Issues, tools and strategies 问题、工具和战略 Promoting labour standards in the corporate world: ILO MNE Declaration 促进企业界劳工标准： 国际劳工组织跨国公司宣言 Issues, tools and strategies 问题、工具和战略

Objectives 目标 Distinguish the roles of public regulation and « voluntary standards » 区分公共法规和“自愿标准”的作用 Identify the key private standards and their enforcement mechanisms 概述关键私营标准及其执行机制 Discuss how private standards have been used to promote respect for FoA, CB 讨论私营标准怎样用来促进结社自由和集体谈判 Examine in more detail ILS provisions concerning FofA, CB 详细审视国际劳工标准关于结社自由和集体谈判的规定 Analyse ILO Helpdesk examples 分析国际劳工组织帮助台案例

Righting the relationship between public and private roles in protecting workers’ rights 公共和私营部门维护工人权利作用之间的关系

Important contribution of “voluntary standards” “自愿标准”的重要意义 Fills gaps in regulation 填补法规空缺 Encourages continuous improvement 鼓励持续改进 Helps build culture of respect for the rule of law 帮助建立尊重法制的文化

Relationship between labour law and voluntary standards 劳动法和自愿标准之间的关系 Company Practice 企业 行为 Codes Monitoring 准则 监督 Law Public inspec 法律 公共监察

Limits of voluntary standards 自愿标准的局限性 Not a rights-based approach 并非基于权利 Creates a lottery approach to respect for workers’ rights 创造了尊重工人权利的“抽签”方式 Risk that governments will off-load their responsibility to protect workers’ rights 可能会让政府卸下保护工人权利的责任 Reinforces notion that market solutions are always better than government solutions 强化市场方案永远优于政府方案的理念 Paternalistic model doesn’t address, and often aggrevates, power imbalances 家长作风模式不能解决——而是往往恶化——权力失衡问题

Then why is CSR growing? 那为什么企业社会责任在发展？ Companies often prefer such self- regulation 企业往往喜欢这样的自我监管 Heavily promoted by governments, development institutions, etc. 政府、发展机构等有力推行 Many policy makers assume CSR consultants are unbiased and well-intentioned, even though CSR has become an industry 很多政策制定者假设企业社会责任顾问是公正的、怀有良好意愿的，尽管企业社会责任已经成为了一个产业 Enthusiasm varies by region and sector 各区域、各行业对此热度不一

What to do? 那我们应该做什么？

1. Don’t let hard law go soft 不要让硬法律变软 Ensure that soft law “voluntary standards” reinforces rather than undermines hard law 保证软法律“自愿标准”加强而不是削弱硬法律 Codification of soft law should advance social progress 软法律的编纂应该推进社会进步

2. Reinforce Democratic Processes 加强民主化进程 Multi-stakeholder 多利益相关方 Development 发展 Governance 治理

3. Pay close attention to Hard law on soft law 硬法律应多紧密关注软法律 Guard against unintended consequences 防范无意的后果 Understand the dynamics 理解趋势

4. Guard against capture 防范陷阱 « Business case » mentality “企业事务”思维 Risks involved in PPPs 公私合营的 风险

5. Don’t forget the institutions! 不要忘记机制! “Voluntary standards” should reinforce the institutions which strengthen respect for workers’ rights “自愿标准”应该加强维护工人权利的机制 Most important is good industrial relations 最重要的是良好的产业关系

Small group discussion: 15 minutes 小组讨论：15分钟 What are some benefits and risks to your trade union of a « CSR » approach? 企业社会责任方案对于你的工会有哪些益处和风险？ How has your government responded to the growing interest in CSR? 对于日益盛行的企业社会责任，你的政府做出了怎样的回应？

A closer look at key “voluntary instruments” 主要的“自愿文书”

Types of “voluntary standards” “自愿标准”分类 Inter-governmental　 政府间 ILO MNE Declaration　 国际劳工组织跨国公司宣言 OECD Guidelines 经合组织指南 UN Global Compact 联合国全球契约 UN Framework for Business and Human Rights 联合国工商业和人权框架

Types of “voluntary standards” “自愿标准”分类 Private 私营部门 Company codes , e.g., NIKE, Walmart 企业准则，例如耐克、沃尔玛 Industry initiatives, e.g., BSCI, EICC 产业倡议，例如商业社会责任准则、电子行业行为准则 Multi-stakeholder initiatives, e.g., ETI, Workers’ Rights Consortium, Clean Clothes Campaign, ISO 26000 多方倡议，例如道德贸易倡议、工人权利联盟、清洁制衣运动、ISO26000

