The United Nations Global Compact Board established a Labour Working Group in June 2008. It is co-chaired by the Secretary-General of the International Organisation of Employers (IOE) and the General Secretary of the International Trade Union Confederation (ITUC), and supported by the International Labour Office (ILO). It aims to:
Raise the profile, relevance of, and respect for the four labour principles among UN Global Compact companies and networks
Help ensure a consistent approach is taken to the application and understanding of the four principles, drawing on ILO, ITUC, and IOE information and experience
Develop tools, information exchange, and forums for UN Global Compact companies’ engagement on the four labour principles
Hp's political strategy to address non market issue sumaya shakirSumaya Shakir
This paper will describe the political strategies HP is using to deal with the three main market issues namely Labor Issues in China, Privacy Issues and Free Trade.
This presentation was an assignment for a post graduate diploma course. It gives an idea of hw Surinames' workforce has benefited from us being part og the ILO for the past almost 40 years.
This is by no means a complete or comprehensive study, but if it can help someone why not share??
Collective Bargaining l Registered and Unregistered Trade Unions l Child LabourManasi Kale
This presentation walks you through the basics of Labour Laws in India like Collective Bargaining, Registered and Unregistered Trade Unions and Child Labour
Hp's political strategy to address non market issue sumaya shakirSumaya Shakir
This paper will describe the political strategies HP is using to deal with the three main market issues namely Labor Issues in China, Privacy Issues and Free Trade.
This presentation was an assignment for a post graduate diploma course. It gives an idea of hw Surinames' workforce has benefited from us being part og the ILO for the past almost 40 years.
This is by no means a complete or comprehensive study, but if it can help someone why not share??
Collective Bargaining l Registered and Unregistered Trade Unions l Child LabourManasi Kale
This presentation walks you through the basics of Labour Laws in India like Collective Bargaining, Registered and Unregistered Trade Unions and Child Labour
Bangladesh, the southern Asian country has a population of approximately 164 million people. The economy of Bangladesh is significantly dependent on agriculture. But its a great news for the country the readymade garments (RMG) sector of Bangladesh has raised as the biggest earner of foreign currency.
1. Ethical Standards for RMG Industry
2. Company profile
3. Comparing with Standards
4. Corporate Social Responsibilities of Trade Fair
5. Ethical Issues of Fair Trade Groups
Towards fair supply chains a practical guide for trade unionsCNV Vakcentrale
The ‘Ruggie Principles’ are the new UN Principles for both exposing and preventing violations of human rights in
companies, sectors and industries worldwide. Especially for trade unions and Works Councils, the Ruggie Principles are
a useful and effective resource for addressing companies about compliance with internationally recognised labour
standards. Moreover, the principles provide additional possibilities for promoting the Decent Work agenda and
international solidarity and collegiality.
With this guide, the CNV is actively bringing the Ruggie Principles to the attention of trade union leaders, trade union
officials and members of Works Councils in the Netherlands, and, translated into English, French and Spanish, partner
organisations in Asia, Africa, Latin America and Eastern Europe.
Take advantage of this new resource! Instead of long texts about background circumstances, we give you tips, ideas and
examples to help you apply Corporate Social Responsibility (CSR) in the chain. It is a manual for putting the principles
into practice.
This manual is also available in Dutch http://www.slideshare.net/Vakbond/cnv-mvo, and on demand to internationaal@cnv.nl in French and Spanish.
More information on corporate social responsibility: http://www.cnvinternationaal.nl/en/csr/
Bangladesh, the southern Asian country has a population of approximately 164 million people. The economy of Bangladesh is significantly dependent on agriculture. But its a great news for the country the readymade garments (RMG) sector of Bangladesh has raised as the biggest earner of foreign currency.
