Labour Advisory Board Report 2017-2018 - 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:
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advise on means to promote amicable relations and mutual understanding between employers and employees, and between their respective organisations;
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advise on enlightened human resources management measures and family-friendly employment practices for the purpose of fostering harmonious labour-management relations;
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advise on legislative reviews or proposals in relation to employment conditions or labour relations; and
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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 2017-2018 term is as follows:
| Chairman: |
Deputy Commissioner for Labour (Labour Administration)
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| Members: |
Three employer representatives from the Labour Advisory Board (LAB)
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Three employee representatives from LAB
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Two employer representatives from outside LAB
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Two employee representatives from outside LAB
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A representative of human resources practitioners
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A representative from a tertiary educational institution from the field of social science or business / human resources management
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Assistant Commissioner for Labour (Labour Relations)
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| Secretary: |
A Labour Officer of LD
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The membership list of CLR for the 2017-2018 term is at Appendix IV.
7.4 Activities during the 2017-2018 Term
During the 2017-2018 term, CLR discussed various issues relating to labour relations. CLR noted the proposal and legislative progress pertaining to the extension of statutory paternity leave; the latest labour relations scene; and LD’s promotional work on good human resources management culture. CLR provided advice on publicising to employers and employees the amendments to the reinstatement and re-engagement provisions under the Employment Ordinance. It also suggested ways to improve communication between employers and employees and to prevent outbreak of labour disputes, and to enrich the content and widen the publicity channels of the Code of Practice in times of Typhoons and Rainstorms published by LD.