Labour Advisory Board Report 2015-2016

Chapter 7
Committee on Labour Relations

7.1  Introduction
The Committee on Labour Relations (CLR) has been in place since May 1985 to advise on the promotion of harmonious labour relations and legislation on employment conditions and labour relations matters.
7.2  Terms of Reference
CLR is established to:
  • advise on means to promote amicable relations and mutual understanding between employers and employees, and between their respective organisations;
  • advise on enlightened human resources management measures and family-friendly employment practices for the purpose of fostering harmonious labour-management relations;
  • advise on legislative reviews or proposals in relation to employment conditions or labour relations; and
  • advise on measures to better the conciliation service provided by the Labour Department (LD) to employers and employees.
7.3  Composition
Members of CLR are appointed by the Commissioner for Labour. The composition of the committee for the 2015-2016 term is as follows:

  Chairman:   Deputy Commissioner for Labour (Labour Administration)
  Members:   Three employer representatives from the Labour Advisory Board (LAB)
      Three employee representatives from LAB
      Two employer representatives from outside LAB
      Two employee representatives from outside LAB
      A representative of human resources practitioners
      A representative from a tertiary educational institution from the field of social science or business / human resources management
      Assistant Commissioner for Labour (Labour Relations)
  Secretary:   A Labour Officer of LD

The membership list of CLR for the 2015-2016 term is at Appendix IV.
7.4  Activities during the 2015-2016 Term
During the 2015-2016 term, CLR discussed various issues relating to labour relations. In the light of the review of statutory paternity leave, CLR provided views on its number of days, payment, implementation and scope of review. It noted the latest labour relations scene and provided advice on the impact of economic situation on the employment market and labour relations. It also noted LD’s promotional work on family-friendly as well as elderly-friendly employment practices and discussed the examples, key features and benefits of these practices.