University of Gondar College of Medicine and Health and

Sciences Institute of Public Health Department of EOHS

National and International labor laws and standards

Tesfaye Hambisa (BSc,MPH)

October/2019
Gondar/Ethiopia

December 4, 2019 1
 Course Objectives:

 At the end of this course, students will grasp the

knowledge and skills of

 national and international labor laws and standards.

December 4, 2019 2
 Learning objectives:
At the end of this course, the students are expected to:

 Describe basic & specific elements of international labor

 conventions,

 recommendations &

 standards.

 Describe Labor conventions and Standards that are ratified

by Ethiopia.

December 4, 2019 3
 Learning objectives contd…

 Express the basic elements of national laws in relation to

health and safety issues.

 Describe basic principles of labor inspection and

administration.

 Explain about the establishment and implementation of

tripartite consultation.

 Explain the relevant rules, regulations, policies, and

guidelines in relation to labor issues.
December 4, 2019 4
December 4, 2019 5
 Introduction contd…
 Law definition:-
-Is a system of rules
-But in general, law is defined differently
-Law lays down standards to which we ought to conform.
The leg
 Hierarchy of laws: Constitution, Proclamation,
Regulation, Directive

 Legal systems: Civil law, common law, socialist, African,

Islamic, Canonical

 Government: legislative, executive and judicial organs.

December 4, 2019 6
 Introduction contd…

Categories of Law:
1.Public law
 Areas of law that involves matters related to the state (public
rights and obligations):

– Constitutional law: e.g. role and power of the institutions

within the state.

– Administrative law: e.g. regulates public authorities,

accountability of public authorities

– Criminal law: state responsible for prosecution and justice.

December 4, 2019 7
 Introduction contd…
-Labour law: is a law that governs employee-employer
relationship.
2.Private Law:
 law that affects matters between individuals (whether
people, groups of people or companies)
– Contract
– Family
– Property
– succession

December 4, 2019 8
 Introduction contd…
 What is Labor law?

 Is a branch of law

 includes all the controls that regulate, direct, and

protect management and labor.

 is also referred to as an employment law relating to the

employment of workers or

 Is a law that governs employment relationship.

 is necessarily influenced by the public interest and the

public’s stake in productive industrial peace.
December 4, 2019 9
 Introduction contd…

 Thus, labor law is a highly personalized law reflecting

highly competitive interests.

December 4, 2019 10
 Purpose of Labor Law:

 To provide legal protection for the collectivization of the

employment relationship

Organizing/Recognition

Collective Bargaining

 To define minimum conditions of work that must be

observed by parties to an employment contract.

December 4, 2019 11
Historical background of Labor Laws in Ethiopia

 Labour relations in Ethiopia have been very low and slow

in development.

 The cultural, religious and legal settings are among the

reasons for such an outcome.

 Culturally, the Ethiopian society‘s attitude towards

labour and laborers has been very discouraging.

 The traditional Ethiopian society despise both trade and

manual work.

December 4, 2019 12
 Historical background of cont …
 All the remaining occupations excluding priesthood
were relegate to members of the population who
were thought of as a lower class.

 Metal work, for instance was left to one group of the

population with such a low reputation that nobody
dared to mingle with segment of the population.

 Legal provisions had had also little or no impact in a

situation where such an attitude is deeply entrenched
in society.

December 4, 2019 13
 Historical background contd…

 The religious rules as well were unfavorable to

industrial activity and industrial development.

For example, the Ethiopian Orthodox Church, which had

been a state religion for many years was by far the
most influential one in Ethiopian history.

 Accordingly, orthodox religious holidays which have been

strictly observed by the population are non working days
and there may be as many as fifteen or more per month.

December 4, 2019 14
 Historical background contd…
 Legally, though Ethiopia has been a member of the ILO
since 1923, slavery had legal protection and was
entrenched as a system for long time in Ethiopian history.

 For labour relations to exist and flourish, there should exist

a free labour that is capable and ready to render service
in return for wages on the basis of a contractual
arrangement.

December 4, 2019 15
 Historical background contd…

 However, in a system where slavery as mode of

production is legally recognized, there is no such a free
labour that is capable of freely contracting.

 Present-day labor law, as a specialized law designed

to protect employees' welfare, only came into
existence as a result of the modern industrial
development and with the rise of the status of the
employee as wage earner.

