ASEAN Guidelines for Corporate Social Responsibility on Labour

Transcription

1 ASEAN Guidelines for Corporate Social Responsibility on Labour By Ms. Benjamas Jattanond Expert on Labour Standards Bureau of Labour Standards Development Department of Labour Protection and Welfare Ministry of Labour 1

2 Topics Presentation 1. Background of ASEAN Guidelines for CSR on Labour. 2. The Guidelines Areas. 3. What Thailand will do with the Guidelines. 2

3 Background of ASEAN Guidelines for CSR on Labour 2010 ALMM in Hanoi, Vietnam Recommended actions of ASEAN Labour Ministers Work Programme for Developing an Agenda for Promoting labour related CSR issues in the region 2013 The Department of Labour Protection and Welfare (DLPW), under the Ministry of Labour, proposed Thailand Labour Standards as a project on Moving forward with an ASEAN Labour Standards to Support an ASEAN Community to the 6 th ASEAN SLOM-WG in Indonesia which was according to the recommended action in DLPW started another project on Strengthening Labour Standards Systems towards ASEAN Community in parallel to the steps proposed to the SLOM-WG in Thailand. The project got the draft of the ASEAN Labour Standards as a result DLPW held an AMS Tripartite Meeting in Bangkok to consider the draft of the Labour Standards and the meeting approved the ASEAN Guidelines for CSR on Labour as the final solution The Guidelines was proposed to ASEAN SLOM and ALMM and was adopted in May

4 Definition of ASEAN Guidelines for CSR on Labour ILO Governing Body (2006) CSR Voluntary Enterprise-driven initiative Activities exceed compliance with the law Enterprises consider impact on society and affirm their principles and values in their own internal methods and processes and their interaction with other actors. 4

5 Purposes of ASEAN Guidelines for CSR on Labour Raising awareness of CSR among enterprises in AMS. Encoraging enterprises continuously and proactively to incorporate CSR in their business practices. Promoting compliance of core labour standards set forth in the national labour laws, ILO Conventions, other relevant instruments. Promoting Social Dialogue among governments, employer and worker organisation and strengthening industrial relation. 5

6 Principles of ASEAN Guidelines for CSR on Labour 6

7 Application of ASEAN Guidelines for CSR on Labour Apply to Enterprises Private or public organisation 7

8 The Guidelines Area 1. Forced Labour and Child Labour 2. Employment and Employment Relationship 3. Human Resources Developing and Training 4. Conditions of Work and Life 5. Industrial Relations 6. Migrant Workers 7. Sustainable Development 8

9 The Guidelines Area Forced labour and child labour Enterprises should not engage in, benefit from, or support the use of forced labour in any form, including labour trafficking. Enterprises should respect the minimum age for admission to employment in order to support abolition of child labour. Enterprises should not employ or support the employment of children under minimum age. They should be vigilant also in reference to young workers especially in the type of work that jeopardizes the health, safety or morals of children. 9

10 The Guidelines Area Employment and employment relationship Enterprises should pursue policies designed to promote equality of opportunity and treatment in employment, and should not discriminate workers based on race, national extraction, social origin, religion, language, age, gender, sexual orientation, political opinion, membership of workers'organisations, or due to disability, pregnancy, marital status, parenthood, or HIV status. Enterprises should not benefit from unfair, exploitative or abusive labour practices of their partners, suppliers, or sub-contractors. 10

11 The Guidelines Area Human Resources Development and Training Enterprises should pursue human resources development policies and programmes that provide relevant trainings and life-long learning opportunities for all levels of their employees to develop their skills and promote career opportunities. Enterprises should promote hiring workers from the vulnerable sector. 11

12 The Guidelines Area Conditions of Work and Life Enterprises should provide the best possible wages benefits, conditions of work, and sustainable social security for workers, as prescribed by law or beyond Enterprises should provide the highest standards of safety and health for their workers, and prevent hazards and reduce risk factors at work as prescribed by law or beyond. 12

13 The Guidelines Area Industrial Relations Enterprises should promote sound industrial relations trough effective social dialogue, tripartite partnerships, and bipartite cooperation in the workplace. Enterprises should respect workers'rights to freedom of association, and the independence of workers' organisations in selecting representatives and collective bargaining. Enterprises should respect the effective recognition of the right to collective bargaining and respect agreements obtained through collective bargaining, and shall not alter employment conditions without agreement from workers' representatives 13

14 The Guidelines Area Migrant Workers Enterprises should treat migrant workers with respect and dignity and without discrimination, exploitation, abuse, or violence. Enterprises should protect and promote the fundamental human rights of migrant workers including employment protection, payment of wages, social security, OSH, access to decent working and living conditions, and access to information and training. 14

15 The Guidelines Area Sustainable Development Enterprises should adopt environmentally sustainable systems and practices including efficient management of resources, sustainable production, and environmentally-sound management of wastes, collaboration with local communities and governments in order to prevent or minimize their adverse impacts on human health and the environment and to support social progress. Enterprises should contribute to the fulfillment of relevant Sustainable Development Goals. 15

16 Guidance in Implementing the Guidelines At national level, tripartism provides the framework to address this matter through social dialogue At enterprise level, commitments must be made and priority or action plan should be arrived at through social dialogue and stakeholder engagement. Enterprises should plan their CSR initiative, report regularly on progress, and continue the process of improvement through social dialogue and stakeholder engagement. Enterprises are encouraged to be part of CSR networks to further promote and embed CSR. They should promote continuity of CSR initiative. Implementing CSR for labour supports the fulfillment of international labour standards and human rights. 16

17 What Thailand will do with the Guidelines At national level, government, employer s representative, workers representative, stakeholders developed the standards called Thai Labour Standards or TLS in 2003, and has been revised in This standards incorporate the concept of CSR and the government have encouraged the enterprises to adopt the standards and be certified. After certification has been given, enterprises should pursue all the requirements of the Standards during period required. Government provides monitoring for continuity of TLS practices of the businesses. Next year, government will revised the Standards through social dialogue by taking this guidelines into consideration. 17

18 Requirements of Thai Labour Standards

19 END 19