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PRESENATION ON Industrial relations, ILO and Labour start

Submitted by:
Aayushi Dipansh Shafali

INDUSTRIAL RELATIONS
APPROACHES AND POLICIES IN DIFFERENT COUNTRIES

Labor Relations in the International Arena

The U.S. Approach to Labor Relations Collective Bargaining
The process whereby formal labor agreements are reached by union and management representatives; it involves the negotiation of wages, hours, and conditions of employment and the administration of the labor contract.
Union

An organization that represents the workers and in collective bargaining has the legal authority to negotiate with the employer and administer the labor contract.

Labor Relations in the International Arena

The U.S. Approach to Labor Relations
Steps of a Grievance Procedure
Efforts are made to solve problems at the lowest level of the hierarchy

as quickly as possible First step usually involves a meeting between the union representative (shop steward) at the operating level and the employees supervisor they attempt to agree on how to solve the grievance Unresolved grievances may involve union officials and higher-level management representatives these conciliatory approaches usually solve the grievance Sometimes the matter ends up in the hands of a mediator or an arbitrator

Labor Relations in the International Arena

The U.S. Approach to Labor Relations Mediator
Mediation and Arbitration

A person who brings both sides (union and management representatives) together and helps them to reach a settlement that is mutually acceptable.
Arbitrator

An individual who provides a solution to a grievance that both sides (union and management representatives) have been unable to resolve themselves and that both sides agree to accept.

Labor Relations in the International Arena

The U.S. Approach to Labor Relations
wage-related issues include:

Mediation and Arbitration

Three of the most common arbitration approaches for resolving

50/50 Split

Splitting the difference between the demands of the two parties

Using an either-or approach: one position is fully supported and the other is rejected Determining a fair wage based on market conditions

Either/Or
Whats Fair?

Labor Relations in the International Arena

The U.S. Approach to Labor Relations
eventually, even profits
Labor costs in the United States are lower in recent years

Importance of Positive Labor Relations

They directly determine labor costs, productivity, and

than in most other major industrial countries.

Thanks to unionmanagement cooperation, U.S. companies

have been able to introduce high-tech, efficient machinery.

Much of this outcome is a result of effective labor relations

strategies.

Labor Relations in the International Arena

Labor Relations in Other Countries
Labor relations strategies vary greatly from country to

countrythe strategy used in one country is sometimes irrelevant or of limited value in another. A number of factors can account for this:

Economic development of the country Changes in the political environment Strike activity Other differences are more regional

Labor Relations in the International Arena

Labor Relations in Other Regional Differences Countries
EUROPE European firms typically negotiate agreements with unions at the national level Many European unions have more political power than U.S. unions Salaried employees in Europe (including those at managerial levels) often have unions of their own European unions have existed longer than those in the United States and occupy a more accepted position in society

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Labor Relations in the International Arena

Labor Relations in Other Regional Differences Countries
In developing and emerging economies such as China,

India, and Southeast Asia:

Labor is less powerful Unions are less prevalent Workers are often compelled to accept conditions of work set by management

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Percentage of Trade-Union Members, 2001

Denmark Sweden Ireland Austria Italy Germany Britain Netherlands Japan Spain United States France 0 20 40 60 80 100

Adapted from Figure 151: Percentage of Employed People Who Were Trade-Union Members, 2001

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Labor Relations in the International Arena

Labor Relations in Other Differing Approaches to Countries Industrial Relations
Great Britain

A labor agreement in Great Britain is not a legally binding contract Violations of the agreement by the union or by management carry no legal penalties British unions are relatively powerful and strikes are more prevalent than in the United States British union membership has declined in recent years British labor agreements do not usually include provisions for arbitration of disagreements or grievances

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Labor Relations in the International Arena

Labor Relations in Other Differing Approaches to Countries Industrial Relations
Germany

Rights of workers are addressed more carefully by management Union power in Germany is still quite strong Union membership is voluntarygenerally one union in each major industry A minority of the labor force is organized Individual workers are free to negotiate either individually or collectively with management to secure wages and benefits that are superior to those spelled out in the agreement even when covered by a labor contract

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Labor Relations in the International Arena

Labor Relations in Other Differing Approaches to Countries Industrial Relations
Japan

Social custom dictates nonconfrontational unionmanagement behavior Provisions in Japanese labor agreements are usually general and vague, although they are legally enforceable Agreement disputes are settled in an amicable manner though sometimes resolved by third-party mediators or arbitrators Labor commissions have been established by law Japanese unions remain relatively weak.

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Labor Relations in the International Arena

Labor Relations in Other Differing Approaches to Countries Industrial Relations
China, India, and Southeast Asia

Labor relations in the developing and emerging economies of the world are quite distinct from those in industrial democracies: Economic employment conditions generally favor owners over workers Employees have less power and are less likely to initiate actions or organize unions to negotiate for improved working conditions

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Labor Relations in the International Arena

Labor Relations in Other Differing Approaches to Countries Industrial Relations
Southeast Asia including Brunei, Cambodia, East Timor, Indonesia,

Laos, Malaysia, Myanmar (Burma), Philippines, Singapore, Thailand, and Vietnam Many states are still focused on keeping labor movements in check, whether in the name of economic development, national unity, or social stability Labor movements are fragmented or constrained due to the political environment Labor relations in Southeast Asia have been influenced by marketbased policies of international competition Thomas Friedman The World is Flat

Chapter

(international labour organization)

ILO

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PROFILE
Org type
Acronyms Head

