MCRB with the support of mobile operators Telenor and Ooredoo and the participation of the Factories and General Labour Laws Inspection Department (FGLLID) of the Ministry of Labour, Immigration and Population (MOLIP), facilitated a peer-to-peer workshop on 7 October 2016 for mobile network operators and tier 1 and tier 2 subcontractors, and consultants.
Read more: https://www.myanmar-responsiblebusiness.org/news/discussion-issues-telecom-sector.html
An essential guide to UK employment law for everyone involved in managing people.
It covers contracts of employment, employment rights, pay and hours, holidays, family matters, flexible working, trades unions, equality and discrimination, changing terms and conditions, dismissal, discipline and grievance, redundancy, redundancy payments, consultation, employment tribunals, and collective labour law.
Lexology Getting the Deal Through Employment: InternationalMatheson Law Firm
Niall Pelly, Alice Duffy and Rachel Kelly outline the key considerations for international employers in Ireland including disciplinary procedures and the courts system.
The human resources (HR) function is at the centre of most employers’ efforts to identify, hire and retain the people the organization needs to execute its strategy and achieve its goals.But the HR function is a key player within the organization’s compliance structure as well.
There are numerous laws and regulations governing the employment relationship that HR professionals must understand and navigate in order to help ensure their organizations avoid costly fines and other penalties, including the potential harm to the organization’s reputation.
This presentation will help the organizations to focus on the HR legal requirements and manage the HR compliance in an effective manner.
An essential guide to UK employment law for everyone involved in managing people.
It covers contracts of employment, employment rights, pay and hours, holidays, family matters, flexible working, trades unions, equality and discrimination, changing terms and conditions, dismissal, discipline and grievance, redundancy, redundancy payments, consultation, employment tribunals, and collective labour law.
Lexology Getting the Deal Through Employment: InternationalMatheson Law Firm
Niall Pelly, Alice Duffy and Rachel Kelly outline the key considerations for international employers in Ireland including disciplinary procedures and the courts system.
The human resources (HR) function is at the centre of most employers’ efforts to identify, hire and retain the people the organization needs to execute its strategy and achieve its goals.But the HR function is a key player within the organization’s compliance structure as well.
There are numerous laws and regulations governing the employment relationship that HR professionals must understand and navigate in order to help ensure their organizations avoid costly fines and other penalties, including the potential harm to the organization’s reputation.
This presentation will help the organizations to focus on the HR legal requirements and manage the HR compliance in an effective manner.
Risk Management and Social compliance issues in Ready Made Garment (RMG) Sect...Ahasan Uddin Bhuiyan
In this slide, I widely discussed about different issues related to risks of RMG workers in Bangladesh. Available international and national measures in protecting their right and safety. I tried to represent basic concept of social compliance, it's necessity of application for RMG laborers as well as current status of those issues.
The recruitment industry is heavily regulated and recruiters are bound by law to meet certain standards. Despite this, recruitment agencies are often wrongly aligned with the ‘gig economy’, which is largely unregulated. The Recruitment & Employment Confederation (REC) has distilled the key things you need to know about recruitment industry regulation into this helpful factsheet.
What’s Labour Law
Origins of Labour Laws
Individual Labour Law
Labour Policy in India
Duties of Employer under the Act
Working Hours under the Act
Important Acts of Indian Labour Law
Risk Management and Social compliance issues in Ready Made Garment (RMG) Sect...Ahasan Uddin Bhuiyan
In this slide, I widely discussed about different issues related to risks of RMG workers in Bangladesh. Available international and national measures in protecting their right and safety. I tried to represent basic concept of social compliance, it's necessity of application for RMG laborers as well as current status of those issues.
The recruitment industry is heavily regulated and recruiters are bound by law to meet certain standards. Despite this, recruitment agencies are often wrongly aligned with the ‘gig economy’, which is largely unregulated. The Recruitment & Employment Confederation (REC) has distilled the key things you need to know about recruitment industry regulation into this helpful factsheet.
What’s Labour Law
Origins of Labour Laws
Individual Labour Law
Labour Policy in India
Duties of Employer under the Act
Working Hours under the Act
Important Acts of Indian Labour Law
An essential guide to UK employment law for everyone involved in managing people.
It covers contracts of employment, employment rights, pay and hours, holidays, family matters, flexible working, trades unions, equality and discrimination, changing terms and conditions, dismissal, discipline and grievance, redundancy, redundancy payments, consultation, employment tribunals, and collective labour law.
