Union Alleges Suppression, Granada Foods Denies; Labor Ministry to Hold Ruling Hearing in July

According to a report by Central News Agency journalist Wu Hsin-yun from Taipei on the 16th, the Granada Foods Enterprise Union today stated that management has unlawfully suppressed union activities and has submitted an application for unfair labor practice rulings. The Ministry of Labor confirmed it has received two such applications and will hold preliminary hearings on July 1 at 2:00 PM and 3:00 PM. Granada Foods denies any suppression.

The union held a press conference in front of the Ministry of Labor, claiming that since September last year, management has continuously suppressed the union by halting payroll deductions for union dues, refusing to provide collective bargaining data, maliciously altering procedures for applying for union business leave, and blocking such leave. The union filed for unfair labor practice rulings in December last year, but the Ministry’s Unfair Labor Practice Ruling Committee has not yet convened a single hearing.

The union stated that management blocked union officials’ business leave applications for February. The union had already filed for labor dispute mediation in January and notified the company. However, the company deliberately violated Article of the Labor Dispute Resolution Act, which states: 'During mediation, arbitration, or adjudication of a labor dispute, the employer shall not cease operations, suspend work, terminate employment contracts, or take other actions unfavorable to workers related to the dispute.' Despite this, the company recorded union officials as absent without leave.

The union emphasized that it clearly communicated that union business includes tasks such as document filing, organizing, and membership verification—routine union affairs defined under the Enforcement Rules of the Labor Union Act. In the past, the company routinely approved such leave without interference, but now it unreasonably asserts discretionary approval rights.

The Ministry of Labor stated it has received two related ruling applications. After coordinating schedules with both parties, preliminary hearings will be held on July 1 at 2:00 PM and 3:00 PM. The process will proceed according to established procedures, and the Ruling Committee will conduct legal investigations. If the employer is found to have violated the Labor Union Act or the Collective Bargaining Act, penalties will be imposed accordingly.

The Ministry emphasized that companies must respect unions’ legal exercise of rights, refrain from adverse treatment of union members, avoid improper influence over unions, and fulfill their duty of good-faith negotiation.

Granada Foods issued a statement on its official website, stating it has always respected employees’ rights to organize and participate in unions as protected by the Labor Union Act and supports unions in conducting lawful union activities. However, the company must also maintain operational order and protect the rights of all employees in accordance with relevant laws and internal management systems.

Granada stated that union officials’ applications for union business leave must fall within a reasonable scope related to actual union duties and follow internal company leave procedures. In the disputed cases, officials applied for leave to participate in external clean-up events—an unprecedented practice. Moreover, these officials left their workstations without prior company approval, violating leave procedures and labor discipline.

Additionally, Granada noted that several union members sent registered letters notifying the company of their decision to change union fee payments from payroll deductions to direct personal payments to the union. Upon receiving these notices, the company, in accordance with legal interpretations, adjusted its administrative procedures to respect members’ changed authorization, denying any illegal cessation of deductions or intent to suppress the union.

Granada stated it will continue to address the dispute based on legality, rationality, and good faith, balancing employee rights, union operations, and corporate governance. It urged all parties to conserve social resources, avoid unnecessary disputes, return to rational dialogue and institutional mechanisms, and jointly promote stable labor-management relations. (Edited by Li Ming-tsung)