2006 01 (summer)

Inside the “Voice”     News

from

the

General

Union

-NUGW Tokyo NambuBerlitz teachers took home larger-than-usual paychecks this past February, thanks to union members who went on strike last summer in protest against a pay freeze. The strike ended with a labor-management agreement guaranteeing full back-pay for the 2005 salary increase, which teachers received as a lump sum in Febru-

(Kansai

&

Tokai),

NUGW

Tokyo

South,

Fukuoka

General

Union

ary 2006. This dispute, bringing together long-time unionists and new members, showed the power of solidarity, a lesson which Begunto (Nambu's Berlitz branch) will carry into this year's negotiations.

Shunto negotiations in 2006 have focused on paid preparation time and transportation costs.

Advanced teaching materials were

introduced in 2004, without adequate training, forcing teachers to choose between trying to read the manual during the lesson (leading to student complaints and lower evaluation scores), or doing the prep on a volunteer basis (for the benefit of Benesse's billionaire CEO Fukutake Soichiro – Benesse is Berlitz's parent firm). Manage-

-General UnionDemand that schools consult with your union regarding any changes to your employment by winning a ‘prior consultation agreement’.

A Jizen Kyogi (JK) agreement is a ‘prior consultation’ agreement between the union and the employer which usually means that no change in union members’ working conditions should be made without first consulting the union. This does not mean that your employer cannot change your working conditions if the union disagrees, but it does put an end to unilateral deci-

sions made at the last minute.

How will things change with a JK agreement?

‘Working conditions’ include wages, working hours, place of work, health insurance, pensions, etc. Koma (number of classes) for part time teachers and working hours for part time staff are also considered to be included in ‘working conditions’.

All these issues are cause for great concern for full and part time teachers and staff on one

(see Berlitz – pg. 4)

This article was deleted under the terms of an agreement between that company and the General Union.

(see Jizen Kyogi Campagin – pg. 2)

– Tel: 03-3434-0669 Fax: 03-3433-0334 carlet@jca.apc.org

Tel: 06-6352-9619 Fax: 06-6352-9630 Tokai Tel/Fax: 052-561-8555 Kansai: gu@generalunion.org Tokai: tokai@generlaunion.org

Tel/Fax: 092-473-1222 fukuoka@generalunion.org

National Union Voice

(continued from front)

year contracts.

With a JK agreement you should have ample notice regarding any changes to your working conditions and a chance to negotiate the changes before time runs out.

Some JK agreements also have a clause stipulating that before any changes take place the union must agree to the change, therefore guaranteeing that a sufficient reason is provided for the change.

A JK agreement may also provide a certain deadline by which any changes must be made. Once the deadline passes, changes to your contract become more difficult to make.

2005 JK Negotiations at Universities: In 2005 we negotiated JK agreements with the following universities.

Kyoto Seika University In a letter in response to the union’s demand for a JK system, Seika has promised the union that: In case of non-renewals and cuts in koma for the coming year, Seika will notify the union during the first semester.

After class registration in the second semester (October) they will consult over the content of the lessons for the coming year.

In cases where there is a possibility of classes not opening, they will consult in advance.

Osaka Kogyo Daigaku In a letter to the General Union’s demands over a JK system, Osaka Kogyo Dai has promised the union that they will: Show a proposal and confirm next year’s koma at the beginning of September.

Confirm days and number of koma for the coming year at the end of October.

Contact the union as soon as posPage 2

sible in cases of major changes to the curriculum.

Osaka Shoin Daigaku The union and Shoin have entered into a collective agreement which includes the following: If it becomes necessary to make changes regarding the coming year’s working conditions (cuts in number of koma, changes in the times of lessons, etc.) the university will notify the teachers concerned.

Also, they will immediately inform the union branch chair in the workplaces of the teachers concerned.

Furthermore, if the teachers concerned have any objection to the notification, Shoin will confer with the union.

It is essential to draw up an

agreement on prior consultation suited to the nature of the work and the workplace. And even when such an agreement already exists, it is necessary to keep trying to revise it to make it even better.