Codes: What happens in practice 准则：实际怎样？ Codemonitoringremediationreporting 准则监督补救报告 Monitoring has brought about limited change 监督带来的变化有限 Issues of poor training, hasty assessments, lack of input from workers or worker coaching, corruption 培训不足、评估仓促、工人参与不足、辅导工人、腐败等问题 « static » snapshot taken only periodically 仅定期提取“静态”快照 No sanction for non-compliance 对不合规行为没有制裁 Procurement officers typically ignore findings 采购官员往往无视结果 Remediation rarely based on IR approach 补救措施很少基于产业关系方案

Alternative: International Framework Agreements 其他选择：国际框架协议 Negotiated between a GUF and an MNE, with joint oversight of implementation 国际产业工会和跨国公司之间谈判达成，共同监督实施 Formal recognition of social partnership 正式承认社会伙伴 Can apply to MNE employers, supply chain workers or both 适用于跨国公司员工、供应链工人 Compliments national and local agreements (baseline for collective bargaining) 补充性全国协议和企业协议（集体谈判的基线） Current number – 103 如今数量-103

ILO Helpdesk for Business 国际劳工组织企业帮助台 To assist company managers and workers’ organizations to align private standards with ILS 帮助企业经理和工人组织将私营标准与国际劳工标准挂钩 Programme comprised of two services: 项目包括两项服务： Indiviudal requests from managers or workers’ representatives  assistance@ilo.org 经理或工人代表的个人要求assistance@ilo.org Access to the wide range of expertise and resources across the Office  www.ilo.org/business 获得国际劳工具丰富知识和资源的途径 www.ilo.org/business

Helpdesk expert advice service 帮助台专家建议服务 Free and Confidential 免费并且保密 Responses formulated by team of ILO experts 国际劳工组织专家团队做出回复 Service launched in March 2009, almost 600 questions received and answered to date 2009年3月启动服务，至今已经收到并回复约600次提问 All replies encourage: 所有回复都鼓励： Social dialogue on the issue concerned 对相关问题开展社会对话 Engagement with the national or sectoral trade unions and employers’ organizations 全国或行业工会和雇主组织的参与

Sample Questions 提问样本 How does ILO define a « living wage »? 国际劳工组织怎样定义“维持生活所必须的工资”？ Is it ok if my supplier uses prison labour? 如果供货商使用监狱劳动是否可以？ What are the key measures companies can take to combat discrimination? 企业可以采取哪些主要措施消除歧视？ My company sources from a tea plantation in a country allows girls as young as 12 to marry, and married females are allowed to work. Is it considered child labour if these 12 year old married females are working? 我的企业从一个允许12岁女孩结婚、允许已婚女性工作的国家的茶园采购。如果这些12岁的已婚女孩在工作，是否可以认为她们是童工？

ILO MNE Declaration 国际劳工组织跨国公司宣言 Objective: 目标： « to maximize the positive contribution of MNEs and to minimize difficulties of their operations » 将跨国公司的积极贡献最大化，将其运营的困难最小化 strengthen government policies 加强政府政策 strengthen company policies 加强企业政策 encourage synergies between public and private policies 鼓励公共和私营政策一致

MNE Declaration 跨国公司宣言 General policies: 一般性政策： Obey national law, respect international labour standards, contribute to development priorities 遵守国家法律、尊重国际劳工标准、为发展要务做贡献 Employment: 就业： promotion, security, equality of opportunity and treatment 促进就业、就业保障、机会和待遇平等 Development priorities: National development priorities Global development Priorities: Millennium Development Goals

MNE Declaration 跨国公司宣言 Training: 培训： vocational training and skills development 职业培训和技能开发 Conditions of work and life: 工作生活条件： wages and benefits, minimum age, safety & health 工资和福利、最低年龄、安全卫生 Industrial relations: 产业关系： Respect freedom of association and right to collective bargaining, consultations, grievances, industrial disputes 尊重结社自由和集体谈判权利、协商、申诉、劳动争议 Development priorities: National development priorities Global development Priorities: Millennium Development Goals

MNE Declaration « Interpretation » Procedure 跨国公司宣言“解释”程序 For actual disputes over the meaning of the MNE principles 对跨国公司原则含义的实际争议 Voluntary process which is promotional in nature 具有促进性质的自愿过程 Limitations—requests go to tripartite committee on receivability, which must UNAMIOUSLY conclude that the request is receivable 局限性——请求提交给三方委员会审议，必须由三方一致认为请求可以接受请求才能接受 Complaints are outside the scope, but can be referred to other parts of the ILO for action. 申诉在此范围之外，但是可以诉诸其他国际劳工组织部门。 New « dialogue facilitation » procedure 新“对话促进”程序

