|
On October 6, RENGO held the "2000 Spring Struggle/Basic Concept/Related Committee Chair Meeting" and prepared a draft of the "2000 Spring Struggle Basic Concept" based on inquiries conducted at the 27th Central Executive Committee Meeting held on August 19.
| Basic Ideas for Activities and Wage Demands |
1. General Ideas for Activities
(1) Spring Struggle Organization
Organize Spring Struggle activities through the "realization of social mechanisms for the redistribution income" aimed at closing large wage gaps as well as the higher cost of living.
Organize the Spring Struggle through activities that improve the macroeconomics and at the same time improve overall living standards.
(2) Spring Struggle Framework
To better respond to the long-term depression and the transformation of the structure of industry in the current globalization, RENGO has altered the Spring Struggle framework and been formulating four-point demands each year since the 1997 Spring Struggle. In the year 2000, RENGO will pursue its basic four-point demand structures, as in the past; seeking to raise wages, shorten working hours, improve policies/systems, and stabilize employment as well as establish fair working rules.
(3) Spring Struggle Activities
Synthesize actual management conditions with a confirmation of management principles centered around wage hike negotiations.
Define the Spring Struggle through discussion so as to revise labor agreements which include the confirmation of actual management conditions.
Further, whether or not to define the Spring Struggle through discussions meant to revise labor agreements—which will decide our highest priorities in the year 2000 including pay raises—is a question that should be left open for possible future consideration.
(4) Decision of Workers' Wages in the Public Sector
Firmly maintain the concept that wages for public workers be decided in accordance with comparable wages for workers in the private sector. RENGO will commence studying how best to reflect wages in the private sector to those in the public sector.
2. The State of Pay Hike Demands for Spring Struggle 2000
(1) Unified Demands Standard
RENGO and constituent organizations will publicly disclose real wage conditions and clarify wage goal level/amounts to seek to cause a ripple-effect. RENGO will make clear the range of wage increase necessary to obtain this and at the same time work for minimum wage goal levels.
Each industrial federation (i.e. constituent organization) will autonomously set their own standards based on their actual state of wages and industry.
(2) Grounds for Demanding Wage Increases
Secure set pay increases—or variable increases equivalent to those amounts—while focusing on maintaining/improving the standard of living for workers and correcting differentials. Based on the above, RENGO will demand wage increases in order to expand internal demand to improve the macro-economy and stabilize and recover the standard of living for workers whose real income has decreased while their family expenditures have increased.
Set practical demands given the realities of industry and business.
(3) Wage Increase Demand Methods
This should be an "Individual Wage" Method. How broad the range of increase should be will be decided by the factors listed in (2) above.
For unions with no regular wage increases, know the actual wage conditions using workers 30 and 35 years of age as a standard, and set goals in order to seek pay hikes.
Each industrial federation will individually decide methods using set goals or minimum amount levels for reference in their decisions.
(4) The Relation of Employment to Wage Increases
Aim for both "employment and wage increases" even within the current strict economic circumstances.
* Whenever unions or other organizations shelve their pay hikes, this is an exception and will be treated as an emergency aberration.
* RENGO will continuously examine the possibility of social contracts, which may be used effectively as an emergency aberration, provided that employment can be secured whenever base wage hikes are frozen.
Seek to secure employment through reductions in unpaid and paid overtime and the shortening of working hours.
* "Japanese-style work sharing" is an issue that should be left open for future discussion.
3. Wage Increase Information Disclosure
(1) Each industrial federation will be responsible for disclosing wage levels of workers 30 and 35 years of age (used as a standard) to fully take advantage of a social mechanism ripple-effect.
(2) Disclose goal level/amounts and pay hike ranges to effectively stimulate the formation of a pay hike standard and cause a general ripple effect.
(3) Placing importance on allocation negotiations, strengthening support activities, and disclosing information will be conducted under the guidance of industrial federations at unions seeking pay hikes via the Average Wage Method.
4. The Relation between Activities Correcting Differentials (Scale/Industry/ Gender) and Demand
(1) Activities elucidating fundamental causes and correcting differentials
Irrational differentials such as wages among industries/size of businesses, bonuses, severance pay, and welfare benefits exist and are growing larger.
