U FAIR

&UNFAIR
LABOUR
PRACTICES
TOPICS……
CHILD LABOUR
HARRASMENT
PRIVACY
SWEAT SHOP
EMPLOYEE RIGHTS
 CHILD
LABOUR
CHILD LABOUR
Child labour refers to the employment of at regular
and sustained labour
 Factory work, mining,prostitution, quarrying,
agriculture, helping in the parents' business, having
one's own small business (for example selling food), or
doing odd jobs
Child labour is still widely used today in many countries,
including India and Bangladesh. CACL(campaign
against child labour) estimated that there are
between 70 and 80 million child labourers in
India.
RECENT CHILD LABOUR ISSUES
BBC's Panorama (TV series) programme.
On November 21, 2005, an Indian NGO activist Junned
Khan, with the help of the Labour Department and
NGO Pratham mounted the country's biggest ever raid
for child labour rescue in the Eastern part of New
Delhi, the capital of India
In 1997, research indicated that the number of child
labourers in the silk-weaving industry in the district of
Kanchipuram in India exceeded 40,000. This included
children who were bonded labourers to loom owners.
Rural Institute for Development Education undertook
many activities to improve the situation of child
labourers. Working collaboratively, RIDE brought
down the number of child labourers to less than 4,000
by 2007
IPEC – 1992
Child labour in India
Sectors involved in child labour
Beedi manufacture
Fireworks manufacture
Silk manufacture
Domestic labour
Construction
Brick kilns
SEXUAL HARRASMENT AT
WORKPLACE
SEXUAL HARASSMENT
Sexual harassment is intimidation, bullyingor coercionof a sexual
nature, or the unwelcome or inappropriate promise of rewards in
exchange for sexual favors
Harassment situations
The harasser can be anyone, such as a client, a co-worker, a teacher
or professor, a student, a friend, or a stranger.
The victim does not have to be the person directly harassed but can
be anyone who finds the behavior offensive and is affected by it.
While adverse effects on the victim are common, this does not have
to be the case for the behavior to be unlawful.
The victim can be any gender. The harasser can be any gender.
The harasser does not have to be of the opposite sex
Effects of sexual harassment on organizations

Decreased productivity and increased team conflict

Decrease in success at meeting financial goals (because of
team conflict)
Decreased job satisfaction
Loss of staff and expertise from resignations to avoid
harassment or resignations/firings of alleged harassers; loss
of students who leave school to avoid harassment
Decreased productivity and/or increased absenteeism by
staff or students experiencing harassment
Increased health care costs and sick pay costs because of the
health consequences of harassment
EMPLOYEE RIGHTS

 Employee rights are any rights which refer to the status of

being an employee.  These rights may be moral or legal
Employees are entitled to:

* be paid the right wage for the job they do;

* protection from unfair dismissal;
* sick leave, annual leave, public holidays, family leave and
long service leave;
* have an unfair contract of employment which is not covered
by an industrial award or a contract for services, amended or
invalidated; and
* freedom to belong to or not belong to a union.
WORKPLACE PRIVACY
The issue of workplace privacy have been controversial
over the past years with more technologies available to
monitor the privacy of the employees such as
telephones, voice mails, video cameras and internet.
Information technology
Internet
Why is a good working environment good for
business?
Accidents at work and occupational injuries represent
a considerable economic burden for individuals,
employers and to society as a whole
What benefits can good working condition bring?
Healthy workers are more productive and can produce at a
higher quality;
Fewer work-related accidents and diseases lead to less absence.
In turn, this results in lower costs and less disruption of the
production processes;
Equipment and a working environment that are optimised to the
needs of the working process and that are well-maintained lead
to higher productivity, better quality and less health and
safety risks;
Reduction of injuries and illnesses means less damages and
lower risks for liabilities.
Definition
Wrongful dismissal, also called wrongful
termination or wrongful discharge, is an idiom and
legal phrase, describing a situation in which an
employee's contract of employment has been
terminated by the employer in circumstances where
the termination breaches one or more terms of the
contract of employment, or a statute provision in
employment law
Being terminated for any of the items listed
below may constitute wrongful termination
Discrimination:.
Retaliation:.
Employee's Refusal to Commit an Illegal Act:.
Employer Not Following Own Termination
Procedures:
Unjust dismissal
A female employee of a McDonald’s restaurant in the
Dutch town of Lemmer was fired with immediate
effect in March 2009 because she added a cheese slice
to a colleague’s hamburger.

regular price of a hamburger in the Netherlands is 1.75

euro (2.47 USD) while a cheeseburger costs 1.95 euro
(2.75 USD).
did not know if her colleague paid for a hamburger or
cheeseburger
“Do not give away products to friends, family and/or
colleagues. This also applies to products which will be
thrown away,”
McDonald’s did not give the employee a chance to
explain her actions.
McDonald’s has been ordered to pay for all the legal
costs
SWEAT SHOP
SWEAT SHOP
Sweatshop (also known as "sweat factory") is a working
environment with unhealthy conditions that are considered by
many people of industrialized nations to be difficult or dangerous,
usually where the workers have few opportunities to address their
situation
Which products are made in sweatshops?
Shoes
Clothing
Rugs
Toys
Chocolate
Coffee
 THE JOURNEY
BEGINS HERE

In 1958, Phil Knight a keen athlete and his coach

Bill Bowerman realized the need for a good
American running shoe.

In 1964, Knight and Bowerman decided to form

their own athletic shoe company.
They called it the Blue Ribbon Sports (BRS)
Company.

In 1971, the duo developed a distinctive

trademark and a new brand name.
 NIKE – AN OVERVIEW

 NIKE, Inc., a consumer products company, engages in

the design, development, and marketing of footwear,
apparel, equipment, and accessory products worldwide.

