Double Pay Rise for Hotel Union Workers at Shangri-La

By Felix Chaudhary (Fiji Times)

SHANGRI-LA’S Fijian Resort and Spa is the first tourism property in the country to establish a merit based pay increase system for its employees.

This is separate from the yearly cost of living adjustment payment, meaning workers receive two pay rises in a year.

The head of the National Union of Catering and Hospitality and Tourism Industries Employees, Daniel Urai, said a recent agreement reached between the resort management and his organisation resulted in the landmark deal.

Mr Urai also said workers at the resort stood to benefit immensely from the agreement.

“An agreement on a merit incremental system was reached,” he said.

“Most employers pay either Cost Of Living Adjustment or COLA or merit-based pay but in this case, workers will receive increases under COLA and also from the merit system.

“This means that they get two pay increases in a year.”

Resort general manager Michael Monks said staff members not only benefited from the merit-based pay system but also from annual bonuses.

“We’re the only resort or hotel in the service industry that has a merit increase which is based purely on performance and that goes hand in hand with the fact that we’re the only resort in the hospitality industry that pays an across the board bonus to all staff,” he said.

“Maybe not at the same level but all our staff get a bonus and this is done to motivate staff to perform and those that perform well earn more, it is as simple as that.

“And I thank the in-house union and the national union for their input into this agreement without which it would not have been possible.”

http://www.fijitimes.com/story.aspx?id=254476

Some of the hotel workers at Shangri-La Fijian Resort & Spa to benefit from the landmark deal.

Pay Rise for USP Junior Staff

(By Fiji Sun)

USP gives pay rise to junior staff

December 12, 2013 | Filed under: Fiji News | Posted by:

By ZAFIYA SHAMIM

The University of the South Pacific signed a memorandum of agreement with Permanent Hourly Paid, Intermediate and Junior Staff Union (PHPI and JSU) for a salary increment at their Laucala Campus on Monday.
USP’s vice-chancellor and president, Professor Rajesh Chandra said he was pleased to sign the agreement with PHPI and JS Union.
“We want the university to continue to work closely with its staff and I’m very pleased that the members will receive a salary increase,” Professor Chandra said.
He thanked the president and members of the union for the constructive manner in which this agreement had been reached.
President of the union Josefa Wata said they were thankful to the university for granting them a salary increase.
“We have always been in a good relationship and our members will continue their support in future,” Mr Wata said.
He said their members would work hard and give their best performance for the university.

http://www.fijisun.com.fj/?p=192401

Working For Your Rights : International Human Rights Day 2013

The International Human Rights Day 2013 has special significance as it celebrate the 20th anniversary of the Office and the Vienna Declaration for Human Rights with 20 YEARS: WORKING FOR YOUR RIGHTS as its theme.

Human Rights encompasses all basic rights of a human being including the rights of workers in their respective workplaces.

FTUC wishes all its members and other workers as well a blessed International Human Rights Day and continues its fight for the recognition of the right of Fiji workers.

The theme for this year’s celebration do not veer so far away from the gist of union issues in the country as we continually work for the rights of the workers here who have been affected by the harsh reality of the decrees passed by the Regime. Such as is so eloquently worded by the United Nations High Commissioner for Human Rights, Ms. Navi Pillay as she said ” Internal conflicts continue to produce horrendous and widespread human rights abuses. Peaceful protests by people exercising and calling for their legitimate rights are being ruthlessly crushed by authorities on a daily basis.”

As protectors of workers’ rights, FTUC vows to press forward with its stand on relevant issues and will not waiver in its support for the global stand on the protection and promotion of the fundamental human including basic workers’ rights.