1. Ethical Standards for RMG Industry
2. Company profile
3. Comparing with Standards
4. Corporate Social Responsibilities of Trade Fair
5. Ethical Issues of Fair Trade Groups
Towards fair supply chains a practical guide for trade unionsCNV Vakcentrale
The ‘Ruggie Principles’ are the new UN Principles for both exposing and preventing violations of human rights in
companies, sectors and industries worldwide. Especially for trade unions and Works Councils, the Ruggie Principles are
a useful and effective resource for addressing companies about compliance with internationally recognised labour
standards. Moreover, the principles provide additional possibilities for promoting the Decent Work agenda and
international solidarity and collegiality.
With this guide, the CNV is actively bringing the Ruggie Principles to the attention of trade union leaders, trade union
officials and members of Works Councils in the Netherlands, and, translated into English, French and Spanish, partner
organisations in Asia, Africa, Latin America and Eastern Europe.
Take advantage of this new resource! Instead of long texts about background circumstances, we give you tips, ideas and
examples to help you apply Corporate Social Responsibility (CSR) in the chain. It is a manual for putting the principles
into practice.
This manual is also available in Dutch http://www.slideshare.net/Vakbond/cnv-mvo, and on demand to internationaal@cnv.nl in French and Spanish.
More information on corporate social responsibility: http://www.cnvinternationaal.nl/en/csr/
the hyperlinks will not work. but you should be able to find those pieces of information you need online.
this presentation is for classroom use only. it can't be used for commercial presentations.
Inernational labour organization by Maged ElsakkaMaged Elsakka
The ILO was created in 1919, as part of the Treaty of Versailles that ended World War I, to reflect the belief that universal and lasting peace can be accomplished only if it is based on social justice.
Trade Union Freedom Fact Sheet Cnv InternationaalCNV Vakcentrale
The right to organise in trade unions is a fundamental labour and human right. Yet, in many countries, workers attempt many barriers to organizing. Although the right to organise in trade unions is a fundamental labour and human right. This is usually referred to as: The right to free association in trade unions. Additionally, every individual has the right to collective bargaining over employment conditions. These rights are laid down in national and international legislation and regulations. Such as the International Labour Organization (ILO) conventions, or OECD Guidelines for Multinational Enterprises.
Engaging in a meaningful dialogue
Why is trade union freedom so important? First, to improve labour conditions it is crucial to engage in a meaningful dialogue on factory, sectoral, and even national level. On behalf of their members. Independent trade unions negotiate with employers or their representatives on collective employment conditions, which subsequently are laid down in collective labour agreements. Such working conditions may refer to salary, remuneration, working hours and rest periods. Usually, individuals are not able to reach such agreements, where trade unions are successful.
This fact sheet has been developed for the WellMade project, a project designed to provide both people working in European fashion brands as well as procurement officers within companies and organisations with an understanding of the most important labour issues in the supply chain.
The partners would like to acknowledge the generous support of the European Union in making WellMade possible. This website reflects the views only of the authors, and the Commission cannot be held responsible for any use which may be made of the information contained therein.
More information:
http://www.wellmade.org
https://www.cnvinternationaal.nl/
A Practical CNV Guide To The Ruggie PrinciplesCNV Vakcentrale
What can you as a trade union leader official do about human rights violations in your company, with the help of CNV Internationaal via your international network? Or even
better: how can you prevent the rights of workers being violated in the first place?
CNV and CSR - Towards fair supply chains - A practical guide to the Ruggie Pr...CNV Vakcentrale
CNV and CSR - Towards fair supply chains - A practical guide to the Ruggie Principles - How to address human rights violations within your company or branch
A way of effectively dealing with abuses and wrongs
The ‘Ruggie Principles’ are the UN Principles
for both exposing and preventing violations of
human rights in companies, sectors and industries
worldwide. Especially for trade unions and Works
Councils, the Ruggie Principles are a useful and
effective resource for addressing companies
about compliance with internationally recognised
labour standards. Moreover, the principles provide
additional possibilities for promoting the Decent
Work agenda and international solidarity and
collegiality.