A labour agreement on prior consultation is an agreement between the union and the employer which is only applicable to union members. Even if there is a prior consultation labour agreement in your workplace, it will not be applicable to you if you are not a member of the union.

In the Constitution of Japan, the right of workers to organize and to bargain and act collectively is guaranteed, for each and every worker in the country.

Join the union, and let’s act together to improve your workplace.

-General UnionOn 25 May 2006, members of the Osaka Gaigo branch, supported by other General Union branches and unions, held a half-day strike to protest the non-renewal of two union members and an increase in teaching load from twelve to fourteen 90 minute classes.

Spirits were high as the employer was quite taken by surprise by the strike, despite being warned that strikes were imminent. They have said ‘no’ to us many times with few consequences, but this time union members were really upset and the result was the branch’s first ever strike.

The new, unprecedented workload makes it impossible for members to do their jobs properly which in turn affects the quality of the students’ education.

Striking union members were encouraged by the support given to them by their students. Students

were told to stay in the classrooms, some apparently without teachers, but they yelled their support down to the striking teachers from open windows.

It’s about time Osaka Gaigo made the small compromises necessary to get things back to normal and improve the school. Negotiations will continue.

Summer 2006

National Union Voice This article was deleted.

-NUGW Tokyo NambuNow coming up on three years, the labour dispute between the union and Nova continues on a number of fronts with neither side willing to give ground. Although the Nambu Union failed to win preliminary injunctions, the struggle to overturn the dismissals of two members will continue in the Tokyo District Court. Continuous and surgical strikes by several members continue in the fight for reinstatement.

The union was also able to secure the contract renewal, for the second year in a row, of the NOVA union president even after Nova had made it quite clear that a renewal was highly unlikely.

Nambu is suing Nova at the Tokyo Labour Relations Board (Rodo Iinkai) for unfair labor practices; namely, refusal to negotiate in good faith in collective bargaining (Trade Union Law Art. 7), and

harassment of the union branch president Art. 7). Since the start of the dispute NOVA has handed out 13 warning letters to the union president (surely a record in Nova), and cut the president’s evaluation which have plummeted from exceptionally high to abysmally low. Even his evaluation rating in the category “Knowledge of English” fell from “Excellent”, through merely “Good” to “Satisfactory.” Apparently, activism can seriously damage knowledge of your own native language!

Nova's tactic over the past few months appears to have been one of delaying as much as possible.

Back in December and January the Rodo Iinkai encouraged a mutually agreed settlement, producing a draft agreement proposal for consideration by the two sides. Although far from perfect, the union was prepared to accept it since it appeared that the board was symSummer 2006

pathetic to the union's case and it offered significant gains, including job security for members.

Nova also made noises about accepting the proposal with small changes in wording and some other concessions from the union.

Since Nova appeared to be acting in good faith, in collective bargaining in February Nambu agreed to almost all the company's requests in order to conclude the agreement over job security. The company then proceeded to misreport the result of the collective bargaining to the board and then completely trashed the agreement proposal.

The case is now at the examination stage, with the next hearing slated for July 5th. Strikes, demonstrations, and media campaigns will continue.

Join the strike for job security.

Through solidarity, we can push Nova to the bargaining table.

Page 3

National Union Voice This article was deleted under the (continued from front)

terms of an agree-

ment has introduced more paid training for this summer, and the union will push to see that it is continued.

The union is also demanding payment for all transportation costs and travel time. Under the current system, teachers can be sent to a different workplace on any given day, so that teachers based in Chiba may find themselves sent out to work in Kanagawa or Saitama, thus getting home hours later than usual. Depending on the destination, teachers are sometimes required to pay for their own train ticket to get to work. With no salary "base-up" since 1993, and wage rates for new contracts lower than ever, teachers are not willing to subsidize company profits.

The union will fight to see that they do not have to.

ment between that company and the General Union.

