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FOA PROGRAMME

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Title: FOA PROGRAMME


1
FOA PROGRAMME
Turin Training Centre
Trade Union Training on Economic and Financial
Analyses of Enterprises
2
(No Transcript)
3
FREEDOM OF ASSOCIATION (FOA) A RIGHT
UNIVERSALLY RECOGNIZED
  • FOA is a human right universally recognized and
    protected
  • FOA is of particular importance for the ILO in
    reason of its tripartite structure

4
FOA AND RESPECT OF CIVIL LIBERTIES
  • A system of democracy and the respect of
    fundamental human rights are essential to full
    and genuine FOA
  • Absence of civil liberties removes all meaning
    from the concept of trade union rights. A genuine
    free and independent trade union movement cannot
    develop in a climate of violence and uncertainty
  • The interdependence of FOA and civil liberties
    was reiterated in the ILO 1970 Resolution
    Concerning Trade Union Rights and Their Relation
    to Civil Liberties

5
FOA AND RESPECT OF CIVIL LIBERTIES
  • Civil liberties essential to the normal exercise
    of trade union rights
  • The right to life and personal safety
  • The right to freedom and security of person from
    arbitrary arrest and detention
  • Freedom of opinion and expression
  • Freedom of assembly (before or at the time of
    meetings)
  • The right to a fair trial by an independent and
    impartial tribunal
  • The right to protection of the property of trade
    union organizations

6
FOA AND RESPECT OF CIVIL LIBERTIES
  • The detention, arrest, physical threats, assaults
    or disappearances of leaders of workers and
    employers organizations for activities in
    connection with the exercise of their right to
    organize are blatant violations of FOA
  • No impunity should prevail. The absence of
    judgement reinforces the climate of violence and
    insecurity, extremely damaging to the exercise of
    trade union rights

7
ILO FOA INSTRUMENTS
Freedom of Association and Protection of the
Right to Organize Convention, 1948 (No. 87)
Right to Organize and Collective Bargaining
Convention, 1949 (No. 98)
8
ILO FOA INSTRUMENTS
Workers Representatives Convention (No. 135),
1971
Rural Workers Organizations (No. 141), 1975
Labour Relations (Public Service) (No. 151), 1978
Collective Bargaining Convention (No. 154),1981
9
RATIFICATIONS OF FOA INSTRUMENTS
C87 C98 C135
Bangladesh 1972 1972 No
Fiji 2002 1974 No
India No No No
Indonesia 1998 1957 No
Korea No No 2001
Mongolia 1969 1969 1996
Nepal No 1996 No
Pakistan 1951 1952 No
Philippines 1953 1953 No
Timor Leste No No No
Vietnam No No No
10
Freedom of association and protection of the
right to organize convention, 1948 (no. 87)
  • Aims at protecting the free exercise of the right
    to organize of workers and employers
    organizations vis-à-vis public authorities
    (independence)
  • Protects in law and in practice the freedom to
    establish organizations, prerequisite to the
    other guarantees enunciated in ILO instruments

11
Freedom of association and protection of the
right to organize convention, 1948 (no. 87)
This right to organize depends on three
principles
1. That no distinction are made among those
entitled to the right of association
2. That there is no need for previous
authorization to establish organizations
3. That there is freedom of choice with regard to
membership of such organizations
12
1. Right to establish and join organizations
without distinction whatsoever (art. 2)
  • All workers and employers are covered
  • No distinction based on grounds of, inter alia,
    occupation, sex, colour, race, religion, age,
    residence, marital status, nationality, political
    opinion
  • Only exception armed forces and the police
    interpreted narrowly

13
2. Right to establish organizations without
previous authorization
  • Statutory and by-law formalities are acceptable
    as long as they ensure the normal functioning and
    publicity of organizations
  • Would be incompatible
  • Long and complicated registration procedures
  • Discretionary power granted to public authority
  • Right to appeal to independent courts against
    refusal of authorization

14
3. Right of workers and employers to establish
and join organizations of their own choosing
  • Subject only to the rules of organizations
    concerned
  • Rules and practices should not unduly affect
    organizational structure and composition.
    However, some limitations are acceptable as
    regards
  • minimum number of members required
  • certain categories of workers to whom membership
    is limited at the first level as long as they can
    organise

15
3. Right of workers and employers to establish
and join organizations of their own choosing
  • Plurality and Monopoly possibility of pluralism
  • Recognition of the most representative
    organizations
  • A way of striking a balance between trade union
    unity and fragmentation of trade union movement
  • Determination based on objective, pre-established
    and precise criteria
  • Certain preferential rights granted to most
    representative organizations. Other organizations
    should be able to continue representing their
    members interests

16
Right of workers and employers organizations to
draw up their constitutions and rules (art. 3)
  • The law should only lay down formal requirements
    as regards the organizations constitution
  • Would be incompatible
  • Approval of by-laws by public authorities or
    already existing trade union
  • Imposed model Constitution
  • Where public authorities have the right to
    require
  • amendments
  • Procedure for appeal to an independent and
    impartial body

17
Right of workers and employers organizations to
elect their representatives in full freedom (art.
3)
  • Conditions of eligibility possible violations
    of FOA if a law
  • Requires that all candidates belong to an
    occupation or an enterprise
  • Requires that all candidates be national of the
    country. Possible requirement of a reasonable
    period of residence
  • Prohibits re-election
  • Excludes candidates because of their political
    beliefs or criminal records

18
Right of workers and employers organizations to
organize their administration and activities
(art. 3)
  • Be able to formulate their programme
  • Covers necessary financial autonomy and
    independence
  • Protection of workers and employers
    organizations assets shall be guaranteed.
    Inviolability of union premises, correspondence
    and communications