Similar to Labour Issues in the Telecom Sector: Myanmar Labour Laws and Reform Plans (20)
Verbit - The State of Inclusivity, A Global PerspectiveEthical Sector
On 12 January, the Embassy of Israel in Myanmar in collaboration with the Myanmar Centre for Responsible Business (MCRB), Myanmar-Israel Chamber of Commerce, Industry and Innovation (MICCI), and Access Israel held a webinar to share experiences on the role of businesses in making their products and/or services more accessible and inclusive for persons with disabilities in Myanmar.
Read more: https://www.myanmar-responsiblebusiness.org/news/assistive-technologies-b2c-services.html
On 12 January, the Embassy of Israel in Myanmar in collaboration with the Myanmar Centre for Responsible Business (MCRB), Myanmar-Israel Chamber of Commerce, Industry and Innovation (MICCI), and Access Israel held a webinar to share experiences on the role of businesses in making their products and/or services more accessible and inclusive for persons with disabilities in Myanmar.
Read more: https://www.myanmar-responsiblebusiness.org/news/assistive-technologies-b2c-services.html
On 12 January, the Embassy of Israel in Myanmar in collaboration with the Myanmar Centre for Responsible Business (MCRB), Myanmar-Israel Chamber of Commerce, Industry and Innovation (MICCI), and Access Israel held a webinar to share experiences on the role of businesses in making their products and/or services more accessible and inclusive for persons with disabilities in Myanmar.
Read more: https://www.myanmar-responsiblebusiness.org/news/assistive-technologies-b2c-services.html
Community Grievance Management ExperiencesEthical Sector
MCRB with the support of mobile operators Telenor and Ooredoo and the participation of the Factories and General Labour Laws Inspection Department (FGLLID) of the Ministry of Labour, Immigration and Population (MOLIP), facilitated a peer-to-peer workshop on 7 October 2016 for mobile network operators and tier 1 and tier 2 subcontractors, and consultants.
Read more: https://www.myanmar-responsiblebusiness.org/news/discussion-issues-telecom-sector.html
MCRB with the support of mobile operators Telenor and Ooredoo and the participation of the Factories and General Labour Laws Inspection Department (FGLLID) of the Ministry of Labour, Immigration and Population (MOLIP), facilitated a peer-to-peer workshop on 7 October 2016 for mobile network operators and tier 1 and tier 2 subcontractors, and consultants.
Read more: https://www.myanmar-responsiblebusiness.org/news/discussion-issues-telecom-sector.html
MCRB with the support of mobile operators Telenor and Ooredoo and the participation of the Factories and General Labour Laws Inspection Department (FGLLID) of the Ministry of Labour, Immigration and Population (MOLIP), facilitated a peer-to-peer workshop on 7 October 2016 for mobile network operators and tier 1 and tier 2 subcontractors, and consultants.
Read more: https://www.myanmar-responsiblebusiness.org/news/discussion-issues-telecom-sector.html
MCRB with the support of mobile operators Telenor and Ooredoo and the participation of the Factories and General Labour Laws Inspection Department (FGLLID) of the Ministry of Labour, Immigration and Population (MOLIP), facilitated a peer-to-peer workshop on 7 October 2016 for mobile network operators and tier 1 and tier 2 subcontractors, and consultants.
Read more: https://www.myanmar-responsiblebusiness.org/news/discussion-issues-telecom-sector.html
Workshop on Safety and Labour Issues in the Myanmar Telecoms SectorEthical Sector
MCRB with the support of mobile operators Telenor and Ooredoo and the participation of the Factories and General Labour Laws Inspection Department (FGLLID) of the Ministry of Labour, Immigration and Population (MOLIP), facilitated a peer-to-peer workshop on 7 October 2016 for mobile network operators and tier 1 and tier 2 subcontractors, and consultants.
Read more: https://www.myanmar-responsiblebusiness.org/news/discussion-issues-telecom-sector.html
Virtual Roundtable Discussion with CSOs on Extractives and Inclusive BusinessEthical Sector
On 26 November 2020, MCRB held its first virtual roundtable discussion series with Civil Society Organizations on “Extractives and Inclusive Business”.
Read more: https://www.myanmar-responsiblebusiness.org/news/virtual-roundtable-discussion-extractives-and-inclusive-business.html
On September 25, 2020, AirQualityAsia in cooperation with Green Economy Caucus (GEC), House of Representatives, Indonesia organized a webinar on the theme “Raising Awareness towards Pollution and Its Impacts to Human Health.”
Read more: https://www.airqualityasia.org/news/raising-awareness-towards-pollution.html
Health and Pollution Action Planning (HPAP)Ethical Sector
On September 25, 2020, AirQualityAsia in cooperation with Green Economy Caucus (GEC), House of Representatives, Indonesia organized a webinar on the theme “Raising Awareness towards Pollution and Its Impacts to Human Health.”
