Wednesday, April 23, 2014

Dua Himpunan Pekerja pada 1 Mei 2014


KUALA LUMPUR: Bersih 2.0 mengingatkan pihak berkuasa bahawa kebebasan berhimpun ialah hak yang dijamin di bawah Perlembagaan Persekutuan, lebih-lebih lagi pada tarikh 1 Mei setiap tahun.

Perhimpunan 1 Mei yang merupakan Hari Pekerja adalah menjadi tradisi, bukan sahaja di Malaysia tetapi di seluruh dunia untuk meraikannya dengan menggunakan hak sejagat ini.

Dalam kenyataannya kepada Harakahdaily, Pengerusi Bersih 2.0, Maria Chin Abdullah, berkata lama sebelum tercetusnya himpunan-himpunan Bersih, sudah wujud himpunan Hari Pekerja yang berterusan.

Justeru, katanya Bersih 2.0 menyokong sepenuhnya himpunan Hari Pekerja yang akan datang, dengan tema GST: Gasak Sampai Tumbang, yang dianjurkan sekumpulan badan bukan kerajaan, di Dataran Merdeka.

"Bersih 2.0 mengambil kesempatan ini untuk menyatakan solidariti kami bersama para pekerja. Hari Pekerja sudah berkembang daripada satu acara untuk memperingati perjuangan untuk keadaan bekerja yang baik kepada peluang untuk menangani dasar yang mempengaruhi keadaan hidup pekerja, yang turut menjadi kepentingan kepada pengundi seperti anda dan saya," tegas beliau dalam kenyataannya.

Tambah beliau, suasana itu dapat dilihat dalam rangkuman isu yang meluas yang dibangkitkan oleh Jawatankuasa Mei 1: daripada penentangan terhadap Cukai Barangan dan Perkhidmatan (GST) dan ketidak telusan Perjanjian Perkongsian Trans-Pasifik (TPP) kepada desakan yang lazim untuk hak wanita, Orang Asal dan Orang Asli, pelajar dan pekerja asing serta gaji minima.

Di samping itu, tegas Maria, tidak dilupai bahawa pekerja turut merupakan pengundi.

Maka, katanya  himpunan tahun ini juga akan mendesak untuk pilihan raya yang bebas dan adil serta kebebasan asas lain, terutamanya kebebasan media, yang merupakan antara isu teras Bersih 2.0.

Beliau juga melihat isu yang dibangkitkan oleh Himpunan 1 Mei sebagai manifestasi pilihan raya yang tidak adil yang telah memberi kuasa kepada kerajaan yang tidak mempunyai mandat rakyat.

Dalam pada itu, Bersih 2.0 menytkan komitmen untuk turut menyertai perhimpunan aman itu bersesuaian dengan hak berhimpun dan bersara yang dijamin perlembagaan.

"Maka, Bersih 2.0 akan menyertai masyarakat madani yang lain untuk berhimpun pada 1 Mei di KLCC, 2 petang, sebelum berarak ke destinasi rancangan kami - Dataran Merdeka," kata beliau.

Bersih 2.0 turut menggesa orang ramai, sebagai rakyat Malaysia dan sebagai pekerja, supaya turun padang untuk himpunan ini dan mendesak supaya hak pekerja dimajukan. - Harakah Daily, 23/4/2014

Saturday, April 19, 2014

8 Jam Kerja, 8 Jam Rekreasi, 8 Jam Rehat - asal usul sambutan Hari Pekerja (1 Mei)

Asal-usul Hari Pekerja

8hoursday_banner_1856 
Dua minggu lagi, pada 1 Mei, kita akan menyambut acara tahunan Hari Pekerja. Apa sebenarnya maksud hari cuti ini? Adakah ia hari beristirehat semata-mata? Atau hari untuk berhibur dan pergi “shopping” jualan murah?

Mari kita meninjau kembali sejarah awal asal-usul Hari Pekerja yang dicatatkan oleh seorang wanita yang menjadi ikon perjuangan hak rakyat miskin dan hak pekerja, Rosa Luxemburg
(1894)

===
Idea bahagia untuk menggunakan hari cuti sebagai kaedah mendesak kepada hak waktu kerja lapan jam sehari mula-mula sekali dicadangkan di Australia. Golongan pekerja di sana memutuskan pada tahun 1856 untuk mengaturkan satu hartal (mogok kerja) dengan program-program perhimpunan dan hiburan sebagai satu demonstrasi menuntut hak waktu kerja lapan jam sehari. Hari yang ditetapkan untuk sambutan tersebut ialah 21 April. Pada mulanya, pekerja-pekerja Australia hanya merancang untuk program itu diadakan pada tahun 1856 sahaja. Namun oleh sebab sambutan tersebut mempunyai kesan yang begitu mendalam terhadap golongan pekerja di Australia, menghidupkan mereka serta meniup semangat mereka, maka ia diputuskan untuk menjadi sambutan setiap tahun. 

