Report III (Part 1B)

Total Page:16

File Type:pdf, Size:1020Kb

Report III (Part 1B) International Labour Conference 92nd Session 2004 Report III (Part 1B) General Survey concerning the Employment Policy Convention, 1964 (No. 122), and the Employment Policy (Supplementary Provisions) Recommendation, 1984 (No. 169), and aspects relating to the promotion of full, productive and freely chosen employment of the Human Resources Development Convention, 1975 (No. 142), and of the Job Creation in Small and Medium-Sized Enterprises Recommendation, 1998 (No. 189) Third item on the agenda: Information and reports on the application of Conventions and Recommendations Report of the Committee of Experts on the Application of Conventions and Recommendations (articles 19, 22 and 35 of the Constitution) International Labour Office Geneva Promoting employment Policies, skills, enterprises INTERNATIONAL LABOUR OFFICE GENEVA ISBN 92-2-113034-7 ISSN 0074-6681 First edition 2004 The designations employed in ILO publications, which are in conformity with United Nations practice, and the presentation of material therein do not imply the expression of any opinion whatsoever on the part of the International Labour Office concerning the legal status of any country, area or territory or of its authorities, or concerning the delimitation of its frontiers. The responsibility for opinions expressed in signed articles, studies and other contributions rests solely with their authors, and publication does not constitute an endorsement by the International Labour Office of the opinions expressed in them. Reference to names of firms and commercial products and processes does not imply their endorsement by the International Labour Office, and any failure to mention a particular firm, commercial product or process is not a sign of disapproval. ILO publications can be obtained through major booksellers or ILO local offices in many countries, or direct from ILO Publications, International Labour Office, CH-1211 Geneva 22, Switzerland. Catalogues or lists of new publications are available free of charge from the above address, or by email: [email protected] Visit our web site: www.ilo.org/publns Printed in Switzerland SRO Summary Paragraphs Introduction ...................................................................................................................... 1-61 Chapter I. Employment policies..................................................................................... 62-198 Chapter II. General, technical and vocational education policy and the promotion of full employment......................................................................................... 199-277 Chapter III. The role of labour market services and institutions in employment promotion ...................................................................................................... 278-312 Chapter IV. The role of small and medium-sized enterprises in employment promotion ...................................................................................................... 313-430 Chapter V. Involvement of the social partners in the design and implementation of policies ...................................................................................................... 431-462 Chapter VI. Prospects for ratification and implementation............................................... 463-481 Final remarks ...................................................................................................................... 482-495 Contents Page Introduction ...................................................................................................................... 1 I. Background to the survey .................................................................................................. 1 II. Context of the ILO’s standard-setting activities in the area of employment ..................... 2 The road to the adoption of Convention No. 122 .............................................................. 3 The World Employment Programme................................................................................. 4 The World Employment Conference and its follow-up..................................................... 5 The Employment Policy (Supplementary Provisions) Recommendation.......................... 6 The work of the Governing Body ...................................................................................... 7 The World Summit for Social Development and its follow-up ......................................... 8 Human resources development.......................................................................................... 12 Job creation in small and medium-sized enterprises.......................................................... 13 III. Content of the instruments................................................................................................. 13 IV. Relationship with other international labour standards...................................................... 14 V. Other international instruments.......................................................................................... 15 VI. Status of ratification of Conventions ................................................................................. 17 VII. Information available......................................................................................................... 18 VIII. Outline of the survey.......................................................................................................... 18 Chapter I. Employment policies .................................................................................... 19 I. Adoption of an active policy designed to promote full, productive and freely chosen employment ....................................................................................................................... 19 Declaration of the policy.................................................................................................... 19 Implementation within the framework of a coordinated economic and social policy ....... 23 Impact on employment of macroeconomic policies .......................................................... 26 Inter-ministerial coordination in the field of employment policy...................................... 29 Mechanisms to monitor progress....................................................................................... 32 II. Labour market data ............................................................................................................ 