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2012635228 (KAMP7A)


Question 1
Discuss any Four (4) reasons why workers join trade unions?.
The trade union is a body which is not tied to any other organization. In a free
society, trade unions are organized statement of the main rights of workers to
organize themselves, protect and promote the interests of their lives through
collective action. The involvement of members in union activities gives strength and
solidarity to the union, to assist the development of leadership and ensure the power
supply and consulting firm to a demand made. Among the reasons why workers join
the Union are as follows;
Firstly, Economic Motive. Their participation in trade unions can improve the terms
and conditions of employment such as wages and benefits earned to improve the
economic situation of their lives. This can be done through their unity in the union.
When they are united, they have the power to negotiate and collectively bargain with
employers to get the terms and conditions of service are better. In addition, their
involvement in legitimate union activities is protected by law. Therefore, the success
of the union struggle for getting the terms that will better contribute direct benefit to
its members as they strive for. For example, they ask employers to give salary and
allowances commensurate with their work and in the circumstances the cost of living
during the next set terms that do not affect the organization.
Secondly, Human Right. Employees have the right to establish or join trade unions.
If the employer has the right to interfere, he can be charged with an offense. If the
workers decide to form a new union to represent their interests, they must apply to
the Department of Trade Union Affairs to register their union. At least seven
members are required for the purpose. If the plan is to get the membership of
employees of the various companies or organizations in the country, they are trying
to set up a national union. If they choose to start a union where its membership is
open to employees in a company or organization alone, the union called internal
unity. Normally, they establish a union is to avoid any discrimination by the
management or the employer, such as favoritism, distinguishing between individual
wage workers in terms of race, religion, gender, and so on. In addition, to protect the
standard of living matter also security, status and human dignity.

Thirdly, Affect Employers. Some of those who joined trade unions considered that
trade union as a body to help one another, to be legal and have great power to
influence the decisions made by the employer or organization. In addition, they join a
trade union is due to their dissatisfaction with the basic physiological, safety at work,
and social needs of self-esteems. Employees also made the decision to join a trade
union depend on the interest received by the trade unions against the costs to be
given to the trade unions.
Fourthly, Harmony of organizations. The role of trade unions is often viewed from a
negative angle such as strike and picket, rebellion against the employers and so on.
However, trade unions actually have another agenda that is more important and can
help organizations to manage their employees accordingly. In other words, trade
unions play a very important role, namely as a problem solver who exist in industrial
relations. Consequently, sustainability and good relations between management and
employees is critical to ensure harmony within the organization maintained.
Fifthly, Social Motive. Group life makes individuals feel they have the support and
help. Thus, in this union they also have a social motive of such a need to belong to a
group, close relationships, interests and social needs while giving encouragement to
workers to build greater benefits such as insurance policies, nursing care and other
benefits. Next, the influence of peers that require some members to gain recognition
in order to encourage other workers to join unions to support the activities of these
organizations as well as colleagues demonstrated its leadership and provides
opportunities for employees to practice the virtues of leadership in the union
hierarchy. There may help colleagues to improve the terms and conditions of the
current job.
In conclusion, the union plays a very important and distinctive in protecting and
safeguarding the rights and welfare of workers. Care and protection of the rights and
welfare of workers means a lot to that level. This is because, the workers usually
they are often persecuted and mistreated by the authorities of unscrupulous
employers to act on a whim without hearing voices and moans by employees.

Question 5
a) Explain TWO (2) types of recognition given to a trade union?.
Trade unions can only be a representative of the workers who are members of
a union and bargain on behalf of their members only. Employees who are
members of the union also are limited to them only. In addition, workers who
join a union have a right, limited by law, to take action against the company to
try and force the employer to give in to their demands. Usually, members of
trade unions to take action against employers when they believe that
employers are not very serious about their claims in the organization. For
example, if they thought that the employer deliberately delaying negotiations,
they may decide to stop negotiating and start picketing. They are not likely to
strike because in Malaysia is very difficult for workers to go on strike. In
addition, when a trade union has obtained recognition from the employer,
there is no claim for recognition on the same employer can be submitted by
the Union other than after a period of three (3) years have been due.
In general, employers recognize the union to make representations in relation
to the problem of members and in general matters such as the terms and
conditions of employment. There are number of entries that many members in
this union. In this way, unions can fight for their rights by engaging them in the
process of making regulations related jobs. The process of making the
regulations work has been referred to a joint bid. The regulations produced
more form bilateral or joint regulation and exist in the form of an agreement
known as the collective agreement. Conversely, if the negotiations an
agreement between the employer and the union cannot reach an agreement,
they may take the decision to stop negotiations and declared that disputes
exist. Both parties can report it to the Industrial Relations Department which
will help the two sides to reach a compromise. If these efforts fail, these
disputes will be referred to the Industrial Court. The court has the power to set
terms and conditions on which the two sides failed to agree upon collective
bargaining created.

