推进工资集体协商是实施富民强省、构建和谐江苏的重要举措。但现阶段的工资集体协商在具体工作实践中难免出现这样那样的问题。如:从一些企业的工资集体协议文本看,不少是上级工会制定的合同范本或法律条文的照抄照搬,合同内容大同小异,过于原则、笼统,不能体现行业特色和企业特点,针对性和可操作性不强。工资集体协议的签订要经过提出要求、协商准备、形成草案、职代会审议后双方首席代表签字、报送劳动保障部门审查、经审查无异议后生效并公布等程序。而目前一些企业签订工资集体协议带有任务观点,提交职代会讨论也只是走走形式,把先建机制变成先签协议,致使工资集体协商流于形式。在企业建立工资集体协商制度并不难,难的是如何实现整个工作的规范化、制度化,如何建立起一种行之有效的运行机制。有些企业没有对签订的工资 Promoting wage-collective bargaining is an important measure for implementing the policy of enriching the people and strengthening the province and building a harmonious Jiangsu. But at this stage of wage collective bargaining in specific work practices inevitably appear such a problem. For example, judging from the text of the wage collective agreement of some enterprises, quite a few copy or copy the contract models or legal provisions formulated by the higher-level unions. The contents of the contracts are similar and in principle too general and can not reflect the characteristics of the industry and the characteristics of the enterprises, pertinence and operability Sex is not strong. The signing of the wage collective agreement must be submitted to the request, consultation and preparation, the formation of a draft, after consideration of the workers congress, the two sides signed the chief representative, submitted to the labor and social security department for review, no objection after the review came into force and announced the procedures. At present, some enterprises sign a collective agreement on wages with a mission point of view, submitted to the workers' congress discussion is only a walk-in form, the first construction mechanism into the first sign agreement, resulting in the collective wage negotiations. It is not hard to set up collective bargaining system in the enterprise. The difficult part is how to standardize and institutionalize the entire work and how to establish an effective operation mechanism. Some companies do not have a signed salary