhad
9) National Union of Bank Employees
10) National Union of Commercial Workers
11) Sabah Banking Employees Union
12) Sabah Commercial Employees Union
13) Sarawak Bank Employees Union
14) Kesatuan Pegawai-pegawai Bank Sabah
15) Kesatuan Kakitangan Bank Simpanan Nasional
16) Persatuan Pegawai-pegawai Pentadbiran Industri Insuran

Construction
1) Union Of Employees in the Construction Industry

Manufacturing
1) Cement Industry Employees Union
2) Chemical Workers Union of Malaya
3) DMIB Employees Union
4) DMIB Management Staff Association
5) Drink Manufacturing Industry Employees Union, Sarawak
6) Electrical Industry Workers Unions
7) F&NCC Beverages Sdn. Bhd. Executive Staff Union
8) Johore Textile and Garment Workers
9) Kesatuan Kakitangan Espek Sdn. Bhd.
10) Kesatuan Kakitangan Perak – Hanjoong Simen Sdn. Bhd.
11) Kesatuan Kakitangan Percetakan Keselamatan Nasional Berhad
12) Kesatuan Pekerja MTC
13) Kesatuan Pekerja Pekerja Perodua
14) Kesatuan Pekerja – Pekerja SME Technologies Sdn Bhd
15) Kesatuan Pekerja-Pekerja Acrylic Textiles of M’sia Sdn. Bhd.
16) Kesatuan Pekerja-Pekerja Amalgamated Parts Manufacturers Sdn. Bhd.
17) Kesatuan Pekerja-Pekerja APM Shock Absorbers
18) Kesatuan Pekerja-Pekerja Auto Parts Manufacturing (Seats & Radiators)
19) Kesatuan Pekerja-Pekerja Central Sugar Refinery
20) Kesatuan Pekerja-Pekerja Fujikura Federal Cable
21) Kesatuan Pekerja-Pekerja Gula Padang Terap Bhd
22) Kesatuan Pekerja-Pekerja Harris Advanced Technology (M) Sdn. Bhd.
23) Kesatuan Pekerja-Pekerja Kian Joo
24) Kesatuan Pekerja-Pekerja Kilang Gula Felda Perlis Sdn. Bhd.
25) Kesatuan Pekerja-Pekerja Lucas Automotive Sdn. Bhd., Senai
26) Kesatuan Pekerja-Pekerja Malay-Sino Chemical
27) Kesatuan Pekerja-pekerja Nippon Electric Glass (M) Sdn Bhd
28) Kesatuan Pekerja-Pekerja Perusahaan Kumpulan United Motor Works
29) Kesatuan Pekerja-Pekerja Perusahaan Membuat Tekstil dan Pakaian Perak
30) Kesatuan Pekerja-Pekerja Pewter Kraftangan
31) Kesatuan Pekerja-Pekerja Syarikat Gummi Metall Teknik (M) Sdn Bhd
32) Kesatuan Pekerja-Pekerja Sime Tyres International Malaysia Sdn. Bhd.
33) Kesatuan Pekerja-Pekerja Tamura Electronics (M) Sdn. Bhd.
34) Kesatuan Pekerja-pekerja perusahaan Tekstil & Pakaian P.Pinang & Seberang
35) Machinery Manufacturing Employees Union
36) Malayan Sugar Manufacturing Employees Union
37) Metal Industries Employees Union
38) Motor Assemblers Supervisory Staff Union Peninsular Malaysia
39) National Union of Drinks Manufacturing Industry Workers
40) National Union of Employees in Companies Manufacturing Rubber Products
41) National Union of Industrial Mineral Smelting Workers
42) National Union of Petroleum and Chemical Industry Workers
43) National Union of Tobacco Workers
44) National Union of Transport Equipment Allied Industry Workers
45) National Union of Workers in the Shoe Manufacturing Industry
46) Non-Metallic Mineral Products Manufacturing Employees Union
47) NS/MELAKA Textile & Garment Workers Union
48) Paper & Paper Products Manufacturing Employees Union
49) Printing Industry Employees Union
50) British American Tobacoo Employees Union, Malaya
51) Selangor & Federal Territory Textile Workers Union
52) Union of Beverage Industry Workers
53) Union of Malayawata Steel Workers
54) Kesatuan Pekerja-pekerja Nippon Elec (M) Sdn. Bhd.
55) Kesatuan Pekerja-pekerja Time Reach Sdn. Bhd
56) Kesatuan pekerja-pekerja Epson Precision (M) Sdn. Bhd.
57) Kesatuan Kakitangan C.G.E.Utilities (M) Sdn. Bhd.
58) Kesatuan Pekerja-pekerja Kami Electronics Industry (M) Sdn. Bhd.
59) Kesatuan Pekerja-pekerja Perodua Engine Manufacturing Sdn. Bhd.
60) Kesatuan pekerja-pekerja Hokuden (M) Sdn. Bhd
61) Kesatuan Pekerja-pekerja Casio (M) Sdn.Bhd.
62) Kesatuan Kakitangan Petroleum Nasional Bhd (Petronas Sabah)
63) Kesatuan O\Pekerja Shell MDS (M) S/B Sarawak
64) Kesatuan Kakitangan Percetakan Nasional Malaysia Bhd Sarawak
65) Kesatuan pekerja-pekerja Sabah International Dairies Sdn. Bhd.
66) Kesatuan pekerja-pekerja Hitachi Consumer Products (M) Sdn. Bhd.
67) Kesatuan kakitangan Eksekutif Industri Makanan SM
68) Beverage Industry Executive Staff Union
69) Kesatuan Pekerja-pekerja Sabah International Dairies SB
70) KPP Exxonmobil Exploration & Production Msia Inc
71) KPP Flextronics Manufacturing (M) Sdn Bhd.
72) Kesatuan pekerja-pekerja Perkayuan Semenanjung Malaysia
73) Kesatuan Pekerja-pekerja Qimonda Msia Sdn.Bhd

