Collective Bargaining Agreement Hong Kong

It became the subject of the labour issue in Hong Kong, where the pro-democrats used it as an attack on the FTU, which supported the repeal of collective bargaining. Workers` rights to representation, consultation and collective bargaining (僱員表權體談判權條諮詢權 in Chinese) are a repealed Hong Kong law that provides for workers` rights to representation, consultation and collective bargaining. and deal with related or related issues. It was introduced by trade unionist Lee Cheuk-yan to the Colonial Legislative Council on the eve of Hong Kong`s handover in April 1997, but was repealed in October 1997 by the Provisional Legislative Council (PLC). The pro-Beijing Ministry of Labour, Employers and the Federation of Trade Unions of Hong Kong (FTU) and the Hong Kong Federation and Kowloon Labour Unions (FLU) rejected the law, mainly on the grounds that collective bargaining had no tradition in Hong Kong, where employers and workers have a „harmonious relationship“. [1] Following the transfer of Hong Kong sovereignty, the regulation was frozen for the first time on 17 July 1997 by the Provisional Legislative Council (PLC) on the basis of the review of the Labour Advisory Board (LAB), a tripartite body appointed by Chief Executive Tung Chee-hwa. A majority of LAB members felt that it was not appropriate to initiate collective bargaining. [2] It was frozen along with three of the six other regulations adopted by the Colonial Legislative Council as private members` bills, including the reason that these laws were hastily passed during the last week of the legislature, in June 1997, without proper debate in the Legislative And Public Consultation Committees. Asia, labour relations, collective bargaining, business committees The bill was introduced by worker-friendly legislator Lee Cheuk-yan of the Hong Kong Confederation of Trade Unions (CTU). Under the bill, workers were granted the right to be represented and heard by a union delegate and were covered by a collective agreement negotiated by a „representative“ union. A union may also apply for recognition by the employer if their affiliation represents more than 15% of employees and represents more than 50% of these workers. Other provisions were the introduction of collective bargaining and the introduction of an obligation for employers to allow union representatives to receive paid leave for representation, consultation and collective bargaining negotiations. [1] The bill was passed by the Legislative Council on 20 June 1997, with the support of the Council`s pro-democracy camp.