December 4, 2019 16
 Historical background contd…

 Until recently, the main source of labor law, the Labor

Proclamation, Proclamation No. 42/1993, was developed
in the post-socialist time, marking the overcoming of the
centralized state-economy towards a market oriented,
pluralistic society.

 Then, Labor Proclamation No.377/2003 (as amended)

was promulgated and is in operation now while Labor
Proclamation No. 42/1993 (as amended) was repealed.

December 4, 2019 17
 Historical background contd…

 Ethiopia was criticized for several years by the ILO

Committee of experts, which noted serious
discrepancies between the national legislation and the
Freedom of Association and Protection of the Right to
Organize Convention,1948 (No. 87).

 It was partly in response to the observations made by

the House of People's Representatives adopted Labor
Proclamation No. 377/2003 effective since 26 February
2004.
December 4, 2019 18
 Question?

December 4, 2019 19
 Labour law and occupational
health and safety

December 4, 2019 20
 What Is Occupational Health and Safety ?

 Protection and promotion of the health of workers by

eliminating occupational factors and conditions hazardous
to health and safety at work (WHO, 1995).

 Enhancement of physical, mental and social well-being of

workers and support for the development and maintenance of
their working capacity, as well as professional and social
development at work.

December 4, 2019 21
 What Is Occupational Health contd…
 Development and promotion of sustainable work environments and
work organizations.

 ILO/WHO jointly defined OH as a “Promotion and maintenance

of the highest degree of physical, mental and social well-being of
workers in all occupations.”

 OH is a multi-disciplinary field in that it touches other disciplines

like medicine, engineering, chemistry, law, sociology and many
other fields of study.

December 4, 2019 22
 What Is Occupational Health contd…
As a discipline, it covers the following key components;

 the availability of occupational health and safety regulations at

workplace,

 the availability of active and functional OHS committee at

workplace

 monitoring and control of factory hazards to health

 supervision and monitoring of hygiene and sanitary facilities for

health and welfare of the workers

 Pre employment, periodical and special health examination.

December 4, 2019 23
 Labor law and Occupational Health and Safety
 Recruitment and pre-employment health assessment (job
descriptions, advertising, applications, selection and offers of
employment, mandatory medical examination, issues of status)

 Health records and reports (data protection, privacy, confidentiality,

the public interest and the integrity of employees’ data).

 Health surveillance (occupational health and safety policy, criminal

and civil redress, accident and incident reporting).

December 4, 2019 24
 Labor law and Occupational Health contd…
 Occupational health services ( discrimination and unfair
employment practices, stress, bullying and harassment, working
hours regulation, drugs and alcohol, family-friendly working,
working from home, traveling and transportation).

 Sickness management (sickness during absence & leave,

suspension, disciplinary proceedings, injury vs. illness)

 Termination

 Healthy and decent as well as dignified work as a human rights

December 4, 2019 25
 Under Ethiopian Labour Law
An employer:
 shall take the necessary measure to safeguard adequately the
health and safety of the workers; he/she shall in particular:
 comply with the occupational health and safety requirements
provided by labour Proclamation;

 take appropriate steps to ensure that workers are properly

instructed and notified concerning the hazards of their
respective occupations and the precautions necessary to avoid
accident and injury to health;

December 4, 2019 26
 Under Ethiopian Labour Law contd…
 ensure that directives are given and also assign safety officer;

 establish an occupational safety and health committee

 provide workers with protective equipment, clothing and

other materials and instruct them of its use;

 register employment accident and occupational diseases and

notify for the labour inspection service;

 Ensure that the work place and premises do not cause danger
to the health and safety of the workers;

December 4, 2019 27
 Under Ethiopian Labour Law contd…
 A worker:

 cooperate in the formulation of work rules to safeguard the

workers' health and safety, and implement in similar manner

 inform immediately to the employer any defect related to the

appliances used and injury to health and safety of the workers
that he discovers in the undertaking

December 4, 2019 28
 Under Ethiopian Labour Law contd…

 Report to the employer any situation which he/she may have

reason to believe could present a hazard and which he /she not
avoid on his/her own any accident or injury to health which
arises in the course of or in connection with work.

 Make proper use of all safeguards, safety devices and other

appliance furnished for the protection of his/her health or
safety and for the protection of the health and safety of others

 Obey all health and safety instructions issued by the employer

or by the competent authority.