Transport & Communications
1) Brooke Dockyard & Engineering Works Corporation Employees Union, Sarawak
2) Kesatuan Kakitangan Klang Container Terminal Sdn. Bhd.
3) Kesatuan Pekerja-Pekerja Airod Sdn. Bhd
4) Kesatuan Pekerja-Pekerja Johor Port Bhd
5) Kesatuan Pekerja-Pekerja Limbongan Kapal
6) Kesatuan Pekerja-Pekerja Limbongan Timor
7) Kesatuan Pekerja-Pekerja M’sia Airports Bhd
8) Kesatuan Pekerja-Pekerja Malaysia Airport Bhd Sarawak
9) Kesatuan Pekerja-Pekerja MHS Aviation Sdn. Bhd (Lapangan Terbang Kerteh – Kemaman)
10) Kesatuan Pekerja-Pekerja Naval Dockyard Sdn. Bhd
11) Kesatuan Pekerja-Pekerja Pakaian Seragam Pos
12) Kesatuan Pekerja-Pekerja Pelabuhan Klang Port Management Sdn. Bhd.
13) Kesatuan Pekerja-Pekerja Pengkalan Bekalan Kemaman Sdn. Bhd.
14) Kesatuan Pekerja-Pekerja Perbadanan Perkapalan Antarabangsa Malaysia Berhad 15) 15) (MISC) Semenanjung Malaysia
16) Kesatuan Pekerja-Pekerja Perkeranian Pos Malaysia Berhad
17) Kesatuan Pekerja-Pekerja Projek Lebuhraya Utara Selatan (PLUS)
18) Kesatuan Penyelia – Penyelia Projek Lebuhraya Utara – Selatan Bhd
19) Kesatuan Sekerja Kakitangan Sistem Televisyen (M) Bhd
20) Klang Port Management Staff Union
21) Malaysian Airlines System Employees’ Union Peninsular Malaysia
22) MAS Executive Staff Association
23) National Union of Newspaper Workers
24) National Union of Telekoms Employees
25) Penang Port Workers Union
26) Persatuan Pegawai-Pegawai Kanan Lembaga Pelabuhan Klang
27) Pos Malaysia Berhad Clerical Staff Union, Sabah
28) Railwaymen’s Union of Malaya
29) Rajang Port Authority Employees Union
30) Redifussion Workers Union Of Malaya
31) Sabah Port Authority Workers Union
32) Transport Workers Union
33) Union of Employees in Port Ancillary Services Suppliers
34) Kesatuan Pekerja-pekerja Telekom Malaysia Bhd Sabah
35) MHS Aviation Sdn. Bhd. Employees’ Union Sarawak
36) Kesatuan Pegawai-pegawai Kanan Penang Port Sdn. Bhd.
37) Persatuan Pegawai Keselamatan Bukan Eksekutif Kuantan Port Consortium Sdn. Bhd.
38) Kesatuan Pekerja-pekerja Telekom Malaysia Bhd Sabah
39) Kesatuan Pekerja Telekom Mly Berhad Sarawak
40) Persatuan Eksekutif Pos Malaysia
41) Kesatuan Pekerja–pekerja Lembaga Pelabuhan Kuching
42) Persatuan Kakitangan Eksekutif Sistem Penerbangan Malaysia (KK)
43) Kesatuan Eksekutif Utusan Melayu (M) Bhd
44) Airlines Workers Union, Sarawak
45) Kesatuan Pekerja-pekerja Malaysia Airports Bhd Wilayah Sabah
46) Kesatuan Eksekutif Airod Sdn. Bhd
47) Kesatuan Sekerja Kakitangan Bintulu Port Sdn. Bhd
48) Kesatuan Kakitangan Eksekutif MISC Bhd
49) Kuching Port Authority Employees’ Union
50) Sabah Executive Staff Association of Malaysia Airlines
51)Kesatuan Pelaut Sabah

Services
1) Club Employees Union, Pen. Malaysia
2) Commonwealth Services Employees Union
3) Concorde Hotel Employees Union
4) Kesatuan Kakitangan Am Kolej Tunku Abdul Rahman
5) Kesatuan Pekerja – Pekerja Pens Travelodge Kangar
6) Kesatuan Pekerja-Pekerja Hotel Sarawak
7) Kesatuan Pekerja-Pekerja Parkroyal Kuala Lumpur
8) Kesatuan Pekerja-Pekerja Safeguards Corporation Berhad
9) Kesatuan Pekerja-Pekerja Securicor (M)
10) Kesatuan Pekerja-Pekerja Securicor (M) Sdn. Bhd Sabah
11) Kesatuan Pekerja-Pekerja Securicor Sarawak
12) Kesatuan Pengawal-Pengawal Keselamatan Malayan Banking
13) National Union of Hotel, Bar & Restaurant Workers, Peninsular Malaysia
14) National Union of Race Horse Syces Pen
15) National Union of Teachers in Independent Schools
16) Penang Turf Club Race Day Workers Union
17) Resort World Bhd. Executive Union
18) Resort World Employees Union
19) Sarawak Medical Services Union
20) Union of Employees in Private Medical Health Services
21) Union of Employees in Trade Unions
22) Sarawak Club Employee’s Union
23) Kesatuan Pekerja-pekerja B.Braun Medical Ind. Sdn. Bhd.
24) Kesatuan Kebangsaan Kakitangan Akademik Institusi Pengajian Tinggi
25) Kesatuan Pekerja-pekerja Zetavest Sdn. Bhd
26) Kes. Eksekutif Angkatan Koperasi Keb. M’sia Bhd
27) Kesatuan Pekerja Pekerja Alam Flora Sdn. Bhd
28) Sabah Hotel, Resort & Restautant Employees Union
29) Kesatuan Pekerja-pekerja Alam Flora Sdn.Bhd
30) Kesatuan Pekerja-pekerja LSG Sky Chefts-Brahim’s Sdn.Bhd

