2012 01 (spring)

Inside the “Voice”  Ashiya Gakuen  ECC negotiations  Opinion: Why join a union  Private language schools update  S p r i n g News

from

the

General

Union

In October 2011, as GABA was taken over by Nichii Gakkan, management decided to do a spot of union-busting and fired Francis Strange, the chair of the GU GABA branch. This was in addition to previously suing the union for 58 million yen for libel, plus the Japanese government for recognizing instructors workers under the Trade Union Law. We are now happy to report that things are moving in the union's favor. Firstly, GABA's claim of libel against the union was found to be baseless, with the case being dismissed on 15 November 2011.

The ruling provided the perfect chance to begin discussions with Nichii Gakkan and GABA. In talks, the company agreed to not appeal their loss. And with the appeal deadline now passed, GABA has dropped all claims.

In addition, GABA had been suing the government for the right to appeal the Osaka Labour Relations Commission’s finding that instructors are protected under Trade Union Law, and have the right to negotiate collectively. As part of the new set of talks, GABA agreed to drop the case and recognize the trade union rights of instructors, and the company's obligations to negotiate with the union.

NUGW Tokyo Nambu Tel: 03-3434-0669 Fax: 03-3433-0334 nugw_ts@jca.apc.org www.nugwnambu.org

(Kansai

&

Tokai),

NUGW

Tokyo

Negotiations also covered the unfair dismissal of Francis. After almost 3 months of unemployment, Francis returned to work on 12 February 2012 and is happy to be back at GABA's Ginza Learning Studio.

As part of the settlement GABA has agreed to negotiate the issue of employment status, which includes issues such as paid annual leave, transportation allowances, and unemployment insurances.

The more people get involved, the stronger negotiating position the union has, and the more likely we are to be able to win improvements from the company. If you would like to have your voice represented, your opinions heard, and a chance for things to improve for the better for all of us, please join.

To celebrate our success so far, the GABA branch is having an organizing drive. Dues have been reduced for GABA members and are only 1000 yen per month.

General Union – Kansai & Tokai Tel: 06-6352-9619 Fax: 06-6352-9630 Tokai Tel/Fax: 052-561-8555 union@generalunion.org www.generalunion.org

South,

Fukuoka

2 0 1 2 General

Union

During 2008’s shunto spring labour offensive, Berlitz General Union Tokyo (Begunto) demanded the first base pay increase in 16 years and began a long-term surgical strike campaign.

Berlitz management, however, claimed the strike’s purpose was to hurt the company rather than realize the demands, and sued the parent union, National Union of General Workers Tokyo Nambu; Begunto; Nambu President; Deputy General Secretary; and five Begunto executives for alleged damages of 110 million yen.

The court’s denial of Berlitz’s petition is a victory for working people in Japan as it shows the legitimacy of union and collective action. This is not a battle that we could afford to lose and thank all for their support.

Fukuoka General Union Tel/Fax: 092-473-1222 fukuoka@generalunion.org www.fukuoka.generalunion.org

National Union of General Workers e r s w w w . gGeneral e nUnion e r– Kansai a l u & n i o n . o r g

National Union Voice National Union Voice The first round of the shunto "spring" negotiations were held on Feb 28. ECC has agreed to the majority of the union's 2012 demands. The sticking points continue to be job security for teachers and sick days.

Pay Increases ECC has countered the union's demand of an hourly base increase of between 30 and 90 yen (average 60 yen) with performance based increases. The range is 0-100 yen per hour, the highest in 8 years, with the average increase being 30 yen per hour.

Special Leave ECC management has approved special leave (unpaid) for full-time union members. A collective agreement will be signed in the coming weeks.

Halloween Costumes Basic costumes will be provided at schools. Teachers wishing to wear their own costumes can do so.

Summer Intensive Courses ECC has recognized that the situation that occurred last year, with not enough notice being given, was far from ideal. They have given the union a commitment that the same thing will not happen this year and

The Kitakyushu Board of Education (BoE) plans to change the ALT system in elementary and junior high schools moving from a sub-contract (itaku gyomu) to a dispatch (haken) contract system in the 2012 school year. This change will (finally) give the BoE legal authority to give directions to ALTs, however it looks likely to be catastrophic for the conditions of the ALTs. Instead of working a full year

they have already started discussion internally.

Model, event and special lessons ECC acknowledged that advance notice and proper preparation improve lesson quality and new student sign up rates. The union will continue talks at the next labour-management meeting.

