Monday, November 30, 2015

67 Kumpulan (tapi sedih hanya 14 Kesatuan Sekerja dari Malaysia) bertindak dalam isu hak pekerja kali ini?

14 Kesatuan Sekerja Malaysia telah keluar menyokong kenyataan bersama ini - Tapi mana yang lain? Kalau ratusan Kesatuan Sekerja Malaysia sendiri tidak boleh menunjukkan solidariti...., susahlah perjuangan...

Kalau kita hanya prihatin isu perbadi dan mengharapkan sokongan pihak lain - tetapi sendiri tidak hiraukan isu atau ketidakadilan yang menimpa pihak lain, sukar sekali ketidakadilan, eksploitasi dan pencabulan hak dapat dihapuskan.

Dalam kenyataan Bersama ini, yang berkenaan isu pekerja dan kesatuan sekerja, sokongan organisasi lain banyak diterima termasuk kumpulan orang asli, jaringan Orang Asal, pertubuhan wanita, kumpulan doktor, kumpulan alam sekitar, dll - Adakah kesatuan sekerja di Malaysia akan turut bersama mengeluarkan kenyataan mengenai isu orang asli atau alam sekitar? Atau akan buat tak tahu...

Sokongan juga diterima dari kumpulan dari Mexico, Scotland, Netherlands, United Kingdom, Thailand, Filipina, Hong Kong, India, Indonesia, Myanmar ... Perjuangan demi keadilan kini harus melibatkan semua orang baik dan organisasi beretika/berprinsip dari seluruh dunia... 

Dalam perjuangan demi keadilan dan menentang eksploiasi, semua orang dan semua jenis organisasi mesti berjuang BERSAMA DALAM SOLIDARITI untuk mencapai kejayaan. 

Nyata bahawa ramai kesatuan mungkin tidak tahu mengenai Kenyataan Bersama ini, dan tidak diberi peluang langsung untuk bertindak bersama dan endorse kenyataan ini ...tetapi lebih 100 kesatuan sekerja tahu...dan hanya 14 saja yang telah bertindak.... Sedih MTUC sendiri kali ini gagal endorse.

Budaya setengah kesatuan sekerja di Malaysia adalah 'mahu berjuang bersendirian' - tidak mahu dapat sokongan orang/kumpulan lain dalam perjuangan.... Pemikiran cara begini telah menjadikan pergerakan buruh dan kesatuan sekerja lemah...

Budaya setengah kesatuan, dari segi cara perjuangan, adalah 'hanya mengadu kepada kerajaan' - dan biarkan proses undang-undang berjalan. 

Tapi masalahnya, Kerajaan yang membuat undang-undang dan peraturan yang tidak adil, dan kerajaan mungkin pro-majikan...

Tengok kes ini - ini syarikat milik kerajaan 100%  > kenapa tak saja iktiraf Kesatuan Sekerja?

Tengok pula apa yang berlaku setelah 'aduan dibuat' - Ketua Pengarah sudah berdiam diri 40 hari... adakah ini kelakuan sebuah negara yang menghormati hak pekerja dan kesatuan? Nyata tidak...





Kenyataan Bersama – 19/11/2015 – Terjemahan Bahasa Malaysia 

MAB Milik Kerajaan, Operator Baru Malaysian Airlines, Harus Mengiktiraf Kesatuan Sekerja Dan Tidak Menafikan Kebebasan Berpersatuan (Freedom Of Association)


Kami, 67 kesatuan sekerja, organisasi masyarakat awam/badan bukan kerajaan dan kumpulan yang disenaraikan di bawah terkejut apabila syarikat milik kerajaan Malaysia, Malaysian Airlines Berhad(MAB), syarikat yang mengambil alih sistem penerbangan Malaysia, memilih untuk mengabaikan permohonan untuk pengiktirafan oleh National Union of Flight Attendants Malaysia(NUFAM).

Di Malaysia, sebelum sesuatu kesatuan sekerja boleh berunding dan membuat Perjanjian Kolektif (CBA) dengan majikan, majikan perlu terlebih dahulu memberi pengiktirafan kepada kesatuan sekerja tersebut. Kegagalan MAB untuk segera mengiktiraf NUFAM memberi gambaran negatif pada Malaysia yang mempunyai tanggungjawab untuk menghormati hak-hak pekerja terutama Kebebasan Berpersatuan, yang juga merupakan hak yang termaktub dalam Perlembagaan Persekutuan Malaysia.

Berasaskan undang-undang sedia ada, NUFAM telah memohon kepada MAB untuk pengiktirafan melalui surat bertarikh 11/9/2015.

Seksyen 9(3) Akta Perhubungan Perusahaan 1967 menyatakan, ‘…An employer or a trade union of employers upon whom a claim for recognition has been served shall, within twenty-one days after the service of the claim- (a) accord recognition; or (b) if recognition is not accorded, notify the trade union of workmen concerned in writing the grounds for not according recognition…’ [‘…Bahawa majikan atau kesatuan majikan kepada siapa satu tuntutan pengiktirafan disampaikan harus, dalam masa dua puluh satu hari selepas penyampaian tuntutan pengiktirafan tersebut – (a) memberikan pengiktirafan; (b) jika pengiktirafan tidak diberikan, memaklumkan kepada kesatuan sekerja pekerja berkenaan dalam bentuk penulisan alas an mengapa pengiktirafan tidak diberikan….’]