Read more: https://www.airqualityasia.org/news/raising-awareness-towards-pollution.html
On September 25, 2020, AirQualityAsia in cooperation with Green Economy Caucus (GEC), House of Representatives, Indonesia organized a webinar on the theme “Raising Awareness towards Pollution and Its Impacts to Human Health.”
Read more: https://www.airqualityasia.org/news/raising-awareness-towards-pollution.html
Dr. Dewi Aryani : Raising Awareness Towards Pollution and its Impact to Human...Ethical Sector
On September 25, 2020, AirQualityAsia in cooperation with Green Economy Caucus (GEC), House of Representatives, Indonesia organized a webinar on the theme “Raising Awareness towards Pollution and Its Impacts to Human Health.”
Read more: https://www.airqualityasia.org/news/raising-awareness-towards-pollution.html
How are Persons with Disabilities in Myanmar Experiencing Covid-19, Including...Ethical Sector
On 22 May, Hnin Wut Yee and Myint Naing Kyaw of MCRB participated in a webinar on Disability Inclusion in Crisis Response organised by the Myanmar Business Coalition for Gender Equality (BCGE) attended by around 50 participants, mainly from civil society organisations, with sign language interpretation.
Read more: https://www.myanmar-responsiblebusiness.org/news/persons-with-disabilities-covid-19.html
Launch of the 2020 Pwint Thit Sa Report research phaseEthical Sector
Companies in January received a letter to inform them of the methodology and timetable for the 2020 report. A workshop on Monday 3 February was held in Yangon attended by over 60 participants to explain the main changes and approach for the 2020 report, and answer initial queries.
Read more: https://www.myanmar-responsiblebusiness.org/pwint-thit-sa/2020.html
MCRB and Yever held a webinar on 14 May to explain the scoring process so far.
Read more: https://www.myanmar-responsiblebusiness.org/pwint-thit-sa/2020.html
Business & Digital Rights (Myanmar Business Associations Status)Ethical Sector
The Fourth Myanmar Digital Rights Forum took place on 28/29 February 2020 at Rose Garden Hotel, Yangon attended by over 350 participants, including senior government officials, MPs, civil society organisations, media, businesses and international human rights and digital rights experts and academics.
Read more: https://www.myanmar-responsiblebusiness.org/news/digital-rights-forum-2020.html
The Fourth Myanmar Digital Rights Forum took place on 28/29 February 2020 at Rose Garden Hotel, Yangon attended by over 350 participants, including senior government officials, MPs, civil society organisations, media, businesses and international human rights and digital rights experts and academics.
Read more: https://www.myanmar-responsiblebusiness.org/news/digital-rights-forum-2020.html
The Fourth Myanmar Digital Rights Forum took place on 28/29 February 2020 at Rose Garden Hotel, Yangon attended by over 350 participants, including senior government officials, MPs, civil society organisations, media, businesses and international human rights and digital rights experts and academics.
Read more: https://www.myanmar-responsiblebusiness.org/news/digital-rights-forum-2020.html
The Fourth Myanmar Digital Rights Forum took place on 28/29 February 2020 at Rose Garden Hotel, Yangon attended by over 350 participants, including senior government officials, MPs, civil society organisations, media, businesses and international human rights and digital rights experts and academics.
Read more: https://www.myanmar-responsiblebusiness.org/news/digital-rights-forum-2020.html
What is the point of small housing associations.pptxPaul Smith
Given the small scale of housing associations and their relative high cost per home what is the point of them and how do we justify their continued existance
Russian anarchist and anti-war movement in the third year of full-scale warAntti Rautiainen
Anarchist group ANA Regensburg hosted my online-presentation on 16th of May 2024, in which I discussed tactics of anti-war activism in Russia, and reasons why the anti-war movement has not been able to make an impact to change the course of events yet. Cases of anarchists repressed for anti-war activities are presented, as well as strategies of support for political prisoners, and modest successes in supporting their struggles.
Thumbnail picture is by MediaZona, you may read their report on anti-war arson attacks in Russia here: https://en.zona.media/article/2022/10/13/burn-map
Links:
Autonomous Action
http://Avtonom.org
Anarchist Black Cross Moscow
http://Avtonom.org/abc
Solidarity Zone
https://t.me/solidarity_zone
Memorial
https://memopzk.org/, https://t.me/pzk_memorial
OVD-Info
https://en.ovdinfo.org/antiwar-ovd-info-guide
RosUznik
https://rosuznik.org/
Uznik Online
http://uznikonline.tilda.ws/
Russian Reader
https://therussianreader.com/
ABC Irkutsk
https://abc38.noblogs.org/
Send mail to prisoners from abroad:
http://Prisonmail.online
YouTube: https://youtu.be/c5nSOdU48O8
Spotify: https://podcasters.spotify.com/pod/show/libertarianlifecoach/episodes/Russian-anarchist-and-anti-war-movement-in-the-third-year-of-full-scale-war-e2k8ai4
A process server is a authorized person for delivering legal documents, such as summons, complaints, subpoenas, and other court papers, to peoples involved in legal proceedings.
