In this article we will discuss how to protect you in controlling workers’ morale; solving workers’ anger and prevent workers’ strike through China Labor Laws.
Workers’ morale always will be motivated through incentives like accommodation, meals, attendance bonus (勤工奖) or productivity rewards (提成). By doing so workers must fulfill your factory requirements or achieve target to receive these incentives, is a mathematical game to justify your overheads. All these must state in labor contract so that is protected by local laws on factory deductions, why? China labor laws don’t state that minimum legal wages must be in monetary term, hence this could also include other incentives. Example, worker minimum legal salary is RMB770 but factory could deduct RMB100 on accommodation, RMB150 on 3 meals per day, hence balance is RMB520 in his payroll. But if the worker could meet your target maybe 1000 pieces of T-shirts per month all deduction could be waived, win-win situation both on factory meeting shipment date and controlling workers morale maintaining productivity.
Workers’ anger against factory always through disputes on their supervisors’ unfair or bias treatment to same villager (同乡); accumulative dissatisfied treatment in working environment endanger their safety or their incentives like unhygienic meal; or maybe empty promises committed by factory like pay increment. All these angers will spread and affect other workers and soon will become a mass attack against factory that is “STRIKE”! So how do we prevent it, you must always remember China Labor Laws always protect the locals even if you are right! The best way is to give lesser written agreement or notice to workers to protect your factory from attacks, explanation could be found in article on “How to tackle China Labor Laws #1″. Furthermore factory must always develop good relationship with the local labor authority, and if possible invite them occasionally to your factory in order to suppress your workers, always bribes high ranking government officer. Once you have this connections, labor authority would help you filter workers’ complain before it get worsen and helps you solve it on behalf of your factory, which is better, think for yourself. Find out more in “China Bribery tactics”.
If your factory is not humanized (人性化) management, even you have lawyer and all factory terms and regulations are legally put on file in labor authority but all of them are unreasonable penalty. Do you think your workers would wholeheartedly (全心全意) work for your factory or waiting for a chance in revenge? Therefore not always using laws in attacking or controlling your workers, sometimes giving chances through humanized management the returns would be greater on your cost saving in honorable reputation and in workers’ loyalty! Remember there are no laws in China but only through your outside connections (refer to my article on “China Connection and Relationship”) and your charisma in factory to tackle China Labor Laws against your workers!
Copyright protected by Digiprove © 2010 Cyrus Chang
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