MAB langsung tidak ada budi bahasa untuk menghantar apa pun jawapan kepada NUFAM dalam jangkamasa 21 hari yang diperuntukkan, di mana ini boleh dianggap kelakuan tidak wajar khususnya kerana MAB merupakan syarikat milik kerajaan Malaysia.

Saperti yang diperlukan undang-undang melalui surat bertarikh 6/10/2015, NUFAM telah dalam bentuk tulisan melapurkan kepada Ketua Pengarah Perhubungan Perusahaan(DGIR) untuk mengambil langkah perlu atau melakukan penyiasatan demi memastikan ‘… the competence of the trade union of workmen concerned to represent any workmen or class of workmen…’ [‘…kelayakan kesatuan sekerja pekerja berkenaan untuk mewakili pekerja atau kelas kelas pekerja….’] di dalam MAB, dan untuk menentukan ‘…by way of secret ballot, the percentage of the workmen or class of workmen, in respect of whom recognition is being sought, who are members of the trade union of workmen making the claim… ‘melalui undi sulit,memastikan  peratusan pekerja atau kelas pekerja, untuk siapa pengiktirafan dituntut, yang merupakan ahli kesatuan pekerja yang menuntut pengiktirafan…’ Keputusan undi sulit mesti menunjukkan bahawa lebih 50% dari pekerja yang layak menyertai kesatuan sekerja berkenaan  menyokong kesatuan berkenaan, di mana mereka yang tidak berpeluang mengundi akan diambilkira sebagai mereka yang tidak menyokong kesatuan berkenaan.

Lebih daripada 40 hari telah berlalu, dan DGIR masih belum memberikan sebarang respon kepada NUFAM. Memandangkan ramai pekerja kini diambil kerja sebagai pekerja kontrak jangka tetap, tindakan pantas dan cekap diperlukan dari pihak berkuatkuasa. Kelewatan ini memprejudiskan pekerja.

Apabila kesatuan sekerja di Malaysia berjaya mendemonstrasikan bahawa mereka mempunyai sokongan lebih 50% pekerja yang layak menjadi ahli melalui undi sulit, dan Menteri memutuskan pengiktirafan majikan diberikan, kini ada setengah majikan yang akan mencabar keputusan ini di Mahkamah dan hak yang timbul akibat pengiktirafan boleh tergantung bertahun-tahun lamanya – pekerja dan kesatuan sekerja yang merana.

Bila sistem penberbangan Malaysia dahulunya di bawah Malaysian Airlines Systems Berhad(MAS Bhd), NUFAM telah berjaya dalam undi sulit dan Menteri buat keputusan NUFAM diiktiraf MAS Bhd. Malangnya, MAS Bhd telah memulakan tindakan semakan kehakiman di Mahkamah mencabar keputusan Menteri, di mana kes ini masih belum selesai.


Union Busting – Menubuhkan Entiti Undang-Undang Berasingan Yang Baru

Ada syarikat swasta dahulunya menubuhkan satu entiti undang-undang berasingan yang baru, dan kemudian memindahkan asset dan perniagaan daripada syarikat sedia wujud kepada entity baru(syarikat baru), di mana ini akan membunuh kesatuan sekerja sedia ada – memaksa pekerja bermula sekali lagi proses menubuhkan, mendaftarkan dan seterusnya mendapatkan pengiktirafan untuk kesatuan baru untuk pekerja yang kini kerja dalam syarikat baru. Ini merupakan strategi yang digunakan juga untuk menyingkirkan pepmimpin pekerja dan pekerja yang cukup berani untuk berjuang menentang eksploitasi.

Adalah sangat mengecewakan apabila kerajaan Malaysia mengunakan kaedah sama untuk ‘union busting’(menghancurkan kesatuan sekerja) bagi syarikat milikan kerajaan dan/atau syarikat GLC.

Malaysian Airlines Systems Berhad(MAS Bhd) merupakan syarikat yang dulu mengendalikan sistem penerbangan Malaysian Airlines dengan lebih kurang 20,000 pekerja. Apa yang telah berlaku adalah MAS Bhd dikatakan  telah memindahkan asset dan perniagaan sistem penerbangan mereka kepada satu entity undang-undang berasingan, Malaysian Airlines Berhad(MAB), dan memberhentikan lebih kurang 20,000 pekerja MAS Bhd. 

MAB, syarikat baru yang mengambil alih Malaysian Airlines, telah mengambil pekerja baru, antara lain  lebih kurang 14,000 bekas pekerja MAS Bhd.  Semua kesatuan sekerja dalaman (in-house unions) yang wujud di MAS Bhd secara berkesan telah/akan mati.

Kini, MAB bebas kesatuan sekerja. 

NUFAM kemungkinan kesatuan sekerja pertama yang menuntut pengiktirafan daripada MAB – di mana pengiktirafan diperlukan kesatuan sekerja untuk mewakili pekerja ahli mereka dengan lebih baik dalam MAB, dan juga untuk membolehkan kesatuan memasuki Perjanjian Kolektif (Collective Bargaining Agreement) dengan MAB.


