title: Compliance of Pakistan with ILO Standards on Freedom of Association
metadata.name: dc.contributor.author
metadata.value: Ahmad, Iftikhar
metadata.lang: -
metadata.name: dc.date.accessioned
metadata.value: 2023-02-14T20:23:56Z
metadata.lang: -
metadata.name: dc.date.available
metadata.value: 2023-02-14T20:23:56Z
metadata.lang: -
metadata.name: dc.date.issued
metadata.value: 2023
metadata.lang: -
metadata.name: dc.identifier.citation
metadata.value: Ahmad, Iftikhar. 2023. “Compliance of Pakistan with ILO Standards on Freedom of Association.” Russian Journal of Labour & Law 13: 319–328. https://doi.org/10.21638/spbu32.2023.122
metadata.lang: en_GB
metadata.name: dc.identifier.other
metadata.value: https://doi.org/10.21638/spbu32.2023.122
metadata.lang: -
metadata.name: dc.identifier.uri
metadata.value: http://hdl.handle.net/11701/39131
metadata.lang: -
metadata.name: dc.description.abstract
metadata.value: The author examines the adherence of Pakistani legislation with ILO standards regarding
  freedom of association. Current Industrial Relations regulation has undergone several positive
  changes on a provincial level, including granting rights to form trade unions and collectively
  bargain, expanding union rights to female workers in the agricultural sector in
  Sadh and Punjab, creating the Industrial Relations Bill in Balochistan, expanding the right
  to freedom of association and collective bargaining to workers in Special Economic Zones,
  etc. However, despite the indisputable progress, Industrial Relations regulation is subject to
  criticism. For instance, it still does not resolve the inability of an employee to be a member
  of several trade unions if he/she works part-time although Pakistani law allows workers to
  work at multiple workplaces under certain conditions on a case-by-case basis. Since the
  legislation of Pakistan does not recognize and regulate part-time work, those few that are allowed
  to be doubly employed are not subject to the fundamental rights of a full-time worker
  including the right to freedom of association. Besides that, Industrial Relations regulation
  considers the concept of go-slow an unfair labour practice although ILO has justified it in
  multiple conventions. The author finds the aforementioned criticism valid. However, regarding
  the empowerment of the Registrar to inspect the accounts and records of a registered
  trade union, the author considers the criticism unwarranted. In the conclusion the
  author mentions the necessity of the creation of regulation on the enterprise level similar to
  that which exists on the provincial one.
metadata.lang: en_GB
metadata.name: dc.language.iso
metadata.value: en
metadata.lang: en_GB
metadata.name: dc.publisher
metadata.value: St Petersburg State University
metadata.lang: en_GB
metadata.name: dc.relation.ispartofseries
metadata.value: Russian Journal of Labour & Law;Volume 13
metadata.lang: -
metadata.name: dc.subject
metadata.value: freedom of association
metadata.lang: en_GB
metadata.name: dc.subject
metadata.value: industrial relations regulation
metadata.lang: en_GB
metadata.name: dc.subject
metadata.value: International Labour Organization standards
metadata.lang: en_GB
metadata.name: dc.title
metadata.value: Compliance of Pakistan with ILO Standards on Freedom of Association
metadata.lang: en_GB
metadata.name: dc.type
metadata.value: Article
metadata.lang: en_GB
resources.filename: 319-328.pdf
resources.url: https://dspace.spbu.ru/bitstream/11701/39131/1/319-328.pdf
resources.format: Adobe PDF
resources.size: 661,15 kB