MNE Declaration Advantages and disadvantages 跨国公司宣言的利弊 Most comprehensive concerning labour rights 关于劳工权利最为全面 Addresses both business and government 解决了企业和政府的问题

MNE Declaration Advantages and disadvantages 跨国公司宣言的利弊 But 但是 Not widely known: but new EC CSR strategy will require EC to invite all EU MNEs to adhere to the principles 并不广为人知：但是新的欧盟企业社会责任战略将要求欧盟请所有跨国公司遵守这些原则 Complex/dense 复杂／集中 No remedy for violation of rights 对于侵害权利的行为没有补救措施

OECD Guidelines 经合组织指南 Concepts and Principles – Government to Business 概念和原则——从政府到企业 General Policies – corporate citizenship 一般性政策——企业公民 Disclosure – timely, regular, reliable and relevant 披露——及时、定期、可靠、相关 Employment and Industrial Relations 就业和产业关系 Environment – includes health and safety disclosure 环境——包括卫生和安全披露 Combating Bribery 打击贿赂 Consumer Interests – safety, quality, disclosure, privacy 消费者权益——安全、质量、披露、隐私 Science and Technology – promote tech and knowledge transfer 科学和技术——促进技术和知识转移 Competition 竞争 Taxation – local compliance and timely payment 纳税——遵守当地法规、及时纳税 Adopted by the governments of the OECD member states in 1977 (same year as the MNE Declaration) Adhered to by 31 OECD and 11 non-OECD member States. Follow-up mechanism: network of national contact points: role to promote the Guidelines on the national level, to handle enquiries, to discusses matters related to the Guidelines and to assist in solving problems that may arise in this connection. When issues arise concerning implementation of the Guidelines in relation to specific instances of business conduct, the NCP is expected to help resolve them. Common standards on employment and industrial relations and ILO referenced as “competent body on international labour standards”. Instrument updates and revision; joint events and promotional activities. Currently being revised to include chapter on: Human rights following the UN Business and Human Rights « Protect, Respect and Remedy » Framework Supply chains

OECD Guidelines 经合组织指南 Key advantages: 主要优点： Government has responsibilities concerning behaviour of their MNEs in other countries 政府对各自跨国公司在其他国家行为负责 Mechanism for bringing complaints (NPCs) 处理申诉机制（国家联络办公室） Explicit link to supply chain 与供应链明确挂钩 « Commentary » acknowledges problem of precarious work “评论”承认不稳定就业的问题 More widely used that MNE Declaration 比跨国公司宣言应用更广泛

OECD Guidelines 经合组织指南 Limitations: 局限性： Process can be long and resource intensive 过程可能比较漫长，需要资源 NCPs may hesitate to criticize their MNEs 国家联络办公室可能在批评其跨国公司时有所顾忌

UN Global Compact 联合国全球契约 Backed by the United Nations 联合国支持 Supported technically by other international organizations, including ILO 由国际劳工组织等其他组织提供技术支持 « Labour Working Group » secretariat includes representatives of ITUC (Phil Jennings, UNI) and IOE “劳工工作组”秘书处包括国际工联（国际网络工会Phil Jennings）和国际雇主协会代表。

Global Compact Labour Principles 全球契约劳工原则 Business should...企业应该…… 1 support and respect the protection of internationally proclaimed human rights 支持并尊重国际认可的人权保护 2 ensure that their own operations are not complicit in human rights abuses 保证其运营不侵害人权 3 uphold the freedom of association and the effetive recognition of the right to collective bargaining 尊重结社自由和有效认可集体谈判权利 4 uphold the elimination of forced or compulsory labour 坚持消除强迫、强制劳动 5 uphold the effective abolition of child labour 坚持有效消除童工劳工 6 uphold the elimination of discrimination in respect of employment and occupation 坚持消除就业和职业歧视 7 support a precautionary approach to environmental challenges 支持对环境挑战持审慎态度 8 undertake initiatives to promote greater environmental responsibility 采取措施促进环境负责 9 encourage the development and diffusion of environmentally friendly technologies 鼓励环境友好技术的开发和应用 10 work against all forms of corruption, including extortion and bribery 反对一切形式的腐败，包括勒索和贿赂 The UN Global Compact initiative launched in 2000 by the then UNSG Kofi Annan Incorporates the core labour standards as four of its ten principles. All four Labour Principles have underlying ILO Conventions, providing the normative basis for policies and action in this area.