Happy International Human Rights Day 2013

Secretary-General Ban ki-Moon’s message

Making Complaints to the Committee Of the Freedom of Association

Complaints to the Committee on Freedom of Association may be made

  • by a national organization directly interested in the matter
  • an international organization with ILO consultative status
  • an international organization whose affiliates are directly affected by the matters raised in the complaint

In the case of organizations making a complaint to the Committee for the first time, the following information should be provided:

  • Information about its membership
  • Its statutes/by-laws
  • Information about its national/international affiliations
  • Any information that would lead to an appreciation of the nature of the organization
  • The complaint must specifically relate to infringement of trade union rights
  • Allegations in the complaint should not be vague.
  • The complaint must be signed by the representative of the complainant organization. If the complaint is sent by fax, it must be followed by the original signed document.
  • The complainant must be as fully supported by evidence as possible.
  • Any additional supporting information should be sent within a period of one month.
  • Complaints to the Committee on Freedom of Association may be sent to

The Director-General

International Labour Organization

CH-1211, Geneva 22

Switzerland

ILO Supervisory Mechanisms and 6 Cases from Fiji

By Ramapriya Gopalakirishnan (Chennai Advocate & Consultant)

ILO Supervisory Bodies

  • Supervisory bodies supervise the application of ILO standards.
  • Ensure that they are implemented in law as well as in practice.

REGULAR SUPERVISION OF THE APPLICATION OF THE ILS

Step One: Submission of Reports

  • Regular submission of reports on the applications of Conventions they have ratified.
  • For fundamental and priority/Governance Conventions, the Reports must be submitted every two years.
  • Governance Conventions – Labour Inspection Convention, 1947 (No.81), Employment Policy Convention, 1964 (No.122), Labour Inspection (Agriculture) Convention, 1969 (No.129), Tripartite Consultation (International Labour Standards) Convention, 1976 (No.144)
  • For other Conventions every five years.
  • Employers’ and workers’ organisations may send in observations on the application of ratified Conventions directly to the ILO.
  • They also have the right to give in their opinion on the government’s reports (Article 23(2)).

Step Two: Supervision by CEACR

  • CEACR – Committee of Experts on the Application of Conventions and Recommendations.
  • Established – 1926. Composition of the CEACR – 20 member expert body.
  • Impartial: Experts do not take part in deliberations relating to their country of origin.

Two types of Comments : Observations and Direct Requests

  • Observations : Difficulties in the application of a Convention / progress in implementing the Convention. Observations are published in the CEACR ‘s Annual Report.
  • Direct Requests : Directly addressed to the country concerned.
  • Purpose : To seek additional information / to draw attention to difficulties in applying the Convention.

Step Three : Supervision by the Conference Committee on the Application of Standards

  • CCAS consists of delegates to the ILC.
  • Examines the CEACR Report. Draws up a list of the most serious cases of violations of the Ratified Conventions.
  • Asks the concerned member state for its explanation.
  • Adopts conclusions on the observance of the Convention ratified and the measures to be taken.

General Surveys

  • Governing Body selects one or more subjects each year.
  • Report on the steps taken to give effect to a Convention and obstacles to it ratification.
  • Essential tool to understand and interpret the content of Conventions.

SPECIAL SUPERVISORY MECHANISMS

Committee on Freedom of Association

  • Established in 1951.
  • Tripartite Composition – Nine regular members and nine substitutes . Independent chairperson.
  • Meets thrice a year.
  • Examines complaints of violation of Freedom of Association and Collective Bargaining Rights.

Other Unique Features

  • Can examine complaints irrespective of ratification of C 87 and C 98.
  • No requirement of exhaustion of national procedures.

Procedure

  • Primarily based on the complaint and the reply of the concerned Government. If concerns an enterprise, will be forwaded to the enterprise for comments.
  • Oral testimony in certain circumstances.
  • Direct contact or on the spot visits to meet parties in certain cases.

Three Types of Reports

Final Report

  • Does not call for further examination/ appropriate measures to remedy the anomalies/ draw attention to important principles.

Interim Report

  • May ask for additional information/ take appropriate measures to remedy a particular situation.

Follow Up Report

  • Committee asks to be kept informed of developments on the case and measures to be taken.