34 Labour market surveys, collection and analysis of data .................................................... 34 Uses of data........................................................................................................................ 36 Assessment of policy impact on employment.................................................................... 37 III. Free choice of employment................................................................................................ 38 Freedom of choice and equal opportunities ....................................................................... 38 Prevention of discrimination in employment..................................................................... 39 Employment of women, older workers, people with disabilities and other categories of people subject to discrimination ........................................................................................ 41 Contents Page Women......................................................................................................................... 41 People with disabilities................................................................................................ 43 Older workers .............................................................................................................. 46 Indigenous and tribal peoples and ethnic minorities.................................................... 47 Entry of young people into employment............................................................................ 49 School-to-work transition programmes ....................................................................... 49 Post-compulsory education skills training................................................................... 51 Subsidized temporary employment, training and work experience schemes .............. 52 Business creation schemes........................................................................................... 53 Re-entry into the labour market ......................................................................................... 54 Decent work and the informal economy............................................................................ 56 Re-employment of workers who lose their jobs for economic reasons ............................. 58 Policy regarding international migration ........................................................................... 60 Prevention of long-term unemployment ............................................................................ 62 Chapter II. General, technical and vocational education policy and the promotion of full employment ............................................................................................ 65 I. Orienting education and training towards full employment .............................................. 66 II. Educational and training policy and legal frameworks...................................................... 67 Expanding basic education ...............................................................................................
Recommended publications
  • PPP Loan Forgiveness
    PPP Loan Forgiveness May 8, 2020 withum.com Presen ters Daniel Mayo , JD, LLM James Trubenbach‐Byrne, CPA Principal, National Lead, Federal Manager, Not‐for‐Profit, Tax Policy Government, and Education withum.com 2 Loan Forgiveness • Loan Forgiveness • Includes all eligible expenses paid during the 8‐week period after the loan is made • Eligible expenses: • Payroll costs (up to $100K annualized salary/year/employee, or $15,385 over 8 weeks) • Interest on mortgages incurred before 2/15/2020 • Rent under a lease in force before 2/15/2020 • Utilities for which service began before 2/15/2020 (e.g., electric, gas, water, transportation (e.g., gas), telephone, and internet) . Cannot exceed the principal amount of the loan . No more than 25% of amount forgiven can be for non‐payroll costs . Amount of forgiveness is reduced if there are certain headcount or wage reductions . Amount is tax‐free to the borrower . Borrower will need to document the number of FTEs and pay rates, as well as the use of funds for all purposes . Lender has 60 days to made a decision after it receives a completed application for forgiveness withum.com 3 Payroll C osts Defined . Payroll Costs (paid/incurred during the 8‐week covered period) . Employee . Wages, salary, commissions, or tips (up to cap of $100K/year/person) . Does NOT include payments to independent contractors . Likely includes imputed income for fringe benefits (e.g., housing, tuition, etc.) . Vacation, parental, family, medical, or sick leave . Dismissal or separation payments . Payments for group health care benefits, including insurance premiums . Retirement benefits (e.g., employer 401(k) match) .
    [Show full text]
  • Frequently Asked Questions
    Stimulus Bill Provisions Frequently asked questions On March 27, 2020, the US President enacted the CARES Act (earlier passed by Congress), the third federal legislation passed in response to COVID-19. AIA has shared a detailed memo and hosted a webinar on the provisions impacting firms. Here are some frequently asked questions from AIA members to help you continue to navigate these new policies. Paycheck Protection On April 16, 2020, the PPP ran out of funds. Congress is expected to pass another round of funding later this week (April 23). Program (PPP, aka SBA 7(a)) What should my firm do if we applied but didn’t receive a loan the first time? Check with your lender. If you applied and received SBA approval but no funding, contact them to confirm your status. The lender has 10 days to fund an approved SBA loan. If you applied but did not receive approval, check with your lender to make sure they have all the necessary paperwork now. You will need to submit again when they resume accepting applications. The money is expected to move quickly again, so use this time to your advantage. Can my firm apply this time if we didn’t apply last time? Yes! Act quickly to gather the documents, talk with your bank, and consider evaluating multiple potential qualified lenders. Eligibility What types of organizations are eligible for a PPP? Provided that you employ fewer than 500 people, the following entities are eligible: Any business concern; any small business concern; 501(c)(3) non-profit; 501(c)(19) veterans organization; tribal business concern; sole proprietor, independent contractor; eligible self-employed individual.
