TNAG-0785-FCO40-989-Study-of-labour-relations-in-Hong-Kong-by-Professor-H-A-Turn-1978 — Page 137

3.

"

majority employed in the Hong Kong private sector, government personnel

.with relatively few exceptions, posses an 'iron rice bowl' or the

guarantee of continuous employment and a regular, pensionable income

from the same source. To some extent, government fulfills the role of

'employer of last resort'. In the 1973-4 recession, although unemploy-

ment was high in the private sector, no civil service redundancies were

declared. In the absence, however, of a 'staff audit' or clearly

defined manpower policy, the extent of over staffing is difficult to

determine. Yet despite the strength of the private sector, Hong Kong

Government appears to share one of the employment features which are

particularly characteristic of developing countries: "'in many cases the

plethora of civil servants has been brought about as a result of deliberate

public policy, to ease the unemployment situation". (2)

A second characteristic of the Hong Kong civil service is that consider-

ations of the government's image, both within the Colony and internationally

require it to represent itself as a 'good' employer and to assume some form

of moral, though not pay, leadership.

Further, staff relations have been shaped

by considerations of sovereignty

or public order.which all governments share, but which have been intensified

in this case-by Hong Kong's perpetuated colonial heritage. Employment

relationships possess a hierarchical or autocratic character...Members of

Royal Hong Kong Police are forbidden by law to join any trade union or

association. A recently amended service wide regulation reserves the right

of government to dismiss an employee who withdraws his labour in further-

ance of a trade dispute.

(2) Mouly J and Costa E 'Employment Policies in Developing Centres'

Allen & Union Ltd., 1974, p.82.