| GB.267/STM/1
267th Session November 1996 |
| Committee on Sectoral and Technical Meetings and Related Issues | STM |
FIRST ITEM ON THE AGENDA
Programme of sectoral meetings, 1998-99
Contents
1. At its meeting in March 1995, the Committee decided that there should be 15 meetings in 1996-97, in addition to a meeting postponed from 1994-95. It was further decided that the number of meetings in the following biennium (1998-99) "would, in principle, be 15". Under normal circumstances it would fall to the Committee to decide in the November of even-numbered years on the programme of sectoral meetings for the biennium commencing some 14 months later. The selection of sectors that would be the subject of meetings and of the topics for discussion would be made by the Committee from a list of choices proposed by the Office after consultation with representatives of the groups.(1)
2. The first biennial selection of sectors and topics under the new arrangements resulting from the evaluation of the Sectoral Activities Programme took place in March 1995. This was one Governing Body session later than would normally have been the case, since in November 1994 the evaluation was not yet complete. Thirteen sectors and topics were selected for the 1996-97 meetings programme, in addition to three that had been chosen in November 1994.(2) As a result of the financial situation of the Organization, it was decided in June 1995 to postpone three meetings that had been scheduled in 1994-95 to the 1996-97 biennium.(3) Therefore, when the 1996-97 biennium began, there was a total of 19 meeting topics which had been agreed. In a further round of adjustments made to respond to the financial situation of the Office, it was decided in November 1995 to reduce the number of sectoral meetings in 1996-97 from 16 to 10 and in 1998-99 from 15 to 12.(4) At the same session (November 1995) the Committee decided on the programme (sectors and topics) of ten meetings for 1996-97, selected from the 19 previously agreed topics. This left nine previously agreed topics which under present arrangements will not have been held by the end of the 1996-97 biennium.(5) These are the following:
- Improving equality of opportunity for women in education: An ILO plan of action.
- Social and labour issues in small-scale mines.
- Safety and health management systems in offshore petroleum operations.
- Safety and health of meat, poultry and fish-processing workers.
- Public sector reform in the context of structural adjustment and transition.
- Privatization of public utilities: Managing transition.
- The human resources dimension of structural and regulatory changes and globalization in postal and telecommunication services.
- The impact of flexible labour market arrangements based on legislation or collective agreements in the machinery, electrical and electronics industries.
- Safety and health in the fishing industry.
At its March 1996 meeting, the Committee's guidance was sought by the Office concerning the manner in which these nine meetings should be treated in the proposals for 1998-99, and the Employer and Worker members took the view that they should be included in the proposals and given priority consideration.(6)
3. Concerning the selection of sectors which should figure in the proposals for 1998-99, informal consultations carried out by the Office showed that the view was widely held that the proposals should concentrate on those sectors which had not been the subject of a meeting in 1996-97, except where special considerations applied. Constituents have also indicated on various occasions that in formulating proposals due weight should be given to recommendations made by recent meetings in the sector concerned. All of the above considerations are reflected in the following proposals.
4. As in the major presentation of proposed topics for the 1996-97 biennium, most of the proposals presented here are in the form of modules. Each proposal contains a statement of the issue to be addressed, the way in which the report for the meeting is to be prepared (paragraph A), the nature of the meeting (paragraph B), and the type of follow-up that might be envisaged (paragraph C), it being understood that the meeting is at liberty to recommend whatever follow-up action it deems appropriate. The groups have been consulted on the proposals and their views taken into account in the formulations presented here. There have also been preliminary consultations with other units in the Office. Once the Committee has made its selection, these consultations within the Office will be intensified with a view to integrating the activities as effectively as possible into the work of the Office.
5. The Committee may wish to note that under the arrangements agreed upon during the evaluation, it will be asked at the session following that in which the topics for meetings are selected to make decisions (in this case in March 1997) regarding the size, composition, type of delegations and output for each meeting. Regarding follow-up action, the Office is to report to the Committee once each biennium on the follow-up action taken in each sector. The first such report will be submitted in March 1998.
6. On the basis of the following proposals, the Committee is invited to make recommendations to the Governing Body concerning the choice of sectors and topics for 12 sectoral meetings to be included in the 1998-99 Programme and Budget proposals for major programme 100 (Sectoral activities).
* * *
| A.1 | Best practices in work flexibility schemes and their impact on the quality of working life (recommended by the Eleventh Session of the Chemical Industries Committee, 1995) |
Issues
Although labour costs represent only a small portion of the total cost of chemical production, they often account for a large share of the potentially controllable costs. At the same time, the increasing computerization of production processes is changing the nature of work in the industry and introducing new skills requirements. In the more competitive environment prevailing today, employers are therefore keen to deploy their workforce with maximum flexibility both in order to control costs and to match available skills with requirements to the greatest extent possible. While not contesting this logic, workers are concerned about how it is applied.
- Preparation of a report would rely even more heavily than usual on input from employers and from workers' organizations; the cooperation of the IOE and the ICEM would be sought to identify and document examples of best practice. ILO and external specialists on work organization would also be consulted.
- The tripartite meeting would be of above-average size (25-30 participants from each group) including governments preponderantly from countries where the leading chemical enterprises are located.
- If warranted, a manual on good practices in work flexibility in chemicals and possibly other process industries could be produced.
| A.2 | Voluntary initiatives affecting training and education on safety, health and environment (recommended by the Eleventh Session of the Chemical Industries Committee, 1995) |
Issues
This proposal alludes especially to the programme called Responsible Care, which is a major industry-wide voluntary effort by employers to "clean up their act" and be seen to do so. It was judged important to stress particularly the training and educational aspects of the programme, since lack of understanding of health and safety education issues -- by the workforce, communities where chemical plants are located, and the general public -- is seen as one of the biggest threats to the industry's profitability and job outlook.