Page 4

Summer 2006

National Union Voice

Everyone regardless of nationality, over 20 years old (some short term visa holders may be exempt) and residing in Japan is required to be enrolled in an approved Japanese government Health Insurance Scheme and Pension fund. Basically there are two systems: I. Employees’ Health Insurance and Pension (Shakai Hoken) for people who are employed at a registered company or at a workplace with more than 5 people if the workplace is not a registered company.

II. National Health Insurance (Kokumin Kenko Hoken) and National Pension (Kokumin Nenkin) is for the unemployed, self employed and retired. If you are not enrolled in Employees’ Health and Pension Insurance (Shakai Hoken) you are required to be enrolled in the national system.

I. Shakai Hoken Shakai Hoken consists of two parts: Employees’ Health Insurance (Kenko Hoken) and the Employees’ Pension fund (Kousei Nenkin). They are a set. The cost of Shakai Hoken is divided between the employee and employer, with both parties paying 50 percent.

Shakai Hoken is directly deducted from your salary.

The average Eikaiwa teacher (under 40 years of age) with a gross monthly income of between ¥250,000 and ¥270,000 (including transportation) would pay in total ¥29,234 per month (¥10,660 for health, and ¥18,574 for pension). This amount is automatically deducted from your salary and your employer matches your contribution.

Kenko Hoken).

Death: A lump sum will be paid to the person taking care of the funeral arrangements. Also, ¥100,000 is paid in the case of a dependent.

The Pension plan covers the following: Pension: After having paid into the pension system for 25 years, the insured person, after reaching 65 years of age will be eligible for a pension until their death. The 25 year period of payments is not always truly 25 years. Kara kikan (which counts your years outside of Japan) affects your right to receive a Japanese pension without 25 years of payment, if you are granted permanent residency before you reach 65.

Death: A survivor’s pension is paid to surviving dependents. Example, a surviving spouse with one child would receive ¥1,035,600 per year.

Disability: If you are not able to work due to disability, you will receive either the Disability Employee’s Pension or the Disability Allowance.

Class one disability: ¥1,005,300 per year. Class two disability: ¥804,200 per year.

Lump Sum Withdrawal (Dattai Ichijikin) An employee who does not possess Japanese citizenship and is enrolled in Shakai Hoken for 6 months or more may be eligible for a refund of their pension contributions. The refund varies according to the length of time a person is enrolled.

The rebate is calculated by taking your average monthly remuneration over the period enrolled and multiplying it by the benefit rate. See the following table.

Period of Con-

Final month of contribution between

What does Shakai Hoken cover? tribution Sept. 2006 & Aug. 2006 The Health Insurance plan covers the following: 6-11 months 0.4 Medical, drug and dental costs: 70% of medical 12-17 months 0.8 costs are covered. There is also a safety net so that 18-23 months 1.3 medical costs don’t exceed ¥67,000 a month.

24-29 months 1.7 Injury or sickness resulting in a loss of wages: 60% 30-35 months 2.1 of lost wages due to sickness or injury for up to one 36 months 2.5 and a half years. There is a one and a half year limit to claiming this for any one illness. This is NOT covered under National Health Insurance (Kokumin For example: Marie-Anne contributed to Shakai Hoken for 36 Kenko Hoken).

Childbirth: ¥300,000 is paid after the birth of each months until May 2006. Her average monthly gross salary for Shakai Hoken purposes was ¥260,000. child.

Maternity Leave: When you take this leave, you are Marie-Anne is eligible for a ¥650,000 refund (A 20% eligible for 60% of your wages for 42 days prior to withholding tax will be deducted from the refund, but birth and 56 days after the birth. This is also NOT this is also refundable). available from National Health Insurance (Kokumin (continued on pg. 6) Page 5 Summer 2006

National Union Voice

(1 ページから続く)この労働者 大量使い捨てシステムの理由 を，立命館は 「長期に雇用を続 けると，合理的な理由なくクビ にできなくなるから，3～5 年で クビ」 とか 「財政的な制約」 な どと説明しますが，前者は，立 命が教職員を合理的な理由なく クビにしたいのでなければ意味 をなさないし，後者も，200～300 人の教職員を毎年入れ替えるこ とに，経済的なデメリットはあ っても (募集・採用にコストが かかる) メリットは一切ないの で，意味をなしません． そしてついに昨年その矛盾が