Gender differentials are showing a decline, but the gap between workers with high school educations and those with a higher educational background is growing; as is the gap between businesses of more than one thousand workers versus smaller businesses, we see this especially in specific industries.
Institute concrete numerical goals by immediately revising "Labour Measures for the Small to Mid-sized Businesses Guidelines," especially geared toward correcting wage differentials which cause gaps in total lifetime-incomes. Secure its effectiveness through the Amended Equal Employment Opportunity Law and seek to bring these goals to fruition.
Revise the Subcontract Law (preventing deferment of subcontracting payments) for the reasonable allocation of added values and cost between main companies and their subcontractors. Empower the functions of the Anti-Monopoly Law to institute business transactions that prevent large firms from abusing their superior position.
(2) Analyze and Improve Real Allocations between and within Industries and Promote the Individual Wage Method.
Examine the steps and methods for correcting differentials at the liaison office of constituent organizations bound by industrial groups and also at each constituent organization.
Especially, consider specific activities toward solving wage differentials as part of the process of shifting to "Individual Wage" demands, and further discussion of goal levels and demand levels of constituent organizations at their liaison offices.
(3) Forum on Correcting Differentials
RENGO will hold a "Forum on Correcting Differentials" at the end of January or the beginning of February to better grasp the gaps in various labor conditions, share in the recognition to correct differentials, and take concrete actions under examination.
Expand labor-management roundtable gatherings of groups categorized by industry or business in constituent organizations and labor-management gatherings at related companies and subcontracting companies. Each local RENGO will establish places where discussion between local businesses and parent companies may take place.
(4) Expanding the "Movement for Minimum"
The "Movement for Minimum" in local areas aims to improve minimum wage levels for unionists in local businesses, especially small to mid-sized businesses, in which twenty-six local RENGO are now participating. RENGO will expand this movement with the help of local constituent organizations and promote investigation into the real state of wages.
5. Expedite the Transition to an "Individual Wage" Method
(1) Utilize and support the "Guideline Manual toward a Transition to the Individual Wage Method."
(2) Strive to reach the minimum wage goal for 35 year-old skilled workers of ¥250,000 as an index standard and conclude age-based minimum wage agreements.
(3) In order to link goal levels of small to mid-sized businesses and unions with some new employees joining at irregular times to the local "Movement for Minimum," we must institute wide-sweeping goals for full-fledged workers 30 or 35 years of age without requiring any minimum quota of years of served.
6. Activities on the Minimum Wage
(1) Basic Concept
Proceed with the following two issues. First, reach a two-part intra-firm minimum wage agreement, and second, strengthen activities to revise legal minimum wage levels and establish new goals for legal minimum wages.
(2) Reach Intra-firm Minimum Wage Agreements
Fortify activities to reach intra-firm minimum wage agreements. Specifically, divide the agreement into two parts the "minimum wage for 18 year-old workers" and "contracts applicable to all employees." The "minimum wage for 18 years old worker" should be included in the effort to pursue the "Individual Wage."
(3) Revise and Establish the "Legal Minimum Wage by Industry"
In order to set the "legal minimum wage by industry" targeting key workers, one must begin by reaching an agreement on intra-firm minimum wages between labor/management within the firm. Constituent organizations will support activities to reach an agreement as a part of the Individual Wage effort; strengthen cooperation with other constituent organizations (i.e. industrial federations) at the Industrial Liaison Council; and establish a specific committee on minimum wages in accordance with RENGO/local RENGO.
7. Activities regarding Bonuses
Demanding bonuses is important in light of the downward trend in annual wages. Set the demand standards in two ways; first by annual review, and second by review set a specific number of months.
| Activities and Demands for Shortening Working Hours |
1. The Concept Behind the Demands
Each industrial federation (constituent organization) will re-clarify concrete goals and steps to realize a 1800-hour working year.
Set goals and work to increase employment, reduce overtime work, and increase annual leaves.
2. Concrete Demands and Activities
(1) Realize a 1800-Hour Working Year and Secure Employment
Confirm a promotion plan to shorten working hours with both of labor and management.
Organize demands.
