Jun 15
0

What is Collective Bargaining?

By | Uncategorized

What is Collective Bargaining?

Closely linked to this is the right to Collective Bargaining (CB), which allows workers to freely negotiate their working conditions with their employers. These rights apply to all workers, regardless of their race, religion, gender, occupation, nationality, or political opinion.

CB is the process of all negotiations between an employer or an employers’ organization and one or more trade unions with the aim of developing a Collective Bargaining Agreement (CBA). CBAs outline work conditions at factory/workplace, regional, national, or sectoral level. These are written, legally binding contracts requiring employer and company compliance.

Jun 15
0

What is Freedom of Association?

By | Uncategorized

What is Freedom of Association?

Freedom of Association (FoA) is the right of workers to join and form trade unions or organizations of their choosing. FoA is enshrined in the Universal Declaration of Human Rights. It includes the right to freedom of assembly, association, and trade union membership.

This means that:

  • Workers can form and join trade unions of their own choosing.
  • Unions have the freedom to function independently.
  • Elections and the duties of union representatives are free of interference.
  • Independently elected worker representatives should not fear intimidation, harassment, or reprisals. They are the measure of how freely workers can express and contribute to their industry or workplace through formal structures such as collective bargaining.
  • Workers and employers can be formally represented in negotiations to arrive at solutions for improving working conditions.
  • FoA also applies to workers in the informal sector (those not working under employment contracts).

It is important to note that FoA also applies to an employer’s right to join organizations of their choosing!

Jun 15
0

What is a Trade Union?

By | Uncategorized

What is a Trade Union?

Trade unions are independent, membership-based organizations of workers, constituted for the purpose of furthering and defending the interests of workers (ILO). They represent and negotiate on behalf of working people. Unions provide advice to workers who are often unaware of their rights, and they can also negotiate with employers to improve wages and working conditions.

Trade union rights are defined as workers’ freedom of association and the right to collective bargaining. These rights form the foundation of social dialogue and industrial relations to manage conflicts in the workplace.

Differences between a trade union and other forms of organisation

Independent trade unions represent the ideal model for worker representation. Trade unions have legal protection, access to resources, the support of wider trade union networks, and are free from influence from the employer and the government.

Restriction of FoA: Where FoA is restricted by law and/ or (independent, democratically elected) trade unions cannot be formed because of (impossible) conditions for registration as a union, the next best available form of independent worker representation should be pursued. Alternative forms of representation can help build dialogue and develop worker and employer industrial relations skills.

Other committees: In many countries you will find workers participation committees, health and safety committees, or anti-harassment committees. These types of committees, sometimes required by law, can certainly be useful, although they are not an alternative to a trade union, mainly because they do not offer workers the same kind of legal protection and they do not have the right to participate in the collective bargaining process. Some exceptions exist, like in Myanmar, where these committees do have the legal right to participate. Further, these committees lack support beyond the enterprise level, meaning they are not supported by district and national trade unions.

Yellow unions: More subtle forms of interference include paternalism, where structures are created that may resemble unions, but are actually controlled by management in some form. For example, workers may be selected to be the representatives on workers’ committees rather than being democratically elected, or company management may pay union fees, making the union less independent. You can also encounter alternatives for independent, representative trade unions, such as employee councils or unions that only act in management’s interests (‘paper’ or ‘yellow’ unions).

By using the CNV and FNV Checklist for companies on trade union freedom and social dialogue, you will get a better understanding of how trade union freedom is practiced.

Nov 20
0

Power of the Voice: Perspectives from workers and buyers on social dialogue within the Bangladeshi garment sector

By | Bangladesh, Meta-analysis

Summary

An analysis concludes that social dialogue in Bangladesh is severely lacking and union and trade union representatives are seen as ineffective and untrustworthy. Because of this, workers in the textile industry face bad working conditions and inadequate pay. Further interviews revealed that Swedish companies contracting these factories have issues in their auditing processes and both the Swedish government and companies, alongside the ILO, have expressed interest in improving their dialogue with Bangladesh and strengthening social dialogue in the sector.

For the original source, please click here

Nov 20
0

Research on Informal Workers and Social Dialogue

By | Case-study, Rwanda

Summary

This case study analyses the development of tripartite social dialogue in Rwanda. It is discovered that the insistence of true unions has led to the flourishing of social dialogue, especially tripartite, in Rwanda. This has led to increases in working conditions and salary for construction workers in the region.

For the original source, please click here

Nov 20
0

Social Dialogue in the 2030 Agenda

By | Social dialogue

Summary

The achievement of the SDGs and social dialogue have a symbiotic relationship. Some of the SDGs are preconditions for having a well-structured process of social dialogue, but other SDGs can only be achieved through effective social dialogue. This report describes this relationship in detail, and how preconditions for social dialogue, and social dialogue itself, can be improved.

For the original source, please click here