Documentos de Académico
Documentos de Profesional
Documentos de Cultura
January 2012
. Evaluation and Reflection of the Year 2011
. Prospect of Labor-Management
Environment of the Year 2012
. Request
Chapter 1
20%
- 80% of the 648 new unions were separately
established from the exis<ng unions belonging to
Federa<on of Korean Trade Unions (FKTU) and Korean
80% Confedera<on of Trade Unions (KCTU).
- 20% of the 648 new unions were newly established in
no-union companies
Everland
Resort
Identified Jang- Discovered
hee's illegal use of Informing Jo
paper
car number plate Jang-hee of
informing the
organizing
inaugural
disciplinary
meeting of Kim, Young-tae,
Discovered Identified Established pro- committee and
labor union suspended from his
seditious intervention by company union dismissal duty for 2 months.
documents external forces
(Jun. 4th.) (Jun. 17th.) (Jun. 20th.) (Jul. 7th.) (Jul. 11th.) (Jul. 13th.) (Jul. 19th.) (Aug. 1st.) (Aug. 30th.) (Nov. 9th.)
Submitted a Made an
Press
report of the application for
conference in Requested 3-
establishment of remedy of unfair
front of the
Samsung union month labor practices
Everland Resortchildcare
and unfair
leave dismissal against
Filed a complaint of Jo. Jang-hee to
Plural Labor Union
of unfair labor the labor relations
Enforcement (Jul. 1st.)
practices to commission
Shinmungo run
by government
Samsung Union
Labor Union
Company
- If you do not attend, you may be disadvantaged on the basis of the article
200-2 of the Criminal Procedure Code.
workplace
Civil Honorable Labor Ombudsman Policy
the Court rejected in piles arrest warrants against the union leaders,
Related with the Hanjin Heavy Industries and Construction.
A guideline to provide protection for
in-house subcontracting workers
2012
Labor-Management Strategy
Strategy Basis
In the second year of plural unionism at company level
we should FIRMLY build the permanent basis for labor-management stability
By THOROUGHLY complementing unsatisfactory factors appeared in 2011
Operation of total
Concentration of our all power for
countermeasure system
early solution in case of union
for preventingg labor-
establishment
management trouble
Implementation Direction
Operation of total countermeasure system
for preventing labor-management trouble
Basic direction
General
inspection on > All the 48 workplaces of the group made
countermeasur general inspections
e arrangement to check weak points such as countermeasure
for plural capability in case of emergency and workplace-
unionism level organizational management
(Jan.~Feb. The Everland Resort was ranked in the bottom
2012) 10 companies in the inspection made in the
early of the year. But, the company was able to
make a systematic countermeasure to the union
establishment by increasing actual battle
capacity.
1. Maintain of emergency countermeasure system
continuous
reinforcement > Discover poor departments/classes in
of organization management and additional
organizational assignment of a field manager
management
system at The Electronics officially assigned 716 field
workplace managers between February ~ March, 2011,
(~April 2012) within the semiconductor/LCD facilities engineer
occupational groups, which had poor
organization management due to the absence of
field management system
2. Thorough organizational management at workplace
Operation of
organization > Continuous operation of CEO-chaired
al Organization Management Meeting on monthly
managemen basis
t teams
(Jan., 2012~) As of July 2011, 47 (98%) out of 48 companies
of the group implemented it. However, the
operational performance has been decreased
Reinforcement with the reason of managerial deterioration.
of workplace
organizational
management
(Jan., 2012~)
Evaluation and
reward on
organization
management
performance
(Jan., 2012~)
2. Thorough organizational management at workplace
Effective
operation of
organization
al
managemen
t meetings > Continuous provision of the materials on
(Jan., 2012~) Know-how on Organizational Management for
workplace supervisors.
reinforcement Regular distribution of know-how on
of the organizational management, good cases and
workplace legal information, etc.
organizational
management > Implementing company-level training on
support organizational management for workplace
(Jan., 2012~) supervisors more than once a year.
