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Tripartite

Apr 18
0

Tripartite cooperation, social dialogue and national development

By | Barbados, Czech Republic, Indonesia, Kenya, Panama, Social dialogue

Abstract

This article reviews recent developments in social dialogue demonstrating that consultation between government and key stakeholders contributes to labour peace, social stability and national development. After defining the stages through which social dialogue has developed, the author explains the various ways in which it contributes to economic and social development. He considers four developing countries (Barbados, Indonesia, Kenya and Panama), and one transition economy (Czech Republic), examining how they have used tripartite institutions to achieve social peace, labour market adjustment and socio-economic development. Finally, he offers a model to integrate “new” actors into the tripartite framework for social dialogue.
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Apr 13
0

Disputes Resolution through Social Dialogue: Evidence from Nigerian Organizations

By | Nigeria, Social dialogue

Social dialogue tries to create an objective process of bargaining in order to protect the interest of the organization which includes employers, employees and the environment. It would be useful to examine in depth the relevant components of the social dialogue and how they have imparted positively to the development of harmonious industrial relations in the country. This study takes data from a 280 sample size drawn from a population of 500 employees selected from 10 companies in Lagos state. It found out a significant relationship between collective process and success. It was recommended that employers and employees along with the government should consistently engage in a social dialogue process to improve the working conditions of labor and industrial harmony in the country.

 

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Apr 13
0

Working Conditions and Social Dialogue

By | Belgium, Case-study, Cyprus, Czech Republic, Denmark, Finland, France, Germany, Social dialogue, Spain

This report examines the link between working conditions and social dialogue, highlighting instances where social dialogue has had an impact on working conditions. The impact of social dialogue on working conditions is considered at all levels – national, sectoral, company and workplace levels. There is also a specific focus on occupational health and safety. The first section of the report maps existing research and administrative reports, highlighting the findings of surveys, both quantitative and qualitative, that have identified a link between social dialogue and working conditions. The second section looks at examples of social dialogue drawn from case studies that have had an impact on working conditions in a range of areas. Some examples of incomplete social dialogue are also presented, including possible reasons for the shortcomings. Finally, the report identifies potential lessons for the future in terms of factors that contribute to the success or failure of social dialogue.

The study was compiled on the basis of individual national reports submitted by the EIRO and EWCO correspondents. The text of each of these national reports is available below. The reports have not been edited or approved by the European Foundation for the Improvement of Living and Working Conditions. The national reports were drawn up in response to a questionnaire and should be read in conjunction with it.

 

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Apr 13
0

Unions can increase efficiency: Ten examples

By | Case-study, Social dialogue

Millions of workers in different countries and in different times have sought to organize into unions. Whether or not a government’s laws facilitate organizing, there has been widespread demand by individuals for labor unions– as an expression of their freedom of association. In spite of higher costs that may be related to unions, workers have fought for the right to organize to tilt the balance of power from employers to workers, to provide due process procedures, and to ensure that workers earn an adequate living to support a family. Unions do not form out of thin air; they arise when individuals decide to come together to collectively address market inefficiencies and social problems.

These private actions of individuals make it clear that unions have some place in benefiting the economy. While the costs of unions are often brought up, politicians and the voting public must also consider the benefits of unions. This Illinois Economic Policy Institute (ILEPI) Economic Commentary investigates how unions can increase economic efficiency. The report outlines ten examples of unions positively improving the economy for the better:

1. Union workers earn higher wages and increase consumer demand;
2. Unions reduce socially inefficient levels of income inequality;
3. Union workers receive less government assistance;
4. Union workers contribute more in income taxes;
5. Unions increase productivity in construction, manufacturing, and education;
6. Unions reduce employee turnover rates;
7. Unions fight against child labor and for public education;
8. Unions fight against all forms of discrimination;
9. Unions collectively bargain toward efficient contracts; and
10. Unions fight against the “monopsony” power of owners, especially in sports.

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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 12
0

Good practices on the role of trade unions in protecting and promoting the rights of migrant workers in Asia

By | Cambodia, Malaysia, Social dialogue, Thailand

Preface

Tripartite Action to Protect Migrant Workers within and from the Greater Mekong Subregion from Labour Exploitation (the GMS TRIANGLE project) and Tripartite Action for the Protection and Promotion of the Rights of Migrant Workers in the ASEAN Region (ASEAN TRIANGLE project) are working with trade unions in countries of origin and destination within ASEAN to enhance their role in promoting and protecting the rights of migrant workers.

