HOW can employees safeguard their rights in an atmosphere of fear and cost-cutting? Unionists say collective bargaining is one solution.
They cite the Apple Shop case, in which the company initially took a 'take-it-or-leave-it' approach in asking staff to accept a pay cut of up to 20 per cent, as an example of how aggressive tactics can put pressure on staff.
Only after intense pressure from labour organisations did the company soften its stance and start negotiating with workers.
Collective bargaining is where employers enter into talks with trade unions over matters such as staff benefits and salary adjustments.
Agreements resulting from these negotiations are set down in a legally binding contract.
Unionist Lee Cheuk-yan says that only two local labour unions, representing employees of Cathay Pacific and Cable and Wireless (now a part of Hongkong Telecom), are entitled to an established negotiation mechanism with the company management, while other unions, such as those representing MTR staff, were recognised by employers as suitable partners with which to hold talks.
Most unions, however, were cold-shouldered by company management, he said.