Action Against Child Labour (ILO, 2000, 356 p.): 7. Trade unions against child labour: 7.2 HOW TRADE UNIONS ARE FIGHTING CHILD LABOUR: Trade unions work in partnership with NGOs, employers' organizations and governments

Action Against Child Labour (ILO, 2000, 356 p.)

(introduction...)

Preface

1. National policies and programmes

(introduction...)

INTRODUCTION

1.1 STRATEGIC ACTION AGAINST CHILD LABOUR

(introduction...)

The problem

Prevention, removal and rehabilitation

Priority target groups

Phased and multi-sectoral strategy

1.2 DEVELOPING POLICIES AND PROGRAMMES ON CHILD LABOUR

Why a policy on child labour?

Policies, programmes and projects

ILO standards and action through IPEC

The first steps in policy and programme formulation

1.3 SETTING PRIORITIES FOR ACTION

Especially vulnerable groups

Main policy and programme directions

Direct action and capacity building

1.4 CREATING A BROAD SOCIAL ALLIANCE

Appendix 1.1 Terms of reference for a comprehensive report on child labour

Appendix 1.2 Ideas for group work in national planning workshops on child labour

Appendix 1.3 Example of a national plan of action on child labour, Cambodia, 1997

Appendix 1.4 Pointers to project design

2. Towards improved legislation

(introduction...)

INTRODUCTION

2.1 LEGISLATION AND THE FIGHT AGAINST CHILD LABOUR

2.2 SOURCES OF LAW ON CHILD LABOUR

2.3 INTERNATIONAL LABOUR STANDARDS AND NATIONAL LEGISLATION

Introduction

National policy

Coverage of the law (scope of application)

General minimum age for admission to employment or work

Minimum age for light work

Minimum age for hazardous work

Conditions of employment

Forced labour

Enforcement

2.4 NEW INTERNATIONAL LABOUR STANDARDS ON THE WORST FORMS OF CHILD LABOUR

2.5 OTHER INTERNATIONAL TREATIES

2.6 INITIATIVES TO IMPROVE CHILD LABOUR LEGISLATION

2.7 LESSONS LEARNED

Checklist 2.1 General principles

Checklist 2.2 Improving national legislation

Checklist 2.3 Legislation on bonded labour

Checklist 2.4 Involving employers' and workers' organizations, and others

Appendix 2.1 ILO Conventions on child labour and forced labour (as at 31 July 1999)

Appendix 2.2 Minimum ages in ILO Conventions

Appendix 2.3 Ratification of ILO Conventions on child labour and forced labour (as at 31 August 1999)

Appendix 2.4 Chart of ratifications of ILO Conventions on child labour and forced labour by country (as at 31 August 1999:

Appendix 2.5 Excerpts from selected ILO standards on child labour

3. Improving the knowledge base on child labour

(introduction...)

INTRODUCTION

3.1 CHILD LABOUR STATISTICS: METHODOLOGICAL CONSIDERATIONS

Data requirements

Survey methodologies

3.2 BASIC RESULTS

(introduction...)

Household survey

Establishment survey

Survey of street children

The time-use approach

3.3 RECOMMENDATIONS ON CONDUCTING SURVEYS

(introduction...)

Household-based surveys

Surveys of employers (establishments or enterprises)

Surveys of street children

3.4 RECOMMENDATIONS FOR INTERVIEWING CHILDREN

(introduction...)

Creating the right setting

3.5 FURTHER RESEARCH

Appendix 3.1 List of detailed variables in child labour surveys

Bibliography on child labour surveys, statistics and related matters

4. Alternatives to child labour

(introduction...)

INTRODUCTION

4.1 STRATEGIES IN EDUCATION

(introduction...)

Educating children about their rights and about child labour issues

Investment in early childhood development programmes

Increasing access to education

Improving the quality of formal and non-formal education

Non-formal education as an entry, a re-entry or alternative for (former) working children

Approaches to vocational education

4.2 PREVENTION AND REHABILITATION PROGRAMMES FOR CHILDREN FROM ESPECIALLY VULNERABLE GROUPS

(introduction...)

