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).
© Copyright 2024