Apa lagi yang mampu memberikan keberanian yang begitu besar kepada para pekerja dan memberikan mereka keyakinan terhadap kekuatan sendiri selain hartal besar-besaran yang diputuskan oleh mereka sendiri? Apa lagi yang mampu memberikan keberanian kepada hamba abdi kilang-kilang dan bengkel-bengkel selain kejayaan mereka mengemblengkan kekuatan seluruh kaum pekerja? Justeru, idea sambutan Hari Pekerja diterima baik dan bermula dengan Australia, idea ini tersebar ke negara-negara lain sehingga berjaya menawan seluruh dunia pekerja. 

Yang terawal sekali mengikut jejak pekerja-pekerja Australia ialah para pekerja di Amerika Syarikat. Pada tahun 1886, mereka memutuskan untuk menobatkan 1 Mei sebagai hari hartal. Pada hari tersebut, 200,000 pekerja meninggalkan tempat kerja mereka dan menuntut hak waktu bekerja lapan jam sehari. Selepas itu, polis dan tindakan undang-undang pihak berkuasa menghalang para pekerja daripada menganjurkan demonstrasi sebesar ini untuk beberapa tahun kemudiannya. Namun, pada tahun 1888, para pekerja telah membuat keputusan bahawa sambutan seterusnya akan berlangsung pada 1 Mei 1890. 

Pada masa yang sama, pergerakan pekerja di Eropah menjadi semakin kuat dan bersemangat. Kemuncak pergerakan ini berlaku semasa Kongres Pekerja Antarabangsa pada tahun 1889. Dalam Kongres tersebut yang dihadiri oleh empat ratus orang perwakilan, telah diputuskan bahawa tuntutan utama para pekerja adalah hak waktu bekerja lapan jam sehari. Seorang perwakilan dari kesatuan pekerja Perancis, Lavigne dari Bordeaux telah mengusulkan agar tuntutan tersebut disuarakan oleh kaum pekerja di semua negara melalui suatu tindakan hartal. Wakil daripada Amerika Syarikat kemudiannya memaklumkan rancangan rakan-rakan beliau untuk berhartal pada 1 Mei 1890, lalu tarikh tersebut pun diputuskan oleh Kongres sebagai tarikh keramat sambutan hak pekerja. 

Dalam kes ini, seperti yang berlaku di Australia tiga puluh tahun yang lalu, para pekerja pada awalnya menyangka sambutan tersebut hanya untuk sekali sahaja. Kongres tersebut memutuskan bahawa seluruh kaum pekerja di serata dunia akan berhartal bersama-sama bagi menuntut hak waktu bekerja lapan jam sehari pada 1 Mei 1890. Tiada sesiapa pun yang menyebut bahawa sambutan akan diulangi pada tahun-tahun yang akan datang. Tiada sesiapa pun yang dapat meramalkan betapa pantasnya idea ini akan berjaya dan diterima sepenuhnya oleh kaum pekerja di serata tempat. Namun, cukup sekadar sekali menyambut Hari Pekerja untuk setiap orang memahami dan merasai semangat Hari Pekerja dan menyakinkan mereka bahawa ianya patut diraikan secara berterusan. 

Hari Pekerja yang pertama menuntut hak waktu bekerja lapan jam sehari. Walaupun selepas tuntutan tersebut telah tercapai, sambutan Hari Pekerja masih diraikan. Selagi perjuangan kaum pekerja terhadap penindasan ke atas mereka masih berlaku, selagi semua tuntutan pekerja masih tidak dipenuhi, selagi itu Hari Pekerja akan menjadi satu lambang untuk semua tuntutan tersebut. Dan apabila hari besok yang lebih cerah menjelma, di mana kaum pekerja sedunia telah berjaya, pada masa itu, seluruh umat manusia mungkin turut menyambut Hari Pekerja sebagai memperingati perjuangan pahit dan segala kesusahan masa lampau.
 

Monday, April 14, 2014

Aduan kepada ILO - satu cara 'namakan dan malukan' untuk mencapai keadilan untuk pekerja/Kesatuan Sekerja?

Apa itu ILO? Bagaimana kita boleh mengunakannya untuk mendapatkan keadilan bagi pekerja dan kesatuan sekerja di Malaysia? Adakah ianya berkesan?
 
ILO(International Labour Organisation) adalah satu 'specialised agency' di bawah Economic and Social Council United Nations(UN)[Pertubuhan Bangsa-bangsa bersatu)
 
ILO adalah sebuah badan tripartite, di mana setiap negara ada perwakilan kerajaan, perwakilan pekerja(MTUC) dan perwakilan majikan(Malaysian Employers Federation - MEF).
 
ILO, saperti juga UN, ada mempunyai Convention(Konvensyen) yang menyatakan pendirian mengenai aspek pekerjaan - hak & kewajipan. Apabila Malaysia atau sesuatu kerajaan meratifikasi (atau tandatangan) sesuatu Convention, ia menyatakan bahawa ia akan berlaku menunaikan semua obligasi dan perlaksanaan semua hak yang terkandung dalam Convention tersebut.
 
