Progressive Labour Practices Carried out by Ministry of Labour

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Progressive Labour Practices Carried out by
Ministry of Labour

• ByMr. Kovit Buraphatanin
• Ministry of Labour

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Why changes?

• Demographic changes
• ILO/FTA/Asean Integration etc.
• Labour and Social Impacts
• To stay competitive through the application of
  appropriate Flexicurity policies

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Thai Labour Strategic Plans

• Thai Labour Practices Centred on 5
  Strategic Plans (5 S)
• Security
• Safety
• Satisfaction
• Specialization
• Specification
• Aiming to promote competitive workplace/workforce

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Security

• Elements included
• Sound and Practical Legal and regulations
  framework that ensure workers rights and labour
  harmony
• Extension of Social Protections to cover informal
  and vulnerable labour force
• Promoting of work-life harmony and fair
  employment practices

5
Safety

• Creating safe-healthy workplace
• Incentives provided as motivations
• Promote safety network and participations

6
Satisfaction

• Aiming to get harmonious Industrial Relations
  through promotions of Tripartite Partnership
  which include
• Responsible Workforce
• Responsible Employer
• Responsible Trade Union

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Goal of Tripartite Cooperation

• Efforts should focus and turn the adversarial
  relationship and mutual tolerance to cooperative
  relationship and synergistic partnership

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Responsible Trade Unions

• Seek amicable settlement of disputes
• Support and take active involvement in workers
  training and development
• Enhance workers interest either on mgt s support
  or workers' own
• Play active roles in tripartite collaboration to
  address and tackle employments issues

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Responsible Employer

• Fair rewards to responsible workforce in
  particular their contribution and performance
• Compliance with employment laws and regulations
• Sharing information with workers and Trade Unions
• Adoption of fair employment practices

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Thai Labour Standard (TLS 8001-2003)

• Effective since 2003

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What is it?

• It is a set of standard requirements aiming to
  provide decent working conditions to employees,
  based on labour laws and other relevant standards
  including ILO.
• It is introduced and initiated by MOL and
  jointly supported by employers and other partners
  to enhance competition in the World Market.

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Specialization

• Aiming to promote Lifelong employability through
  skill trainingWhy Lifelong Skill Training
• Cost competition
• Structural unemployment
• Decline of lifelong jobs
• Increased uncertainty
• Volatile business cycles
• Narrow income gap
• Employees need to work longer in order to
  save more

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Essential Skills Provided

• Pre-employment Skill Training
• Upgrade Skill Training
• PEST aim to enhance competitiveness of
  employees and job seekers (in particular)
• UGST aim to enhance employability of the
  existing employees through continual upgrade
  training

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Measure and Mechanism enhancing employability

• Labour Skill Standard
• Skill Standard Testing
• Promotion of wage determination based on skill
  standard
• Promotion of Training Network
• Promotion of Skill certified system to safeguard
  the consumers
• Promotion the setting up of village skill labour

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Specification

• Aiming to support and promote HRD to match and
  meet the market demand through
• Development of career guidelines and career path
  based on market
• Develops skills to serve the shortage sectors
• Accelerate development of employment services
  both public and private agencies based on
  changing pattern of employment by using IT

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The end