Monday, April 14, 2014

Aduan kepada ILO - satu cara 'namakan dan malukan' untuk mencapai keadilan untuk pekerja/Kesatuan Sekerja?

Apa itu ILO? Bagaimana kita boleh mengunakannya untuk mendapatkan keadilan bagi pekerja dan kesatuan sekerja di Malaysia? Adakah ianya berkesan?
 
ILO(International Labour Organisation) adalah satu 'specialised agency' di bawah Economic and Social Council United Nations(UN)[Pertubuhan Bangsa-bangsa bersatu)
 
ILO adalah sebuah badan tripartite, di mana setiap negara ada perwakilan kerajaan, perwakilan pekerja(MTUC) dan perwakilan majikan(Malaysian Employers Federation - MEF).
 
ILO, saperti juga UN, ada mempunyai Convention(Konvensyen) yang menyatakan pendirian mengenai aspek pekerjaan - hak & kewajipan. Apabila Malaysia atau sesuatu kerajaan meratifikasi (atau tandatangan) sesuatu Convention, ia menyatakan bahawa ia akan berlaku menunaikan semua obligasi dan perlaksanaan semua hak yang terkandung dalam Convention tersebut.
 
Sebagai contoh, kita lihat Convention 98[C098], yang merupakan satu convention yang telah ditandatangani(diterima pakai) oleh Malaysia pada 5 Jun 1961 yang mula berkuatkuasa pada 5/6/1962
 
Malangnya di Malaysia tidak ada Akta, yang secara terus memberi kesan undang-undang kepada Convention yang ditandatangani Malaysia - maka, untuk memberi kesan, Kerajaan Malaysia HARUS meminda semua Akta yang bercanggah dengan C098, sebagi contoh.... atau membuat Akta baru.
 
Malangnya, bagi C098 pun, selepas lebih 50 tahun, masih lagi terdapat Akta atau undang-undang yang bercanggah dengan prinsip C098 - dan MTUC telah menimbulkan perkara ini dalam satu dalam tuntutan mereka sebelum GE 13[PRU 13] ... malangnya MTUC gagal memaklumkan apa sebenar peruntukkan undang-undang sedia ada yang bercanggah dengan C098, atau apa lagi dalam C098 yang belum lagi dijadikan undang-undang yang harus dipatuhi semua majikan...
 
Sekarang, MTUC boleh membuat aduan kepada ILO mengenai isu terkandung dalam mana-mana Convention yang Malaysia telah menandatangani...sebagai contoh, aduan boleh dibuat mengenai kewujudan undang-undang yang bercanggah dengan C098... [Hak membuat aduan adalah terhad kepada MTUC atau MEF atau kerajaan...aduan boleh juga dibuat mengenai kes khusus...saperti kes RENESAS, NUFAM, G18 dan DRB HICOM, dan sebagainya tetapi adakah MTUC membuat aduan....atau mereka malas...atau gagal berbuat demikian - kita akan melihat kemudian apakah aduan yang telah dibuat ....masa lain.
 
Bila aduan dibuat, kerajaan dan/atau pihak MEF ada hak untuk memberikan jawapan dan hujahan, di mana selepas itu ILO akan membuat keputusan .... dan Malaysia diharapkan menurut.... kalau Malaysia tak dengar atau tak mahu buat apa-apa, pihak ILO tidak boleh buat apa-apa  - kadang-kadang di dalam setengah isu, ILO membuat keputusan merujuk kes kepada International Court of Justice(ICJ), di mana jika ini berlaku dan ICJ membuat keputusan, kerajaan saperti Malaysia terpaksa ikut... 
 
MTUC boleh membuat aduan di ILO - dan kita akan lihat sama ada mereka ada membuat aduan...atau pergi sahaja untuk lawatan 'oversea' untuk mesyuarat ILO tetapi hanya untuk duduk diam...tak kempen apa-apa... (ILO  ada rekod, minit mesyuarat, dll - pi lihat untuk mengetahui samada MTUC mengunakan peluang demi pekerja atau tidak? lihat juga apa jawapan kerajaan Malaysia kepada isu yang ditimbul....)

