INTERNATIONAL LABOUR ORGANIZATION

Questions When and why was the ILO founded? How many member States does the ILO have? What is the ILO’s status within the UN System? What is the mandate of the ILO? What is the unique feature of the ILO? What are the ILO’s main bodies, their structures and main functions? Which are the ILO’s main functions? Which are the ILO’s fundamental documents What are ILS? What the characteristics of ILS? What is a Convention and what is a Recommendation? What happens after ILS are adopted?

INTERNATIONAL LABOUR ORGANIZATION Was founded in 1919 and the initial motivations of creating the ILO were: Humanitarian: Improve the living and working conditions of workers through sustained commitment to spreading humane working conditions and combating injustice, hardship and poverty Political: Consolidate social peace by pre-empting social unrest/revolution Economic: Equalize conditions for international competition by creating a fair or level playing field Has 187 member States Is a United Nations specialised agency Aims at promoting social justice and decent work for all

Decent Work Agenda Based on four equal strategic objectives: Promote and realize standards and fundamental principles and rights at work Create greater opportunities for women and men to secure decent employment and income Enhance the coverage and effectiveness of social protection for all Deepen tripartism and social dialogue by strengthening the capabilities and knowledge base of the social partners Decent work appears in Sustainable Development Goal 8 i.e. promote sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all Key aspects of decent work are widely embedded in the targets of many of the other 16 SDGs

ILO’s Main 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 The ILO is the only “tripartite” United Nations agency in that it brings together representatives of government, workers’ and employers’ organizations to jointly shape policies and programs. 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

International Labour Conference General Assembly – each Member State is represented at the ILC by 4 delegates including 1 workers’ delegate, 2 government delegates and 1 employers’ delegate. Meets every year in Geneva in June Main functions of the ILC are to: Discuss (in Committee) and adopt (in Plenary) ILS, and supervise their application in law and practice Elect the Governing Body Admit a new Member Pass resolutions which provide guidelines for the ILO’s general policy and future activities Adopt every two years the ILO’s biennial work program and budget

Governing Body Executive body Meets 3 times a year in Geneva (March, June, October/November) Comprises 56 titular (i.e. 28 governments, 14 employers and 14 workers representatives). Ten of the titular government seats are permanently held by States of chief industrial importance (Brazil, China, France, Germany, India, Italy, Japan, the Russian Federation, the United Kingdom and the United States of America Main functions: Takes decisions on ILO policy Decides the Agenda of the Conference Elects the Director-General Appoints the Members of CEACR Is involved in the supervision of the application of ILS

International Labour Office Organization’s permanent secretariat comprising: The headquarters in Geneva Regional offices Country offices International Training Centre of the ILO Led by the Director-General Main functions: Undertake the technical work of the Organization (research, technical advice and support) Develops and implement programs set by the Governing Body

Standard-Setting Activities (Normative Action) Main Functions Standard-Setting Activities (Normative Action) Elaboration and adoption of international labour standards Supervision of member States application of international labour standards Technical assstance and cooperation Research and information on the world of work

Fundamental Documents Constitution, 1919 New Art. 19(9) on the abrogation of obsolete Conventions Declaration of Philadelphia, 1944 Since 1946 annexed to the Constitution Declaration on Fundamental Principles and Rights at Work, 1998 Declaration on Social Justice for a Fair Globalization, 2008

INTERNATIONAL LABOUR STANDARDS (ILS) Conventions Are international treaties When ratified, are legally binding If not ratified, are sources of inspiration for national law and practice 189 Conventions (as at June 2016) Recommandations Are not open to ratification Are not legally binding Provide technical or general guidelines for national policy and practice 204 Recommendations (as at June 2016) Protocols Revises part of a Convention previously adopted to suppliment or upgrade it. 6 Protocols (as at June 2016)

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

ILS Submission Member States have the obligation to submit all newly adopted ILS to the national authorities vested with the power to legislate, and inform the ILO Director-General (Art. 19(5-7) ILO Constitution Submission should be followed by a statement or proposal by the government Why? Promote action as to ILS application at national level For Conventions, promote their ratification Bring ILS to the knowledge of the general public Timeframe Within 12 or, exceptionally, 18 months following adoption To whom? National authority with power to legislate, normally the Parliament/Legislature

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