Evaluation and
rewards on
organizational
management
performances
(Jan., 2012~)
2. Thorough field organization management
Effective
operation of
organization
al
managemen
t meetings
(Jan., 2012~)
Reinforcement
of the
workplace
organizational > The organizational management performances
management is reflected with 20-30% in yearly comprehensive
support evaluation on executives and managers.
(Jan., 2012~)
Evaluation > Awarding the excellent cases and relevant
person in group-level trainings
and rewards on Announcement and award in supervisor
organizational trainings, selecting the excellent cases of
management organizational management
performances
3. Continuous reduction of poor performers / trouble makers
> Reclassifying and taking action towards trouble-makers such
Reclassific
as promotion failure / low-performance ranked employees
ation and Utilizable persons: making them as allied army through
minimizati promotion, position change, job transfer etc.
on of Non-utilizable persons: prepare an action plan such as
trouble- voluntary resignation and job placement, etc.
makers The Precision Material had failed to manage core trouble-
(Feb.~ makers by strategic promotion or activity control, so the person
April., was elected as employee representative in September 2011.
2012) > Seeking employees with extraordinary recruitment-path such
as the regularization of precarious workers and developing
action plan.
58% of the Everland Resort employees, where the Samsung
Union was established, had came from precarious work. 4
union members also did from precarious work.
3. Continuous reduction of poor performers / trouble-makers
Profile
> Continuous gathering of proofs concerning the
arrangeme irregularities in case of the establishment of labor union
nt of
trouble- SMD produced and is utilizing the Encyclopedia
makers concerning the trouble-making individuals for the purpose
and the of systematic control towards trouble- makers, which
Minimizing
gathering compiled personal preference, internal acquaintances,
ofofproofs
the assets, drinking capacity, etc.
resistance
to the
reduction
by active
application
of CDC
(Jan.
2012~)
3. Continuous reduction of poor workers/trouble-makers
Profile
arrangemen
t of trouble-
makers and
the
gathering of
proofs
Minimizing of > Leading to natural kick-out of poor performers /
the trouble-makers through job placement
resistance to
the reduction Implemented 369 cases of job placement in 13
by active companies with CDC in 2011 (cumulative total: 3,562
application of cases)
CDC (Jan.
2012~)
4. Eradication of illegal/irrational practices
Reduction of > Include overtime exceeding 8 hours to extra work.
overtime
work and The Electronics was two times sued for excessive work
hour by the late Kim of LCD, the late Park of IT etc. SMD
extra work
was investigated on a charge of the violation of extra work
violating laws regulation of office worker by the Ministry of Labor, and
(~Mar.2012) scheduled to submit its improvement plan by March 2012
The executives should hold meetings less than 10times monthly and leave the office
before 18:00.
Invest extra hours in organizational management such as meeting with employees.
The late Kim had to be applied by three shifts with three teams. However, he actually
worked two shifts with 12 work hours or had a day shift. He had worked 100 hours of
overtime per month for 9 months before the accident, which means 8 months of violation.
* The widow of the late manager Park, who died of stomach cancer in September
2011, asserted that my husband died from overwork in connection with
external labor groups and joined illegal protests.
Preventi
ve > PR Campaign through SBC broadcast, single pop-up
activity etc. (4 times a year)
against In case of sexual harassment and insulting, manager
sexual and the person had severe penalties.
harass
ment Sexual harassment occurred 26 times in 2010, 22
and times in 2011.
Solution
insultingof Lee Eun, who worked for the Electricity, published a
illegal book (living in Samsung, Oct. 2011)
subcontract
factors and
improvemen
t of
discriminati
on against
precarious
workers
* In recent 3 years 54 cases of sexual harassment happened within the Group.
39 out of the 54 cases (72%) were related to alcoholic drink.