    [Show full text]
  • – University of Alaska Fairbanks's Paid Family Leave Initiative
    – University of Alaska Fairbanks’s Paid Family Leave Initiative The new UAF strategic plan calls for a “renewed focus around who we are and what we aspire to be” (Chancellor White, https://uaf.edu/strategic/). For faculty and staff, a renewed focus is on the Paid Family Leave Initiative. The current Paid Family Leave policy for UAF staff and faculty relies on the use of accrued sick or annual leave. This “false” paid family leave is insufficient and will not lead to an increased “attract[ion] the brightest minds” to UAF’s world-class faculty and staff positions. The UAF Faculty Senate’s Committee on the Status of Women has compiled a data driven argument as to why a change to the Paid Family Leave policy at UAF is essential for the new strategic plan. To Solidify our global leadership in Alaska Native and Indigenous programs, we seek to assert ourselves as leaders in Indigenous Programs, by putting core Alaska Native values, such as taking care of one another, honoring women, children, and family into practice in our own institution. To Achieve Tier 1 Research status and share new knowledge, we seek to improve retention and recruitment of faculty which will help more PhD students graduate. To Embrace and grow a culture of respect, diversity, inclusion, and caring, we seek Paid Family Leave to promote respect, diversity, inclusion, and caring by ensuring that no one’s salary is disproportionately affected by unpaid leave and by creating an environment that allows for a healthy life including a career and family. To further recognize that "holistic approaches to well-being of all will lead to improved health outcomes and enhanced resilience, we seek to adopt adequate policies that provide for our UAF community will lead to a stronger, healthier, more resilient institution Figure 1.
    [Show full text]
  • Governance Case Studies
    2A. Governance: Are You a Governance Guru? CAPLAW 2011 National Training Conference Thursday, June 16, 2011 8:30 a.m. - 10 a.m. Minneapolis, MN Ms. Anita Lichtblau, Esq. Ms. Patricia Steiger, CCAP Emeritus Executive Director & General Counsel Management Consultant & CAPLAW Former Executive Director, 178 Tremont Street National Community Action Boston, MA Management Academy 617-357-6915 (main) CAPLAW Vice President [email protected] [email protected] Handouts: 1. Putting Governance Into Practice – Case Studies CAPLAW GOVERNANCE CASE STUDIES PREPARED BY JACK B. SIEGEL, ES Q ., CPA. © Copyright 2008 Community Action Program Legal Services, Inc. CAPLAW Governance Case Studies Introduction There has been a great deal of discussion during the last five years over the role that boards should play in overseeing nonprofits and their activities. Some argue that too many boards are passive, failing to provide adequate oversight over scarce resources. These critics can point to all too many board failures that have resulted in fraud and mismanagement. Others are quick to respond that many boards are filled with volunteers, who want to do right by their nonprofits, but who face time constraints, limited knowledge, and other limitations. Many who serve on boards aren’t even clear as to what their role is. Should they come to the monthly meetings, enjoy the coffee and doughnuts, and serve as cheerleaders? Or, are they supposed to take an active role in managing the nonprofit, possibly coming in on Saturday to clean the office, reconcile the checkbook, or stack cans of food in a warehouse? Many know that they should be asking questions at board meetings, but what questions? Some board members who have taken their roles seriously have asked for training or board orientation.