Child victims of bondage, commercial sexual exploitation and trafficking

Girls

Children living and working on the streets

Children of indigenous groups and other minorities

4.3 EDUCATION PROGRAMMES AND INCOME OPPORTUNITIES FOR PARENTS

4.4 WORKPLACE AND COMMUNITY MONITORING

4.5 LESSONS FROM EXPERIENCE: PLANNING ACTION PROGRAMMES

Identifying priority target groups

Concerted action

Setting programme objectives

Checklist 4.1 Identifying target groups and selecting children

Checklist 4.2 Planning vocational skills training programmes

Checklist 4.3 Measuring the impact of action programmes

5. Strategies to address child slavery

(introduction...)

5.1 THE PROBLEM OF CHILD SLAVERY

(introduction...)

The nature of the problem

The extent of the problem

5.2 INTERNATIONAL ACTION AGAINST CHILD SLAVERY

(introduction...)

International Labour Organization

United Nations

5.3 NATIONAL LEGISLATION AND ENFORCEMENT

(introduction...)

Legislation prohibiting forced and bonded labour

Problems in enforcement

5.4 ACTION AT THE NATIONAL LEVEL

(introduction...)

Preventing child slavery

Action against slave owners

Targeting children in bondage

Integrated action to address child slavery

5.5 DEVELOPING COMPREHENSIVE PROGRAMMES OF ACTION

(introduction...)

Strategy for action against child bondage

Strategy for action against child trafficking and the commercial sexual exploitation of children

Bibliography on child slavery

6. Strategies for employers and their organizations

(introduction...)

INTRODUCTION

6.1 STRATEGIES FOR EMPLOYER ACTION

(introduction...)

Planning for action at the national level

Building alliances

Key issues in project design

Ten steps to enhance employer action on child labour

6.2 EMPLOYER ''BEST PRACTICES'' ON CHILD LABOUR

(introduction...)

Awareness-raising and policy development initiatives

Employer action to combat child labour in specific sectors

Direct support for the removal and rehabilitation of child workers

6.3 CORPORATE INITIATIVES ON CHILD LABOUR

Labelling or certification schemes

Corporate codes of conduct

Industry codes of conduct

IOE views on voluntary codes of conduct and labelling

6.4 KEY LESSONS FOR FUTURE ACTION

Appendix 6.1 IOE General Council Resolution on Child Labour

7. Trade unions against child labour

(introduction...)

INTRODUCTION

7.1 WHY CHILD LABOUR IS A TRADE UNION ISSUE

The history and role of trade union involvement

7.2 HOW TRADE UNIONS ARE FIGHTING CHILD LABOUR

(introduction...)

Trade unions strengthen their capacity to address child labour issues

Trade unions support children, their families and communities

Trade unions raise awareness on child labour issues

Trade unions gather and disseminate data on child labour

Trade unions include child labour concerns in collective bargaining agreements

Trade unions advocate for codes of conduct

Trade unions work in partnership with NGOs, employers' organizations and governments

The international trade union movement plays a major role

7.3 WHAT A TRADE UNION CAN DO

(introduction...)

Ten-point action guide

Bibliography on trade union action

8. Awareness-raising

(introduction...)

INTRODUCTION

(introduction...)

Aspects of communication

Process of communication

8.1 THE MESSAGE

(introduction...)

''Action against child labour can be taken now''

''Prioritize the most harmful, often invisible, forms of child labour''

''Positive action and international cooperation are needed''

''Tradition cannot justify the exploitation of children''

''Prevention is better than cure''

8.2 THE AUDIENCE

8.3 MEANS OF COMMUNICATION

8.4 THE NEED FOR A COMMUNICATION STRATEGY

Appendix 8.1 Informing the public

Appendix 8.2 Popular theatre as an effective communications tool

9. Action by community groups and NGOs

(introduction...)

