| Regional economic development is inseparable from the contributions of employees,but labor disputes such as wages and benefits also require more attention.HD enterprises registered in Qingdao,actively responded to the collective negotiation deepening and promotion year activities,carried out collective negotiation,and carried out collective negotiation on special wage matters.In practice,the negotiating parties have also exposed some problems,and the preset functions and roles have not been fully realized.The special collective bargaining contract for wages must take into account the legitimate rights and interests of both the employees and the enterprise,as well as give sufficient attention to difficulties or obstacles in implementation and supervision.Besides the foreword and conclusion,the main body is divided into three parts:The content of the first chapter focuses on the theoretical and normative analysis of the wage special collective contract.The purpose of the establishment of special collective bargaining on wages is to change the disadvantaged position of individual employees when signing labor contracts.Whether it is the juxtaposition of labor contracts and collective contracts in the "Labor Law" or the "Labor Contract Law" stipulating collective contracts as special provisions of labor contracts,it shows that collective contracts have their own value.If it is considered that the collective contract has made up for the shortcomings of the labor contract and supplemented the contract form under the labor standard system,then it is possible to weaken the independent value of the collective contract.Regarding the subject of the wage special collective contract,whether the labor union is the subject of the contract,there is a dispute between the agent and the parties.The subjects of the signing of the collective contract are the representatives of the trade union and the enterprise,but the content of the collective contract involves all employees and the enterprise.At the same time,the collective contract will be effective for the employees and the enterprise.Therefore,the subject of the collective contract should be set as corporate employees and corporate parties.The practice of recruiting professionals from outside the unit on the employee side needs to find legal basis or theoretical support.In view of the main situation of the signing of the special collective wage contract,the labor law and labor contract law presuppose the union representative and the enterprise.A practical problem arises from the incomplete correspondence between the establishment of enterprises and trade unions.The content of the second chapter is based on the special collective negotiation case of HD company salary,and analyzes the procedural issues and content issues in this process.Under the guidance of administrative agencies,HD company participates in special collective negotiation of wages.The publicity of individual employees should pay more attention to the content of special collective negotiation on wages,and the employees’ negotiation representatives should pay more attention to the knowledge and skills of special collective negotiation procedures for wages.The specific form of the workers’ conference under the special collective negotiation of wages should be limited to selective or alternative expressions.The workers ’ congress attending by representatives can be transformed into the workers’congress attending by workers,to ensure the full expression of the opinions of the workers,but changing the workers’ congress attending by worker to the workers ’ congress attending by representative may cause excessive restrictions or affect the direct exercise of rights by employees.The special collective negotiation of wages should ensure the concentration and expression of the universal and common will of the employees of the enterprise,and the ability of negotiation and expression should not be overridden.The proportion of front-line employee consultation representatives can be increased on the basis of one-third.The special collective wage contract is a branch of collective contract.In order to properly and balance the interests of multiple parties,the principle of "plenty rather than hasty" should be adopted in the issue of the time for re-signing the special collective contract of wages,and it is very necessary to leave a sufficient time window.The third chapter contains the experience and reflection on the special collective negotiation of wages.The wage growth rate of employees must match the rate of enterprise development results;if the contribution of non-employee factors to the development results of the enterprise is considered,then it is necessary to consider appropriately reducing or reducing the wage growth rate under the guidance line of wage growth in the industry.Balance the contribution of other factors to the development of the enterprise.Lawyers practice in the special collective negotiation of wages of each company,provide employees or companies with legal advice on procedures or substantive content according to the actual situation,and pay attention to their social identity and public welfare value.In advancing collective consultation matters,administrative agencies should avoid overheating and at the same time pay attention to avoiding Partiality.The wage special collective under the disequilibrium cannot affect the positive interaction between corporate income and the improvement of employee benefits,and it is not a long-term solution to increase employee wages. |