Moratorium Untuk Semua Tindakan Mahkamah Melibatkan MAS Bhd

Yang memburukkan lagi keadaan adalah Malaysia telah meluluskan undang-undang baru  – Malaysian Airline System Berhad (Administration) Act 2015, yang antara lain,  telah secara berkesan menghalang akses menuntut keadilan melalui Mahkamah dengan cepat. Satu moratorium kini berkuatkuasa menghalang Mahkamah meneruskan dengan kes-kes melibatkan MAS Bhd. Bila moratorim ini akhirnya ditamatkan, ianya mungkin sudah terlewat. Keadilan yang dilambatkan adalah keadilan yang dinafikan.


Kerajaan Malaysia Memiliki Syarikat Lama dan Syarikat Baru

Kerajaan Malaysia, melalui dana pelaburan strategik Khazanah Nasional, adalah tuan punya kedua-dua MAS Bhd dan MAB yang baru ini. Justeru, kerajaan Barisan Nasional kini di bawah Perdana Menteri Najib Tun Razak yang boleh dianggap bersalah melakukan ‘union busting’. Penafian pengiktirafan cepat kepada NUFAM dan mungkin kesatuan sekerja lain oleh Malaysian Airlines Berhad(MAB) boleh dianggap tindakan anti-pekerja dan anti-kesatuan sekerja.

Undang-undang Malaysia berkenaan kesatuan sekerja adalah menindas dan anti-pekerja.


KAMI MENUNTUT :- 

-   Malaysian Airline Berhad(MAB), sebuah syarikat milik Malaysia, segera mengiktiraf National Union of Flight Attendants Malaysia(NUFAM);

-   Bahawa kerajaan Malaysia akan memastikan bahawa semua syarikat milik kerajaan dan/atau yang ada kaitan dengan kerajaan(GLC) akan menetapkan standard tertinggi berkenaan menghormati hak pekerja dan kesatuan sekerja di Malaysia;


-    Bahawa Malaysia segera meratifikasi Konvensyen ILO Convention No. 87 Freedom of Association and Protection of the Right to Organise Convention, 1948, [ILO No. 87 Kebebasan Berpersatuan dan Perlindungan Hak untuk Mengorganisasi Konvensyen, 1948], yang merupakan satu daripada 8 konvensi inti asas;

-     Bahawa Malaysia segera meminda dan/atau memansuhkan undang-undang berkenaan kesatuan sekerja yang tidak mematuhi piawaian antarabangsa terutama kebebasan berpersatuan. 


Charles Hector
Mohd Roszeli bin Majid
Pranom Somwong

Untuk dan bagi pihak 67 organisasi, kesatuan sekerja dan kumpulan yang disenaraikan

ALIRAN
Asia Monitor Resource Centre (AMRC)
Association of Maybank Executives
BPSLU (Batangas Pier Stevedores and Dockworkers Labor Union), Philippines
Center for Trade Union and Human Rights (CTUHR), Philippines
Centro De Reflexión Y Acción Laboral (CEREAL), México
Clean Clothes Campaign(CCC)
Committee for Asian Women (CAW)
CBBRC (Crispin B. Beltran Resource Center), Philippines
Daeduck Employees Union- Ind. , Philippines

Eagle Ridge Employees Union, Philippines
Electronic Industry Employees Union (EIEU) Southern Region, Peninsular Malaysia
GoodElectronics Network
Hyesung Workers Union-Ind., Philippines
IDEAL Institute for Development of Alternative Living
Institut Rakyat
Inverclyde Advice and Employment Rights Centre, Scotland
Jaringan Kampung Orang Asli Semenanjung Malaysia /JKOASM
Jaringan Orang Asal SeMalaysia
Jawatankuasa Bertindak Kuala Lumpur Tak Nak Insinerator

Kalikasan People's Network for the Environment, Philippines
Kesatuan Eksekutif AIROD
Kesatuan Eksekutif Canon Opto
Kesatuan Pekerja-Pekerja Mitsui Copper Foil(MCFEU)
Knowledge and Rights with Young people through Safer Spaces(KRYSS)
LINTAS NUSA - Batam Indonesia
MADPET (Malaysians Against Death Penalty and Torture)
Malaysian Youth and Students' Democratic Movement (DEMA)\
Malaysia Physicians for Social Responsibility
MAP Foundation for the Health and Knowledge of Ethnic Labour, Thailand

Migrant CARE
Myanmar Migrants Rights Centre
Nagkakaisang Manggagawa ng Keyrin Electronics-Ind. , Philippines
NAMM(Network of Action for Migrants in Malaysia)
National Union Employees in Companies Manufacturing Rubber Products (NUECMRP)
National Union of Flight Attendants Malaysia(NUFAM)
National Union of Journalist (NUJ) Cawangan Utusan Melayu
National Union of Transport Equipment & Allied Industries Workers (NUTEAIW)
North South Initiative
Paper Products Manufacturing Employees’ Union of Malaysia (PPMEU)

Parti Rakyat Malaysia(PRM)
Pax Romana ICMICA
People & Planet
Perak Women for Women Society
PERMAS (Persatuan Masyarakat Selangor & Wilayah Persekutuan)
Persatuan Kesedaran Komuniti Selangor (EMPOWER)
Persatuan Komuniti Prihatin Selangor dan Kuala Lumpur
Persatuan Sahabat Wanita Selangor (PSWS)
Projek Dialog, Malaysia
Sahabat Rakyat 人民之友