Sebagai contoh, kita lihat Convention 98[C098], yang merupakan satu convention yang telah ditandatangani(diterima pakai) oleh Malaysia pada 5 Jun 1961 yang mula berkuatkuasa pada 5/6/1962
 
Malangnya di Malaysia tidak ada Akta, yang secara terus memberi kesan undang-undang kepada Convention yang ditandatangani Malaysia - maka, untuk memberi kesan, Kerajaan Malaysia HARUS meminda semua Akta yang bercanggah dengan C098, sebagi contoh.... atau membuat Akta baru.
 
Malangnya, bagi C098 pun, selepas lebih 50 tahun, masih lagi terdapat Akta atau undang-undang yang bercanggah dengan prinsip C098 - dan MTUC telah menimbulkan perkara ini dalam satu dalam tuntutan mereka sebelum GE 13[PRU 13] ... malangnya MTUC gagal memaklumkan apa sebenar peruntukkan undang-undang sedia ada yang bercanggah dengan C098, atau apa lagi dalam C098 yang belum lagi dijadikan undang-undang yang harus dipatuhi semua majikan...
 
Sekarang, MTUC boleh membuat aduan kepada ILO mengenai isu terkandung dalam mana-mana Convention yang Malaysia telah menandatangani...sebagai contoh, aduan boleh dibuat mengenai kewujudan undang-undang yang bercanggah dengan C098... [Hak membuat aduan adalah terhad kepada MTUC atau MEF atau kerajaan...aduan boleh juga dibuat mengenai kes khusus...saperti kes RENESAS, NUFAM, G18 dan DRB HICOM, dan sebagainya tetapi adakah MTUC membuat aduan....atau mereka malas...atau gagal berbuat demikian - kita akan melihat kemudian apakah aduan yang telah dibuat ....masa lain.
 
Bila aduan dibuat, kerajaan dan/atau pihak MEF ada hak untuk memberikan jawapan dan hujahan, di mana selepas itu ILO akan membuat keputusan .... dan Malaysia diharapkan menurut.... kalau Malaysia tak dengar atau tak mahu buat apa-apa, pihak ILO tidak boleh buat apa-apa  - kadang-kadang di dalam setengah isu, ILO membuat keputusan merujuk kes kepada International Court of Justice(ICJ), di mana jika ini berlaku dan ICJ membuat keputusan, kerajaan saperti Malaysia terpaksa ikut... 
 
MTUC boleh membuat aduan di ILO - dan kita akan lihat sama ada mereka ada membuat aduan...atau pergi sahaja untuk lawatan 'oversea' untuk mesyuarat ILO tetapi hanya untuk duduk diam...tak kempen apa-apa... (ILO  ada rekod, minit mesyuarat, dll - pi lihat untuk mengetahui samada MTUC mengunakan peluang demi pekerja atau tidak? lihat juga apa jawapan kerajaan Malaysia kepada isu yang ditimbul....)

Taktik yang digunakan di ILO boleh dikatakan adalah 'NAME AND SHAME' - namakan dan malukan majikan atau kerajaan Malaysia di kalangan komuniti antarabangsa bahawa ini akan mengerakkan majikan dan/atau kerajaan Malaysia untuk melakukan sesuatu untuk memastikan keadilan dan memastikan hak pekerja/kesatuan dihormati...

Taktik sama digunakan semasa kita BERPIKET - iaitu menamakan yang mencabul hak atau berlaku tidak adil dan menjelaskan apakah isu berkenaan = dengan harapan mendapat sokongan ramai menekan majikan bertindak memastikan hak dihormati dan keadilan dicapai.

Mengadu kepada ILO adalah satu daripada banyak taktik/cara yang boleh digunakan .... maka, yang pandai akan mengunakan semua jenis taktik serentak(atau lebih kurang pada masa yang sama atau...) ....
 
Ya,ada banyak jenis taktik atau cara untuk berjuang membehentikan pencabulan hak dan memastikan ketidakadilan dicapai.... TETAPI MANGSA KETIDAKADILAN MESTI MAHU BERJUANG UNTUK KEADILAN, jika tidak, sukar untuk orang lain bantu berjuang....bantu kempen untuk keadilan...
   
Apakah dia C098?...

C098 - Right to Organise and Collective Bargaining Convention, 1949 (No. 98)

Convention concerning the Application of the Principles of the Right to Organise and to Bargain Collectively (Entry into force: 18 Jul 1951)Adoption: Geneva, 32nd ILC session (01 Jul 1949) - Status: Up-to-date instrument (Fundamental Convention). 

