Worker’s self-immolation highlights need for improved labor standards

The self-immolation Sunday of a Hyundai Motors union member named Shin has dealt another blow to already tense labor-management relations. After halting all operations at its Ulsan engine factory early yesterday afternoon, the union went into collective action tantamount to a strike, refusing overtime work in all project divisions at its Ulsan factory. Without an investigation into Shin’s actions and an adequate follow-up, the situation is likely to get worse.

The first thing that needs to be determined is whether improper on-site controls by management contributed to Shin's self-immolation, as the labor union contends. Judging from Shin's actions prior to his attempted suicide and entries in his notebook, his decision is very likely connected to on-site controls. Early this month, Shin sent a written statement to the inspection team leader regarding problems with engines at the No. 5 Engine Division plant in Ulsan's Maeam neighborhood where he worked. His statement prompted an immediate investigation by the team. The day before his self-immolation, he was reportedly ordered by the department head not to leave the workplace. One of the entries in his notebook read, "Why are these on-site suppressions taking place? Is this retaliation for sending my opinion to the inspection office?"

Despite this circumstantial evidence, the company is maintaining that no suppressions took place. Word is reportedly going around Hyundai Motors that this was an unprovoked incident, and that the "militant" union is behaving recklessly to establish its presence. Far from resolving the situation, such claims will merely feed the conflict.

Hyundai Motors has now established itself as a globally influential company, ranking last year among the world's top five automakers, yet it has consistently been criticized for retrograde labor-management relations that belie this standing. A case in point is long working hours which violate the Labor Standards Act. The company took some steps after those conditions drew public attention, including the hiring of 1,400 new production line employees, but critics in the labor community are saying the response has been inadequate. There is also still no timeline on the regularization of subcontracting workers ruled by a court to be illegal dispatch employees.

Hyundai Motors says its long-term vision is one of going "from cars to partners in life." The company's most important partner needs to be the worker. The company must work with the union to find the reasons for Shin's actions and undertake whatever efforts are needed to resolve the situation. It should also work quickly to establish a framework for mutually beneficial labor-management relations by making positive changes to long working hours and regularizing subcontracting workers.