SK海力士劳资协议以25票之差被否决
SK海力士与工会达成的临时工资及集体谈判协议在工会投票中被否决，赞成与反对票数相差25票。分歧焦点在于一项关于支付60%利润分享（PS）奖金的提案。
原文深度解读
本文报道了SK海力士与工会达成的2026年临时工资及集体谈判协议在工会投票中以25票之差被否决的事件。投票于2024年8月24日至25日进行，反对票7535票（50.08%），赞成票7510票（49.92%），投票率93.81%。分歧核心在于利润分享（PS）奖金的支付方式：公司提议将60%的PS以股票形式支付，而工会部分成员主张现金支付。文章涉及SK海力士、其多个工会（包括利川和清州生产工人工会、技术及办公室工人工会）以及新成立的Hynix综合工会。关键数字包括：参与投票人数15045人，工会成员总数16083人，SK海力士第二季度营业利润60.5426万亿韩元，去年全年营业利润47.2063万亿韩元，预计今年营业利润超100万亿韩元。该事件与电子元器件供应链相关，因为SK海力士是存储芯片（如DRAM和NAND）的主要供应商，劳资谈判结果可能影响生产稳定性和供应连续性。
- SK海力士与工会的临时协议在投票中被否决，反对票7535票（50.08%）对赞成票7510票（49.92%），差距25票，投票率93.81%。
- 临时协议于8月20日达成，提议将PS的40%以现金支付，60%以公司股票支付；股票部分中40%可在支付当年出售，剩余20%分两年每年10%递延。
- 2026年PS（明年年初支付）有例外：员工可选择将原本可出售的40%股票部分改为现金，因此最多可获80%现金。
- 去年（2023年）达成的协议规定PS池为营业利润的10%，取消支付上限，并维持10年；支付方式为80%现金、20%递延两年。
- SK海力士第二季度营业利润60.5426万亿韩元，超过去年全年47.2063万亿韩元；证券公司预计今年全年营业利润超100万亿韩元。
- 临时协议还包括工资上涨6.3%、Hi-Well福利积分从240万韩元增至360万韩元、提高轮班津贴和晋升率等。
供应链影响
- 劳资谈判的重新启动可能影响SK海力士的生产计划，进而可能对存储芯片供应稳定性产生短期波动，具体取决于谈判持续时间和结果。
- 若员工对股票支付方案不满导致长期劳资紧张，可能影响工厂运营效率，进而可能影响下游电子制造商的芯片供应，但影响程度取决于谈判进展。
- SK海力士的高利润可能使其在谈判中提供更多让步，这可能增加运营成本，但可能不会直接影响芯片价格，除非成本转嫁。
- 新成立的Hynix综合工会若成为多数工会，可能改变未来谈判格局，可能影响公司决策和供应链的长期稳定性，具体取决于工会行动。
- 公司强调股票支付以对齐员工和股东利益，若最终方案维持高股票比例，可能影响员工士气和留存率，进而可能影响生产技能和供应连续性，但取决于员工接受度。
系统解读，仅作为判断线索，不构成备货、出货、涨价或投资建议。
(照片：SK海力士)
SK海力士与其工会达成的临时工资及集体谈判协议在工会投票中被否决。成员们对一项提议支付60%利润分享（PS）奖金为公司股票的提案存在分歧，协议以仅25票之差未能通过。
据行业消息人士8月25日透露，SK海力士位于利川和清州的生产工人工会于8月24日上午6点至8月25日上午9点完成了对2026年临时工资及集体谈判协议的电子投票。该提案以7535票（50.08%）反对、7510票（49.92%）赞成被否决。16083名工会成员中有15045人参与，投票率为93.81%。双方差距为0.17个百分点。
SK海力士与其三个现有工会（包括利川和清州生产工人工会以及技术和办公室工人工会）分别进行了工资和集体谈判。如果任何一个工会否决临时协议，各方必须进行额外谈判并制定新提案。最新投票使得重新谈判不可避免。
SK海力士与工会于8月20日达成临时协议，其中包括PS支付结构的变更。根据该提案，PS的40%将以现金支付，其余60%以公司股票支付。在股票部分中，40%可在支付当年出售，其余20%将分两年每年10%递延。
2026年PS（将于明年年初支付，即新制度的第一年）包含一项例外。员工将被允许选择现金，而不是原本可在支付当年出售的40%股票部分。根据他们的选择，员工明年PS的现金比例最高可达80%。
随着公司试图改变去年刚达成的PS支付结构，员工反对情绪增长。主张PS现金支付的Hynix综合工会于8月13日正式成立。该工会代表生产工人以及技术和办公室工人。其成员在成立时约为2400人，且一直在快速增长。其目标是争取公司约35000名员工中的18000多名成员，成为多数工会。
去年，SK海力士与其工会同意将PS池设定为营业利润的10%，并取消之前的支付上限。他们同意维持该结构10年。根据该安排，PS的80%将在支付当年以现金支付，其余20%将分两年每年10%递延。
提议转向公司股票之际，半导体繁荣预计将显著增加今年的PS池。SK海力士仅第二季度就实现了60.5426万亿韩元的营业利润，超过去年全年47.2063万亿韩元的营业利润。证券公司预计该公司今年的年度营业利润将超过100万亿韩元。
SK海力士表示，基于股票的支付提案旨在使员工和股东的利益保持一致。在宣布临时协议时，公司表示已“修订计划以更好地协调利益相关者价值，反映员工与股东共同成长的原则。”它还包括一项条款，如果股票价值（基于分配首日收盘价）低于最初承诺的奖金金额，将补偿员工的差额。
临时协议还包括工资上涨6.3%，结合了基于岗位和基于经验的薪酬。年度Hi-Well福利积分将从240万韩元增加到360万韩元。其他措施包括提高轮班津贴和某些职级的晋升率。
否决后，SK海力士与其工会预计将恢复谈判。由于投票仅以25票之差决定，讨论预计将集中在PS以公司股票支付的比例以及员工的现金选择上，而不是重新讨论整个协议，包括工资上涨。
(Photo: SK hynix)
A tentative wage and collective bargaining agreement between SK hynix and its labor unions was rejected in a union vote. Members were divided over a proposal to pay 60% of profit-sharing (PS) bonuses in company shares, with the agreement failing by a margin of just 25 votes.
According to industry sources on Aug. 25, SK hynix's production-worker union in Icheon and Cheongju completed electronic voting on the tentative 2026 wage and collective bargaining agreement from 6 a.m. on Aug. 24 through 9 a.m. on Aug. 25. The proposal was rejected with 7,535 votes, or 50.08%, opposed and 7,510 votes, or 49.92%, in favor. A total of 15,045 of 16,083 union members participated, for a turnout of 93.81%. The gap between the two sides was 0.17 percentage point.
