Obstacles removed for working people

The opinions and questions of employees are satisfactorily answered by the boards of directors of companies and enterprises at the dialogue or information channel, helping the employees to be confident to work in the harmonious and stable labor relationship.

Timely resolution

In the past, Bowker Gary Lew Co. Ltd. of Dong An Industrial Park had a strike lasting five days, affecting the company and its workers. Facing the situation, the labor union and the board of directors of the company coordinated a dialogue conference reporting on the production and business operations of the company, including cuts in purchase orders affecting the company’s production plan. The Board of Directors being determined to improve the working environment and rearrange the factory has tried to acquire purchase orders even small ones to resolve the needs of employment and income for workers. The company can retrieve greater purchase orders in the high-quality progress of delivery thanks to the efforts of the board of directors and the contributions and cooperation of its workers.

Workers join the dialogue with leaders of Thuan An Town, enterprises, and labor union officers

After the presentation of the board of directors was dozens of recommendations made by the workers regarding the annual leave, allowances, and meal quality. All proposals were satisfactorily answered by the board. For the first time an employee conference was held successfully at Bowker Gary Lew Company with directly elected Board of Representatives to represent the employee in dialogue with the board of directors. Since then, dialogues have been held in turn. At these meetings, issues of wages, bonuses, welfare, and caring for Tet were set and resolved satisfactorily. Workers are excited because they know that their opinions are heard. In addition to the dialogue and conferences, the company also organizes other forms of communication between employees and business owners to encourage workers to talk. Each worker is given phone numbers filled out by a leader, a union president, and a business leader so that they could text and make phone calls about sensitive issues.

Nguyen Quang Huy, President of of Labor Union of Bowker Gary Lew Company, said: "The dialogue is for understanding which is useful for the company. Thus, the thoughts and the aspirations of workers are timely and thoroughly resolved. In particular, extraordinary dialogue to build harmonious labor relationship.

Flexibility

As a rule, businesses must hold dialogue with employees at least four times a year. This regulation is difficult for many enterprises, but in reality, some enterprises have flexible and creative ways to build effective information channels between employees and employers and help create stable and harmonious labor relationship. Business executives meet employees directly at the factory about 30 minutes on the first day of the month to exchange information and address requests from workers and requirements against them. It is the responsibility of the directors to allow the employee to send text message via mobile phone about relevant issues that the two sides need to address.

At some businesses, the directors may spend an hour at the weekend to meet their workers to exchange information. Through understanding most of the businesses that maintain a good dialogue mechanism are units that have stable labor relationship as material and spiritual life of workers are taken care of.

Nguyen Minh Tien, the president of labor union of General Footwear Company Limited at An Phu Ward in Thuan An Town said that the advantage of the company is that dialogue with workers has been taken care of by the company from the beginning. In addition to the regulatory dialogue, the company has many other forms such as exchanges of information with employees by its CEO on the results and business plans, profits, emulation awards, productivity, and labor safety. Ngo Huu Tri, president of Trade Union of Precious Garments Vietnam Co., Ltd. at Dinh Hoa Ward in Thu Dau Mot City, offered a way: "Organizing dialogue at work to achieve high efficiency, the union must develop a concrete plan. Leaders must prepare documents carefully and choose the participants in the dialogue and get their ideas in advance. After the dialogue, the HR department must remind the relevant departments to be responsible for resolving and responding to the comments and questions of employees.”

From conferences of dialogue with employees, many companies and enterprises have actually found common voice with workers and signed collective labor agreement to harmonious relationship for sustainable development of company and business operations.

Reported by Kim Ha – Translated by Vi Bao

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