Preamble 

The General Conference of the International Labour Organisation,

Having been convened at Geneva by the Governing Body of the International Labour Office, and having met in its Thirty-second Session on 8 June 1949, and

Having decided upon the adoption of certain proposals concerning the application of the principles of the right to organise and to bargain collectively, which is the fourth item on the agenda of the session, and

Having determined that these proposals shall take the form of an international Convention,

adopts this first day of July of the year one thousand nine hundred and forty-nine the following Convention, which may be cited as the Right to Organise and Collective Bargaining Convention, 1949:

Article 1
  1. Workers shall enjoy adequate protection against acts of anti-union discrimination in respect of their employment.
  2. Such protection shall apply more particularly in respect of acts calculated to--
    • (a) make the employment of a worker subject to the condition that he shall not join a union or shall relinquish trade union membership;
    • (b) cause the dismissal of or otherwise prejudice a worker by reason of union membership or because of participation in union activities outside working hours or, with the consent of the employer, within working hours.
Article 2
  1. Workers' and employers' organisations shall enjoy adequate protection against any acts of interference by each other or each other's agents or members in their establishment, functioning or administration.
  2. In particular, acts which are designed to promote the establishment of workers' organisations under the domination of employers or employers' organisations, or to support workers' organisations by financial or other means, with the object of placing such organisations under the control of employers or employers' organisations, shall be deemed to constitute acts of interference within the meaning of this Article.
Article 3
Machinery appropriate to national conditions shall be established, where necessary, for the purpose of ensuring respect for the right to organise as defined in the preceding Articles.

Article 4
Measures appropriate to national conditions shall be taken, where necessary, to encourage and promote the full development and utilisation of machinery for voluntary negotiation between employers or employers' organisations and workers' organisations, with a view to the regulation of terms and conditions of employment by means of collective agreements.

Article 5
  1. The extent to which the guarantees provided for in this Convention shall apply to the armed forces and the police shall be determined by national laws or regulations.
  2. In accordance with the principle set forth in paragraph 8 of Article 19 of the Constitution of the International Labour Organisation the ratification of this Convention by any Member shall not be deemed to affect any existing law, award, custom or agreement in virtue of which members of the armed forces or the police enjoy any right guaranteed by this Convention.
Article 6
This Convention does not deal with the position of public servants engaged in the administration of the State, nor shall it be construed as prejudicing their rights or status in any way.

Article 7
The formal ratifications of this Convention shall be communicated to the Director-General of the International Labour Office for registration.

Article 8
  1. This Convention shall be binding only upon those Members of the International Labour Organisation whose ratifications have been registered with the Director-General.
  2. It shall come into force twelve months after the date on which the ratifications of two Members have been registered with the Director-General.
  3. Thereafter, this Convention shall come into force for any Member twelve months after the date on which its ratification has been registered.
Article 9
  1. 1. Declarations communicated to the Director-General of the International Labour Office in accordance with paragraph 2 of Article 35 of the Constitution of the International Labour Organisation shall indicate -- 
    • (a) the territories in respect of which the Member concerned undertakes that the provisions of the Convention shall be applied without modification;
    • (b) the territories in respect of which it undertakes that the provisions of the Convention shall be applied subject to modifications, together with details of the said modifications;
    • (c) the territories in respect of which the Convention is inapplicable and in such cases the grounds on which it is inapplicable;
    • (d) the territories in respect of which it reserves its decision pending further consideration of the position.
    •  
  2. The undertakings referred to in subparagraphs (a) and (b) of paragraph 1 of this Article shall be deemed to be an integral part of the ratification and shall have the force of ratification.
  3. Any Member may at any time by a subsequent declaration cancel in whole or in part any reservation made in its original declaration in virtue of subparagraph (b), (c) or (d) of paragraph 1 of this Article.
  4. Any Member may, at any time at which the Convention is subject to denunciation in accordance with the provisions of Article 11, communicate to the Director-General a declaration modifying in any other respect the terms of any former declaration and stating the present position in respect of such territories as it may specify.
Article 10
  1. Declarations communicated to the Director-General of the International Labour Office in accordance with paragraph 4 or 5 of Article 35 of the Constitution of the International Labour Organisation shall indicate whether the provisions of the Convention will be applied in the territory concerned without modification or subject to modifications; when the declaration indicates that the provisions of the Convention will be applied subject to modifications, it shall give details of the said modifications.
  2. The Member, Members or international authority concerned may at any time by a subsequent declaration renounce in whole or in part the right to have recourse to any modification indicated in any former declaration.
  3. The Member, Members or international authority concerned may, at any time at which this Convention is subject to denunciation in accordance with the provisions of Article 11, communicate to the Director-General a declaration modifying in any other respect the terms of any former declaration and stating the present position in respect of the application of the Convention.
Article 11
  1. A Member which has ratified this Convention may denounce it after the expiration of ten years from the date on which the Convention first comes into force, by an act communicated to the Director-General of the International Labour Office for registration. Such denunciation shall not take effect until one year after the date on which it is registered.
  2. Each Member which has ratified this Convention and which does not, within the year following the expiration of the period of ten years mentioned in the preceding paragraph, exercise the right of denunciation provided for in this Article, will be bound for another period of ten years and, thereafter, may denounce this Convention at the expiration of each period of ten years under the terms provided for in this Article.
Article 12
  1. The Director-General of the International Labour Office shall notify all Members of the International Labour Organisation of the registration of all ratifications, declarations and denunciations communicated to him by the Members of the Organisation.
  2. When notifying the Members of the Organisation of the registration of the second ratification communicated to him, the Director-General shall draw the attention of the Members of the Organisation to the date upon which the Convention will come into force.
Article 13
The Director-General of the International Labour Office shall communicate to the Secretary-General of the United Nations for registration in accordance with Article 102 of the Charter of the United Nations full particulars of all ratifications, declarations and acts of denunciation registered by him in accordance with the provisions of the preceding articles.

