2004 06 (june)

Inside the “Voice”  Eviction Averted

 British Council Settles  Nova Says No  Winbe Apologizes

News from the General Union (Kansai & Tokai), NUGW Tokyo South, Fukuoka General U nion, Kumamoto General Union, and the Language Teachers’ Union of Sendai

This article has been removed as part of an agreement between NAMBU and the employer.

‘BIOTOPE’ Fukuoka NPO office, 4-7-2 Hakataekimae, Hakata-ku, Fukuoka-city

Tel/Fax: 092-473-1222 Email: fukuoka-general-union@nifty.com

Osaka-shi, Kita-ku, Temma 2-1-17-3F Tel: 06-6352-9619 Fax: 06-6352-9630 Email: gu@generalunion.org URL: www.generalunion.org

450-0003 Nagoya-shi, Nakamura-ku, Meieki Minami 1-20-11, NPO Plaza Tel/Fax : 052-561-8555 mail: tokai@generalunion.org

Tel: 022-261-4392 Fax: 022-222-7734 Email: ltus@generalunion.org

Tokyo-to, Minato-ku, Shimbashi 5-17-7-2F Tel: 03-3434-0669 Fax: 03-3433-0334 Email: carlet@jca.apc.org

Email: kumamoto@generalunion.org

National Union “Voice”

General Union – Tokai Branch NUGW – Tokyo South Nova has repeatedly refused to meet NUGW Tokyo Nambu’s Nova branch for collective bargaining, citing the union's intention to record the session. The company claims that the union is overturning established practice going back a decade, during which Nambu-Nova talks went unrecorded. However, NUGW Tokyo Nambu decided during a recent branch representative meeting that recording is conventional and necessary.

Management has no right to stop the union from recording, just as the union cannot force management to record.

The union has traded arguments back and forth with Education Director Anders Lundqvist and Personnel head Peter Logan. The school refuses to meet until the “issue of recording is resolved.” The union insists on its right to record the session. By refusing to meet for collective bargaining without a justifiable reason, the school not only violates Japan’s Trade Union Law but also the one labor agreement we have with Nova – the conciliation agreement that obliges the school to meet within 10 days of a request for collective bargaining. If the school refuses again, Nambu will consider registering a claim of unfair labor practices with the Central Labor Board (“Chuo-Rodo-Iinkai”) in Tokyo.

 The maximum hours per week that you can be made to work are 40.  All work over 40 hours must be paid at 125%.  If you work on your rest day, the premium is 135%.  Work between 10:00PM and 5:00AM is 135%.

The Ministry of Health, Labour and Welfare will release a report at the end of June regarding overtime issues for part time and temporary staff. This report is in preparation for the submission of a draft aimed at strengthening ‘non regular’ workers’ rights. More on Page 7 Page 2

We are happy to report a significant victory in a dispute with the British Council Japan that began with the unfair firing of a Union member in 2002 and the Council’s subsequent refusal of collective bargaining.

an offer of a financial settlement, an assurance that the BC would comply with local labour law, and even a vague apology With the Council attempting to invoke diplomatic immunity we had to bide our time. Then last year, after lengthy investigations, we were able to establish that the British Council did not have diplomatic immunity. Moreover, we received confirmation from Baroness Kennedy - then chair of the BC - that the organisation “works to the standards laid down by Japanese labour law”. (We have to assume that she wrote that in complete ignorance of the illegal working conditions at the BC here.)

came all the way down from Tokyo to the Union’s Osaka headquarters. He arrived with an offer of a financial settlement, an assurance that the BC would comply with local labour law, and an apology for the Council’s not following its own procedures properly.

We welcome the BC’s statement that it will comply with Japanese law. So, British Council teachers, what are you waiting for? We know you are concerned about job security, pay, and other aspects of your working conditions. We’ve now shown that, just like NOVA and other schools, the Council has to follow the law and recognise a union which represents its staff.

Through your Union you can have a bigger say in decisions affecting your working life. Join us and make the BC’s schools better places for all who work there.

Article 28 of the Japanese Constitution guarantees the rights of all residents of Japan to form a union and to partake in its Armed with this information, we threat- activities. ened the BC with a suit for unfair labour practices: unless the BC agreed to talk we Article 7 of the Trade Union Law forwould sue over their refusal of collective bids employers from harassing, firing, or bargaining. Eventually, in June this year, treating union members in a discriminatothe director of the British Council Japan ry manner.

