香港亞洲家務工工會聯會(FADWU)回應標準工時框架

獲準翻譯作中文並附錄五一專號節錄

上個月,香港亞洲家務工工會聯會針對政府將立法執行的合約工時框架發出聲明,指出方案的漏洞。以此為契機,草根.行動.媒體訪問了不同移民家務工組織的幹事,了解他/她們怎樣理解本地勞工及移民家務工面對的工時問題、政策倡議的方向及背後的考量。詳情請見以下鏈接::https://www.facebook.com/HKFADWU/photos/a.531945376871365.1073741828.531542250245011/1386473258085235/?type=3

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假工時政策框架!拒絕排斥!

在數年「諮詢」及「研究」後,香港政府今日(613日)宣佈一項工時政策框架。這個作為工時規管的新政策,卻只適用於月入1.1萬以下的工人。同時,它僅僅要求僱主與僱員簽訂含有工作時數和加班補水安排的書面合約。然而,沒有任何條例規定標準工時及最高工時。

 

另一邊廂,政府還指出新政策不適用於留宿家務工——這與最低工資條例一樣。再一次地,政府在新勞工法例上排斥了家務工。

 

//留宿家務工包括外籍家務工和本地「廿四小時」陪月員,這群本地和來自東南亞各地的婦女,同樣為撐起香港經濟而努力。陪月員讓產婦健康地度過產後的階段,外籍家務工更令很多家庭的婦女能打工養家。家務勞動的價值一直被低估,但不代表我們要繼續忍受比其他工作更差的待遇。//

(節錄於FADWU Post五一標準工時專號:https://issuu.com/fadwuhk/docs/fadwu_post_may_2017 

 

工時框架節錄如下(http://www.info.gov.hk/gia/general/201706/13/P2017061300834.htm?fontSize=1 ):

1)以每月工資不超過11,000元作為界定工資較低的基層僱員的工資線,立法規定僱主須與這類僱員訂立書面僱傭合約,當中須列明工時條款及超時工作補償安排;

2)以上文第(1)項的同一工資線界定工資較低的基層僱員,在此定義下的僱員,可享有不少於協議工資率(註)的超時工資或相應的補假作償;

3)以勞工顧問委員會(勞顧會)作為平台,讓僱主及僱員代表透過討論訂定實施安排,並在有關建議立法措施實施兩年後檢討委員會提出的建議的成效;

4)透過勞工處的行業性三方小組為11個行業制定行業性工時指引;以及

5)引入配套措施,以加深社會各界對工時政策的認識,並因應勞顧會的要求,為監察委員會所提建議的成效做準備。

上文第(1)及(2)項的建議立法措施,將不會涵蓋《僱傭條例》(第57章)及《最低工資條例》(第608章)所不適用的人士。

 

“Working hours policy framework" is FAKE! No to Exclusion!

After years of “consultation" and “research", HK Government announced a “framework" of working hours policy today. The framework, as a new policy on working hours regulation, only protect workers who earn less then HKD11,000. Meanwhile, it is just to require employer to have written contract with employees which include terms of working hours and overtime pay. However, there’s no regulations on standard hours of work, as well as maximum working time.

On the other hand, government also told that such regulations are not applied to live-in domestic workers, same as minimum wages ordinance. Once again, government exclude domestic workers in new labor regulations.

 

//Live-in domestic workers include foreign domestic workers and local 24-hour post-natal caretakers. These local and Southeast Asian women both pay after their effort for Hong Kong’s economy. The post-natal caretakers assist the mothers in their time after giving birth, foreign domestic workers provide chance for many women to work outside home. The value of domestic work is always underestimated, but it does not mean that we deserve worse working condition than other jobs.//

(Quoted from FADWU POST MAYDAY Edition: https://issuu.com/fadwuhk/docs/fadwu_post_may_2017 )

 

The framework is quoted as follow: 
http://www.info.gov.hk/…/gener…/201706/13/P2017061300838.htm
(1) to adopt a monthly wage line of not exceeding $11,000 for defining the “lower-income grass-roots employees", and legislate to mandate employers to enter into written employment contracts with working hours and overtime (OT) compensation terms with these lower-income grass-roots employees;

(2) to use the same wage line in (1) above for defining the lower-income grass-roots employees who shall be entitled to statutory OT compensation by way of OT pay at a rate no less than the rate of the agreed wages (Note), or the equivalent time off in lieu;

(3) to make use of the Labour Advisory Board (LAB) as a platform for employer and employee representatives to thrash out the implementation arrangements and review the effectiveness of the SWHC’s recommendations after two years of implementation of the proposed legislative measures;

(4) to draw up 11 sector-specific working hours guidelines through the Labour Department’s industry-based tripartite committees; and

(5) to introduce supportive measures to enhance public understanding of working hours policy and make preparation as per the request of the LAB in monitoring the effectiveness of the SWHC’s recommendations.

The proposed legislative measures in (1) and (2) above shall not cover persons to whom the Employment Ordinance (Chapter 57) (EO) and the Minimum Wage Ordinance (Chapter 608) do not currently apply.

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