Samahan ng mga Manggagawa sa Eagle Ridge Golf Course and Residential Estate, Philippines
SAVE Rivers
SAWO (Sabah Women's Action Resource Group)
Selangor and KL Hokkien Association Youth Section
Solidarity of Cavite Workers, Philippines
Tenaga Nasional Junior Officers Union (TNBJOU)
Tenaganita
The Alternative ASEAN Network on Burma(Altsean-Burma)
Workers Assistance Center, Inc (WAC) , Philippines
WH4C (Workers Hub For Change)

Yayasan Chow Kit
Yayasan LINTAS NUSA – Batam. Indonesia
CWI Malaysia (Committee For Workers’ International)
Cividep, India

Kesatuan Pekerja-Pekerja Dalam Perkhidmatan Perubatan Dan Kesihatan Swasta
Kesatuan Pekerja-pekerja Perodua EngineManufacturing Sdn. Bhd
Kesatuan Pekerja-Pekerja Perusahaan Otomobil Nasional Sdn Bhd (KPP Proton)

Nota: Ini hanya merupakan penterjemahan Bahasa Malaysia kenyataan bersama asal dalam Bahasa Inggeris.

See earlier post:-67 Groups :- Government-Owned MAB, the new Malaysian Airlines Operator, Must Recognize Unions and Not Deny Freedom of Association.


Thursday, November 19, 2015

TPPA akan paksa Malaysia meminda undang-undang pekerja/KS supaya lebih adil? Tapi...







Unions mobilize to stop trans-Pacific trade deal

IMG_8648crop
by Drew Atkins 

When it comes to issues of globalization, Washington State serves as a unique battleground.

It’s the most trade-dependent state in the country, according to the Department of Commerce, and the largest U.S. exporter on a per capita basis. As such, it is uniquely poised to benefit from deals like the Trans-Pacific Partnership (TPP), the far-reaching international trade accord approved last month between the U.S. and 11 other countries, and currently being considered by Congress. The deal, which was eight years in the making, would boost exports by lowering or eliminating the tariffs on many domestic products.

However, Washington is also a stronghold for organized labor, which has grown extremely wary of such agreements, believing past deals like the North American Free Trade Agreement (NAFTA) have put American workers in a weaker negotiating position, and led to the mass displacement of jobs. According to a report by the left-leaning Economic Policy Institute, NAFTA led to a net loss of almost 700,000 U.S. jobs between its passage in 1994 and 2010. Edward Alden, a senior fellow at the Council on Foreign Relations, connects the trade agreement to the rise of income inequality in the U.S., due to its effects on the manufacturing sector.

“Since NAFTA, U.S. trade policy has made it easier for companies to move jobs to low-wage countries, with no protections for either workers or the environment,” says Jon Holden, president of International Machinists Association District 751, a union representing over 35,000 current and retired workers from Boeing. “From what we’ve heard, TPP is no different.”

Before the details of TPP went public on November 5, organized labor was already fighting it, using social media campaigns and direct outreach to rally opposition. Now that the full text of the accord has been released – clocking in at over 2,700 pages – advocates of the deal and labor unions are both drawing battle lines, as Congress hunkers down for months of debate over its approval.

Eric Schinfeld, President of the Washington Council on International Trade, says organized labor’s opposition to the deal is misplaced, and the deal would lead to “historic gains” in worker standards, both in the U.S. and in TPP partner countries Australia, Brunei, Canada, Chile, Japan, Malaysia, Mexico, New Zealand, Peru, Singapore and Vietnam.

“Globalization is absolutely having a negative impact” on labor standards, Schinfeld says. “But the issue is that we live in global economy and there’s no coming back from that. So what are the rules? Without TPP, we aren’t writing the rules. We’re playing by the rules set by other countries, like China.”

Schinfeld says the trans-Pacific agreement is a solution to globalization’s “race to the bottom” for workers, in which the citizens of affluent countries must compete for jobs against those who’d do the same work for a fraction of the cost. This agreement will improve standards in partner countries, he says, raising the bar worldwide.

Past trade agreements have made the same claims, says Dan Jacoby, a professor of economics and labor at the University of Washington, but reality didn’t live up to the rhetoric. According to a 2014 report by the U.S. Government Accountability Office, the labor standards laid out by past trade agreements haven’t been subject to thorough enforcement.

“Ultimately, we do want to have global agreements that improve standards,” says Jacoby. “But unless there’s something in this deal that changes the competitive differential between local workers and those in low-wage countries, I don’t see why labor unions would be sanguine about this. What’s going to be promoting labor standards on the low end of the pay scale, and how will that be enforceable? I’m not sure why we’d expect to see anything different from TPP than what we’ve seen from agreements in the past.”

Put another way, the crux of the TPP debate isn’t just the standards it lays out, but whether those standards will actually be enforced. Senator Elizabeth Warren, one of Congress’ most outspoken opponents of the deal, calls this the biggest issue at hand.

“Even if… rules strike the right balance among competing interests, the true impact of a trade deal will turn on how well those rules are enforced,” Warren wrote in a Boston Globe editorial. “And that is the fundamental problem: America’s current trade policy makes it nearly impossible to enforce rules that protect hard-working families, but very easy to enforce rules that favor multinational corporations.”

But Schinfeld says the agreement is “historically strong” on enforcement. He describes the labor standards in the agreement – which could make it easier for workers in partner countries to unionize, for example – as “fully enforceable.”

“What that means is that, for the first time ever, violations of the agreement in regard to labor standards will be treated as economic violations, and subject to sanctions,” says Schinfeld. “Previously we’ve only had the ability to raise flags about labor standards not being met. But that’s not what inspires action. You have to use economic sanctions and actions. I understand people in the labor community are poo-pooing it, but we’ll see historic gains in labor rights under this agreement.”