Status
Member States Established Nobel peace price Headquarters Website

UN agency ILO Juan Somava active 183 1919 1969 Geneva http://www.ilo.org/

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Mission
The primary goal of the ILO today is to promote

opportunities for women and men to obtain decent and productive work, in conditions of freedom, equity, security and human dignity.-- Juan Somavia, ILO Director-General

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Strategic Objectives
The ILO has four strategic objectives Promote and realize standards and fundamental principles and rights at work Create greater opportunities for women and men to decent employment and income Enhance the coverage and effectiveness of social protection for all Strengthen tripartism and social dialogue

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Decent Work Concept

Formulated by the ILOs constituents governments and

employers and workers as a means to identify the Organizations major priorities Based on the understanding that work is a source of personal dignity, family stability, peace in the community, democracies that deliver for people, and economic growth that expands opportunities for productive jobs and enterprise development

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Decent Work Agenda

Creating Jobs
Guaranteeing rights at work Extending social protection

Promoting social dialogue

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HISTORY
The ILO was established as an agency of the League of

Nations VanDaele, (2005) argues that in 1919 a pioneering generation of scholars, social policy experts, and politicians designed an unprecedented international organizational framework for labour politics. The founding fathers of the ILO had made great development in social thought and action before 1919 The High Contracting Parties were 'moved by sentiments of justice and humanity as well as by the desire to secure the permanent peace of the world...'

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Governing Body
The ILOs broad policies are set by the International

Labour Conference, which meets once a year and brings together the organizations constituents. Between sessions of the Conference, the ILO is guided by its Governing Body, which is composed of 28 government representatives, 14 workers representatives,14 employers' representatives
Ten of the government seats are held by member states

that are nations of "chief industrial importance," as first considered by an "impartial committee." The terms of office are three years

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Membership & Organization

Members include states that were members on 1

November 1945, when the organisation's new constitution came into effect after World War II. In addition, any original member of the United Nations and any state admitted to the U.N. thereafter may join. Other states can be admitted by a two-thirds vote of all delegates, including a two-thirds vote of government delegates, at any ILO General Conference CONTD

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CONTD
Unlike other United Nations specialised agencies, the

International Labour Organization has a tripartite governing structure representing governments, employers and workers.

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Beliefs & Functions of the ILO

Core labour standards are a central plank of decent work
Freedom of Association is a building block for social and

economic progress
The ILO seeks to address all aspects of forced labour
Child labour is on the decline globally Discrimination stifles opportunities, wasting human talent

needed for economic progress There has never been a greater need to put employment at the centre of economic and social policies

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Contd
The ILO is committed to helping countries extend social

protection to all groups in society The ILO is also doing important research to identify factors that undermine security among people in the developing and developed world The ILO sees todays global challenge as forging the policies and the resources to manage labour migration
The ILO places special importance on developing and

applying a preventive safety and health culture in workplaces worldwide

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How the ILO Works

The ILO has a tripartite structure in which the social partners

governments, employers and workers shape the policies and programmes of the organization

The ILO promotes social dialogue between the partners on

social and economic issues

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Other Objectives
Full employment and raising of standards of living
The extension of social security measures to provide a

basic income to all in need of such protection and comprehensive medical care
Adequate protection for the life and health of workers in

all occupation Provision for child welfare and maternity protection CONTD

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CONTD
The provision of adequate nutrition, housing and facilities

for creation and culture The assurance of quality of educational and vocational opportunity

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Social securities
Workmens compensation
Sickness insurance Invalidity, old age and survivors insurance

Unemployment provision

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Employment of women
Maternity protection Night work

Employment in unhealthy processes

Equal pay

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Conditions of work
Hours of work
Weekly rest Holidays with pay

Wages

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Major activities of ILO

Creation of international standards of labour
Employment promotion Collection & distribution of information and publication

Research and studies

Improvement of working conditions and working

environment
Development of social institutions
Other activities

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HIV/AIDS
Nearly 40 million people of working age have HIV and

the global labour force has lost an estimated 28 million workers to AIDS since the start of the epidemic 20 years ago
Following consultations among governments, employers

and workers, the ILO in 2001 adopted a Code of Practice on HIV/AIDS and the World of Work
Among the Codes key principles are non-discrimination,

gender equality, a healthy working environment, no HIV testing for purposes of employment, confidentiality and the continuation of the employment relationship

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Background

www.labourstart.org Started in 1997, the site is still going strong. It aggregates trade union news from around the world, and sends out action alerts to coordinate international solidarity

LabourStart where trade unionists start their day on the net was the first and most important labour movement initiative on the Internet

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Why is this useful for unions?

Free and easy to use communications tools

Improves communications with reps and members Gets the union message across to media and the rest of the world Enhances union democracy by keeping people informed and engaged Makes the union a more dynamic organisation

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In October 2011 a LabourStart campaign in support of

striking Suzuki workers in India collected over 7,000 supporters in less than four days and led to the company and union coming back to the negotiating table and an end to a bitter strike. It was one of the five largest campaigns LabourStart ever ran.

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In recent years, LabourStart has conducted dozens of

global online campaigns on behalf of unions. These campaigns have led in many cases to companies and governments being compelled to release jailed trade unionists, to negotiate with unions, and so on. Recent LabourStart online campaigns call on the Egyptian government to enact a labour law and on the government of Georgia to stop union-busting and strike-breaking.

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Tools
Social networks Facebook, Unionbook, Ning Microblogging twitter, identica

Blogs, wikis and websites

Telecommunications Countries with low Internet penetration

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Recommendations
Unions and their activists should make a conscious decision to embrace new technology Unions should train their reps and members to use online tools They should feel free to experiment widely

We should accept that new technologies will create more open, fluid and dynamic union structures. This is a good thing.

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