Where is the reassurance in
working for a selected “Best
companies to work for”?
Is there something amiss around the workplace recently? ☛
Employee's hard works are not getting credit properly even when all the predefined goals are
met. Company is making profit, yet there is an unsettling mood lingers around office. Organization
restructuring without thorough consideration, position transfer are being forced upon employee
(job posting listed by the company does provide an illusion of freedom in choosing, yet the position
were prefixed) . Newly assigned job position has no perspective future, nor the goals have any
real meaning. Emphasis on performance improvement without a clear target or merit! Co-worker
suddenly just stop showing up for work (Have they quit?...). Review standard got modified
single-handedly with no chance of objection. Managers are not protecting subordinates when it
is most needed. Employees are being pressured by sudden call-out meeting from managers.
Are any of these happening at your workplace?
Come join the union and protect our worker's right☛
What is the purpose for union? There may be times employee wants to file
complaints at work but do not find the courage to do it along. Or the complaints might
not reach upper management and simply being ignored. Or worst, there may be
retribution from the company. Union can help you cast aside these anxieties by
negotiating with the company on equal footing. This is possible due to the fact that
union formation and activates are protected by the Japanese constitution and
legislation.
Come join the union today! NU Tokyo (Network Union Tokyo）was formed 16 years ago
and has helped out in employment issues such as dismissal, retirement
encouragement/enforcement, and reshuffle. We also help in negotiation with companies on
issues like harassment at workplace, salary reduction, and demotion. Our inquiry hotline is
open to anyone in need of help in sorting out employment issues, working conditions, and
work environment problem. If there is something troubling you or causing distress at
workplace, please come discuss with us anytime. All consultation will be kept confidential.
Remarks: It is violation of the Labor Union Act for company to retaliate against an employee
due to his/her joining of union, or consult union for work related issue. It is also against Labor
Union Act for company to intervene employee's will to join the union. Finally, it is against the
law for company to reject negotiation offered by the union. There is legislation which protect
worker's right to join an union.
Network Union Tokyo（ＮＵ Tokyo）
Give us a call！ Consulting is free and confidentiality is guarantee.
〒151-0051 5-15-13-202 Sendagaya, Shibuya-ku, Tokyo
Tel：０３（５３６３）１０９１ http://homepage3.nifty.com/nu-tokyo/nij/
Attention NI Japan employee!
ＮＵ Tokyo had confirmed the
following facts during
union-company negotiation.
Have you notices a keyword call PIP (Performance Improvement Plan) got thrown around the office
recently. Have you experienced any meeting with unreasonable claim from superior, or being pressured
by managers with unrealistic goals and given no choice but to follow or resign?
We, Network Union Tokyo (NU Tokyo), had negotiated with National Instruments Japan Corporation (NI
Japan) at 25th August and confirmed the following facts. We also stated during the meeting that it
is unacceptable for a company selected as a “Best companies to work for” to single-handedly destroy
the long-term trust build between the laborer and employer.
1) PIP will not be initiated if the employee does not accept (signed) the terms
➽Our union member has stated clearly that the terms are not acceptable.
2) Not accepting the PIP will not result in termination of employment
➽Employee is not obligated to resign when terms in PIP were not achieved within given period.
Employees who have agreed to the PIP terms, but have no intention of resigning, shall repeal as
soon as possible.
3) The PIP evaluation system implemented was not being announced to every employee within the company
➽Since it has not been announced yet by the company, we have taken it upon ourselves to publicize
this information.
4) PIP is applied to employee who received a “L” or 2 consecutive “A” in performance review
➽The “A”in “TGAL” evaluation standard does not mean “Average”, even it is listed as “average”.
From company's point of view, an “A” means unsatisfied performance. Furthermore, the company stated
that “the manager who review employee is no god, thus, he/she is not perfect”. It is absurd that
an employee is being judged as low performer, by an imperfect manager, and forced to resign.
We, NU Tokyo, have also requested NI Japan to penalize the Human Resource manager, who
has been responsible in stressing out employee during PIP interview, resulting in employee's health
instability. Any employee having the same experience during the PIP interview please come
forward to NU Tokyo for consultation.
Our main goal is to help company create an environment where employees can spend less time
worrying about employment, and more time focusing on daily work. So that employee will be able
to fully utilize their abilities and experiences, contribute to the company and getting proper
evaluation for their works in return. Thus, creating a workplace where everyone will be able to
respect other equality.
Won't it be nice to come to office feeling motivated and high spirited every day? There are
multiple NU Tokyo members within NI Japan. If you have any question or query, feel free to come
by and discuss with us (but after working hours!). As an employee, let's make NI Japan a truly
great place to work.
For further information, please access NU Tokyo homepage at http://homepage3.nifty.com/nu-tokyo/nij/
or come to NU Tokyo members in NIJ office directly (but after working hours).