    [Show full text]
  • Long Service Leave Guide
    Guide to Long Service Leave AS AT SEPTEMBER 2019 How to use this guide Long service leave legislation varies from State to State, and as such employers should take care to apply the law as in force in the relevant jurisdiction. The information contained in this document is a guide only and is not a substitute for independent professional advice. You should obtain any appropriate professional advice relevant to your particular circumstances. The information contained in this guide is accurate at the time of publication. Industrial relations legislation changes regularly, however, and you should ensure that you maintain your copy of this guide in an up to date form. For more information Phone: 1800 RETAIL (738 245) Table of Contents Queensland ...................................................................................................................... 3 New South Wales ............................................................................................................. 9 Victoria .......................................................................................................................... 13 South Australia ............................................................................................................. 19 Western Australia ......................................................................................................... 23 Tasmania ....................................................................................................................... 27 Northern Territory ........................................................................................................
    [Show full text]
  • PPP - Frequently Asked Questions
    PPP - Frequently Asked Questions • As a Borrower under the Paycheck Protection Program, it is your sole legal responsibility to comply with all laws and regulations applicable to Borrowers under the Small Business Administration Paycheck Protection Program (SBA PPP). • Liberty Bank urges SBA PPP Borrowers to closely review the latest SBA PPP law, regulations and guidelines (Guidelines). The Guidelines can be found on the Small Business Administration and the Department of Treasury websites: www.SBA.gov and www.Treasury.gov. Liberty Bank cautions you that the Guidelines are evolving. The Small Business Administration periodically updates the Guidelines. Some updates modify prior Guidelines, other updates provide further clarification. • Liberty Bank does not provide legal, tax, or accounting advice. Individual facts and circumstances vary from Borrower to Borrower which will impact any answers regarding any interpretation of questions. You should consult with your legal, tax, and accounting advisors to obtain advice regarding your specific situation. Our education materials and communications should be considered in connection with, and are not intended to replace or serve as a substitute for, your close review of the Guidelines, and legal, tax or accounting advice you are urged to obtain from your tax, accounting and legal advisors. • Our communications are summaries or excerpts of the Guidelines, and may contain our opinions or interpretations of the Guidelines. There may be interpretations that are valid that differ from our interpretations and opinions. You are cautioned against placing undue reliance on our views and our educational materials. Index First Draw Second Draw Forgiveness Other General - First Round FAQs First Draw How is the loan amount based on the 2.5 months worth of payroll expenses calculated? (excluding schedule C tax filers)? Applicants will calculate the loan amount by taking the total eligible payroll costs for 2019 or 2020, or last 12 months divided by 12 to identify the average monthly eligible payroll for the calendar year.
    [Show full text]
  • Paid Parental Leave (PPL) Entitlements
    2015 UNION GUIDE – Paid Parental Leave Entitlements Paid Parental Leave (PPL) Entitlements Purpose of this document How to apply The purpose of this guide is to provide an You must lodge a claim with the Family overview of your parental leave entitlements Assistance Office (FAO). You can lodge your under your Award and the Paid Parental Leave claim up to 3 months in advance of the date of Act 2010 (Cwth), which comes into effect from 1 birth of your child (and from any date after 1 January 2011. This entitlement operates in October 2010): addition to your Award entitlements for paid parental leave. 1. online at http://www.familyassist.gov.au/online- services/ ; Where members are unsure or require further 2. by post through calling 13 6150 for a hard information, they should contact the Union Office copy form to fill out; or on the details below. 3. by going to the FAO at any Medicare or Centrelink office. Who is eligible? The FAO will advise the Department that you are eligible for PPL. As you are not allowed to work To be eligible for PPL, you must be the primary during the PPL period, Department of Premier carer of a newborn child or the initial primary carer of a newly-adopted child under 16 years. and Cabinet advise you should submit a leave There is also a work test, an income test, and form for the period you will be on PPL. Australian residency requirements. The Department does not have a generic leave form, and have (so far) not done anything to help The work test you apply for PPL.
