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Organisation – ILO

Apr 19
0

Campaign Toolkit: Stop gender-based violence at work – support an ILO Convention

By | Guide, Tools and toolkits

STOP VIOLENCE AND HARASSMENT IN THE WORLD OF WORK SUPPORT AN ILO CONVENTION AND RECOMMENDATION

This campaign toolkit aims to support unions and their allies in the following:

  • Understanding the ILO process;
  • Lobbying governments and employers to support the adoption of a comprehensive ILO Convention and Recommendation on violence and harassment in the world of work;
  • Developing key actions in campaigning for an ILO Convention; and
  • Building a broad cross-movement alliance to eradicate gender-based violence from the world of work.

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Apr 19
0

Enterprise Sustainability and HRM in Small and Medium-Sized Enterprises

By | Social dialogue

Abstract

This chapter looks at the specific challenges, expectations and opportunities small medium-sized enterprises in emerging countries face regarding enterprise sustainability in today’s worldwide economy characterized by the strong interconnection of supply chains. In its experience with small enterprises development in emerging countries, the International Labour Organization (ILO) has recognized that quality human resource management (HRM) and good workplace practices are a key determinant of enterprise performance and productivity, as well as in practice at the community, national or even international level. Based on the ILO’s Decent Work Agenda (ILO, Decent work, report of the ILO Director-General, 87th session of the International Labour Conference. ILO, Geneva, 1999), the Declaration on Fundamental Principles and Rights at Work (Declaration on Fundamental Principles and Rights at Work. ILO, Geneva, 1998) and the technical cooperation experience of ILO’s Job Creation and Enterprise Development Department, the HRM practices described here are intended to improve enterprise sustainability, understood in its economic, social, and environmental dimensions. Practical examples from the ILO’s practice demonstrate the implementation of labour rights in SMEs in emerging countries.

 

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Apr 18
0

A practical CNV Guide to the RUGGIE principles

By | Case-study, Indonesia, Macedonia, Netherlands, Nigeria, Social dialogue, United States

Introduction: an important resource

Is this a situation you recognise? For some years you have been negotiating with the branch or a supplier of a large international company which by now has also firmly established itself in the ‘low wage countries’. You negotiate about collective bargaining agreements and you can’t manage to reach a good consensus about wages and working conditions for employees. Even though you know that the company
has arranged these things properly in its country of origin. So what do you do?

As a trade union leader you have a particular responsibility within your company, sector or industry: you protect and promote labour rights. It’s certainly not easy to protest against abuses or wrongs at the local branches of foreign companies.

With the help of your international network of trade union organisations and your status as a partner organisation of CNV Internationaal, you can in fact play an important role here. That’s because the CNV trade unions work to benefit people and the environment, and look further than the national boundaries. After all, CNV leaders, officials or members of the Works Council are active within international companies in the Netherlands that also operate branches abroad or purchase from foreign suppliers. Sustainability and international solidarity are two of CNV’s core values. We believe it is important that employees’ human rights are respected all over the world.

 

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Apr 13
0

Ending and Preventing Violence Against Women at the Workplace

By | Guide, Social dialogue

Gender based violence at the workplace continues to be one of the most harrowing forms of abuse of human rights where labor is concerned. Victims of this violence are not inclined to report it to the authorities often, because of the fear of retribution.

There is no international standard

Many countries have adopted laws against this specific form of violence. In practice these are often insufficient. There is, however, no international standard that could be the foundation for better regulations.

Towards an ILO convention

This is why the Governing Body of the International Labour Organisation ILO decided in November 2015 to put a standard setting item on the agenda of the 2018 International Labour Conference (ILC), under the name of ‘Violence against women and men in the world of work’. CNV Internationaal, together with trade union partner organisations, wants to focus on this topic in the run-up to the 2018 ILC.

To learn more about ways towards ending violence at work, check our guide.

 

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Apr 13
0

Restructuring enterprises through social dialogue: Socially responsible practices in times of crisis

By | Brazil, France, Germany, Ireland, Social dialogue, United States

The paper analyses examples of companies in which management, in collaboration with workers’ representatives and unions, has designed and implemented socially responsible enterprise restructuring plans. The selected examples show that by creating space for dialogue and (self-)regulation aimed at protecting the levels, as well as the terms and conditions, of employment in specific plants (plant-level agreements) or across different operations of multinational companies (transnational company agreements), win-win situations can emerge, even in times of crisis.