This session provides a comprehensive overview of the latest updates to the Uniform Administrative Requirements, Cost Principles, and Audit Requirements for Federal Awards (commonly known as the Uniform Guidance) outlined in the 2 CFR 200.
With a focus on the 2024 revisions issued by the Office of Management and Budget (OMB), participants will gain insight into the key changes affecting federal grant recipients. The session will delve into critical regulatory updates, providing attendees with the knowledge and tools necessary to navigate and comply with the evolving landscape of federal grant management.
Learning Objectives:
- Understand the rationale behind the 2024 updates to the Uniform Guidance outlined in 2 CFR 200, and their implications for federal grant recipients.
- Identify the key changes and revisions introduced by the Office of Management and Budget (OMB) in the 2024 edition of 2 CFR 200.
- Gain proficiency in applying the updated regulations to ensure compliance with federal grant requirements and avoid potential audit findings.
- Develop strategies for effectively implementing the new guidelines within the grant management processes of their respective organizations, fostering efficiency and accountability in federal grant administration.
ZGB - The Role of Generative AI in Government transformation.pdfSaeed Al Dhaheri
This keynote was presented during the the 7th edition of the UAE Hackathon 2024. It highlights the role of AI and Generative AI in addressing government transformation to achieve zero government bureaucracy
Many ways to support street children.pptxSERUDS INDIA
By raising awareness, providing support, advocating for change, and offering assistance to children in need, individuals can play a crucial role in improving the lives of street children and helping them realize their full potential
Donate Us
https://serudsindia.org/how-individuals-can-support-street-children-in-india/
#donatefororphan, #donateforhomelesschildren, #childeducation, #ngochildeducation, #donateforeducation, #donationforchildeducation, #sponsorforpoorchild, #sponsororphanage #sponsororphanchild, #donation, #education, #charity, #educationforchild, #seruds, #kurnool, #joyhome
Labour Issues in the Telecom Sector: Myanmar Labour Laws and Reform Plans
1. Labour Issues in the Telecom Sector:
Myanmar Labour Laws and Reform
Plans
1
7 October 2016
Natsu Nogami
Senior Legal Officer
ILO Liaison Office in Myanmar
2. Global overview
• Rapid technological innovation and market developments
(i.e. privatization, liberalization, globalization) in the telecom
sector require high levels of flexibility and adaptability for
businesses; which has led to….
• The increase in non-standard or ”atypical” employment
relationships through outsourcing, subcontracting or agency
work/labour dispatch.
• Some telecom companies had subcontracted all or a
majority of their field technician services to third parties (i.e.
TeliaSonera Sweden/Finland, O2 Telefonica Czech
Republic, and Orange Polska Poland)
• China Telecom recruits a large number of agency workers.
(Source: ILO, “Employment relationship in telecommunications services and in the call centre industry. 2015)
2
3. Some common labour issues in the telecom sector
Decent work deficits
•Non-standard workers often lack the same protections, rights
and benefits as regular employees, such as health insurance,
sick pay, maternity leave, workmen’s compensation, or trade
union rights, etc.
•Labour exploitation and abuse: e.g. child labour, slavery-like
practices, safety and health hazards and risks, low wages,
overtime, etc.
•If the national labour law does not properly capture
subcontracting, outsourcing or agency work:
– Employer responsibilities are blurred, specially on occupational safety
and health, wage payment, social security, etc.
– these workers would fall into the informal economy, making them more
vulnerable to abuse and exploitation
3
4. Child labour in the telecom sector
• An ILO survey in the telecom sector in
Uganda:
– Telecom companies sell airtime cards or phone
cards to vendors, who would then employ children
to sell them to the customers;
– Some children work for extremely long hours
(average 12 hrs a day)
– Some children did not receive any pay
– Profile of these children: extreme poverty, loss of
parent(s), school drop-outs.
4
5. Current Myanmar labour laws:
fragmentation
There are around 20 laws related to employment and
labour, but there is no central piece of labour law
defining and providing minimum standards for the
employment relationship.
