Essay on international labour organization
Answers
It stands for the International Labour Organization It came into existence on April 11, 1919 and was associated with the League of Nations. Now it is working in co-operation with U.N.O. as its specialized agency. All members of the U.N.O. automatically become the members of the I.L.O. Besides, the I.L.O. can admit certain nations of its own accord. It has its own Charter, which was renewed and modified in 1954.
Organization:
It consists of three main organs :
1. The International Labour Conference:
It consists of the representatives of all the member states of U.N.O. Every member state sends four delegates to attend the conference.
Two delegates represent the government and the other two represent the employers and the workers. The Conference discusses various labour problems of the world and takes certain decisions. These decisions are known as conventions- The government of the member states may or may not ratify such conventions.
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The Conference meets at least once a year. The Conference frames the policy of the Organization in the form of conventions.
The ILO was created in 1919 to promote social progress and to surmount social and economic conflicts of interests with the help of dialogue and cooperation. In contrast to the revolutionary movements of that time, it brought together governments, employers and workers at an international level to search for common rules, policies and behaviours from which all could benefit. The ILO was built on the belief that peace and justice go hand in hand. Not in the sense that war is always the result of injustice, but rather that social justice is an essential foundation for peace (Servais, 2005). Three organs administer and carry out its work: the annual International Labour Conference of the entire membership; the Governing Body, elected by the Conference, which meets thrice a year; and the Office, managed by the Director-General, who is elected by the Governing Body. The ILO’s first constitution was prepared by the Commission on International Labour Legislation of the Peace Conference in 1919 and created part of the treaty of Versailles. This was the very first effort to create universal organizations to deal with the social and economic problems faced by the world in the early 20th century. The Constitution laid the foundation for the Organization, spelled out its aims and purposes as well as its detailed design and also identified certain “methods and principles for regulating labour conditions which all industrial communities should endeavour to apply, so far as their special circumstances will permit" which are of “special and urgent importance". This vision of the constitution was taken a step further in a powerful declaration which was approved by the Organization at a conference help in Philadelphia in 1944 and was incorporated in its constitution. Today, by and large, the goal is devised as “decent work", a notion which creates rights at work, employment and social protection into an overall vision, pursued through social dialogue, and which pays particular attention to the common reinforcement of action in different fields. The decent work goal is rooted in the most recent ILO Declaration, on Social Justice for Fair Globalization. In 1946, It became a Specialized Agency of the United Nations and was awarded a Nobel Peace Prize and in 1969 (Servais, 2005). The ILO differs from other intergovernmental organizations in two ways, the first is Tripartism, i.e, the participation of employers representatives, the employee representatives and government delegates. The second is the particular ways in which international labour standards are adopted, ratified and supervised. Tripartism is based on the article 3 of the ILO constitution which states that “The ... General Conference ... shall be composed of four representatives of each of the Members, of whom two shall be Government delegates and the two others shall be delegates representing respectively the employers and the workpeople of each of the Members." (Servais, 2005).
International labour standards are legal mechanisms drawn up by the ILO’s constituents (governments, employers and workers) framing fundamental principles and rights at work. They are either conventions, which are lawfully obligatory international treaties that can either be ratified by the member states, or recommendations, that provide a non-binding guideline. In many cases, a convention lays down the basic ideology to be put into operation by ratifying countries, while an associated recommendation supplements the convention by giving more comprehensive course of action on how it could be applied. Recommendations can also be independent, that is, not related to any convention. Conventions and recommendations are crafted by the representatives of governments, employers and workers and are taken up at the ILO’s annual International Labour Conference. Once a standard is adopted, it is compulsory for the member state under the ILO Constitution to submit them to their expert authority (normally the parliament) for consideration. In the case of conventions, this means consideration for ratification. If it is ratified, a convention is normally applied after one year of the date of ratification in that country. Ratifying countries bound themselves to applying the convention in their national law and practice and to reporting on its application at regular intervals. If the country violates the convention they have ratified, representation and complaint procedures can be initiated (ILO, 2009).