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Subdirectorate of officers “Proceeding the personnel evaluation litigation this week”
“Introduced by the company 3 years ago, late consent procedure”
“Absolute evaluation that evaluates the achievements at random, it is not fair”
SK Hynix headquarters in Icheon, Gyeonggi-do / Photo provided by SK Hynix
SK hynix barely caught the ‘pay-for-performance controversy’(142,000 + 0.35%)This time, he was in danger of being sued in connection with the “personnel assessment.” SK hynix’s office workers union decided to change the management personnel evaluation system and enforce a related class action lawsuit.
According to the industry on the 2nd, SK Hynix’s Technology Officer Branch announced in a notice sent to union members the day before, “This week we have decided to proceed with a lawsuit in relation to ‘Self-Design’, which it is the personnel evaluation system for technical office workers. “
Unlike production workers, self-design is an absolute evaluation system applied to technical office workers who are achievement-focused, and was introduced by SK hynix in 2018. SK hynix technical office workers they receive achievement money in addition to the standard salary, and the amount is determined by dividing the standard salary by 12 and multiplying the achievement salary application rate.
However, with the introduction of the self-design system, the union argues that the application rate of the established pay for performance has been arbitrarily calculated by management. In addition, the union’s position is that the intention of the employees was excluded at the time of the introduction of the system, as the management of the system, which had been in place for three years, followed the employee consent procedure again late in the beginning of this year.
The union, which found that the self-designed system violated current labor law, filed a complaint with the Gyeonggi Regional Labor Committee in December last year for violating the Labor Standards Law. Subsequently, he sent officials several times and requested a labor inspector from the Ministry of Employment and Labor.
On the other hand, SK Hynix is in a position where it has introduced a proprietary design system that reflects employee complaints about staff appraisal. It is explained that it was introduced to resolve the dissatisfaction of the majority of executives and employees about the performance pay system at that time, which was formulated as a relative evaluation and opinions published in the ‘Youth Directory’, which discusses the system of evaluation of company personnel at company level in 2017.
SK hynix temporarily implemented the self-design system for some organizations starting in 2018, and then applied the system to the entire enterprise in earnest in 2019. Since then, it is explained that SK hynix has constantly improved self-design by listening to the voices. of employees at the company level each year.
As such, it is difficult for the branch to find a point of consensus, so the demand is interpreted as being enforced. However, both parties are in the position that they will also promote system improvement through communication in addition to demand.
SK Hynix is a multiple bonding system. It is divided into a technical office workers union under the KCTU, which was established in 2018 with a focus on research and development (R&D) occupations of university graduates, and a union of production workers on time. Icheon-Cheongju under the Korean Federation of Trade Unions, an official bargaining organization. Of the 40,000 SK Hynix employees, the number of employees currently enrolled in the Technical Office Workers union is known to be around 1,000.
Previously, on the 10th of last month, through a full-time union and the central council of workers and administration, SK hynix changed the standard of payment of excess profit distribution (PS) to operating profit instead of economic value Existing Aggregate (EVA) and used 10% of operating profit as PS resources △ Base salary 200 We have confirmed plans to pay for employee share ownership equal to% and pay welfare points.
The reason management and the union agreed to change the PS calculation standard was when the company announced at the end of January that 400% of the amount equivalent to one twentieth of the employee’s annual salary was paid to last year’s PS . Despite the fact that last year’s operating profit increased more than 80% year-on-year, employees were very dissatisfied with the fact that they received the same level of incentives as in 2019 and how the PS was calculated, which was not disclosed to the outside.
Consequently, SK Group Chairman Choi Tae-won and SK Hynix Chairman Lee Seok-hee communicated directly with employees, and the company resolved the PS dispute through worker management meetings. held twice on the 4th and 10th of last month. However, it is the position of the technical office workers that the discussion on improving the self-design system was not carried out properly.
Seongsu Bae, Reporter for Hankyung.com [email protected]
