Not Only Public Officials... 18 Days Left to Adjust Time-Off System for Former Union Members

Whether to Apply Exceptions for Dispatch by Higher-Level Organizations, Regional Weights, and SMEs with Over 300 Employees
Detailed Issues Show Labor and Management Opinions 'Parallel Lines'... February 3 Decision on Adjustment and Scope

The National Courier Workers' Union Post Office Struggle Headquarters held a rally on the 10th near the Blue House in Jongno-gu, Seoul, urging the implementation of the social agreement. Participants are breaking ice with the words "Social Agreement" attached using hammers. Photo by Moon Honam munonam@

[Sejong=Asia Economy Reporter Moon Chaeseok] The pace of discussions to readjust the working hour exemption limits for general full-time union members is accelerating. This comes as the political sphere has decided to place the working hour exemption review committee for public officials and teachers under the Presidential Economic and Social Labor Council. If the exemption limits expand as the labor sector desires, it is expected that the labor sector's influence will strengthen in both the public and private sectors. Concerns are emerging that the tripartite decision-making system for labor-management-government cooperation is effectively collapsing.

According to the labor sector, the Economic and Social Labor Council's Working Hours Exemption Committee will decide on the adjustment of the working hour exemption limit system (time-off system) and its scope on the 3rd of next month. The labor sector is requesting expansion, while the management side is requesting reduction, and the gap between their views is significant. The labor and management sides are continuing a strong confrontation. The key issues include ▲whether to adjust the union activity time for upper-level organizations ▲whether to readjust the overall working hour exemption range ▲whether to apply exemption weighting according to the distribution of unions by region and union ▲whether to recognize exceptions to exemption limits for full-time union members in small and medium-sized enterprises with fewer than 300 employees. Currently, the time-off limits are divided into 10 ranges from 2,000 to 36,000 hours depending on the size of the union membership.

The biggest issue is whether union members belonging to company-level unions who are dispatched to upper-level organizations for union activities will be recognized as eligible for working hour exemptions. The labor sector claims, "Since the current implementation of the working hour exemption system, the number of full-time dispatched personnel to upper-level organizations has decreased by nearly 70%." Accordingly, the Federation of Korean Trade Unions has demanded that for joint union activities agreed upon by labor and management, businesses with fewer than 5,000 employees be granted up to 2,000 hours, and those with 5,000 or more employees up to 4,000 hours. Conversely, the management side argues, "Activities at upper-level organizations should be excluded from the working hour exemption application." They counter-propose a 20% reduction in the time-off limits for unions under cross-company unions (industrial unions). They judge that if the time spent on upper-level organization activities is also deducted from working hours, it will be difficult to control the labor sector's influence.

Regarding the overall time adjustment, the opinions of both sides sharply diverged. The labor sector argues that currently, workplaces with fewer than 99 union members receive up to 2,000 hours, and those with 100 to 199 members receive up to 3,000 hours, but they propose grouping all workplaces with fewer than 300 members and granting 4,000 hours. On the other hand, the management side suggests subdividing the 1,000 to 4,999 union member range from two categories into four, and reducing the limits by 2,000 hours in some newly created categories based on current standards. They also propose consolidating the 5,000 or more member category and reducing the exemption limit to a maximum of 20,000 hours. Both sides agree that adjusting exemption hours is inevitable, but they have presented completely opposite detailed plans.

Currently, a weighting of 10-30% is applied to unions of nationwide workplaces distributed across two or more regions, but opinions differ between labor and management on this issue as well. The labor sector believes it is reasonable to apply weighting according to the regional distribution of union members even if the union membership is less than 1,000. They also propose abolishing the criteria for additional weighting based on the regional distribution of union members. Conversely, the management side argues for abolishing the regional weighting system altogether and suggests using video conferencing systems or grievance boards on union websites if necessary. They reason that even if collective bargaining is not conducted at branch or chapter levels during industrial negotiations or supplementary negotiations occur, the time required for collective bargaining can be significantly reduced.

Regarding union members in small and medium-sized enterprises with 300 or more employees, the labor sector insists that "exemption limits should be applied exceptionally." Improving union activities in small and medium enterprises is a longstanding wish of the labor sector. They argue that if a full-time person in charge of safety and health or industrial accident prevention activities, such as an honorary industrial safety supervisor, is appointed by labor-management agreement, exceptions to the time-off limits should be recognized. The management side did not present any particular opinion on this matter at the 13th plenary meeting of the Working Hours Exemption Committee held on the 11th but is expected to send opposing messages on this issue as well. The 14th plenary meeting of the committee is scheduled to resume on the 18th.

This content was produced with the assistance of AI translation services.