tahirnmps
4

Dear All,
I am looking for forum/people on citehr where I get information regarding Pakistan labour laws and hr/compliance in accordance with pakistani laws. If people from pakistan are here kindly guide me to know as to how I can get desired information from this site.
With regards
Muhammad Tahir Khan

From Pakistan, Karachi
tahirnmps
4

Hello All, I still didnot get any response from you people, I know people from pakistan are here how can I find you. Tahir
From Pakistan, Karachi
tahirnmps
4

Dear asif, I am from karachi, as i have been searching people from pakistan to get some information as per pakistan labour laws and iso compliance matters, whereabout you from pakistan?
From Pakistan, Karachi
akhilesh dubey
183

LABOUR POLICY

2002

MINISTRY OF LABOUR,

MANPOWER AND OVERSEAS PAKISTANIS

BLOCK-B, PAK. SECRETARIAT

ISLAMABAD

Contents

Foreword 1

Background 8

Part-I: Principles, Aims and Objectives 11

Part-II: Action Plan 18

Labour Policy_2002 1

FOREWORD

Since independence, four labour policies have been announced

by the government in the years 1955, 1959, 1969 and 1972, which

laid-down the parameters for the growth of trade unionism; the

protection of workers rights; the settlement of industrial disputes; and

the redress of workers grievances. These policies also provided for

compliance with international labour standards ratified by Pakistan.

2. Historically, the 1960s and the 1970s were a turbulent

period in the history of Industrial Relations in Pakistan. Militant trade

unions and equally intransigent managements were locked in endless

disputes and conflicts over pay and working conditions. Strikes, goslows,

lockouts and litigations were the most distinctive features of

employer-employee relations. The concept of employers and

employees working together in close cooperation to ensure

productivity, profitability and growth of businesses and security of

employment was largely non-existent. There was no realization that

job security and appropriate wages were critically dependent on

profitability and continued competitiveness of businesses.

3. The atmosphere of mutual hostility and distrust, though

considerably diminished, continues to bedevil industrial relations to

this day. As a consequence, both the entrepreneur and labour, in fact

the economy of the country as a whole have suffered greatly. But,

perhaps, labour has suffered most on account of increasing

Labour Policy_2002 2

unemployment and declining real wages as both public and private

sector businesses have increasingly resorted to cutbacks, relocation,

closures, contract employment and outsourcing in an effort to

maintain profits and to counter pressure from trade unions. These

difficulties have been compounded by exploding population and influx

of Afghan refugees which have further aggravated unemployment

and depressed the job market.

4. The progressive globalization of economy is bringing forth

even more formidable challenges and pressures. Successive

governments, torn between conflicting desires for promoting welfare

of the low-income classes and requirements of global competition,

have had the unenviable task of balancing demands for better wages

and decent working conditions on the one hand and maintaining

business competitiveness on the other while at the same time

ensuring increased revenues.

5. Today, however, a different scenario is emerging.

Sobered by the negative experiences of adversarial industrial

relations over the past decades, trade unions are increasingly

discarding militancy while employers are recognizing the need and

benefits of co-opting labour as partners-in-productivity. Both

employers and trade unions are progressively getting involved in

bilateral dialogue as there is a growing realization that common

interest of both employers and employees is best served by securing

business profitability and growth. Enlightened elements within labour

and employers organizations have come together to form the

Labour Policy_2002 3

Workers Employers Bilateral Council of Pakistan (WEBCOP) and

issued a joint declaration to fully respect each other’s rights.

WEBCOP emphasizes the need for an organized and sustained

dialogue between employer and labour organizations based on

bilateralism where the government adopts the role of a facilitator.

6. The Constitution of Islamic Republic of Pakistan and

international labour standards render definite obligations upon the

State for the realization of human rights for all citizens, equally for

men and women, young and old, Muslims and non-Muslims. In

acknowledgement of these obligations, a new Labour Policy has

been formulated (as the first after 1972). This Policy will guide

administrative, legal and judicial actions of government, employers

and workers in realizing labour rights and their welfare along with

promotion of social justice. The Government believes that such

collective commitment to equity is necessary to achieve and sustain

rapid economic growth in a globalized economy.