Article 14
At such times as it may consider necessary the Governing Body of the International Labour Office shall present to the General Conference a report on the working of this Convention and shall examine the desirability of placing on the agenda of the Conference the question of its revision in whole or in part.
Article 15
  1. Should the Conference adopt a new Convention revising this Convention in whole or in part, then, unless the new Convention otherwise provides,
    • (a) the ratification by a Member of the new revising Convention shall ipso jure involve the immediate denunciation of this Convention, notwithstanding the provisions of Article 11 above, if and when the new revising Convention shall have come into force;
    • (b) as from the date when the new revising Convention comes into force, this Convention shall cease to be open to ratification by the Members.
  2. This Convention shall in any case remain in force in its actual form and content for those Members which have ratified it but have not ratified the revising Convention.
Article 16
The English and French versions of the text of this Convention are equally authoritative.

Thursday, March 27, 2014

Air Asia harus tarik balik 'suspension' pilot kerana komen pasal MH370

Workers are not slaves or akin to slaves. When they enter into an employment relationship, they only agree to do the work they are employed for. They do not surrender their human rights and other freedoms. Workers have every right to their freedoms and human rights. And, mind you this includes the right to highlight the wrongdoings and violation of rights of even their employer.

Employers do not control the mind and actions of workers. As workers, they have every right to fight against the violation of rights of fellow workers, and all other workers. They have a right to lobby for better worker rights, join any political party, etc... They have the right to comment about things happening outside their employment duties.

It is shocking that Air Asia X even issued such a directive that its employees are not to comment on MH370. This is unacceptable. As it is the Malaysian government has already limited a lot of our freedoms and rights, and now private corporations are also trying to 'control' their workers in matters not directly linked to the work they are employed to do. 

This is not the first time, this has been highlighted in Malaysia. After the last General Elections, a government-link company also terminated 18 workers because they, during the election period, handed in a memorandum to contesting candidates to get their commitment to worker and trade union rights. Of course, workers would only want to support people who support worker and trade union rights, and the advancement of these rights. Corporations have their monies and 'goodies', but all a worker has when it comes to government is his/her vote. See earlier post:- Now 51 groups call on DRB HICOM TO RESPECT THE CITIZENS’ RIGHT TO PARTICIPATE IN THE DEMOCRATIC PROCESS IN MALAYSIA

Air Asia X must immediately revoke the suspension of the said pilot (see Malaysiakini report below), and never again try to hinder or deny  the rights and freedoms of any other employees.

Are Malaysians expected to silently not comment or share their views. 

Air Asia X apparently wants this - their workers are expected not to say anything about MH370? What about expressing hope and support to the victims? What about extending their prayers? Air Asia X expects its employees to be seen as cold and unconcerned about MH370

AirAsia suspends pilot for questioning Malaysia authorities over MH370


Travellers walking past the AirAsia service counter at Changi Airport Terminal 1. An AirAsia X senior first officer has been suspended from duty for suggesting in a Facebook message that the Malaysian authorities had withheld information pertaining to the search for flight MH370, Malaysiakini reported. -- ST FILE PHOTO:  JAMIE KOH
KUALA LUMPUR - An AirAsia X senior first officer has been suspended from duty for suggesting in a Facebook message that the Malaysian authorities had withheld information pertaining to the search for flight MH370, Malaysiakini reported.

AirAsia group chief executive officer Tony Fernandes confirmed the suspension on Tuesday night.

"AirAsia X senior first officer has been suspended pending investigation as company policies were broken in Facebook posting," Mr Fernandes wrote on Twitter.

AirAsia X chief executive officer Azran Rani Osman added that the first officer failed to observe a "specific directive" to avoid making public comments on the ongoing search for MH370's wreckage in the southern Indian Ocean.

AirAsia X is the long-haul arm of Malaysia's profitable low-cost carrier AirAsia.

The pilot, whose identity was withheld, criticised the Malaysian government in a Facebook post for attempting to bring premature closure to the crisis.

"Is there any concrete proof that MH370 has indeed crashed?! It's not right to simply assume when you have no evidence to back up your claims!

"(The) supposed debris... isn't even confirmed to be from the plane yet! Show us the proof then tell us MH370 has crashed.

