Information Disclosure & Union Right to Consultation

1. Information Disclosure &Union Right to Consultation Workers Participation in Management

2. Which company is good and promising? A or B Company A Company B Obscure Exclusive One man control Irresponsible Confrontational Dishonest Hostile Corrupt • Transparent • Inclusive • Participatory • Responsible • Cooperative • Honest • Friendly • Clean

3. Good and promising company • What we need to make our company good and promising? • What is precondition of transparent, cooperative and participatory company ? Information & Dialogue consultation / agreement between workers and management

4. Ideas: Workers Participation in Management • Industrial Democracy • Workers participate in decision making, share responsibility and authority in the workplace • Workplace Democracy • Application of democracy in all its form (voting system, discussion, dialogue) to the workplace. • Codetermination • Employees have an important role in management of a company. • Information disclosure and union’s right to consultation are essential to be equal partners.

5. Case: GermanyAct on Works council Workers Right to Information Workers Right to Consultation/Agreement Personnel management Dismissal Job training Recruitment rules Workplace arrangements Job contents Start/end and change of working hours Wage payment and its change Company welfare Recruiting and transferring an individual worker • Making or introducing an employment plan in the workplace • Introducing a new working process • Arranging new equipment and factory structure • Building, rebuilding and expanding factory

6. Case: KoreaAct on Employee’s Participation Workers Right to Consultation Workers Right to Consultation Wage payment and wage system Introduction of new machine and technology or improvement of working process Revision of work rules Company welfare Installation of monitoring equipment like CCTV Maternity protection and family-work balance • Sharing of performances (profits) • Recruitment and training • Health & safety, working environment • Personnel management • Dismissal, retraining, job transferring due to managerial or technical reasons • Working hours and rest hours

7. Case: KoreaAct on Employee’s Participation Workers Right to Information Workers Right to Agreement Job training and skill development Company welfare • Overall managerial plan and output • Quarterly production plan and output • Personnel and workforce plan • Economical and financial situation

8. OECD GuidelinesChapter 3. Information Disclosure • MNC should ensure that timely, regular, reliable and relevant information is disclosed. • MNC should disclose basic information showing their name, location, and structure, the name, address and telephone number of the parent enterprise and its main affiliates, its percentage ownership, direct and indirect in these affiliates, including shareholdings between them.

9. OECD GuidelinesChapter 3. Information Disclosure • MNCs should also disclose material information on: • The financial and operating results of the company. • Company objectives. • Major share ownership and voting right. • Members of the board and key executives, and their remuneration (pay). • Material foreseeable risk factors. • Material issues regarding employees and other stakeholders. • Governance structures and policies.

10. OECD GuidelinesChapter 3. Information Disclosure • MNC is encouraged to communicate additional information on: a) Social, ethical and environmental policies of the MNCs and other codes of conduct. b) Information on systems for managing risks and complying with laws, and on statements or codes of business conduct. c) Information on relationships with employees and other stakeholders.

11. ILO Recommendation 129 • General conditions of employment, including engagement, transfer and termination of employment; • Job descriptions and the place of particular jobs within the company structure • Possibilities of training and prospects of advancement within the undertaking; • General working conditions; • Occupational safety and health regulations and instructions for the prevention of accidents and occupational diseases;

12. ILO Recommendation 129 • Procedures for the examination of grievances as well as the rules and practices governing their operation and the conditions for having recourse to them; • Personnel welfare services (medical care, health, canteens, housing, leisure, savings and banking facilities, etc.); • Social security or social assistance schemes in the undertaking; • Regulations of national social security schemes to which the workers are subject by virtue of their employment in the undertaking; • General situation of the company and prospects or plans for its future development;

13. ILO Recommendation 129 • Explanation of decisions which are likely to affect directly or indirectly the situation of workers in the company • Methods of consultation and discussion and of co-operation between management and its representatives on the one hand and the workers and their representatives on the other. • In the case of a question which has been the subject of negotiations between employer and workers in the company or of a collective agreement concluded at a level beyond that of the company, the information should make express reference thereto.

14. CBA and Workers’ Participation in Management • Knowledge is a power and a precondition to be an equal partner with employers. • Workers must participate in management for sustainable development, transparency and growth of our company. • CBA is an useful tool for workers’ participation in management. • Insert the chapter 3 of the OECD Guidelines on MNEs into our CBA. • Not by our workplace union alone, but together with FOL and other workplace unions.

15. BASF Supervisory Board