SK hynix conducted separate wage and collective bargaining negotiations with its three existing unions, including the Icheon and Cheongju production-worker union and the technical and office-worker union. If any one of the unions rejects the tentative agreement, the parties must hold additional negotiations and draw up a new proposal. The latest vote makes renegotiations unavoidable.
SK hynix and its unions reached a tentative agreement on Aug. 20 that included changes to the PS payment structure. Under the proposal, 40% of PS would be paid in cash and the remaining 60% in company shares. Of the share-based portion, 40% could be sold in the year of payment, while the remaining 20% would be deferred over two years in 10% installments.
An exception was included for 2026 PS, which will be paid early next year, the first year of the new system. Employees would be allowed to choose cash instead of the 40% share-based portion that could otherwise be sold in the year of payment. Depending on their choice, employees could receive as much as 80% of next year's PS in cash.
Employee opposition grew as the company sought to change the PS payment structure agreed upon just last year. The Hynix Integrated Labor Union, which advocates cash payments for PS, officially launched on Aug. 13. The union represents both production and technical and office workers. Its membership, which stood at about 2,400 at launch, has been growing rapidly. It aims to secure more than 18,000 members out of the company's roughly 35,000 employees to become the majority union.
Last year, SK hynix and its unions agreed to set the PS pool at 10% of operating profit and remove the previous payout cap. They agreed to maintain the structure for 10 years. Under that arrangement, 80% of PS would be paid in cash in the year of payment, while the remaining 20% would be deferred over two years in 10% installments.
The proposed shift to company shares came as the semiconductor boom was expected to significantly increase the PS pool this year. SK hynix posted operating profit of 60.5426 trillion won in the second quarter alone, exceeding its full-year operating profit of 47.2063 trillion won last year. Securities firms expect the company's annual operating profit to surpass 100 trillion won this year.
SK hynix said the share-based payment proposal was intended to align the interests of employees and shareholders. When announcing the tentative agreement, the company said it had "revised the plan to better align stakeholder value, reflecting the principle that employees grow together with shareholders." It also included a provision to compensate employees for any shortfall if the value of shares, based on the closing price on the first day of distribution, falls below the originally promised bonus amount.
The tentative agreement also included a 6.3% increase in wages, combining job-based and experience-based pay. Annual Hi-Well welfare points would increase to 3.6 million won from 2.4 million won. Other measures included higher shift-work allowances and increased promotion rates for certain job grades.
Following the rejection, SK hynix and its unions are expected to resume negotiations. With the vote decided by only 25 ballots, discussions are expected to focus on the proportion of PS paid in company shares and employees' cash option rather than reopening the entire agreement, including the wage increase.