December 4, 2019 29
December 4, 2019 30
 CHAPTER TWO:
International and national labor standards

December 4, 2019 31
 Definition of “Labor Standard”
 minimum requirements of working conditions prescribed
through legislation, regulation, and laws (relating to monetary
and welfare benefits).

 Is governmentally established procedure, term or condition of

employment, or employer requirement that is universal
(covering all employers within the jurisdiction except those
excluded via statute) and
 that is designed to protect employees from treatment at the
workplace that society considers unjust.

 Standards are mandatory.

 Employer failure to comply the standards brings legal
sanctions upon the employer.
December 4, 2019 32
 International Labor Standard (ILS)

 ILS are legal instruments drawn up by the ILO’s constituents

(governments, employers and workers) which set out basic
principles and rights at work.

 A The failure of a nation to apply that standard to the

employers within the nation brings legal sanctions upon the
nation and/or the employers in that nation.

December 4, 2019 33
 International Labor contd…

 Two Basic Models of ILS

1.Voluntary Assumption

-ILO

2.Imposed

-European Union (EU)

 Ethiopia??

December 4, 2019 34
 International Labour Organization (ILO)
 A tripartite organization created in 1919 to address labor
conditions throughout the world.

 Is unique among intergovernmental organizations because of

its tripartite structure (governments,employers,and workers).

 Worldwide objectives are:

to improve labor conditions,

promote productive employment and

social progress, and raise living standards by setting

internationally recognised labour standards.

December 4, 2019 35
 ILO Contd…
 The headquarter is in Geneva, Switzerland .

 It also has regional programmes and offices in many capital

cities around the world.

 Composed of 185 member states as of November 2014

 The ILO is composed of three organs:

1.the General Conference of representatives of member states

(the "International Labour Conference");

2.the Governing Body; and

3. the International Labour Office.

December 4, 2019 36
 ILO Contd…

 The Conference and the Governing Body are composed half of

government representatives and half of representatives of
employers and workers of member States.

 The presence and voting power of these non-governmental

elements give the ILO a unique perspective on the problems
before it and offer possibilities for dealing with practical
problems facing ILO member.

December 4, 2019 37
 ILO Contd…
1. International Labour Conference;

Annual – over 4,000 delegates

Each country represented by

 2 government,

 1 Worker,

 1 Employer

 (A RIGHT PROPORTION?)

December 4, 2019 38
 ILO Contd…
FUNCTIONS:

Adoption of International standards

Supervision of the application of ratified conventions

Examination of the report of the Director General

December 4, 2019 39
 ILO Contd…

2.Governing Body

56 members:

 28 governments -(10 permanent),

 14 Workers,

 14 Employers

 Plus deputies.

December 4, 2019 40
 ILO Contd…
FUNCTIONS:

Set the agenda of the ILC

Select the Director General of the ILO

Draw up the programme and the budget of the

Organization

December 4, 2019 41
 ILO Contd…
3. International Labour Office.
 Permanent secretariat of ILO
 More than 1000 “independent”officials
 (100 countries)
Functions:
To Collect and disseminate information
on Labour
To carry out studies
To execute technical co-operation
To publish studies and reviews
To provide secretariat for meetings
Wednesday, December 4, 2019 42
 Forms International Labour standrads
 ILS takes the form of conventions and recommendations:

1.conventions -are legally binding international treaties that may be

ratified by the ILO's member states.

2.Recommendations-are non-binding guidelines which often provide

detailed suggestions on how conventions could be applied.

 Recommendations can be autonomous ( not linked to any

convention).

 188 ILO conventions -as of November, 2008 and

 Over 200 recommendations covering a wide range of subjects.

December 4, 2019 43
 ILO Contd…

International
Labour
standards

CONVENTIONS RECOMMENDATIONS
legally binding international non-binding guidelines.
treaties Can be autonomous
are subject to ratification. Not subject to ratification

December 4, 2019 44
 ILO Contd…
 Ratification is a formal procedure whereby a state accepts the
convention as a legally binding instrument.
 When a country ratifies an ILO convention, it agrees to give it effect in
law (i.e. incorporate it into domestic legislation)and to apply its
provisions in practice.

 Ratification is voluntary, but once ratified, the Conventions become

binding upon the signatory states.

 Binding means mandatory as soon as a country has ratified a

Convention and integrated it into national law.

