Collective-negotiation-based Salary System

The collective-negotiation-based salary system is an important part of the socialist market economy system,an important mechanism for coordinating labor relations,by which the trade unions can perform their main functions.In October1992,the 14 th National Congress Report of CCP formally procounced that the establishment of socialist market economy system is the goal of economic system reform in our country,and the promulgation of Labor Law in 1994 marks the formal establishment of collective consultation system.It can be said that,after nearly 30 years of exploration and practice,with the joint efforts of trade union organizations at all levels,the collective salary bargaining system has experienced rapid development.It has also played an positive role in the economic development and social stability.However,in the era of “new normal”,there are still some problems to be solved urgently in the collective salary bargaining system,such as the insufficient exertion of the role of the trade union organization,the low enthusiasm of the staff and workers to engage in the negotiation,and the insufficient attention paid by the enterprise to the collective bargaining work.The negotiation procedures between employers and employees are often superficial,the terms of collective contracts are not sufficiently detailed and specific,the quality of professional personnel in collective negotiation is defective,and the position of the government in collectivenegotiations is not clear enough,and so on.In particular,the whole society still has a certain one-sided understanding of the collective salary bargaining system,which affects the process of promoting the construction of harmonious labor relations,and at the same time is not conducive to creating a good social environment for collective bargaining.Therefore,it is necessary to deeply analyze the collective bargaining system,to find out the deeper reasons reflected in the problems and make a good conclusion,and to draw lessons from the advanced practices and experiences of the representative of the United States and Germany in the practice of collective bargaining in western countries.Combining with the actual context and the real demand of the collective salary negotiation in our country,we should strengthen the construction of related laws and regulations,speed up the self-innovation in the process of trade union organization reform,and break through the traditional working methods of trade union.Define the primary rights protection function of trade unions,cultivate typical demonstration sites for enterprises and industrial collective consultations,strive for full understanding and get support from local governments,promote the participation of workers and staff in various dimensions,and put forward feasible suggestions.In short,all kinds of efforts will be made to reach a broad consensus on the collective bargaining system throughout the society.In order to improve the effectiveness of collective salary bargaining,this paper takes X City a case study,relying on the third-party investigation of the effectiveness of collective salary bargaining in X City enterprises conducted by X City Survey team of the National Bureau of Statistics.We have obtained a number of objective data which reflects the effectiveness of collective salary bargaining in X city.We have conducted a more in-depth investigation from three perspectives: enterprise managers,the trade union officials,and ordinary workers and staffs.At the same time,this dissertation also combines the actual working situation of the corresponding department of collective salary negotiation,which provides a useful reference and reference for the improvement of quality and efficiency in the next stage of collective negotiation.This dissertation hopes that,by reviewing the historical stages of collective salary bargaining,and on the basis of absorbing the advanced experiencesand practices of western collective bargaining,it will explore the countermeasures and suggestions for optimizing the collective salary bargaining system in China.This system can make full use of the inherent advantages of the "mother's family" of the workers and staff members of trade union organizations,and set up a "bridge of hearts" between the party committee,the government and the workers,so that the tripartite mechanism of coordinating labor relations can really play its role,and finally the trade unions will be "organized." The basic function of "protecting rights in practice" forms a working pattern of party and government guidance,tripartite joint efforts,trade union assistance,multi-assistance,and the participation of enterprises and workers.