Bitch, Fuckin asshole, Ill rip your trap. Youve got to be careful
should I give you a pay? Youre worthless, you just got sick every time
*uck, its only you saying at the end of September. You must finish it at the
end of August, youll need 1 day, stupid
I cant stand with the insult and humiliation from your mouth and instant
messaging
During the group training for promoted employees, he posted complaints about
labor-management training on Twitter (8 times)
Every video clip, shown from the HR department head of Samsung Electronics
condemning labor unions, was highlighting violent aspect of labor unions. In
turn, what he wants to say is that labor union is illegal and violent group as
well as professional demonstrators
Diversify
contents > Introduce diverse training methods such as panel
arousing discussion and role play, etc.
generational
sympathy > Raise the level of concentration by complementing
(Jan.~Feb., audio-visual contents in training materials
2012)
Continue
organization
al
manageme
nt &
training for
key groups
5. Deepening of sympathy-oriented labor-management training
Diversify
contents
arousing > implement special training for keeping tension among
generations supervisor group at workplace
sympathy * Executives, field managers, department managers
(Jan.~Feb., (7,020 persons)
2012) raise training effect by reorganizing training schedules
by industry and occupational group
Continue
organizationa > Implement trainings to reinforce working capability of
l managers who deal with precarious workers (100
management persons).
& * The guidelines for the correction of discrimination
Training for against precarious workers and legal regulation
key groups
regarding subcontract, etc.
(March
2012~)
6. Implementation of various activities for grievance settlement
reinforce
the function
of grievance
settlement
> Operate a hot-line which helps managers settle
through
received grievances easily
official
channel of
* Build supporting system such as integrated call center
organizational
for staff sector and website for managers, etc.
management
(January
2012~)
6. Implementation of various activities for grievance settlement
Expand
grievance > expand grievance settlement channels in multi-
settlement direction in order to promote executives/employees
channels for to find solution by themselves
executives/
employees Listen to grievances, opinions and proposals
self- among executives/employees in anonymity.
purification Use the channels to neutralize negative opinions
(April 2012~) of employees and create friendly public sentiments.
Expand
grievance
settlement
channels for
executives/
employees > Check compliance and progress rate of the
self- practical solution for each company developed in
purification November 2011
(April 2012~)
If executives/employees grievances are not
Inspect the
solved properly, conflicts and stress will be
implementatio accumulated, causing the increase of suicide and
n of mental labor-management accident, etc.
health
management Current situation of suicide within the Group: 00
for employees persons in 2009 00 persons in 2010 00
(January persons in 2011
2012~)
* an employee, Park OO from the LCD of the Electronics, attempted to throw
himself for suicide in September 2011
The employee, Park OO, who were monitored with special attention due to
frequent absence without notice, did not go to work. He tried to throw himself
from his dormitory room after removing window screen. But, his trial was
discovered in early stage and stabilized.
The person failed to throw himself for suicide, because of the fixed-
type window screen, delaying him one hour to disorganize it.
As the person with special attention hadnt come to work, the
department head operated emergency network, requesting the
dormitory staff to check him.
The dormitory housemaster moved to the persons room and
persuaded him for 30 minutes, and blocked suicide.
7. Create rational and healthy organizational culture
present
gifts For
employees
anniversaries > present CEO autographed letters and gifts for
(January, birthdays, childbirths, and wedding anniversaries
2012~)
if we send a baby hat or socks
for childbirths of employees
along with CEO autographed letter of congratulation
or, small gifts such as a cake with CEOs name table on birthdays
of employees or their parents,
Enhance
organizational > raising club joining rates and promoting club
satisfaction by activities (the present: 38% goals: over 50%)
clubs
(January, operate a designated week for club festivals and a
2012~) day for clubs over group companies
Improving
employees current number of clubs : 1,590
pride by (86 thousand employees among 2,280 thousand )
donations and
voluntary
activities
(January,
2012~)
Revise
institutions to
spread
creative
organization
culture
7. Create rational and healthy organizational culture
Enhance
organizational
satisfaction by
clubs
(January,
2012~)
Improving > continue donation campaigns arranged by each
employees company (once/ a quarter)
pride by
donations and the amount of donation during Jan. and Nov. 11
voluntary : 21.4 billion won by employees and companies (about
activities 20 million dollars)
(January,
2012~) >volunteer activities were increased at workplaces/
Revise
emloyees poorly managed in term of organizational
institutions to
management (increased more than once a year)
spread
creative
organization
culture
7. Create rational and healthy organizational culture
Enhance
organizational
satisfaction by
clubs
(January,
2012~)
Improving
employees
pride by
donations and
voluntary
activities
(January,
2012~) > Taking peculiarities of each company into
Revise consideration, introduce additional practices such as
institutions to autonomic work, at-home/remote work
spread
creative in Nov.11, 24(41%) among group member
organization companies are operating autonomic work
culture
8. Maintain comparative advantages in terms of wages and welfare benefits
provide
free breakfast > In order to dramatically improve loyalty of
& dinner at employees, review positively to provide free breakfast
manufacturing and dinner
plants
(to be * Estimated additional expense is 28 billion won(about
reviewed) 25 million dollars) per year
8. Maintain comparative advantages in terms of wages and welfare benefits
introduce
practices to > demand outside actors to, expand autonomic
Solve the legal work system and introduce American white-collar
debaters on Exemption to labor laws.