Whatever the case, IAM 751’s Holden says he sees little chance that unions will support the agreement. The Teamsters, for example, have launched a Twitter campaign against the deal, using the hashtag #TPPWorseThanWeThought.

“What experts see in this agreement is language heavily tilted toward big business and financial institutions,” says Holden. “Those are the parties who negotiated it in secret. I can’t point to any way we’d support it. Right now we’re discussing how to identify the areas where it’s lacking. And those areas are the same as other trade deals and where they failed to deliver.”

By opposing TPP, unions have rendered it toxic for some Democrats, despite a major push by President Obama in favor of the deal. It’s one likely reason that Washington Senators Maria Cantwell and Patty Murray were notably slow to support “fast track” approval of the deal, which would prevent amendments to it from being considered in Congress. Hillary Clinton, who was party to many TPP discussions as Secretary of State, also recently came out against the deal, likely to court labor support. AFL-CIO President Richard Trumka, called her opposition “a critical turning point” and “invaluable in our effort to defeat TPP.”

On the day Clinton’s opposition to the deal was announced, I had an opportunity to interview former Washington governor, U.S. Commerce Secretary, and ambassador to China Gary Locke, who has been one of TPP’s biggest champions. Asked to speak specifically to labor’s concerns with the agreement, and how it could affect organized labor at companies like Boeing, he refrained. Instead, he offered an over 400-word answer that only hinted at how American workers would fare under the agreement, made no mention of unions, and focused on arguments reminiscent of NAFTA proponents: that the accord will expand the market for U.S. products overseas (video of Locke’s full comments here, at the 9:30 mark).

“So what this agreement is trying to do is raise the level and the expectations and the standards imposed on things grown or produced in other countries so that we’re not at such a disadvantage,” Locke said. “When I was Commerce Secretary under President Obama, we had a model. We were really trying to encourage exports. Because there’s a huge demand for high quality, ‘Made in the USA’ goods and services….The more that American companies export, the more they produce. The more they produce, the more workers they need, and that means jobs. Good paying jobs.”

The Washington Council on International Trade argues the same thing in a recent factsheet, pointing out that Washington exports have increased 141 percent with free trade agreement partners since 2004. “In trade agreements, the U.S. has very little to lose and a lot to gain,” the factsheet says.

But TPP will need Democratic votes to pass, and labor has sway on that side of the aisle in Congress. While Republican legislators have been much more supportive, a poll shows overwhelming distrust toward the deal among GOP voters, with a large majority of Republicans believing it will have a negative effect on wages and salaries in the country. In his clear hesitancy to address how U.S. workers could be affected by TPP, Locke may have hinted at the issues that could ultimately scuttle the agreement. - Crosscut.com - news of the great nearby, 17/11/2015

Wednesday, November 18, 2015

62 Groups - Government-Owned MAB, the new Malaysian Airlines Operator, Must Recognize Unions and Not Deny Freedom of Association.

Joint Statement – 19/11/2015

Government-Owned MAB, the new Malaysian Airlines Operator, Must Recognize Unions and Not Deny Freedom of Association.

We, the 62 undersigned trade unions, civil society organisations and groups are shocked that Malaysian government owned Malaysian Airline Berhad (MAB), the company that took over Malaysian Airlines, chose to ignore the application for recognition by the National Union of Flight Attendants Malaysia(NUFAM). 

In Malaysia, before a Union can proceed to negotiate and enter into a Collective Bargaining Agreement(CBA), the employer needs to recognize the said Trade Union.  MAB’s failure to immediately recognize NUFAM reflects badly on Malaysia who has the duty to respect worker rights especially the freedom of Association, which is also a right enshrined in the Malaysian Federal Constitution.

In accordance to the existing law, NUFAM applied to MAB for recognition vide a letter dated 11/9/2015.

Section 9(3) Industrial Relations Act 1967 states that, ‘…An employer or a trade union of employers upon whom a claim for recognition has been served shall, within twenty-one days after the service of the claim- (a) accord recognition; or (b) if recognition is not accorded, notify the trade union of workmen concerned in writing the grounds for not according recognition…’

MAB did not even have courtesy of replying to NUFAM within the stipulated 21 days, which can be considered conduct unbecoming especially of a Malaysian government owned company. 

As required by law, vide letter delivered on 6/10/2015, NUFAM then reported the matter in writing to the Director General for Industrial Relations to take such steps or make such enquiries to ascertain the ‘… the competence of the trade union of workmen concerned to represent any workmen or class of workmen…’ in MAB, and to determine ‘…by way of secret ballot, the percentage of the workmen or class of workmen, in respect of whom recognition is being sought, who are members of the trade union of workmen making the claim. The result of the secret ballot must demonstrate that more than 50% of the qualified employees are for the Union, whereby those that never had the opportunity to vote are taken as being against the Union.

More than 40 days has lapsed, and the DG for Industrial Relations has not yet responded to NUFAM. Given that many employees are hired as fixed-term contract employees, speedy efficient action is required by the authorities. Delay prejudices workers.

Even when Unions in Malaysia are successful in demonstrating that they have the support of more than 50% of all qualified employees in a secret ballot, and the Minister decides that recognition is to be accorded by the employer, some employers are challenging this decision in court and as a result rights that come with recognition is put on hold for many years to the detriment of workers and their union. 


