HOOK: Hands Off Our Koma – Part 2: Leveraging Labour Laws

Oct 8, 2024 ,

In our previous article, we introduced the HOOK Campaign and its proactive approach to protecting part-time instructors’ jobs. Now, let’s delve into the legal backbone that supports this crucial initiative.

The General Union’s HOOK Campaign doesn’t just rely on our negotiation skills – it’s backed by robust legal protections. Understanding these is crucial for appreciating the campaign’s full impact.

For years, the Trade Union Law has provided our members with the right to negotiate through collective bargaining. This has been a cornerstone of our efforts to protect part-time instructors’ working conditions.

However, the 2018 amendment to the Labour Contract Law introduced a significant additional layer of protection. Now, the first level of discussion regarding any changes to working conditions must occur between the employer and the individual worker.

This is based on Article 8 of the Labour Contract Law, which stipulates that employers cannot unilaterally alter working conditions to the detriment of the worker without their agreement. This creates a dual layer of security for our members:

  1. Collective rights under the Trade Union Law
  2. Individual rights under the Labour Contract Law

Our position is clear: any reduction in assigned koma should be subject to negotiation and agreement with the affected instructor. While some universities have accepted this interpretation, others continue to challenge it.

We view the 2018 changes as an additional tool in our arsenal, complementing our ongoing efforts to secure stable employment through collective action and negotiation.

In the final part of our series, we’ll look at the current state of the HOOK Campaign and our plans for strengthening our stand in 2024-25. Please see genu.cc/uni for more information about the GU’s activity in universities.