India: The strike proposed by United Forum of Bank Unions (UFBU), an umbrella body of nine union in the banking sector representing staff and officers would beginning at 6am on 30th May and will go on till 6am on 1 June 2018, demanding early revision of wages. The wage revision has been due since 1 November 2017. Previous talks on wage revision between UFBU and IBA held in Mumbai on 5 May 2018 had failed.
During the meeting on Monday, UFBU leaders conveyed their grievance that there is inordinate delay, an offer of 2% was not in good taste and the practice of wage negotiation for officers up to Scale VII, which has been the practice has to continue. The Chief Labour Commissioner (CLC) supported the issues and asked IBA to respond positively. The IBA representative said that they will consider revised offer but requested the UFBU to quantify the demand.
“UFBU stated that our Charter of Demands is clear. On Officers wage revision, IBA said six banks have given restricted mandate. IBA also talked about losses of the Banks. Quoting figures, UFBU leaders, however proved how operating profit of banks have doubled, staff expenses have reduced, and business have more than doubled. The CLC opined that bank officers and employees have to be paid for hard work and not based on profit. IBA, however, was not ready to come out with a new offer but assured to continue the negotiations. On officers’ scale, IBA was willing to discuss with banks but could not give any assurance. As there was no concrete proposal, UFBU which met immediately after announced that the strike will continue,” says DT Franco, General Secretary of All India Bank Officers’ Confederation (AIBOC) in a statement.
Islamabad: Workers Welfare Fund (WWF) has almost completed over 90 percent construction work on the Labour Complex, being built along Islamabad Expressway to provide accommodation to the registered industrial workers of the twin cities of Rawalpindi and Islamabad.
An official source told Labour News here on Tuesday at Ministry of Overseas Pakistanis and Human Resource Development , that the complex, being built on 1,476 kanals of land, is consisted of 500 houses and 1,008 flats.
He said the complex would be completed by end of December 2018 and handed over to the workers through the set criteria and policy of the department. He said around 65,000 workers of twin cities were already registered with Employees Old-Age Benefits Institution (EOBI) and these houses and flats would be handed over to them on merit.
WWF is an autonomous body working under administrative control of Ministry of Overseas Pakistanis and Human Resource Development and adding that this department is working for the welfare of industrial workers across the country.
He said the project would be completed at the cost of Rs 3,145 million and all basic needs would be available in this complex including shopping center, community center, schools, mosque and playgrounds.
CHINIOT: : Brick kiln workers held a demonstration in front of the press club on to demand provision of minimum wages and social security. Labour leader of All Pakistan Federation of United Trade Unions(APFUTU) who led the protest, said there were 72 brick kilns in the district which employed about 400 workers.
“The labour department has fixed the minimum wage at Rs1,110 per 1,000 bricks but the Chiniot kilns are paying only Rs850, out of which they deduct Rs20 more,” he lamented.
The kiln owners were directed to make social security cards of at least five workers in each kiln but last year, they made the cards of their relatives, instead of original workers. When pointed out by the workers organisations, the owners cancelled all 175 cards of the workers but did not provide credentials of more workers to social security department for new cards.
On the other hand, District Education Authority chief executive officer Liaqat Ali Nasir said the education department had enrolled about 1,100 children of brick kiln workers in schools while 1,074 Khidmat cards were also issued to them.
Jamshed Cheema, president of Kiln Owners Association, said bricks sale rate was too low and they were unable to pay the fixed wages. However, they had increased the wages from Rs750 to Rs850 per 1,000 bricks.
Deputy Commissioner Ayub Khan Baloch said he had taken notice over the low wages and directed all the kilns to ensure payment of fixed wages to their workers or face music. He also added that Labour department had been directed to ensure payment of the fixed wages to the workers and making of social security cards for them.
A revision to the labor contract law that took effect in 2013 was intended to stabilize the employment of irregular employees by requiring companies to convert workers on fixed-term contracts who have worked for the same employers for at least five years from when the law took effect into permanent employees if they so wish. In April five years will have passed since the law’s implementation and cases are being reported of workers with irregular statuses being denied renewal of their contracts before they become eligible to apply for conversion to permanent status.
Businesses should stop such practices, which clearly run counter to the purpose of the revision, and instead regard full implementation of the legislation as an opportunity to reassess their employment policy, including improving the conditions of irregular workers, which should in turn benefit the employers from the viewpoint of securing manpower amid the tightening labor market.
