Everest People Solutions’ Post

 Understand ILO-conforming benefits and their impact on worker well-being. Prepare for your APSCA exam with our new video, covering key conventions and principles: https://lnkd.in/gpe33Ece #APSCA #SocialCompliance #ILOBenefits #SocialSecurity #LaborRights

On 9 May 2024, the Australian Maritime Safety Authority (AMSA) released its 2023 Annual Report on the Maritime Labour Convention (MLC). The report highlights important trends, including a decline in the number of MLC complaints and an increase in the number of serious injuries. According to AMSA, Australia's "tough action" on seafarer welfare and working conditions has led to fewer complaints. Consistent with previous years, most of the complaints originated directly from seafarers. The majority of the complaints fell in the category of 'Conditions of employment' with 'Health Protection, medical care, welfare, and social security protection' being the second most common category. While the total number of serious injuries reported to AMSA in 2023 shows an increase from the previous year, the data also reveals that the number of serious injuries reported by Australian-regulated vessels has in fact decreased. In contrast, the number of serious injuries reported by foreign-flagged vessels has increased. The information and conclusions from the 2023 MLC Annual Report will be integrated into AMSA’s next National Compliance Plan, set to be released later this year. For more insights, read the full report: https://lnkd.in/g95bk_WG HFW continues to monitor industry developments, assist clients in navigating the MLC, and provide expert advice on matters involving seafarer workers' conditions. For more information on our shipping practice, visit: https://lnkd.in/exNa7pC #MaritimeLaw #SeafarerWelfare #MLC2023 #MaritimeSafety #MaritimeIndustry #Shipping

Australia has ratified the International Labour Organization’s (ILO) Promotional Framework for Occupational Safety and Health Fundamental Convention. This is the 10th Fundamental Convention added to the list set out by the ILO, which was formally adopted in 2022. The Convention was ratified at a tripartite ceremony of unions, employers and governments in Geneva, Switzerland. The ceremony included representatives from Safe Work Australia, the Australian Council of Trade Unions (ACTU) and the Australian Chamber of Commerce & Industry (ACCI). Learn more via Safe to Work > https://lnkd.in/gGyi85qN #WHS #Health #Safety #OHS #Conventions #ILO #SafeWorkAustralia #Unions #ChamberOfCommerce #Australia

MGM, commitment and protection of workers' rights: Certification SA8000:2014 At MGM we work continuously to ensure an ethical and sustainable work environment. This is why we have obtained for the Rekord s.r.l. Group the SA8000:2014 certification, an international recognition that testifies to our commitment to corporate social responsibility (CSR - Corporate Social Responsibility). This certification reflects our continued efforts to ensure optimal working conditions, promoting respect for human rights, health and safety of workers, and supporting their training and professional growth. The SA8000:2014 represents for us not a goal, but a starting point to constantly improve business practices in favor of the welfare of our workers. #MGMspa #amovingcompany #Certification #workingconditions #safety #humanrights

Australia has ratified the International Labour Organization’s (ILO) Promotional Framework for Occupational Safety and Health Fundamental Convention. This is the 10th Fundamental Convention added to the list set out by the ILO, which was formally adopted in 2022. The Convention was ratified at a tripartite ceremony of unions, employers and governments in Geneva, Switzerland. The ceremony included representatives from Safe Work Australia, the Australian Council of Trade Unions (ACTU) and the Australian Chamber of Commerce & Industry (ACCI). Learn more via Safe to Work > https://lnkd.in/gGyi85qN #WHS #Health #Safety #OHS #Conventions #ILO #SafeWorkAustralia #Unions #ChamberOfCommerce #Australia

Part 10: the road to the Health and Safety in Employment Act 1992. New Zealand continued much like the UK to enact Factories Acts and regulations. Despite the Robens Report in 1972 and HASWA in 1974, New Zealand did not have specific Health and Safety legislation until 1992. The Health and Safety in Employment Act 1992, much like HASWA, brought all workplaces and types of work under one Act. The New Zealand version was focused on Duty Holders and had specific duties for employees, contractors and persons who paid for services, and other persons. Department of Labour was the regulator responsible for enforcement of the Act and conducting inspections.