Government Services
1) Amalgamated Union of Employees in Govt. Clerical & Allied Services
2) E.P.F. Board Staff Union
3) K.L. City Council Workers Union
4) Kesatuan Kakitangan Am University Pertanian Malaysia
5) Kesatuan Kakitangan KWSP Sarawak
6) Kesatuan Kakitangan Lembaga Pasaran dan Pelesen Getah Malaysia, S. Malaysia
7) Kesatuan Kakitangan Lembaga Urusan dan Tabung Haji
8) Kesatuan Kakitangan MIDA
9) Kesatuan Kebangsaan Pembantu Tadbir Kesihatan Semenanjung Malaysia
10) Kesatuan Pegawai-Pegawai Hasil Dalam Negeri
11) Kesatuan Pegawai-Pegawai MARA
12) Kesatuan Pekerja Pekerja Jabatan Cetak Kerajaan
13) Kesatuan Pekerja-Pekerja Jabatan Kebajikan Masyarakat Malaysia S.M. (KIKMAS)
14) Kesatuan Pekerja-Pekerja Koperasi Polis DiRaja M’sia Bhd.
15) Kesatuan Pekerja-Pekerja Perbadanan Kemajuan Pelancungan Malaysia
16) Kesatuan Pekerja-Pekerja UDA
17) Kesatuan Pekerja-Pekerja Zoo Negara/Akuarium TAR
18) Kesatuan Sekerja Anggota KWSP Sabah
19) Kesatuan Sekerja Kakitangan Kemajuan Pahang Tenggara (DARA)
20) Kesatuan Sekerja Kakitangan Majlis Perbandaran Tawau
21) Malayan Nurses Union
22) Malayan Technical Services Union
23) Malaysian Rubber Board Staff Union
24) National Union of PWD Employees
25) National Union of the Teaching Profession
26) Penang Municipal Services Union
27) Sabah Electricity Board Employees Union
28) Sabah Medical Services Union
29) Senior Officers Association University Hospital
30) University Hospital Staff Union
31) University of Malaya General Staff Union
32) Kesatuan Kakitangan Perbadanan Hal Ehwal Bekas Angkatan Tentera
33) Sabah Inland Revenue Employee’s Union
34) KK Perbadanan Hal Ehwal Bekas Angkatan

Cabaran kepada Industri Elektronik - Alam Kerja Lebih Selamat, Tidah Guna Kimia Bahaya...?

A Challenge to the Global Electronics Industry to Adopt Safer and More Sustainable Products and Practices, and Eliminate Hazardous Chemicals, Exposures and Discharges
Pergi ambil tindakan dengan mengindorse Cabaran atau Tentangan ini 
The Challenge is open for more endorsers. Go to bit.do/endorsethechallenge

Di bawah ini adalah Versi Bahasa Indonesia, yang dapat kita semua memahami di Malaysia

Tantangan Elektronik
 
Sebuah Tantangan untuk Industri Elektronik Global dan untuk memberikan rasa aman dalam praktek kelangsungan pembuatan produk, dalam menghilangkan bahaya kimia, membongkar serta mencegahnya

International Campaign for Responsible Technology (ICRT), jaringan Good Electronics , dan aliansinya mengajak para merek dagang, manufakturing, dan pemasok untuk secara proaktif mengurangi, menghilangkan kimia serta bahaya fisik melalui pengembangan dan pemakaian alternative yang lebih aman

Kami membahas industri, pemerintah dan lain-lain yang terlibat dalam siklus hidup produk elektronik dari ekstraksi bahan dan pengolahan untuk produk manufaktur, distribusi, ritel, penggunaan, dan pascapenggunaan daur ulang serta pembuangan.

ICRT dan Good Electronics merangkul dan menekankan prinsip-prinsip yang mendasari Internalisasi biaya eksternal dan Pengembangan tanggung jawab produsen. hak asasi manusia, hak-hak pekerja dan perlindungan lingkungan yang capaian akhirnya adalah kelangsungan produksi yang aman, sehat, ramah lingkungan, dan berkeadilan. Untuk mencapai tujuan tersebut, industri elektronik harus menghormati hak-hak asasi manusia berikut dan hak-hak pekerja

Hak untuk tempat kerja yang aman dan sehat. Ini adalah tanggung jawab industri untuk memastikan perlindungan kerja yang efektif sehingga para pekerja tidak sakit atau terluka.
Hak untuk masyarakat yang sehat dan lingkungan yang aman, bebas dari bahaya yang disebabkan oleh bahan yang digunakan atau dijual melalui siklus hidup produk
 
Hak untuk mengetahui bahaya apa yang ada di tempat kerja, semua bahan kimia yang ada di sana, dan apa yang dibuang ke lingkungan.
Hak atas pemulihan yang efektif ketika kerusakan telah terjadi.Hal ini termasuk kompensasi untuk pekerja yang sakit atau terluka, dan ganti rugi terhadap masyarakat atau lingkungan.

Hak pekerja untuk mengatur tanpa gangguan, dan tawaran / tekanan secara kolektif.  
Aksi dan perubahan dibutuhkan secara spesifik, kami telah mengidentifikasi enam bidang utama untuk perubahan dan tindakan untuk merek merek elektronik, produsen dan para pemasok:

1. Agar transparan, menyediakan material secara utuh tanpa harus ditutupi kepada pekerja, komunitas,dan public secara umum, termasuk kimia yang dipergunakan untuk digunakan, dikeluarkan, dan bahaya terhadap lingkungan serta manusia ( termasuk bahaya reproduksi ) yang diketahui untuk dijadikan campuran bahan kimia

2. Penggunaan bahan bahan kimia yang lebih aman, menguji bahaya material yang digunakan di dalam manufacturing melalui siklus produk, dan menggantinya dengan alternative yang lebih aman, yang belum diketahui effeknya secara substansi terhadap kesehatan manusia harus dihindari, dimana terdapat kekurangan atau tidak sempurnanya tanda ( bahaya ) , melalui prinsip yang harus diaplikasikan sampai bahaya yang sesuai telah teruji.

3. Perlindungan pekerja . Mengembangkan dan menerapkan, bersama-sama dengan pekerja yang senasib yang terkena dampak dan organisasi mereka, pemantauan bahaya yang komprehensif untuk semua tempat kerja dan pekerja pada siklus hidup produk. 
Ini termasuk pelatihan, peningkatan kapasitas, dan pemantauan industri serta pemantauan untuk pengukuran , pembongkaran dan pengawasan kesehatan untuk mengidentifikasi dan mencegah penyakit. Pekerja harus mampu bernegosiasi atas kondisi kerja yang berbahaya dan menolak pekerjaan berbahaya tanpa takut akan pembalasan.

