COMPLAINTS MECHANISMS FOR MIGRANT WORKERS 26 th 27 th November 2013 - - PDF document

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COMPLAINTS MECHANISMS FOR MIGRANT WORKERS

26th – 27th November 2013 The 6th ASEAN Forum On Migrant Labour Brunei Darussalam Presenter: Jusnemanwaty Osman (Malaysia)

Schneider Electric 2

• Division - Name – Date

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Global Supply Chain – P1 Cluster Factory (EAJP)

• Clipsal Mfg (M) Sdn Bhd [CMK]

Located at Shah Alam, Selangor, M’sia

• Surface area : 8288 sq. mtr
• NDVC : 82
• DVC : 317 (93 + 224) = 399 TTL
• Work hours : 603,461 hours
• Hourly rate : 3.92 €
• COGS

: 28 m€

• Vocation
• Center of Excellence on Industrial

Products for AP

• High Mix Low Volume products for Asia.
• Center of Excellence for Complex or

High Shot Molding.

• Switches/sockets for BS / IEC
• Products for strategic sales in Malaysia

(JKR)

• Key challenges
• Competent Manpower
• Stabilized Manpower
• Talent Retention

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CMK FOREIGN WORKER STATISTIC Y2011 - 2013

2011 2013

Year 2011 2012 2013 Bangladesh 1 1 2 Myanmar 7 15 15 Nepal 13 29 27 Indonesia 85 136 171 Sri Langka 3 Vietnam 2 2 India 15 8 Pakistan 2 Philippine 1 Total 121 194 220

THE MALAYSIAN CONTEXT

POSITIONS Operators Carpenter Storehand Water Spiders Rack Leaders Molding Sector Quality Checker Material Handler Assembly Helper 2012

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FOREIGN LABOUR DIVISION

DIRECT EMPLOYEE Employee directly employed under the company CONTRACT EMPLOYEE Outsourced employees

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PREVENTION IS BETTER THAN CURE

RECRUITMENT PROCESS

Home & Host Agent

Only Reliable and Ethical Agents

Briefing at Home Country

A Company Representative will provide a briefing to all candidates prior to interview. Salary Positions Working Conditions Employer Expectations Culture Policy & Procedures Q&A

Interview Process

Initial selection by Home Agents Final Interview & selection by company representative

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PREVENTION IS BETTER THAN CURE

ON BOARDING PROCESS

NEW EMPLOYEE ORIENTATION General

Company Policy & Procedures Safety Rules & Regulations Support System Grievances Mechanism POR One Voice SIM 1

NEW EMPLOYEE ORIENTATION Function

Work Procedures Schneider Requirement Grievances Escalation

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GRIVENCES PROCEDURES

EMPLOYEE COMPLAINT Verbal Written SECTION HEAD/UNION 3 days DEPARTMENT HEAD 3 days HUMAN RESOURCES 3 days GENERAL MANAGER 7 days ARBITRATION

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IF A COMPLAIN ARISE

Channels Provided

Internal (Schneider Electric)

• Direct Superior
• Human Resources Business Partner
• Principle of Responsibility (POR)
• Short Internal Management (SIM)
• 1 Voice Survey

External (Statutory Body in Malaysia)

• Embassies of the Countries
• Labour Office
• Industrial Relations Department

Principle of Responsibility (POR)

Common principles for legal, Deontological and responsible conduct

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Our Principles of Responsibility

help you deal with situations such as

• Conflict of interest with private life
• Harassment
• Discrimination
• Protection of private life
• Using Company assets for personal purposes
• Health and Safety
• Free competition
• Insider dealing
• Intellectual property

As an employee… With or as shareholders…

• Bribery
• Money laundering
• Gift policy
• Conflicts of interest with a business partner
• Cooperation with suppliers
• Environmental protection
• Human rights
• Sustainable development
• Conflict of interest
• Loyalty to the Company

With or as business partners… Towards the planet & society…

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PEOPLE COMMITMENT

Short Interval Management

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PEOPLE COMMITMENT: SIM CIRCLE

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and maintenance. a) review safety and 5 S management b) clarify daily objectives or special orders, quality issues or alerts. the end of the shift is also acceptable. A meeting at both beginning and end is optimal. Topics of the meeting: SIM CYCLE 1 MEETING This is a 5 - 10 minute meeting at the beginning of each shift with all operators and the c) review results, barrier logs and suggestions SIM CYCLE 2 MEETING d) Action Plan Management & Escalation: assure commitments are met, manage and escalate exceptions This is a daily meeting, 15 - 25 minutes, at the same time and same place every day. Typical support functions that must attend are materials, methods, quality, logistics b) Review the sector results, analysis and review of key indicators a) review the input from the level 1 meeting. Topics of the meeting: c) Manage the barrier log: all barrieres are assigned to a participant with a commitment

People Commitment : SIM 1, SIM 2, etc

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1 VOICE

Your Voice Matter To Us!

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By giving the opportunity to all

employees to give feedback through

the Employee survey

to their Company and managers,

we have a key responsibility: To take into account employees feedback

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One Voice Survey

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• Employee Satisfaction Survey

WHAT?

• Schneider as Employer of Choice for

ALL

WHY?

• In employees preferred language eg

Indonesian and Nepalese

HOW?

• Employee can comment Anonymous

WHAT?

• Twice a Year

WHEN?

STATUTORY BODIES

IN MALAYSIA

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• Freedom of employee to lodge the complaint to statutory bodies should

there is an act of violation of :

• i. Malaysian Labour Legislations examples:

Employment Act, such as discrimination, un-fair treatment, child labor, freedom of association, welfare, etc Workmen Compensation Act National Wages Consultative Act( Minimum Wages)

• The underline body will be the :
• i. Embassies
• ii. Labour Dept
• iii. Industrial Relations Department

STATUTORY BODIES IN MALAYSIA

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COMMON COMPLAINTS

Favoritism Annual Leaves Medical

HOUSING

Salary Leaders Working Shifts

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QUESTIONS & ANSWERS

• PHOTOS

Make the most of your energy Make the most of your energy Make the most of your energy