With this guide, the CNV is actively bringing the
Ruggie Principles to the attention of trade union
leaders, trade union officials and members of
Works Councils in the Netherlands, and, translated
into English, French and Spanish, partner
organisations in Asia, Africa, Latin America and
Eastern Europe.
Take advantage of this new resource! Instead of
long texts about background circumstances, we
give you tips, ideas and examples to help you apply
Corporate Social Responsibility (CSR) in the chain. It
is a manual for putting the principles into practice.
Bhattacharjee, precarious work in the h m global value chainDanish Anwar
On Thursday, December 10, 2015, 6000 garment
workers in Phnom Penh, Kampong Speu and
Kampong Som organized to protest employment
practices in global value chains headed by H&M
and other key international retailers. Supported
by the Coalition of Cambodian Apparel Workers
Democratic Union (CCAWDU), Cambodian workers
sought fair wages and working conditions. In
India, garment workers from six factories that
produce for brands including H&M and Gap rallied
in solidarity.
Multinational enterprises and the promotion of decent employmentUniversitat de Girona
This is my second Lecture in the Summer School on International Labour and Business Law, in the University of Ferrara & Padova (4th - 15th September 2016)
Ethical and Sustainable Manufacturing in the Footwear IndustryCTC Groupe
"Ethical and Sustainable Manufacturing in the Footwear Industry" - Presentation of Yves Morin, CEO of CTC Groupe and President of UITIC (International Union of Shoe Industry Technicians) for the 5th World Footwear Congress of the CEC (European Confederation of the Footwear Industry) in Leon, Mexico, November 25th, 2014.
Workplace2020 CEO Dialogue on Future of WorkplaceCorporateShiksha
Workplace2020 CEO Dialogue on Future of Workplace by Corporate Shiksha. Featuring Mr. D Shivakumar, Chairman and CEO, PepsiCo India l Dr. Bhaskar Das, Group CEO, Zee Media Corp. l Mr. Vivek Gaur, CEO, Yepme.com l Mr. Jagdish Mitra, CEO, CanvasM l Mr. Dilip Chenoy, CEO & MD, National Skill Development Corporation l Mr. Sanjay Modi, Managing Director (India, ME and SEA), Monster.com
A Strategic Approach: GenAI in EducationPeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
This slide is special for master students (MIBS & MIFB) in UUM. Also useful for readers who are interested in the topic of contemporary Islamic banking.
2024.06.01 Introducing a competency framework for languag learning materials ...Sandy Millin
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
Biological screening of herbal drugs: Introduction and Need for
Phyto-Pharmacological Screening, New Strategies for evaluating
Natural Products, In vitro evaluation techniques for Antioxidants, Antimicrobial and Anticancer drugs. In vivo evaluation techniques
for Anti-inflammatory, Antiulcer, Anticancer, Wound healing, Antidiabetic, Hepatoprotective, Cardio protective, Diuretics and
Antifertility, Toxicity studies as per OECD guidelines
How to Make a Field invisible in Odoo 17Celine George
It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
Introduction to AI for Nonprofits with Tapp NetworkTechSoup
Dive into the world of AI! Experts Jon Hill and Tareq Monaur will guide you through AI's role in enhancing nonprofit websites and basic marketing strategies, making it easy to understand and apply.
Model Attribute Check Company Auto PropertyCeline George
In Odoo, the multi-company feature allows you to manage multiple companies within a single Odoo database instance. Each company can have its own configurations while still sharing common resources such as products, customers, and suppliers.
Francesca Gottschalk - How can education support child empowerment.pptxEduSkills OECD
Francesca Gottschalk from the OECD’s Centre for Educational Research and Innovation presents at the Ask an Expert Webinar: How can education support child empowerment?