Sick days Taking unpaid sick days (and not using paid holidays) can adversely affect school director evaluations, ultimately leading to a lower salary increase for simply being ill. ECC has responded negatively to the union's demand that absences not be used in the evaluations.

Polarisu Kindergarten When a member recently quit their job with 1-month notice as stated in their contract, the company objected and refused to pay the outstanding salary. After just a few letters and phone calls, we are happy to report that the member has now received their outstanding monies.

Permanent employment Internal discussion on promoting native instructors to seishain "permanent status" is continuing.

ECC has clearly stated that they have no intention of introducing another category of workers because they have 5 already.

Seishain positions will be managerial. The union has strongly urged ECC to further look into job security for teaching staff.

Lengthening employment contracts for teachers to 3 years, as permitted by the Labour Standards Law, is one union proposal. Negotiations will continue.

An ALT dispatcher company A declared union member recently applied for, and was guaranteed, a transfer to Northern Honshu. A few days later the company's branch office rescinded the offer, unless the member moved to a particular town, rather than commute from his in-laws home in a nearby area.

This was totally unacceptable as there was a need for him to live with the in-laws and the company had this information when he first applied for the transfer. When he took the matter up with personnel he was shocked to hear them say "accept the conditions or there is no job for you".

At this point the union became involved and contacted head office and after about a week, the problem was solved. Our member and his wife are busy packing for the move and buying a few extra pairs of long underwear for life in the North.

contract, the 34 current ALTs will only be working in June July, and September to February, meaning that there will be no work in April, May, August and March – 4 months of the year, which on the face of it will be a 33% cut in work, and salary. The BOE has cited financial restraints as a reason for the change in the system.

The BoE and dispatch companies have yet to release details of the

dispatch contract, but there is a fear that the new conditions will also result in the ALTs not being able to receive employment insurance payments, lose ALL their paid annual leave, be forced to change their health insurance companies, and be required to get special permission to work outside the “instructor� visa limitations if they seek other work during the times when they are laid off.

Spring 2012 Page 2

Ever wondered what being a union member can do for you? Here are two examples.

National Union Voice

Opinion piece by Jeff Smith I was born and raised in Electchester in Flushing Queens, New York City.

My town is a rent-controlled housing development that has provided a place for members of the International Brotherhood of Electrical Workers Local #3 to live comfortably in a community environment since the early 1960’s.

As children, my sister and I, along with our friends, were constantly told the importance of joining a union, and the fear of what could happen if we had to work in conditions without protection of our rights. As I boarded the plane for Osaka as a JET Program ALT, my father and mother said: “Find a union over there!” I of course didn’t bother to heed their words at the time. Although it took 18 years, I am glad to say I came to my senses before any real trouble arose.

Given my union upbringing, I was fully aware of the union-busting, illegal contracting, scab employment and scare tactics that companies (and sad to say, government institutions as well) put into effect to hinder people from getting their basic rights as workers. It is amazing how the general populace is unaware of their own rights; as ignorance is bliss, people don’t miss what they never knew they had. For people working in Japan from overseas, we are often more susceptible to the polite threats of dishonest people who will say: “In Japan, complaining causes disharmony and inconveniences others” in order to keep people in line; Japanese

National Union Voice

nationals included. The fact that many people are injured on the job without benefits, or denied salary for speaking out against an infringement on their very livelihood based upon the aforementioned adage is unacceptable.

Given the dangers present following the tragic earthquake of March 11th 2011, we must be ever vigilant of those who are unscrupulous enough to put our lives at risk-literally or figuratively-and never fall into the trap of saying: “That problem doesn’t affect me.” People are slowly realizing on a global level that we are powerless unless we ask questions and have a united front. Although last year was a very difficult one for me both on a personal and general level, joining the GU made a great difference in my life. In light of the victories the GU has attained of late with GABA and Berlitz, we know that wrongs can be put right, if people stand together and speak up. There are still many other industries out there using illegal measures with impunity because they are not confronted. For those people out there still on the fence about joining a union, let a person born into it tell you: DON’T WAIT FOR A PROBLEM TO JOIN: THE TIME IS NOW! One person’s problem could very well become yours in the near future; this may sound cliché, but it is very true indeed.

Spring 2012

Spring is the traditional time for Japanese unions to negotiate improvements in working conditions. Called “shunto” in Japanese, it translates as Spring Labor Offensive. Right across Japan unions, big and small, have been submitting demands to employers.

The General Union has submitted demands at numerous companies in Kansai and Nagoya.

