TNAG-2816-FCO40-4062-Future-of-Hong-Kong-International-Rights-and-Obligations-(IR-1993 — Page 205

2.

2 (1)

2 (2)

the "unfair dismissal" legislation should be

formulated;

all employers should be required to give reasons for dismissing their employees;

aggrieved employees should be allowed to voice their grievances to the Labour Department and the Labour Tribunal; in case a verdict of unfair dismissal should be returned. by the court, the employee concerned should be reinstated or given compensation;

2(3)

the unfair dismissal legislation

should

replace provisions on protection

against

dismissal in respect of the Long Service Payment Scheme;

3.

the right of

collective bargaining should be

established SO as to avoid trade unions from taking industrial

rights.

actions

over

negotiation

With

labour-management relations currently faced

with a serious crisis, the labour side can only resort to industrial actions 'to resolve any labour disputes when the basis for collective bargaining has yet to be formed. In connection, . a task of top priority at the moment is to establish a mechanism for collective bargaining in the interest of promoting labour relations in Hong Kong.

this

2012

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