Synthetic Fiber Construction in lab .pptxPavel ( NSTU)
Synthetic fiber production is a fascinating and complex field that blends chemistry, engineering, and environmental science. By understanding these aspects, students can gain a comprehensive view of synthetic fiber production, its impact on society and the environment, and the potential for future innovations. Synthetic fibers play a crucial role in modern society, impacting various aspects of daily life, industry, and the environment. ynthetic fibers are integral to modern life, offering a range of benefits from cost-effectiveness and versatility to innovative applications and performance characteristics. While they pose environmental challenges, ongoing research and development aim to create more sustainable and eco-friendly alternatives. Understanding the importance of synthetic fibers helps in appreciating their role in the economy, industry, and daily life, while also emphasizing the need for sustainable practices and innovation.
June 3, 2024 Anti-Semitism Letter Sent to MIT President Kornbluth and MIT Cor...Levi Shapiro
Letter from the Congress of the United States regarding Anti-Semitism sent June 3rd to MIT President Sally Kornbluth, MIT Corp Chair, Mark Gorenberg
Dear Dr. Kornbluth and Mr. Gorenberg,
The US House of Representatives is deeply concerned by ongoing and pervasive acts of antisemitic
harassment and intimidation at the Massachusetts Institute of Technology (MIT). Failing to act decisively to ensure a safe learning environment for all students would be a grave dereliction of your responsibilities as President of MIT and Chair of the MIT Corporation.
This Congress will not stand idly by and allow an environment hostile to Jewish students to persist. The House believes that your institution is in violation of Title VI of the Civil Rights Act, and the inability or
unwillingness to rectify this violation through action requires accountability.
Postsecondary education is a unique opportunity for students to learn and have their ideas and beliefs challenged. However, universities receiving hundreds of millions of federal funds annually have denied
students that opportunity and have been hijacked to become venues for the promotion of terrorism, antisemitic harassment and intimidation, unlawful encampments, and in some cases, assaults and riots.
The House of Representatives will not countenance the use of federal funds to indoctrinate students into hateful, antisemitic, anti-American supporters of terrorism. Investigations into campus antisemitism by the Committee on Education and the Workforce and the Committee on Ways and Means have been expanded into a Congress-wide probe across all relevant jurisdictions to address this national crisis. The undersigned Committees will conduct oversight into the use of federal funds at MIT and its learning environment under authorities granted to each Committee.
• The Committee on Education and the Workforce has been investigating your institution since December 7, 2023. The Committee has broad jurisdiction over postsecondary education, including its compliance with Title VI of the Civil Rights Act, campus safety concerns over disruptions to the learning environment, and the awarding of federal student aid under the Higher Education Act.
• The Committee on Oversight and Accountability is investigating the sources of funding and other support flowing to groups espousing pro-Hamas propaganda and engaged in antisemitic harassment and intimidation of students. The Committee on Oversight and Accountability is the principal oversight committee of the US House of Representatives and has broad authority to investigate “any matter” at “any time” under House Rule X.
• The Committee on Ways and Means has been investigating several universities since November 15, 2023, when the Committee held a hearing entitled From Ivory Towers to Dark Corners: Investigating the Nexus Between Antisemitism, Tax-Exempt Universities, and Terror Financing. The Committee followed the hearing with letters to those institutions on January 10, 202
Exploiting Artificial Intelligence for Empowering Researchers and Faculty, In...Dr. Vinod Kumar Kanvaria
Exploiting Artificial Intelligence for Empowering Researchers and Faculty,
International FDP on Fundamentals of Research in Social Sciences
at Integral University, Lucknow, 06.06.2024
By Dr. Vinod Kumar Kanvaria
2. Global Compact Network India
In the year 2000, with an aim to conjoin private sector activities with civil society initiatives, and for the
establishment of an inclusive corporate sustainability in the global economy, a leadership platform with a global
dimension – United Nation Global Compact was launched by the then UN Secretary – General Kofi
Anan
The UNGC primarily operates on four fold realms – Human Rights, Labour, Environment and Anti-
Corruption
10,700 participants including over 7000 businesses in 135 countries and 101 local networks
Seven Partners: Office of the High Commissioner for Human Rights
(OHCR), ILO, UNODC, UNDP, UNIDO and UNIFEM
In taking forward this agenda of the UNGC in the Indian context, the Global Compact Society was launched in
December 2000. And, on 24th Nov 2003 in New Delhi, it was registered as a legal entity and was named as
Global Compact Network India –the Indian arm of UNGC.