- The report would focus on countries that have played a leading role in developing, applying and building credibility for Responsible Care. Input would be sought from sectoral constituents and appropriate NGOs.
- The tripartite meeting might be smaller than average (about 15 to 18 from each group) so as to permit more in-depth consideration of the experience of leaders in the field.
- Results of the meeting would be actively disseminated to targeted recipients, especially sectoral employers' and workers' organizations.
| B.1 | Human resource implications of globalization and restructuring in commerce (new proposal) |
Issues
The growth of internal and international trade has made commerce pivotal to economic growth and an engine of employment worldwide. Technological breakthroughs, the international mobility of enterprises and rapidly spreading competition-driven changes, such as just-in-time production and sales, are now deeply affecting the organization and human resource strategy of commercial firms. Yet the development and dynamism of this sector are also frequently accompanied by a deterioration of employment and working conditions that is raising concern.
- Research will be undertaken to analyse the emerging circuits of distribution, including the new relations with producers and between wholesale and retailing. It will sketch the determinants and processes of change, highlighting the impact of the new structures on employment levels, occupations, skill requirements, contractual agreements, levels and forms of remuneration, working hours and other working conditions, and labour-management relations. Attention will also focus on bringing out human resource strategies that combine profit considerations and decent employment conditions.
- A meeting will allow discussion of the research results and permit an exchange of experience. From this debate could emerge conclusions about the adaptation of human resource policies and practices and labour relations in commerce, as well as an indication of appropriate follow-up activities.
- The conclusions would be actively disseminated and promoted in combination with other, related ILO work.
Issues
Shop-opening hours have been extended in a number of countries in response to the general growth of a consumer-oriented society, and in particular as a result of the greater participation of women in the labour force. Evening and weekend shopping hours have become a necessity for many families in which both adults are employed full-time. The extension of shop-opening hours has been seen to have an immediate employment effect as new workers, often part-time or weekend workers, are engaged as a result. Yet extended shop-opening hours have remained controversial due to the social and labour implications for retail workers, among which are included the spread of contingent employment and the need to work unsocial hours. A growing number of retail workers are employed on a part-time or temporary basis. Whereas part-time employment responds to the needs and desires of many workers for flexibility in balancing their professional and family responsibilities, for others it has clear disadvantages, such as lower pay, fewer social benefits, less job security and reduced opportunities for career development. As contingent employment becomes more widespread, there is a risk of polarization between the core workforce of permanent full-time employees who enjoy health insurance, training and career development opportunities, relative job security and pension coverage, and the periphery of contingent workers who are less likely to be covered by collective agreements and are largely deprived of such benefits. These disadvantages may tend to exacerbate gender inequality in the labour force, since the great majority of those affected are women workers. The basic question facing governments, employers and workers is how to reconcile economic considerations of flexibility and efficiency with equity.
- The Office will undertake a study on the extension of shop-opening hours, new forms of work organization, emerging working time patterns and part-time, temporary and fixed-term employment practices as they affect the employment and conditions of work of retail workers.
- A meeting will be held to discuss new forms of work organization resulting from the extension of shop-opening hours and their impact on the employment and conditions of work of retail workers, including emerging working time patterns and the spread of part-time, temporary and fixed-term employment.
- The results of the meeting would be used for future work of the ILO in this area and be widely disseminated and promoted among constituents.
C. Education
| C.1 | Lifelong learning in the 21st century: Changing roles of educational personnel (recommended by the Joint Meeting on the Impact of Structural Adjustment on Educational Personnel, 1996) |
Issues
Accelerating social and economic changes -- rapid technological and scientific progress, decreasing permanence of jobs, constantly shifting labour markets in a more globalized economy, increasing polarization of incomes and wealth between the well-educated and the less well-educated -- place a premium on education and training to assume a lifelong perspective in the future. The features of such systems have yet to be clearly defined, but will certainly call for significant changes in the modes of educational financing, organization and delivery. To be successful in meeting multiple objectives, educational systems in turn will require alterations in the ways that personnel -- teachers, administrators and support staff -- are trained, recruited, paid and carry out their work.
- The Office will prepare a report on concepts and practice regarding lifelong learning in member States. The focus of the report will be on the links between system concepts, and the changes made or anticipated in the preparation, training, recruitment, career development, salary structures, teaching and working conditions, and forms of participation in decision-making of educational personnel. It will include gender aspects.
- The report will be submitted to a meeting that will examine existing practice and suggest further changes regarding personnel that will contribute to making lifelong learning a reality for all citizens.
- The Office proposes to follow up on the meeting's output with the dissemination of its results to policy- and decision-makers among ILO members, including promotional work at the regional and national levels, technical advisory services on specific implementation problems (on request), and, resources permitting, acting as an information clearing house on issues raised by the research and meeting.
| C.2 | Improving equality of opportunity for women in education: An ILO plan of action (selected by the Committee for 1996-97, dropped in its decision of November 1995) |
Issues
Women teachers are more numerous than men teachers at pre-primary and primary levels worldwide. In almost all developed and many developing countries they also occupy the majority of posts at general secondary level. However, women are underrepresented in senior teaching and management posts, they earn less overall than men, they are not proportionately represented in the decision-making structures of teacher unions, and in technical and vocational education and training they are concentrated in a limited number of disciplines which are traditionally "feminine". These phenomena have negative repercussions for improving the access of girls and women to education and training, which is an important objective of many member States and social partners.
