Revisions/Additions to OIST Rules and Regulations 就業規則等改定新設について

We have received a lot of comments from our colleagues who say that they don't really understand what has changed in the Rules of Employment etc. that were revised with the introduction of the new law.

Here comes some hints and tips;

Although there have been many revisions, most of them are to be frank, revisions to erroneous descriptions or parts that did not match the operation (although I am not sure if such things are allowed), and there are not so many essential changes.

The following three are the main changes.

1) Improved treatment of part-time employees

(2) Establishment of a new variable labor system

(3) Update of the agreement on exemption from childcare and nursing care.

(1) Improved treatment of part-time employees

Based on the purpose of equal pay for equal work, OFSA has made a collective bargaining request since last year, and now summer vacation and sick leave will be allowed.

Many regular employees may not have even known that they were not granted these benefits. We will continue to ask for the correction of disparities in housing allowances and other benefits that have yet to be resolved.

2) Establishment of a new variable work system

Simply put, this is a shift system that will be applied to CDC staff. In fact, this is just another example of how we have adjusted our regulations to fit our operations.

(3) Updating the labor-management agreement on childcare and nursing care

A representative of the staff pointed out that there were cases where employees were exempted from the agreement even though it was not in the regulations, and this was corrected.

There are far fewer people who read and understand labor-related laws, so when the HR tells you that you are exempt from the law, you might think, "Oh, then,” HR is a group of people with years of experience, but they can still make "mistakes", so if you think something is wrong, please contact OFSA.

In addition

Many of you were surprised to learn that the regulations related to conversion to permanent employment have changed quite a bit, but this is just a correction of the regulations that were wrong, so basically nothing has changed.

The reason why there is no longer an indication of whether or not each type of job can be converted to an indefinite term is because it is not determined by the type of job alone.

There are individual circumstances, but to put it simply, the period until conversion is 5 years for clerical workers and 10 years for research workers. It is not determined by job title alone.

This means that if you are transferred within the university, the number of years will be continued, so even if your default job title is a three-year contract with no renewal, if you have worked for eight years before that, you may be entitled to more than ten years.

(7/1/2021 OFSA Twitter より）

７/１付けで改定された就業規則等が、結局何が変わったのか良くわからないという声を沢山頂いたので、ここで解説します。

沢山改定されていますが、ほとんどはハッキリ言って誤記とか運用とマッチしてなかった部分（そんなのがあって良いのかという話だけども）の修正で、本質的な変更はそんなに多くないです。ざっくり言うと以下の3つ。

①非常勤職員の待遇改善

②変形労働制新設

③育児・介護の適用除外協定書の更新

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①非常勤職員の待遇改善：同一労働同一賃金の趣旨に基づいて、OFSAで昨年より団交で申し入れ→今回、夏季休暇と傷病休暇が認められることになりました。

多くの正規職員の方はこれが付与されていなかったことすら知らなかったのではないでしょうか？引き続き住宅手当等、いまだ解消されていない格差の是正を申し入れていきます。

②変形労働制新設：簡単に言うと、CDCのスタッフに適用される、シフト制のことです。これも実は運用に合わせて規定を整えたようなもので、今まで、あってないようなフレックス制で勤務していたものを、規定の方を直した、というだけです。

③育児介護の労使協定の更新：規定にないのに適用除外していた、という事例等を職員代表が指摘し、是正したものです。労務関連の法律を読み込んで理解している人の方が圧倒的に少ないので、人事部からあなたは適用外です、って言われたら、そうなのかー、ってなりますよね？人事部はもう何年も経験を積んだ方々ですけど、「間違う」こともありますからね、何かおかしいなーと思ったらOFSAにご相談ください。

おまけ：無期雇用の転換関連の規定が結構変わってるって、びっくりされた方も多いかと思いますが、これも規定の方がおかしかったのを直しただけなので、基本、何も変わってないです（笑）職種ごとの無期転換の有無の記載がなくなったのは、職種だけでは決まらないからです。個別の事情はありますが、簡単に言うと、転換までの期間が、事務系5年、研究系10年、というだけです。職種だけで決まらない。

というのは、学内異動した場合は年数が継続されるので、デフォルトが更新なしの3年契約みたいな職種でも、その前に8年勤務していたら10年超えで権利発生ということもあるよね、ということです。