When the Malaysian Airlines was previously operated by Malaysian Airlines Systems Berhad(MAS Bhd), NUFAM succeeded at  the secret ballot and the Minister decided that NUFAM is recognized by MAS Bhd. Unfortunately, MAS Bhd commenced a Judicial Review action in court challenging the Minister’s decision, and this case is still pending.

Union Busting – Creating a New Legal Entity

Private sector companies have been known to in the past form a new separate legal entity, and then transfer assets and business from the existing company to this new entity, thereby killing existing unions – forcing workers to start all over again to form, register and get recognition of unions in the new entity. This strategy is also used to get rid of worker leaders and workers brave enough to fight exploitation.

It is disappointing that the Malaysian government is using a similar ‘union busting’ strategy for government owned and/or government-linked companies (GLCs). 

Malaysian Airlines Systems Berhad(MAS Bhd) was the company running the Malaysian Airlines with about 20,000 employees. What was done was that MAS Bhd apparently transferred their assets and the airline business to a newly created separate legal entity, Malaysian Airlines Berhad(MAB), and terminated  about 20,000 MAS Bhd Employees. 
MAB, the new company that took over the Malaysian Airlines, employed new employees, amongst them some 14,000 ex-MAS Bhd employees. All the in-house trade unions that existed in MAS Bhd were effectively killed.

Now, MAB is free of trade unions. 

NUFAM may be the first union that is seeking recognition from MAB – whereby recognition is needed to better represent their worker members in MAB and to enter into a Collective Bargaining Agreement.

Moratorium on all court action involving MAS Bhd
To make matters worse, Malaysia passed a new law – Malaysian Airline System Berhad (Administration) Act 2015, which amongst others, effectively prevented speedy access to justice through the courts. A moratorium was put in place preventing court actions involving MAS Bhd from proceedings. When the moratorium is finally lifted, it would likely be too late. Justice delayed is justice denied.

Malaysian Government Owns The Old And New Company

Malaysian government, vide its strategic investment fund Khazanah Nasional, owns both MAS Bhd and this new MAB. Hence, it is the current Barisan Nasional government under Prime Minister Najib Tun Razak that is now possibly guilty of union busting. The denial of speedy recognition of NUFAM and possibly other unions by the new Malaysian Airline Berhad(MAB) can be said to be anti-worker and anti-trade union conduct.

Malaysian Trade Union Laws are oppressive and anti-worker.

WE CALL FOR
-          The Immediate recognition by Malaysian Airline Berhad(MAB), a Malaysian owned company, of National Union of Flight Attendants Malaysia(NUFAM);

-          The Malaysian government to ensure that all government owned and/or government-linked companies(GLCs) set the highest standards when it comes to respecting worker and trade union rights in Malaysia;

-          That Malaysia immediately ratifies ILO Convention No. 87 Freedom of Association and Protection of the Right to Organise Convention, 1948, which is one of 8 fundamental core conventions;

-          That Malaysia immediately amend and/or repeal trade union laws that are not compliant with international standards especially freedom of association. 

Charles Hector
Mohd Roszeli bin Majid
Pranom Somwong


For and on behalf the 62 organisations, trade unions and groups listed below

ALIRAN
Asia Monitor Resource Centre (AMRC)
Association of Maybank Executives
BPSLU (Batangas Pier Stevedores and Dockworkers Labor Union), Philippines
Center for Trade Union and Human Rights (CTUHR), Philippines
Centro De Reflexión Y Acción Laboral (CEREAL), México
Clean Clothes Campaign(CCC)
Committee for Asian Women (CAW)
CBBRC (Crispin B. Beltran Resource Center), Philippines
Daeduck Employees Union- Ind. , Philippines

Eagle Ridge Employees Union, Philippines
Electronic Industry Employees Union (EIEU) Southern Region, Peninsular Malaysia
GoodElectronics Network
Hyesung Workers Union-Ind., Philippines
IDEAL Institute for Development of Alternative Living
Institut Rakyat
Inverclyde Advice and Employment Rights Centre, Scotland
Jaringan Kampung Orang Asli Semenanjung Malaysia /JKOASM
Jaringan Orang Asal SeMalaysia
Jawatankuasa Bertindak Kuala Lumpur Tak Nak Insinerator

Kalikasan People's Network for the Environment, Philippines
Kesatuan Eksekutif AIROD
Kesatuan Eksekutif Canon Opto
Kesatuan Pekerja-Pekerja Mitsui Copper Foil(MCFEU)
Knowledge and Rights with Young people through Safer Spaces(KRYSS)
LINTAS NUSA - Batam Indonesia
MADPET (Malaysians Against Death Penalty and Torture)
Malaysian Youth and Students' Democratic Movement (DEMA)\
Malaysia Physicians for Social Responsibility
MAP Foundation for the Health and Knowledge of Ethnic Labour, Thailand

Migrant CARE
Myanmar Migrants Rights Centre
Nagkakaisang Manggagawa ng Keyrin Electronics-Ind. , Philippines
NAMM(Network of Action for Migrants in Malaysia)
National Union Employees in Companies Manufacturing Rubber Products (NUECMRP)
National Union of Flight Attendants Malaysia(NUFAM)
National Union of Journalist (NUJ) Cawangan Utusan Melayu
National Union of Transport Equipment & Allied Industries Workers (NUTEAIW)
North South Initiative
Paper Products Manufacturing Employees’ Union of Malaysia (PPMEU)