7. The Government’s vision for a new Labour Policy focuses

on dignity of labour, strengthening bilateralism, elimination of

animosity and antagonism by fostering a trust-relationship between

employer-employee and promoting social dialogue. The government

is firmly of the view that both industrial growth and decent working

conditions can be achieved only through peace and tranquility in the

industrial sector. This is only possible if there is an awareness and

understanding between workers and employers of their reciprocal

Labour Policy_2002 4

rights and obligations with all-round commitment to higher

productivity.

8. After an extensive tri-partite dialogue and consultation,

conducted over many months, a consensus has evolved regarding

the future shape and course of industrial relations in Pakistan. In the

light of this consensus, our Labour Policy has been developed within

the following framework of Objectives and Initiatives:

1- Support to bilateral and tripartite mechanisms for policy

formulation, self-regulation, and peaceful resolution of

disputes.

2- Regulatory authority of government to be exercised only

when bilateral mechanisms fail to resolve disputes.

3- Consolidation/simplification of labour laws.

4- Structural legislative changes to provide easy access to

speedy justice in the labour sector.

5- Promotion of employees’ social security and social

insurance programs and improvement of labour welfare

institutions namely; Workers Welfare Fund, Employees

Old Age Benefit Institutions and Provincial Employees

Social Security Institutions.

6- Progressive extension of labour laws and welfare

measures to informal and unorganized sectors.

7- Special emphasis on workers’ children education.

Labour Policy_2002 5

8- Combating child and bonded labour.

9- Elimination of gender discrimination to reinforce gender

equality.

9. In order to attain these objectives and build upon these

initiatives, concerted action by workers, employers and government is

necessary. On its part, government pledges to take prompt and

comprehensive actions.

10. The government is both proud and grateful to have based

this Policy on broad-based consultations with workers and employers,

especially through the national Tripartite Labour Conference held in

July 2001. Only a sustained collective effort by workers and

employers will ensure that the future governments renew commitment

to this Policy by continuing with time bound actions for achieving

major objectives of this Policy.

11. The contribution and effort of the team at the Ministry of

Labour led by the Secretary, Mr. Farhat Hussain as well as the

inspiration provided by the Late Mr. Omar Asghar Khan is deeply

acknowledged.

(OWAIS AHMED GHANI)

Minister for Labour,

Manpower & Overseas Pakistanis

Islamabad

23.9.2002

Labour Policy_2002 6

Bilateralism is the core element of the new Labour

Policy. The principles, objectives and action

programme of the policy concentrate on the creation

of relationship of trust and cooperation between

employer and employee under the strategy of least

intervention by the state. A visionary approach

adopted in the Labour Policy is a focus on dignity of

labour, fair balance of bargaining power and

productivity-based work culture with fair and

equitable distribution of gains and proceeds of the

industry amongst employees, entrepreneurs and the

society at large.

Labour Policy_2002 7

The Cabinet accorded approval to the Labour Policy 2002 in its

meeting held on 21.09.2002 under the Chairmanship of the Chief

Executive of Pakistan, General Pervez Musharraf.

Labour Policy_2002 8

BACKGROUND

A fairly elaborate labour market regulatory and institutional

framework was evolved during the British Rule in India prior to independence of

1947. In the post- independence period this system was adopted by Pakistan to

regulate industrial relations. The crucial area of concern for the Government was

to provide a strong base for industrialization and economic development.

2. At the time of partition, the law on the statute book to regulate

relations between employers and employees was the Industrial Dispute Act,

1947. This pre-partition Central Act, for the first time recognized that workers

have rights other than those conferred by contract and/or the ordinary law of

master and servant. This Act held the field till the promulgation of the Industrial

Dispute Ordinance 1959 (IDO) enforced by the first martial law regime. The next

piece of legislation was the West Pakistan Industrial Disputes Ordinance 1968

that repealed the IDO. The said legislation was replaced within a short time by

the Industrial Relations Ordinance 1969 (IRO).