"Till then, stop hiding facts! It's obvious to even a blind man that there (are) tons of info the government definitely knows and isn't sharing yet!" the pilot wrote.- Straits Times, 26/3/2014, AirAsia suspends pilot for questioning Malaysia authorities over MH370

AirAsia X suspends pilot over MH370 remarks

 

MH370 AirAsia X, the long-haul arm of budget carrier AirAsia, has suspended a pilot for comments he made online on the search for missing Malaysia Airlines flight MH370, pending a domestic inquiry.

"AirAsia X senior first officer has been suspended pending investigation as company policies were broken in Facebook posting," group chief executive officer Tony Fernandes said in a tweet last night.

Air Asia X chief executive officer Azran Rani Osman added that the first officer contravened a "specific directive" not to publicly comment on the ongoing search.

"(There is a) specific directive to our crew on public comments on MH370. (There is a) duty of care not to be hurtful," he wrote in response to Fernandes' tweet.

When contacted, Air Asia X said that it would not be releasing any further details on the matter.

The AirAsia top guns' comments come as several blogs circulated a picture of an AirAsia X pilot's Facebook post where he criticised the government for declaring that MH370 fell into the Indian Ocean.

"For f**k's sake lah... Is there any concrete proof that MH370 has indeed crashed?! It's not right to simply assume when you have no evidence to back up your claims!

"(The) supposed debris... isn't even confirmed to be from the plane yet! Show us the proof then tell us MH370 has crashed.

"Till then, stop hiding facts! It's obvious to even a blind man that there (are) tons of info the government definitely knows and isn't sharing yet!"
the posting reads.

The pilot, whose identity is being withheld by Malaysiakini pending his comments, has disabled his Facebook account. It earlier showed that he is a senior first officer at AirAsia.

His other social media accounts show him in a pilot's uniform and features a video about his love for flying, which also includes various shots of AirAsia planes.

On Monday night, Prime Minister Najib Abdul Razak said that MH370 "ended" in the Indian Ocean, far from any possible landing strips, based on calculations using satellite data.

MAS chief executive officer Ahmad Jauhari Yahya said that MAS concludes that there are no survivors as it the area it likely fell is thousands of nautical miles from any land mass and is one of the roughest seas in the world.

"It has been 17-18 days," he told reporters despondently.

Air traffic controllers lost contact with the plane at 1.30am on March 8. Satellite data shows that the last "ping" from the air craft was eight hours later, putting it at the southern Indian Ocean.

It had enough fuel to fly for eight hours, and had departed from KLIA at 12.41am.

No debris has been found. - Malaysiakini, 26/3/2014, AirAsia X suspends pilot over MH370 remarks

Saturday, March 22, 2014

ILO Konvensyen 98 - adakah penandatangan konvensyen ILO menjadi strategi utama perjuangan pekerja atau MTUC?

Ada ramai yang akan menyatakan bahawa strategi utama kita adalah untuk medapatkan Malaysia menandatangani lebih banyak Konvensyen ILO, di mana pada masa ini Malaysia masih lagi gagal menandatangani 2 Konvention Asas( Core Conventions), di mana ada terdapat 9 Core Conventions. Malaysia masih belum lagi menadatangani  C087 - Freedom of Association and Protection of the Right to Organise Convention, 1948 (No. 87) dan  C111 - Discrimination (Employment and Occupation) Convention, 1958 (No. 111).

Tetapi di Malaysia, masalahnya adalah bahawa bilapun Konvensyen ditandatangani, ianya masih lagi tidak boleh digunakan oleh pekerja atau rakyat ... sebabnya di Malaysia sehingga kini tidak ada Akta yang dengan serta merta memberikuasa undang-undang kepada Konvesyen yang ditandatangani Malaysia - kita memerlukan Akta sedemikian. Di Malaysia, selepas menandatangani apa-apa Konvensyen ILO atau UN, Malaysia mempunyai obligasi meminda undang-undang atau mengubal undang-undang baru bertujuan untuk memastikan bahawa Malaysia benar-benar menuruti apa Konvensyen yang mereka telah menandatangani - dan di Malaysia kerap lewat berbuat demikian atau....

Justeru, bila dilihat tuntutan MTUC semasa GE13, satu daripada tuntutan adalah bahawa "Mendesak kerajaan melaksanakan sepenuh nya ILO Convention 98 (tuntutan No. 9)" - nyata Malaysia masih belum berbuat demikian. Persoalannya adalah apa lagi yang Malaysia gagal berbuat untuk membuat undang-undang Malaysia sejajar dengan kehendak Konvensyen 98 - malangnya MTUC kurang 'transparensi' dan kita tak tahu. Ini semua harus dalam Laman Web MTUC supaya semua pekerja dan orang ramai tahu... kalau PM jumpa saudara dan menyatakan apakah yang saya perlu lakukan untuk melaksanakan ILO Konvensyen 98? Jawapan saudara adalah 'saya tak tahu'.

Tahun demi tahun, banyak memorandum dihantar kepada kerajaan - tapi isi kandungan memorandum tak dimaklumkan kepada warga pekerja atau rakyat umum.

