Tag

Working conditions

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

What is Collective Bargaining?

By | Uncategorized

What is Collective Bargaining?

Closely linked to this is the right to Collective Bargaining (CB), which allows workers to freely negotiate their working conditions with their employers. These rights apply to all workers, regardless of their race, religion, gender, occupation, nationality, or political opinion.

CB is the process of all negotiations between an employer or an employers’ organization and one or more trade unions with the aim of developing a Collective Bargaining Agreement (CBA). CBAs outline work conditions at factory/workplace, regional, national, or sectoral level. These are written, legally binding contracts requiring employer and company compliance.

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

Apr 24
0

Guiding Principles on Business and Human Rights

By | Guide, Social dialogue

The UN Guiding Principles on Business and Human Rights are a set of guidelines for States and companies to prevent, address and remedy human rights abuses committed in business operations.

They were proposed by UN Special Representative on business & human rights John Ruggie, and endorsed by the UN Human Rights Council in June 2011.  In the same resolution, the UN Human Rights Council established the UN Working Group on business & human rights.

HOW TO USE THIS PORTAL

Keep up to date on the latest news on implementation of the UN Guiding Principles. Use the implementation hub for key tools, guidance and examples of uses of the UN Guiding Principles by companies, governments, and others. Navigate the in-depth areas below for background & introductory information; guidance materials; examples of implementation & failure to implement; examples of how NGOs are using the Principles; commentaries on the Principles reflecting diverse viewpoints; lawsuits against companies referring to the Principles; events related to the Principles. Keep up to date on related events, including the UN Forum on Business and Human Rights.

For the original source, please click here.

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Apr 24
0

Violence @ work: A guide for SMEs to prevent violence in the workplace

By | Guide, Social dialogue

CNV International and the Netherlands Enterprise Agency present a new publication Violence @ work, a guide to prevent violence in the workplace.

The factsheet aims to support preventing and eliminating violence. It informs about characteristics of violence in the workplace, as well as its causes and effects. The guide provides tips to tackle and discourage violence at work in effective ways.

By sharing workplace initiatives of small and medium-sized enterprises (SMEs), brands, unions and other key players, this guide explains how companies can contribute to the elimination of violence at work in their international supply chain. It helps SME’s to take steps to create a positive working environment where violence will not be tolerated.

For the original source, please click here.

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Apr 20
0

Nonstandard Employment Relations and Implications for Decent Work Deficits in Nigeria

By | Case-study, Social dialogue

Abstract

Nonstandard employment relations have become very common in most work Organisations in Nigeria. However, the implications of this form of employment relations as regards the International Labour Organisation’s (ILO) decent work agenda are rarely investigated by the industrial and work sociologists. Conceptualizing nonstandard work within the context of casual, contract and outsourced work, the paper contends that this form of employment relations has been exacerbated by the growing incidence of youth unemployment in Nigeria. Using neoliberalism as a theoretical framework, the paper further contended that most work organisations in Nigeria are using this mode of employment to reduce labour cost so as to increase profit in line with the rule of free market economy at the expense of the improvised workers in violation of extant labour law. The paper argues that with this mode of employment relations, there are serious infractions and deficits of decent work in Nigeria.

For the original source, please click here. An alternative source is available here.

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