December 4, 2019 45
Procedures of adopting, Ratification, Supervision and
Compliant Procedure of ILS
 The ILO seeks peace and justice and aims to create a socially
stable climate in which the wealth that is produced by workers
benefits them as well as their employers.

 Since its foundation in 1919, the ILO has sought to improve

the conditions of labour for workers worldwide.

 To meet this goal, the ILO, establishes minimum international

standards for basic labour rights

 Moreover, the ILO offers technical assistance to help countries

realize these aims.

December 4, 2019 46
 Procedure contd…
 Once a Convention is adopted by the ILO General Conference, it
is open for ratification by all Member States.

 A Convention enters into force one year after two Member States
have ratified it.

 The ratification process is lengthy.

 Can take several years for a member state to decide to ratify, or

not.

 After a Member State ratifies a Convention, it has to adapt its

national legislation to meet the (generally higher) level of the
Convention provisions, and then implement them at the national
level.
December 4, 2019 47
 Ratification Process of ILO Conventions

1) Submission to the competent national authorities

 Once an ILO Convention/Recommendation has been adopted

by the International Labour Conference, the instrument is sent
to all Member States for consideration.

 The instrument sent to the representatives of the national

organizations of employers and of workers as well as to the
governments.

December 4, 2019 48
 The ILO Constitution requires that Member States submit the
instruments to the “competent national authorities” for the
enactment of legislation or other actions, including possible
ratification.

 The competent authority is normally the national Parliament,

Legislative Assembly or Congress.

December 4, 2019 49
 The principle of submission is an important one because it
aims at making the contents of the ILO instruments known to
the public, to raise awareness and stimulate public debate
and involvement in important labour and social matters.

 ILO instruments have a “normative value” on national

attitudes and policies because they represent the accepted
international standards.

December 4, 2019 50
 When a government (normally the Ministry of Labour)
submits the instruments to the competent authorities, it is
expected to indicate what action it considers desirable.

 There are at least four possible scenarios:

1. The government may indicate that the instrument is already

fully implemented in national law and practice, and
therefore it can be ratified.

2. It may recommend the enactment of legislation to give

effect to the provisions of the instrument.
December 4, 2019 51
3.It may recommend that ratification be postponed to give more time
for consultations or studies.

4. It may recommend that the Convention should not be ratified.

 Within 1 year of the adoption of the instruments (or at the latest

within 18 months), Member States are required to complete this
submission and report back to the Director General of the ILO in
extensive detail, telling what they have done and the actions taken
by the competent national authorities.

December 4, 2019 52
 2) If a Member State decides to ratify

 When a Member State ratifies the Convention, it agrees to two

important things:

A. It agrees to implement the Convention.

 National legislation must be reviewed regarding to the

provisions of the Convention.

December 4, 2019 53
 A country that ratifies is not allowed to pick and
choose parts of the Convention as it wishes.

 In the long term, all of the provisions must be applied in

national law and practice.

 A ratified Convention is subject to the ILO’s supervisory

system for ensuring that the Convention is actually
implemented and applied.

December 4, 2019 54
 The supervisory bodies include the independent Committee of
Experts on the Application of Conventions and
Recommendations, and two tripartite committees of the
International Labour Conference:
 the Committee on Freedom of Association and
 the Committee on the Application of Standards.
B. It must report at regular intervals to the supervisory
mechanisms of the ILO.
 The regulatory supervisory machinery of the ILO comes into
force 12 months after the Director General of the ILO has
been notified of the ratification process

December 4, 2019 55
 Governments may request information, clarification or any
other assistance from the International Labour Secretariat in
the procedures related to the ratification.

 In Member States where national laws go beyond the

provisions of the new Convention, there may be a concern
that national laws will be watered down to conform to the
new provisions.

December 4, 2019 56
 ILO standards are minimum standards and as stated in Article
19 of the ILO Constitution, under no circumstances can a
Member State whose legislation goes beyond a Convention’s
provisions weaken its national laws once it has ratified the
Convention

 After ratification, the Convention is valid in that Member State

for a period of at least 10 years.

 After this period, the State may denounce the Convention if it

wishes that this is an extremely rare practice.

December 4, 2019 57
3) If a Member State takes no action

 The Committee of Experts will remind the Member State of its

obligation to submit the ILO instrument to the competent
authorities.

 A first reminder is sent out 12 months after the closing of the

ILO Conference session.