19
The right to strike
  • Most visible form of collective action in the
    context of a labour dispute
  • Even if not expressly mentioned in ILO
    Conventions on FOA, the right to strike is fully
    recognized and protected
  • Legitimate weapon of workers organizations in
    furtherance of their members interests

20
  • The law may subordinate the exercise of the right
    to strike to certain prerequisites (reasonable
    criteria)
  • Prerequisites found to be acceptable
  • Take strike decisions by secret ballot
  • Give 20 days notice of a strike in certain
    services
  • Give prior notice to the employer before calling
    a strike
  • Prerequisite not acceptable
  • Decision by over half of all the workers involved
  • A quorum requirement of two-thirds
  • Compulsory arbitration before calling strike

21
Workers covered
  • Certain categories of workers can see their right
    to strike limited, even prohibited
  • civil servants exercising authority in the name
    of the state
  • workers in essential services  services the
    interruption of which would endanger the life,
    the personal safety or health of the whole or
    part of the population
  • acute national crisis (limited period of time)
  • Compensatory guarantees should be provided for
    workers deprived of their right to strike
  • In cases of not essential services but of public
    utility, possible to establish a system of
    negotiated minimum service

22
Protection against dissolution or suspension of
organizations by administrative authority (art. 4)
  • Most extreme form of interference by public
    authorities
  • Same applies to decisions taken by public
    authorities that lead to de facto dissolution
    (cancellation of registration or of legal
    personality, depriving workers and employers
    organizations of their financial assets)
  • If administrative dissolution exists, right of
    appeal to independent courts with suspending
    effect

23
Right to establish federations and
confederations and to affiliate with
international organizations (art. 5)
  • Right to organize at higher level
  • Should enjoy the various rights accorded to
    first-level organizations
  • At the national level, would be incompatible
  • Requirement of an excessively large number of
    member organizations
  • Prohibition imposed on setting up more than one
    confederation per occupation, branch of activity
    or region
  • Imposed monopoly at the federal or confederal
    levels

24
The legality and the workers and employers
organizations rights (art. 8)
  • Workers and employers shall respect the law of
    the land
  • The law of the land shall not be such as to
    impair the guarantees provided for in the
    Convention

25
Right to organize and collective bargaining
convention, 1949 (no. 98)
  • Protection of workers against acts of anti-union
    discrimination from employers
  • Protection of workers and employers
    organizations against acts of interference by
    each other
  • Promotion of collective bargaining

26
Right to organize and collective bargaining
convention, 1949 (no. 98)
  • All workers are covered
  • Only exceptions
  • Armed forces and the police
  • Civil servants engaged in the administration of
    the state

(civil servants employed in government ministries
and other comparable bodies and officials acting
as supporting elements in these activities)
27
Protection against acts of anti-union
discrimination (art. 1)
  • No person shall be prejudiced in his employment
    by reason of his/her trade union membership or
    legitimate trade union activities
  • This protection is particularly necessary for
    trade union officials
  • Protection against acts of anti-union
    discrimination requires to be effective
  • Existence of broad enough protective provisions
    in legislation
  • Existence of procedures able to ensure that
    complaints are examined promptly, impartially,
    inexpensively and effectively

28
Protection against acts of anti-union
discrimination (art. 1)
  • Period covered
  • In taken up the employment
  • In the course of employment
  • At the time of termination
  • The law should provide for effective and
    dissuasive sanctions
  • Preventive or reparatory mechanisms
  • Inversion of the burden of proof
  • Compensation is not enough

29
Protection against acts of interference (art. 2)
  • Total independence of workers organizations from
    employers and their organizations in exercising
    their activities and vice versa
  • Necessary to have express legislative provisions
    against acts of interference
  • Rapid appeal procedure
  • Effective and dissuasive sanctions

30
Promotion of Collective Bargaining (art. 4)
  • Process to create standards to govern labour
    relations
  • Fundamental right endorsed by Member States by
    the very fact of their membership to the ILO
  • Conditions favouring collective bargaining
  • Respect of FOA and civil liberties
  • Parties should be organized, independent and free
    from any public interference
  • Parties should be of equal strength
  • Appropriate rules governing the procedure

31
  • Workers organizations need to be representative
    of those for whom they collectively bargain
  • Parties should recognize each other
  • Recognition procedure based on objective,
    pre-established and precise criteria
  • Possible exclusive bargaining agent

32
  • Restrictions on the principle of free and
    voluntary negotiations
  • Compulsory arbitration
  • Intervention of public authorities
  • In the drafting of collective bargaining
  • In the form of administrative approval of freely
    concluded collective agreements
  • In cancellation of agreements because they are
    contrary to national economic policy
  • In compulsory extension of the period for which
    collective agreements are in force

33
  • Obligation to negotiate in good faith
  • Implies genuine and consistent efforts by both
    parties to reach an agreement
  • Does not mean that there is an obligation to
    conclude an agreement
  • Any unjustified delay in the holding of
    negotiations should be avoided
  • Support measures aiming at promoting collective
    bargaining (information, statistics, voluntary
    procedures designed to facilitate bargaining)
  • Negotiation process
  • Informal and within pre-established institutions
    or bodies
  • Certain behaviour should be prohibited (unfair
    labour practices)

34
  • Topics to be covered
  • Terms and conditions of work and employment
  • Regulation of the relations between employers and
    workers and between organizations of workers and
    employers
  • Strict limitations possible in case of
    stabilization policies
  • Levels of negotiation
  • Should be possible at any level (in law and in
    practice)
  • Should be left to the choice of the parties
    concerned
  • Agreements reached
  • Collective agreements
  • Other forms of agreements
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