Regulating Employment Relationships for Decent Work [Compatibility Mode]

8/2/2019 Regulating Employment Relationships for Decent Work [Compatibility Mode]

1/30

Regulating Employment Relationships for

Decent Work

Changing employment relationships, labour law &

ILO Recommendation No 198

Federation of Trade Unions- Burma

ACTRAV-Turin


2/30

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ACTRAV-Turin


3/30

Why focus on Employment Relationships?

Traditionally, unionism, labour law & workers rights have been based on

Existence of employer-employee relationship

Wa e earner status of workers


A fixed work place- factory/firm/establishment

But the changing world of work & flexible labour markets are exposing the inadequaciesof such assumptions


4/30

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5/30

Issues for consideration

Purpose of labour law? Labour law protects who?

Who is an employee becomes a crucial issue for labour law & forworkers protection

What does denial of employment relationship do?


, ,

collective bargaining & Increase in legal disputes

Shifts business risks & liabilities from employer/enterprise to

worker & society (in case of accident, for social security)

Fall in social security contributions & tax collections

?????


6/30

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7/30

Examples: Changing employment relations

owner-driver schemes: drivers converted to owners of the trucks or cars- drive it

exclusively or almost exclusively for one company; instead of wage, paid per load

(tonnage) delivered or on number of Kms driven

Cabin crew given commercial contracts to provide in-flight services rather thanemployment contracts

Mini-bus conductors employed by drivers who themselves are paid by passenger

load


Porters, cleaners on trains, stations, catering services, security guards Airport

services loading, unloading & other ground staff


8/30

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9/30

What is common to all these?

Domestic work. Construction, agriculture labour, repair maintenance jobs in building

& services industry, etc

Manual workers, Agency workers, home based, piece rate work, contract labour,

loading unloading work, EPZs r SEZs,


Largely precarious work, outsourced done predominantly by women and migrants

with little or on rights!


10/30

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11/30

What is PRECARIOUS WORK?

Employment relation that gives employers flexibility but leaves workers with

unstable and insecure work, with limited rights & benefits

more control, lower costs and less responsibility


It pits workers against each other to undermine full time permanent employment

Mostly women and migrants overrepresented

First to be hit in times of crisis labour laws deficient


12/30

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13/30

Gaps in labour lawLabour laws based on the assumption of employer employee relationship but

most of the law employment is contractual

- where the employment is offered not as appointmentbut as assignment(as if in

a client supplier relationship) often takes the workers out of the ambit of labour

law

Many benefits under labour law depend on long term employment/ regular status


Labour law does not adequately cover employment relationship in informaleconomy

Labour law does not address unequal bargaining position of workers engaged in

work for remuneration outside the strict employment relationship


14/30

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15/30

Main focus of labour law reforms today?

Promote employment flexibility, increase management powers of bringing about

changes at work place & create conditions for precarious employment& --- what about the workers?

In return for flexibility, higher compensation, training & redeployment for workers BUT


While the costs of downsizing, insecurity of workers & investment in human capital

(education & training ) are sought to be passed on to the State, its role in regulation &

legislating workers rights is being reduced


16/30

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17/30

So, what should be the national policy on protection for

workers in an employment relationship so as to ensure Decent



18/30

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19/30

Determination of Employment Relationship ILO Recommendation

Whether an employment relationship exists or not should be determined by facts not

form

Provide for legal presumption of existence of employment relationship where one or

more relevant indicators are present

Reduce or reverse the burden of roof from workers to em lo ers


In consultation with W & E organization, provide that workers with certain

characteristics in general or in a particular sector deemed to be either employed or self

employed List criteria for determination of employment relationship


20/30

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21/30

Determination of Employment Relationship

National Law/regulations could include indicators of the existence of

employment relationship such as

the level of control the employer has over workers activities

whether the worker provides his/her own equipment

whether the workers hires his/her own hel ers


the degree of financial risk taken by the workers

the degree of responsibility for investment & management by the worker

workers opportunity for profit in the performance of his/her own tasks


22/30

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23/30

Employee v/s Self employed

Under the control of other

Supplies labour only

Receives a fixed wage

Cannot sub contract the work

Does not supply materials for the job

Owns own business

Exposed to financial risk

Responsibility for investment & management Opportunity to profit from sound management

of work

Control over what is done, when where & who


Not exposed to personal financial risk incarrying out work

No responsibility for investment &

management

No opportunity to profit

Fixed hours of work, OT, etc

What else?

Free to hire other people Can provide services to more than one person/

business

Provides materials, equipment, etc for the job

Costs & agrees price for job

Control over hours of work

What else?


24/30

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25/30

Other measures to be taken

Settlement of disputes effective access

Measures to ensure compliance : labour inspection services, collaboration withsocial security administration & tax authorities

Remove incentives to disguise an employment relationship


romote t e ro e o co ect ve arga n ng soc a a ogue as a means to n ng

solutions to work place problems

Monitoring & implementation mechanism - & involvement of workers &

employers organizations


26/30

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27/30

Law & precarious work

Canada: dependent worker recognized under labour law to extend protection to

workers not on the regular payroll

India: Contract Workers Law responsibility of principle employer the law limits

the use of contract workers for core production work but . . . . .

Argentinas Labour Code holds principle employer responsible for contract or

agency workers


rance: upreme ourt ru e t at suppose y se emp oye wor ers operat on

under conditions and prices set by their client company are covered by the labour laws.

European unions are demanding for Europe wide laws on equal treatment of

agency workers.

Asian enterprise union system: law needs to be reformed to give right to union torepresent the agency worker in the enterprise applicability of CBA


28/30

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29/30

Group Work

What kind of employment/jobs and workers you would call precarious?

What rights does the labour law provide for contract casual/agency workers?

What initiatives are the unions taking for workers in precarious jobs? Give examples.

Any success story in organization workers in precarious employment?

What can be the union response to employment flexibility demand of the employers?



30/30

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Documents

Regulating Employment Relationships for Decent Work [Compatibility Mode]