You can find a copy of the National Union ‘VOICE’, published by the National Union of General Workers, at the following establishments.

Also, read the ‘VOICE’ online at www.generalunion.org Osaka Area: Balabushka (Shinsaibashi), The Fukuoka Area: Sakae Sushi, Kambal Cellar (Shinsaibashi), Pig and Whistle, Tin’s Hall (Tennoji), Tramps (Kyobashi), Green Leaf, Murphy’s Irish Pub, The Playpen (Osaka), Banana House, The Blarney Stone, Moriguchi International House, Tabunka Kyosei Centre.

Kobe Area: Hyogo International Plaza, Ryan’s Irish Pub (Sannomiya).

Kyoto Area: Café Independent, The Hill of Tara.

Nara Area: Nara Information Foundation.

June 2004

Restaurant.

Kanto Area: Dubliners (Shinjuku), Dope Music Bar FOGGY, Franziskaner Bar and Grill, XYZ Bar, Paddy Foleys, Sid’s Bar, Club Deja-Vu, The Bodhran.

Nagoya Area: Queen’s Head, Pub Restaurant Usquebaugh, Marky’s, Pelican Pete’s, NPO Plaza, Tokuzo, Jazz Room Exit, Nagoya International Centre, The Elephant’s Nest, The Creek, The Misfits, The Plastic Factory, Dining Bar Vita.

National Union “Voice”

Dear Editor, I am a long-standing member of the NUGW – Tokyo South union; I go and support people in WinBe Teachers Union dispute; I pay my dues ahead of time.

I hear a lot of people say that they Tact Ltd. President Matsuda has issued a won’t join the union until they have written apology to the WinBe Teachers Union. After weeks of pressure from the a problem. I’m tired of it.

WinBe Union and NUGW Tokyo South, the company has admitted wrongdoing in Regards, O. S. its treatment of two teachers. The Head of WinBe English Schools (a division of Hello O.S., Tact), Mr. Matsuo committed acts of vioWe fully understand your feelings. It is lence against a teacher earlier this year, frustrating that people feel they can wait and unfairly removed another teacher until they have a problem before joining from his school without explanation. the union. We are not a help centre for foreigners in trouble, or a free legal advice In a growing atmosphere of harassment service. We are a trade union, organizing and abuse, the WinBe Teachers Union to protect and improve working condi- fought to have these acts recognised by tions. the company as unfair treatment.

Earlier responses from the company had At times, we do take up the cases of peo- been dismissive and disingenuous at best. ple who are not yet members. This is be- Following a meeting with Tact President cause a grievance can often help achieve Matsuda, the company issued the Union a the goal of protecting working conditions one-page statement apologising for its for all. Some grievances allow us to gain a behaviour and recognising the WinBe foothold in a school where there had been Teachers Union. no previous union presence and leads to the formation of a branch. This is true in Mr. Matsuo committed acts of the case of such schools as YMCA, violence on a foreign worker Interac, Anup etc. earlier this year While we do take up many grievances of non-members, we also have to turn some down. Priority is always given to current members. There is no guarantee that anyone just calling up will receive help.

Those joining with a problem are talked to about their responsibilities as a member, beyond their own grievance. If they agree to that we may then decide to take up their case but no promises are made. They must also pay a year’s dues at that point.

In March, Mr. Matsuo attacked a teacher worker from behind with violent thrusts to the back followed by a similar assault from the front. This assault took place for no apparent reason other than Mr. Matsuo's personal dislike of the teacher. The Union considers this behaviour to be illegal, unprofessional and an assault on dignity as well as the person. Despite the apology, there is serious reason to suspect that such behaviour is not isolated, and that a culture of violence exists within the We advise people to join the union before company. WinBe and Tact would be well they have a problem, as we are better able advised to eradicate such acts. to nip problems in the bud rather than deal with problems that have gotten out of In the same month, a long-term employee hand. was given only a few days’ notice to leave his school. Despite a perfect record over So to those people who say they will wait three years of teaching, no explanation to join when they have a problem: we may was offered. When asked for a reason, he not be able to help you at that time, so join was told to “mind his own business.” He now. was given the option of moving to another school or resigning. The WinBe Union June 2004

considers this to be an act of harassment with no basis in reason or logic. Again, we believe this is not an isolated incident, and that more teachers will be informed by phone that they have a few days to “pack their bags or resign.”