    [Show full text]
  • Reserve Bank of Australia Annual Report 2019
    Our People The Reserve Bank seeks to attract, develop and retain high-quality people, and to foster an environment where there is a strong focus on behaviours consistent with the Bank’s values and risk appetite. The emphasis of this work in 2018/19 focused on: developing employee capabilities in leadership and management; providing greater clarity over position requirements and career opportunities; and ensuring that employees work in a safe and productive environment. Consistent with its values, the Bank also emphasises supporting a diverse and inclusive workforce that is both reflective of, and relevant to, all Australians. This is achieved by raising awareness of issues experienced, ensuring employment opportunities are based on merit and providing flexible work arrangements. RBA Employee Numbers* 2018/19 Workforce Profile As at 30 June No. IT No. In June 2019, the Reserve Bank (excluding Note Corporate Support (excluding IT) Printing Australia Limited) had 1,378 employees. Business Services Core Policy With 8 per cent of employees working part time, 1,200 1,200 the Bank’s workforce comprised 1,343 full-time equivalent (FTE) employees. During 2018/19, there 800 800 was a decline in project resourcing as a number of large projects were completed, but this was offset by an increase in staff to operate and 400 400 support the new activities and services resulting from these projects. During the year, the Reserve 0 0 2009 2011 2013 2015 2017 2019 Bank hired 254 employees, of which 67 per cent Excludes NPA * were recruited on maximum-term contracts. Source: RBA The graduate and internship programs continue to the Bank’s policy, business services and corporate be an important recruitment channel, particularly support areas and hold degrees in economics, in the policy formulation and implementation commerce, IT and other professional disciplines.
    [Show full text]
  • Long Service Leave: Past, Present and Future
    5 Long service leave: past, present and future SHAUNA FERRIS, DR NICK PARR, DR RAY MARKEY AND DR TIM KYNG ABSTRACT As a result of changes to the Australian industrial relations framework, long service leave benefits are under review. State and Commonwealth governments are working towards the Shauna Ferris development of a new national standard for long service leave (LSL). It is, therefore, timely to re-examine the purpose of LSL. How do people use their LSL benefits? What are the main benefits of LSL for employers, employees, and the community as a whole? This paper provides a historical overview of developments, as well as a summary of current trends, and discusses some proposals for improved vesting and portability of benefits. Dr Nick Parr Dr Ray Markey Dr Tim Kyng KEYWORDS Long Service Leave, employee entitlements, National Employment Standards AJAP 2015; 3: 5–22 6 AUSTRALIAN JOURNAL OF ACTUARIAL PRACTICE ❙ 2015 ❙ VOLUME 3 INTRODUCTION Who receives LSL benefits, and who misses out? Should LSL benefits be improved, and if so what improvements Should Australian workers have a guaranteed are desirable? entitlement to long service leave (LSL)? Is LSL an Section 1 of this paper summarises the historical obsolete benefit that is no longer necessary? Or should evolution of LSL, including the impact of recent LSL be retained, improved and extended to meet the changes to Australian industrial relations legislation. changing needs of Australian society? Section 2 describes how people use their LSL This issue has become more controversial over entitlements. the last decade, as a result of changes in the industrial Section 3 discusses some proposals for improving relations framework.
    [Show full text]
  • Rules of the Construction Industry Long Service Fund
    RULES OF THE CONSTRUCTION INDUSTRY LONG SERVICE FUND as at 17 January 2019 TABLE OF CONTENTS PART 1 - INTERPRETATION ............................................................................................................ 1 1. Interpretation ............................................................................................................................... 1 PART 2 - OVERRIDING RULES ........................................................................................................ 6 2. Overriding Rules .......................................................................................................................... 6 3. Overriding Rule Prior To Act Coming Into Force ......................................................................... 6 4. Overriding Rule Once The Act Comes Into Force ....................................................................... 6 5. Effective Date .............................................................................................................................. 7 PART 3 - THE FUND.......................................................................................................................... 8 6. Fund ............................................................................................................................................ 8 7. Actuarial Investigations ............................................................................................................... 8 PART 4 - REGISTERS ......................................................................................................................
