1. TheWorking Conditions in
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2.  Case Studies:
Hong Kong: Café de Coral
Germany: Deutsche Bahn
 The Role of Government
 The Role of Employers
 The Role of Employees
 Comparison and Conclusion
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3. •one of the biggest fast food chain in Hong Kong
•Hourly wage rise by HKD 2 – HKD 5
•Forfeit of 45-minute paid meal breaks
•Café de Coral new pay scale crucial for the new
minimum wage law
•Public immoral act
•Boycott
•Measure withdrawn

4.  October 26th, 2010.
 1,700 railway staffs,organized by the industry unions
Transnet and German Railway Civil Servants and Trainees
(GDBA)
 union TRANSNET: striking for a wage agreement for the
whole sector
 Deutsche Bahn: these strikes are inappropriate
 The unions ended the strike
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5. GERMANY
 Main Goal: “policy of full
employment“
(“Vollbeschäftigung“)
 Duty: to control the rate of
unemployment of the
working population under
1 ％
 The Federal Labour Court
HONG KONG
 Main Goal: to enhance the
economic development
 Duty: to address the
manpower needs of the
business sector, foster
employment, protect
labour rights through
legislation
 The Labour and Welfare
Bureau
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6. GERMANY
 Collective Decision
 three major groups formed
by the employers:
 BDI: Federation of German Industry
 BDA:Confederation of German
Employers
 DIHK: Federation of German
Chambers of Industry and
Commerce
HONG KONG
 Individual Decision
 the employers adjust and
determine the wages and
the other welfares of the
employees individually
according to the economic
conditions
 no collective groups of
employers to deal with the
labour unions
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7. Germany Hong Kong
Participation rate of workers high low
Negotiation power high low
Coverage of the benefits Whole sector
(collective benefits)
Usually company-oriented
Major labor unions The German
Confederation of Trade
Unions (DGB)
-Hong Kong Confederation of Trade
Unions (HKCTU)
-The Hong Kong Federation of
Trade Unions (FTU)
Works council In medium size and big
enterprises
Very rare
Co-determination at
managerial level
For example in joint stock
companies (AG), limited
partnerships on shares
(KGaA), limited companies
(GmbH)
Very rare
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8. Termination of Employment
Germany Hong Kong
Employer obliged to consult
the works council before
every case of dismissal
Termination without proper
hearing of the works council
is ineffective
Termination should be
socially justified
Power of decision lies
with the employers.
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9. Germany:
Government: Policy of Full Employment
Employers & Employees:
Collective Agreement,
Codetermination,
Participation of Employees
Hong Kong
Government: Give the Authority to the Markt
Employers & Employees:
Individual Decisions
Flexibility
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10. Germany:
Government: Policy of Full Employment
Employers & Employees:
Collective Agreement,
Codetermination,
Participation of Employees
Hong Kong
Government: Give the Authority to the Markt
Employers & Employees:
Individual Decisions
Flexibility
Xin Yuchen 07051468