4. Keikutsertaan dalam Jaminan. 
Menghormati upaya pekerja dan masyarakat untuk berpartisipasi dalam pengelolaan kimiawi serta limbah di tempat kerja dan masyarakat. Termasuk pengembangan kesehatan dan keselamatan komite pekerja dan program pelatihan yang effektif.

5. Melindungi masyarakat dan lingkungan. 

Mencegah kerusakan seluruh siklus hidup produk Perilaku yang efektif, transparan, pemantau independen pada semua aliran . Menghilangkan kotoran yang berbahaya untuk air, saluran air, dan tanah

6. Kompensasi dan memulihkan bahayakan terhadap manusia dan lingkungan. Mengembangkan mekanisme pendanaan yang dapat memastikan bahwa pekerja (yang masih bekerja dan mantan pekerja, serta keluarga mereka) atau masyarakat yang dirugikan oleh paparan bahan kimia berbahaya untuk diberikan bantuan darurat dan kompensasi yang adil. Mengembangkan mekanisme pendanaan untuk memastikan rehabilitasi lingkungan dan tempat kerja selama diperlukan untuk mengatasi bahaya tersebut.

UNION akan lemah jika semangat kesaudaraan, solidariti dan perjuangan antara ahli tidak dikembangan?

UNION - ini merupakan platform 'pekerja bersatu' berjuang BERSAMA tanpa mengira risiko untuk hak pekerja.

BERSAMA - ini sudah dilupakan 
- kini ramai ahli hanya mengharapkan kepimpinan yang dilantik untuk berjuang untuk mereka, tanggungjawab ahli hanya membuat bayaran ahli.

- kini ramai ahli hanya mencari union bila menghadapi masalah peribadi - kena tindakan disiplin atau ugutan akan dibuang kerja 

- kini ramai pemimpin Union mahu hanya berjuang sendiri - tidak BERSAMA ahli - semua keputusan dibuat pemimpin, semua tindakan dilakukan pemimpin atau atas arahan pemimpin... Jika ahli ada masalah, pemimpin mahu ahli datang kepada mereka dan nyatakan, dan pemimpin kata, "Don't Worry Be Happy - Saya akan memikirkan dan cuba uruskan" - Ada pemimpin yang akan menyatakan 'Itu hal peribadi - senang saja buat complain dekat Labour Office(atau kini HR office), ada pula yang akan mengatakan complain saja kepada HR Majikan...  

Sehingga ada REFORMASI atau TRANSFORMASI Budaya Union, sukar sangat untuk berjuang untuk hak dan keadaan kerja yang lebih baik...

ORGANISING - erti perkataan itu kini hanya untuk tujuan mengalakkan pekerja menyertai Union sebagai ahli ...atau menyokong dalam usaha supaya Union mendapat pengiktirafan(recognition) majikan - ...khususnya untuk mendapatkan jumlah undi perlu semasa 'secret ballot'... selepas itu nampaknya usaha 'memperkasakan ahli union...yang membawa kepada peningkatan kuasa union' terhenti - 'organising; berterusan terhenti...

Pilihanraya union diadakan, pemimpin dipilih...samada di peringkat Nasional/Negeri/Regional ...dan seterusnya 'worksite committee' dipilih... memang benar, worksite committee dan jawatankuasa pusat union kerap ada mesyuarat dan perbincangan - tetapi apa yang terpinggir adalah ahli union...dan ini menjadi masalah kerana perhubungan ahli dan ahli, dan perhubungan ahli dan kepimpinan menjadi longgar...dan akhirnya menjadi lemah sekali. Masalah timbuk kerana pemilihan banyak Union adalah 3 tahun sekali - bukan setiap tahun sekali...kerana kepimpinan yang tidak sentiasa dipantau atau dicabar ahli boleh menjadi malas...dan...

Mesyuarat Ahli - di banyak negara lain, usaha dibuat untuk mengadakan perjumpaan sedemikian sekurang-kurangnya sekali setiap bulan ( atau dua kali sebulan) - di mana dalam perjumpaan itu ahli bebas dan terbuka untuk menimbulkan isu, komen, persoalan... dan perbincangan diadakan. Union berbeda dengan parti politik atau persatuan lain, di mana semua memanggil ahli union 'Brother' atau 'Sister' - ya, panggilannya adalah dalam Bahasa Malaysia adalah 'saudara'... pangkat tidak dikira... kedudukan dalam tempat kerja tak dikira - semua sama dan semangat union adalah semangat 'kekeluargaan' - di mana dalam sesuatu keluarga, saya prihatin tentang ketidakadilan atau pencabulan hak yang berlaku kepada mana-mana saudara saya dalam union walaupun ianya tidak berlaku kepada diri saya > saya tetap akan berjuang untuk memastikan keadilan dicapai... [Contoh, saya kini bergaji RM2,000 tetapi ada 20 orang yang sehingga kini belum lagi menerima pembayaran Gaji Minima pun... dan mereka saudara saya, dan saya akan keluar berjuang bersungguh-sungguh untuk memastikan keadilan dicapai...]

Mesyuarat ahli semacam ini penting untuk mengeratkan 'persaudaraan' ...untuk menambahkan solidariti... Di setengah negara, kehadiran ahli di mesyuarat Union adalah WAJIB - kalau ponteng, kena tunjuk sebab mengapa keahlian tidak harus dibatalkan. Mengapa? Kuasa union adalah bergantung kepada bukan bilangan ahli - tetapi kesanggupan berapa ramai ahli sanggup keluar berjuang demi hak dan keadilan....tanpa takut kepada akibat peribadi yang akan menyusul akibat tindakan sedemikian... Berjuang demi Union... demi keadilan adalah jauh lebih penting daripada risiko peribadi. Ahli mesti yakin apa pun berlaku - tak perlu bimbang, kerana saudara ahli saya yang lain akan tetap bersama saya dalam semua masa suka dan duka...

Adakah Union anda telah masukkan dan Collective Bargaining Agreement untuk mendapatkan tempat di mana mesyuarat bulanan dapat diadakan - kalau majikan tak memberikan tempat perjumpaan, banyak tempat lain boleh digunakan > dewan orang ramai, taman, dsb.. 

Organising berterusan adalah sangat perlu untuk memupuk dan memperkasakan talian persaudaraan ini - di mana ini sangat perlu demi perjuangan bersama menuntut keadilan dan hak... 