- The Office will carry out case-studies in the various regions to produce factual evidence of law, practice and customs which result in visible and invisible barriers to women's access to senior teaching and management posts in general education, and to traditionally male-dominated disciplines in technical and vocational education. A synthesis report will identify the most successful approaches to targeting the principal structural barriers to greater equality of opportunity through legislation, positive action in administration, restructuring in school management and trade union campaigns.
- The results of the study will be submitted for consideration to a meeting, which could recommend practical means (i) to increase awareness on the part of national policy-makers, heads of institutions and training networks, teachers' unions and other decision-makers, of the visible and invisible barriers to women's careers, and (ii) to introduce measures to increase equality of opportunity for women in the teaching profession.
- The Office would be prepared, on request, to assist member States and the social partners in the implementation of the measures that the meeting recommends.
| D.1 | Safety and health of meat, poultry and fish-processing workers (selected by the Committee for 1996-97, dropped in its decision of November 1995) |
Issues
A study conducted in 1993 as follow-up on the resolution (No. 30) concerning occupational safety and health in the food and drink industries, adopted by the Second Session of the Food and Drink Industries Committee, established that the rates of accidents and diseases among meat and poultry workers were higher than those of most other occupational groups within the food and drink industries as well as in the manufacturing industries as a whole. Attempts to improve this situation have often met with little success, and the amount of workmen's compensation paid by these specific industries continues to rise. Better safety and health performance would improve workers' welfare and the industry's productivity.
- Preliminary research work on occupational safety and health (OSH) in these industries will be expanded to cover the latest information on trends of occupational accidents and diseases and workmen's compensation paid for such cases from a number of countries which are major meat, poultry and fish producers and consumers. Examples of best practices in these industries will also be included in the report submitted to the meeting.
- The discussions in the meeting will centre around the extent of OSH problems in these industries, how OSH awareness can be raised among workers and managers, and how concrete measures can be implemented to improve OSH performance. The objective would be to increase awareness of the issues among tripartite constituents, leading to appropriate remedial measures. The meeting would be of average size (about 20 participants per group representing major meat, poultry and fish-producing and consuming countries), reflecting a balance between industrialized and developing countries.
- The development and adoption of national codes of practice covering dangerous or risky work in these industries in selected countries are envisaged.
| D.2 | Employment and industrial relations issues in the tobacco industry (new proposal) |
Despite a worldwide increase in tobacco consumption, employment in the industry is declining and industrial relations have worsened in some cases. There are several reasons behind this decline: the introduction of new technology leading to concentration of production and plant closures; privatization of state-owned corporations; relocation of production to low-cost countries; growing pressure from governments and health groups to regulate the sale, advertising and consumption of tobacco products; and trade liberalization in countries where the industry has been protected by trade barriers. This would be the first time that a sectoral meeting has looked at this industry, which was brought within the terms of reference of this sectoral group as a result of the evaluation.
- Research on the impact of recent trends in employment and industrial relations in major producing and consuming countries will form the basis of a report for a meeting. A few case-studies will also be commissioned in countries where rapid changes have taken place in recent years, the results of which will be included in the report.
- The meeting will discuss ways to manage problems of dwindling employment opportunities, to improve employment security through the retraining and redeployment of employees and to maintain healthy industrial relations through open and frank debates of the issues. A small tripartite meeting is envisaged, composed of about 12 participants per group, from major tobacco-producing countries, or a total of 36 participants.
- Follow-up activity could be directed towards helping constituents adopt measures to improve employment security, the training of those leaving the industry, and improving industrial relations practices.
| D.3 | Technology and employment in the food and drink industries (variant, based on consultations, of the topic recommended by the Second Session of the Food and Drink Industries Committee, 1991 |
Issues
Rapid technological change in recent years has had a serious impact on employment in the food and drink industries, especially in industrialized countries. In many European countries, for example, employment declined steadily, while output continued to grow. The application of microelectronic technology to the production and packaging stages, in particular, has revolutionized the workplace by automating many tasks and making many workers redundant. Employment of both men and women has been affected by this trend, women perhaps more seriously than men since they tend to be concentrated in low-skilled jobs, which are normally the first to be eliminated when the workplace is mechanized. Given competitive pressures, this trend can be expected to continue.
- In addition to published sources, information will be sought from management and workers in enterprises (mainly in industrialized countries) that have introduced new technology in the last decade with significant quantitative and qualitative impacts on employment. A small number of case-studies will be carried out on how management and workers in some establishments have dealt with the employment effects of introducing new technology. The different segments of the food and drink industries will be covered. All of this information will form the basis for a report.
- A tripartite meeting of average size (about 20 delegates from each group) will include participants from industrialized, newly industrializing and developing countries. The conclusions of the meeting could be expected to incorporate guidance on how the employment effects of introducing new technology should be managed and what the roles of the tripartite parties should be in that process.
- The conclusions could be used as the basis for tripartite national workshops in selected countries to explore ways to apply them in particular situations.
Terms of employment and working conditions in health sector reforms (recommended by the Standing Technical Committee for Health and Medical Services, 1992)
Issues
Employment in the health sector might be expected to expand in view of the rising health care needs deriving from demographic trends and other factors such as poverty, the emergence of new diseases and the resurgence of older ones. However, the increasing cost of health care services, coupled with structural adjustment policies and cost containment measures, affects both the delivery of health services and the employment situation and working conditions in the health sector. Reforms in the health sector, whether public or private, must be backed up by an adequate system of insurance and social protection. Reforms, cost efficiency and privatization have become acknowledged objectives for a major restructuring of the health sector worldwide. To meet these objectives, public health services are being rationalized and efforts undertaken to increase the share of private health service delivery. These developments are particular urgent in countries undergoing structural adjustment and transition to market economies. Nevertheless, for reform to be successful, it is crucial to involve all the parties concerned in the reform process.