Global Compact Network India (GCNI) is a platform, for businesses, private sector organisations, civil society
organizations public sector and institutions. As a network, GCNI enables aligning of various stakeholders’
practices towards the Ten Universally Accepted Principles of UNGC
3. The Ten Principles
~Businesses should:
Principle 1: Support and respect the
protection of internationally
proclaimed human rights; and
Principle 2: Make sure that they are not
complicit in human rights
abuses
Human Rights
Labour
~Businesses should uphold:
Principle 3: the freedom of association and the
effective recognition of the right to
collective bargaining;
Principle 4: the elimination of all forms of
forced and compulsory labour;
Principle 5: the effective abolition of child
labour; and
Principle 6: the elimination of discrimination
in employment and occupation
Environment
~Businesses should
Principle 7: support a precautionary approach to
environmental challenges;
Principle 8: undertake initiatives to promote
greater environmental responsibility;
Principle 9: encourage the development and
diffusion of environmentally friendly
technologies
Anti- Corruption
~Businesses should:
Principle 10: Businesses should work
against corruption in all
its forms, including
extortion and bribery
4. Background of the labour principles
~ The Principles and Rights identified, in 1998, in the ILO Declaration comprise the labour portion of
the Global Compact
~The principles identified in ILO Declaration are:
to promote and realize in good faith the right of workers and employers to freedom of association and
the effective recognition of the right to collective bargaining;
to work towards the elimination of all forms of forced or compulsory labour;
the effective abolition of child labour; and
the elimination of discrimination in respect of employment and occupation.
5. Origin of the Labour principles
The four labour principles of
the Global Compact are taken
from the ILOs Declaration on
Fundamental Principles and
Rights at Work
This Declaration was adopted
in 1998 by the International
Labour Conference, a yearly
tripartite meeting that brings
together governments, employers
and workers from 177
countries
The Declaration calls upon all
ILO Member States to apply
the principles in line with the
original intent of the core
Conventions on which it is
based
At the G8 Meeting in Evian,
France, in 2003, the leaders
of the industrialized world
encouraged companies to work
with other parties to implement
the Declaration
The United Nations Global Compact Labour Working Group
The United Nations Global Compact Board established a Labour Working Group in June 2008. It is co-chaired by the
Secretary-General of the International Organisation of Employers (IOE) and the General Secretary of the International
Trade Union Confederation (ITUC), and supported by the International Labour Office (ILO). It aims to:
Raise the profile, relevance of, and respect for the four labour principles among UN Global Compact companies and
networks
Help ensure a consistent approach is taken to the application and understanding of the four principles, drawing on ILO,
ITUC, and IOE information and experience
Develop tools, information exchange, and forums for UN Global Compact companies’ engagement on the four labour
principles
6. ILO MNE (Multinational Enterprises) for companies
The ILO’s main instrument for promoting labour standards and principles in the corporate world is
the Tripartite Declaration of Principles concerning Multinational Enterprises and Social Policy
(ILO MNE Declaration)
The ILO MNE Declaration is unique in this area as it was developed by representatives of
governments, employers, and workers, and is the most comprehensive instrument in advancing the
labour dimension of CSR.
The ILO MNE Declaration contains recommendations on how companies should apply principles
deriving from international labour standards in the areas of general policies, employment promotion
and security, equality of opportunity and treatment, training, wages and benefits, minimum
age, occupational safety and health, and industrial relations.
It provides more detailed guidance on labour issues and a more complete picture of how companies can
maximize their positive contribution to society, and minimize any negative impacts.
7. Global Compact Principle 3 (Labour)
Freedom of association implies a respect for the right of all employers and all workers to freely and voluntarily
establish and join groups for the promotion and defence of their occupational interests
Workers and employers have the right to set up, join and run their own organizations without interference from
the State or any another entity.