UN Global Compact strengths and weaknesses 联合国全球契约的利弊 Most widely used of the international instruments 应用最为广泛的国际文书 Many MNEs build a public relations strategy around their membership in UNGC 许多跨国公司建立了与其联合国全球契约会员相关的公共关系战略 Complaints by trade unions of not complying with the principles tend to get media attention 工会提出的企业不遵守原则的申诉往往能够获得媒体关注 Local networks (potentially) include trade unions 地方网络（往往）包括工会

UN Global Compact strengths and weaknesses 联合国全球契约的利弊 No real enforcement mechanism 没有切实的执行机制 Communications on progress often omit any reference to labour principles or reporting is incomplete or misleading 关于进展的交流往往忽略劳工原则，报告不完整、有误导性

UN Business and Human Rights Framework 联合国企业和人权框架 « Ruggie Framework » “拉吉框架” Unanimously endorsed by the Human Rights Council 人权理事会一致支持 Human rights instruments explicitly addressed: 明确提及的人权文书： Universal Declaration of Human Rights and two covenants 世界人权宣言及两项公约 ILO 1998 Declaration of Fundamental Principles and Rights at Work 国际劳工组织1998年工作中的基本原则和权利宣言 MNE Declaration also mentioned 也提及跨国公司宣言

UN Business and Human Rights Framework 联合国企业和人权框架 Government duty to PROTECT 政府有义务保护 Business responsibility to RESPECT 企业有责任尊重 Due diligence key 尽职调查 Covers supply chain 覆盖供应链 Obligation of both government and business to provide a REMEDY for violations of rights 政府和企业都有义务为权利侵害提供补救

UN Business and Human Rights Framework Advantages and Limitations 联合国企业和人权框架利弊 Addresses both companies and governments 既针对企业又针对政府 MNEs responsible for supply chain operations 跨国公司为其供应链运营负责 Due diligence requires companies to give special attention to high-risk sectors and countries 尽职调查要求企业特别关注高风险行业和国家 Obligation to provide remedies has great potential for Trade Union action 提供补救的义务为工会行动带来更大可能性

UN Business and Human Rights Framework Advantages and Limitations 联合国企业和人权框架利弊 Too early to tell how the Working Group on business & human rights and annual Forum on business & human rights will operate 企业和人权工作组及年度企业和人权论坛怎样运转有待明确 No working group members have labour backgrounds 工作组成员都没有劳工背景

ISO 26000 Guidance on social responsiblity ISO26000 社会责任指南 Voluntary international standard on CSR developed by International Organization for Standardization (ISO) 国际标准化组织制定的企业社会责任自愿性国际标准 Provides guidance, not for certification 提供指南，而非认证 Covering 7 core subjects of social responsibility, including labour practices 覆盖7项社会责任核心领域，包括劳工实践 In core subject on labour practices: 在劳工实践核心领域： 1998 ILO Declaration 国际劳工组织1998年宣言 MNE Declaration and 跨国公司宣言，以及 other ILO Conventions 其他国际劳工公约

ISO 26000 Guidance on social responsiblity ISO26000 社会责任指南 Advantages 利 Contains some provisions which go beyond ILS 包含一些超越国际劳工标准的规定 Reaches companies which may not otherwise be reached, e.g., companies operating in Asia and Arab States 覆盖一些难以覆盖的国家，例如亚洲和阿拉伯国家的企业

ISO 26000 Guidance on social responsiblity ISO26000 社会责任指南 Disadvantages 弊 Much like a management system 更像是管理体系 No enforcement 没有执行机制 No remedies available 没有补救措施

Strategies for using instruments 使用文书的战略 « Name and Shame a company» “企业的名誉和耻辱” Focus on maximizing media attention 注意最大程度利用媒体关注 Alliance with other networks (TUs, NGOs, etc.) 与其他网络的合作（工会、非政府组织等） « Spotlight on a sector » “聚焦行业” Ex: coltan production in Republic of Congo 例如：刚果共和国钶钽铁矿生产 « Negotiated » “经过协商” Between a company and TU or GUF 企业与工会或国际产业工会 Between a sector and GUF 行业和国际产业工会

Small group discussion: 20 minutes 小组讨论：20分钟 Which of these instruments might your trade union use to get companies to respect workers’ rights to organize and bargain collectively? 你的工会可能运用这些文书中的哪个来督促企业尊重工人的组织和集体谈判的权利？ How might the various instruments be combined in a campaign? 怎样将各个文书融合到一项活动中来？ How might your trade union use of any of these instruments to campaign for government to better enforce the rights to organize and bargain collectively? 你的工会怎样利用这些文书督促政府更好维护组织和集体谈判的权利？