- The Office will prepare a report to analyse the impact of recent reforms in the delivery of health-care services and possible alternative approaches regarding terms and conditions of employment.
- A meeting will be held on the impact on employment and working conditions of changes in the delivery of health services caused by reform of the health sector in countries undergoing structural adjustment and transition to market economies.
- The conclusions and resolutions of the meeting will be widely disseminated and may also serve as a basis for developing training and counselling approaches on health sector reforms and for facilitating the networking of interested constituents in this area.
F. Maritime, ports, fisheries and inland waterways
| F.1 | Safety and health in the fishing industry (selected by the Committee for 1996-97, dropped in its decision of November 1995) |
Issues
A number of independent studies in different countries have shown accident and fatality rates in the fishing sector well above those in many other sectors. Safety and health, and thereby accident prevention on board fishing vessels, are therefore important issues to address for the ILO. Many accidents and fatalities in this sector are a result of vessel casualties such as, for example, grounding, collision, explosion, engine failure and capsizing. Others relate to personal accidents resulting from inadequate equipment, improper use of machinery, deficient lighting and ventilation, as well as general bad housekeeping aboard. There are also a number of accidents as a result of slips and falls, manual handling and moving objects. Furthermore, fatigue and stress as a result of long working hours are also important issues. Accidents are often closely related to working conditions and the working environment in general, the human element being a contributing factor. In the small-scale sector, many fishermen are lost at sea due to lack of knowledge of simple navigation techniques or basic seamanship. Small fishing craft are also often inadequately equipped.
The adoption by the IMO of the 1993 Protocol to the Torremolinos International Convention for the Safety of Fishing Vessels (1977) is expected to lead to wide ratification and entry into force of that Convention. The existing Code of Safety for Fishermen and Fishing Vessels (an IMO publication prepared jointly by IMO, ILO and FAO), and particularly Part B on safety and health requirements for the construction and equipment of fishing vessels, will therefore need to be revised. In 1995 the IMO adopted an International Convention on Standards of Training, Certification and Watchkeeping for Fishing Vessel Personnel (STCW-F). Furthermore, the Conference adopted a resolution inviting the IMO's Maritime Safety Committee, inter alia, to review, in cooperation with the ILO and the FAO, the FAO/ILO/IMO Document for Guidance on Fishermen's Training and Certification, and to prepare guidelines and recommendations for the training and certification of personnel on board fishing vessels of 12 metres in length and over but less than 24 metres. The Committee has therefore included in the work programme of its Subcommittee on Stability and Load Lines and on Fishing Vessels the revision of the FAO/ILO/IMO Code of Safety for Fishermen and Fishing Vessels, Part A, Safety and Health Practice for Skippers and Crews; the FAO/ILO/IMO Code of Safety for Fishermen and Fishing Vessels, Part B, Safety and Health Requirements for the Construction and Equipment of Fishing Vessels; and the FAO/ILO/IMO Voluntary Guidelines for the Design, Construction and Equipment of Small Fishing Vessels.
Rather than hold a separate ILO sectoral meeting concerning safety and health in the fishing industry, the Director-General plans to consult with the Secretary-General of the IMO concerning ILO participation in the revision of the above documents. In doing so he will in particular draw attention to the importance of also discussing guidance on safety and health for fishing workers on small fishing vessels.
This should permit a more coordinated and cost-effective approach among United Nations specialized agencies involved in the issues described above.
| F.2 | 29th Session of the Joint Maritime Commission (JMC) (new proposal) |
The last regular session of the Joint Maritime Commission (composed of two members appointed by the Governing Body, representing respectively the Employers' and the Workers' groups of the Governing Body, 20 Shipowners' and 20 Seafarers' representatives, and chaired by the Chairperson of the Governing Body) was held in 1991. The Commission met in 1994 and 1996 (immediately after the Tripartite Meeting on Maritime Labour Standards and the Maritime Session of the Conference) but only to deal with the updating of the minimum basic monthly wage figure for able seamen. The Commission has its own Standing Orders and those of sectoral meetings are not applicable. Regular sessions of the JMC always deal with a number of different agenda items. Its sessions are also longer in duration than sectoral meetings.
At its 265th Session (March 1996) the Governing Body held a preliminary consultation on the Programme and Budget proposals for 1998-99.(7) The section concerning the programme of sectoral meetings stated, at the end of paragraph 59: "Activities concerning the maritime sector will no doubt need to be planned taking account of discussions in the Maritime Session of the Conference to be held later in 1996. A meeting of the Joint Maritime Commission may be appropriate in the 1998-99 biennium".
Should a session of the JMC be held during the 1998-99 biennium, the Seafarers' and Shipowners' groups of the Commission have indicated their preference for the following agenda items:
(1) Review of relevant maritime Conventions relating to ratifications and denunciations and suggestions for steps to be taken
- In a resolution adopted by the JMC in 1991 concerning the revision of existing maritime instruments, the Commission noted that many of the instruments in the maritime sector were adopted at a time when the industry was operating differently from today and fewer seafarers were serving on foreign-flag vessels, which had different crew complements. It noted also that the shipping industry has been subjected to major structural changes and an accelerated process of internationalization. The Commission requested the Governing Body to place on the agenda of an early Maritime Session of the International Labour Conference an item dealing with the revision of existing maritime instruments with a view to keeping the ILO abreast of the rapid changes which have occurred in the shipping industry and, in the intervening period, convene a meeting of experts to identify the specific areas where revision may be called for. Due to financial constraints this was not included in the agenda of the Tripartite Meeting on Maritime Labour Standards (November-December 1994) or at the Maritime Session of the Conference held in October 1996.