Parti Rakyat Malaysia(PRM)
Pax Romana ICMICA
People & Planet
Perak Women for Women Society
PERMAS (Persatuan Masyarakat Selangor & Wilayah Persekutuan)
Persatuan Kesedaran Komuniti Selangor (EMPOWER)
Persatuan Komuniti Prihatin Selangor dan Kuala Lumpur
Persatuan Sahabat Wanita Selangor (PSWS)
Projek Dialog, Malaysia
Sahabat Rakyat 人民之友

Samahan ng mga Manggagawa sa Eagle Ridge Golf Course and Residential Estate, Philippines
SAVE Rivers
SAWO (Sabah Women's Action Resource Group)
Selangor and KL Hokkien Association Youth Section
Solidarity of Cavite Workers, Philippines
Tenaga Nasional Junior Officers Union (TNBJOU)
Tenaganita
The Alternative ASEAN Network on Burma(Altsean-Burma)
Workers Assistance Center, Inc (WAC) , Philippines
WH4C (Workers Hub For Change)

Yayasan Chow Kit
Yayasan LINTAS NUSA - Batam Indonesia

Thursday, November 12, 2015

Budaya dan cara kempimpinan Kesatuan Sekerja(KS) terus lemahkan Union?

Jika kepimpinan Union mahu bertindak sendiri - dan bukan secara bersama dengan semua ahli Union, Union atau pergerakkan buruh akan terus menjadi lemah.

Ada MP dan ADUN di Malaysia, bila masa dekat pilihanraya turun padang menjumpa rakyat tetapi selepas itu untuk lebih kurang 5 tahun langsung tak berapa berminat berjumpa dengan rakyat...atau berbincang sama...atau mendapatkan pendapat rakyat. Wakil Rakyat - kalau tak ada perbincangan dan proses membuat keputusan, bagaimana benar-benar boleh berfungsi sebagai 'wakil rakyat'. 

Selepas dipilih, wakil rakyat bukan kata langsung tak turun padang, ada juga padang - dia akan lambai tangan, senyumm salam tangan, mengucapkan tahniah bila orang kahwin, mengucapkan takziah bila orang meninggal...dan akan datang beri ceramah - tapi enggan selalu berbincang panjang atau menerima soalan - atau sampai kepada pendirian bersama.

Jika ada masalah, YB akan kata 'Jangan Risau, Saya Akan Selesaikan', dan jarang sekali menyatakan 'Ayuh, mari bincang bersama dan kita cuba menyelesaikan bersama'.  

'Jangan Risau, Saya Sendiri Akan Selesaikan' - Cara ini tidak akan melibatkan rakyat dalam perjuangan, dan tidak juga akan memperkasakan rakyat supaya bakal berani berupaya berjuang sendiri.

Cara kedua lebih baik iaitu - 'Ayuh, mari bincang bersama dan kita cuba menyelesaikan'

Dengan cara ini, rakyat diajar berdikari dan terlibat dalam perjuangan - tidak lagi bergantung kpd hanya seorang saja selesaikan masalah. Rakyat akan lebih 'confident' dan perjuangan menjadi perjuangan rakyat. 

Alternatif pertama - masalah rakyat diselesaikan seorang wakil rakyat - menjana sifat 'dependency'  rakyat - sifat tidak yakin diri ada kuasa dan keupayaan menyelesaikan masalah. Kini ada pekerja yang ada tuntutan hak pekerja, mereka digalakkan pi jumpa YB untuk dapat surat sokongan. Ini langsung tak diperlukan Jabatan berkenaan > tetapi adalah cara memberi gambaran 'kalau tak disokong YB, rakyat sendiri tak akan menang'...

Kepimipinan Union pun malangnya kini mengunakan cara pertama yang digunakan wakil rakyat - sedih sekali. Apa-apa masalah yang berkemampuan menyelesaikan hanya pemimpin dan bukan pekerja bersatu dalam solidariti.

Cara kepimpinan ini melemahkan union - bukankah pekerja bersatu untuk berjuang bersama? Kini peluang 'berjuang' dirampas oleh seorang pemimpin atau jawatankuasa union. Cara ini tidak memperkasakan kaum buruh di Malaysia - tetapi menjana pemikiran pekerja sendiri secara solidariti tidak berdaya atau mampu berjuang - perlu sangat pemimpin sendiri yang berjuang. 

Lama kelamaan kesan cara kepimipinan sedemikian hanya akan melemahkan union - fungsi ahli hanya nampaknya membayar yuran KS - dan bukan lagi berjuang bersama untuk menuntut hak atau melawan eksploitasi. Pekerja tak diperkasakan...dan akhirnya union sendiri lemah - kerana pengalaman berjuang bersama tidak ada. Bahkan pengalaman berjuang pun tidak ada....akhirnya perasaan solidariti pun akan lemah. Ini sudah dapat dilihat di Malaysia bila masa pun penglibatan ramai diperlukan saperti bila KS buat piket - peratusan ahli yang keluar berpiket sangat rendah...mengapa ini? 