The right of workers to bargain freely with employers is an essential element in freedom of association
Collective bargaining is a voluntary process through which employers and workers discuss and negotiate their
relations, in particular terms and conditions of work.
Global Compact Principle 4 (Labour)
Forced or compulsory labour is any work or service that is exacted from any person under the
menace of any penalty, and for which that person has not offered himself or herself voluntarily
Forced labour is a fundamental violation of human rights
The ILO estimates that at least 12.3 million people are victims of forced labour worldwide,
80 per cent of which is exacted by private agents.
Uphold the freedom of association and the effective
recognition of the right to collective bargaining
The elimination of all forms of forced and compulsory labour
8. ILO conventions provide the framework for national law to prescribe a minimum age for admission to employment
or work that must not be less than the age for completing compulsory schooling, in any case not less than 15 years
The minimum age for hazardous work is higher, at 18 years for all countries
Companies should make efforts to eliminate all forms of child labour. Efforts to eliminate the worst forms of
child labour should not be used to justify other forms of child labour
The complexity of the issue of child labour means that companies need to address the issue sensitively, and not
take action which may force working children into more exploitative forms of work
Global Compact Principle 5 (Labour)
Global Compact Principle 6 (Labour)
Discrimination means when a potential candidate is treated differently or less favourably because of characteristics
that are not related to his/her merit or the inherent requirements of the job
These characteristics commonly include in national law: race, colour, sex, religion, national extraction or social
origin, sexual orientation (in some cases), age, HIV/AIDS, etc
Principle 6 allows companies to consider additional grounds where discrimination in employment and occupation
may arise. Companies should also familiarize themselves with grounds prohibited under national legislation
The effective abolition of child labour
The elimination of discrimination in respect of employment
and occupation
9. The relationship between labour principles and business
Global Compact labour principles are global principles, which, upon ratification by
member companies, though voluntary, are transposed into companies’ operations
The Global Compact Principles bring international standards to companies and express
them in the behaviour of business
Although only member companies ratify principles and recommendations contain principles
and valuable guidance which may also be relevant to non-member companies seeking to
improve their workplace practices beyond legal compliance
Companies must respect national law in their efforts to advance the labour principles
10. Labour Laws in India
~ Indian Constitution safeguards human labour through Article 16, 19, 23, 24 in Chapter III and Article
39, 41, 42, 43, 43A, & 54 in Chapter IV
~ Over 50 labour laws in India
~ Most prominent laws are
The Child Labour (Prohibition and Regulation) Act, 1986
The Building and Other Constructions Workers’ (Regulation of Employment and Conditions of Service) Act, 1996
The Equal Remuneration Act, 1976
The Industrial Disputes Act, 1947
The Industrial Employment (Standing Orders) Act, 1946
The Maternity Benefit Act, 1961
The Minimum Wages Act, 1948
11. Continued
The Payment of Bonus Act, 1965
The Payment of Gratuity Act, 1972
The Payment of Wages Act, 1936
The Maternity Benefit Act, 1961
The Minimum Wages Act, 1948
The Trade Unions Act, 1926
The Payment of Wages Act, 1936
Unorganized Workers Social Security Act, 2008
The Factories Act, 1948
12. Labour issues and solutions in India
Too many labour laws
At least 50 at centre
level and 100 at state
level
Merge similar laws
Overlapping of
authorities
Some labour laws come
under the jurisdiction of the
central government, some in
that of state governments
and the Concurrent List
Labour laws should
be governed centrally
Many laws are
obsolete
Few of them enacted
more than 100 years
ago
Repeal out of date
and obsolete laws
Complex web of
legislation
In 2012, there are around
15,000 disputes pending in
the central labour courts and
more than 500,000 at state
level (MoL)
Establish fast track
Labour courts, increase
personnel
Inflexible laws for
companies
Companies with over
100 employees have to
take permission from
the government
Makes room for more
flexible contracts in the
labour market
Issues Description Solutions