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In 2012, the number of unions in SOEs were 88.1% and in non-SOEs to be around 85.5%. It also states that within Chinese companies 32.7% of employee representatives at the company and plant level are nominated and elected directly from employees, while 61% of them are nominated by the Party committees and elected by employees. The same study finds that workers' congresses are positively associated with better health and safety, and more likely to report issues or flaws within company structure, as well as a useful consultation method that better leveraged worker voices towards the higher ups.<ref>[https://fbr.springeropen.com/articles/10.1186/s11782-018-0033-y#Sec8 The perceived effectiveness of democratic management, job performance, and citizenship behavior: evidence from a large Chinese state-owned petrochemical company]- Fuxi Wang</ref> A similar 2013 survey found that out of 43 nations surveyed in the OECD, China had the most protective legislation for employed permanent workers.<ref>[https://www.oecd.org/els/emp/Employment-Outlook-2013-chap2.pdf Protecting jobs, enhancing flexibility: A new look at employment protection legislation] - OECD Employment outlook, page 89</ref> | In 2012, the number of unions in SOEs were 88.1% and in non-SOEs to be around 85.5%. It also states that within Chinese companies 32.7% of employee representatives at the company and plant level are nominated and elected directly from employees, while 61% of them are nominated by the Party committees and elected by employees. The same study finds that workers' congresses are positively associated with better health and safety, and more likely to report issues or flaws within company structure, as well as a useful consultation method that better leveraged worker voices towards the higher ups.<ref>[https://fbr.springeropen.com/articles/10.1186/s11782-018-0033-y#Sec8 The perceived effectiveness of democratic management, job performance, and citizenship behavior: evidence from a large Chinese state-owned petrochemical company]- Fuxi Wang</ref> A similar 2013 survey found that out of 43 nations surveyed in the OECD, China had the most protective legislation for employed permanent workers.<ref>[https://www.oecd.org/els/emp/Employment-Outlook-2013-chap2.pdf Protecting jobs, enhancing flexibility: A new look at employment protection legislation] - OECD Employment outlook, page 89</ref> | ||
The CPC has therefore made tremendous efforts to meet the demands of local protests and strikes as well as hold local governments accountable for causing or mishandling protests that spin out of control. Chinese workers have successfully organized collective action to get local governments, and the courts as mentioned above, to help accommodate their claims, most notably getting payment for wage arrears.<ref>Su and He, “Street as Courtroom: State Accommodation of Labor Protests in South China.”</ref> Similarly, a study in 2009 found that more often than not, the arbitration tribunals in mainland China are biased in favor of employees suing their employers. Because arbitration tribunals are sympathetic towards employees-who are traditionally seen as the weaker party-they will sometimes overlook acontract violation by the employee. In addition, sometimes tribunals assume that companies can bear the financial losses more readily than employees. Therefore, more often than not, employees win in arbitration or in court based on prejudice in their favor.<ref>Joanna Law, Employers, Prepare for Tribunal Trouble, CHINA LAW & PRACTICE, Feb. 2009</ref> | The CPC has therefore made tremendous efforts to meet the demands of local protests and strikes as well as hold local governments accountable for causing or mishandling protests that spin out of control. Chinese workers have successfully organized collective action to get local governments, and the courts as mentioned above, to help accommodate their claims, most notably getting payment for wage arrears.<ref>Su and He, “Street as Courtroom: State Accommodation of Labor Protests in South China.”</ref> Similarly, a study in 2009 found that more often than not, the arbitration tribunals in mainland China are biased in favor of employees suing their employers. Because arbitration tribunals are sympathetic towards employees-who are traditionally seen as the weaker party-they will sometimes overlook acontract violation by the employee. In addition, sometimes tribunals assume that companies can bear the financial losses more readily than employees. Therefore, more often than not, employees win in arbitration or in court based on prejudice in their favor.<ref>Joanna Law, Employers, Prepare for Tribunal Trouble, CHINA LAW & PRACTICE, Feb. 2009</ref> | ||