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The United Nations Global Compact Board established a Labour Working Group in June 2008. It is co-chaired by the Secretary-General of the International Organisation of Employers (IOE) and the General Secretary of the International Trade Union Confederation (ITUC), and supported by the International Labour Office (ILO). It aims to: Raise the profile, relevance of, and respect for the four labour principles among UN Global Compact companies and networks Help ensure a consistent approach is taken to the application and understanding of the four principles, drawing on ILO, ITUC, and IOE information and experience Develop tools, information exchange, and forums for UN Global Compact companies’ engagement on the four labour principles
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Labour principles
Pooran C. PandeyGlobal Compact Network
India
Global Compact Network India
In the year 2000, with an aim to conjoin private sector activities with civil society initiatives, and for the establishment of an inclusive corporate sustainability in the global economy, a leadership platform with a global dimension – United Nation Global Compact was launched by the then UN Secretary – General Kofi Anan
The UNGC primarily operates on four fold realms – Human Rights, Labour, Environment and Anti-Corruption
10,700 participants including over 7000 businesses in 135 countries and 101 local networks
Seven Partners: Office of the High Commissioner for Human Rights (OHCR), ILO, UNODC, UNDP, UNIDO and UNIFEM
In taking forward this agenda of the UNGC in the Indian context, the Global Compact Society was launched in December 2000. And, on 24th Nov 2003 in New Delhi, it was registered as a legal entity and was named as Global Compact Network India –the Indian arm of UNGC.
Global Compact Network India (GCNI) is a platform, for businesses, private sector organisations, civil society organizations public sector and institutions. As a network, GCNI enables aligning of various stakeholders’ practices towards the Ten Universally Accepted Principles of UNGC
The Ten Principles
~Businesses should:
Principle 1: Support and respect the protection of internationally proclaimed human rights; and
Principle 2: Make sure that they are not complicit in human rights abuses
Human Rights
Labour
~Businesses should uphold:
Principle 3: the freedom of association and the effective recognition of the right to collective bargaining;Principle 4: the elimination of all forms of
forced and compulsory labour;Principle 5: the effective abolition of child
labour; andPrinciple 6: the elimination of discrimination in employment and occupation
Environment
~Businesses should
Principle 7: support a precautionary approach to environmental challenges;Principle 8: undertake initiatives to promote greater environmental responsibility; Principle 9: encourage the development and diffusion of environmentally friendly technologies
Anti- Corruption
~Businesses should:
Principle 10: Businesses should work against corruption in all its forms, including extortion and bribery
Background of the labour principles
~ The Principles and Rights identified, in 1998, in the ILO Declaration comprise the labour portion of the Global Compact
~The principles identified in ILO Declaration are:
to promote and realize in good faith the right of workers and employers to freedom of association and the effective recognition of the right to collective bargaining;
to work towards the elimination of all forms of forced or compulsory labour;
the effective abolition of child labour; and
the elimination of discrimination in respect of employment and occupation.
Origin of the Labour principles
The four labour principles of the
Global Compact are taken from the ILOs
Declaration on Fundamental Principles and Rights at Work
This Declaration was adopted in
1998 by the International
Labour Conference, a yearly tripartite
meeting that brings together
governments, employers and
workers from 177 countries
The Declaration calls upon all ILO Member States to
apply the principles in line with the
original intent of the core
Conventions on which it is based
At the G8 Meeting in Evian, France, in 2003, the leaders of the industrialized world encouraged companies to work with other parties to implement the
Declaration
The United Nations Global Compact Labour Working Group
The United Nations Global Compact Board established a Labour Working Group in June 2008. It is co-chaired by the Secretary-General of the International Organisation of Employers (IOE) and the General Secretary of the International Trade Union Confederation (ITUC), and supported by the International Labour Office (ILO). It aims to:Raise the profile, relevance of, and respect for the four labour principles among UN Global Compact companies and networksHelp ensure a consistent approach is taken to the application and understanding of the four principles, drawing on ILO, ITUC, and IOE information and experienceDevelop tools, information exchange, and forums for UN Global Compact companies’ engagement on the four labour principles
ILO MNE (Multinational Enterprises) for companies
The ILO’s main instrument for promoting labour standards and principles in the corporate world is the Tripartite Declaration of Principles concerning Multinational Enterprises and Social Policy (ILO MNE Declaration)
The ILO MNE Declaration is unique in this area as it was developed by representatives of governments, employers, and workers, and is the most comprehensive instrument in advancing the labour dimension of CSR.