9.1 CIVIL SOCIETY ORGANIZATIONS AND CHILD LABOUR

9.2 PRACTICAL EXPERIENCE OF NGOs IN COMBATING CHILD LABOUR

Types of NGO action

Examples of NGOs in action

9.3 LESSONS LEARNED

10. Resources on child labour

INTRODUCTION

10.1 GENERAL PUBLICATIONS ON CHILD LABOUR

ILO reports for the International Labour Conference (ILC) and Governing Body (GB)

Reports of the International Programme on the Elimination of Child Labour (IPEC)

Policy studies

Information kits, training manuals and guidelines

Audiovisual materials

10.2 SPECIAL THEMES

Other ILO publications

Back Cover

Trade unions work in partnership with NGOs, employers' organizations and governments

Over the past years collaboration between agencies has been increasing worldwide as more experience is being gained in carrying out successful measures against child labour and, as a result, trust develops between partners. The bringing together of employers' organizations (see also Chapter 6), NGOs, governments and trade unions creates a powerful tool to identify child labour abuses and eradicate them. There is a growing recognition that the complex social, cultural and economic issues underlying child labour present dilemmas to all those working in the field and that it is essential to share experience, and carefully consider, plan and implement strategies. Trade unions are well placed as a pressure group towards both employers and governments, and at the same time local trade union branches increasingly cooperate in community-based activities with a wide range of NGOs (see also Chapter 9).

Box 7.8. Code of Labor Practice for

PRODUCTION OF GOODS LICENSED by the

SYDNEY ORGANISING COMMITTEE FOR THE OLYMPIC GAMES
and the
SYDNEY PARALYMPIC ORGANISING COMMITTEE

A greed between the Sydney Organising Committee for the Olympic Games (SOCOG), the Sydney Paralympic Organising Committee (SPOC), the Australian Council of Trade Unions (ACTU) and the Labor Council of New South Wales. Having concurred on the necessity for effective monitoring to ensure that the Code is respected at all levels, the above organisations are continuing discussions on practical measures to achieve these objectives.

PREAMBLE

In accordance with the goal of the Olympic Movement to contribute to building a peaceful and better world by educating youth through sport practised without discrimination of any kind and in the Olympic spirit, which requires mutual understanding with a spirit of friendship, solidarity and fair play, SOCOG/SPOC recognises its responsibilities to consumers for the quality of products produced under its licensing arrangements, and workers involved in the making of SOCOG/SPOC licensed products and the conditions under which these products are made.

Each licensee awarded the right to use the SOCOG/SPOC name or logo in the manufacture and/or supply of licensed product to SOCOG/SPOC has been audited to ensure that they have appropriate standards of operation and has, as a condition of license agreement, confirmed in writing that employee work conditions meet the relevant industrial regulations.

Licensees further agree to ensure that these conditions and standards are observed by each contractor and subcontractor in the production and distribution of SOCOG/SPOC licensed products. Licensees should, prior to placing orders with suppliers or engaging contractors and subcontractors, assess whether the provisions of this Code can be met.

Each SOCOG/SPOC licensee, and each contractor and subcontractor engaged by the licensee, shall compulsorily implement and respect the following principles in the production and/or distribution of products bearing the SOCOG/SPOC name and/or SOCOG/SPOC authorised marks. Furthermore, each licensee shall warrant that these principles shall be equally imposed upon all those employed or delegated by such licensee.

EMPLOYMENT IS FREELY CHOSEN

There shall be no use of forced or bonded labour (ILO Conventions 29 and 105).

THERE IS NO DISCRIMINATION IN EMPLOYMENT

Equality of opportunity and treatment regardless of race, colour, sex, religion, political opinion, nationality, social origin or other distinguishing characteristics shall be provided (ILO Conventions 100 and 111).

FREEDOM OF ASSOCIATION AND THE RIGHT TO COLLECTIVE BARGAINING ARE RESPECTED

The right of workers to form and join trade unions and to bargain collectively shall be recognized and respected (ILO Conventions 87 and 98).