OTC OTC teachers have been discussing teacher development. The majority of our OTC members are either dispatched to universities or high schools. Some members hold education qualifications, while others are currently in the midst of gaining them. They, and the union, believe that companies and schools alike have a responsibility to encourage and support on-going teacher development. With this in mind, our members have decided on the following demands.

That OTC support and encourage professional development of teachers in the following ways. i) Subsidize membership of JALT (Japan Association of Language Teachers) ii) Provide a monthly stipend for teachers holding qualifications in the field of education. iii) Guarantee that leave will approved for those seeking professional development by attending educational conferences, and those required to attend short-term residential schools as part of gaining approved educational qualifications.

Epion Mabuchi Members, concerned about lack of employment stability, have voted to (Continues on pg. 4)

Page 3

National Union Voice National Union Voice In October of last year a number of full-time English teachers at Ashiya Gakuen High School joined the General Union and formed a union branch at their school. Teachers had read in the school's recruitment literature for next year that for certain courses the school planned to have native English speakers as homeroom teachers.

This came as a surprise to the teachers concerned because no one had discussed the idea of taking on home-room responsibilities with them. In addition other rumours surfaced about changes to working conditions. The school had also sparked anger amongst part-time teachers by announcing that they would be employed on worse working conditions for the following year.

The General Union submitted demands for no changes in working conditions for our members. The negotiations got off to a rocky start.

Our members had originally been employed on one year contracts with various conditions, such as summer vacations, written into their contracts. However, for the last seven years or so these teachers had received no contract at all. The school argued that they had become regular full-time employees and could be required to perform any of the duties, such as becoming home

room teachers, that regular permanent employees were expected to perform. This argument was opposed by the union as our members had never been told of any changes in their working conditions when they had no longer received a contract and they still do not receive all of the benefits of the regular full-time teachers, for example having a different bonus system or enjoying equal opportunities for promotion.

Over the winter break GU members were threatened with pay-cuts if they didn't, amongst other things, attend morning staff meetings which are outside their official working hours.

However, at the last negotiations the school agreed to withdraw their threats against General Union members and to recognise the conditions outlined in their previous contracts. It was also agreed that they would submit any changes to working rules to the union for negotiations.

With the falling numbers of school age students, there is substantial competition between private high-schools. This has resulted in pressure to worsen the conditions of employees, whether they are full-time, part-time, permanent employees or workers' on limited term contracts. All teachers need union organisation to defend their pay and working conditions.

っても、賃金や有給休暇は組合員 の労働条件に関するものであること に変わりはない。日輪は組合員の 労働条件について、組合との団体 交渉に応じなければならない」と判 断したのです。 以上の通り、日輪の主張は大阪府 労委によってことごとく斥けられた が、懲りない日輪は中労委へ再審 査を申し立てました。中労委は「府 労委命令は正当であり、日輪の再 審査申立てには理由が無い」と判 断したのでしょうか、実質的な審理 に入ることなく、日輪と組合へ和解 を強く勧めました。日輪は極めて低 い解決水準を示すなど和解に消極 的でした。しかし、中労委の粘り強 い説得もあり、2012 年 1 月、日輪と 組合は中労委の和解勧告を受け入 れ、事件は解決しました。 私たち労働組合にとって、団体交 渉は組合活動の要です。よって、私 たちは使用者の団交拒否を絶対に 許さず、使用者に団交権を認めさ せるまでこれからも闘い抜きます。

submit demands for job security.

Epion has started hiring teachers on 6-month contracts, and appears to be reducing the number of full-timers.

Other issues to be addressed relate to the company’s evaluation system which penalizes teachers for using annual leave. The union is also asking that the legal right of teachers to take annual leave at their own discretion be recognised.

Panasonic Excel International Members, worried about the restructuring occurring at Panasonic, raised concerns about the possibility of reduced classes from April. The union is asking that working conditions are not worsened.