CFA Reports are submitted to the Governing Body.

Legislative Aspects of the Case

  • If member state has ratified the Conventions and if the complaint involves legislative issues, it will notify the CEACR to examine the action taken on the concerned recommendations.

 

6 CASES FROM FIJI

  • Case No. 892-1977-WFTU-President of FTUC arrested and imprisoned for participation in a strike.
  • Case No. 1379-1986-ICFTU-On behalf of its affiliate FTUC – imposition of a wage freeze based on the Counter Inflation (Renumeration) Act, unilateral fixation of the wage, withdrawal of the recognition of FTUC as the official representative of trade unions and organised labour.
  • Case No. 1425-1987-International Union of Food and Allied Workers. ICFTU-similar complaint – General Secretary of General Union of Factory and Commercial Workers of Fiji detained – preventive detention.
  • Case No. 2723-2009-Education International and Fijian Teachers Association, acts of anti-union discrimination, harassment and interference.
  • 2011 – new allegations-assault, harassment, intimidation and arrest of trade unionists, Public Emergency Regulations, Trade Disputes Decree 2009, Essential National Industries (Employment) Decree 2011 and other decrees.

 

REPRESENTATIONS UNDER ARTICLE 24 OF THE ILO CONSTITUTION

  • May be made in respect of a Convention ratified by the country in question.
  • May be made by an industrial association of employers, whether local, national or international.
  • Examination of complaint and government’s reply by ad hoc tripartite committee appointed by the Governing Body. Can hear them if necessary.
  • Decides on whether or not the violations took place and the measures that could be taken to remedy violation.
  • Its conclusions and recommendations need to be approved by the Governing Body.
  • Failure by the country concerned to implement the recommendations of the Committee may lead to the appointment by the Governing Body of a Commission of Inquiry under Article 26 of the ILO Constitution.

COMPLAINTS UNDER ARTICLE 26 OF THE ILO CONSTITUTION

  • May be lodged by a member state that has ratified the Convention.
  • By any delegate to the ILC.
  • By the Governing Body on its own initiative.

COMMISSION OF INQUIRY

  • Commission of Inquiry appointed if complaint accepted by the Governing Body.
  • Independent members.
  • Procedure: examines written submissions, hears the parties and missions by the Commission to the country concerned.
  • Draws up Report determining whether there is a violation of a Convention and makes necessary recommendations.
  • Will specify the time frame within which the country concerned should take the necessary steps.
  • If the concerned country fails to act upon the recommendations within the time specified, as per Article 33 of the Constitution of the ILO, the Governing Body may recommend to the ILC such action as it considers necessary to secure compliance therewith.

Support Korean Railway Workers

Korean Confederation of Trade Unions (KCTU) members chant slogans during a rally in downtown Seoul on on May 1, 2008. An estimated 5,000 unionists gathered in central Seoul for a May Day rally sponsored by the Korean Confederation of Trade Unions (KCTU), a militant umbrella labour group.They denounced a deal struck last month to open South Korea wider to US beef imports and demanded that the US-South Korea free trade agreement (FTA) be scrapped. AFP PHOTO/KIM JAE-HWAN (Photo credit should read KIM JAE-HWAN/AFP/Getty Images)
As trade union members, the Right to Strike is internationally recognised as a fundamental right of workers and their organizations and as an intrinsic corollary to the right to organize.
South Korea’s railway workers request our support for their upcoming plans to hold a strike. This is in view of the fact that the South Korean government had in the past used tactics including criminal charges, dismissals and others to stop union strikes.
FTUC humbly requests your participation in the online global campaign to support our brothers and sisters employed at the Korean railway. Let us be mindful of the fact that most of the workers in Fiji have also been diminished of the Right to Strike and rally behind this campaign for the brave unionists of Korea.
Please sign up for the campaign through the following link: http://www.labourstartcampaigns.net/show_campaign.cgi?c=2072&src=lsmm