overtime/extra In group, improve a wage system for office jobs
work
Raise
company
According to the existing wage system about
contribution to
overtime exceeding 8 hours in weekdays, 32 hours a
personal
month are covered by a blanket wage system; but
pensions for
the rest amount of overtime lacks a legal basis
employees (to
be review)
when inspecting, Korean Ministry of Labor has a
Expand stance to ask that suggests that to any overtime pay
beneficiaries should be given hourly
and items of
medical cares
(to be review)
8. Maintain comparative advantages in terms of wages and welfare benefits
introduce
practices to
Solve the legal
debaters on
overtime/extra > Raise company contribution to personal pension in
work
Raise order to stabilize employees lives after retirement and
company improve their job involvement
contribution to
personal
pensions for As average life span.
employees (to Extends, employees are under greater burden for
be review) sustenance issue after retirement
Expand
beneficiaries
and items of
medical cares
(to be review)
8. Maintain comparative advantages in terms of wages and welfare benefits
introduce
practices to
Solve the legal
debaters on
overtime/extra
work
Raise
company
contribution to
personal
pensions for
employees (to
be review)
> if employees join a medical insurance of Samsung
Expand
Fire Insurance, s/he can add more recipients with
beneficiaries
expanded support items
and items of
medical cares
* An additional of children and a support to non-
(to be review)
payment items will be available
9. Strategic nurture and utilization of the Joint Labor-Management Council
Secure
legal
representative > when each company elects members of its joint
ness of the labor-management council, it needs to secure a
joint labor- labor representativeness according to the Labor
management Standards Act,
council (during
2012)
Enhance * State expressly the election of labor
CEOs representatives and the majority votes of employees
interests and when it announces an election of labor-management
attention to council
the joint labor-
management If employee representatives of a joint council gain
council legality, a company is able to introduce /change a
(January, new/existing practice by making an agreement with
2012~) the representatives without 50% consent from all
employees
10. Strengthen practical countermeasure capacity of the HR department
Maintain
actual-battle
training of > Intensive training for HR executives/ labor-
labor- management head managers/staffs (900 persons)
management
supervised by * Secure problem-solving capability by case studies on
our
Improve
group Renault Samsung Motors, Hanjin Heavy Industry etc.