Cutback nonscheduled working hours with regard to the severe managerial situation and promote the complete acquisition of paid annual leave.
Make a point to raise premium pay rates to curb non-scheduled labor, late night labor, and work on holidays.
(2) Movement for the Revision and Preparation of the Overtime Work Agreement
Rid agreements which define overtime as exceeding 360 hours per year from every workplace and realize a 150-hour annual cap.
Reduce work on holidays and improve working conditions for late night work.
(3) Promote the Introduction and Expansion of Various Forms of Leave Systems like Sick Leave
(4) Activities on Policies/Systems such as Working Hour Legislation
Creating guidelines for late night labor by both labor and management.
Creating guidelines for work on holidays.
Raising premium pay rates.
(5) Expand National Movements
Continue to promote a 40-hour work week, observing and examining the Amended Labor Standard Law and support litigation.
Reduce overtime and holiday work and take all annual paid leave.
Enforce the 44-hour work week stipulated in the special measure (to be implemented in April 2001).
| Activities for the Securing of Employment and Establishment of Fair Working Rules |
1. Stabilization and Guarantee of Employment
(1) Enforce Regulations on the Easy Adjusting Employment
Make efforts to Understand and Bring About the Realization of Conditions Necessary to Create and Stabilize Employment
Following up on the previous year, RENGO will conduct the second "Urgent Employment Status Survey" (research by postcard) mainly at unit unions in constituent organizations. This should provide a grasp of the employment situation after the last survey and reflect results for future measures for employment activities such as the 2000 Spring Struggle.
Hold labor and management discussions on the maintenance and stabilization of employment to be conducted on an industry and business level. Support activities that regulate employment adjustment negligent of the four principles of dismissals due to consolidations.
Support the conducting of thorough labor/management discussions so as not to influence employment in preparation for implementation of the business restructuring plans accompanied by the enforcement of the Special Industrial Revitalization Measures Law.
Request the following of national administrative bodies:
* Enrich projects that support employment for new graduates.
* Foster support measures for re-entry employment.
* Offer information and opportunities for skill development and vocational training.
* Strengthen employment counseling and placement services.
(2) Respond to Transformations in Business Organizational Structure
Structural changes in traditional labor and management as well as the decline of bargaining power should be expected. This would include, for instance, grouping businesses responding to the revision of the Commercial Law, deregulation of profit-sharing plans, business split/business transfer caused by invoking the Industrial Revitalization Law and so forth. So, RENGO, with its commitment to the stabilization of employment and labor conditions, will study and plan to initiate guidelines and support activities such as the creation of a consortium of unions, the conclusion of agreements among company-based unions, and the implementation of a unified labor agreement.
Seek the enactment of the "Worker Protection Against Changes in Business Organization Law" (tentative) based on supplementary resolution concerned with deliberations on the Industrial Revitalization Law (see Policies/Systems for more details).
Work for demands and activities relating to small to mid-sized businesses, and the rebuilding, revitalization, and founding of venture companies.
(3) Activities on Declaration of Employment Stability
Foster a Government/Labor/Management joint study to secure employment at the prefecture level.
In order to curb easy employment adjustment, provide a guide for a provisionary model that promotes the adoption of the Employment Stability Declaration by both labor and management and present a guide of the ins and outs of organizations to raise awareness regarding employment stability.
Enforce harmonious activities for continuous employment for workers until age 65 and at the same time establish a system that will ensure that there is no gap in the payment of benefits between the time of actual retirement and the start of the pension benefit period.
2. Employment Creation
(1) Creation of 1.4 million Jobs (see Policies/Systems for more details)
Encourage the government to see that the \200 billion worth of employment opportunities, as stipulated in the first 1999 supplementary budget, will not be a mere increase in temporary employment.
Follow up with the Government/Labor/Management Employment Promotion Council.
(2) Employment Stabilization/Creation in Regional Areas
Call on local RENGO to establish a "Employment Creation/Stabilization Plan" and "Employment Creation/Stabilization Declaration." RENGO will go further to create new employment and enforce employment support measures based on the plan.
