It was confirmed that Hyundai Wia proposed a subsidiary plan to workers who were sentenced to be dispatched illegally. Following Hyundai Steel, the same affiliate of Hyundai Motor Group, Hyundai Wia is criticized for trying to avoid responsibility for illegal dispatch by hiring subsidiaries.
According to the Hyundai Wia non-regular Pyeongtaek branch of the metallurgical union on the 25th (Chairman Kim Young-il), Hyundai Wia held a meeting with the branch in August, followed by 9 main negotiations and 4 reductions from September 1st. The subsidiary proposal appeared during negotiations on the 20th of last month. It is reported that GM Korea is putting pressure on the company, saying that if the branch sticks to direct employment, the employment of colleagues who have lost the worker status verification lawsuit will become unstable and they will work at the Ulsan plant instead of the Pyeongtaek plant.
Growing pressure on HYUNDAI WIA
“If you stick to direct employment, you have to go to Ulsan factory”
The special labor-management negotiations began in July when the Supreme Court ruled that 64 workers of Hyundai Wia’s Pyeongtaek factory should be directly hired. A lawsuit filed by 48 workers against Hyundai Wia to confirm their status is currently ongoing. 33 and 15 of the second and third litigants are awaiting sentencing in the first and second trials, respectively. The union is demanding that not only the workers who won the Supreme Court, but also the members of the branch members in the Pyeongtaek plant should be regularized. It is to directly hire all workers who are pending in the first and second trials, as well as the workers of the ‘Bokyung Company’ who have filed a lawsuit for confirmation of worker status and lost.
In the case of direct employment, Hyundai Wia has informed the union that only workers who have won the Supreme Court can work, and that the place of work will be the Ulsan factory. In this case, the employment stability of the workers of the Bokyung company, which lost in the worker status verification lawsuit, cannot be guaranteed. The Ulsan plant is where the workers of the Pyeongtaek plant who filed a worker status verification lawsuit were transferred unfairly, and it is a place that produces old car engines. Demand for production is low due to industrial transformation. There is a possibility that wages may decrease or employment may become unstable due to the short working hours after the transfer.
There are criticisms that the company is in fact forcing it to become a subsidiary. Kim Young-il, chairman of the branch, said, “If the winners go to the Ulsan plant, the in-house subcontractors with litigants from the second and third subcontractors will have to close their business. 64), but it is possible to take a circular leave to work.”
The subsidiary will be established with a 100% investment by Hyundai Wia. It is the same as Hyundai Steel’s Hyundai ITC, which has been criticized for its ‘illegal dispatch evasion trick’. In this case, the company’s position is that even the second and third litigants and employees of the ‘Bokyung Company’, which lost in the Supreme Court, can be converted into subsidiaries.
Concerns about additional illegal dispatch
‘Subsidiary plan’ is more likely to be enforced
The troubles of unions are deepening. The biggest obstacle is the distrust of members in the company. Kim Young-il, chairman of the branch, said, “I have been oppressed every year since the union was established, but the basic sentiment of union members is how to trust the company. Hyundai Wia’s in-house subcontractor workers were unfairly transferred from the Pyeongtaek plant to the Ulsan plant on the grounds that they did not withdraw the worker status verification suit. Workers who refused to telegraph were fired. The Central Labor Relations Commission recognized Hyundai Wia’s unfair labor practices in May of this year.
The branch explained that Hyundai Wia’s position was that the union could present specific proposals in writing only after the union confirms acceptance of the subsidiary proposal. The situation is that the worker who chooses to go to the subsidiary does not know what parts to produce. This is because the company is considering establishing an additional Pyeongtaek plant to have subsidiaries.
As lawsuits are expected to follow, there is a high possibility that the management will push ahead with plans for subsidiaries. This is because, if workers at the Pyeongtaek, Gwangju, and Ansan factories file a lawsuit to confirm their worker status in the future, how they handled the Pyeongtaek factory case will have an impact. There are over 1,700 in-house subcontractors working at the four factories.
Attorney Kim Yoo-jeong (Metal Workers Union Court) said, “The plaintiff, who received the Supreme Court judgment, immediately established a direct employment relationship with Hyundai Wia, but Hyundai Wia is using the plight of its workers to present a subsidiary plan as a means of evasion.” and the Act on the Protection of Dispatched Workers (Dispatch Act) itself,” he criticized.
Heung-Jun Jeong, a professor at Seoul National University of Science and Technology (Business Administration), said, “In the case of the public sector, they were converted to a full-time employee by a subsidiary based on the principle of regular and continuous work, but in the case of Hyundai Steel and Hyundai Wia, they are pursuing a subsidiary despite the decision to hire them directly.” “They are using it to imitate public sector policies,” he said.
Hyundai Wia said, “If a conclusion is reached, the company’s position would be revealed, but it is difficult to say this or that as it is in the process of discussion.”