The report to be prepared by the Office on this subject will contain, inter alia, information on the relevant Conventions relating to ratifications, denunciations, possible comments expressed by the Committee of Experts and suggestions for steps to be taken. This item is also relevant for the ongoing work of the Working Party on Policy regarding the Revision of Standards.
(2) Updating of the ILO's minimum basic wage of able seamen
- It is expected that the Maritime Conference will agree on a revised instrument that will include provisions on the minimum basic wage for able seamen. It would therefore appear appropriate for the JMC, as in the past, to include an agenda item on the updating of that figure.
(3) Effects of "second" or international register shipping on seafarers' working and living conditions
- The 26th Session of the JMC adopted a resolution concerning structural changes in the shipping industry. In that resolution, the Commission, inter alia, requested the Office to undertake a study on the effects of "second" or international shipping registers on seafarers' working and living conditions, and to submit the results of the study to the JMC for consideration.
(4) Drugs and alcohol in the maritime industry
- The 26th Session of the JMC adopted a resolution concerning drugs and alcohol in the maritime industry. The resolution led to a project sponsored by the United Nations International Drug Control Programme on the development of guidelines and educational material on drug and alcohol abuse prevention. This included an interregional meeting on the subject, held in Geneva in 1991. The JMC resolution also recommended that "the results of the tripartite meeting be placed on the agenda for the next session of the Joint Maritime Commission for its consideration". An agenda item on this matter is therefore proposed.
G. Mechanical and electrical engineering
The impact of flexible labour market arrangements in the machinery, electrical and electronic industries (selected by the Committee for 1996-97, dropped in its decision of November 1995)
Issues
Flexible labour-market arrangements (working time, work rules and job sharing, employment contracts, remuneration and pension schemes) have been widely introduced in the machinery, electrical and electronic industries, particularly in the industrialized countries. The benefits of flexible arrangements (in terms of greater efficiency, reduced costs and higher productivity leading to increased competitiveness) depend on the skills and motivation of workers and on the characteristics of a particular industry in terms of its intensities of labour, capital and skills. For example, flexible employment contracts can be much more feasible in relatively labour-intensive electronic assembly operations than in the design and production of machine tools, engines or sophisticated electronic components. How much and what types of flexibility are optimal for different sizes and types of enterprise? What forms of flexibility have been most successful, as seen by each of the tripartite partners, and why? What is the impact on permanent employment? What is the role of collective bargaining in this process? These are critical questions especially in the context of industrialized countries. However, the increased mobility of enterprises through outsourcing, the relocation of entire plants, and the establishment of new plants in developing countries may be changing the answers to some of those questions while raising some new questions. For example, to what extent is labour flexibility being pursued in new plants or relocated plants? How do its effects on working conditions differ from those in industrialized countries? To what extent and for how long can labour flexibility in industrialized countries avert or postpone shifts in production to developing countries? How critical then is the pursuit of labour flexibility for the competitiveness of major companies in industrialized countries in the light of the global restructuring process?
- With a focus on the large, but fairly homogeneous cluster of engineering industries, research -- based on fact-finding missions, information from employers' and workers' organizations, and case-studies carried out possibly in collaboration with MDTs -- will examine the introduction and effects of different types of labour flexibility in specific companies and, to the extent possible, in comparable operations in different countries. The findings will form the basis of a report for a meeting.
- As requested in resolution No. 111 of the Metal Trades Committee (1994), a tripartite meeting will be held on this topic, with a view to reaching conclusions on how the benefits of flexibility can be optimized and on the role of collective bargaining in this process.
- The output of the meeting would provide a knowledge base for sector-specific advisory services.
H. Mining (coal mines and other mines)
| H.1 | Social and labour issues in small-scale mines (selected by the Committee for 1996-97, dropped in its decision of November 1995) |
Issues
Mineral production from small-scale mines contributes about one-quarter of the world's output, but employment in this segment is far greater than in the large, formal mining sector, particularly in developing countries. Much of this employment is transient and temporary. It is poverty-related and is often drawn from vulnerable groups; some of it is illegal. It is rarely organized. In relation to their output, small-scale mines account for a disproportionate share of a wide variety of social problems.
- The economic, social, labour, technical and environmental problems of small-scale miners are closely linked and should be tackled together. In addition, the link between small-scale mining and poverty makes it important for the ILO to address the problems with the objective of assisting the transition of small-scale mining into the formal sector, with the participation of employers' and workers' organizations. Data are scarce and unreliable, and much of the information is anecdotal. Case-studies would make possible an assessment of these issues in different countries and highlight examples of best practice. Account would be taken of ILO experience in assisting indigenous and tribal people through cooperatives; the IPEC's activities in mining; and environment and the world of work. Information on mining companies' experience in coexisting with small-scale miners would also be analysed.
- By discussing a report on the current state of small-scale mining, a tripartite meeting could usefully focus on the issues and discuss the role of governments, the social partners and the ILO with a view to developing practical conclusions that would help provide the means for small-scale mining to provide safe, profitable employment and good working conditions and move such mining towards the formal mining sector and into the mainstream of economic activity.