It must also be pointed out that despite the apology being issued, no comprehensible explanation was offered for such blatant disregard of workers’ rights.

Therefore, the WinBe Union has doubts about the seriousness of the company’s resolve in this matter. Mr. Matsuo has also showed a distinct lack of remorse or willingness to change.

We would like to hear from any other workers who feel they have been subjected to violence, harassment, unfair treatment or abuse of any kind while working at WinBe. Only by bringing such matters to the attention of the Union and the company can we hope to change things for the better, and make sure present and future teachers do not suffer the same illegal treatment. http://www.winbeunion.org .

Winbe Contacts

The NUGW (Kanto) and General Union (Kansai) have recently dealt with a number of consultations at WinBe, successfully having a firing withdrawn and illegal salary deductions returned.

Now is the time for WinBe teachers to become proactive and join a union.

What rights are being denied? *Medical and unemployment insurance *Paid flexible annual leave *Illegal deductions for terminating your contract early.

Contact the WinBe Union in Tokyo at contact@winbeunion.org or in Osaka at gu@generalunion.org Page 3

National Union “Voice”

Japan Institute of Labour As birthrates continue to fall, it is clear that both Japan's population and the number of people of working age (aged beUTU tween 15 and 64) face an imminent decline. To maintain current production Request for Cooperation capabilities, Japan must secure more The Tokyo-based University Teachers workers as an issue of extreme urgency.

Union (UTU), composed mostly of full and part-time foreign instructors of vari- Most people predict that Japan, an island ous nationalities is conducting a survey to country perceived to have an ethnically obtain data about the conditions of for- homogenous population, cannot do witheigners working at universities in Japan. out foreign workers.

The data is intended for research purposes and to improve employment conditions and will be used only during ongoing negotiations with Japanese government ministries.

This is the first time a survey of this kind has be attempted (the relevant ministries refuse to do such research.) We are therefore asking the cooperation of as many university instructors as possible, all around Japan, of any foreign nationality.

Please pass this message on to friends and colleagues in order that we may get as wide a picture of employment conditions as possible.

The survey can be completed in 10 minutes. We ask that you to return it by July 15, 2004.

An online version can be found at http://www.utu-japan.org Further questions can be directed to UTU by mail: utujapan@yahoo.com

deprive Japanese people of employment opportunities.

On the other hand, many managers express a desire to hire foreign workers as cheap labor. They are somewhat indifferent to the fact that this would impose a substantial burden on the Japanese public in terms of social costs related to accommodating foreign nationals.

Many foreign workers are not covered by medical and other insurance programs, a problem that not only calls into question the awareness of the foreigners themselves, but also of employers who are According to the Ministry of Health, La- reluctant to shoulder the expense. bour and Welfare, a total of approximately 740,000 legal and illegal foreign na- As we reported in our previous issue, the tionals were employed in Japan in 2003. government plans to hold discussions on The government has so far allowed only the social security system in order to fornon-Japanese nationals with advanced IT mulate a comprehensive reform plan. The or other knowledge and skills to work in issue of how to position foreign workers Japan. It accepted a total of 116,898 such constitutes an important aspect of this individuals in 2003. However, the gov- plan. There is a need to change our social ernment is now faced with two challeng- security system—which is complicated es: to decide whether or not to open and tedious even for Japanese nationals— Japan's doors to workers with no special- to ensure that it is easy to understand also ized knowledge and skills, and to consider for foreign workers. ways to secure more non-Japanese specialists to cope with an increasingly glob- Of course, unless other pressing issues are alizing economy. addressed―such as gender equality in the workplace, long working hours seen in How does the general public perceive some companies, and the excessively diploma-oriented society―foreign nationthis issue? als may continue to hold negative percepMany people feel that, on account of the tions of working in Japan. lingering recession, priority should be given to ensuring the employment of Jap- It is hoped that an environment conducanese workers. Such people oppose the tive to foreign workers will be estabpolicy of actively increasing the employ- lished, as such a working environment ment of foreign nationals, which may would also benefit Japanese workers.

Article 28 of the Japanese Constitution

guarantees the rights of all residents of Japan to form a union and to partake in its activities.

Article 7 of the Trade Union Law for-

bids employers from harassing, firing, or treating union members in a discriminatory manner.

Page 4

June 2004

National Union “Voice”

University Teachers Union NUGW – Tokyo South On June 16, the University Part-time Lecturers Union-Tokyo Area (UPTLU-TA) met with Chiba University officials in collective bargaining session to resolve complications arising from the ‘corporatization’ of this former national university.