Nilai solidariti dan sentimen 'perjuangan bersama' harus dipupuk...dan diperkuatkan. Kini banyak Kini, KS tak ada pun aktiviti atau perjumpaan bulanan sesama sendiri atau dengan kepimpinan. Sebenarnya interaksi pemimpin dan ahli pun berkurangan. Yuran KS pun tak dibayar terus kepada KS - tetapi dipotong dari gaji dan disalurkan terus kepada KS. Banyak KS tidak pun ada risalah bulanan(mingguan) supaya mereka tahu apa-apa isu yang berlaku yang menjejas mereka. 

Yang berinteraksi mungkin 'worksite committee' dan exco KS yang bermesyuarat sebulan sekali - tetapi apa yang lama-kelamaan hilang adalah semangat 'kebersamaan' dan solidariti di antara semua ahli union.

Perjumpaan Ahli KS - di sini biasa semua ahli dapat bersuara menyatakan isu dan pendapat, masa mereka menyoal pemimpin dan dapat jawapan. Di Indonesia, kehadiran diwajinkan untuk semua ahli KS - dan jika ahli ponteng mesyuarat bulanan (atau dua minggu sekali) ini, ahli itu akan diminta tunjuk sebab mengapa keahlian mereka tidak dilucutkan. 

Mengapa begitu serius sampai keahlian boleh dilucutkan?
Sebab bagi KS kekuatannya adalah bahawa ahli 'BERSATU' dan sanggup 'BERJUANG BERSAMA' tanpa kira risiko kepada diri sendiri. Justeru disiplin perlu - dan jika ahli ponteng ini bermakna bahawa ahli tersebut tidak boleh diharap, mungkin sudah hilang semangat solidariti dan kemungkinan juga bakal akan 'derhaka' kepada KS bila diperlukan. 

Pekerja ponteng tak prihatin tentang warga pekerja lain. Lebih baik dibuang dari KS sekarang - mereka tidak mahu ahli yang hanya bayar fi KS untuk tujuan menikmati faedah CA(Perjanjian Bersama) - mereka mahu ahli yang kuat, yang mempunyai nilai solidariti, yang bila kemudian diperlukan ambil tindakan akan datang tanpa memikirkan risiko pada diri sendiri.

Seorang pemimpin Union Indonesia menyatakan bahawa sekiranya tidak boleh dapat 80-90% ahli KS untuk menyertai piket atau protes, mereka tidak akan mengambil tindakan sedemikian} Bukankah malu bila KS buat piket, sebilangan kecil sahaja yang keluar mengambil bahagian. Keadaan ini akan semestinya menjejaskan pengaruh KS bila berurusan atau berunding dengan majikan....akan Majikan ketawa sahaja kata KS sebenarnya tidak pun ada sokongan ahli....ada 2000 ahli atas rekod, tapi yang keluar protes hanya 100.

KS perlu selalu menunjukkan bahawa kekuatannya bukan 'atas paper' saja - tetapi mereka mempunyai sokongan semua ahli mereka. Jika piket/protes kesemua akan keluar protes. Justeru, jika pun mereka nanti panggil strike SEMUA ahli akan tak masuk kerja. 

Kini KS di Malaysia sudah kehilangan sokongan dan komitmen ahli mereka, dan Majikan sedar - kerajaan pun sedar. Justeru, kini bila KS atau kepimpinan KS menuntut apa-apa, majikan (dan juga kerajaan) tak mengambilnya serius kerana anggappan mereka KS mungkin hanya ada sokongan 5-15% keahlian sahaja - yang lain tidak akan dengar cakap KS atau pemimpin mereka...

Cara kepimpinan telah menyebabkan perkara ini berlaku... 

Cara menunjukkan 'kebersamaan dan solkidariti' ada banyak cara - tak perlu sangat protes atau piket. Aktiviti KS yang mendapatkan kehadiran majoriti pun boleh tunjukkan kekuatan dan sokongan ahli - saperti melalui mesyuarat bulanan, program sosial melibatkan semua dan lain-lain. 

Nak hantar surat bantahan atau tuntutan jika ditandatangani semua ahli pun akan membuktikan bahawa ini tuntutan bersama ahli - mungkin ini perlu kita buat sekarang - kerana kuasa dan solidariti union perlu sangat dibuktikan dari masa ke masa. 

Baru dengar cerita dari satu kilang di mana tidak ada KS, mereka ada tuntutan mengenai isu gaji, di mana surat tuntutan dibuat dan semua pekerja telah menandatangani. Respon majikan cepat di mana majikan segera mengadakan perjumpaan dan terus membayar apa yang dituntut. Syabas - kerana walaupun mereka tak ada KS berdaftar, pekerja bersatu berjuang mampu menang.

Kalau tanya pemimpin, mereka kata masalah kini adalah 'ahli'. Kalau tanya ahli, mereka kata 'pemimpin'. Bagi saya, kedua-dua mempunyai tanggungjawab mengapa KS kini dianggap lemah oleh majikan (dan juga kerajaan) --- tetapi yang lebih bertanggungjawab adalah kepimpinan kerana mereka GAGAL memperkasakan semangat solidariti dan ahli mereka sendiri. 

Cara kepimpinan adalah satu yang harus di-TRANSFORMASIkan. 

Jika pemimpin hanya leka tak mahu berubah, masa sudah tiba untuk ahli memilih kepimpinan yang baru. Pemimpin perlu berani...perlu kuat...perlu arif..dan mempunyai sifat 'Ayuh kita berbincang, membuat perancangan dan bertindak bersama'...dan bukan jenis 'wakil rakyat' yang katakan 'usah risau saya buat apa yang perlu'....