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Spring 2012

National Union Voice

労組の基本的ニュース活動」「会社 の損害はねつ造」などの全面反論 を展開した。 東京地裁がｾﾞﾈﾗﾙﾕﾆｵﾝを高く評 価。会社が損賠でも敗訴 １年間の審理後 2011 年 11 月 25 日、東京地裁は「GABA 社からの労 組への損賠請求等はすべて棄却」 の判決を下した。判決は、ﾎｰﾑﾍﾟｰ ｼﾞの「団交拒否」「実質敗訴」などの 記事は、「真実・正当な論評」にあ たる。適法な労組の存在も明らか、 と認定した。そして、「労働者として 扱っていない」や、「有価証券報告 書の法違反」などのﾎｰﾑﾍﾟｰｼﾞ記事 は、「契約形態についての問題意 識を広く喚起するとともに、監視委 による調査をも促した問題解決を 図ることが認められ、専ら公益を図 る目的であった」と、労組への高い

派遣会社エスティシー（本社：愛知 県刈谷市）は、大阪府泉佐野市に ある食品製造工場へブラジル人労 働者などを派遣していました。エス ティシーは国税を滞納しており税務 署から差し押さえを受けたので、労 働者への賃金を支払わずに 2009 年 10 月末で会社を解散しました。 同じく愛知県刈谷市に本社がある 派遣会社日輪がエスティシーの労 働者の雇用を引き受け、同じ食品 製造工場へ引き続き彼らを派遣し ましたが、時給だけが 100 円下がり ました。また、エスティシー時代に未 消化有給がたくさんありましたが、 日輪に移籍したことによりこの未消 化有給休暇が使えなくなりました。 このことをきっかけにブラジル人労 働者がゼネラルユニ オ ン（以下、 「組合」という。）に加入しました。 2009 年 12 月、組合は日輪へ「有給

National Union Voice

評価を下した。 GABA 社が謝罪。「雇用移行」な ど、ｾﾞﾈﾗﾙﾕﾆｵﾝの全面勝利が実現 このさ中、親会社の大和企業投資 が、法令違反からの無責任な脱走 をはかり、GABA 全株式を TOB によ って、ニチイ学館に譲渡した。この 手続き中の、GABA 社の再三の敗 訴は、新しい親会社のニチイ学館 を驚かせる結果となった。そして、 GABA 社長交代・損賠と労働者性 問題の控訴断念・団交応諾など、 労組との全面和解が決議された。 並行して、GABA 社・ニチイ学館と、 ｾﾞﾈﾗﾙﾕﾆｵﾝの間の団交も重ねら れ、「労組への謝罪・雇用への移 行」などの労組要求が実現し、長期 争議の勝利解決となった。旧 GABA の最後の報復であったﾌﾗﾝｼｽ支部 長への契約更新拒否も撤回され、 ２月より元気に職場復帰している。

休暇や賃金など労働条件」を議題 とする団体交渉を申し入れました が、日輪は団体交渉を拒否した。日 輪は団交拒否の理由として、①組 合員は新たな労働条件に同意の 上、日輪へ入社している、②組合の 団交議題はエスティシーの労働条 件を前提とするものであり日輪の権 限外の事項で ある、と主張しま し た。日輪の団交拒否理由①と②は 正当な理由とはならないので、2010 年 2 月、組合は日輪の団交拒否に 対し大阪府労委へ不当労働行為の 救済を申し立てました。 2011 年 6 月 10 日、大阪府労委は 「日輪の団交拒否は労組法第 7 条 第 2 号違反」として、団交応諾など を日輪に命じる救済命令を出しまし た。大阪府労委は、「エスティシー の労働条件を前提とするものであ

私たちは、１９９４年、ベルリッツジャ パンの外国籍の労働者を中心とし た語学講師を組織し、支部を結成し ました。しかしその後１６年間、経営 事情を理由に、ベースアップが行わ れてきませんでした。２００８年、支 部組合 BEGUNTO は、会社好調を 背景に春闘要求を立て交渉を重ね ました。しかし会社はゼロ回答。私 たちは語学講師組合員の指名授業 ストライキによって団体交渉を進め ようとしました。ところが、会社はそ のストライキが「会社への加害目 的」で違法だと、組合や役員に対し １億１千万の損害賠償請求訴訟を 起こしたのです。 ストライキ（団体行動権）は労働組 合の権利です。労働の権利主張に 対する使用者の反応が、金にモノ を 言わせ た加虐的 な訴 訟だな ん て、 まさに“逆ギレ”報復と言わざ るを得ません。 この裁判で、ベルリッツ・ジャパン は、最後まで１億１千万円の損害金 の根拠を明らかにすることができま せんでした。１億１千万円という損 害賠償を請求することの目的が労 働組合を萎縮させ弾圧することに あったというほかありません。この ような訴訟自体、反社会的な行為 であり、権利侵害、不当労働行為と いえます。 「ストライキの正当性に欠けるところ は認められない」、「加害が認めら れる根拠はない」とする東京地裁判 決を受け、ベルリッツ・ジャパンが早 期に争議解決へ努力することを求 めます。

