all pakistan labor union federation

7/31/2019 All Pakistan Labor Union Federation

1/22

All Pakistan Labor Union Federation

Full name All Pakistan Labour Federation

Founded 23/02/2009

Members 132 unions

Country Pakistan

Office location Quetta, Balochistan
http://en.wikipedia.org/wiki/Pakistanhttp://en.wikipedia.org/wiki/Pakistan


2/22

Mission & Objectives

Freedom of Association & Rights of CollectiveBargaining.

To Promote Healthy, Effective, Free & DemocraticTrade Unionism In The Country

To Resolve Industrial Disputes Through SocialDialogue With The Aim Of Decency AndProsperity

Raising Awareness On Importance Of GenderIssues In Labour Organizations/Federations.

To Promote Female Workers/Laborers To ActivelyParticipate In Trade Unions.


3/22

Cont

Employment & Social Security. Protection of Workers Rights.

To Educate The Workers Cadre About Labour

Laws, Occupational Safety & HealthConventions, Trade Union & Human Rights,

Economics & Social Development And

Globalization Etc. To Strive For Elimination Of Child Labour And

All Forms For Forced/Bonded Labour.


4/22

APLF Representation in DifferentCommittees/Boards

All Pakistan Labour Federation Representation

in Different Committees/Boards As Under

Workers Employers Bilateral Council OfPakistan (WEBCOP)

Workers Welfare Fund (WWF)

Provincials Workers Welfare Board (WWB)

Directorate Of Workers Education (DWE)


5/22

Cont..

Provincial Coordination Committee for Child

Labour (PCCL).

Minimum Wages Board (MWB)

Scrutiny Committee Of Workers Welfare

Boards

Baluchistan Advisory Board. (BAD) Employees Social Security Institution (ESSI)

Mines Labour Welfare Board (MLWB)


6/22

Labor Movement:

labor movement is a broad term for thedevelopment of a collective organization

of working people, to campaign for better

working conditions and treatment from theiremployers and governments, in particular

through the implementation of specific laws

governing labour relations.


7/22

Labour Laws

Legislation The laws have evolved through a continuous

process of trial to meet the socio-economicconditions, state of industrial development,

population and labour force explosion, growthof trade unions, level of literacy, Governments

commitment to development and social welfare.

The government of the Islamic Republic of

Pakistan has introduced a number of labourpolicies, since its independence to mirror theshifts in governance from martial law todemocratic governance.


8/22

Contract of Employment

Every employer in an industrial or commercialestablishment is required to issue a formalappointment letter at the time of employmentof each worker.

The obligatory contents of each labourcontract, if written, are confined to the mainterms and conditions of employment, namely

nature and tenure of appointment, payallowances and other fringe benefitsadmissible, terms and conditions ofappointment.


9/22

Termination of the Contract The services of a permanent worker cannot

be terminated for any reason other thanmisconduct unless one months notice or

wages.

One months wages are calculated on thebasis of the average wage earned during thelast three months of service.

Other categories of workers are not entitledto notice or pay in notice.

All terminations of service in any form mustbe documented in writing stating the reasons

for such an act.


10/22

Working Time and Rest Time

Under the Factories Act, 1934 no adultemployee, defined as a worker who hascompleted his or her 18th year of age, can berequired or permitted to work in anyestablishment in excess of nine hours a day and48 hours a week.

Similarly, no young person, under the age of 18,can be required or permitted to work in excess of

seven hours a day and 42 hours a week. The Factories Act, which governs the conditions

of work of industrial labour, applies to factories,employing


11/22

Paid Leave

A worker shall be deemed to have completed

a period of twelve months continuous service

in a factory not withstanding any interruption

in service during those twelve months brought

about by sickness, accident and the

intermittent periods of involuntary

unemployment not exceeding thirty days inthe aggregate


12/22

Equality

Aimed at achieving equality in the form of

securing the well-being of the people,

irrespective of sex, caste, creed or race, by

raising their standard of living, by preventing

the concentration of wealth and means ofproduction and distribution in the hands of a

few to the detriment of general interest and

by ensuring equitable adjustment of rightsbetween employers and employees, and

landlords and tenants.


13/22

Pay Issues

Wages are construed as the total remunerationpayable to an employed person on thefulfillment of his or her contract of employment.

It includes bonuses and any sum payable forwant of a proper notice of discharge, butexcludes the value of accommodations i.e.,supply of light, water, medical attendance or

other amenities excluded by the ProvincialGovernment; employment; and any gratuitypayable on discharge.


14/22

Cont.

the time limit for payment of wages to the

workers is 10 days.

No deduction can be made from the wages of

the workers excepts such as for fines, breach

of contract and the cost of damage or loss

incurred to the factory in any way other than

an accident.


15/22

Collective bargaining

It is a process of negotiations betweenemployers and a group of employees aimed atreaching agreements that regulate working

conditions. The collective agreements reached by these

negotiations usually set out wage scales,working hours, training, health and safety,overtime, grievance mechanisms and rights toparticipate in workplace or company affairs.


16/22

Stages in Bargaining Process

In the initial stage, demands are presentedby both sides. These demands are usually

extreme to gain leverage, and they are often

packed with emotional content In the middle stage, more serious discussions

begin. During these discussions,

counterproposals are offered and prioritiesstart to emerge. Usually, the two sides start

to converge, and estimates are clarified.


17/22

Cont.

In the final stage, flexibility is key and lower

limits must be made clear. Some face-saving

may occur. Of particular importance is thatthe deadline looms in the final stage.


18/22

Types of Bargaining

Distributive Bargaining:- The traditional type of bargaining is referred

to as distributive bargaining. This is where

goals are in direct conflict. In this type ofbargaining, labor and management have an

adversarial relationship they engage in threats

and bluffing. Often, the agreement is reachedwith one side being the winner and the other

the loser.


19/22

Cont..

Integrative bargaining:- Another type of bargaining is integrative

bargaining. This is where the two sides goals

are common. With this type of bargaining,labor and management have a cooperative

relationship. They have the attitude that both

sides can be winners. Integrative bargainingtends to have a lower emotional content.


20/22

Cont..

Mutual gains bargaining:-

An alternative to distributive bargaining is

mutual gains bargaining. With mutual gainsbargaining, interests are again in conflict, but

labor and managements relationship is one of

cooperation built on trust. Interests are

presented instead of demands.


21/22

Cont

Multi-tiered bargaining:- Multi-tiered bargaining is bargaining between

labor and management on various levels. It allowsfor concession bargaining at the local level andplant-level bargaining. This type of bargaining hasbeen increasing under recent threats of plantclosure.

Pattern bargaining:- Pattern bargaining or whipsawing is where a

particular collective bargaining agreement isused as a pattern to which others must agree. It isbecoming less prominent.


22/22

Cont..

Multi-employer bargaining:-

With multi-employer bargaining, employers form

a coalition with which to bargain with labor. This

type of bargaining is used to prevent pattern

bargaining. However, such bargaining is becoming

less prominent. Multi-employer bargaining tends

to be most effective when employers have similarcosts, are all unionized, and entry into the

industry by new firms is difficult

all pakistan labor union federation

Documents