3. Landmark changes in industrial relations system were made

consequent upon the announcement of third Labour Policy in 1969. This policy

resulted in the introduction of legislation guaranteeing freedom of association and

the right to collective bargaining in accordance with ILO Conventions 87 and 98

ratified by Pakistan. A system of equitable distribution of gains was put in place in

the form of enactment of laws relating to workers welfare and minimum wage of

workers. Further reforms in the system of labour legislation were made as a

result of the fourth Labour Policy of 1972, which envisaged workers participation

in the management, extension in the scope of labour laws, enactment of laws

relating to employees old-age benefits, workers children education, introduction

of statutory bonus and group insurance schemes, establishment of quasi-judicial

Labour Policy_2002 9

body namely; National Industrial Relations Commission and the procedure for

redress of workers individual grievances.

4. It was generally perceived by employers that the Labour Policies of

1969 and 1972 were heavily tilted in favour of labour. Consequently industrial

relations balance was disturbed. Employers were further aggrieved by the 1970s

Nationalization Policy. Several issues that surfaced as a consequence of the

changes were: the employers demand for power of hire and fire; the role of

outsiders in trade unionism; low productivity; multiplicity of trade unionism and

endless litigation between workers and employers due to unfair labour practices.

5. In the subsequent years need was keenly felt to reform industrial

relations in order to restore investors’ confidence by bringing balance and

harmony in employer-employee relationship. A number of efforts were made by

successive governments in this direction. Three tripartite labour conferences

were held in the years 1977, 1980 and 1988 and two commissions namely;

Labour Commission of 1978 and Labour Welfare Commission of 1987 were set

up for suitable recommendations to address the issues. Also, two Task Forces,

one on social security and the other on labour were formed in 1993. However,

despite detailed recommendations of these bodies, no consensus could be

evolved amongst labour and employers on key issues.

6. Lately, a change in outlook and approach has been witnessed. The

Commission on Labour Laws established in 1999, presented its report to the

government in September 2000. It recommended consolidation of existing labour

laws into the following six broad categories:-

?? Law relating to industrial relations.

?? Law relating to employment conditions.

?? Law relating to wages.

?? Law relating to human resource development.

?? Law relating to occupational safety and health.

?? Law relating to labour welfare and social safety net.

Labour Policy_2002 10

7. Another significant development that took place was the holding of

the 24th Pakistan Tripartite Labour Conference on July 30-31, 2001 after a lapse

of 13 years, which culminated into useful recommendations for legislative,

institutional and administrative reforms to meet the emerging challenges of the

time. This Conference was also preceded by the announcement of a package of

labour reforms on April 30, 2001. The measures/initiatives under the package

were given legal coverage by amending laws to introduce basic changes of far

reaching effects.

8. The Government of Pakistan’s fundamental commitment to the

democratisation of the State provided for the promotion of universal principles of

equality and social justice as well as constitutional and international rights of

labour. In order to fulfil obligation under the Constitution as well as under relevant

international labour standards, the need for the enunciation of a new Labour

Policy was imperative. The challenge, however, lay in a workable design of the

policy that ensured a harmonious working relationship between labour and

employers for promoting productivity, competitiveness and growth of industry.

9. The text of the Labour Policy 2002 that follows consists of two

parts, Part-I: Principles, Aims and Objectives; and Part-II: Action Plan.

Labour Policy_2002 11

Labour Policy 2002

Part-I

PRINCIPLES, AIMS AND OBJECTIVES

Policy Foundations

10. Fundamental rights concerning labour as laid down in the

Constitution of the Islamic Republic of Pakistan and international labour

standards as enunciated in ILO Conventions ratified by Pakistan provide

necessary framework for evolving a sound and stable mechanism for

ensuring Core Labour Rights. The labour laws and the system of labour

administration in Pakistan will thus be brought in conformity with these

standards to meet national objectives and international obligations.