 A second reminder is sent out after 18 months have elapsed

December 4, 2019 58
4) If a Member State chooses not to ratify the Convention

 After the state has submitted the instrument to its competent

national authorities, the Governing Body of the ILO may
request the state to report at appropriate intervals, showing
the impediments to ratification that exist at the level of
national law and practice.

December 4, 2019 59
 Constitutional obligations.

 Conventions come into force for any State only through an act
of ratification duly registered by the Director-General of the
ILO.

 All member States have an obligation to submit Conventions

and Recommendations to the competent national authorities.

 Reference;

http:/www.ilo.org/public/english/standards/norm//

December 4, 2019 60
 Consequences:
implementation of the Convention, both in law
and in practice

exposure to supervisory mechanisms

December 4, 2019 61
Drawbacks:

No sanctions at its disposal to safeguard

compliance with the standards

Ratification is voluntary.

December 4, 2019 62
 Characteristics of ILS
1.Tripartism:
 The process by which workers, employers, and
governments contribute to the setting of workplace
standards and the protection of workers’ rights globally.
 Each member nation sends four delegates (2:1:1 ratio)
 two from the government,
 one employer, and
 one worker .

December 4, 2019 63
 Characteristics of ILS contd…
2.Universality
 ILS are adopted by the 2/3 majority of member countries.
 The subject matters covered in each convention reflects almost
similar concern of member countries.
3. Flexibility
 ILS reflect the diverse cultural and historical backgrounds, legal
systems, and levels of economic development of the countries.
 ILS have the character to be translated into national law and practice
with due consideration of these differences.
4. Read it

December 4, 2019 64
ILO Mechanisms to ensure Compliance of
Ratified Conventions:
 A ratified Convention is subject to the ILO’s supervisory
system for ensuring that the Convention is actually
implemented and applied.
 The supervisory bodies include:-
 the independent Committee of Experts on the Application
of Conventions and Recommendations, and
 two tripartite committees of the International Labour
Conference:
 the Committee on Freedom of Association and
 the Committee on the Application of Standards.

December 4, 2019 65
 ILO Mechanisms contd…
 Three mechanisms to ensure compliance with ratified
convention.

1.Supervision

 To improve transparency and to oversee compliance

 Two types

1.1. Regular Supervisory system

 Submission of regular reports to the 'Committee of Experts’.

 Fundamental conventions submitted every 2 years

 Other additional conventions –every 5 years.

December 4, 2019 66
 ILO Mechanisms to ensure Compliance contd…

1.2.Special Procedures

Committee on Freedom of Association

 Is special Freedom of Association Committee

 Monitors the right to freedom of association in countries,

regardless of whether they have ratified the relevant ILO
conventions or not.

December 4, 2019 67
 ILO Mechanisms to ensure Compliance contd…
2. Representations

 Employers or workers organizations may submit complaints

against a member state.

 If representation concerns Conventions 87 or 98,it is passed

to Committee on Freedom of Association.

3.Complaints

 Is essentially an inter-states complaint mechanism whereby

a state may file a complaint against another state if it feels
that there is a compliance issue.

December 4, 2019 68
 Thank you

December 4, 2019 69
 Reading Assignment

Read the benefits of ILS

December 4, 2019 70
December 4, 2019 71
 ILO Standards
 are adopted by the International Labour Conference,
which meets annually (in June).

 Models and targets for labour law

 Sources of International law applied at the national level

 Guidelines for social policy

 Other areas of influence

December 4, 2019 72
 ILO standards
 Are the result of discussions among governments, employers
and workers, in consultation with experts from around the
world.

 represent the international consensus on how a particular

labor problem could be tackled at the global level and reflect
knowledge and experience from all corners of the world.

December 4, 2019 73
 The application of the standards in the domestic
legal arena

 Basic standards as rights:

I. Basic Rights

‡ Right against involuntary servitude (slavery)

‡ Right against physical coercion

‡ Right to compete without discrimination

‡ Right against exploitative use of child labor

December 4, 2019 74
 The application of the standards contd…

II. Civic Rights

‡ Right to free association

‡ Right to collective representation

‡ Right to free expression of grievances

III. Survival Rights

Right to a living wage

Right to full information about hazards of job conditions

 Right to accident compensation

 Right to limited hours of work

December 4, 2019 75
 The application of the standards contd…

IV. Security Rights

 Right against arbitrary dismissal

 Right to retirement (leaving the work) compensation

 Right to survivors’ compensation

December 4, 2019 76
 Categories of ILO Standards/conventions

Classification is based on their importance

 Three categories:
1. Fundamental
2. Priority
3. Technical

December 4, 2019 77
 1.Fundamental ILO Conventions

 identified as fundamental, and are at times referred to as the

core labour standards because they protect basic workers’
rights.