Trade unions in countries of origin and destination have important roles to play in providing protection to migrant workers. There are many instances where trade unions in the Asia and Pacific region have been proactive in promoting a rights-based migration policy by participating in legislative reform processes; engaging in bilateral and regional cooperation between trade unions in sending and receiving countries; building trade unions’ capacity to respond to migrant worker issues through education and training; and reaching out to migrant workers by providing support services. Through this broad scope of actions, trade unions in the region are increasingly able to successfully represent the rights and interests of migrant workers in the enterprise, in the community and in policy dialogue.

This report documents selected good practices of trade union actions taken place in Cambodia, Hong Kong (China), Indonesia, Lao People’s Democratic Republic, Malaysia, Myanmar, Nepal, Republic of Korea, Taiwan, China, Thailand, and Viet Nam. The activities outlined in this report have been conducted with the International Labour Organization (ILO), through ILO technical cooperation on labour migration and with technical support from the Bureau for Workers’ Activities (ACTRAV). Some cases independent of ILO technical assistance are included in the report for the purpose of
information sharing. By sharing these practices among trade union partners and other organizations, the report aims to encourage their replication; and in doing so, highlight the relevance of trade unions and further advance their role in the effective governance of labour migration.

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Mar 18
0

What is Social Dialogue?

By | Uncategorized

What is Social Dialogue?

Social dialogue is a consultation between trade unions, employers and the government about both, economic and social issues. The formal definition of the International Labour Organisation (ILO) is as follows: “all types of negotiation, consultation or simply exchange of information between, or among, representatives of governments, employers and employees, on issues of common interest relating to economic and social policy” (ILO, 2018). It is based on the right to collective bargaining agreement and on freedom of association. Social dialogue incorporates each country’s historical, cultural, economic and political setting. Therefore, social dialogue is adopted based on the local circumstances, being diverse in legal framework, practices, and traditions, the process might vary from country to country.

Although the accepted definition of social dialogue mentioned before is very broad, there are various characteristics that indicate what cannot be considered as a social dialogue:

  1. Social dialogue does not include general information sharing on working conditions between employers and their employees. For example, annual employee contract negotiations are considered standard business practice.
  2. Social dialogue requires a two-way interaction between parties involved. For example, if an employer proposes a new policy which requires employees to work a certain number of hours and they do not have the opportunity to respond to this request, there is no social dialogue.

For more information on social dialogue, also see Benefits of Social Dialogue, the Video Library and the Resource Library.

Typology of social dialogue (click here for more)

Social dialogue has many dimensions that vary depending on context. It is necessary to make a typology of a social dialogue to identify further actions to achieve a desired outcome. Figure 1 presents main dimensions: type of parties involved; a degree of institutionalization and degree of engagement. It is important to know these characteristics to understand which type of social dialogue would be successful in your specific context.


Figure 1. Characteristics of social dialogues

There can be several forms of a social dialogue. First, it can be either bipartite or tripartite. Bipartite dialogue involves labour and management or trade unions or companies. It also includes discussions, consultations and negotiations between employers and employees (or their representatives). Tripartite social dialogue includes the participation of the government officials and possibly other social parties, for example, to discuss policy area e.g. social protection, employment, or taxes. Second, social dialogue can have a different degree of initialization, by being institutionalized, incorporating policies and structures, or being informal, taking place based on a specific situation. Third, other characteristics of the social dialogue define the degree to which parties are engaged. They can either be directly engaged, for example, one-on-one dialogue or indirectly when an organization or person represents the interest of the involved parties.

Social dialogue can happen at the local, regional, national and multi-national levels. In addition, it can be at the enterprise, inter-sectoral, or sectoral levels. The nature of the outcome of a social dialogue can also vary, for example, be either binding or non-binding. There are several usual activities of social dialogue including consultations, negotiations and sharing of the information.

Different forms of social dialogue (click here for more)

Various types of social dialogue mentioned before can take different forms, therefore, achieve different outcomes. It is important to know different forms of Social Dialogue to achieve the desired outcome by taking relevant steps. Table 2 provides an overview of bipartite and tripartite dialogues and its typical respective parties involved; forms of governance; social dialogue; and outcomes. However, these forms depend on a business context, to determine which ones are more successful. Please note that these are examples of forms and thus non-exhaustive.

Table 2. Forms of social dialogue

Before starting a social dialogue, it is important to define the desired outcome(s) and to recognize steps to undertake to achieve it. However, as mentioned before, the steps depend on a business context. To learn more about social dialogue please refer to ILO.