- It is envisaged that the meeting would recommend practical action to be taken at the regional, subregional and national levels, and by the ILO, to improve the working and living conditions of small-scale miners, with particular reference to child labour and safety and health. ILO action could include an assessment of the extent of employment (overall, as well as child labour) and the development of replicable packages of technical assistance for the small-scale mining sector, for example through the promotion of cooperative or small enterprise development, the promotion of mini "joint ventures" with established mining operations, or through the development of training packages aimed at the owners/managers of small-scale mining operations.
| H.2 | Employment and training implications of environmental rehabilitation in the mining sector (repetition of proposal made in 1995) |
Issues
The increasing importance of cleaning up and rehabilitating mine sites and minimizing the environmental impact of mining operations has resulted in the rapid growth of a new sector dealing with environmental remediation. It is a significant new source of employment, to some extent compensating for jobs lost when mines cease operation. Moreover, the attitudes and skill requirements for the improved operation and environmental rehabilitation of existing installations are still not fully defined, and the latter are often site- and mineral-specific. Training arrangements are somewhat makeshift as various organizations, some of them trade-union based, move to fill the void.
- While recognizing the importance of the environmental impact of the use of minerals (gaseous emissions and the "greenhouse effect") the focus of this meeting would be on the employment and training implications of mitigating the environmental impact of mining and the initial processing of ores. There are lessons to be learned from countries further advanced in this process that can benefit countries where it is less so. The lessons include how to realize the employment opportunities presented and how to motivate and train those involved so that the work can be done safely. At its Thirteenth Session (January 1995), the Coal Mines Committee recommended that a future meeting should deal with "coalmining and the environment, with a particular emphasis on employment and training". This proposal would be generally responsive to that request. A report would be prepared in cooperation with companies and organizations working in this field.
- A tripartite meeting, including participation by countries at different stages in recognizing and executing environmental remediation needs, would consider the report and make recommendations for national and international action concerning employment, training and occupational safety and health questions. It would provide a forum for the mining industry to put forward its views on environmental issues, highlight its achievements and discuss the implications for the industry and for national economies of more stringent environmental controls.
- Likely follow-up would be directed to strengthening links between employment creation and environment protection, involving the mining community more closely in the environment debate.
| H.3 | All forms of work arrangements in coal mines (recommended by the Thirteenth Session of the Coal Mines Committee) |
Issues
Discussions on productivity and employment at the Coal Mines Committee in 1995 paved the way for focusing on work arrangements. While recognizing the need for flexible working arrangements, there is concern that workers' rights should not be jeopardized. The commercial and environmental pressures on coal and the progressive removal of subsidies in many European countries mean mining must continue to be more efficient to take account of additional environment-related costs and increased competition. The trend towards multinational-owned coal mining might presage the introduction of transnational working arrangements in quite different local conditions. Longer shifts may have OSH and social implications: teamworking will have skill and pay implications.
| A-B. | An analysis and discussion of different approaches to developing and implementing new work arrangements would be included in a report for discussion at a tripartite meeting. |
| C. | Follow-up action that could be developed includes assisting the social partners at the national level to ensure that new working arrangements are in accordance with ILO guidelines. |
I. Oil and gas production and oil refining
| I.1 | Safety and health management systems in offshore petroleum operations (selected by the Committee for 1996-97; dropped in its decision of November 1995) |
Issues
The problem of safety on offshore petroleum installations was addressed at a tripartite meeting in 1993 which adopted conclusions that have been well received by authoritative spokesmen in the industry who view them as containing useful principles for forward-looking safety policies. The meeting recommended further work to operationalize these principles through the preparation of a code of practice or similar guidelines on this topic, for use by countries undertaking such operations for the first time or considering revision of their safety arrangements. A meeting of experts to produce such a document was foreseen.
- There have been developments in the interim which may be judged to affect the priority assigned to this item. In particular, the Oil Industry International Exploration and Production Forum (E&P Forum), an association of major international oil companies, has developed and published its own guidelines on health, safety and environment management systems for oil and gas exploration and production. These have been or are being widely adopted in the industry, by both oil companies and contractors. Efforts to promote the application of these guidelines and to give them a tripartite dimension might yield greater benefits than the production of a new set of guidelines. The Office has been in touch with the employers' and workers' organizations concerned to that end.
- If the Committee on Sectoral and Technical Meetings and Related Issues chooses to confirm its earlier decision, a meeting of experts will be held to produce an ILO code of practice.
- When adopted, this would be widely disseminated and promoted, through ILO, industry and trade union channels.
| I.2 | Employment and industrial relations issues in oil refining (new proposal) |
Issues
In many parts of the world the refining industry is under considerable pressure. It is being required or expected to make heavy investments to reduce direct emissions and/or to improve the environmental features of the fuels it produces. International competition has intensified as a result of trade policy developments and new investments in areas such as Asia and the Middle East. Large parts of the sector are being privatized, especially in areas such as Central and Eastern Europe, Latin America, and Southern Europe. In certain regions, such as Western Europe, there is excess capacity. These developments are threatening employment levels and changing the nature of the remaining jobs. Industrial relations are difficult in a number of countries.
- The Office would prepare a report based on study visits, case-studies, and a questionnaire sent to selected tripartite constituents.
- A tripartite meeting would be held, composed of about 24 countries with substantial refining activities, from all regions.
- The conclusions and resolutions would be disseminated through the trade press and national organizations, and by other means. Workshops would be organized at the national level to promote their application in specific contexts.
