Download - All Pakistan Labor Union Federation
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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 -
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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.
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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.
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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)
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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)
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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.
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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.
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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.
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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.
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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
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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
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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.
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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.
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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.
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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.
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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.
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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.
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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.
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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.
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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.
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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.
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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