Barriers for brands (click here for more)

Brands might recognize the following barriers when working on FoA and CB:

 

  • Little understanding of how unions operate and how a unionized workforce can benefit the suppliers’ business. Hence brands can feel insufficiently equipped to explain to their suppliers why it is so important and how their business could benefit.
  • A lack of knowledge about the labour issues in general, and the specific situation in the brands’ sourcing country. For example, a lack of understanding about the situation of existing (often splintered) unions and worker participation at suppliers level (e.g. due to lack of insight provided by audits).
  • Apprehension about stimulating union activity as unions have the reputation of organizing strikes or causing unrest. Also, apprehension to promote a union because they do not know their political affiliations.
  • Your suppliers’ factory owners/senior management might have negative mind sets about FoA and CB.
  • Lack of power at supplier level to be able to put issues on the agenda.
  • Not feeling mandated to discuss the issue, thinking that it is between supplier and their workers, none of my business.
  • Fear of extra workload, intensive engagement would require time.
  • Fear of increased costs to promote FoA/facilitate SD.
  • Fear of increased costs as an outcome of a CBA.
  • Not seeing the benefits of a functioning union and social dialogue at suppliers.
  • Believing consumers are not interested in the topic, not something we can communicate on as PR for brand (no PR value).
Feb 24
0

Examples of Social Dialogue in Indonesia (2004-15) and its Contribution to Development

By | Indonesia, Social dialogue

This study covers the development of social dialogue in Indonesia from the end of the Suharto regime, in 1998, until 2015 and more specifically during the period that goes from 2004 to 2015. It is aimed at analysing specific examples of social dialogue taking place in the period in question, and assessing how the results of this dialogue amongst social partners has contributed to socio-econonomic development in Indonesia. The purpose of the analysis is also to highlight the importance of the “conditions” in which social dialogue can flourish and can be effective for development. These conditions are based on the freedom of association, collective bargaining, the willingness of social partners to engage in dialogue, and the supporting role of the State. The latter are “enabling conditions” for social dialogue to be relevant for socio-economic development in every country. The current study focuses its analysis on specific positive past experiences. However, it has to be noted that unfortunately the situation in Indonesia has recently changed dramatically. The country is experiencing a severe drawback in terms of respect of fundamental labour rights, resulting in a disruption of social dialogue. The International Labour Organisation’s (ILO) Convention No. 87 on Freedom of Association and Protection of the Right to Organise was ratified by Indonesia straight after the fall of the Suharto regime, and important progress was made in the country in the years following the transition period. However, these rights are currently under threat as illustrated by the arbitrary arrests and detention of trade unionists, imprisonment and fines issued to workers taking part in peaceful strikes and an inadequate legislation on freedom of association for civil servants.1 Other setbacks to social dialogue, over the last year, are those related to the minimum wage setting process. Until October 2015, minimum wages were negotiated through social dialogue. This changed following the introduction of a new law to calculate minimum wages through a formula based on inflation and GDP growth. The new law has undermined negotiations, rendering them superfluous, and threatens the remarkable progress achieved in the past years. It has also lead to a number of protest actions by the Indonesian unions in a struggle to reinstall dialogue.2 This of course is undermining the positive achievements previously reached, putting at serious risk the whole developmental and democratic process in the country. This study has therefore to be taken in its specific context as a snapshot of what social dialogue can achieve with the good will of its actors.

 

1. See the Provisional Record of the Report of the Committee on the Application of Standards of the 105th Session of the International Labour Conference (2016) pp.50-55

2. The International Trade Union Confederation has recurrently manifested its support to the struggle of the Indonesian workers and has continuously denounced violations of their rights, reported in its Survey of Violations of Trade Union Rights.  As a result of the deterioration of rights, Indonesia has been downgraded, in the International Trade Union Confederation’s Survey of Violations of Trade Union Rights, from a rating of 4, which implies a situation of systematic violations of rights to a rating of 5, implying no guarantee of rights

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Jan 21
0

Tripartite Advisory on Managing Workplace Harassment

By | Guide, Social dialogue

Workplaces should be safe and free from harassment so that employees can carry out their work productively. Harassment can, however, occur in different forms and to different extent. The tripartite partners have come together to develop this Advisory, which serves as a practical guide for employers and employees to better prevent and manage harassment at the workplace. It emphasises the importance of proactive management and focuses on preventive measures to ensure a safe and conducive workplace. It also suggests key steps and remedial actions that employers and affected persons can take in responding to harassment when it occurs. Workplace harassment prevention is one facet of the broader Protection from Harassment Act which protects persons from a range of harassing behaviours through criminal sanctions and self-help measures for victims of harassment to protect themselves. Both employers and employees have an interest and responsibility in preventing harassment at the workplace and managing it properly if it happens. Let us work together to provide a safe and conducive environment for employers and employees to carry out their work without fear of being harassed.

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