Taktik yang digunakan di ILO boleh dikatakan adalah 'NAME AND SHAME' - namakan dan malukan majikan atau kerajaan Malaysia di kalangan komuniti antarabangsa bahawa ini akan mengerakkan majikan dan/atau kerajaan Malaysia untuk melakukan sesuatu untuk memastikan keadilan dan memastikan hak pekerja/kesatuan dihormati...

Taktik sama digunakan semasa kita BERPIKET - iaitu menamakan yang mencabul hak atau berlaku tidak adil dan menjelaskan apakah isu berkenaan = dengan harapan mendapat sokongan ramai menekan majikan bertindak memastikan hak dihormati dan keadilan dicapai.

Mengadu kepada ILO adalah satu daripada banyak taktik/cara yang boleh digunakan .... maka, yang pandai akan mengunakan semua jenis taktik serentak(atau lebih kurang pada masa yang sama atau...) ....
 
Ya,ada banyak jenis taktik atau cara untuk berjuang membehentikan pencabulan hak dan memastikan ketidakadilan dicapai.... TETAPI MANGSA KETIDAKADILAN MESTI MAHU BERJUANG UNTUK KEADILAN, jika tidak, sukar untuk orang lain bantu berjuang....bantu kempen untuk keadilan...
   
Apakah dia C098?...

C098 - Right to Organise and Collective Bargaining Convention, 1949 (No. 98)

Convention concerning the Application of the Principles of the Right to Organise and to Bargain Collectively (Entry into force: 18 Jul 1951)Adoption: Geneva, 32nd ILC session (01 Jul 1949) - Status: Up-to-date instrument (Fundamental Convention). 

Preamble 

The General Conference of the International Labour Organisation,

Having been convened at Geneva by the Governing Body of the International Labour Office, and having met in its Thirty-second Session on 8 June 1949, and

Having decided upon the adoption of certain proposals concerning the application of the principles of the right to organise and to bargain collectively, which is the fourth item on the agenda of the session, and

Having determined that these proposals shall take the form of an international Convention,

adopts this first day of July of the year one thousand nine hundred and forty-nine the following Convention, which may be cited as the Right to Organise and Collective Bargaining Convention, 1949:

Article 1
  1. Workers shall enjoy adequate protection against acts of anti-union discrimination in respect of their employment.
  2. Such protection shall apply more particularly in respect of acts calculated to--
    • (a) make the employment of a worker subject to the condition that he shall not join a union or shall relinquish trade union membership;
    • (b) cause the dismissal of or otherwise prejudice a worker by reason of union membership or because of participation in union activities outside working hours or, with the consent of the employer, within working hours.
Article 2
  1. Workers' and employers' organisations shall enjoy adequate protection against any acts of interference by each other or each other's agents or members in their establishment, functioning or administration.
  2. In particular, acts which are designed to promote the establishment of workers' organisations under the domination of employers or employers' organisations, or to support workers' organisations by financial or other means, with the object of placing such organisations under the control of employers or employers' organisations, shall be deemed to constitute acts of interference within the meaning of this Article.
Article 3
Machinery appropriate to national conditions shall be established, where necessary, for the purpose of ensuring respect for the right to organise as defined in the preceding Articles.

Article 4
Measures appropriate to national conditions shall be taken, where necessary, to encourage and promote the full development and utilisation of machinery for voluntary negotiation between employers or employers' organisations and workers' organisations, with a view to the regulation of terms and conditions of employment by means of collective agreements.

Article 5
  1. The extent to which the guarantees provided for in this Convention shall apply to the armed forces and the police shall be determined by national laws or regulations.
  2. In accordance with the principle set forth in paragraph 8 of Article 19 of the Constitution of the International Labour Organisation the ratification of this Convention by any Member shall not be deemed to affect any existing law, award, custom or agreement in virtue of which members of the armed forces or the police enjoy any right guaranteed by this Convention.
Article 6
This Convention does not deal with the position of public servants engaged in the administration of the State, nor shall it be construed as prejudicing their rights or status in any way.

Article 7
The formal ratifications of this Convention shall be communicated to the Director-General of the International Labour Office for registration.