Kalau dia hanya 'kerja sama tempat'...
Kalau dia hanya 'ahli sama Union'...
Kalau dia hanya 'kenalan saya'...
Kalau dia 'kawan baik'...
Kalau dia 'saudara saya'...
SIAPAKAH YANG AKAN KELUAR BERJUANG UNTUK SAYA? Pasti 'saudara saya' yang akan berkemungkinan keluar berjuang dan membantu...yang akan lebih prihatin. 

Maka, objektif utama Union harus memupuk semangat kesaudaraan.... dan bila kita panggil 'Bro' atau 'Sis', ia bukan sahaja 'panggilan sahaja' tetapi mengambarkan persaudaraan benar kami - mereka adik-beradik atau abang-kakak saya, dan pasti wajib keluar memastikan pencabulan hak dan ketidakadilan berhenti... dan kejayaan kepada semua saudara saya - ahli union..

Sering bertemu sebagai Union penting ... untuk menjana semangat persaudaraan - mesyuarat satu cara - tetapi ada cara lain juga... mengadakan majlis bersama sambutan Hari Raya, mungkin juga majlis sambutan hari jadi, dan membuat aktiviti bersama...Bila adalah yang terlantar di hospital - saudara akan prihatin dan cuba melawat atau membantu dengan apa cara yang boleh.. 

Siapa yang akan membawa perubahan ini? Pemimpin - mungkin ...atau mungkin dia sudah selesa dengan kedudukkannya dan 'cara kini' >> Pendapat saya, adalah ahli pun mengerakkan Union..

Pemimpin - jangan lupa ada beranika jenis - setengah hanya bertanding kerana mahu 'pangkat' - bukan kerana ada visi atau keinginan mahu menguatkan union, berjuang untuk lebih hak, berjuang menentang ketidakadilan,....memimpin dengan berani tanpa takut. Malangnya ramai pemimpin hanya kerana 'mahu pangkat'... atau kerana 'kawan minta supaya dapat majoriti dalam Jawatankuasa untuk 'control', kerana tidak ada orang yang mahu ke depan jadi pemimpin... Pemimpin akan leka jika ahli tidak menuntut... atau berdiam saja... Pemimpin juga ada yang baik ... di mana, kadang-kadang tak dapat bergerak kerana tak ada sokongan ahli..

Hati yang suci murni dan niat baik saja kadang-kadang tak memadai ...perlu juga pembelajaran lebi tentang cara-cara kepimpinan, cara-cara mengerakkan ahli, cara-cara organising berterusan, dll...

Jika ahli 'kuat', union akan kuat - dan untuk ini berlaku setiap ahli pun terpaksa diperkasakan - di mana setiap ahli mesti lebih fasih tentang hak, isu keadilan, isu semasa, dan lain-lain. Pengalaman dan pengetahuan ahli union juga harus bertambah - di mana ini akan berlaku melalui pendedahan dan perbincangan diantara ahli, pendedahan kepada pengalaman orang dan union lain, kefahaman tentang perkara socio-ekonomi-politik - bukan saha 'isu semasa' tetapi juga perlu analisa mengapa...apa berlaku, kaitan kepada pekerja dan union, dll... Justeru 'training', kursus, ceramah, perbincangan juga perlu sangat...

Kini, bila Union buat piket, yang sah mengikut undang-undang, bilangan ahli yang keluar menyertai ada tersangat kecil..

Kini bila perhimpunan May Day diadakan, bilangan yang keluar hadhir pun tersangat rendah memandangkan bilangan pekerja di Malaysia kini sudah lebih kurang 13 juta...

Ini semua membuat majikan dan juga kerajaan dan majikan tidak lagi takut kepada tuntutan union dan pekerja... 

Adakah era Union cara dan alat perjuangan hak dan keadilan untuk pekerja di Malaysia sudah berakhir? Atau adakah kita mahu TUKAR dan kembalikan Union sebagai alat perjuangan yang kuat yang disegani majikan dan kerajaan? Keputusan adalah di tangan pekerja...

PERSOALAN :- Adakah Union dan ahli Union akan kekal saperti sedia ada, atau adakah akan mula bergerak ke arah membawa transformasi atau reformasi kepada budaya union supaya Union menjadi lebih kuat dan berkesan dalam perjuangan demi hak dan keadilan?





Tuesday, May 19, 2015

MTUC disappointed that after 2 years and 4 months, workers Minimum Wage rates still not increased

MTUC disappointed that after 2 years and 4 months, workers Minimum Wage rates still not increased 
19 May 2015

Malaysian Trade Union Congress (MTUC) is disappointed that Malaysia will still not increase the Minimum Wage now in May 2015, noting that cost of living over last years have increased drastically by, amongst other reasons, the removal of subsidies and the introduction of the Goods and Services Tax (GST).

It was reported that Prime Minister Datuk Seri Najib Tun Razak at the at the government’s Labour Day celebrations at the Borneo Convention Centre Kuching on 1/5/2015 ‘said minimum wage could not be increased now’ (Star, 2/5/2015, 11MP to focus on human resources development, says PM). This is unacceptable because it is unjust that workers in Malaysia are required to enjoy same rate of Minimum Wages for more than 2 years and 4 months.

National Wage Consultation Council Act 2011 in Section 25(1) clearly state that, “The Council shall, at least once in every two years, review the Minimum Wages Order”, and this certainly includes the Minimum Wage Rates. Two years is the statutory maximum period before which Minimum Wage rates should be increased, and the law is clear that Minimum Wages could be reviewed and increased even at a faster rate depending the effectiveness of current rates having due regard to also the socio-economic reality of workers and their families. Clearly, the cost of living has escalated since the last Minimum Wage Order in 2012 was made, and this should have reasonably led to increases in the Minimum Wage rates.

It must be pointed out that the last Minimum Wages Order 2012 (P.U. (A) 214) was made on 16 July 2012, and since then it has been almost 2 years and 10 months – as such the next Minimum Wage Order which really should have been made on or before 16th July 2014 is long overdue. Workers in Malaysia should have been enjoying higher Minimum Wage Rates at the very least since the beginning of the year – 1st January 2015.

