Transcript Cambodia contex in implementation of ILO decent work agenda

CAMBODIA LABOUR CONTEXT,
DECENT WORK AGENDA, AND ILO COMPLAIN
MECHANISM
By Mr. Sar Mora, President of CFSWF, CAMBODIA
CAMBODIA LABOUR ISSUE

Employment

Unemployment rate is 1.68% (census of Cam. 08)

30% of population live under poverty line (ADB fact sheet
2008)

Minimum wage 5o US$ (Basic living need US$100-150 for
their living)

Worker decide to work because of no choice and jobless

Many informal workers
EMPLOYMENT (CONT…)
Beer Promotion Workers in
Small pub in Phnom Penh.
(CAMBREW Company)
Work on the street and on the
garbage pile in Phnom Penh.
(CINTRI Company)
CAMBODIA LABOUR ISSUE (CONT…)

Fundamental right at work

Workers do not aware of their right to organize union

Union are harassed and interfered by employer and
threaten to personal security of union leaders and
activist.

Discrimination against union member, pregnant women,
and disability person.

Child labour most in informal sector
FUNDAMENTAL RIGHT AT WORK (CONT…)
Child labour in informal economy
sector
Union leader was kill and
attacked
CAMBODIA LABOUR ISSUE(CONT…)

Social Protection

Workers work without personal protection
equipment(PPE).

No effective mechanism to promote OSH

Not clear verification of occupational disease.

There are no health care insurant

No retirement pay system
SOCIAL PROTECTION (CONT…)
Garbage collecting workers work
with no PPE in Phnom Penh
Workers hand was cut
because of work
CAMBODIA LABOUR ISSUE(CONT…)

Social Dialogue

Employer refuse to negotiate CBA

Union lack of resource to establish social dialogue with
employer

There are mechanism for social dialogue in Cambodia
such as LAC and 8 Working group(Gov and Private sector
forum) but it look not effective because the decision is
not independent, mostly lead by gov, and it is a new
culture for Cambodia.
HIGHLIGHT
SPECIAL CASE FOR BEER
WOMEN WORKERS
INDIVIDUAL AND IN-DEPTH FOCUS GROUP DISCUSSION
(FGDS) ACTIVITIES BY APHEDA WITH ASSISTANCE FROM
CFSWF
WHO ARE THEY AND BACKGROUND

90 (81%) of 111 BPs were migrated to P.P
(table 1) in the last 3.8 years in average, from
different provinces. Some were migrated in hold
family and some by lonely.

Average education is 5 years (n=111).
38 (34%) reached primary school, 31 (28%)
reached junior secondary school and 8 (7%)
reached senior secondary school (table 4).

Average member is high at 6.2 per family
WHY THEY CHOOSE THIS JOB?
Low education
No skills
Low living conditions
No employment
Preferred job
Save money for future
19
16%
77
64%
8
7%
7
6%
8
7%
N=111
Low living conditions is the major issue
that leads the women to choose this job
BPS' WORKING CONDITION
 Tiger’s
contract 6d/w, 5.5hrs/d (4-9:30pm=$54,
other shift (7-12pm=$64) (9pm-2am=$74). Work
over time (OT) get $2/d as on public holiday
 Heineken’s
 90BPs
 Some
contract 6d/w $60/mth.
(86%) of 111BPs work 7d/w.
BPs work 3 shifts (4pm to 2am)
 Companies
put up target sell month by month
when BPs reached their target
 Company
Not recognize beer sold as their
target when the restaurant owners bought from
outside even company can't deliver.
WHAT HAS BEEN HAPPENED TO PARTICULARLY BEER WORKERS
To gain better living condition, some BPs force
themselves to work 3 shifts constantly which causing
very bed health.
 102BPs (92%) drunk nightly in average 5.8 cans (2.98
litters).
 High % on health obviously cause by alcohol from over
consumption (table 9).
 No proper health system to ensure their health.
 Clients encourage BPs to drink as much for their
happiness, partly BPs wish to get tips
 BPs lacking awareness on alcohol risk
 Lack awareness on OH&S at workplace

BPs are at risk mostly with their clients
 Clients take advance on BPs when they are drunk their
happiness, meanwhile BPs hope to have more tips
 Over consumption is leading BPs to un-safety and own
security.
 No safety system equipped as the company allows
individual BP to go themselves to workplace.
 Lacking knowledge what is Sexual Harassment
 96 (86%) sexual harassed by clients, 54(49%) of 96 are
harassed daily and 15(14%) harassed weekly.
 As under paid, over consumption is also effect BPs to
enforce them to do un-safety work toward HIV/AIDS
transmission.
 BPs lacking awareness on OH&S.

WHAT IS DECENT
WORK AGENDA MEANS
TO CAMBODIA?
WHAT IS DECENT WORK AGENDA MEAN TO CAMBODIA?

DWA recently introduce by ILO in Cambodia
through the meeting in mid 2009, to discuss three
year project plan(2009-2012) “Monitoring and
Assessing progress” on DWA (MAP).

Cambodian unions have no idea about DWA.
ILO COMPLAIN MECHANISM CONSTRAINTS

Language issues to document the complaint, funding
is required.

Time consuming and slow action taken on any
complaints by the local union to ILO

Do not have effective enforcement to implementation
ILO’s complain mechanism

Ignorance of third party (employer and government)
RECOMMENDATION

Capacity building for local unions on:

Tools for complaint mechanism

Decent work

Define simple complaint mechanism tools

Promote complaint mechanism for other
stakeholders (employers and government)

Strengthen its complain mechanism and enforce
other stakeholder to implement effectively.
THANK YOU FOR YOUR ATTENTION