J. Postal and other communication services
The human resources dimension of structural and regulatory changes and globalization in postal and telecommunications services (selected by the Committee for 1996-97, dropped in its decision of November 1995)
Issues
With the trend towards reducing the role of the State in the economy, the privatization and deregulation of telecommunications and postal services have become a prevalent phenomenon in both industrialized and developing countries. National monopolies are gradually ceding ground to private service providers, intensifying competition for both international and domestic services. The communications sector now covers not only conventional telephone services, but also a wide variety of high-value services such as mobile communications, electronic data transmission, Internet access and cable television. With rapid technological development and the proliferation of service providers, the employment situation of communications workers has significantly changed over the past decade.
- The Office will examine the social implications of privatization and deregulation in the sector by undertaking studies on changes in employment status, labour relations, working conditions and human resource policy. The results of this research and the study carried out on telecommunications in the context of the Interdepartmental Action Programme on Privatization, Restructuring and Economic Democracy in the 1996-97 biennium will form the basis for an Office report for discussion at a future meeting.
- The meeting would mainly discuss the human resources dimension of structural changes in postal and telecommunication services and options for adapting labour relations, including collective bargaining, and for improving working conditions and personnel policies.
- It is proposed to follow up on the results of the meeting with dissemination and promotional activities at the regional and international levels, including the holding of seminars and the provision, on request, of technical advisory services.
Human resource development in the public service in the context of structural adjustment and transition (selected by the Committee for 1996-97, dropped in its decision of November 1995)
Issues
The major challenge for public sector reform is to establish an enabling framework for democratic social and economic development and to provide and ensure universal access to basic services. Good governance and the modernization of public services management are especially important in the current period of restructuring, deregulation and privatization. In this process, private-sector management concepts and practices have been introduced to foster cost-effective and customer-oriented public service delivery that is competitive in a market economy. Such a challenge can only be met by highly skilled and motivated staff. However, deteriorating terms of employment and working conditions have weakened the public service in many countries at a time when its capacity to guide transition is in demand. Pay freezes or cuts and deteriorating conditions of service have caused demotivation and the departure of qualified staff to the private sector. All too frequently, the implementation of reform has been hampered by the lack of institutional capacity, an inadequate regulatory framework and an insufficiently trained workforce.
- An assessment will be made of organizational and management changes in public sector services and their impact on the efficiency and effectiveness of service delivery and on working conditions. Research will focus on the following issues:
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- the merits of privatization and outsourcing and the merits of the public provision of services and public-private partnership;
- the various possible roles of government and of public-service entities, whether as service provider, monitoring agency or facilitator for the development of private-sector services;
- the role of workers' organizations in the modernization process.
As result of this research, a draft for guidelines on human resource development in the public service will be prepared.
- A meeting will discuss the research findings and draft guidelines on human resource development of the public service in the context of structural adjustment and transition.
- If approved, these guidelines will be widely disseminated and promoted, also with the assistance of relevant training institutions.
L. Transport
(including civil aviation, railways and road transport)
| L.1 | The social and labour consequences of technological developments, deregulation, privatization and the growth of the informal sector in transport (new proposal) |
Issues
The organization of transport services is changing rapidly as a result of technological innovations in information processing and equipment. At the same time, deregulation (including the partial or total removal of rules on competition and personnel management practices) is changing the structure of the transport sector, especially civil aviation and road transport. Privatization (including corporatization, subcontracting to undertakings outside the industry, and partial or total changes in ownership) continues to be pursued in all forms of transport, but especially in air traffic control, railways and airlines. Transport deregulation can be the major incentive to the privatization of transport companies, as it tends to promote the sort of competition that private-sector companies can respond to more easily than public ones. However, corporatized public companies and several forms of private-sector involvement in the infrastructure, operation and maintenance of rail and road networks, airlines, and air traffic control companies have been emerging, including fixed-term concessions, employee ownership schemes, and fully privatized companies controlled by governments through special voting or equity-acquiring rights, etc. These developments are changing the structure of the transport sector, promoting faster rates of technological change and, as a result, changing management styles, the levels and structure of employment, workers' skills and training requirements, worker participation in ownership and management decisions and, therefore, also changing remuneration schemes and overall working conditions, labour-management relations and collective bargaining.
| A. | Research -- based on fact-finding missions, information from employers' and workers' organizations and some case-studies, possibly in collaboration with MDTs -- will be undertaken to assess the extent and implications of those changes with a view to identifying means of facilitating the adaptation of the workforce, alleviating hardship that may result for workers from the ongoing adjustment process, and the role of basic labour standards. This would respond to a resolution of 1992 adopted by the Inland Transport Committee and the findings of the 1994 meeting on the "Consequences for management and personnel of the restructuring of railways", and would build on research carried out in the 1994-95 biennium on railway privatization. |
| B-C. | The tripartite meeting would have a balanced composition of industrialized and developing countries and its output would be disseminated to national, regional and international institutions concerned with transport deregulation and privatization. |
| L.2 | Consequences for personnel management, working conditions and industrial relations of the restructuring of civil aviation and air traffic control (new proposal) |
Issues
Civil aviation and air traffic control are being far more affected by regional integration and globalization than the other transport modes, basically because the skies have no borders; the process of deregulation in one country (United States) or region (North America) has been leading to deregulation elsewhere (Japan, Europe, Latin America), as in all regions the major airlines need access to other markets to stay in business. Furthermore, the timing of the deregulation of civil aviation is different in some ways from that of other subsectors, except air traffic control. In Europe, for example, full deregulation of the skies will be complete from April 1997, while the concept of a European "unified air control space" is being promoted by a combination of factors: technology, regional integration, competition and rationalization. Some issues of major interest to ILO constituents which have emerged mainly in civil aviation -- such as employee stock ownership plans, profit-sharing schemes, two-tier pay schemes -- are deeply changing management and worker attitudes and the nature of labour-management relations, leading to further changes in collective bargaining. In air traffic control, recent privatization has also been affecting the collective bargaining process, with important implications for working conditions and labour-management relations. The differences in deregulation and privatization processes and their consequences in the transport subsectors would justify a more narrowly focused discussion than that in the above proposal. Since the consequences of deregulation and privatization were to some extent already addressed for road transport and railways in 1992 and 1994, it might be preferable to focus on civil aviation and air traffic control. The focus on these two subsectors could lead to conclusions that would be far more relevant to ILO constituents at the national, regional and international levels than conclusions drawn from discussions on the various transport modes.