Utilize the "Emergency Special Provision for Local Employment" effectively and conduct the "Emergency Employment Creation Special Fund Project" (that provides, for example, special financial incentives for the creation of employment in new and expanding fields) in an effort to promote activities which will link up with regular employment.
Also, monitor the enforcement of individual projects in local areas. To support employment RENGO will help those looking for work to develop their job skills, enrich the job information network by making use of "Employment Support Plazas for the Middle-aged and Aged," increase the number of "Employment Information Centers," make use of the internet, etc.
(3)Examine and Realize RENGO's "Hello Work" (Public Employment Security Office)
Trade unions should examine and seek to realize "RENGO's Hello Work" (Public Employment Security Office) along with their own vocational training, placement, and dispatchment services.
3. Establishment of Fair Working Rules
(1) Basic Concept
Conduct activities that create legislative measures, prepare agreements, and establish customary practices in workplaces as stipulated in "Toward the Establishment of New Working Rules in the 21st Century."
(2) Legislative Measures For the Establishment of Fair Working Rules
Call for the enactment of the "Worker Protection Against Changes in Business Organization Law" (tentative) founded on the supplementary resolution concerned with deliberations on the Industrial Revitalization Law (for more details see Policies/Systems).
Revise the "Employment Insurance Law" and "Workmen's Accident Compensation Insurance Law" which facilitate employment stabilization (for more details see Policies/Systems).
Work on revisionist activities for the "Child and Family Care Leave Law" into the "Combined Home and Career Support Law" (tentative), increase nursery/after-school day care to help meet the needs of parents, and enlarge dependent allowances.
(3) Prepare a Labor Agreement for the Establishment of Fair Working Rules
To more properly respond to issues regarding the aging society and the raising of the pension qualification age, RENGO aims to push on with labor/management agreements to establish proactive systems (to buttress various existing systems which allow people the choice of continuous employment until age 65).
Strengthen preparations and related activities on labor agreement items associated with employment. These activities include responses to the revision of the commercial laws and the decontrol of profit-sharing.
RENGO will work for measures in labor agreement discussions to support the compatibility between work and family through its "RENGO Labor Agreement Guideline for Men and Women Workers with Family Responsibility."
RENGO drives itself to improve problems facing part-time/dispatched workers. This includes the following: activities to protect workers against employers who replace regular workers with dispatched labor under the Amended Dispatched Labor Law, the supervision of maternal health, and protecting against sexual harassment for which now both the dispatch service and their clients must take responsibility.
Conduct written and oral surveys on the partially revised/enforced Part-time Labor Law and how its guidelines are being promoted and complied with at workplaces. Push activities to improve labor conditions while at the same time keeping up with "Technical Study Group for the Improvement of Part-time Labor Employment Control."
(4) Realization of Gender Equal Society (for more details see the Proposal by Women's Committee)
Compliance/Inspection Activities of Amended Equal Employment Opportunity Law etc.
The Amended Equal Employment Opportunity Law (equal treatment of men and women and supervision of maternal health), the Revised Labor Standard Law (overtime/holiday labor regulations for both genders), the Child Care/Family Leave Law (Nursing Care Leave System and late night labor exemption).
Monitor how these laws enacted since April 1999 have taken root and extend inspection and improvement activities.
Demand Action (proactive measures promoting gender equality) from businesses to employers to secure gender equal opportunity and treatment. To realize this, work to analyze current workplace conditions, plan specific actions and activities, such as implementation, inspection and assessment.
RENGO demands that employers attempt to prevent sexual harassment by "providing an easy-to-talk environment" preparing the proper conditions for counseling, and also educational training that will change male-dominant employment management to a gender-equal partnership.
Seek to better understand actual women's wage conditions to improve the problem.
Work to improve the treatment of women and wages by pushing for the clarification and display of standards for the assignments, promotions, and educational training according to the Amended Gender Equal Law which prohibits discrimination through the inspection and improvement of system problems and hands-on problems.
| Activities and Demands on Policies/Systems |
1. The Concept Behind Demands and Policies/Systems
(1) In the year 2000, Japanese economy and society should free itself from the economic depression which has continued for the last three years and take back the working nation's standard of living and employment whatever the cost. We are at a crucial point where the implementation of consistent measures is indispensable for boosting the economy.