火を噴き，争議となりました． 12 月には教職員ポイ捨て反対の ストライキも行い，全国から注 目を集めています．しかし，学 校側は 「ゼネラルユニオンは教 職員の誇りを傷つけている」 「ゼ ネラルユニオンのストライキは 不当」などと組合を誹謗し，不 当労働行為をくりかえすだけで す． すべての関係者の連帯を！ 労働者ひとりひとりの力は小 さいけれど，小さいからこそ， 団結して闘う権利が保障されて います．しかし実際は，1 年契

II. National Health Insurance (Kokumin Kenko Hoken) and National Pension (Kokumin Nenkin) Kokumin Kenko Hoken and Kokumin Nenkin systems are designed to cover those who are; unemployed, self employed, retired, or ineligible for Shakai Hoken.

Kokumin Kenko Hoken is administered by your local government. The premiums vary from area to area.

To enroll you will need to visit the Kokumin Kenko Hoken desk at your ward, city, town or village office.

Premiums are usually calculated by using your city tax rates from the previous financial year. For the first year of enrollment in Kokumin Kenko Hoken premiums are relatively cheap. From the second year of enrollment premiums rise sharply. Most local governments have a premium cap of ¥530,000 per year (for insured people less than 40 and older than 65) Kokumin Nenkin is administered by the Social Insurance Agency. You can apply to be enrolled at the Social Insurance Agency Office covering the area you live in or at the Kokumin Nenkin counter at your local government office. Kokumin Nenkin premiums are not based on salary. Kokumin Nenkin premiums are currently ¥13,860 per month.

Kokumin Nenkin also has a refund system (dattai ichijikin) for non-Japanese nationals. If you have been enrolled for 6 months or more you may also be Page 6

約で常に雇い止めの不安がある 者にとって，立ち上がって闘う ことは非常に困難です．また雇 用形態の多様化の中で，労働者 の分断が進み，立場が違うと連 帯も困難です． そのような困難な状況の中 で，ゼネラルユニオン立命館大 学支部は，多くの組合員を擁し 団結して闘っています．また， 多くの学生，教職員が支援を表 明しています．ここで改めて， 立命館のすべての学生・教職 員・関係者のみなさんに，立場 や雇用形態の違いを越えた連帯 を呼びかけます．

entitled to a refund.

Period of Contribution

National Pension

6 months to less than 12 months

¥40,740

12 months to less than 18 months

¥81,480

18 months to less than 24 months

¥122,220

24 months to less than 30 months

¥162,960

30 months to less than 36 months

¥203,700

36 months or more

¥244,440

Social Insurance Agreements Some agreements allow the insured person to combine pension funds to meet pension hurdle requirements.

Japan currently has Social Insurance Agreements with the US, the UK, Germany and South Korea. The UK and South Korean Agreements do not allow aggregation of pension funds to meet hurdle requirements.

Agreements have been signed with Belgium, France and Canada; however, these agreements have not been implemented as of April 2006. Negotiations are currently under way with Australia and the Netherlands.

Summer 2006

National Union Voice

勝手な減ゴマや賃下げを阻止！ 事前協議協約とは，組合と使 用者の間の 「組合員の労働条件 の変更は，事前に組合と協議の 上決定する」 という協約のこと です．実際には，もっと具体的 な条項がつけ加えられることも あります． この協約があると，使用者は， 組合員の労働条件を勝手に変え ることができなくなります．労 働条件というのは，賃金や，労 働時間，勤務地，社会保険など のことです．非常勤講師の担当 授業数や，パート職員の週労働 時間も，これに含まれます． 非常勤講師の場合，毎年毎年 担当コマ数が変化します．常勤 の講師や職員も，有期雇用であ れば，毎年の契約更新や，更新 時の労働条件の変更 (賃金カッ トなど) が心配です． しかし，この協約があれば， もうその心配はありません．事 前に協議があるので，合理的な 理由のない雇い止めや減ゴマ， 労働条件の変更をチェックでき ます。 使用者にとってのメリットは 何？ また，事前協議協約は，使用 者にもメリットがあります．実 は，現場が労働法を知らずに不 合理な人事を決定してしまい， 後でトラブルになることも多 く，使用者も苦労しているから です．

