The Goethe-Institut dispute in Kansai demonstrates how solidarity and collective action can challenge unfair restructuring. When the Institute announced plans to eliminate its language department, Japanese and non-Japanese workers, teachers and support staff, united to reject the initial offer and achieved far better outcomes, including employment preservation and increases special retirement allowances.
Key Lessons:
- Don’t Accept First Offers
Employers often pressure workers to accept inadequate terms. Initially offering just two months’ severance, the Goethe-Institut was ultimately negotiated up to eight months, with one worker relocated to Tokyo.
- Question Necessity
According to the Supreme Court, employers must meet strict conditions for dismissal: proving genuine necessity, taking steps to avoid layoffs, using fair selection criteria, and conducting proper consultation. Workers should always challenge the employer’s justification.
- Prioritize Jobs, Then Compensation
The union focused first on preserving employment, exploring alternatives like relocation. When job losses were unavoidable, attention shifted to securing fair compensation.
- Solidarity is Key
United resistance, involving both Japanese and non-Japanese workers, resulted in extended employment periods, increased severance, and job preservation.
Outcomes:
Through sustained negotiations, workers achieved:
- Severance pay increases from an initial two months to a final agreement of eight months.
- Extended employment beyond initial termination dates.
- Job preservation for one worker through relocation.
This case highlights the power of collective action in resisting restructuring. Employers’ first offers are starting points, not final terms. Consult your union before signing any agreements, especially under pressure. Restructuring does not have to mean defeat when workers stand together.