Nordic MNC JV welcomes a South Asian Trade Union

1. Nordic MNC JV welcomes a South Asian Trade Union Presented By: Sampanna Bhatta President Ncell Employee Welfare Council 7th July 2011 Manila, The Philippines

2. Why did we choose this target? • The then management style • Employees felt very helpless • Some friends suggested that trade union is the answer to this

3. What were the goals of the campaign ? • To establish an enterprise level trade union • To try to unify all the employees of the company in the trade union • To list out all our current problems and ask management to solve it immediately. • To stay apolitical all the way • To control any aggression that might lead to vandalism of company property

4. How did we plan this organizing campaign? • We planned the first initiation after the annual salary of 2009 were announced • The first plan was to form a group of 4-5 persons • After that the plan was to distribute the 4-5 people to different departments to collect signature for registering trade union. • The plan was to explain the trade union concept to everyone on the spot before getting the signature • The plan was limited to getting the trade union’s certificate after 15 days.

5. How did we structure this organizing campaign? • Few employees researched in depth • Then an executive committee of around 4-5 members was decided • The first minute was recorded - the first decision was to establish an enterprise level trade union • The executive committee found promising activists. • Together the group was now consisting 12 people. • Each of 12 people waited for employees in the morning before duty hours at the office.

6. How did we structure [contd.] • The following few days saw similar high intensity convincing within duty hours inside the office • Eventually within 5-6 days > 70 % signed their participation in establishing the trade union • Then Disobedience movement was called. Though we later realized we were illegal • After 15 days, we received the trade union certificate • A lot of rounds of executive committee meeting were held almost every day, whole day in the first 15 days.

7. What resources did we have? • We had a charismatic founding president • We had few persons who had seen formation of union closely before. • Few guys had interest from before in college unions etc. they seemed very confident and were a big reason for other general people to have courage • Because of all the humiliating treatment of the management from the past, people were really frustrated with management. • People with good PR were also recruited • We had some aggressive people • We had good speakers

8. What were the organizing strategies? • Beginning strategy was to approach people directly and convince in a one to one basis. • everyday meeting to be held to plan the very next day only. • Later development Strategy was to stay transparent and keep everyone updated about all developments • This included carrying the mass together , • After few days, when the mass was not gathering, company’s all staff email was used • Also the strategy was NO FEAR / COME WHAT MAY

9. Tactics used ? • Mass meetings • emails • Petitions • Press conference

10. What strategies and tactics worked most effectively? • Scheduled Meetings and all staff emails • Intensive explaining in both above • Continuous requests • Press conference • Confronting few managers • Warning of a dark tomorrow

11. What were the barriers we faced after organizing ? • Limited knowledge about leadership and about trade union • No knowledge of how high level decisions are made • Passive participation of many – high work load on few • Few opportunists in trade union also • Aggressive people • Management very fast and resourceful • Regular job obligations – MNC works very fast

12. What were the barriers we faced after organizing ? [contd…] • After success, jealousy inside the employees side – psychological stress • A big MNC management (with history of doing business in Euroasia ) vs Fresh College Graduates (mostly with no BG in Trade Union ) • People misunderstanding growth & talent for power games

13. What were the keys to our successes ? • Equal stress on orthodox and unorthodox style • Cleverly mixing hard power and soft power • Legal Advisor’s strategy • Showing off power but not using desperately • Intensive study to know MNC tendencies and to learn Laws and Acts • Extra Energy spent by founding committee to reach the mass • Relaying to mass any development, in detail • Showing to management we were determined • UNI mentoring • management changed its style

14. How can we grow to build our capacity further ? • Need to continue to have charismatic leaders • should have the desire to sacrifice – biggest secret • should be willing to over work • should develop a habit of studying • Should train in communication, oral and written • Should train heavily in global trends of business and of union • Should develop a capability of spotting people • Needs also Leadership style – change leadership

15. Salamatsa Inyo