- Research would be undertaken along the lines proposed above for the various transport subsectors, but with more detailed analysis of changes in real earnings based on ILO data and enterprise-level data, and case-studies focused specifically on airlines and air traffic control companies.
- The tripartite meeting would comprise participants from countries where airlines and air traffic control systems have been, are or will be undergoing deregulation and privatization.
- The output of the meeting would provide a knowledge base for advisory services. The report for the meeting would be prepared taking into consideration specific policies being pursued at inter-governmental level. The conclusions of the meeting would be selectively channelled to concerned institutions at the regional and international levels with proposals for continued inter-agency dialogue on the labour and social implications of transport deregulation and privatization.
M. Transport equipment manufacture
| M.1 | The implications of changes in work organization and labour flexibility for employment, remuneration schemes, working conditions and labour-management relations (variant on proposal made in 1995) |
Issues
The automotive, aerospace, rolling stock and shipbuilding industries have to varying degrees been increasingly adopting flexible schemes in working time and work rules, as well as production and management techniques, such as "lean production", "just-in-time" production and total quality control. These changes have had a major impact on competitiveness and working conditions. They have been reducing the levels of stable full-time employment while changing levels of benefits and overall remuneration packages. Those changes in work organization and labour flexibility have promoted the inclusion of performance indicators and incentives in job specifications, with resulting changes in pay systems. These changes are pervasively affecting the collective bargaining process and the relationships between workers and management and unions. In many countries, the collective bargaining experience of different transport equipment industries is too varied to be usefully compared and discussed in an ILO sectoral meeting. However, the ongoing changes in employment, remuneration schemes, working conditions in general and industrial relations have common features among those industries which it is important for employers and workers to examine with a view to adjusting collective bargaining strategies at national level.
- The preparatory research would be based on a fact-finding mission, information from employers' and workers' organizations, and some enterprise-level case-studies, possibly in collaboration with MDTs.
- The tripartite meeting would have a balanced composition from industrialized countries and middle-income developing countries.
- It can be expected that the conclusions of the meeting will provide guidance on the design of remuneration schemes while advancing social dialogue on the possible need for reforms in collective bargaining arrangements. The dissemination of such conclusions will be actively promoted and their specific recommendations for ILO action will receive follow-up.
| M.2 | Effects of changes in work organization in the automobile industry on remuneration schemes, working conditions and collective bargaining (new proposal) |
Issues
The issue addressed in the preceding proposal (covering the whole of transport equipment manufacture) is particularly relevant to the auto parts and automobile industry subsector. A meeting focused on this industry alone would make possible an analysis of the relationship between changes in remuneration schemes and overall working conditions. It would also make it possible to focus more closely on collective bargaining experience in the industry in different countries, which could be useful for employers' and workers' organizations, as well as for governments that monitor the broader social implications of changes in collective bargaining and the possible need to promote modifications in collective bargaining institutions.
- The preparatory research would be based on a fact-finding mission, information from employers' and workers' organizations, and some enterprise-level case-studies, possibly in collaboration with MDTs.
- The tripartite meeting would have a balanced composition from industrialized countries and middle-income developing countries.
- It can be expected that the conclusions of the meeting will provide guidance on the design of remuneration schemes while advancing social dialogue on the possible need for reforms in collective bargaining arrangements. The dissemination of such conclusions will be actively promoted and their specific recommendations for ILO action will receive follow-up.
Managing the privatization and restructuring of public utilities
(selected by the Committee for 1996-97, dropped in decision of November 1995)
Issues
Developing and improving the infrastructure and service delivery of public utilities is essential both to support economic activity and to raise living standards. A movement towards the privatization and restructuring of the water, gas and electricity industries has rapidly been gaining ground worldwide in the past 15 years, and is still accelerating. These transformations typically entail substantial changes in ownership structure, management, employment and the working conditions of utility workers. The large scale of restructuring exercises and their vast economic and social implications pose challenges to governments and the social partners. Many of them, particularly in developing countries and transition economies, also have still little experience with the private sector and with enterprises operating at the international level.
- The Office will review available experience in the broad range of reorganization efforts among public utilities so as to identify good practices and pitfalls. Work will build on research undertaken in the current biennium on Africa, Asia, Europe and Latin America. Attention will focus on changes in employment and employment levels, the working conditions of utility workers (including wages), labour-management dialogue and the social partners' role in the restructuring process, while keeping in mind the efficiency and effectiveness of service delivery. This work should make it possible to highlight policy options for successful restructuring in terms of human resource development and service delivery. Research results will be presented in various regional papers and a worldwide report.
- A meeting will discuss that report and suggest policy options for sectoral constituents concerning human resource management and industrial relations in privatization and restructuring processes.
- The results of the meeting would be widely disseminated to ILO sectoral constituents, policy-makers, and other interested parties. Regional meetings would use them as references for regional activities in the sector.
Geneva, 1 October 1996.
Point for decision: Paragraph 6.
4 GB.264/STM/7 and GB.264/8/3.