MTUC notes that the Malaysian government has effectively denied many workers the full enjoyment of their right to Minimum Wages as of 1st January 2013 by reason of the various exemptions provided to certain employers or classes of employers. MTUC also reiterates its protest on that discriminatory nature of Minimum Wages (Amendment) Order 2013 which created a situation where migrant workers in certain workplaces were denied Minimum Wages for a certain period when their fellow local workers already enjoyed this right to Minimum Wages.

Prime Minister Datuk Seri Najib Tun Razak was clearly wrong when he said that, ‘We have only implemented the minimum wage policy for about a year and five months…’ (Malaysian Digest, 3/5/2015, ‘Too soon to review minimum wage’ – Najib), because the relevant Minimum Wage Order was made in July 2012, whereby workers in Malaysia started enjoying minimum wages on 1 January 2013 – and it has been more than 2 years and 4 months since workers started enjoying a Minimum Wage of RM900 (Peninsular Malaysia) and RM800 (for Sabah and Sarawak). MTUC was also unhappy about this discrimination against workers in Sabah and Sarawak, considering also that the cost of living in East Malaysia is higher than in Peninsular Malaysia, a fact that is also reflected in the official poverty line income.

MTUC calls on the Malaysian government to immediately increase Minimum Wage rates to at least RM1,200, and this entitlement should be made effective as of 1st January 2015. Employers should be compelled to immediately pay all monies due to the worker by reason of the increased Minimum Wage from the beginning of the year until the relevant date. There should be no exemption for any employer, and all workers, including migrant workers, in Malaysia should be treated equally without discrimination.

N. Gopal Kishnam Secretary General
Tel: + 6 019 317 4717
Email: gopalkishnam@gmail.com

Source: MTUC Website

Wednesday, May 13, 2015

INDUSTRIAL COURT RULES 1967

Adalah agak menyedihkan bahawa perundangan lengkap berkenaan hak pekerja dan kesatuan sekerja tidak dengan jelas terpapar di laman web Malaysian Trade Union Congress(MTUC) dan laman web kesatuan yang lain. Adalah juga sedih ianya tidak terpapar dalam laman web Kementerian berkenaan, Industrial Court, IRD dan Jabatan berkenaan. Bagaimana pekerja dan kesatuan boleh mengunakan undang-undang untuk mempertahankan hak mereka juka undang-undang itu sendiri tidak senang diketahui atau dijumpai. Justeru, Blog ini jumpa membantu dengan memaparkan Industrial Court Rules 1967 - yang dibuat berasaskan kuasa yang diberikan oleh Industrial Relations Act 1967

Akta lain yang boleh ditemui di Laman web Industrial Court adalah - 

Kini hanya undang-undang asas dipaparkan tetapi malangnya undang-undang subsidiary saperti Industrial Court Rules dan banyak lagi tidak dipaparkan. 



INDUSTRIAL COURT RULES 1967

Preamble
IN exercise of the powers conferred by section 25 of the Industrial Relations Act, 1967, the President, with the approval of the Minister, makes the following rules governing the procedure and proceedings of the Industrial Court.
PRELIMINARY


1  Citation.
These rules may be cited as the Industrial Court Rules, 1967, and shall be deemed to have come into force on the 24th day of August, 1967.

2  Interpretation
In these rules, unless the context otherwise requires, words therein shall have the same meaning as given to them by the Industrial Relations Act, 1967, and in addition-
"Act" means the Industrial Relations Act, 1967;

"Case" means any trade dispute or matter referred to the Court by the Minister and any other matter required to be determined or considered by the Court under the provisions of the Act;

"Form" means the appropriate form set out in the Schedule to these Rules;

"Premises of the Court" means the premises situated at Jalan Mahkamah Persekutuan, Kuala Lumpur or such other premises as the President may from time to time declare to be the premises of the Court;

"President" means the President of the Court appointed under the Act and includes, where the context and the Act so admit, the Chairman of a Division of the Court constituted under section 23 of the Act.

REPRESENTATION IN COURT

3  Legal Practitioners.
(1) Any party seeking, under the provisions of section 27 of the Act, the permission of the President to be represented at the proceedings before the Court by a legal practitioner shall make application in triplicate in Part 1 of Form A.

(2) The Secretary shall serve a copy of Form A on the other party.

(3) Such other party may signify in Part 11 of the Form objections if any, to the application made in Part 1. If the Form be not returned to the Secretary at the premises of the Court within five days of the date of service, no objections to the application made subsequent thereto will be entertained.

4  Warrant of Authority.
(1) Any party who intends to be represented at the proceedings before the Court by a representative under the provisions of section 27 of the Act shall sign a warrant of authority in favour of such representative in Form B.

(2) A party appearing before the Court by a representative shall be bound by the acts of that representative.

5  Description of Parties.
In all proceedings before the Court, an employer who is a party and is represented by a trade union of employers and workmen who are parties and are represented by a trade union of workmen shall be described by the name of such trade union.

COLLECTIVE AGREEMENTS

6  Submission of Collective Agreement for cognizance.
Upon a collective agreement being deposited with the Secretary under the provisions of section 16(1) of the Act, the Secretary shall bring it to the notice of the Court for cognizance in Form C.

7  Requirement to Amend.
(1) A requirement under the provisions of section 16(2)(b) of the Act that such part of a collective agreement as does not comply with section 14 of the Act shall be amended in such manner as the Court may direct shall be in Form D.
(2) The place, date and time for the parties to attend to carry out the directions of the Court shall be fixed by the President and shall be endorsed on the requirement to amend.

(3) The Secretary shall serve such requirement to amend endorsed as aforesaid on the parties to the collective agreement.

(4) If any party objects to the amendments directed to be made, the President shall fix the date on which the matter will be heard.

(5) Upon such date being fixed, the Secretary shall serve notice thereof in Form E.

CASES BROUGHT BEFORE THE COURT

8  Fixing of dates for hearing.
(1) Upon a case being brought before the Court, the Secretary shall immediately serve notice in Form F of the place, date and time for mention of the case before the President.

(2) Notwithstanding the absence of any party at the place, date and time prescribed by paragraph (1), the President may fix dates for hearing of the case and no application for any alteration of the dates will be entertained except under very exceptional circumstances.