The main issues discussed were continuing efforts to cut the pay of part-time instructors, and provisions for paid vacation.

The first bargaining session took place in February when representatives of the UPTLU-TA and Nambu branch, University Teachers Union (UTU), along with Chiba University part-timers, met with University officials to discuss a proposed 25% pay cut for part-timers. At that time, executives from both unions had met days before in Nagatacho with officials from the Ministry of Education, Culture, Sports, Science and Technology (MoE) and the Ministry of Health, Welfare and Labour (MoL) to protest just such action.

At the meeting in Nishi Chiba, the University backed off its proposed doubledigit cut in a signal victory for the Unions and a demonstration of solidarity and its

benefits. In addition, meetings with the ministries going back years, fruitless at the time, finally paid off, as the Government recognized the persistence and professionalism of the Union representatives.

Members from both Unions benefited, and reinforced efforts for further co-operation At the recent meeting, which UTU representatives could not attend due to scheduling conflicts, the University stood by the 1.1% pay cut, in line with a cut in fulltime instructors’ salary, but in a move that will compensate for the loss, paid vacation will be provided to the part-time instructors. Other matters raised were the general unclean condition of the university classrooms, and the lack of regular salary statements.

Currently, UTU executives are preparing an analysis of the results of a survey of the living and working conditions of hundreds of foreign part-time university instructors in Japan. The survey is an attempt to bring some clarity to the understanding of these conditions with the intent to improve them, in concert with the largely Japanese UPTLU-TA. A report will be presented to the Ministries in September.

3rd International

as a

Global Language Conference September 24th - 26th Kyoto Museum for World Peace, Ritsumeikan Univ. Kyoto See http://www.eltcalendar.com/PGL2004/cfp for info on sessions, presentations, discussion forums etc.

Sponsored by the General Union June 2004

NOVA: Grievance regarding demotion from a trainer’s position due to socializing with students. Grievance over nonpayment for training settled.

Excel International/Matsushita: Regular teachers have finally been accepted as employees. Bargaining will start again in the near future over pay rates and employment for part timers.

Nichibei Eigo Gakuin: The first strikes in Nichibei’s new Shinjuku School, Tokyo, took place on 21 June and are continuing. The cross-examination of the union’s witness in our unfair labour practices case against this school was postponed till 27 July because of the typhoon.

Strikes to continue in Kansai and Kanto.

YMCA: Severance agreement negotiated for part time teacher.

ANUP: New branch formed. Company has already agreed to paid holidays, unemployment insurance, health insurance, pension, union notice boards, grievance procedures, and has settled all past grievances.

Ridge International School: Grievance regarding lack of paid holidays and enrolment in the unemployment insurance fund.

ALC: Grievance over non-renewal of contract. Bargaining set for July 12.

ALS: Fails to keep promise to pay unpaid wages to member. GU to push for prosecution.

Lang: Unpaid wages. Currently discussing with the Labour Standards Office about an order against the school.

British Council: Settlement reached over a contract non-renewal in 2002.

Waiokeola Japan: Fails to attend Osaka Summary Court for mediation on a dismissal. One more attempt on 2 July. If this fails, the member is considering a court case.

Panasonic: GU meets company informally on 28 May, but they refuse to acknowledge responsibility for the scandalous treatment of a direct employee in Irkutsk, Russia. GU now approaching the company again with overwhelming documentary evidence sent from Russia, showing the direct employment relationship. Our member has been working for 4 years without pay.

Nishiharu Board of Education, Aichi: GU wins Unemployment Insurance enrolment for member.

Page 5

National Union “Voice”

NUGW – Tokyo South (Nambu) A Nambu member was summarily dismissed in February without the required one-month’s notice, or a dismissal allowance in lieu. He had taught for several months on a one-year contract at a tiny English language school for children called Hands On English. Nambu recently was handed a victory, however, and signed a handsome financial settlement.

Unincorporated, the school is run by two sisters who usually fly to the US or Canada to recruit teachers for a yearlong stint at their school out in Chiba Prefecture. The sisters set up the teacher in a flat and pay for airfare to Japan and back home again once the year is up. The contract, written in English, seems like it was written by one of the school’s toddler students. It uses one of the sisters’ nickname “Peggy,” such as: “Peggy will provide your apartment;” and “Peggy will keep her personal belongings in your apartment.” In fact, Peggy arrives at teachers’ homes unannounced to pick up or leave off her things.