2005 年の事前協議キャンペー ン ひとくちに，事前協議協約と いっても，いろいろな種類があ ります．非常勤講師の場合，年 間のタイムスケジュールが重要 です．2005 年度には， 京都精華大学では ◆次年度の担当コマ数変更や雇 止めがある場合は，委嘱の時期 ではなく，前期期間中に通知 ◆後 期の科目 登録終了後 (10 月) に，後期および次年度の授 業内容について協議 ◆委嘱した科目の不開講の可能 性がある場合は，事前に調整 大阪工業大学では ◆9 月上旬に次年度担当の骨子 を示し，確認 ◆10 月下旬に次年度担当のコ マ数，曜日を確認 ◆大幅なカリキュラム改定など の場合は，その可能性について できる限り速やかに連絡 大阪樟蔭大学では ◆翌年度の労働条件について， 変更しなければならない事情 (コマ数の削減や授業時間帯の 変更) が生じたときは，大学か ら講師と組合に通知し，異議が ある場合は，組合と協議する といった合意をしました．

せん．要求を出し，使用者と合 意するまで交渉します．ひとつ の職場 (学校) に組合員がひと りでもいれば，交渉する権利が ありますが，同じ職場に，多く の組合員がいた方がより大きな 成果を得られます． 要求や交渉はもちろん，支部 の結成や運営の方法などについ ては，ユニオンの日本人・外国 人の経験あるスタッフがサポー トします． あなたもユニオンに加入を！ 事前協議協約は組合と使用者 の間の協約で，組合員にのみ適 用されます．もしあなたの職場 に事前協議協約があっても，あ なたが組合員でなければ適用さ れません． 日本の憲法では，日本で働く すべての労働者に，団結権，団 体交渉権，団体行動権が保障さ れています．あなたもユニオン に加入して，あなたの職場の改 善のために，共に行動しましょ う！

どうしたら事前協議協約は出来 る？ 何もしないで，自動的に事前 協議協約が出来ることはありま Summer 2006

Page 7

“Voice”の紙面

 社会保険  NOVA の争議  Berlitz の勝利  NIC ２

０

Lakeland ０

６

年

夏

号

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

教職員の半数が有期雇用 学校法人立命館で働く，教職員 は約 4000 名いますが，その半数 の約 2000 名は，1 年契約，11 ヶ月 契約など，期限の定めのある雇用 契約 (有期雇用) で働いていま す．そして，その半数の約 1000 名 のフルタイムの教職員には，契約 更新の上限年数が決められてい ます． 今，全国で有期雇用は急増して いますが，立命館のように，更新 回数の上限が定まっているのは非 常に珍しいケースです．世間で は，有期雇用であっても，特別な 理由 (本人に問題があるとか，会 社の経営危機とか) がない限り， 契約は更新されつづけるのが普 通です．

になった教職員がやっていた仕 事自体がなくなるわけではないの で，そのポストには新たに次の教 職員が採用されます (そして 3～5 年後にはその人たちもまたクビに なります)．

このような，毎年毎年，大量の 教職員を入れ替えるシステムが拡 大することで，教育も事務も非常 に非効率的になっており，現場で は正規の教職員もたいへん苦労 しています．(2 ページに続く)

This article was deleted under the terms of an agreement between that company and the General Union.

1000 名もの教職員が、3～5 年で クビ ところが，立命館では，主に外国 語を担当する常勤講師と嘱託講 師約 300 名，契約職員約 300 名， アルバイト職員約 100 名，その他 あわせて約 1000 名のフルタイムの 教職員に，3 年，4 年，5 年といっ た契約年数の上限を定めていま す．そのため，毎年毎年，上限年 数に達した 200～300 人の教職員 がクビになります．もちろん，クビ

全

国

一

般

全

国

協

議

会