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In 1999, the Ghana Federation of Labour (GFL) was established as an umbrella organization for several independent trade unions. In 2003 a tripartite National Labour Commission was created to help resolve disputes. It also assumed responsibility for issuing bargaining certificates for unions seeking to establish collective bargaining agreements.
The National Tripartite Committee is a regulatory body in Ghana, composed of five representatives each for government, employers, and organized labor.It is chaired by the Minister of Manpower, Youth, and Employment.
The LRA lays out the procedures for dispute resolution via the Commission for Conciliation, Mediation and Arbitration (CCMA) and establishes the Labour Court and Labour Appeal Court as superior courts with exclusive jurisdiction to decide matters arising from the Act. [77] The Labour Relations Act also regulates the issue of fairness, not only ...
Nigerian labour law looks into the rights, working conditions, minimum wage, termination clauses, and many other rules set by the government of Nigeria. The current version of the act was put into place in 2004, five years after their current constitution was established.
The Constitution of Ghana is the supreme law of the Republic of Ghana.It was approved on 28 April 1992 through a national referendum after 92% support. [1] [2] It defines the fundamental political principles, establishing the structure, procedures, powers and duties of the government, structure of the judiciary and legislature, and spells out the fundamental rights and duties of citizens.
In Indonesia, under the Labor Act No. 13 in 2003, women have a right to two days of menstrual leave per month, though these are not additional leaves. [ 15 ] In Japan, since 1947, Article 68 of the Labour Standards Law states "When a woman for whom work during menstrual periods would be specially difficult has requested leave, the employer ...
Seafarers' Identity Documents Convention (Revised), 2003 (C185) is an International Labour Organization Convention. [ 1 ] [ 2 ] It was established in 1958, with the preamble stating:
In 2002, accordingly, a new presumption was added to the Labour Relations Act 1995, providing guidelines on when it has to be ascertained whether or not someone is an employee. This presumption was introduced as a part of significant amendments to the Labour Relations Act 1995 and the Basic Conditions of Employment Act in 2002. [5]