All Pakistan Labor Union Federation

Full name All Pakistan Labour Federation Founded 23/02/2009

Members

132 unions

Country

Pakistan

Office location

Quetta, Balochistan

Mission & Objectives

Freedom of Association & Rights of Collective Bargaining. To Promote Healthy, Effective, Free & Democratic Trade Unionism In The Country To Resolve Industrial Disputes Through Social Dialogue With The Aim Of Decency And Prosperity Raising Awareness On Importance Of Gender Issues In Labour Organizations/Federations. To Promote Female Workers/Laborers To Actively Participate In Trade Unions.

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Employment & Social Security. Protection of Workers Rights. To Educate The Workers Cadre About Labour Laws, Occupational Safety & Health Conventions, Trade Union & Human Rights, Economics & Social Development And Globalization Etc. To Strive For Elimination Of Child Labour And All Forms For Forced/Bonded Labour.

APLF Representation in Different Committees/Boards

All Pakistan Labour Federation Representation in Different Committees/Boards As Under Workers Employers Bilateral Council Of Pakistan (WEBCOP) Workers Welfare Fund (WWF) Provincials Workers Welfare Board (WWB) Directorate Of Workers Education (DWE)

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Provincial Coordination Committee for Child Labour (PCCL). Minimum Wages Board (MWB) Scrutiny Committee Of Workers Welfare Boards Baluchistan Advisory Board. (BAD) Employees Social Security Institution (ESSI) Mines Labour Welfare Board (MLWB)

Labor Movement:
labor movement is a broad term for the development of a collective organization of working people, to campaign for better working conditions and treatment from their employers and governments, in particular through the implementation of specific laws governing labour relations.

Labour Laws
Legislation
The laws have evolved through a continuous process of trial to meet the socio-economic conditions, state of industrial development, population and labour force explosion, growth of trade unions, level of literacy, Governments commitment to development and social welfare. The government of the Islamic Republic of Pakistan has introduced a number of labour policies, since its independence to mirror the shifts in governance from martial law to democratic governance.

Contract of Employment
Every employer in an industrial or commercial establishment is required to issue a formal appointment letter at the time of employment of each worker. The obligatory contents of each labour contract, if written, are confined to the main terms and conditions of employment, namely nature and tenure of appointment, pay allowances and other fringe benefits admissible, terms and conditions of appointment.

Termination of the Contract

The services of a permanent worker cannot be terminated for any reason other than misconduct unless one months notice or wages. One months wages are calculated on the basis of the average wage earned during the last three months of service. Other categories of workers are not entitled to notice or pay in notice. All terminations of service in any form must be documented in writing stating the reasons for such an act.

Working Time and Rest Time

Under the Factories Act, 1934 no adult employee, defined as a worker who has completed his or her 18th year of age, can be required or permitted to work in any establishment in excess of nine hours a day and 48 hours a week. Similarly, no young person, under the age of 18, can be required or permitted to work in excess of seven hours a day and 42 hours a week. The Factories Act, which governs the conditions of work of industrial labour, applies to factories, employing

Paid Leave
A worker shall be deemed to have completed a period of twelve months continuous service in a factory not withstanding any interruption in service during those twelve months brought about by sickness, accident and the intermittent periods of involuntary unemployment not exceeding thirty days in the aggregate

Equality
Aimed at achieving equality in the form of securing the well-being of the people, irrespective of sex, caste, creed or race, by raising their standard of living, by preventing the concentration of wealth and means of production and distribution in the hands of a few to the detriment of general interest and by ensuring equitable adjustment of rights between employers and employees, and landlords and tenants.

Pay Issues
Wages are construed as the total remuneration payable to an employed person on the fulfillment of his or her contract of employment. It includes bonuses and any sum payable for want of a proper notice of discharge, but excludes the value of accommodations i.e., supply of light, water, medical attendance or other amenities excluded by the Provincial Government; employment; and any gratuity payable on discharge.

Cont.
the time limit for payment of wages to the workers is 10 days. No deduction can be made from the wages of the workers excepts such as for fines, breach of contract and the cost of damage or loss incurred to the factory in any way other than an accident.

Collective bargaining
It is a process of negotiations between employers and a group of employees aimed at reaching agreements that regulate working conditions. The collective agreements reached by these negotiations usually set out wage scales, working hours, training, health and safety, overtime, grievance mechanisms and rights to participate in workplace or company affairs.

Stages in Bargaining Process

In the initial stage, demands are presented by both sides. These demands are usually extreme to gain leverage, and they are often packed with emotional content In the middle stage, more serious discussions begin. During these discussions, counterproposals are offered and priorities start to emerge. Usually, the two sides start to converge, and estimates are clarified.

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In the final stage, flexibility is key and lower limits must be made clear. Some face-saving may occur. Of particular importance is that the deadline looms in the final stage.

Types of Bargaining
Distributive Bargaining: The traditional type of bargaining is referred to as distributive bargaining. This is where goals are in direct conflict. In this type of bargaining, labor and management have an adversarial relationship they engage in threats and bluffing. Often, the agreement is reached with one side being the winner and the other the loser.

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Integrative bargaining: Another type of bargaining is integrative bargaining. This is where the two sides goals are common. With this type of bargaining, labor and management have a cooperative relationship. They have the attitude that both sides can be winners. Integrative bargaining tends to have a lower emotional content.

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Mutual gains bargaining: An alternative to distributive bargaining is mutual gains bargaining. With mutual gains bargaining, interests are again in conflict, but labor and managements relationship is one of cooperation built on trust. Interests are presented instead of demands.

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Multi-tiered bargaining: Multi-tiered bargaining is bargaining between labor and management on various levels. It allows for concession bargaining at the local level and plant-level bargaining. This type of bargaining has been increasing under recent threats of plant closure.

Pattern bargaining: Pattern bargaining or whipsawing is where a particular collective bargaining agreement is used as a pattern to which others must agree. It is becoming less prominent.

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Multi-employer bargaining: With multi-employer bargaining, employers form a coalition with which to bargain with labor. This type of bargaining is used to prevent pattern bargaining. However, such bargaining is becoming less prominent. Multi-employer bargaining tends to be most effective when employers have similar costs, are all unionized, and entry into the industry by new firms is difficult