Three collective bargaining sessions ended without progress toward an agreement. The sisters claimed the dismissed teacher owed them money, despite half a year left in the contract. The union leafletted on April 5 in front of the school,

which has a very vulnerable storefront classroom.

After some research into tenant law, we discovered that the teacher was in a strong position thanks to the fact that he was living in their apartment and that the sisters had responsibilities as landladies separate from their employer obligations. The school asserted that the dismissal leads naturally and inevitably to eviction. The union declared he would stay not only until mid-July when the current contract expires but also even beyond that date on the assumption that his contract would naturally be renewed.

The contract states clearly that “Peggy” will provide the apartment, so that portion of the employment contract is a de facto lease on the apartment. It takes six months or more to evict a tenant even if you win in court, so the sisters soon realized they were in a no-win situation since our member could simply stay rent-free (‘squat’ from the sisters’ point of view) until they gave in.

The sisters met with a Nambu organizer several times in informal sessions and finally began to offer a settlement in good faith. The agreement includes financial compensation in exchange for the Nambu member leaving the apartment after a set date.

Good news for those of you who are living in company-provided apartments.

There is no need to live under the constant fear of being evicted if you are fired.

The union has always believed this to be the case but it was not until recently that in Tokyo we had the chance to test the law.  For rent paying employees, the Land and Building Act (article 28) stipulates that to end a lease relationship, the employer is required to give notice to the employee.  Even if the contract states the employee shall move out immediately upon dismissal, such requirement is totally contrary to the Land and Building Act (article 30).  Advance notice of 6~12 months to vacate is required. The landlord can never make a tenant leave by force.  Laws vary where housing is provided rent-free but it is not necessary to feel you should leave immediately.

As good as this news is we do not recommend acting upon it alone. If you are suddenly fired and threatened with eviction call us immediately so that we can advise of the best way to proceed.

Many employers believe (and their workers, too) that you can be fined for quitting your job in mid contract.

While we do not advise this, the rules are as follows:  You cannot be fined for quitting your job.  Your employer cannot withhold your wages.

“Congratulations on your pay rise. It should just about pay for this year’s teaching supplies.”

Page 6

June 2004

Predetermined Fines It is also illegal for employers to make a contract that fixes in advance a sum payContact us by telephoneforat breach of conable to the employer 06-6352-9619 or 03-3434-0669 tract or an amount of indemnity for damages. Check your contract for this clause. or email at gu@generalunion.org

National Union “Voice”

ゼネラルユニオン

Japan Institute of Labour

２００４年 4 月，全国の国立大学が独立行政 法人化された。今後各大学の費用は「運営費

-Part-time employees to be paid extra for overtime work, including those working 交付金」として国から交付されることにな less than 40 hours per weekる。最も大きな変化は費用の使い道を各大学 The Ministry of Health, Labour and Welfare's Conference to Study the Harmonization of Work and Daily Life disclosed the draft of a report to be released at the end of June, which discusses issues related to overtime work by part-time, temporary, and other employees who work short hours.

Its proposals include mandating companies to;

の判断で決められるようになったことだ。 また昨年度はパートタイム労働指針も改正さ れ，フルタイムとパートタイムの労働者間の 均衡待遇を進めることがいっそう求められて いる。少なく見積もっても４倍あると言われ ている，大学非常勤講師と専任教員との給与 の格差を是正することは，私立国公立を問わ ずすべての大学の課題である。 このような社会情勢を考えれば，非常勤講師 はずだが，実際は独法化を機に多くの国立大

Under the existing law, overtime pay is restricted to cases where the number of working hours per week exceeds the legally regulated maximum of 40 hours.

The law therefore does not apply to many workers with short "scheduled working hours," such as part-time employees.

A survey conducted by the Ministry in 2001 showed that 22% of part-time and other employees who work short hours worked overtime for an average of 8.9 hours per week.

しいが、最終的には、非常勤講師給分は昨年

The draft will be deliberated at a Council meeting attended by labor and management representatives. The Ministry aims for enactment of the bill at the January 2005 regular session of the Diet, with implementation in FY2006.