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Spring 2012

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春

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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

 「講師の労働者性を認めた」府労 委命令が確定。国を訴えた会社 が地裁で敗訴。  「労組ﾎｰﾑﾍﾟｰｼﾞが営業妨害等」と の 5820 万損賠訴訟も、地裁で会 社が全面敗訴。  地裁が「労組ﾎｰﾑﾍﾟｰｼﾞ記事は事 実。労働者扱いしない契約への 公益喚起」と評価。  GABA 本社がｾﾞﾈﾗﾙﾕﾆｵﾝに「遺 憾の意表明」で謝罪。労組ﾌﾗﾝｼｽ 支部長が原職復帰。  GABA 本社とｾﾞﾈﾗﾙﾕﾆｵﾝとの「労 働者性と、社会・雇用保険」労使 交渉開始。

府労委が「労働者性と団交義務あり」の

２０１２年２月２７日、東京地方裁判 所民事第３６部（ 渡辺弘裁判長） は、ベルリッツ・ジャパンが訴えた 全国一般労働組合東京南部と支部 組合ベグントが行なった２００８年春 闘ストライキにに対する１億１千万 円の損害賠償請求事件について、 「ストライキの正当性に欠けるところ は認められない」とする判決を言い 渡しました。 ベルリッツ・ジャパン（親会社はベネ ッセ・コーポレーション）は、労働組 合が行なった２００８年春闘におけ る指名・時限ストライキが、会社を 加害する目的で行われた違法なも のだとする訴えを、２００８年１２月 に東京地裁に起こしていました。

東京地裁判決は、ストが違法であ るというベルリッツ・ジャパンの主張 を完全に退けています。 ベルリッツ・ジャパンのこの訴訟の 目的は、１億千万円という損害賠償 訴訟を起こすことによって、労働組 合の権利行使を萎縮させることに ありました。 しかしながら、組合のストライキが 正当であり、労働組合の権利をは っきり認めた点で、意義のある判決 となりました。 全国一般労働組合東京南部は、こ のような経営側の組合つぶしをは ねのけ、労働組合の権利、労働者 の権利と生活を守るため、これから もがんばります。

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判断。会社の異議も地裁が却下

英会話 GABA は業界大手では唯 一、労基法や社会保険によるコスト アップを嫌って、千名近い外国人講 師を「雇用でなく委託」すなわち、偽 装個人請負としてきた。労組が、雇 用の確認要求の団交を申入れた が、会社が不誠実だったため、大阪 府労働委員会へ不当労働行為で 申立てた。府労委は、レッスンの指 揮系統やマニュアルの検証を行な い、採用・研修・報酬・報告・査定な どを審理した。そして、2009 年 12 月 22 日、労働者性と団交義務を認定

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する判断を下した。慌てた GABA は、中央労働委員会に「労働者性 の判断取消」を求め、再申立を行な った。だが中労委も 2010 年 10 月に 「判断の取消はできない」と門前払 いした。すると会社は、中労委＝国 をも訴えたが、東京地裁はこれを棄 却し、改めて、講師が「委託でなく雇 用」であることが最終確定した。 会社が、5820 万円の損賠訴訟で、 ｾﾞﾈﾗﾙﾕﾆｵﾝを攻撃 GABA は有価証券報告書で、「労働 者の定義に関する裁判や行政当局 による対応の変化が生じた場合 は、業績に影響を及ぼす」とのリス ク表示までしているのに、自ら黙殺 を続け、他の欄には「当社に労組は ない」とまで記載していた。そのた め労組はﾎｰﾑﾍﾟｰｼﾞで、「労働委 が、団交拒否は違法。講師は労働 者と判断」「有価証券報告書の不 実・虚偽記載で、労組が証券取引 等監視委に通報」と公表した。 ところが GABA 社は、国を訴えたの と同じ日同じ東京地裁で、「労組の ﾎｰﾑﾍﾟｰｼﾞが営業妨害・名誉棄損」 だとして、ｾﾞﾈﾗﾙﾕﾆｵﾝを被告とした 「5820 万円の損害賠償・ﾎｰﾑﾍﾟｰｼﾞ 削除・労組の謝罪広告」の訴訟を起 こしたのだ。労組は、ひるむどころ か、「損賠訴訟こそ組合ツブシを狙 った不当労働行為だ」と、府労委で 応訴した。法廷でも、「情報公開は （５ページに続く）

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