actual-battle
(Mar.~ May,
capability
2012) of
HR
department
supervised by
each company
(January
2012~)
Rebuild sound
workforce
within
companies
(~June 2011)
10. Strengthen practical countermeasure capacity of the HR department
Maintain
actual-battle
training of
labor-
management
supervised by
our
Improve
group
actual-battle
(Mar.~ May, > Implement a simulation training for all staffs in
capability
2012) of related areas such as:
HR HR/PR/JA etc. (once per a quarter)
department > Benchmarking the excellent cases of
supervised by countermeasure arrangements among group
each company companies (twice a year)
(January
2012~)
Rebuild sound
workforce
within
companies
(~June 2011)
10. Strengthen practical countermeasure capacity of the HR department
Maintain
actual-battle
training of
labor-
management
supervised by
our
Improve
group
actual-battle
(Mar.~ May,
capability
2012) of
HR
department
supervised by
each company
(January
2012~)
Rebuild sound
workforce
> After rearranging defense force, conte-measure force
within
to union activities and opinion leaders, implement
companies
simulation trainings and mindset trainings on a regular
(~June 2011)
basis
Defense force Opinion leaders Countier-measure against
union activities
Role be mobilized for Figure out collective complaint and Interfere union activities inside
defense In case of the signals for union establishment, companies, for example hand-
workplace invasion by and form public opinion for written wallposters removal,
outsiders companies and perform pro-company
activities
Selection scale Secure the scale 10% of in a department employees 0.5% of employees in a
according to Strong loyalty to the company workplace
workplace size Consider position, gender ratio * Foster 2~5 persons per a
labor-management staff
Securement method After acquiring a nurture continuously in the long term Use relationship with labor-
prearranged list, Under responsibility of executives/ management staffs
contact and form department heads
the force through a
department head in
emergency
Maintenance plan Implement a rapid Share company situation and Manage individually under the
training at the spot in implement grievance settlement/ supervise of HR executives
emergency, no consultation by regular one-to-one * Use them as opinion leaders
advance trainings meetings during a period of labor-
management stability
* Note: Provide appropriate incentives to maintian continuous trust keep a complete security on the sound workforce
list (operating a point organization)
2. Concentration of all capacity from the related areas for the
early resolution at the time of labor union establishment
Basic direction
Expand
> Immediately organize a team in which HR/PR/JA/
and local council participate to counter for new unions
strengthen an activisties media play and lawsuit/accusations
emergency T/
Prevent
F team > Share information with our group by real-time basis
internal
and discuss counter measures
disturbance
and
connecting
to the union
trouble-
Attempt to
makers
early
collapse
(if
necessary)
2. Countermeasures of unionized companies
Expand
and
strengthen an
emergency T/
Prevent
F team
internal
>Prevent employees from involving in disturbance and
disturbance
any waves in the company by issuing statements from
and
the existing or the joint labor-management council and
connecting
intensify in-hands management over trouble-makers
to the union
trouble-
Attempt to
makers
early
collapse
(if
necessary)
2. Countermeasures of unionized companies
Expand
and
strengthen an
emergency T/
Prevent
F team
internal
disturbance
and
connecting
to the union
trouble-
Attempt to
makers If the new labor union doesnt have enough rational for
early
establishment and doesnt have supporters, persuade
collapse
union members to drop out from the union and to
(if
withdraw union establishment while giving careful
necessary)
attentions to unfair labor practices
The Labor Union and Labor Relations Adjustment Act, Article 90 (penalty)
A person who violates article 81 (regulations on unfair labor practice)
will be sentenced to be in prison at most two years and be fined up to
20 million won(20 thousand dollars dual penalty provisions).
legally
Without hesitation, refuse a request of a new labor
refuse the union for collective bargaining by making excuse of
requested the existing agreement signed by the existing union
collective
bargaining But, 4 companies with PU (paper union) should
make decisions after they analyze the possibility of
early disruption of a new labor union and consider
Trigger
public criticism regarding PU as holdout union
internal
division of a when opened to public
new union
Cause intra-
labor
conflicts by
manipulating
the existing
unions
Enforcement decree ofof The Labor Union and Labor Relations Adjustment Act, The 10th -
clause of article 14
[the term of position maintenance of an exclusive bargaining right union]
in case of two-year effective period of a collective agreement
: until the expiration date of the collective agreement
when a two-year collective agreement is concluded between the existing union
and a company on June 10, 2011
legally
refuse the Isolate leaders by using dismissals or suspensions
requested after securing the evidence of illegal activities, while
collective inducing simple participants to disaffiliate the new