(3) Upon the dates for hearing being fixed, the Secretary shall serve notice thereof in Form G.
9  Statement of Case
(1) Upon a case being brought before the Court, the Secretary shall immediately serve notice in Form H on one or other of the parties as the President shall direct to submit to the Court a Statement of Case.

(2) Within seven days from the date of service of such notice or within such extended time as may be permitted by the President, the party served (hereinafter referred to as "the first party") shall, in submitting his Statement of Case to the Court, deliver to the Secretary at the premises of the Court during office hours or forward to him at such premises by A.R. Registered Post six copies of such Statement of Case.

(3) Such Statement of Case shall be confined to the issues which are included in the Case referred to the Court by the Minister or in the matter required to be determined by the Court under the provisions of the Act and shall contain-
(a) a statement of all relevant facts and arguments;
(b) particulars of decisions prayed for;
(c) an endorsement of the name of the first party and of his address for service; and
(d) as an appendix or attachment, a bundle of all relevant documents relating to the case.

(4) Should a Statement of Case fail to comply with the provisions of the preceding paragraph, it may be rejected by the President whereupon the Secretary shall serve notice in Form 1 on the first party to submit a fresh Statement of Case and the provisions of paragraphs (2) and (3) of this rule shall apply.

(5) The Secretary shall serve a copy of the Statement of Case or fresh Statement of Case, as the case may be, on the opposite party.

10  Statement in Reply
(1) Upon the Secretary serving a copy of a Statement of Case on the opposite party, he shall also serve notice in Form J on such party to submit to the Court a Statement in Reply.

(2) Within seven days from the date of service of such notice or within such extended time as may be permitted by the President, the opposite party shall, in submitting his Statement in Reply to the Court, deliver to the Secretary at the premises of the Court during office hours or forward to him at such premises by A.R. Registered Post six copies of such Statement in Reply.

(3) Such Statement in Reply shall be confined to the matters raised in the Statement of Case and to any issues which are included in the case referred to the Court by the Minister or in the matter required to be determined by the Court under the provisions of the Act and which may have been omitted from the Statement of Case and shall contain-
(i) a statement of all relevant facts and arguments;
(ii) particulars of decisions prayed for;
(iii) an endorsement of the name of the opposite party and of his a address for service; and
(iv) as an appendix or attachment, a bundle of all relevant documents relating to the case and which have not already been included in the Statement of Case.
[(3)(b) Deleted PU(A) 175/1991]

(4) Should a Statement in Reply fail to comply with the provisions of the preceding paragraph (3), it may be rejected by the President whereupon the Secretary shall serve notice in Form K on the opposite party to submit a fresh Statement in Reply and the Provisions of the preceding paragraphs (2) and (3) of this rule shall apply.

(5) The Secretary shall serve a copy of the Statement in Reply or fresh Statement in Reply, as the case may be, on the first party.

11  Rejoinder.
(1) The first party may and, if directed by the President, shall submit to the Court a Rejoinder to the Statement in Reply within seven days from the date of service on him of the Statement in Reply by delivering to the Secretary at the premises of the Court during office hours or forwarding to him at such premises by A.R. Registered Post six copies of such Rejoinder.

(2) Such Rejoinder shall relate only to such of the matters as have been raised or alluded to in the Statement in Reply, and in other respects the provisions of Rule 10 (Statement in Reply) shall apply mutatis mutandis.

PARTY ADDED

12  Joinder Substitution.
Whenever in any case the Court has, under the provisions of section 29(a) of the Act, ordered that any party be joined or substituted, the Secretary shall serve a summons in Form L on such party to appear before the Court.
13  Statements upon party joined or substituted
Upon a party being joined or substituted, he shall submit to the Court a Statement of Case or Statement in Reply, as the case may be, and the provisions of Rule 9 (Statement of Case), Rule 10 (Statement in Reply) and Rule 11 (Rejoinder) shall apply mutatis mutandis.
INTERPRETATION OF VARIATION
14  Interpretation of Award or Collective Agreement
(1) An application made under section 33(1) of the Act for a decision on any question arising as to the interpretation of any award or collective agreement taken cognisance of by the Court shall be made by delivering to the Secretary at the premises of the Court during office hours or forwarding to him at such premises by A.R. Registered Post six copies of the application in Form M.

(2) The place, date and time for the hearing of the parties on the question shall be fixed by the President and notified to the parties by the Secretary by endorsement on the application.

(3) The Secretary shall serve copies of such application endorsed as aforesaid on the parties bound by the award or collective agreement.
15  Variation of Award or Collective Agreement
(1) An application made under section 33(2) of the Act for the variation of any of the terms of an award or collective agreement shall be made by delivering to the Secretary at the premises of the Court during office hours or forwarding to him at such premises by A.R. Registered Post six copies of the application in Form N.

(2) The place, date and time for the hearing of the parties on the application shall be fixed by the President and notified to the parties by the Secretary by endorsement on the application.

(3) The Secretary shall serve copies of such application endorsed aforesaid on the parties bound by the award or collective agreement.
SUMMONS TO APPEAR
16  Summons.
A summons issued by the Court requiring any party or person to appear before it or to produce documents under the provisions of paragraphs (b) and (c) of section 29 of the Act shall be in Form O.
SERVICE
17  Address for Service.
(1) Every document which is delivered or forwarded to the Secretary in connection with any matter before the Court shall be endorsed with the name and address of the party delivering or forwarding the same and that address shall be taken to be the address for service of that party.[(1) Am. PU(A) 203/2007:r.2]

(2) For the purpose of these Rules, .document. includes a summons or notice.[(2) Ins. PU(A) 203/2007:r.2]
18  Service
Any document required to be served may be served by the Registrar or by any person authorized by the President or Registrar.[18. Subs. PU(A) 203/2007:r.3]

19  Manner of Service.
(1) Service of a document on a person other than a body corporate, firm, society, trade union or other unincorporated body may be effected by.
(a) leaving it with the person;
(b) tendering it to that person; or
(c) posting it by A.R. Registered Post addressed to that person at his address for service.

(2) Service of a document upon a body corporate may be effected by.
(a) leaving it with the President, Chairman, Secretary, Treasurer or any other officer responsible for the management of the body corporate;
(b) tendering it to the President, Chairman, Secretary, Treasurer or any other officer responsible for the management of the body corporate; and
(c) posting it by A.R. Registered Post addressed to the President, Chairman, Secretary, Treasurer or any other officer responsible for the management of the body corporate at the registered office or place of business of the body corporate or at its address for service.

