Tag

Unions

Jul 22
0

Country Information & Practical Advice on Freedom of Association & Collective Bargaining: BANGLADESH

By | Bangladesh, Collective Bargaining, Freedom of Association, Social dialogue

Summary 

Freedom of Association (FoA) and Collective Bargaining (CB) are covered by two ILO core Conventions. Brands are Expected to respect these rights. This factsheet contains the most important information about FoA and CB in Bangladesh and provides practical tools for brands to get started. 

In addition, CNV International has developed a general factsheet about this topic. 

For the original source, click here 

Jun 15
0

Gender and unionisation

By | Uncategorized

Gender and unionisation

Garment workers are predominantly women (in Asian countries an average of 70-80% of workers is female), often in low-paying positions with little power. However, they are under-represented in social dialogue structures. Ensuring the right to FoA and CB is vital in order to allow workers’ voices to be heard and support their bargaining power. Women often have lower rates of unionization and union leadership tends to be male; therefore, women’s rights issues may not be well represented or considered to be important priorities.

Barriers to women’s access to unions/ worker representation (click here for more)

  • Women are commonly in atypical forms of work, such as temporary or part-time work, or home-based work. Workers in such precarious positions tend to unionize less.
  • In addition to working at their jobs, women often do the majority of unpaid care work (at home), including housework, childcare, and elder care. Therefore, they have less time than men to dedicate to trade union activities.
  • Religious and cultural norms and constraints around women in leadership and decision-making roles are prevalent.
  • Trade unions have historically been male-dominated, which has often created an unwelcoming environment for women to break in to.
  • Women may face restrictions on their movement or access to spaces where negotiations may occur due to gender-based security problems.
  • Female trade unionists may face a higher risk of sexual violence or harassment.

Fair Wear has developed Gender fact sheets for 11 garment producing countries, which present overviews of relevant gender issues per country.

Why should women be included? (click here for more)

Including women in unions and allowing their voices to be heard when developing union policies and strategies and CBAs can have a significant impact on women garment workers. Women (might) have different needs, and in a male dominated industry, it is important for them to be able to work in a safe and secure environment and get the same opportunities and remuneration as men. Unions with adequate female representation will think more about childcare facilities, clean toilets, hygienic conditions, maternity benefits, anti-violence, and grievance and remediation mechanisms into your suppliers’ company’s labour strategies and collective bargaining agreements.

More information

More detailed information on gender and social dialogue can be found at:

When making field visits to do company audits, be sure to raise specific questions about female representation at management, supervisory, and work floor levels. For more information, see BSR and Amfori.

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

Trade Union Rights and COVID-19

By | Social dialogue

Summary

This brief details various governments responses to the COVID-19 crisis and how they have attempted to use it as an excuse to undermine international labour rights. A breakdown of attempts, and the ETUC response to them is given, as well a detailed guideline of international labour rights and how to uphold them in times of crisis.

For the original source, please click here

Nov 20
0

Morocco: Economic, Social, Political and Institutional Situation and its Connection with Social Dialogue

By | Meta-analysis, Morocco

Summary

The development of the informal sector of Morocco through short-term contracts and the recent decisions of the government have led to a decline in the influence of social dialogue institutions like unions. The lack of ability of the unions to keep up with the changing demands of new workers and the solitary decisions of the government have led to groups leaving union representation and protesting on their own. The current state of bipartite and tripartite dialogue in the state need to be reassessed.

For the original source, please click here

Nov 20
0

Do labour unions mitigate labour conflicts in China’s manufacturing firms? Evidence from the China employer-employee survey

By | China

Summary

This study assesses the current state of union dialogue in China with both employers and the government. Currently, the presence of unions positively correlates with labour conflicts, especially in cases where the union leader is appointed by the employer’s management. It concludes that unions are not able to efficiently and accurately represent the concerns or desires of workers, and, because of this, they are not being translated to the government.

For the original source, please click here

Nov 20
0

Workplace social dialogue in Myanmar: Experiences and lessons learned

By | Myanmar

Summary

When establishing in Myanmar, Fairwear erected a social dialogue institution to aid workers in the factories they sourced from. The institution set up helplines for issues and branches to assist unions and workers in engaging in dialogue with employers either through legal action or when legal action has failed. The results of this institution and recommendations for moving forward, either through the institution or internally, in these factories are provided.

For the original source, please click here

Nov 19
0

Rebalance: Trade unions’ strategies and good practices to promote work-life balance

By | Case-study, Social dialogue

Summary

This study analyses the effectiveness of trade-unions based on their effect on work-life balance in ten EU member states. This is done through a set of metrics: paternity leave, parental leave, flexible work arrangements, long-term care, economic incentives, childcare and other measures. While it highlights the general effectiveness of these measures it warns that they are the first to be dropped in a crisis. Further recommendations for good practice are also given.

For the original source, please click here