bargaining union by arranging meetings between co-workers/
department heads and them
legally
refuse the
requested
collective
bargaining
Trigger
internal
division of a
new union
Cause intra-
labor >after the existing union highlights the weaknesses of a
conflicts by new union to dilute the new unions justification,
manipulating mobilize the existing unions members to urge the new
the existing members to drop out from the new member
unions
2. Countermeasures of unionized companies
deactivate
the new
> Induce to demolish the new union which stopping
union by
union activities and making the new union inmobile by
criminal and
claiming a large amount of compensation for damage,
civil suits
apply for an injunction and imposing financial pressures
when illegal
3. Countermeasures of nonunionized companies
Persuade
>Press the new unions members to drop out from
the new the union and withdraw the establishment by
unions mobilizing the labor-management council and
members to opinion leaders
withdraw the
establishment
Immediately after a new labor union is established
It's not allowed for the company union to participate collective, after the
announcement of schedule to confirm which union to have exclusive right
request
A Notice by voluntary decision-
for Announcement of
Employer over making among
collective a confirmation plan
CB (for 5 days) unions
bargaining (for 7 days) (Within 14 days)
(1st day)
start
request
A Notice voluntary a majority
for Announcemen Making a joint of
collective by Employer decision-making union bargaining
t of a collectiv
bargainin over CB among unions representatives CB team (Within
confirmation e
g (for 7 days) (Within 14 days) (Within 10 days) 5 days)
plan (for 5
(1st day) ) bargaini
days)
) ng
when a In case of
In case of
company does not union appeal
when a company union appeal
notice - In case of union Labor Relations
Labor Relations
claim -> Labor Relations appeal a company Commission
Commission
for division of Commission will ask revise the (Within 10+10
(Within 10+10
bargaining unit -> for measures for announcement(wit days)
days)
Labor Relations crrection hin 5 days)
Commission (within 10 days)
- In case of an
makes decision extra objection
(within 30 days) Decision of Labor
Relations
Commission
3. Countermeasures of nonunionized companies
induce
internal
> Hindering union postings, union activities, during
conflicts by
working hours, unions tent-setting by utilizing
mobilizing
company regulations, and apply disciplinary actions
disciplinary
after collecting evidences
actions
against
Deactivate * Initiative leaders: after collecting the evidence of
theleaders
new union illegal activities, make lawsuits and claim a
by criminal compensation for damage, give disciplinary
and civil suits dismissals, if necessary, and make isolated by giving
when illegal suspension
activities are *simple participants: urge the participants to withdraw
found by mobilizing co-workers or supervisors
3. Countermeasures of nonunionized companies
induce
internal
conflicts by
> make lawsuits against the newly-established union,
mobilizing
when illegal activities are found, claim a large amount
disciplinary
of compensation for damage and, apply for an
actions
injunction in order to impose an financial pressure
against
Deactivate
theleaders
new union - Be carefully deal with unions suit of unfair labor
by criminal practice, but must win with legal experts.
and civil suits
when illegal Be aware of cutting unions expansion brought by
activities are unfair labor practice
found
Union Register Stage Expansion Stage Collective bargaining
Stage
Refuse CB
to the limit of
> If a company union is recognized as bargaining
laws
representative union, make an agreement with that
(after a union
union(valid for two years)
is recognized
as a bargaing
If a new union is not a company union but
partner)
become to have an exclusive right to bargain: make
a start the bargaining but delay as long as possible
by using legal excuse
first Coll
submis
meeting Settl
betw
sio ec
n
een
of tiv e
St unio
n e m
ar and pro
po bargai en
t man
sal 105
age
s
ni t
Union Register Stage Expansion Stage Collective bargaining
Stage
stall and
> put off the main barraging by engaging in
do hard group negotiations and defoliate the union by
bargainin urging union members to withdraw from the
g union
illegal After the first bolter, the power of the union
assemblies > take a firm stance from the first step over
and strikes; rapidly weaken; negotiation place, time,
neutralized decision rules, which daunt the union
by criminal Quarterly mock collective bargaining were
and civil done in 2011
suits ( 167 HR Directors and 192 negotiation experts,
total 359 who finished the course)
> Keeping the no special treatment policy will
weaken the bargaining power of the union
and intice in illegal acts from the union 105
Union Register Stage Expansion Stage Collective bargaining
Stage
stall and do
hard
bargainin
g Respond sincerely to the unions accusation of
unfair labor practice, and make it sure to win
illegal
the lawsuit brought the union by utilizing
assemblies lawyers
and strikes; Bring a lawsuit/accusation against the new
neutralized unions illegal activities and put high pressure
by criminal on the union by requesting a large amount of
and civil compensation for damage
suits
105
Chapter 4
Special Request
108
109