(3) Service of a document on a firm, which is a partnership or sole proprietorship, may be effected by.
(a) leaving it or tendering it with a partner of the firm or the sole proprietor, as the case may be; or
(b) posting it by A.R. Registered Post addressed to the sole proprietor or a partner of the firm at the registered address or place of business of the firm.

(4) Service of a document on a trade union may be effected by.
(a) leaving it with the President, the Secretary, the Treasurer or other officer of a trade union;
(b) tendering it to the President, the Secretary, the Treasurer or other officer of the trade union; or
(c) posting it by A.R. Registered Post addressed to the President, the Secretary, the Treasurer or other officer of trade union at the registered office for the trade union or at its address for service.

(5) Service of a document on a society or any other unincorporated body may be effected by.
(a) leaving it or tendering it with the President, Chairman, Secretary, Treasurer or other similar officer thereof; or
(b) posting it by A.R. Registered Post addressed to the President, Chairman, Secretary, Treasurer or other similar officer thereof at its registered address or place of business or place where its activity or affairs are conducted.[19. Subs. PU(A) 203/2007:r.4]

20  Substituted Service.
The President may make such order for substituted service of any document as he may think fit.[20. Am. PU(A) 203/2007:r.5]

21  Date of Service
The date of service of any document shall be taken to be the date on which such document has been left or tendered or posted or affixed in accordance with the provisions of Rule 19 or as ordered under the provisions of Rule 20.

21A  Procedure before hearing.
(1) Before the hearing, the President may call upon the parties to submit to the Court, within fourteen days of the date fixed for hearing, an agreed bundle of documents relating to the case and an agreed statement of facts, if any. Such agreed bundle and agreed statement of facts shall form part of the documentary evidence.

(2) The President may, if he thinks fit, permit any party to state the evidence of its witness by way of affidavit and/or affidavit-in-reply at least one month before the date of hearing. If such a course of action is taken, the President shall, on an application to be made by the opposite party within fourteen days of service of the affidavit, require the deponent of such affidavit to be present and be-examined orally at the hearing.

(3) Such affidavit and examination arising therefrom shall form part of the record and proceedings of the Court.

21B  Notice to produce documents.
(1) The Court may, if it appears desirable in the interests of justice and upon an application being made, order by way of summons any party-
(a) to state on oath orally or by affidavit about documents he has or he has had in his possession or power relating to the matters in question; and
(b) to produce any documents in his possession or power.

(2) A summons to produce documents shall be in Form P.

PROCEDURE AT HEARING

22  Procedure at Hearing
(1) At the hearing, the President shall call upon such party as he may think fit to state his case and to adduce evidence, if any, in support thereof.

(2) The opposite party shall thereafter state his case and adduce evidence, if any, in support thereof.

(3) The first party shall then be at liberty to reply to the matters raised by the opposite party and thereafter the opposite party shall be at liberty to reply to the matters raised by the first party in his reply.

(4) No further submissions or statements may be made except by leave of the President.

23  Proceedings in Public
The proceedings before the Court shall be held in public, provided that the Court may, by virtue of its powers under section 29(e) of the Act, direct that any witness shall be examined or its proceedings or any part thereof shall be conducted in private.

24  Oath or Affirmation
An oath shall be administered in Form Q and an affirmation in Form R.

24A  Enforcement of award on non-compliance
(1) A complaint of any term of any award or collective agreement which has been taken cognizance of by the Court has not been complied with shall be lodged with the Court in Form S.

(2) When the Court makes an order of non-compliance against any party and such order has not been complied with, the Registrar of the Court may, at the request of either party, send a certified copy of the order to the Senior Assistant Registrar of the High Court or the Registrar of the Sessions Court, as the case may be, and the said Senior Assistant Registrar or the Registrar shall cause a copy of such order to be recorded and thereafter the said order shall, for all purposes, be enforceable as ajudgement of the High Court or the Sessions Court in accordance with the Rules of the High Court or the Sessions Court.

(3) The order of the Court shall be in Form T.

24B  Reference to the High Court on a question of law.
(1) An application made under section 33A of the Act for any question of law to be referred to the High Court shall be in Form U.

(2) The place, date and time for the hearing of the application shall be fixed by the President and notified to the parties by the Registrar by endorsement on the application.

(3) The Registrar shall serve copies of such application endorsed as aforesaid on the parties bound by the award.
FORMS

25  Forms not prescribed.
Where a form is not prescribed or where a prescribed form is not suitable to the circumstances of a particular case, forms prescribed may wherever possible be adapted to meet such case; otherwise the form shall be such as the President may direct or approve for the purposes of the particular case.
SCHEDULE
FORMS
Form A - Application for Permission to be Presented by Legal Practitioner (Rule 3)
Form B - Warrant of Authority (Rule 4)
Form C - Submission of Collective Agreement for Cognizance (Rule 6)
Form D - Requirement to Amend (Rule 7(1))
Form E - Notice of Hearing on Amendments (Rule 7(5))
Form F - Notice of Mention of Case (Rule 8(1))
Form G - Notice of Hearing (Rule 8(3))
Form H - Statement of Case (Rule 9(1))
Form I - Fresh Statement of Case (Rule 9(4))
Form J - Statement in Reply (Rule 10(1))
Form K - Fresh Statement in Reply (Rule 10(4))
Form L - Summons to Party Joined/Substituted (Rule 12)
Form M - Application for Interpretation of Award/Collective Agreement (Rule 14)
Form N - Application for Variation of Award or Collective Agreement (Rule 15)
Form O - Summons (Rule 16)
Form P - Summons to Produce Documents Only (Rule 21B)
Form Q - Oath (Rule 24)
Form R - Affirmation (Rule 24)
Form S - Complaint of Non-Compliance (Rule 24A(1))
Form T - Order of Court (Rule 24A(3))
Form U - Application on Points of Law (Rule 24B)

Note: It is always best to check and verify whether the Rules have been changed - these Rules, are correct as of 1/5/2015, I believe. The Forms are also in the Rules - and do look at the Rules for the forms.