Bill 190 received royal assent on October 28th. This bill is also referred to as Working for Workers Five Act 2024. It affects a few pieces of legislation including the Ontario Occupational Health and Safety Act (OHSA). One specific set of amendments addresses electronic posting of documents in the workplace. The documents, now permitted to be electronically posted include: 1- copy of the OHSA and explanatory materials, and 2- JHSC member names Qualifiers for electronic postings: -the employer provides direction on where and how the documents can be accessed, and -documents can be readily accessed by workers in the workplace. See schedule 4 (page 8 & 9) of Bill 190 for the full details and the list of various documents. https://lnkd.in/eHjhzN8t

🔍 The importance of supporting compliance with #OSH standards, especially for micro and small enterprises (#MSEs), is key to ensure worker safety. 📜 Our focal points from the Benelux countries, TNO, SPF Emploi, Travail et Concertation sociale - FOD Werkgelegenheid, Arbeid en Sociaal Overleg and Inspection du travail et des mineswill join forces in an event to examine this issue. 🤝 Attendees will discover innovative strategies to improve compliance, with a special emphasis on enhancing collaboration and knowledge sharing. https://lnkd.in/dfEmQwce

🛠️ Positive Change for Recruiters: RCSA's Advocacy Reduces Workers Comp Premiums 🛠️ Recruiters in Victoria recently faced an unexpected increase in workers comp premiums, jumping to 7.469% of payroll. In response, the RCSA Australia and New Zealand, led by Head of Advocacy and Policy Brooke Lord , took swift action. Through dedicated efforts, including discussions with the State Treasurer and key WorkSafe executives, the RCSA successfully secured an audit of claims under the Labour Hire Services WorkCover Industry Classification rate (WIC) from 2018 onwards. This advocacy has resulted in a reduction of the premium rate to 3.907% for 2024/25. While this is still higher than the Employment Placement Services WIC rate, it's a significant improvement. WorkSafe has also agreed to continue working with the industry to monitor claims and premium rates, increase training for WorkCover agents, and offer information sessions for recruitment companies. This is a great example of what can be achieved through industry advocacy and collaboration. #RCSA #Recruitment #Advocacy #WorkersCompensation #WorkSafe #Victoria RCSA Australia and New Zealand

I have major concerns with this Labour Board decision based on the Workplace Health and Safety Act (WHSA) that explains to us “ the importance of understanding the scope of worker protections under the WHSA & the need for employees to follow up professionally on workplace concerns” and here is why: A worker reported safety concerns after being confronted by a coworker who interrupted his work, pushed & shouted at him & threatened him with a rock. The supervisor sent the coworker home & reported it to the VP. The VP, at the hearing, said “they “RECALL BEING INFORMED” that it was the reporting party worker who threw a rock”. That’s weird phrasing isn’t it? If it happened, & theirs evidence & witnesses, why avoid the direct accusation? THATS a red flag for me, because the ring leader who targeted me talked to investigators in my case the same way, giving vague sweeping statements lacking specifics that avoid a direct false statement by suggesting it was someone else’s claim & that swiftly discredits the reporting party. The story doesn’t seem internally consistent. The supervisor sent the coworker home, & let the aggressor stay? There were 2 different stories & the Labour Board accepted the employers statements based on … what? There no mention of a competent evidence based investigation in the article - did they do one? This boards decision seems to agree with the employers position (story?) that: 1. the worker did not “act” professionally, & 2. they basically “should have’d” him, by stating his failure to understand what the WHSA will actually protect a worker from. Really? He “should have” known if he reported a workplace safety issue that senior management might: - deny the event & reverse “victim & offender” ie DARVO him? - claim they followed up “reasonably” by placing all onus for follow up action onto the worker who experienced an act of aggression/violence at work? & - claim the worker failed to meet the VP’s needs the day of the altercation so he was not professional? Should he have known that labour board decisions don’t require competent evidence based investigations - that they might just accept employer reps claims as true, & reporting parties claims as false? I don’t trust any of these decisions anymore. & neither should anyone else if no competent investigation was done. Any time a decision is reported they should have to say if it was based on evidence or on assumptions & appearances. They should have to say if an impartial, competent, evidence based investigation was done. The WHSA surely does NOT protect all employees who report hazards in the workplace - it did not protect me. I don’t know if this decision was right. But Canadians need to pay attention & demand transparency & the real facts in these cases instead of blindly accepting decisions based on appearances & biased assumptions, that lack sensitivity to workers responses to violence /trauma & that turn a blind eye to institutional betrayals.