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IFA State of the play

IFA State of the play . Arnout De Koster , ITC ILO, Employers Activities. IFA State of the play from specific angle: ILO norms as central reference point in IFAS. Themes. 1. Trend: level of labour law regulation is partially shifting. Until 1980 :

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IFA State of the play

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  1. IFA State of the play Arnout De Koster, ITC ILO, EmployersActivities

  2. IFA State of the play from specific angle: ILO normsascentralreferencepoint in IFAS

  3. Themes

  4. 1. Trend: level of labour law regulationispartiallyshifting Until 1980: Labour law provides for national, sometimesregional (EU), regulations and approach Vs. Worldwide globalised business and increasingcentralised HR

  5. But: International guidanceremains • Dependentupon ( voluntary) nationalratification (ILO conventions) Or - Totallyvoluntary and very general (guidelines)

  6. From 1985-90 onwards: initiatives to create law or obligationsdirectly and universallyapplicable in allcountries and/or enterprises via: • * Fundamental International LabourStandards • (nationalratificationbecomeslesscrucial) • Contractualarrangements(IFA) or voluntaryadherence to UN Compact • Codes of Conduct

  7. Underlying drivers for more universalapproach: • Compensate economicglobalisation with political/ social globalisation of norms • Management desire for globalised and centralisedapproach • Protectionism • Activismaffecting consumers, workers and later on rating institutions • Moral indignation with unacceptablesituations – strong inequality, baseduponalsoincreasing information flowsworldwide

  8. Result- outcome : • Codes of Conduct : 10.000+ unilateralstatements with values/rulesapplicablethroughout company worldwide • UN Compact: 7.000 companies adhere to 10 principles • IFA: est. 140-150 global companies

  9. Specific related to labour rights:

  10. Conclusion trends

  11. Ifanalysiscorrect: Followingquestionsbecomeimportant : • What are ILO LS and whatistheircontentsbecause ILS are becomingcentralreferencepoint for emerging body of universallabour law? • Whatis the bindingcharacter for companies?

  12. 2. ILO LabourStandardsWhat?

  13. Core LabourStandards Core LabourStandards: fundamentallabourrights with a «special status» Cover 4 area’s of fundamentalimportance, in 8 Conventions: Child labour (n* 138 and 182) Forcedlabour (n* 29 and 105) Freedom of Association and recoginitioncollectivebargaining (n* 87 and 98) Non discrimination (n*100 and 111)

  14. Core LabourStandards

  15. Contents of ILSHow to read?

  16. Whichmechanisms for interpretation/»jurisprudence»

  17. Result: Text conventionsis 1 , interpretationisanother Currentdiscussion on the role of the CommitteeExperts on the occasion of a discussion on the «right to strike» asdeducted from FOA. Important for these companies wherereferenceis made to ILS in a bindingdocument

  18. ILS : binding for companies • In principle not directly: only States ratify ILS and make them binding for all companies via integration in their national system (ratification or directintegration) • BUT • Some companies choose to be bound

  19. ILS binding for companies? • Via • Contractualarrangements: IFA • Unilateraladhesion by reference in Code of Conduct or unilateralstatements • Limited literature on the precise meaning of beingbound ….

  20. The hierachy in binding

  21. 5. A quick look at ILS contents and possible impact on company policy • Figures IFA and reference to different ILS • ( here after) • Codes of Conduct . No figures but some examples also of direct reference to literal ILS ( Grohe, Vattenfals, Bosch …)

  22. 3. ILS : a reference for companies? • Some figures • IFA referring to ILS: FOA, CB; CL; FL and others…

  23. Contents FOA • Principles • Freedom to associate • Internalautonomy • Autonomy vs state • Freedom to affioliate with otherlevels • Protectionagainst anti union discrimination

  24. Contents CB • Principles • Promotion of CB by state • Encouragevoluntarynegotiation

  25. Workersrepresentatives • Principles • Protection of workersrepresentatives • Facilties for functioning • Sound relations workers – trade union representatives • Recommendation 143 • Furtherdetail on protection and facilities

  26. ILS : only general principles?Quid interpretations Quite some issues: • Right to strike ? • Unionsdues? • Whatis anti union discrimination? • Bargaining in goodfaith ?

  27. 5.2Contents Child Labour • Principles • General minimum age: 15, or 14 in some developing countries ( derogation) • For light work only 13 years or 12 ( developing countries) • For hazardous work min age 18 years, or 16

  28. Quid interpretations • Interpretations- issues? • Notion of hazardous work • How to determineage

  29. 5.3 ContentsForcedLabour

  30. 5.4Contents Non Discrimination Principles Prohibition of direct or indirectdifferent treatment based on basis of race, sex, religion, political opinion

  31. Interpretation and issues: • How to definediscriminationprecisely? • Extent of non discrimination (pensions?) • Quid night work for women ?

  32. General conclusion

  33. Raises questions on :

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