FAIR WAGES ARE PAID

Wages and benefits paid shall meet at least legal or industry minimum standards and should be sufficient to meet basic needs and provide some discretionary income.

HOURS OF WORK ARE NOT EXCESSIVE

Hours of work shall comply with applicable laws and industry standards.

WORKING CONDITIONS ARE DECENT

A safe and hygienic working environment shall be provided, and best occupational health and safety practice shall be promoted, bearing in mind the knowledge of the industry and of any specific hazards held by licensees, contractors and subcontractors.

THE EMPLOYMENT RELATIONSHIP IS ESTABLISHED AND TRAINING PROVIDED

Employers should endeavour to provide regular and secure employment. Appropriate training should be available for all employees.

IMPLEMENTATION AND MONITORING

Licensees, their contractors and subcontractors shall undertake to support and cooperate in the implementation and monitoring of this Code by:

· Prior to engagement, the licensee shall provide SOCOG/SPOC with written confirmation that the licensee, as a minimum, adheres to relevant international labor force standards; providing SOCOG/SPOC or its agent with relevant information concerning their operations; permitting inspection at any time of their workplaces and operations by approved SOCOG/SPOC personnel; maintaining records of the name, age, hours worked and wages paid for each worker and making these available to approved inspectors on request; refraining from disciplinary action, dismissal or otherwise discriminating against any worker for providing information concerning observance of this Code.

Any licensee, contractor or subcontractor found to be in breach of one or more terms of this Code of Labor Practice shall be subject to a range of sanctions up to and including withdrawal of the right to produce or organise production of SOCOG licensed goods as per the contractual provisions. Furthermore, licensees who fail to ensure that their contractors or subcontractors abide by the Code of Labor Practice shall be subject to the same range of sanctions.

A joint Committee comprising Representatives of the ACTU; Labor Council of NSW; SOCOG staff and the SOCOG Board shall meet as required to review reported breaches of this code and make recommendations to the SOCOG Board for action as appropriate.

Box 7.9. Code of conduct by the International Federation of Football Associations (FIFA)

"One of the trail-blazing codes of conduct... was that agreed between FIFA and the international trade union movement... it grew out of the exposure of stories... about the widespread employment of children in the stitching of footballs, mainly in Pakistan but also in India."

(Neil Kearney, General Secretary of the International Textile, Garment and Leather Workers' Federation (ITGLWF))

The Code of Labour Practice negotiated with FIFA provides that FIFA authorized marks cannot be given to footballs produced with child labour. The code includes provision for effective monitoring and consideration is being given to the provision of education and training for child labourers displaced by the implementation of the code.

The code includes a preamble stating FIFA's commitment to fair play and ethical conduct. The preamble also recognizes responsibility to customers for the quality of the product, and to workers involved in the production of FIFA licensed products. The key features of the code include:

· employment is freely chosen (no forced or bonded labour);
· no discrimination in employment (equality of opportunity and treatment);
· child labour is not used;
· freedom of association and the right to collective bargaining are respected;
· fair wages are paid;
· hours of work are not excessive (hours of work shall not generally exceed 48);
· working conditions are decent (safe and hygienic);
· the employment relationship is established (regular and secure employment);
· no excessive use of temporary or casual labour, no labour-only subcontracting;
· no abuse of apprenticeship schemes, and education and training for younger workers;
· implementation and monitoring (including licensees, their contractors and sub-contractors);
· monitoring to include:

· relevant information concerning operations;
· inspection at any time;
· maintaining records of workers - age, hours worked;
· wages paid for each worker - for inspection;
· informing workers about the code; and
· no disciplinary action to be taken against any worker who gives information relating to observation of the code;

· severe penalties for breach of the code; and

· interpretations of meaning of the code's provisions to be resolved by the Memorandum of Understanding on the Code of Labour Practice between FIPA and the ICFTU (International Confederation of Free Trade Unions)/ITGLWF (International Textile, Garment and Leather Workers' Federation)/FIET (International Federation of Commercial, Clerical, Professional and Technical Employees).