Factors Responsible for Union Formation in Japan

Formation of Unions in Japanese firms is not a new thing even in today’s time. There are certain reasons which are responsible for the formation of the Union. This may lead to some serious problems such as the dominance of union, the importance of union over management among employees, and much more.

To encounter union problems in Japan, the employer needs to approach HRC (Human Resource Consultancy) which could provide the solution and set up a new perspective among the employees.

To know about what and how HRMS could support the business’ skeleton. Here, we have suggested 4 ways by which HRMS can benefit your business.

We have discussed the responsible factors below that give birth to the union.

Responsible Factors

Weak Management: The weak management provides the growing conditions for the labor unions. They are less likely to see when the firm is founded with strict rules and environment where the employer and management no need to afraid of rising of unions.

No or Less Bargaining Ability: Another factor is no or less bargaining ability of employer. This tends to union believe that they can get what they want. The employer and management must have a nature of bargaining to push labor’s demands. This will make the union realize that the management still holds the command.

Biased Decisions & Actions: Anybody could commit mistakes even if it is the management of a huge firm. Certain conditions may appear where management has to make a few biased decision, unknowingly about the consequences. This might fill the hatred among the employees and hatred multiplies with time. Such practices give space to the union’s foundation.

Improper Employee Communication: A communication is the backbone of any relation and being a human, we form relations even when we don’t notice them. The management has a relation with the employees, the employer carries a relation with the employees, and employees keep a relation among themselves.

As we have discussed above on biased decisions, the lack of communication after it; results in the formation of the union. Hence, it is advised to keep the communication flowing or conduct feedback anonymously, in a definite period of time, to avoid rising of the union problems in Japan.

TMT

TMT serves a new perspective and readable content on issues like staffing problem, salary deduction, union problems, rules of employment (ROE), and compensation & benefits.

Our guidance, strategic planning, and experience maintain the union-free environment as we believe in creating a union-free environment because it is the management that pays the employee, not the union.

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The General Rules of Employment In Japan

A company becomes the company because of the employees and there are a few rules every firm needs to build harmony and lay the foundation. It requires at least 10 or more employees to frame the rules and they will need to submit the same in Labor Standard Inspection Office.

This will signify that the rules of employment of the firm has been registered under the laws and obeying the mandate rules declared by the Japan Code of Conduct. The other 10 or more employees will be responsible to make other employees aware of the amendments.

In the future, if the employer wants to change the rules he has to ask the opinion of the union if there is one in the workplace or representative of the workers, if not.

The General Rules include;

• Working time and duration 
• Number and duration of breaks
• Rest Days
• Permissible leaves
• Wage Settlements
• Increase in Wages
• Wage Pay Date
• Retirement Benefits and Allowances
• Termination Rules
• Overtime Pay Rules

                             

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