    [Show full text]
  • Overview of Cost Sharing & NIH Salary
    Research Administrator Meeting Monday, May 22, 2017 2:00-4:00 Iowa Theater (166), IMU 1. GAO Announcements 2. Fixed Price, Capitation, & Fee For Service • Departmental Invoicing • Change to Monitoring & Closeout 3. Charging Salaries & Wages to Grants/Contracts 4. GOLDrush 5. DSP Announcements 6. Outgoing Subawards 7. Sponsor Updates • Federal • NIH • PCORI • NSF 8. Research Development Office 9. SBIR/STTR Funding May 22, 2017 GAO Announcements Fixed Price, Capitation, & Fee For Service . Departmental Invoicing . Change to Monitoring & Closeout Charging Salaries & Wages to Grants/Contracts GOLDrush DSP Announcements Outgoing Subawards Sponsor Updates . Federal . NIH . PCORI . NSF Research Development Office SBIR/STTR Funding Staff Announcements: Hailey James, hired as Accountant, DHHS Team, January 2017 Joel Baker transferred to Billing Specialist, Billing Team, April 2017 http://gao.fo.uiowa.edu/contact-us FY16 Single Audit WhoKey Administration Application – Roles for Funds 500/510 . New column “Role allows TDR recon?” . Upcoming changes – allow PI Dept Research Admin, Co-I & Co-I Dept Research Admin to assign WhoKey Reviewers Fixed Amount Awards provide a specific level of support without regard to actual costs incurred under the award. The fixed amount is based on appropriate pricing information. Variations include: Fixed Price, based on total amount for work performed Capitation, based on case counts/patient enrollment Fee for Service, based on any other unit price basis GAO is responsible for all invoicing, except for some Capitation awards. Accountability is primarily based on performance. GAO monitoring & closeout review will be minimized: No longer use Universal Closeout Workbook Ask PI/Dept to verify work completed, all applicable expenses have been charged to the account & all reports/deliverables provided to the sponsor .
    [Show full text]
  • Agenda Extraordinary (10 March 2020) - Agenda
    Council agenda Extraordinary (10 March 2020) - Agenda MEETING AGENDA EXTRAORDINARY COUNCIL Tuesday 10 March 2020 (at the conclusion of the Strategy and Operations Committee) COUNCIL CHAMBER LIARDET STREET NEW PLYMOUTH Chairperson: Mayor Neil Holdom Members: Cr Tony Bedford Cr Sam Bennett Cr Gordon Brown Cr David Bublitz Cr Anneka Carlson Cr Murray Chong Cr Amanda Clinton-Gohdes Cr Harry Duynhoven Cr Richard Handley Cr Stacey Hitchcock Cr Colin Johnston Cr Richard Jordan Cr Dinnie Moeahu Cr Marie Pearce 1 Council agenda Extraordinary (10 March 2020) - Agenda Purpose of Local Government The reports contained in this agenda address the requirements of the Local Government Act 2002 in relation to decision making. Unless otherwise stated, the recommended option outlined in each report meets the purpose of local government and: Promote the social, economic, environmental, and cultural well-being of communities in the present and for the future. Would not alter significantly the intended level of service provision for any significant activity undertaken by or on behalf of the Council, or transfer the ownership or control of a strategic asset to or from the Council. END 2 Council agenda Extraordinary (10 March 2020) - Health and Safety Health and Safety Message In the event of an emergency, please follow the instructions of Council staff. Please exit through the main entrance. Once you reach the footpath please turn right and walk towards Pukekura Park, congregating outside the Spark building. Please do not block the foothpath for other users. Staff will guide you to an alternative route if necessary. If there is an earthquake – drop, cover and hold where possible.
    [Show full text]