The ILO MNE Declaration contains recommendations on how companies should apply principles deriving from international labour standards in the areas of general policies, employment promotion and security, equality of opportunity and treatment, training, wages and benefits, minimum age, occupational safety and health, and industrial relations.
It provides more detailed guidance on labour issues and a more complete picture of how companies can maximize their positive contribution to society, and minimize any negative impacts.
Global Compact Principle 3 (Labour)
Freedom of association implies a respect for the right of all employers and all workers to freely and voluntarily establish and join groups for the promotion and defence of their occupational interests
Workers and employers have the right to set up, join and run their own organizations without interference from the State or any another entity.
The right of workers to bargain freely with employers is an essential element in freedom of association
Collective bargaining is a voluntary process through which employers and workers discuss and negotiate their relations, in particular terms and conditions of work.
Global Compact Principle 4 (Labour)
Forced or compulsory labour is any work or service that is exacted from any person under the menace of any penalty, and for which that person has not offered himself or herself voluntarily
Forced labour is a fundamental violation of human rights The ILO estimates that at least 12.3 million people are
victims of forced labour worldwide, 80 per cent of which is exacted by private agents.
Uphold the freedom of association and the effective recognition of the right to collective bargaining
The elimination of all forms of forced and compulsory labour
ILO conventions provide the framework for national law to prescribe a minimum age for admission to employment or work that must not be less than the age for completing compulsory schooling, in any case not less than 15 years
The minimum age for hazardous work is higher, at 18 years for all countries
Companies should make efforts to eliminate all forms of child labour. Efforts to eliminate the worst forms of child labour should not be used to justify other forms of child labour
The complexity of the issue of child labour means that companies need to address the issue sensitively, and not take action which may force working children into more exploitative forms of work
Global Compact Principle 5 (Labour)
Global Compact Principle 6 (Labour)
Discrimination means when a potential candidate is treated differently or less favourably because of characteristics that are not related to his/her merit or the inherent requirements of the job
These characteristics commonly include in national law: race, colour, sex, religion, national extraction or social origin, sexual orientation (in some cases), age, HIV/AIDS, etc
Principle 6 allows companies to consider additional grounds where discrimination in employment and occupation may arise. Companies should also familiarize themselves with grounds prohibited under national legislation
The effective abolition of child labour
The elimination of discrimination in respect of employment and occupation
The relationship between labour principles and business
Global Compact labour principles are global principles, which, upon ratification by member companies, though voluntary, are transposed into companies’ operations
The Global Compact Principles bring international standards to companies and express them in the behaviour of business Although only member companies ratify principles and recommendations contain principles and valuable guidance which may also be relevant to non-member companies seeking to improve their workplace practices beyond legal compliance
Companies must respect national law in their efforts to advance the labour principles
Labour Laws in India
~ Indian Constitution safeguards human labour through Article 16, 19, 23, 24 in Chapter III and Article 39, 41, 42, 43, 43A, & 54 in Chapter IV
~ Over 50 labour laws in India
~ Most prominent laws are
The Child Labour (Prohibition and Regulation) Act, 1986
The Building and Other Constructions Workers’ (Regulation of Employment and Conditions of Service) Act, 1996
The Equal Remuneration Act, 1976
The Industrial Disputes Act, 1947
The Industrial Employment (Standing Orders) Act, 1946
The Maternity Benefit Act, 1961
The Minimum Wages Act, 1948
Continued
The Payment of Bonus Act, 1965
The Payment of Gratuity Act, 1972
The Payment of Wages Act, 1936
The Maternity Benefit Act, 1961
The Minimum Wages Act, 1948
The Trade Unions Act, 1926
The Payment of Wages Act, 1936
Unorganized Workers Social Security Act, 2008
The Factories Act, 1948
Labour issues and solutions in India
Too many labour laws
At least 50 at centre level and 100 at state level
Merge similar laws
Overlapping of authorities
Some labour laws come under the jurisdiction of the central government, some in that of state governments and the Concurrent List
Labour laws should be governed centrally
Many laws are obsolete
Few of them enacted more
than 100 years ago
Repeal out of date and
obsolete laws
Complex web of legislation
In 2012, there are around 15,000 disputes pending in the central labour courts and more than 500,000 at state level (MoL)
Establish fast track Labour
courts, increase
personnel
Inflexible laws for companies
Companies with over 100
employees have to take
permission from the
government
Makes room for more flexible
contracts in the labour market
Issues Description Solutions
Thank you