the challenges of human rights and decent working conditions espen løken fafo institute for labour...
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![Page 1: The challenges of human rights and decent working conditions Espen Løken Fafo Institute for Labour and Social Research 19.5.2009](https://reader038.vdocuments.site/reader038/viewer/2022110322/56649d1e5503460f949f1dde/html5/thumbnails/1.jpg)
The challenges of human rights and decent working conditions
Espen LøkenFafo Institute for Labour and Social
Research19.5.2009
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Working conditions and child labour
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Trade union rights
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Local environment and community
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Some dilemmas
- How to deal with child labour- How far down the chain does the
responsibility go- HSE regulations- Basic labour rights in countries where
workers are denied their rights- Environmental rules and ethics- Responsibility for welfare
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Human rights in working life
• full employment in a sustainable institutional and economic environment
• Social protection• Social dialogue and tripartism• Respecting and realizing fundamental
principles and rights at work– Freedom of association and collective bargaining– Elimination of forced labour and child labour– Elimination of discrimnation for employment and
occupation
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Approaches towards governments Weak enforcement
capacity Coherence and
coordination Capacity and
resources
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Approaches towards and within companies
CSRGlobal CompactILO Declarations, OECD Guidelines etc
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International Frame Agreements• Between the Global Union Federations and
companies• Often the relevant national unions in the
country of origin are part• Supposed to be applied throughout the
multinational company worldwide• Often also have implications for their suppliers• Cover a range of broader subjects• Constitute a formal recognition of social
partnership at transnational company level
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Why so few IFAs?
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Norwegian labour relations model – not for exports?
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What we looked for
• Formal and institutional arrangements• Organized social dialogue within the enterprises• Organized relations – involvement in employers’ associations and cooperation between union reps in Norway and other countries
• Informal and culture based arrangements• Involvement of employees• Management• Decent working conditions
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What did we find? (1)
Mostly decent working conditionsSeveral attempts to involve employees
But this is not especially ”Norwegian”
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What did we find? (2)• All Norwegian managers were positive
to social dialogue – in Norway• Very few have a global policy on
social dialogue• Great uncertainty about what
”Norwegian model” is – but many said they did not want to use it everywhere
• The companies do not try to introduce social dialogue in the workplaces
• The quality on the dialogue between management and union vary considerably
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What did we find? (3)
Weak organized relationsMost companies not (active) members in employers’ associations
Almost no contact between Norwegian shop stewards and unions representing workers outside Europe
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Why? (1)
Most managers pointed at cultural differences
Lack of opennessHierarchy at the workplaceLack of confidence
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Why? (2)
More important: Institutional differences• Low union density (India, Estonia)• Weak organizations (India, Estonia)• Not local union structures at the workplace
But also: They don’t try
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Main conclusion
The Norwegian model of labour relations is not exported by the Norwegian owned companies
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But there are exceptionsExample: Norske Skog
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But there are exceptionsExample: Yara
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“In the past, we, the union, had no partnership with the employers. We used to be a stone in the company’s shoe, but now the situation is different. In social terms, today we have partnership. Stockholders want money, and now we understand they in fact are correct. We want the company to make millions. This makes us achieve much more to the employees.” (Union officer, Sindifértil, Rio Grande)