December 4, 2019 78
 Fundamental ILO contd…
ILO fundamental conventions include:
1. Freedom of Association and Protection of the Right to Organise
Convention, 1948 (No. 87)
2. Right to Organise and Collective Bargaining Convention, 1949
(No. 98)
3. Forced Labour Convention, 1930 (No. 29)
4. Abolition of Forced Labour Convention, 1957 (No. 105)
5. Minimum Age Convention, 1973 (No. 138)
6. Worst Forms of Child Labour Convention, 1999 (No. 182)
7. Equal Remuneration Convention, 1951 (No. 100)
8. Discrimination (Employment and Occupation) Convention,
1958(No. 111)

December 4, 2019 79
 1.Freedom of Association and Protection of the Right to
Organise Convention, 1948 (No. 87)

 Freedom of association implies a respect for the right of all

employers and all workers to freely and voluntarily establish and
join groups for the promotion and defence of their occupational
interests.

 Workers and employers have the right to set up, join and
run their own organizations without interference from the State
or any another entity.

December 4, 2019 80
 Freedom of Association and Convention, contd…

 Along with this right is the responsibility of people to respect

the law of the land.

 However, the law of the land, in turn, must respect the

principle of freedom of association.

 These principles cannot be ignored or prohibited for any sector

of activity or group of workers.

 However, the extent to which the guarantees provided for in

the Convention will apply to the armed forces and the police
will be determined by national laws or regulations.
December 4, 2019 81
 Freedom of Association and Convention, contd…
Workers’ and employers’ organizations have the right to
establish and join federations and confederations.

Federations and Confederations have the right to:

draw up their constitutions and rules;
elect their representatives in full freedom;
organize their administration and activities; and
formulate their programmes.
The public authorities have to refrain from any interference
which would restrict this right or impede the lawful exercise
thereof.
December 4, 2019 82
 2.Right to Organise and Collective Bargaining
Convention,1949 (No.98).
 The right of workers to bargain freely with employers is
an essential element in freedom of association.

 Collective bargaining is a voluntary process through which

employers and workers discuss and negotiate their relations,
in particular terms and conditions of work.

December 4, 2019 83
 2.Right to Organise and Collective contd…

 The Convention leaves it to national laws or regulations to

determine the extent to which it applies to the armed forces
and the police.

 Furthermore, it does deal with the position of public servants

engaged in the administration of the State, nor may it be
construe as prejudicing their rights or status in any way.

December 4, 2019 84
3. Forced Labour Convention, 1930 (No. 29)

 Forced or compulsory labour is 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 her or himself
voluntarily.

 Forced labour occurs where work or service is exacted by the

State or by individuals who have the will and power to
threaten workers with severe deprivations, such as
withholding food or land or wages, physical violence or sexual
abuse, restricting peoples’ movements or locking them up

December 4, 2019 85
 3. Forced Labour Convention contd…

 For example, a domestic worker is in a forced labour situation

where the head of a household takes away identity papers,
forbids the worker to go outside and threatens him or her with,
for instance, beatings or non-payment of salary in case of
disobedience.

 The domestic may also work for an unbearably low wage, but
that is another matter.

 If he or she were free to leave, this would not amount to

forced labour but to exploitation

December 4, 2019 86
 3. Forced Labour Convention contd…
 The illegal exaction of forced or compulsory labour must be
punishable as a penal offence with penalties that are really adequate
and strictly enforced

 Labour are excluded from the scope of the Convention:

work of a purely military character exacted in virtue of
compulsory military service laws;

work which forms part of the normal civic obligations of

citizens;

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 3. Forced Labour Convention contd…

 work exacted from any person as a consequence of a conviction

a court of law, provided that:
 said work is carried out under the supervision and control of
a public authority; and
 the said person is not hired to or placed at the disposal of
private individuals, companies or associations;

 work exacted in cases of emergency (war, calamity and in

general any circumstance that would endanger the existence or
the well-being of the whole or part of the population

December 4, 2019 88
 Thanks

December 4, 2019 89