1、The notice looks find to us. As we discussed before, however, the most advisable approach to vest a binding force on an employee handbook is to have each employee confirm in writing that he or she has read the handbook and agree to be bound by it. While an elected representative would be helpful in communicating with the employees and wining their support for the handbook, there is no guarantee that the confirmation by the representative would necessarily have binding force on those who do not vote for the representative elected. This is an issue of heated debate without clear guidance under the law.
Apart from having the handbook confirmed by each employee, you may also wish to consider the option of convening a meeting of all employees to vote for the handbook and entering into a collective contract with the employees. This would require the formulation of the rules for convening and conducting the meeting which is subject to the approval of two thirds of all employees. An all employee’s meeting shall be convened to vote on the handbook. If over two thirds of all employees attend the meeting and a simple majority of the attending employees vote for the handbook, the company may enter into a collective contract with all employees which are binding even upon the employees who do not attend the meeting or vote against the handbook at the meeting. With all that being said, it is important to keep in mind that having in place a mechanism for convening all employees’ meeting to vote on important labor issues will greatly strengthen the bargaining power of the employees and would inevitably put the management at disadvantage. In this connection, please feel free to let us know if you may have any questions.
2、I got your message expressing concern that our message to employees shouldn't mention unions, as we don't want to highlight to them the idea. I've made some revisions on that basis--trying to "soften" what we say about electing an employee representative.
Have a look and let me know what you think.
有谁知道请告诉我，谢谢了
參考答案:研究发现通知我们. 我们讨论过,最明智的做法给予了约束力的雇员手册,每人要以书面方式,他阅读了手册,同意遵守. 而卖掉有助于员工沟通,有人支持手册,但不能保证确定的代表,必须约束力的不选代表当选. 这个问题的激烈辩论,在法律没有明确的指导.
除了确定每个员工手册,你不妨考虑选择召集所有员工手册,支持建立集体合同的职工. 这需要制定规则,召开会议进行,经三分之二员工. 所有的员工会议应于投票手册. 如果在三分之二员工出席,过半数的职工参加表决的过程中,该公司签订集体合同的所有员工,甚至有对员工不出席或反对手册会见. 所有这样说,必须记住,在机制召集所有员工开会表决重大劳动问题大大增强议价能力的员工,必然会使经营劣势. 在这方面,欢迎你,让美国知道有问题.
两次来电表示关切,我们不提职工工会信息,我们不想强调这些想法. 我有修改在此基础上,要"软化"我们选择雇员代表说.