Article 8
  1. This Convention shall be binding only upon those Members of the International Labour Organisation whose ratifications have been registered with the Director-General.
  2. It shall come into force twelve months after the date on which the ratifications of two Members have been registered with the Director-General.
  3. Thereafter, this Convention shall come into force for any Member twelve months after the date on which its ratification has been registered.
Article 9
  1. 1. Declarations communicated to the Director-General of the International Labour Office in accordance with paragraph 2 of Article 35 of the Constitution of the International Labour Organisation shall indicate -- 
    • (a) the territories in respect of which the Member concerned undertakes that the provisions of the Convention shall be applied without modification;
    • (b) the territories in respect of which it undertakes that the provisions of the Convention shall be applied subject to modifications, together with details of the said modifications;
    • (c) the territories in respect of which the Convention is inapplicable and in such cases the grounds on which it is inapplicable;
    • (d) the territories in respect of which it reserves its decision pending further consideration of the position.
    •  
  2. The undertakings referred to in subparagraphs (a) and (b) of paragraph 1 of this Article shall be deemed to be an integral part of the ratification and shall have the force of ratification.
  3. Any Member may at any time by a subsequent declaration cancel in whole or in part any reservation made in its original declaration in virtue of subparagraph (b), (c) or (d) of paragraph 1 of this Article.
  4. Any Member may, at any time at which the Convention is subject to denunciation in accordance with the provisions of Article 11, communicate to the Director-General a declaration modifying in any other respect the terms of any former declaration and stating the present position in respect of such territories as it may specify.
Article 10
  1. Declarations communicated to the Director-General of the International Labour Office in accordance with paragraph 4 or 5 of Article 35 of the Constitution of the International Labour Organisation shall indicate whether the provisions of the Convention will be applied in the territory concerned without modification or subject to modifications; when the declaration indicates that the provisions of the Convention will be applied subject to modifications, it shall give details of the said modifications.
  2. The Member, Members or international authority concerned may at any time by a subsequent declaration renounce in whole or in part the right to have recourse to any modification indicated in any former declaration.
  3. The Member, Members or international authority concerned may, at any time at which this Convention is subject to denunciation in accordance with the provisions of Article 11, communicate to the Director-General a declaration modifying in any other respect the terms of any former declaration and stating the present position in respect of the application of the Convention.
Article 11
  1. A Member which has ratified this Convention may denounce it after the expiration of ten years from the date on which the Convention first comes into force, by an act communicated to the Director-General of the International Labour Office for registration. Such denunciation shall not take effect until one year after the date on which it is registered.
  2. Each Member which has ratified this Convention and which does not, within the year following the expiration of the period of ten years mentioned in the preceding paragraph, exercise the right of denunciation provided for in this Article, will be bound for another period of ten years and, thereafter, may denounce this Convention at the expiration of each period of ten years under the terms provided for in this Article.
Article 12
  1. The Director-General of the International Labour Office shall notify all Members of the International Labour Organisation of the registration of all ratifications, declarations and denunciations communicated to him by the Members of the Organisation.
  2. When notifying the Members of the Organisation of the registration of the second ratification communicated to him, the Director-General shall draw the attention of the Members of the Organisation to the date upon which the Convention will come into force.
Article 13
The Director-General of the International Labour Office shall communicate to the Secretary-General of the United Nations for registration in accordance with Article 102 of the Charter of the United Nations full particulars of all ratifications, declarations and acts of denunciation registered by him in accordance with the provisions of the preceding articles.

Article 14
At such times as it may consider necessary the Governing Body of the International Labour Office shall present to the General Conference a report on the working of this Convention and shall examine the desirability of placing on the agenda of the Conference the question of its revision in whole or in part.
Article 15
  1. Should the Conference adopt a new Convention revising this Convention in whole or in part, then, unless the new Convention otherwise provides,
    • (a) the ratification by a Member of the new revising Convention shall ipso jure involve the immediate denunciation of this Convention, notwithstanding the provisions of Article 11 above, if and when the new revising Convention shall have come into force;
    • (b) as from the date when the new revising Convention comes into force, this Convention shall cease to be open to ratification by the Members.
  2. This Convention shall in any case remain in force in its actual form and content for those Members which have ratified it but have not ratified the revising Convention.
Article 16
The English and French versions of the text of this Convention are equally authoritative.

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