Bilateralism

11. The traditional environment of mutual antagonism and

mistrust between employers and labour has adversely affected

investment, business profitability and growth, all of which are crucial

elements for ensuring security of employment, decent wages and social

security for the labour sector. The Government keenly feels the need to

foster an employer-employee relationship based on trust and partnership.

For this purpose, the Labour Policy aims to enhance the required social

dialogue between the labour and employers by facilitating and nurturing

bilateral mechanisms for negotiations and mutual cooperation. The

creation of WEBCOP (Workers and Employers Bilateral Council of

Labour Policy_2002 12

Pakistan) by the enlightened employers and labour leaders of Pakistan is

a pioneering effort, and a positive development in this respect. The

Government fully supports this initiative and will promote steps which aid

such efforts. The regulatory authority of Government will be exercised only

when bilateral mechanisms are demonstrably unable to resolve conflicts

and issues.

Bilateral Codes of Conduct

12. The government as a facilitator shall persuade workers and

employers organizations to evolve bilateral codes of conduct at the level of

enterprise and industry which should lay emphasis on: (a) respect for

reciprocal rights and obligations of both the parties; (b) communication

between management and CBA and (c) enhanced confidence in unions to

play positive role in organizational performance.

Consolidation of Labour Laws

13. The existing voluminous labour legislation is overlapping in

its coverage in several areas and anomalous in definitions and scope. The

variety and complexity of labour laws has contributed adversely to

industrial relations system. There is, therefore, the need for

rationalization/consolidation of the existing laws. It is proposed to simplify

and consolidate these laws into following six basic laws relating to:

1 - Industrial Relations.

2 - Conditions of Employment.

3 – Payment of Wages.

4 - Human Resource Development.

5 - Occupational Safety and Health.

6 – Labour Welfare and Social Protection.

Labour Policy_2002 13

Promotion of Healthy Trade Unionism

14. Healthy trade unionism based on freedom of association and

an effective collective bargaining system is a pre-requisite for industrial

peace, productivity and socio-economic uplift of labour. An environment

for growth of healthy and responsible trade unionism will be created by

encouraging responsible and representative trade unions.

Strengthening Social Dialogue Mechanism

15. The system of bilateral and tripartite social dialogue shall be

strengthened and streamlined to promote industrial peace and

harmonious labour-management relations.

Labour Judiciary

16. Labour Judicial System will be restructured and simplified

and minimized to provide speedy justice.

Social Safety Net

17. Institutions responsible for social protection, social insurance

and labour welfare need to be made fully autonomous and effective by

restructuring their respective management boards to ensure adequate

labour and employer representation and to strengthen their tripartite

character. Policy-making, coordination and monitoring of the functioning

of these institutions will be entrusted to these tripartite boards exclusively.

Labour Policy_2002 14

Elimination of Gender Discrimination

18. There is a need to improve the role and contribution of

women in the labour force and to provide them equal opportunities for

employment. The work places will be made conducive for women workers.

The principle of equal pay for work of equal value has been adopted with

the ratification of ILO Convention 100, to promote gender equality in terms

of the pay/wage system.

Workers’ Children Education

19. The existing unjust two-tier system of education in the

country has created a system of apartheid in society wherein the children

of low-income groups are effectively deprived of access to good quality

education thus preventing uplift of the deprived classes. Workers Welfare

Funds and Education Cess Funds will be utilised to establish quality

educational facilities in all districts of the country for providing free

education up to matric and intermediate levels to workers’ children. Also, a

system of merit scholarships for higher education will be put in place.

Elimination of Child Labour and Bonded Labour

20. Targets and activities set out in the National Policies and

Action Plans to Combat Child Labour (May 2000) and for Abolition of

Bonded Labour (2001) need to be actively implemented. Additionally,

Pakistan, by ratifying ILO Convention 182 has accepted the obligation to

enhance age limit to 18 years in respect of worst forms of child labour, for

entry into the labour market.

