1. INTERNATIONAL LABOUR ORGANIZATION

2. 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

3. 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

4. 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

5. 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

6. 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

7. 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)

8. 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

9. OTHER ILO INSTRUMENTS
Declarations
Resolutions
Codes of practice

10. 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

11. 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

12. 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)

13. 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

14. 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

15. 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

16. 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)

17. 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.

18. 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