 The company was founded in 1964 and is

headquartered in Beaverton, Oregon

 It also sells a line of performance equipment under the

NIKE brand name, including bags, socks, sport balls,
eyewear, timepieces etc.
CHILD LABOR IN PAKISTAN
 Nike has been accused of using child labor in the
production of its soccer balls in Pakistan.

 While Pakistan has laws against

child labor and slavery.

 The government has taken very little action to combat

it.
Child labor is spread all over Pakistan.

The greatest impact in the north-west of Punjab province, that is

Sialkot.

Childlabor exists in Sialkot both in the export

sector and the domestic sector.
NIKE - A GOOD CHESS PLAYER

 Nike's entrance in to the Pakistani markets was the part

of its long term strategic planning.

 Nike’s does not launch its production directly in to the

developing country, but instead it subcontracts it to them
by selecting a local firm.

 BothNike and the local production company aims to

minimize cost and earn the highest amounts of profit
HOW IT ALL STARTED - CONSUMER AWARENESS 1996
VIETNAM CASE - 17 October 1996
BREACH OF CODE OF CONDUCT

 CBS News ran a 48 hour program covering the

inhumane treatment of workers by their supervisors.
 On March 14, 1997, Reuters reported that 56
women were forced to run around one Nike factory.
 As a result of these reports, a group of Vietnamese
Americans contacted labor groups and journalists in
Vietnam. A group called Vietnam Labor Watch
(VLW) was organized.
 By late 1997, VLW came out with a report that
accused Nike of violating numerous labor laws.
ACCORDING TO THE VIETNAM
LABOR WATCH (VLW)

 Nike did not pay the minimum wages

 Did not provide proper working conditions

 Did not take adequate health and safety

measures.

 Nike turned a blind eye to child labor and

sexual harassment in its factories.
 NIKE'S REACTION

 Nike constantly denied that it used unfair

labor practices.

 The
company sent representatives to college
campuses in the US.

 But this attempt was to convince students that

Nike's treatment of foreign labor was fair.
Consumers -- "Just don't do it."

 Maltreatment of employees and sweatshop

conditions in Nike's Asian factories.

 In many Asian countries, Nike violated local

labor laws.

 NIKE "NOT JUST DO IT BUT DO IT

RIGHT."
CODE OF CONDUCT

 Non discrimination:-

will seek Business partners that do not

discriminate in hiring and employment
practices.
FORCED LABOUR

 Reebok will not purchase materials that were

produced by forced prison or other
compulsory labor and will terminate business
relationships with any sources found to utilize
such labor.
FAIR WAGES

 Reebok will seek business partners who share

their commitment to the betterment of wage
and benefit levels that address the basic needs
of workers and their families so far as possible
and appropriate in light of national practices
and conditions
CHILD LABOUR

 Reebok will not work with business

partners that use child labor.
FREEDOM OF ASSOCIATION

 Reebok will seek business partners that share

its commitment to the right of employees to
establish and join organization of their own
choosing.
 Reebok recognizes and respects the right of all
employees to organize and
bargain collectively.
WORK ENVIRONMENT

 Reebok will seek business partners that strive

to assure employees a safe and healthy
workplace and that do not expose workers to
hazardous conditions.
Application of Standards

 Reebok will apply the Reebok Human Rights

Production Standards in selection of business
partners

 Reebok will seek compliance with these

standards by their contractors, subcontractors,
suppliers and other business partners.
EMPLOYEE HEALTH & SAFETY
EMPLOYEE HEALTH AND SAFETY

 OSHA passed by congress in 1970-to ensure

so far as possible every working man and
woman in the nation safe and healthful
working conditions and to preserve our
human resources.
 What causes accidents?
 Unsafe conditions and unsafe acts
HOW TO REDUCE…….
 UNSAFE CONDITIONS

 Emphasise top management commitment

 Emphasise safety
 Establish a safety policy
 UNSAFE ACTS
 Through selection
 Provide safety training
 Use posters and propaganda
 Use positive reinforcement
 Conduct safety and health inspections regularly
 Mental Well Being
 Healthy people
 Healthy Working Environment
 HIV/AIDS Initiative
 Workplace Safety
 Ergonomics
 CEO Cancer Gold Standard™


Employees Create Value and are the Best Asset for
an Organization
Employee centric

 A range of initiatives to encourage, motivate and

engage its people has made Tata an employer of
choice
 Strong HR model
 Team building
 Reflections-feedback system
 Performance management
 Reward
 Geographic benefits
 Town halls-MD ONLINE,LUNCH WITH MD
EMPLOYEE WELFARE

Labor welfare has the following objectives:

 To provide better life and health to the
workers
 To make the workers happy and satisfied
 To relieve workers from industrial fatigue and
to improve intellectual, cultural and material
conditions of living of the workers.
MAIN PURPOSE…

The purpose of labor welfare is to bring about the development of the

whole personality of the workers to make a better workforce.
 Emplyee welfare schemes

 statutory non statutory

 STATUTORY WELFARE SCHEMES

Drinking Water
 Facilities for sitting
 First aid appliances
 Lighting
 Non statutory

 Employee Assistance Programs

 Maternity & Adoption Leave
HOW TO REGULATE…….
ACTS…….

 FACTORIES ACT 1948

 THE WORKMEN’S COMPENSATION ACT
1923
 THE MATERNITY BENEFIT ACT 1961
 THE PAYMENT OF WAGES ACT 1936
 THE MINIMUM WAGES ACT 1948
 THE INDUSTRIAL DISPUTES ACT
 THE PAYMENT OF BONUS ACT 1966