Tripartism in Social Security: Representation & Inclusion in Selected ASEAN Countries

Transcription

1 Tripartism in Social Security: Representation & Inclusion in Selected ASEAN Countries Maragtas S.V. AMANTE Presented at the Asian Conference of Globalization and Labor Administration: Cross-Border Labor Mobility, Social Security and Regional Integration November 19-21, 2014, Manila, Philippines No written or electronic reproduction of this document without the author s permission

2 Outline of work in progress: Tripartism in industrial relations & social security ASEAN and regional economic integration ASEAN demographics Social security institutions in ASEAN Case of contingent employees & supertemps Filling the gaps

3 Tripartism in industrial relations & social security Process by which workers, employers and governments contribute to the settling of workplace standards and social protection (Simpson, 1994) Voluntary interaction and dialogue among representatives of the various parties is vital for social and economic stability and progress.

4 Social contract & rational expectations Hard work and good performance, including loyalty would be rewarded with job security, fair treatment, dignity and status. Loyalty with a firm comes with increasing tenure and property rights to a job. Society expects that pay, and income in general should rise together with increasing productivity and prosperity.

5 Industrial relations and the socio-economic system: Convergence theory Social system Economic system IR: system of work rules Power or Political System

6 IR and the socio-economic system: greater convergence Social system Economic system IR: system of work rules Power or Political System

7 IR and the socio-economic system: ideal, complete convergence Social system as a whole Socio-economic & political system IR: system IR as of work subsystem rules

8 Industrial relations (IR) concern the processes and results of the employment relationship at the level of: the workplace, the industry and society as a whole.

9 Figure 1: Industrial relations and the employment relationship State (govt. agencies) Enterprise (employers: managers officers.) Labor demand Industrial relations (labor relations: union & mgt relations, collective bargaining) Employment relations Employer-employee contracts Workplace rules/regulations Workhours, compensation Working conditions, etc. Union Worker Labor supply

10 Figure 2. Industrial relations and the social system Economic context Economic structure Income distribution Labour force; prices Taxes, capital flows; trade Political context Political leaders Governance; laws Political system Technology Industrial relations: Work rules and processes Collective bargaining Labor laws, rules Disputes settlement Employment & social protection Socio-cultural context Environmental context Social values Globalization Cultural norms Economic integration Education Geography History

11 Sources of ideas in industrial relations: Descriptions of conditions of work Reports on industrial conflict involving workers & employers. United Kingdom in 1890s: Sidney & Beatrice Webb Industrial democracy. First used the term collective bargaining in Context: industrial labor unrest. Geopolitical context: Revolutionary movements in Europe. Socialist movements in many countries. In the US: New Deal as a response to socialist movements. Great Depression in the 1930s. World War I ( ), World War II ( ) Soviet Union (1917), PRoChina (1949), Vietnam (1975), etc.

12 ASEAN GDP growth: 5.1% in 2013 ASEAN GDP increased from US$2.3 trillion in 2012 to US$2.4 trillion in 2013 ASEAN per capita GDP reaching US$3,837 in 2013 from US$3,761 in Highest per capita GDP: Singapore US$ 55,183 Brunei Darussalam: US$ 39,677 Indonesia was the biggest economy in ASEAN, with US$863 billion, followed by Thailand at US$388 billion and Malaysia with US$312 billion. Source:

13 ASEAN basic indicators (2013) Source: Country Total land area Total population 1/ Annual population grow th 1/ Gross domestic product per capita at current prices km 2 thousand percent US$ 2/ US$ PPP 3/ Brunei Darussalam 5, , ,016.9 Cambodia 181,035 14, , ,652.6 Indonesia 1,860, , , ,132.5 Lao PDR 236,800 6, , ,127.2 Malaysia 330,290 29, , ,540.5 Myanmar 676,577 61, ,834.7 Philippines 300,000 99, , ,545.9 Singapore 715 5, , ,063.5 Thailand 513,120 68, , ,872.7 Viet Nam 330,951 89, , ,026.1 ASEAN 4,435, , , ,135.7

14 ASEAN basic indicators (2013) Source: Country Grow th rate of gross domestic product at co nstant prices Inflation rate (year-on-year growth of CPI at end o f perio d ) Unemploymen t rate 2 / percent percent percent Brunei Darussalam Cambodia Indonesia Lao PDR Malaysia Myanmar Philippines Singapore Thailand Viet Nam

15 Income distribution in selected ASEAN countries

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21 Philippines: demographic dividend of a relatively young, skilled workforce!