Banyak pertemuan diadakan dengan pihak Menteri, Ketua Pengarah.... tetapi warga pekerja dan rakyat umum tidak tahu apa terjadi...

Banyak wakil MTUC pergi ke ILO ....tetapi warga pekerja dan rakyat umum tidak tahu apa terjadi...

Jangan kita cakap hanya mengenai kepimpinan MTUC...bagaimana keadaan dengan kepimpinan Union anda sendiri...sudah pun ada yang menyatakan bahawa ada pemimpin tak bincangpun kandungan CA - tandatangan sahaja... 

MAKA, apa yang perlu adalah kita memerlukan lebih TRANSPARENSI - di mana kepimpinan akan sentiasa mengadakan konsultansi, perbincangan, taklimat dengan warga pekerja ... kini masa ada laman web MTUC, dan setiap Union boleh memulakan Blog percume atau keluarkan sedikit wang untuk mempunyai laman web - di mana ini boleh digunakan untuk memastikan transparensi dan 'demokrasi' di kalangan union di Malaysia.

Pekerja terpaksa menuntut ...kalau tidak, kepimpinan Union/MTUC akan terus buat perkara sama .... dan perangai 'Kamu tak perlu tahu semua ...kita tahu apa yang baik untuk pekerja ...percayalah kami...". 

Kegagalan adanya 'transparensi', accountability, prinsip demokrasi,.... itu sendiri akan membawa kepada kemusnahan union - UNION BUSTING? 

Kegagalan ahli union atau pekerja memberanikan diri dan bertanya... atau kritik apa yang mereka percaya tidak betul... atau mengeluarkan pendapat berbeda...atau berhenti 'sikap kroni' iaitu sokong sahaja apa orang kita cakap...dan tak mahu dengar apa yang 'team lain' cakap... ia akan membawa kepada kehancuran Union dan perjuangan pekerja ... 

Siapakah yang membawa kepada 'UNION BUSTING"? Pemimpin Union sendiri? Pekerja dan ahli Union? ...atau majikan dan kerajaan berpihak majikan..

Adakah terdapat Konvensyen ILO yang Malaysia sudah tandatangi dalam Bahasa Malaysia dan Bahasa lain pekerja di Malaysia - siapa kena buat? Bukankah ini tugas MTUC? IndustriAll? UniGlobal? siapa.... 

Berikut Konvensyen ILO No. 98 ... sila baca, ianya telah ditandatangani Malaysia pada 5 June 1961.... tapi jelas, menurut MTUC, masih selepas lebih 50 tahun tidak dilaksanakan sepenuhnya..  

5/6/1961 -  Ratified by Malaysia

C098 - Right to Organise and Collective Bargaining Convention, 1949 (No. 98)


Convention concerning the Application of the Principles of the Right to Organise and to Bargain Collectively (Entry into force: 18 Jul 1951)Adoption: Geneva, 32nd ILC session (01 Jul 1949) - Status: Up-to-date instrument (Fundamental Convention).