(首都圏大学非常勤講師組合による調 査。6 月半ばまでにわかったもの) 大幅賃下げの通告の後に撤回され た大学 千葉大 25％賃下げ撤回→1.1％賃 下げ (交渉中) 一橋大 10％賃下げ撤回→1.1％賃 下げ (交渉中) 富山大 25％賃下げ撤回→2.4％賃 下げ 金沢大 25％賃下げ撤回→据え置き 電気通信大 大幅賃下げ通知撤回→ 据え置き

給は上がることがあっても下がることはない

(1) pay extra wages to employees who work in excess of scheduled working hours, even if the total number of hours is within the legally stipulated number of working hours, and (2) set overtime pay at rates higher than that of regular workers.

The proposed program aims to rectify the difference in wages and other working conditions between regular and part-time employees and to prevent haphazard increases in overtime work, to thereby enable a better balance between work and everyday life and encourage a diversification in styles of work.

全国の国立大学の非常勤講師 給の調査状況

学が，非常勤講師給の賃下げを行い，来年度 以降の雇い止めを示唆している。 昨年「国立大学非常勤講師給ゼロ査定」とい う噂が飛び交った。この噂の元には文科省か

据え置き 岩手大学、茨城大、お茶の水女子大 学、群馬大、政策研究大学院大、総 合研究大学院大学、電気通信大、東 京医科歯科大、東京工業大、山梨 大、横浜国立大学、鳥取大、福島大

らの非常勤講師給予算削減の内示があったら 度と同額以上が積算され、この噂は完全なデ マとなった。しかし、未だにこの噂を信じて いる人も多く、賃下げや雇い止めの際にこの デマを利用している大学もある。 首都圏と関西圏の大学非常勤講師組合および UTU (NUGW 東京南部大学教員支部) は、この 5 月、非常勤給の一方的な引き下げの撤回お よび改善を求める要請書を全国の国立大学に 送り、いくつかの大学とはすでに交渉が始め ている。 運営費交付金の使い道の決定権は各大学にあ り，黙っているところからは予算がどんどん 削られかねないが、非常勤組合との交渉の結 果、賃金カットを撤回した大学もあることか らも分かるように、組合がしっかりしていれ ば、不当な賃下げは阻止できるのだ。 国立大学の非常勤講師の多くは未組織だが、 泣き寝入りするならば、賃下げも雇い止めも 大学の思うままだ。今こそ、すべての大学非 常勤講師は組合に結集して立ち上がり、賃下 げ、減ゴマ、雇い止めを阻止し、大幅賃上げ を勝ち取ろうではないか！

June 2004

賃下げ 1.1％賃下げ* 一橋大 (交渉中)、千葉 大(交渉中)、筑波大 学、東京大学、新潟大 学 1％程度賃下げ 長岡技術通信大 3％賃下げ 東京学芸大 5％賃下げ 宇都宮大 5～8％賃下げ 東京芸大 (交渉中) 10％賃下げ 埼玉大**、東京外大、 東京農工大** (いずれ も交渉中)、信州大 30％賃下げ 東京海洋大 時給 5600 円に統一 上越教育大 その他 福岡教育大学では学長が独断で非常 勤手当ての半減を決定したが、新聞 報道された直後に撤回。 *1.1%賃下げというのは専任給与の人 事院勧告にあわせたもの、均衡待遇 を考えれば、専任給与が下がっても、 非常勤給は上げるのが本筋である。 **東京農工大、埼玉大は 10%賃下げ 断念の模様だが 1.1%賃下げの可能性 あり。

Page 7

“Voice”の紙面  国立大、独立法人化の攻防  英国大使館、労組訪ね謝罪  大学講師アンケート  賃貸住宅、居住者の権利 ２

０

０

４

年

６

月

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ゼネラルユニオン(関西・東海)、全国一般東京南部、福岡ゼネラルユニオン、熊本ゼネラルユニオン、仙台外国語教員労組

福岡ゼネラルユニオンは、今年７月１ 日で結成５周年を迎えます。結成大会 を開催していないので、５周年代５回 大会となります。 ＦＧＵは、１９９９年７月１日、福岡 中央職業安定所の隣の小さな喫茶店で 結成されました。初代委員長 Jim、 副委員長Ｊｅｆｆ、そして書記長川口 の３人が必要な書類にサインし、労働 組合としての闘いを開始しました。 ＦＧＵの最初の取り組みは、組合結成 を確認したその日、福岡大学の外国語 講師に失業保険の給付を求めて職安と 交渉することから始まりました。失業 保険給付の最低基準である週労働２０ 時間をめぐり、大学当局、職安、ひい ては雇用保険適用審査会まで取り組み ました。外国語講師の契約内容は、１ 単位９０分の講義を週１２単位、つま り週１８時間が契約内容であり雇用保 険の適用に達しないと言うのが、大学 当局、職安の主張であり、また雇用保 険適用審査会の結論でした。私たち は、実際は週１２単位の講義を行うに は準備も必要だしテストの採点もあ る、また講義の後に生徒をフォローを することも重要な業務であり、はるか に週２０時間か越えていると主張しま した。このとき、組合員でない２０数 名の外国人講師の方々が、実名で一週 間の仕事の内容についてのレポートを 寄せてくれました。しかし、残念なが ら組合の主張は通りませんでした。