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23 MAJOR OCCUPATION GROUP AND NATURE OF EMPLOYMENT Percent ALL OCCUPATIONS 29,927 31,877 33,454 Permanent Job/Business/Unpaid Family Work 24,187 25,463 25, % Short-term/Seasonal Job/Business/unpaid family work 4,895 5,651 6, % Worked for different employers on day to day or week to week basis , %

24 Diversity in ASEAN s 10 member countries Republics with parliaments & judiciary Indonesia, Malaysia, Philippines, Singapore, Thailand Royal Kingdoms with constitutional monarchy: Thailand, Cambodia Brunei Darussalam: Malay Muslim monarchy Lao PDR: a people s republic Vietnam: socialist republic Myanmar: military regime

25 Some strengths & weaknesses of ASEAN social dialogue on IR Strengths Better than nothing. CLMV: only chance that employers, workers & government could talk on urgent issues. Achieved common understanding of status of IR, labor in ASEAN. Sharing of best practices, experience. Weaknesses Lack of continuity. Discussions are too general agenda depends on the organizers / donors. Follow up activities needed. Participants need more preparation for productive results. Meetings are junkets.

26 Both the ASEAN Charter of 2009 and the ASEAN Roadmap do not explicitly mention social dialogue, but there is recognition of a people oriented ASEAN, in which all sectors of society are encouraged to participate, and benefit from the process of regional integration.

27 How about social security for contingent workers? Casual, probationary, project, pakyaw, job-order, seasonal workers. Consultants provide expertise not currently available to the organization and not needed on a permanent and continuing basis. Contract workers often hired on a project basis. After the project is complete, the organization has no further obligation to the individual. Outsourcing process of contracting for services or products with external vendors rather than producing them internally. Offshoring hiring workers in foreign countries to perform tasks previously done in the United States. Oftentimes, substantial cost savings can be realized because of the lower compensation rates in those countries. Leasing typically involves a contract with a professional employer organization (PEO).

28 Part-time workers -- flexibility is maximized and the organization avoids liability for taxes and benefits. Part-time workers can be employees of the organization arrangement might be somewhat permanent in nature and of limited flexibility, organizations often provide no or a limited range of benefits, resulting in cost savings. Temporary workers Traditional temporary workers are obtained from employment agencies that specialize in providing these types of workers. However, the employer can also hire temporary workers internally.

29 ASEAN Roadmap on HRD & decent work (Items A2 & A3 p70) A.2 Human resource development (HRD) A.3. Promotion of decent work 13. Strategic Objective: Incorporating decent work principles in ASEAN work culture, safety and health at work place and ensuring that the promotion of entrepreneurship becomes an integral part of ASEAN s employment policy to achieve a forward-looking employment strategy. Actions: i. Enhance capacity of governments to monitor labor markets and human resource indicators, and design social impact policies; ii. Establish national skills frameworks as an incremental approach towards an ASEAN skills recognition framework; iii. Endeavour to build an ASEAN network of experts in industrial relations to assist in promoting sound industrial relations, industrial harmony, higher productivity and decent work by 2010; and iv. Implement the Plan of Action on National Occupational Safety and Health Frameworks for ASEAN as affirmed by the ASEAN-OSHNET.

30 ASEAN Roadmap on HRD & decent work (Items A2 & A3 p70) Mention of industrial relations and decent work implies fundamental rights at work, as commonly understood. Question: how will social dialogue pave this road to decent work in ASEAN? How to put muscle and teeth to the statement? Recommendation: sectoral & industry dialogues with employers and government need to flesh out details, provide muscle and teeth.

31 ASEAN Framework Agreement on Services (AFAS) : Goals Improve the efficiency and competitiveness, diversity, production capacity, and supply and distribution of services of their services suppliers within and outside ASEAN; Eliminate substantially restrictions to trade in services amongst ASEAN Member States; and to Liberalise trade in services by expanding the depth and scope of liberalisation beyond those undertaken by ASEAN Member States under the General Agreement on Trade in Services (GATS) with the aim to realising a free trade area in services;

32 How about social security for contingent workers, talents & managers: key challenges Temps, casuals, part-timers, project workers, skills coop members, sub-contractors... Management consultants Just-in-time executives Many organizations have gained almost an unparalleled access to employee talent while keeping compensation & benefits at the barest minimum.

33 ASEAN = a region of peace, freedom and prosperity (1967). A stable, prosperous and highly competitive region with equitable economic development, and reduced poverty, and economic disparities, ASEAN Summit, Kuala Lumpur, ASEAN Community that is cohesive, economically integrated and socially responsible Asean Charter 2009

34 Conclusions ASEAN member countries are enmeshed in a noodle web of bilateral and multilateral free trade agreements with East Asia countries (Japan, China, and Korea), India, Europe, the United States, Australia, and other countries. Some of the FTAs deal with labor exchange.

35 Conclusions There are winners and losers in terms of net job gains, and unemployment. Workers can lose their jobs, either to imports or because factories move to cheaplabor countries. Theory: lost jobs and lower wages in losing industries in losing countries are more than offset when countries specialize in their production, leading to more robust exports and lower prices on imported goods.

36 Credibility of the ASEAN Charter is at stake!... people oriented ASEAN, in which all sectors of society are encouraged to participate, and benefit from the process of regional integration with decent work including social protection.

37 Maraming salamat po. Cám Ön anh/chî rãt nhišu. Kop khun khrap. Sourm-or-kun. Terima kasi. Khop chai lai lai deu. Chei-zu tin-bar-te. Thank you very much.