 

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Apr 13
0

Social Dialogue in times of crisis: Finding better solutions

By | Belgium, Brazil, Case-study, Chile, Czech Republic, Ghana, Honduras, Hungary, Indonesia, Ireland, Italy, Japan, Malaysia, Netherlands, Niger, Panama, Peru, Poland, Singapore, Social dialogue, South Africa, Sweden, United States

This paper looks at past economic crises to identify lessons that can be learned from industrial relations developments in different regions and varying circumstances. The paper describes the development of social dialogue in the early period of the current crisis in order to inform the reader about the forms and content of crisis-related social dialogue in different parts of the world and to provide national examples. It concludes by suggesting policy options. The paper also contains tables of national and enterprise-level cases documenting the role of social dialogue and industrial relations in addressing the employment impact of the crisis.

 

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Apr 13
0

Social Dialogue at Enterprise Level. Successful Experiences

By | Bangladesh, Case-study, Nepal, Pakistan, Social dialogue, Sri Lanka

One of the main challenges that Asian countries are facing, and will continue to face in the coming years, is the need to adjust their economic and social systems in accordance with the process of globalization. This process cannot be managed equitably and efficiently without social dialogue among the main stakeholders. From the ILO’s perspective, tripartism and social dialogue are integral components of decent work and essential channels for achieving it. As stated by the ILO Director General “cohesive tripartism is the ILO’s bedrock”. The main goal of social dialogue is to promote consensus building and democratic involvement among the main stakeholders in key aspects relating to the work environment. The objective of this publication is to introduce concepts of social dialogue at the workplace, enumerate enabling conditions for social dialogue to work effectively, and demonstrate positive features of social dialogue with empirical studies.

 

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Apr 13
0

Eliminating the worst forms of child labour

By | Guide, Social dialogue

Eliminating the worst forms of child labour involves a sustained combat that goes much beyond legislating: it presupposes a vision of society and of development. To be effective and sustainable, any action aimed at prohibiting and eliminating the worst forms of child labour should be inspired on the one hand by an awareness of the complexity of the economic, social and cultural issues involved; and on the other by practices that have proved effective. This Handbook aims at providing inspiration and guidance to this effect.

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Apr 12
0

Assessment of the complaints mechanism for Cambodian migrant workers

By | Cambodia, Social dialogue

Foreword

Labour migration provides an opportunity to earn higher incomes and upgrade knowledge and skills. However, without effective protection measures these potential benefits of migration cannot be harnessed. For Cambodian migrant workers who face problems, either during the recruitment process, while working abroad or after returning home, access to an effective complaint mechanism is critical. The timely resolution of a grievance can be the difference between a worker returning to Cambodia with confidence in their ongoing financial and occupational security, or returning without access to restitution where harm has been suffered, or a burden of debt that cannot be repaid. This report is the first assessment of the efficacy of the complaints mechanism available to migrant workers, and explores the complexities facing workers and authorities when a complaint is lodged. Assessment of the Complaints Mechanism for Cambodian Migrant Workers presents the results of an assessment that considered the legislation and policy governing migrant worker complaints and the experiences of migrant workers and authorities in navigating the complaints system. This report provides important context regarding the challenges that arise during the complaints process, prompting recommendations to strengthen the system.

The assessment finds that the legislative framework launched in December 2013 to enable complaints has provided migrant workers a clear avenue and process for lodging complaints and receiving compensation. The assessment finds that there has been considerable use of the complaints mechanism by migrant workers and that staff from the Ministry of Labour and Vocational Training (MOLVT), Provincial Departments of Labour and Vocational Training (PDOLVT), Migrant Worker Resource Centres (MRCs), trade unions and service providers have demonstrated strong commitment to pursuing migrant workers’ right to justice through the dispute resolution process. The assessment also reveals inconsistencies in the implementation of these processes, and provides recommendations to address these gaps.

The International Labour Organization (ILO) Tripartite Action to Protect Migrant Workers within and from the Greater Mekong Subregion (GMS TRIANGLE project) has supported labour migration governance in Cambodia through improving policy legislation, capacity building of stakeholders, and support to migrant workers, including in the receipt and resolution of complaints. This assessment of the complaints mechanism will contribute to improving migration governance in Cambodia by initiating analysis and beginning an evidenced-based discussion on the complaints process with stakeholders.

The ILO is grateful for the support for this assessment from its partners, in the research and validation of this report. The ILO would like to acknowledge the MOLVT, the PDOLVTs, and MRCs in Prey Veng, Kampong Cham and Battambang, as well as Legal Support for Children and Women and the National Union Alliance Chambers of Cambodia for their role in facilitating the complaints mechanism, and beginning to examine how this process can enable greater access to justice for Cambodia’s migrant workers.

Maurizio Bussi
Officer-in-Charge
ILO Country Office for Thailand, Cambodia and Lao People’s Democratic Republic

 

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