1. THE INTERNATIONAL LABOUR STANDARDS SYSTEM

2. International Labour Organisation
was created in 1919
United Nations specialised agency
177 member states
Tripartite structure

3. ILO objectives and structure
universal and lasting peace can be established only if it is based
on social justice
labour is not a commodity
Freedom of expression and association are essential to sustained
progress
Poverty anywhere constitutes a danger everywhere
The war against want requires to be carried on with unrelenting vigor within each nation, and by continuous and concerted international effort in which the representatives of workers and employers, enjoying equal status with those of governments, join with decision with a view to the promotion of the common welfare
Preamble of the constitution/Philadelphia Declaration

4. TRIPARTISM workers and employers as representative, equal and
Tripartism is the active interaction among the governments,
workers and employers as representative, equal and
independent social partners
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

5. ILO STRUCTURE International Labour Conference Governing Body
4 representatives per member states
1 workers ’s delegate
2 governments’
delegates
1 employers ’s
delegate
Governing Body
14 workers’
representatives
28 government
representatives
14 employers ’
representatives
International Labour Office

6. ILS FORMS Conventions Recommendations are international treaties
when ratified, are legally binding
if not ratified, they could represent legal objectives and influence national legislation
are technical or promotional
185 Conventions (as of September 2003)
Recommendations
are not open to ratification
are not legally binding
provide guidelines
194 Recommendations (as of September 2003)

7. ILS CHARACTERISTICS
tripartism
universality
flexibility
realism

8. FIELDS COVERED BY ILS Basic human rights Employment
Social policy
Labour administration
Industrial relations
Conditions of work
Social security
Employment of women
Employment of children and young persons
Migrant workers
Indigenous and tribal people
Other special categories of workers

9. FUNDAMENTAL CONVENTIONS
Freedom of Association and Protection of the Right to Organise Convention , (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)
Equal Remuneration Convention, 1951 (No. 100)
Discrimination (Employment and Occupation) Convention, 1958 (No. 111)
Minimum Age Convention, 1973 (No. 138)
Worst Forms of Child Labour Convention, 1999 (No. 182)

10. DOUBLE-DISCUSSION PROCEDURE
Suggestions from Gvts, Workers, Employers, ILO Office, UN Agencies, etc.
Governing Body
Participation
ILO Office I Report
Governments and Social Partners
Consultation
ILO Office II Report
Governments and Social Partners
Consultation
Tripartite Conference Committee FIRST DISCUSSION
Participation
ILO Office III Report
Governments and Social Partners
Consultation
ILO Office IV Report
Governments and Social Partners
Consultation
Tripartite Conference Committee SECOND DISCUSSION
Participation
Conference Plenary
ADOPTION
Participation

11. SUBMISSION
obligation to submit all new Conventions and Recommendations to the legislative
national authorities, in the 12 months or, exceptionally, 18 months following the
adoption
Article 19 of the ILO Constitution
obligation to inform the Director-General on the measures taken to submit the
instruments
Article 19, par. 5, 6 and 7 of the ILO Constitution
obligation to send copies of the information on submission to the most representative
workers’ and employers’ organizations
Article 23, par. 2 of the ILO Constitution

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