b) Discuss THREE (3) effects of recognition on the employees?.

Joint Negotiations
Trade unions can negotiate jointly or collectively with employers when trade
unions want to negotiate with the employer for the first time and next because
the union has obtained recognition from employers. This is a critical process
for unions because their members could not wait to get salary increases and
other benefits required from employers.
Rights Reporting
If the new trade union is not recognized or later recognized by the employer,
the employee shall be entitled to report to the Director General of Trade
Unions within 14 days from the date of expiry of the 21-day claim to
recognition. The task of the Industrial Relations Department to process claims
in accordance with the Act and Regulations Act after receiving complaints
from the Union. This process includes requesting the Director-General of
Trade Unions to ensure that the Union has the right to represent the workers'
The Investigation Soon
The investigation will be conducted and a report be prepared by the
Department of Industrial Relations, which will examine the union membership
by organizing a secret ballot process for selecting either vote in favor of the
unions or employers. Minister of Human Resources will issue directives to the
recognition of a new trade union if the Union is to acquire direct majority of the
secret ballot.

1)Discuss any Four (4) reasons why workers join trade unions?.
Kesatuan sekerja merupakan sebuah badan yang tidak terikat dengan mana-mana
organisasi lain. Di dalam masyarakat yang bebas, kesatuan sekerja adalah
pernyataan terancang hak-hak utama para pekerja bagi mengatur diri mereka,
melindungi dan memaju kepentingan hidup mereka melalui tindakan secara kolektif.
Pertama,Motif ekonomi. Penyertaan mereka dalam kesatuan sekerja dapat
menambah baik terma-terma dan syarat-syarat perkhidmatan seperti upah dan
faedah-faedah yang diperolehi bagi menambah baik situasi ekonomi hidup mereka.
Ini dapat dilakukan melalui perpaduan mereka di dalam kesatuan. Apabila mereka
bersatu padu, mereka mempunyai kekuatan secara kolektif untuk berunding dan
tawar-menawar dengan majikan bagi mendapat terma-terma dan syarat-syarat
perkhidmatan yang lebih baik. Di samping itu, penglibatan mereka dalam aktiviti
kesatuan yang sah akan dilindungi oleh undang-undang. Oleh itu, kejayaan
perjuangan kesatuan bagi mendapat terma-terma yang lebih baik akan memberi
pulangan faedah secara langsung kepada ahli- ahlinya sebagaimana yang mereka
perjuangkan. Contohnya, mereka memohon majikan memberi gaji dan elaun yang
setimpal dengan kerja mereka dan mengikut keadaan kos sara hidup semasa
disamping menetapkan terma-terma yang tidak menjejaskan organisasi tersebut.
Secondly, Human Right. Pekerja berhak menubuhi atau menyertai kesatuan
sekerja. Jika pihak majikan mengganggu hak ini, beliau boleh dituduh melakukan
satu kesalahan. Sekiranya pihak pekerja membuat keputusan untuk menubuhkan
satu kesatuan baru untuk mewakili kepentingan mereka, mereka perlu memohon
kepada Jabatan Hal Ehwal Kesatuan Sekerja untuk mendaftar kesatuan mereka.
Sekurang-kurangnya 7 orang anggota diperlukan untuk tujuan tersebut. Sekiranya
rancangan mereka ialah untuk mendapatkan keanggotaan pekerja dari berbagaibagai syarikat atau organisasi dalam negara, mereka sedang cuba menubuhkan
satu kesatuan sekerja kebangsaan. Sekiranya mereka memilih untuk memulakan
satu kesatuan di mana keanggotaannya terbuka kepada pekerja dalam sesebuah
syarikat atau organisasi sahaja, kesatuan tersebut dikenali sebagai kesatuan
dalaman. Kebiasaannya,