Labour Policy_2002 15

Workers in the Agriculture Sector

From India, Indore
akhilesh dubey
183

21. About one half of the employed labour force is engaged

in the agriculture sector. An inter-ministerial committee shall be

constituted to formulate a package of labour welfare measures for

the employees in the agriculture sector. The committee shall make

recommendations, in the first instance, for provision of certain

benefits to the workers in corporate agriculture farming.

Informal Sector and Home-based Workers

22. About two-third of the non-agriculture employed labour

force in Pakistan is in informal sector. A large number, especially

women are engaged in home-based work. Currently, the labour in

the informal as well as the home-based sector is not covered by any

labour welfare legislation. The Labour Policy aims at gradual

extension of coverage of labour welfare laws to the workers of the

informal/home-based sector.

Seasonal Workers

23. The seasonal workers are generally not benefiting from

labour welfare laws. The Government will take steps to extend appropriate

social protection to them.

Regulation of Contract Work

24. The rights of contract labour in an establishment will be

protected through a written agreement between the employer and the

contractor, laying down responsibilities and liabilities of either or both of

them in this regard. A system of licensing for contractors will be

Labour Policy_2002 16

introduced so that contract workers are covered by labour laws and

qualify for labour welfare measures.

Rights of Workers in the Event of Privatisation

25. The Government shall take appropriate measures to protect

the rights of workers in the event of privatisation of public sector units.

Challenge of Globalization

26. Globalization is a challenge for the developing countries. An

inter-ministerial committee shall be formed to address issues such as

social accountability, arising out of globalization.

Labour Welfare Levies

27. Different channels are operating at present for collection of

labour welfare levies and distribution of corresponding benefits to the

employees. Measures will be taken to streamline collection of levies and

distribution of benefits to save both workers and employers from

inconvenience.

Section 2-A and 27-B

28. Section 2-A in the Service Tribunal Act, 1973, excludes the

workers in public sector from the purview of labour laws/labour courts.

Section 27-B in the Banking Companies Ordinance, 1962, prohibits a

non-employee to hold the office in the executive of a trade union. These

provisions have been resisted by the workers and their organisations. The

Government will address the legitimate concerns of all stakeholders.

Human Resource Development

29. In order to meet the challenges of a globalized economy, an

educated and skilled labour force has a critical role to play. There is an

Labour Policy_2002 17

urgent need to strengthen programmes of workers training and re-skilling

in new and multiple trades for facilitating entry in the labour market; both

nationally and internationally. The role of Skill Development Councils

(already established) shall be strengthened in this context.

Occupational Safety and Health

30. Occupational safety and health of labour is required to be

given the highest priority. A law covering all workplaces will be enacted

and a National Tripartite Occupational Safety and Health Council will be

established to meet the objective of providing adequate safety and

ensuring compensation to workers.

Labour Research

31. Research in labour related disciplines and labour

administration training is necessary for improvement of the system and

up-gradation of the personnel. Measures shall be taken to promote

research and training activities on most modern lines to meet the present

day requirements. This will be achieved by re-organizing the existing

research and training institutes.

Labour Market Information System (LMIS)

32. The formulation and implementation of policies needs to be

based on comprehensive, reliable data and timely information on

characteristics of the labour force and various features of the job market.

Labour Market Information System (LMIS) will provide, on a continuous

basis, information on employment/unemployment, job market

requirements and future projections regarding evolution of the job market.

Labour Policy_2002 18

Part-II

ACTION PLAN

Industrial Relations

33. The law relating to industrial relations will be revised in

the light of provisions of the Constitution of Islamic Republic of

Pakistan and International Labour Standards to make it fully

consistent with the internationally recognized rights of labour. Some

of the salient features of the new Industrial Relations Ordinance are

as under:

(i) A Tripartite Board of Conciliators shall be constituted to

conciliate in industrial dispute where more than one

establishment are involved or industry-wise trade union or a

trade union at the national level is a party.