The number of people with an irregular job status, such as part-timers and temporary workers — who are easier to hire and fire than full-time regular company employees — have increased since the 1990s and today account for nearly 40 percent of the nation’s workforce. The number of workers on fixed-term contracts has reached some 15 million, of whom roughly 4.5 million are estimated to have worked with the same employers for more than five years — an indication that despite their temporary job status, many employers rely on them as an indispensable source of long-term manpower.
Once they have worked for the same employers for five years by renewing their contracts after the revised law took effect in April 2013, they can apply to the employers to switch their status to permanent contracts so they can work until mandatory retirement age, just like the companies’ regular full-time employees. If they do, the employers cannot turn down their request — although the revised law does not oblige the employers to raise their wages or put their conditions on par with those of regular full-time employees.
Companies that have used fixed-term workers as an “adjustment valve” in employment — who could be laid off when their business goes bad — are reportedly concerned that the new rule could add to their long-term manpower costs. Although the revision to the labor contract law was intended to increase job security for workers on irregular contracts, worries have been expressed that the rule might in fact destabilize their jobs if their employers deny them renewal of their contracts before the workers’ earn the right to seek a conversion to the permanent status. Complaints that have been filed with labor authorities as well as consultations made with labor unions in growing numbers in recent months indicate that such a concern has not been unwarranted.
Employers should realize that improving the conditions of irregular workers on their payroll will work to their own benefit — increased security for such workers should boost their morale and productivity. That should contribute to securing needed manpower amid the growing labor shortage, which is increasingly becoming a problem for Japanese firms. As the economy continues to grow and the ranks of people in the working-age population decline, the labor market is the tightest it has been since the 1970s, with the ratio of job openings to job seekers in December reaching 1.59 on a national average. Many companies are already beginning to convert irregular workers to regular employees and offer them better conditions in a bid to retain the manpower they need. Full implementation of the new rule under the revised labor contract law should encourage more firms to take such a step, not the other way around.
A survey taken last year by the Japanese Trade Union Confederation (Rengo) found that more than 80 percent of workers on fixed-term contracts polled were not aware of the specifics of the new rule. It should be made known to the workers that conversion to permanent contracts is not automatic, and they have to apply to their employers to obtain it. The government should step up efforts to inform the public of the new rule as its full-scale implementation draws near. In the same survey, 11 percent of the respondents said that since the revised law took effect, their employers have set an upper limit on the duration of their contract or the number of times the contract can be renewed — an apparent attempt to circumvent to the rule — and 6 percent said they had been denied renewal of their contract. Such practices run counter to the purpose of the revised law and should be stopped..
While representing the large majority of city dwellers and urban communities, city workers –formal or informal, young, women, or migrant – are often invisible and underpaid, working and living in precarious conditions. They build and operate our cities, bringing them to life, providing the essential services urban and local communities need. City workers need decent working conditions, adequate resources and staffing levels, and appropriate health and safety equipment, systems and training to perform their jobs correctly. Instead, the conditions of workers that build and maintain our cities leave much to be desired.
The violation of basic workers’ and trade unions’ rights, precarious employment, poverty wages, the lack of training and safety equipment, as well as the privatization of essential public services, austerity measures and tax avoidance dramatically undermine our cities’ inclusiveness and sustainability. Many operate under extremely difficult conditions: public emergency, building and construction, health and utility as well as migrant workers often lose their lives or get permanently impaired on the job because of such conditions.
It is crucial that urban communities’ stakeholders, mayors, local and central government officials and elected representatives, as well UN Habitat ensure that workers’ and trade union rights are not only non-negotiable human rights, but also preconditions to achieve the NUA’s transformative commitments and the SDGs. Workers and their trade unions are key institutional actors in shaping social, economic and urban policy on an equal footing with social partners local authorities and business, as per the ILO’s tripartite approach.
How are trade unions, workers, mayors and civil society allies implementing the NUA’s transformative commitments to making cities and local communities more equitable and inclusive?
What are the challenges of public emergency service workers in dealing with the consequences of climate change in cities?
How can decent housing be ensured for construction workers, who build cities and are yet often at the edge of urban centers?
What is the role of accessible universal, gender and youth responsive-public services in securing urban gender equality?
How can we design cities and urban institutions so migrant workers have a greater capacity to exercise their rights?
How can decent work be achieved in municipal waste management services and foster an inclusive urban circular economy?