mengelakkan berlaku diskriminasi oleh pihak pengurusan atau majikan seperti pilih
kasih, membezakan upah antara individu pekerja dari segi ras, agama, jantina, dan

sebagainya. Selain itu, untuk melindungi taraf hidup kebendaan juga sekuriti, status
dan maruah manusia.
Thirdly, Affect Employers. (Beri kesan pada Majikan) Sesetengah mereka yang
menyertai kesatuan sekerja menganggap bahawa kesatuan sekerja sebagai satu
badan yang saling tolong-menolong, bersikap keadilan dan mempunyai kuasa yang
besar untuk mempengaruhi keputusan yang dibuat oleh pihak

majikan atau

organisasi. Di samping itu, mereka menyertai kesatuan sekerja adalah disebabkan

oleh mereka tidak berpuashati terhadap keperluan asas fisiologi, keselamatan di
tempat kerja, sosial dan keperluan selfesteem. Pekerja juga membuat keputusan
untuk menyertai kesatuan sekerja bergantung kepada faedah yang diterima melalui
kesatuan sekerja berbanding kos yang akan diberikan kepada kesatuan sekerja
Fouthly, Harmony of organizations. Peranan kesatuan sekerja sering dilihat
daripada sudut yang negatif seperti mengadakan mogok dan piket, pemberontakan
terhadap keputusan majikan dan sebagainya. Namun demikian, kesatuan sekerja
sebenarnya mempunyai agenda lain yang lebih penting serta mampu membantu
organisasi untuk menguruskan pekerja mereka dengan teratur. Dalam erti kata yang
lain, kesatuan sekerja memainkan peranan yang sangat penting iaitu sebagai
penyelesai masalah yang yang wujud dalam perhubungan perindustrian. Oleh yang
demikian, kesinambungan usaha serta hubungan yang baik antara pihak
pengurusan dan pihak pekerja sangat penting untuk memastikan keharmonian
dalam organisasi dikekalkan.
Fifthly, Social Motive. Hidup berkumpulan menjadikan setiap individu merasa diri
mereka mendapat sokongan dan bantuan. Justeru, dalam kesatuan ini mereka juga
mempunyai motif social iaitu seperti keperluan untuk dipunyai dalam kumpulan,
hubungan yang rapat, minat dan keperluan sosial yang sama memberi semangat
kepada pekerja untuk membina faedah yang lebih banyak seperti polisi insuran,
pusat jagaan dan lain-lain faedah. Seterusnya, pengaruh rakan sejawat yang
memerlukan beberapa ahli untuk mendapatkan pengiktirafan supaya dapat
mendorong pekerja lain menyertai kesatuan bagi menyokong aktiviti rakan sejawat
organisasi tersebut disamping memperlihatkan daya kepimpinan dan memberi
peluang kepada pekerja mengamalkan sifat-sifat kepimpinan dalam hirarki kesatuan.

Seterusnya dapat membantu rakan sejawat untuk membaiki syarat-syarat dan

keadaan pekerjaan semasa.
Kesimpulannya, kesatuan sekerja memainkan peranan yang amat penting dan
tersendiri dalam melindungi dan menjaga hak-hak serta kebajikan pekerja.
Penjagaan dan pelindungan hak-hak serta kebajikan ini amat bermakna kepada
pekerja di peringkat bahawan. Hal ini kerana, pekerja-pekerja kebiasaanya mereka
selalunya ditindas dan dizalimi oleh pihak atasan iaitu majikan yang tidak
bertanggungjawab dengan bertindak sesuka hati tanpa mendengar suara-suara dan
rintihan-rintihan oleh pekerja.
5) c)Explain TWO (2) types of recognition given to a trade union?.
Terhad (Limited)
Kesatuan sekerja hanya boleh menjadi wakil kepada pekerja yang menjadi ahli
kesatuan dan berunding bagi pihak anggota mereka sahaja. Pekerja yang menjadi
anggota juga adalah terhad kepada kesatuan mereka sahaja. Selain itu, pekerja
yang menyertai kesatuan sekerja mempunyai beberapa hak, terhad oleh undangundang, untuk mengambil tindakan terhadap perusahaan mencuba dan memaksa
majikan supaya tunduk kepada tuntutan mereka. Biasanya, anggota kesatuan
sekerja mengambil tindakan menentang majikan apabila mereka percaya bahawa
majikan tidak begitu serius mengenai tuntutan mereka dalam organisasi tersebut.
Sebagai contoh, sekiranya mereka sangka bahawa majikan sengaja melambatkan
perundingan, mereka mungkin membuat keputusan untuk berhenti merunding dan
mula berpiket. Mereka tidak mungkin akan mogok kerana di Malaysia adalah sangat
sukar bagi pekerja untuk bermogok. Selain itu, apabila sesebuah Kesatuan

