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Evidence from elsewhere does not support this view and in the Hong Kong context the creation of statutory mini- mum wages and conditions could only prove to be a major step forward, provided the wages inspectorate in the Department of Labour was strengthened to ensure that they were effectively enforced.
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The major advantage of a Minimum Wages Board would be the involvement of trade union representatives in the determination of a wide range of wage related matters. The issues raised in normal collective bargaining would then be applied to the Colony-wide wages determination. Wage levels would no longer be arrived at by arbitrary means by a handful of influential employers acting alone. Inflation, prices and other factors would play a more relevant part when determining minimum wages and con- ditions of employment.
Involvement in the work of the Minimum Wages Board would boost trade union morale and assist in the development of
negotiating skills which could be utilised in industries where free collective bargaining is possible.
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Conciliation, Mediation and Arbitration
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In industries where the level of trade union organisaion is reasonably effective, the trade unions would continue to negotiate directly with the employers. Since it is very unlikely that direct negotiations would lead to an early settlement; it is necessary strengthen concil- iation, mediation and arbitration facilities. Something
like a Labour Court, with an equal number of represent- atives from both sides of industry, appointed through the
representative bodies, and an independent chairman, might be effectively used. The unions in Hong Kong have been demanding such machinery, whose findings would be binding on both parties to a dispute.
Continued/...
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