(ii) On failure of conciliation proceedings in industrial dispute in a

public utility service, the dispute shall be referred for

arbitration to a Board of Arbitrators.

(iii) The phrase “notice of strike or lockout” shall be substituted

with the “notice of conciliation”.

(iv) The tenure of a CBA shall be extended from two to three

years.

(v) Joint Management Board and Works Council shall be

replaced by a single body, namely Joint Works Council.

Labour Policy_2002 19

(vi) Conviction on criminal offences of a heinous nature such as

theft, physical assault, murder, attempt to murder etc. shall be

made the basis of disqualification of a person from being a

member or office-bearer of a trade union.

(vii) The penalty of imprisonment shall be dispensed with under

the law relating to industrial relations. The amount of fines

shall, however, be enhanced suitably to make the law

deterrent.

(viii) The terms “employer”, “establishment” and “industry”

shall be re-defined.

34. In the context of industrial relations more emphasis will be

placed on promotion of bilateralism. The Government will take the

following measures in this regard:-

(i) Support and strengthen initiative/mechanism for bilateral

cooperation such as WEBCOP based on a trust relationship

between employers and labour leading to greater efficiency

and productivity.

(ii) Workers and employers will be encouraged to evolve

bipartite codes of conduct at the national level and at the

level of the industry to promote trust relationship and resolve

issues bilaterally.

(iii) The role of the state to act as facilitator will be strengthened.

Labour Policy_2002 20

(iv) District Tripartite Labour Committees will be set up in

pursuance of Devolution Power Plan to coordinate with

different agencies at District level to ensure implementation

of labour laws and different schemes of the Government

relating to labour welfare.

Consolidation and Rationalization of Labour Laws

35. Currently there are a large number of Labour Laws and

Rules & Regulations which cover a variety of subjects relating to industrial

relations. Most of these laws are complex and overlapping in scope and

content. It is proposed to consolidate them into the following six

categories:-

a) Law relating to industrial relations.

b) Law relating to employment conditions.

c) Law relating to wages.

d) Law relating to human resource development.

e) Law relating to occupational safety and health.

f) Law relating to labour welfare and social safety net.

Labour Judiciary

36. The status of Labour Court will be upgraded and given the

jurisdiction to adjudicate in labour cases as court of first instance. The

Labour Appellate Tribunals will be abolished and the appeal against the

order of the Labour Court shall lie in the High Court.

37. To harmonize labour-employer relationship, a Labour Court,

while determining the case relating to the termination of a workman, shall

also have the power to award equitable compensation to the aggrieved

workers in lieu of reinstatement in service.

Labour Policy_2002 21

38. National Industrial Relations Commission shall be revamped

and its functions and performance will be reviewed.

Conditions of Employment

39. The consolidated law relating to conditions of employment

shall be made applicable to every industrial and commercial establishment

employing 10 or more workers.

40. The law will however provide flexible working hours to the

business community to meet the needs of the society.

41. Pakistan has ratified ILO Convention 182 which seeks to

prohibit and eliminate the worst forms of child labour. A child under the

Convention has been defined as a person below the age of 18 years.

Relevant provisions in the new law will be incorporated to give effect to the

Convention 182.

42. The rights of the contract labour in an establishment shall be

protected by providing for an agreement to be recorded in writing by the

employer with the contractor laying down responsibilities and liabilities of

either or both of them in that respect.

43. Employers will be encouraged to engage workers on

contract for peripheral, casual and temporary jobs. A licensing system for

contractors shall be introduced in this regard.

44. The fees for registration of shops and establishments as

prescribed under the law shall be reviewed, revised and re-fixed.

Labour Policy_2002 22

Wages

45. The Federal Government shall review every three years

minimum wages of workers in consultation with the National Tripartite

Minimum Wage Council in keeping with economic conditions in the

country.