Sekerja telah mendapat pengiktirafan daripada majikan, tidak ada tuntutan

pengiktirafan keatas majikan yang sama boleh dikemukakan oleh pihak
Kesatuan Sekerja yang lain kecuali selepas tempoh tiga (3) tahun telah

Secara umum, majikan mengiktiraf kesatuan untuk membuat representasi
berhubung masalah ahli dan dalam perkara umum seperti terma dan syarat
pekerjaan. Terdapat bilangan penyertaan ahli yang ramai di dalam kesatuan
pekerja ini. Melalui cara ini, kesatuan pekerja dapat memperjuangkan
kepentingan hak mereka iaitu dengan melibatkan diri mereka dalam proses
pembuatan peraturan-peraturan berkaitan pekerjaan. Proses pembuatan
peraturan-peraturan pekerjaan seperti ini dinamakan penawaran bersama.
Peraturan-peraturan yang dihasilkan lebih berbentuk bilateral atau joint
regulation dan wujud dalam bentuk persetujuan yang dikenali sebagai
collective agreement.
Sebaliknya, jika rundingan persetujuan antara pihak majikan dan kesatuan
sekerja tidak dapat mencapai persetujuan, mereka mungkin ambil keputusan
untuk hentikan rundingan dan isytihar bahawa pertikaian perusahaan wujud.
Kedua-dua pihak boleh laporkan kepada Jabatan Perhubungan Perusahaan
yang akan membantu kedua-dua pihak bagi mencapai kompromi. Jika usaha
ini gagal, pertikaian tesebut akan dirujuk kepada Mahkamah Perusahaan.
Mahkamah tersebut ada kuasa menetapkan terma dan syarat yang mana
kedua-dua pihak gagal bersetuju semasa perundingan bersama di buat.
Rundingan Bersama
Kesatuan sekerja boleh mengadakan perundingan bersama atau secara
kolektif dengan majikan apabila kesatuan sekerja ingin mengadakan
perundingan bersama dengan pihak majikan pada kali pertama dan
berikutnya kerana kesatuan telah memperolehi pengiktirafan daripada
majikan berkenaan. Ini adalah satu proses genting bagi kesatuan sekerja
kerana anggota mereka mungkin tidak sabar menunggu untuk mendapatkan
kenaikan gaji dan faedah lain yang diminta daripada majikan.

Hak Melaporkan

Jika kesatuan sekerja baru tidak mendapat pengiktirafan atau lambat diiktiraf
oleh majikan, pekerja berhak melaporkan kepada Ketua Pengarah Kesatuan
Sekerja dalam tempoh 14 hari dari tarikh berakhirnya 21 hari tuntutan
pengiktirafan dibuat. Tugas Jabatan Perhubungan Perusahaan untuk
memproses tuntutan tersebut mengikut Akta dan Peraturan Undang-Undang
setelah menerima pengaduan daripada pihak Kesatuan. Proses ini termasuk
meminta Ketua Pengarah Kesatuan Sekerja memastikan bahawa pihak
Kesatuan berhak untuk mewakili pekerja Majikan tersebut.
Siasatan segera
Siasatan akan dilakukan dan laporan perlu disediakan oleh Jabatan
Perhubungan Perusahaan yang akan memeriksa keahlian Kesatuan dengan
menganjurkan proses undi sulit bagi memilih sama ada undi memihak kepada
Kesatuan atau Majikan. Menteri Sumber Manusia akan mengeluarkan arahan
pengiktirafan kepada Kesatuan sekerja baru sekiranya Kesatuan Sekerja
tersebut memperolehi majoriti langsung dari undi sulit tersebut