Good morning, everyone.
This is one of the most important videos we've put out.
On April 7, 2026, we will do a livestream,
where you'll be able to ask questions. Journalists will be invited, too.
Watch this video until the end, it will be divided into several parts.
Starting from how we got here to, more importantly,
what we are about to do and how we're going to win.
OK. I have brought some educational material, such as this folder here,
which is called "Equal pay for equal work".
So that we don't have to come up with some nonsense about new EU directives.
The principle in question has been around since 2007.
The EU directive that is about to be transposed into Slovak law
strengthens the application of this principle.
The rules for parking your car are not changing,
what's changing is how we enforce these rules.
Some two years ago,
we've notified the employer and said, be careful,
the same work is being performed by people of different pay grades.
The employer repeatedly just shrugged at this.
They just ignored it. They even told us
"The Korean HQ is informed very well about everything."
We weren't happy with this, and so we turned to the Labor Inspectorate.
The inspector, acting as a public official, came, and simply stated
that the pay grade system is compliant.
We argued that the employer has internal guidelines,
which determine how people are assigned to different pay grades,
and that in practice it contradicts the principle.
This was confirmed by many of you.
These were stories of such humiliation – that the system was explained to you,
but when you asked HR about it,
they told you that the system has been changed.
We don't think this is OK.
Unfortunately, the Labor Inspectorate
declared that everything is fine.
We had to accept this and change our plans.
Our proposal for the next collective agreement was therefore
an increase of basic wages for everyone in the old pay grade system.
This will also be the main demand of the strike, i.e., an increase for everyone,
in the system that the employer considers fair, by €250/month.
Any further demands will be specified over the course of the ballot and after the strike is declared.
These other demands may change. We're starting from the assumption
that the existing pay grade system is the one the employer accepts.
Even though we had previously offered our assistance in improving the system.
In fact, the state-appointed mediator has identified certain
legal risks in the existing system. Well, think of it what you will,
but this is not how we see a constructive social dialogue.
Anyway, the goal of the strike is an increase in basic wages for all,
including office workers. If you want to equalize pay grades,
ask the people who have completely ignored our attempts at dialogue,
until they've forced us into this situation.
Educational material no. 2: the existing collective agreement.
We consider all the parts we do not wish to change and which are not the object of the strike
as the basic standard that we had already fought for and won,
a standard which applies until the end of 2026 and which will also apply in the future.
The collective agreement will only be improved upon.
If there are any provisions which go beyond the Labor Code,
that is of course the whole point of collective bargaining.
The Labor Code is the legal minimum.
For us, the collective agreement is the real standard.
So, what's next? Educational material no. 3:
this flyer that we've circulated. You've all received it over e-mail.
We have distilled the basics of declaring a strike and going on strike,
especially the former.
So the rehearsal ballot we've done recently,
where you voted on the employer's offer,
will now be done for real. We want everything to be 100% legal.
We are of course talking to our union federation, lawyers,
the president of our trade union. The whole federation is with us,
so do not worry about a lack of support.
The composition of the strike committee will soon be announced.
These will be the people who will ask you to vote.
Presumably, the ballot will start Tuesday, April 7, before the afternoon shift.
If you want to help collect votes,
be careful about breaching work discipline or interfering with production,
with health & safety rules. Do not give the employer
any pretext to challenge the ballot.
I must emphasize that the strike isn't a goal in itself.
As we've stated in the flyer,
a strike is the last resort. We still believe there is room
for reaching a satisfactory deal. Our union conference
consists of ladies and gentlemen open to reasonable compromise.
Moving on. Critical stage no. 1: having a valid ballot. We need 50%
of the workforce to take part. Tell your colleagues to participate
even if they don't agree with the strike. This is the moment of truth.
Of course, the employer's position is not very comfortable, and they are aware of this.
On the other hand, we can already feel some pressure, too.
The employer may try to use fear, sow some uncertainty.
If you have any questions – let us know.
As regards contributions to health and social insurance,
you do not have to pay them during the strike, so no worries.
If you go on strike, your absence is excused, but you obviously won't be paid.
However, back payment of wages for the strike will definitely be one of the strike's demands.
And recent history teaches that this demand should be continually increased as the strike drags on,
so that the brave people taking part get something out of it.
The strike begins by announcing it to the employer.
We as the strike committee will do this,
including stating our full demands,
i.e., demands beyond the €250 increase I've already covered.
As regards numbers: we do not expect that there will be 1500 people
at the factory gates. Even our federation's lawyers say:
A strike is a small revolution.
Personally, I haven't heard of a revolution done by a majority.
It was always a small group of determined people,
who won the masses over to their side,
and brought about some revolutionary change.
What's in our favor? Just-in-time.
A fabulous phase of capitalism which is efficient,
which sequences components precisely,
which exploits labor power very efficiently,
but which is also very vulnerable!
A truck left unloaded blocks another truck,
and there is nothing to load onto this other truck! So, all suppliers are stuck.
We're sorry, but your client, Kia, is incapable of buying labor power at a satisfactory price,
to come to an agreement with its employees.
Let our employer deal with the consequences for the suppliers.
This here is a little map with choke points highlighted
where we'll try to disrupt the just-in-time system.
We don't need 800 people for that. We will select the most courageous and heroic of you,
who will help us negotiate a satisfactory result, using these extreme means.
OK, after critical phase no. 1, there will be another, less critical phase.
We need 25% of the workforce + 1 person to agree with the strike.
Since how many of you will be affected by the employer's offer,
this year and in the future, we are not worried about the votes at all.
Once the ballot is complete, the party starts. About this map:
we will need you at these places, but we will keep you informed where people are needed at the given time.
There will have to be rotation. We also want to ask,
if you have access to any material we can use,
or skills, such as piloting a drone or something else
which could be of use for the union. Please let us know.
Your help will not be forgotten.
Those who will not be needed at the picket line,
please do some yard work. Under no circumstances should you come to work.
What about the others who, for some reason, do not wish to join the strike?
For some, there may be objective reasons.
We do not expect significant support from the kids who until recently were agency workers
and somehow made it to permanent status, are still on a fixed-term contract,
and are looking at an automatic €280 wage increase.
You will not be assigned any jobs because the lines will all be stopped.
You are entitled to your full wage. You know the story
of the collective agreement coming to an end. You are entitled to 100% of the wage.
This probably also applies to all suppliers. My fellow trade unionists at the other companies,
make sure that this substitute pay is paid in full.
Colleagues, we fully believe we are doing the right thing, and that the results are coming.
All of us, I as the chairman of the union committee,
the whole negotiating team, the committee, we all guarantee
that whatever is the employer's proposal in this tense situation
will have to be approved by conference delegates and, to the extent possible,
by a decision as close to you as possible.
We want this to be our collective result, the result of a collective dialogue, social dialogue,
not of an individual diktat as imagined by the employer.
Perhaps this is why we've ended up in this tense situation
which could have been avoided.
Take it from me that we will make the right calls.
We were fully correct to go down this path,
just like the soccer goalie who, once they leave the goal, must go on,
because any hesitation will be punished.
Similarly, we are out to get the results, 110%!
We will keep in touch, you know who your committee members are.
Ask them questions, call us, text us,
all through the Easter holidays. Enjoy the time with your families.
Once you're back, you'll see your pay slips with taxes deducted,
you'll see what happens to the prices –
let all these inputs be a motivation to stand up for a better tomorrow.
The company can afford this and it can improve our lot significantly.
I believe in you, committee members believe in you, the negotiation team members believe in you.
Let's all believe in each other and you'll see this will turn out just fine.
Let's do this!