(2) At the next ordinary Diet session in January 2000, we must implement an aggressive budget to restore business, employment creation measures to cut unemployment, introduce fair tax system revision to help stabilize the standard of living, and have reliable pension system reform to brighten the workers' living and employment standards.
To fulfil these tasks, at its Spring Struggle in 2000, RENGO will narrow down its full list of demands in its "Policies/Systems" to the following priority demands to endeavor to realize them at the spring Ordinary Diet session.
2.Priority Demands from the Policies/Systems.
(1) Compilation of an Aggressive Budget for Fiscal Year 2000 to Create Employment and Restore the Economy.
The requested outline for the budget for fiscal year 2000's general account conventionally seeks to expand public projects and is 2.1% larger than the 1999 fiscal year's original budget. RENGO will work for the realization of a "3 percentile unemployment rate" and seek to compile an aggressive budget that includes employment creation projects with specific target numbers, radical enrichment of dependant allowances, and pension system reform.
(2) Implementation of Powerful Employment Measures and Institution of the "Workers Protection Law (tentative)"
Enact employment creation projects of 1.4 million jobs that society is seeking, and radically reinforce unemployment measures like increasing employment insurance benefits periods by 90days more.
For reorganizing businesses like those being transformed into branches or business merger/splinter/transfers, RENGO intends to institute the "Worker Protection Against Business Organization Changes Law (tentative)" which defines employment continuity and the prohibition of dismissals during the process of business organization changes.
(3) Correction of the Unfair Tax System Through the Introduction of Comprehensive Income Tax and the Maintenance of the Progressive Tax Rate System.
RENGO will strive to realize the following for tax system revision in Fiscal Year 2000:
- Early implementation of comprehensive taxation for income tax to correct unfair taxation.
- Introduce a 5% minimum income tax rate to benefit low to mid-income households.
- Object to a mere reductions of the inheritance tax.
- Consider the influence on employment for the introduction of assessments estimated on the basis of the size of business in relation to the corporate business tax, and seek their careful examination.
(4) Revision of the Employment Insurance Law/Workmen's Accident Compensation Insurance Law That Aid Employment Stability
RENGO will demand the following actions for the revision of Employment Insurance:
- Do not allow easy insurance premium rate increases.
- Expand Employment Insurance provisions period by 90 days
- Maintain benefit levels for unemployed persons 60 to 64 years of age. Allow no distinctions in benefit amounts between voluntary/non voluntary unemployment.
- Seek measures to guarantee 60% of the wages one received before taking child/family care leave.
(5) Revision of the Pension System Making it Safe and Reliable and Objection to the Introduction of 401K-type Company Pension
RENGO will fight the government's pension "deterioration" plan and seek the following demands.
- Maintain current provision levels (55% of annual take-home income).
- Immediately raise government liability on basic pensions to one-half and transfer to a taxation method by the year 2004.
- Maintain benefit payment indexation to one's wage.
- Secure uninterrupted benefit payments between the time of retirement and the start of benefit payments. Fight the institution of 401K-type company pension systems, which are related to the company pension systems, and where each individual bears responsibility.
(6) Enforcement of Fiscal Year 2000 Radical Reform of the Medical Care System
RENGO condones the delay of "Medical Care Reform." From the standpoint of "No reform, no increase of burden," RENGO demands the enforcement of radical reform in Fiscal Year 2000 in the following four areas: a medical examination compensation system, a drug tariff system, health services for the elderly, and a medical service provision framework.
(7) Enactment of Related Bills to Small to Mid-Sized Business Basic Support Law
From the standpoint of improving labor conditions for small to mid-sized business workers and the stabilization of employment, RENGO will seek revision of the system to contribute to a revitalization of small to mid-sized businesses through bills accompanying the revision of the Small to Mid-sized Business Basic Law.
(8) Realization of Financial System Stabilization
RENGO will seek the revision of Deposit Insurance System, by heightening the effectiveness of protecting bank depositors, such as protecting labor union deposits, and seeking prompt disbursement. RENGO will also try to stabilize financial systems by beefing up inspections at financial institutions, information disclosures, and immediately working to make financial institutions healthy. |
