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33
WEDNESDAY, MAY 11, 1988
MUST
CONTAIN
"THE ORDINANCE REQUIRES THAT THE CONTRACT INFORMATION ABOUT RATES OF WAGES AND OVERTIME, DAYS AND HOURS OF WORK, REST DAYS AND PUBLIC HOLIDAYS,
"
HE CONTINUED.
"IT MUST ALSO PROVIDE FOR VARYING OR TERMINATING THE AND MAKE THE EMPLOYER RESPONSIBLE FOR PROVIDING PASSAGES TO THE PLACE OF WORK FOR THE WORKER.
CONTRACT
AND
FROM
"THE CONTRACT MUST ALSO SPECIFY THE EMPLOYER'S LIABILITY PAY FOR MEDICAL EXPENSES AND COMPENSATION FOR WORK INJURY.
TO
THE UNDER THE BOTH
"IN ESSENCE, THE RIGHTS AND OBLIGATIONS DEFINED IN CONTRACT MUST BE BROADLY IN LINE WITH THOSE PROVIDED EMPLOYMENT ORDINANCE AND THE EMPLOYEES' COMPENSATION OF WHICH RELATE TO EMPLOYEES IN HONG KONG.'
ORDINANCE,
MIGHT BE
MR BRIDGE WARNED THAT AN EMPLOYER OR HIS AGENT PROSECUTED IF HE FAILED TO ENTER INTO A WRITTEN CONTRACT WITH MANUAL WORKER BEFORE DEPARTURE OR INDUCED THE WORKER TO DEPART HONG KONG FOR EMPLOYMENT BEFORE THE CONTRACT WAS ATTESTED.
HE SAID.
"UPON CONVICTION, AN EMPLOYER IS LIABLE TO A FINE OF
A FROM
$50,000,
--
'IN 1987 FOUR PROSECUTIONS WERE TAKEN
+
OUT AGAINST EMPLOYERS FOR OFFENCES UNDER THE ORDINANCE AND RESULTED IN FOUR CONVICTIONS WITH FINES TOTALLING $8,000.
1
MR BRIDGE NOTED THAT THE LABOUR DEPARTMENT ASSISTED WORKERS SETTLING DISPUTES BY CONCILIATION.
IN
"IF CONCILIATION FAILS A CASE MAY BE REFERRED TO THE LABOUR TRIBUNAL FOR ADJUDICATION UPON REQUEST FROM THE PARTIES INVOLVED.
"IN 1987 THE LABOUR DEPARTMENT HANDLED 65 DISPUTES OF THIS NATURE AND HELPED TO SETTLE 26. THIRTY-THREE CASES WERE REFERRED TO THE LABOUR TRIBUNAL FOR ADJUDICATION AND THE REMAINING SIX WERE WITHDRAWN.
Fr
HOWEVER, MR BRIDGE POINTED OUT THAT THE ORDINANCE DID NOT APPLY TO NON-MANUAL WORKERS LEAVING HONG KONG FOR EMPLOYMENT.
THEIR MAIN