ENG-1974 — Page 64

EMPLOYMENT

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A number of large factories, mostly engaged in cotton spinning, were authorised in 1970 to employ women at night. This permission was granted only to factories able to comply with stringent conditions. The concession is reviewed annually.

There are no legal restrictions on hours of work for men. Most men employed in industry work between eight and 10 hours a day. Government employees, and those working for the better employers in the private sector, may have shorter working hours, but usually not less than seven hours a day. Restrictions on the hours of work for women, first introduced in January 1959, have resulted in a decrease in the num- ber of hours worked by men employed alongside women in the same concern.

By December 31, 1974, a total of 35 cotton spinning and silk weaving mills had introduced a system of three eight-hour daily shifts. Cotton weaving mills were on either two or three shifts, and it was estimated that 41,955 men and 45,966 women were working eight hours a day. A mid-day rest period of one hour a day is customary throughout industry.

The Employment (Amendment) Ordinance 1974 which came into operation on April 4, raised the wage ceiling for non-manual workers from $1,500 to $2,000. This means that all manual workers irrespective of earnings and non-manual workers earning not more than $2,000 a month are now covered under the Employment Ordinance.

The Employment (Amendment) (No. 2) Ordinance 1974 which came into opera- tion on August 2, protects an employee against any act of anti-union discrimination by his employer. It gives statutory rights to an employee to belong to a union registered under the Trade Unions Ordinance, to take part in union activities at an appropriate time, and to associate with other persons in forming and seeking regis- tration of a union.

The Employment (Amendment) (No. 3) Ordinance 1974, which became operative on August 23, requires an employer to make severance payment to an employee who is dismissed by reason of redundancy or lay-off, if he has been in continuous employment with the same employer for two years or more, immediately prior to the dismissal or lay-off. The amendment applies to a manual employee irrespective of his earning or a non-manual employee earning not more than $2,000 a month. Severance pay is calculated on the basis of one third of a month's pay for each completed year of service up to a maximum of the equivalent of 12 months' wages. Up to five years' service prior to August 23, 1974 is counted in calculating severance payment.

This new legislation provides workers for the first time with a legal entitlement to severance pay, and represents another significant step forward in social legislation.

Trade Unions

With the exception of a small neutral and independent segment, most employees' unions are either affiliated to, or associated with, one of two local federations which are registered as societies and bear allegiance to opposing political groups. Divided