ＦＧＵ最初の闘いは、勝利を収める事 は出来ませんでした。しかし、これま で誰も取り組まなかった外国人の雇用 保険取得と言う課題を、結論はともか く納得のいくまで独自に取り組めたこ とが大きな自信となりました。 その後、英会話学校解雇争議、インド カレーレストラン解雇争議、ナイジェ リア人の賃金未払い問題、日系ペルー 人の労災問題、中国人留学生の労災問 題、萩国際大学の雇用問題、メキシコ 人などのサーカス団員に対する１００ ０万円の未払い賃金などなど、実に多 種多様な労働問題を取り組み、徐々に 地域で認知されるようになりました。 そして、２００２年８月から始まった 福岡ＦＭラジオ局 LoveFM の解雇撤回 闘争は、ＦＧＵにとって大きな飛躍と なる闘いでした。ＦＭラジオの製作に たずさわるＤＪ，ＡＤ，ディレクター など７名の仲間が組合に参加し、Ｌｏ ｖｅ ＦＭの不当解雇撤回を求めて、 約半年間闘いました。結論的には金銭 和解で決着しましたが、国際都市を標 榜する福岡市が出資しているラジオ局 で、外国人が何の権利もなく働かされ ている実態を明らかにし、外国人労働 者が闘いを開始していることを広くア ピールすることが出来ました。 その後、福岡県内の国公私立大学で働 く多くの外国語講師の仲間がＦＧＵに 参加し、今日に至っています。 現在のＦＧＵメンバーには、日本で生

活基盤を固め、今後も家族と一緒に日 本で暮らし続けることを決めている人 が多く、外国人であることを理由とし た様々さ差別が生活基盤を危うくして い現実に対し、労働組合の団結と闘い でこれを克服していこうとしていま す。 ７月３日に予定している第５回５周年 大会は、ＦＧＵの機関運営の確立を大 きなテーマにしています。これまで の、労働相談対応型の労組から、日常 の組織活動を強化し、社会的に大きな 力を発揮できるような組合への転換を 目指します。 北九州大学、西南大学、福岡歯科大 学、九州大学などとの交渉を軸に、こ れまで通り労働相談を行いながら、あ らゆる労働法が禁じている外国人であ ることを理由とした差別を許さない闘 いを、全国の仲間、地域の仲間ととも に闘って行きます。 大会への参加、アピールなどをお寄せ いただければ幸いです。

福岡ゼネラルユニオン５周年 記念第５回労組大会の案内 日時：２００４年７月３日土 曜日 午後７時～ 場所：福岡市人権啓発センタ ー「ココロンセンター」 大会後、交流会を予定してい ます。

福岡ゼネラルユニオン

関西：ゼネラルユニオン

東海：ゼネラルユニオン

福岡市博多区博多駅前 4－7－2 福岡 NPO 共同事務所「びおとーぷ」内 Tel/Fax: 092-473-1222 Email: fukuoka-general-union@nifty.com

大阪市北区天満 2-1-17-3F Tel: 06-6352-9619 Fax: 06-6352-9630 Email: gu@generalunion.org URL: www.generalunion.org

名古屋市中村区名駅南１ー２０ー１１ ＮＰＯ プラザ なごや Tel/Fax: 052-561-8555 Email: tokai@generalunion.org

関東：全国一般東京南部 仙台外国語教員労組 Tel: 022-261-4392 Fax: 022-222-7734 Email: ltus@generalunion.org

東京都港区新橋 5-17-7-2F Tel: 03-3434-0669 Fax: 03-3433-0334 Email: carlet@jca.apc.org

熊本ゼネラルユニオン Email: kumamoto@generalunion.org

全 国 一 般 労 働 組 合 全 国 協 議 会