The existing labour laws are obsolete and
fragmented:
– Sector-based (e.g. factory, shops and establishments,
mines, etc) or
– theme-based (e.g. payment of wages, leave and
holidays, etc).
5
6. Fragmentation of labour laws:
what does it mean in practice?
Application gap: i.e.
– Total exclusion of certain categories of workers from
the legal protection (e.g. “home workers”); or
– Partial coverage: e.g.
• domestic workers are recognized and covered only
under the Labour Organization Law but not by any
other labour laws;
• labour inspectors do not have jurisdiction in
construction (including tower construction sites) or
agriculture where there is high volume of workforce and
prevalence of accidents and injuries.
– What about the employers and workers in the telecom
sector: tower construction, fibre line digging, fibre
cable factories, shops and vendors, etc? 6
7. Labour law coverage – check what laws apply
to you or do not apply to you
Legislation Covered employers/industries Covered workers
Employment and Skills
Development Law
(employment contract and
skills development)
All businesses owned by the State,
cooperative, private or joint venture
employing more workers than
stipulated, whether permanently or
temporary.
All workers employed for wages in the
government, government organizations,
cooperatives, private or joint venture organizations
or companies or in other occupations. Apprentices
are also included.
Minimum Wages Act 1. Commercial
2. Production
3. Services
4. Agriculture
Minimum wages determined by the
National Committee for Minimum Wage
shall not apply to small and family-run
business employing less than 15 workers.
1. Permanent and temporary workers
2. Apprentices and trainees,
3. Clerks and staff
4. Outside workers
5. House-maids
6. Drivers, security men and guards
7. Sanitation workers.
Shops and
Establishments Act
1. Wholesale or retail sale shops
2. Commercial establishments (incl
employment agencies)
3. Establishments for public entertainment
Factories Act 1. Manufacturing
2. Processing
3. Transporting oil and water
4. Energy
5. Publishing/Printing
6. Ship-building services
7. Government-controlled factories
1. Manufacturing workers
2. Maintenance workers
3. Supervisor, accountant, clerk, security guard,
driver, cleaning worker, cook, odd-job man,
gardener and general worker
7
8. Legislation Covered employers/industries Covered workers
Leave and Holidays Act 1. Factories
2. Railways
3. Ports
4. Oilfields
5. Mines
6. Shops and establishments
7. Government-controlled factories.
Labour Organization Law 1. Factories and workshops
2. Establishments and their
production businesses
3. Construction and renovation
4. Transportation
5. Services
6. Government departments and
organizations
7. Other vocational work
1. Daily wage earners
2. Temporary workers,
3. Agricultural workers
4. Domestic workers
5. Government employees
6. Apprentices
7. Migrant workers
New OSH Bill? Is expected to cover all sectors?
Settlement of Labour Disputes Law All businesses owned by the State,
cooperative, private or joint venture
involved in:
1.Trade
2.Construction
3.Industry and production
4.Agriculture
5.Services
6.Vocational works
1. Daily wage earners
2. Temporary workers,
3. Agricultural workers
4. Domestic workers
5. Government employees
6. Apprentices
7. Workers terminated or dismissed
from work during a dispute
8
9. Goals of labour law reform: a three-phased approach
to labour law reform
• Phase I: Amendment of individual laws based on MOLIP priorities
(ongoing):
– Employment and Skills Development Law
– Labour Organization Law (LOL)
– Settlement of Labour Disputes Law (SLDL)
• Phase II: Establishment of a Labour Standards Act (in 2-3 years).
– covers all workers and employers and leaves no unintended “gaps”
• Phase III: Consolidation of LSA and other existing labour
legislation into a Labour Code (in 4-5 years)
• Of course, changes do not happen overnight. In the mean time,
responsible employers are recommended to adopt international labour
standards in their employment practices in their supply chains. (An ILO
Guide to International Labour Standards is available online:
http://www.ilo.org/global/standards/information-resources-and-
publications/publications/WCMS_246944/lang--en/index.htm)
9
10. Compliance, enforcement and rule of law
• Labour inspection:
– lack of adequate human and financial resources is a challenge.
• Freedom of association and social dialogue:
• Employers and workers could strive to solve the problems through
management-labour dialogue and collective bargaining.
• Dispute settlement:
– Labour inspection is not the only way to enforce the law. The existing
dispute settlement procedures can be utilized (workplace coordination
committee; township conciliation council; regional/state arbitration bodies;
national arbitration council; and the court);
– Challenges remain, however:
• dispute settlement procedures take too long and ineffective
• Capacity of conciliators or arbitrators is still developing
• Non-compliance of the decisions of the dispute settlement bodies: i.e. the
rule of law
ILO supports Myanmar in all these areas (and more)
10