论文部分内容阅读
为避免介入持续上升的劳资等矛盾,许多劳动者纷纷将目光投向了集体劳动合同。基于及时引导,国家也对此进行着专题调研,如中华全国总工会于2010年就将投入1000万元在10省市试点“专职协商”。通俗地说,集体合同是指工会或职工推举的代表,与用人单位依照法律法规就劳动报酬、工作条件、工作时间、休息休假、劳动安全卫生、社会保险福利等事项,在平等协商的基础上进行协商谈判所缔结的书面协议。鉴于各位劳动者的个体情况毕竟不一,而集体劳动合同又意味着应当步调一致,那么劳动者在集体协商机制下,该如何维护个体合法权益呢?下列案例也许能给你启示。
In order to avoid the conflict involving the continuous rise of labor and capital, many workers have turned their attention to collective labor contracts. Based on timely guidance, the state conducted a special survey on this issue. For example, the ACFTU will invest 10 million yuan in 10 provinces and cities in 2010 to conduct “full-time consultation.” Practically speaking, a collective contract refers to a representative elected by a trade union or an employee and on the basis of equal consultation with the employer in accordance with laws and regulations on matters such as remuneration, working conditions, working hours, rest and vacation, labor safety and health and social insurance benefits, etc. To conclude a written agreement by negotiation. In view of the fact that the individual conditions of workers are different after all, and collective labor contracts mean that they should be coordinated at the same time, how can workers safeguard the legitimate rights and interests of individuals under the collective bargaining mechanism? The following cases may give you some inspiration.