46. Pakistan has ratified Convention 100 concerning equal pay

for men and women for work of equal value. A fair wage clause in respect

of male and female workers will be introduced in the law to give effect to

the Convention.

Occupational Safety and Health

47. The laws relating to occupational safety and health and

working conditions shall be consolidated and updated in the light of the

latest developments in industry and technology.

48. A National Occupational Safety and Health Council shall be

established to set OSH standards and review them periodically to make

the same up-to-date to meet the needs of the industry.

Transport Workers

49. The existing law relating to transport workers needs to be

updated with a view to providing better protection to transport workers

along with safeguarding the interests of the transporters.

Human Resource Development

50. A need-based vocational training and human resource

development programme shall be launched to provide vocational training

Labour Policy_2002 23

in multiple trades for new entrants in the labour market and on-job

workers.

51. The law relating to apprenticeship, vocational training,

rehabilitation of disabled persons, etc. shall be consolidated and reenacted

as a law namely, the Human Resource Development Ordinance,

to meet the challenges of new technology and present and future

requirement of the industry. The role of Skill Development Councils shall

be clearly defined under the new law.

52. The institutional arrangement to associate employers and

workers in human resource development including planning and

management of vocational training through the Skill Development

Councils in all the four provinces and the capital territory of Islamabad as

employers-led autonomous organizations will be strengthened.

Social Insurance

53. A comprehensive Social Insurance Scheme for old-age and

health benefits will be introduced on self-registration/voluntary basis to

allow workers in the formal and informal sector of economy to benefit from

it.

Model Schools for Workers’ Children

54. Workers Welfare Model Schools (up to intermediate level)

will be established in every district of the country to provide education for

children of workers. These schools will be managed by independent

tripartite Provincial Board of Governors to protect them from political and

bureaucratic interference.

Labour Policy_2002 24

Merit Scholarship/ Stipend Scheme

55. A scholarship fund will be established to provide merit

scholarships to workers’ children seeking higher education. A stipend

scheme for placement of workers’ children in selected quality schools and

colleges will also be initiated.

Welfare of Mine Workers

56. The Mines Act, 1923 and other laws relating to welfare of

mine workers will be revised to provide more amenities tothem. Steps will

be taken to provide on-job training to these workers. Measures will also be

undertaken to provide more safety measures for these workers. EOBI,

Social Security Schemes and WWF Schemes will be extended to the

mining sector to provide much needed social protection to mine workers.

Institutional Improvement

57. The institutions namely, Workers Welfare Fund, EOBI and

Social Security shall be re-organized and re-structured to ensure minimum

administrative expenditure and maximum output and benefits for the

employees. The Management Boards of these institutions will be

restructured to provide appropriate representation from labour and

employers to strengthen their tripartite character.

Labour Welfare Measure by Employers

58. The employers of large establishments will be persuaded to

evolve their own programmes for the welfare and social protection of their

workers.

Labour Policy_2002 25

Inspection Services

59. The labour inspection services in the provinces shall be

reorganized and streamlined.

Labour Market Information System

60. A labour market information system for providing updated

labour force statistics and job market information shall be developed with

the technical assistance of ILO and UNDP funding.

Research and Training

61. Research and training facilities will be re-organized and

better industry/ private sector linkages will be established to mainstream

the contribution of research output.

From India, Indore
tahirnmps
4

dear Mr. dubey and Atif
thanks for your cooperation, this stuff is very helpfull to me to understand labour policy,
as i am working as a social compliance officer and always played second fiddle, I wish to know about salary structure, group insurance criteria, sessi,eobi detailed manual like
if person is being hired at the age of 59 and half year, will he be eligible for eobi,
Majority of the employer prefer work council within the organization instead of forming a union and these kinds of other issuse, how can I make living wage structure etc...
As i am a low paid employee so cant go for different courses and i have come on this forum to get as much as i can.
hope you people will understand.
Regards
Tahir

From Pakistan, Karachi
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