Employmentweb_low

AppeNdIx
Forced labour. Although the older form of slavery was abolished by enforcing
laws, a newer form of forced labour has emerged. the actual distinction between
newer and older versions of forced labour is slight. when an individual is forced to
work against his or her will, under the threat of violence or some other form of
punishment, their freedom is restricted and a degree of ownership is exerted over
them. the ilo defined forced labour in its 1930 convention as "all work or service
which is exacted from any person under the menace of any penalty and for which the
said person has not offered himself voluntarily" (ilo, 2005). penalties include
economic penalties, non-payment of wages or loss of wages accompanied by threats
of dismissal if workers refuse to do overtime beyond the scope of their contract or of
national law. Apart from penal sanctions, the penalty might also take the form of a loss
of rights and privileges, or even extreme forms such as physical violence and death
threats. it also includes threats to denounce victims to the police or immigration
authorities and other administrative authorities when employment status is illegal.
many victims enter forced labour situations initially of their own accord, albeit through
fraud and deception on the part of the employers, only to discover later that they are
not free to withdraw their labour. Forced labour cannot be equated with low wages or
poor working conditions, nor does it cover situations of pure economic necessity, such
as when a worker feels unable to leave a job because of the real or perceived absence
of employment alternatives. Forced labour represents a severe violation of human
rights and a restriction of human freedom, as defined by the ilo conventions on the
subject and in other related international instruments intended for slavery, practices
similar to slavery, debt bondage or serfdom (ilo, 2010a; ilo, 2010b).
References
International labour organization. (2005). A global alliance against forced labour. Retrieved May 27, 2009, from
http://www.ilo.org/public/english/standards/relm/ilc/ilc93/pdf/rep-i-b.pdf
International labour organization. (2010a). International labour standards. Retrieved May 27, 2009, from
http://www.ilo.org/public/english/standards/norm/whatare/fundam/forced.htm
International labour organization. (2010b). Press releases. Retrieved May 27, 2009, from
http://www.ilo.org/public/english/bureau/inf/pr/2005/22.htm
Full-time permanent employment. traditionally this term means a
"regular job". in general, the so-called standard employment relationship
has been defined as a full-time job, year-round, with unlimited duration, and
benefits, the basic conditions of which (working time, pay, social transfers)
are regulated to a minimum level by collective agreement or by labour
and/or social security law'. the full-time nature of the job, its stability, and
the social standards linked with permanent full-time work are the key
elements in this definition. typically, a full-time employee is someone who
is scheduled to work at least 35 hours per week: work lasts about eight
hours a day, five days a week and forty-eight weeks of the year with four
weeks of paid leave. often, welfare and retirement plans will restrict
eligibility based on the number of working hours and full- or part-time
status (Bosch, 2004).
Reference
bosch, g. (2004). Towards a new standard employment relationship in Western europe. British
Journal of Industrial Relations, 42(4), 617-636.
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