Preamble

The General Conference of the International Labour Organisation,

Having been convened at Geneva by the Governing Body of the International Labour Office, and having met in its Thirty-second Session on 8 June 1949, and
Having decided upon the adoption of certain proposals concerning the application of the principles of the right to organise and to bargain collectively, which is the fourth item on the agenda of the session, and
Having determined that these proposals shall take the form of an international Convention,
adopts this first day of July of the year one thousand nine hundred and forty-nine the following Convention, which may be cited as the Right to Organise and Collective Bargaining Convention, 1949:
Article 1
  1. 1. Workers shall enjoy adequate protection against acts of anti-union discrimination in respect of their employment.
  2. 2. Such protection shall apply more particularly in respect of acts calculated to--
    • (a) make the employment of a worker subject to the condition that he shall not join a union or shall relinquish trade union membership;
    • (b) cause the dismissal of or otherwise prejudice a worker by reason of union membership or because of participation in union activities outside working hours or, with the consent of the employer, within working hours.
Article 2
  1. 1. Workers' and employers' organisations shall enjoy adequate protection against any acts of interference by each other or each other's agents or members in their establishment, functioning or administration.
  2. 2. In particular, acts which are designed to promote the establishment of workers' organisations under the domination of employers or employers' organisations, or to support workers' organisations by financial or other means, with the object of placing such organisations under the control of employers or employers' organisations, shall be deemed to constitute acts of interference within the meaning of this Article.
Article 3
Machinery appropriate to national conditions shall be established, where necessary, for the purpose of ensuring respect for the right to organise as defined in the preceding Articles.
Article 4
Measures appropriate to national conditions shall be taken, where necessary, to encourage and promote the full development and utilisation of machinery for voluntary negotiation between employers or employers' organisations and workers' organisations, with a view to the regulation of terms and conditions of employment by means of collective agreements.
Article 5
  1. 1. The extent to which the guarantees provided for in this Convention shall apply to the armed forces and the police shall be determined by national laws or regulations.
  2. 2. In accordance with the principle set forth in paragraph 8 of Article 19 of the Constitution of the International Labour Organisation the ratification of this Convention by any Member shall not be deemed to affect any existing law, award, custom or agreement in virtue of which members of the armed forces or the police enjoy any right guaranteed by this Convention.
Article 6
This Convention does not deal with the position of public servants engaged in the administration of the State, nor shall it be construed as prejudicing their rights or status in any way.
Article 7
The formal ratifications of this Convention shall be communicated to the Director-General of the International Labour Office for registration.
Article 8
  1. 1. This Convention shall be binding only upon those Members of the International Labour Organisation whose ratifications have been registered with the Director-General.
  2. 2. It shall come into force twelve months after the date on which the ratifications of two Members have been registered with the Director-General.
  3. 3. Thereafter, this Convention shall come into force for any Member twelve months after the date on which its ratification has been registered.
Article 9
  1. 1. Declarations communicated to the Director-General of the International Labour Office in accordance with paragraph 2 of Article 35 of the Constitution of the International Labour Organisation shall indicate --
    • (a) the territories in respect of which the Member concerned undertakes that the provisions of the Convention shall be applied without modification;
    • (b) the territories in respect of which it undertakes that the provisions of the Convention shall be applied subject to modifications, together with details of the said modifications;
    • (c) the territories in respect of which the Convention is inapplicable and in such cases the grounds on which it is inapplicable;
    • (d) the territories in respect of which it reserves its decision pending further consideration of the position.
  2. 2. The undertakings referred to in subparagraphs (a) and (b) of paragraph 1 of this Article shall be deemed to be an integral part of the ratification and shall have the force of ratification.
  3. 3. Any Member may at any time by a subsequent declaration cancel in whole or in part any reservation made in its original declaration in virtue of subparagraph (b), (c) or (d) of paragraph 1 of this Article.
  4. 4. Any Member may, at any time at which the Convention is subject to denunciation in accordance with the provisions of Article 11, communicate to the Director-General a declaration modifying in any other respect the terms of any former declaration and stating the present position in respect of such territories as it may specify.
Article 10
  1. 1. Declarations communicated to the Director-General of the International Labour Office in accordance with paragraph 4 or 5 of Article 35 of the Constitution of the International Labour Organisation shall indicate whether the provisions of the Convention will be applied in the territory concerned without modification or subject to modifications; when the declaration indicates that the provisions of the Convention will be applied subject to modifications, it shall give details of the said modifications.
  2. 2. The Member, Members or international authority concerned may at any time by a subsequent declaration renounce in whole or in part the right to have recourse to any modification indicated in any former declaration.
  3. 3. The Member, Members or international authority concerned may, at any time at which this Convention is subject to denunciation in accordance with the provisions of Article 11, communicate to the Director-General a declaration modifying in any other respect the terms of any former declaration and stating the present position in respect of the application of the Convention.
Article 11
  1. 1. A Member which has ratified this Convention may denounce it after the expiration of ten years from the date on which the Convention first comes into force, by an act communicated to the Director-General of the International Labour Office for registration. Such denunciation shall not take effect until one year after the date on which it is registered.
  2. 2. Each Member which has ratified this Convention and which does not, within the year following the expiration of the period of ten years mentioned in the preceding paragraph, exercise the right of denunciation provided for in this Article, will be bound for another period of ten years and, thereafter, may denounce this Convention at the expiration of each period of ten years under the terms provided for in this Article.
Article 12
  1. 1. The Director-General of the International Labour Office shall notify all Members of the International Labour Organisation of the registration of all ratifications, declarations and denunciations communicated to him by the Members of the Organisation.
  2. 2. When notifying the Members of the Organisation of the registration of the second ratification communicated to him, the Director-General shall draw the attention of the Members of the Organisation to the date upon which the Convention will come into force.
Article 13
The Director-General of the International Labour Office shall communicate to the Secretary-General of the United Nations for registration in accordance with Article 102 of the Charter of the United Nations full particulars of all ratifications, declarations and acts of denunciation registered by him in accordance with the provisions of the preceding articles.
Article 14
At such times as it may consider necessary the Governing Body of the International Labour Office shall present to the General Conference a report on the working of this Convention and shall examine the desirability of placing on the agenda of the Conference the question of its revision in whole or in part.
Article 15
  1. 1. Should the Conference adopt a new Convention revising this Convention in whole or in part, then, unless the new Convention otherwise provides,
    • (a) the ratification by a Member of the new revising Convention shall ipso jure involve the immediate denunciation of this Convention, notwithstanding the provisions of Article 11 above, if and when the new revising Convention shall have come into force;
    • (b) as from the date when the new revising Convention comes into force, this Convention shall cease to be open to ratification by the Members.
  2. 2. This Convention shall in any case remain in force in its actual form and content for those Members which have ratified it but have not ratified the revising Convention.
Article 16
The English and French versions of the text of this Convention are equally authoritative.