INTERNATIONAL LABOUR ORGANIZATION

INTERNATIONAL LABOUR ORGANIZATION Was founded in 1919 Is a United Nations specialised agency Has 183 member States Is the only worldwide organization founded on a tripartite structure

ILO OBJECTIVES AND PRINCIPLES Universal and lasting peace can be established only if it is based upon social justice Labour is not a commodity to be traded in the same way as goods, services or capital, and that human dignity demands equality of treatment and fairness in dealing with the workplace. Freedom of expression and association are essential to sustained progress All human beings, irrespective of race, creed or sex have the right to pursue both their material well-being and their spiritual development in conditions of […] equal opportunities Preamble to the ILO Constitution / Declaration of Philadelphia

TRIPARTISM Tripartism is the active participation of workers and employers, together with governments, in all ILO activities The tripartite structure of the ILO enables the representatives of workers and employers to participate on an equal footing with those of governments in all discussion and the process of decision-making

ILO STRUCTURE Governing Body International Labour Conference 4 delegates per member State 1 workers’ delegate 2 governments delegates 1 employers’ delegate Governing Body 14 workers’ representatives 28 governments representatives 14 employers’ representatives International Labour Office

Standard-setting activities Technical cooperation ILO MEANS OF ACTION Standard-setting activities elaboration and adoption of international labour standards supervision of member States application of international labour standards Technical cooperation promotion of the objectives established by international labour standards

INTERNATIONAL LABOUR STANDARDS (ILS) Conventions Are international treaties When ratified, are legally binding If not ratified, represent legal objectives and influence national legislation Are technical or promotional 189 Conventions (as at June 2011) Recommandations Are not open to ratification Are not legally binding Provide technical or general guidelines for national policy and practice 201 Recommendations (as at June 2011)

WHAT ARE THE REASONS FOR ILS? Improve the living and working conditions of workers. Consolidate social peace. Equalize conditions for international competition. Preamble to the ILO Constitution,1919

OTHER ILO INSTRUMENTS Declarations Resolutions Codes of practice

CHARACTERISTICS OF ILS Universal  set at the world level Flexible  set respecting the needs of all ILO Member States Tripartite  expression of international tripartite agreements Minimum protection  fix minimum level of protection International supervision  Their application is subject to an international control

SUBJECTS COVERED BY ILS Freedom of association, collective bargaining and industrial relations Forced labour Elimination of child labour and protection of children and young persons Equality of opportunity and treatment Tripartite consultation Labour administration and inspection Employment policy and promotion Vocational guidance and training Employment security Social policy Wages Working time Occupational safety and health Social security Maternity protection Migrant workers Seafarers Fishers Dockworkers Indigenous and tribal peoples Specific categories

ILO FUNDAMENTAL CONVENTIONS All ILO member States, irrespective of the ratification of these Conventions, have an obligation to respect the principles they set out (ILO Declaration on Fundamental Principles and Rights at Work, 1998) Freedom of Association and Protection of the Right to Organise Convention, 1948 (No. 87) Right to Organise and Collective Bargaining Convention, 1949 (No. 98) Forced Labour Convention, 1930 (No.29) Abolition of Forced Labour Convention, 1957 (No. 105) Minimum Age Convention, 1973 (No. 138) Worst Forms of Child Labour Convention, 1999 (No. 182) Equal Remuneration Convention, 1951 (No. 100) Discrimination (Employment and Occupation) Convention, 1958 (No. 111)

PRIORITY CONVENTIONS C81 Labour Inspection, 1947 C129 Labour Inspection (Agriculture), 1969 C122 Employment Policy, 1964 C144 Tripartite Consultation (International Labour Standards), 1976 ILO Declaration on Social Justice for a Fair Globalization, 2008 These Conventions are significant from the viewpoint of governance

RATIFICATION Convention under international law Is the official commitment by a member State to be bound by the provisions of a Convention under international law Is a political decision Cannot involve reservations Consequences: 1. implementation of the Convention, both in law and in practice 2. exposure to supervisory mechanisms

ILO SYSTEMS OF SUPERVISION regular system of supervision based on the ratification of a Convention and a reporting obligation on its application special systems of supervision involve cases of specific allegations of violations against a member State

MOST RELEVANT ILO SUPERVISORY BODIES Committee of Experts on the Application of Conventions and Recommendations (CEACR) Committee on the Application of Standards (CAS) Committee on Freedom of Association (CFA)

WHAT IS ACTRAV? ACTRAV is the link between the International Labour Office and one of its key stakeholders: the trade union movement. Disseminate policies and programmes of the ILO and its technical units to trade unions. Reflect interests of trade unions in programmes and actions of the ILO. Support workers’ representatives in ILO’s decision making bodies. Educate and train trade union leaders/activists/staff.

Structure of ACTRAV Bureau for Workers’ Activities (ILO/ACTRAV-Geneva) Overall policy/strategy making Liaison with other unit Support for Workers’ Group Reflection of workers’ interests ILO/ACTRAV-Turin (International Training Center of the ILO) Field Specialists (RO, SRO and AO) Why do we have to have well-established trade unions? - Trade unions are “the building blocks of democracy”; - Trade unions are “training schools for democracy”; and - Trade unions are “the crucial partners in tripartism”. What do we have to do? - “Capacity Building” : Strengthening trade unions’ ability to train members and to build strong organizations; - “Policy Development” : Helping the unions to deal with new issues Direct contact with unions Implementation of ACTRAV policies and strategies in each country Dissemination of information Implementation of training policies and programmes