Decent Working Conditions Research Articles

Occupational Safety and Health of Riders Working for Digital Food Delivery Platforms in the City of Milan, Italy.

The rapid growth of the digital economy has transformed various labor markets, including the food sector. The transient nature and the peculiar work environments of food delivery workers raise concerns about occupational safety and health (OSH). This study aims to better understand these issues by conducting a comprehensive exploratory survey on OSH among food delivery riders in Milan, Italy. The study employed structured interviews based on a validated questionnaire developed through a literature review, expert interviews, and input from riders and health and safety professionals. The survey was performed from July to November 2022 by interviewing riders at their main gathering points. We interviewed 240 riders, 97% males, 81% less than 35 years old, and 83% with extra-European origin. Delivery was performed mainly by traditional bicycles (40%) and e-bikes (46%), with 44% working seven days per week and 23% working more than 8 hours daily. Road accidents were reported by 39% of riders, influenced by type of vehicle, fatigue, and number of daily deliveries. Physical and verbal assaults (12% and 28%, respectively) were reported, as well as health-related issues, particularly musculoskeletal disorders. The findings underscore food delivery riders' complex challenges, emphasizing the need for targeted interventions. The study calls for collaborative efforts between policymakers, employers, OSH professionals, and stakeholders to enhance OSH standards and promote decent working conditions, aligning with the 2030 Agenda for Sustainable Development.

Созидательный труд как результат достойной трудовой жизни человека

The article is devoted to the analysis of one of the traditional Russian spiritual and moral values – creative work. Analyzing the categories of "decent work" and "quality of working life", the author concludes that creative work is the result of a decent working life of a person, which depends both on the participation of the state in ensuring decent working conditions and improving the quality of working life, and directly on the person himself. Accordingly, creative work should not only be proclaimed as a value and principle, but also supported by proper legal regulation.

Older workers and post-retirement employment: A proposed decent work agenda

The United Nation's Sustainable Development Goal 8 (SDG8) emphasizes decent work and the need to generate employment for vulnerable groups such as women, youth, and low-income rural and urban residents. Though extended retirement age policies to sustain workforce productivity are promulgated across OECD states, within SDG8 there is no evident focus on older citizens’ need for decent work. We believe this goal lacks detail in addressing the specific needs of older and post-retirement workers and their equal vulnerability to inadequate decent work conditions, economic strain, and diminished well-being. We expand on this issue with particular focus on this older cohort's predictors and attainment of decent work and proffer the psychology of working theory as a foundation to redress the inadequacy of SDG8 and formulate recommendations for policy and research to recognize the needs of older and post-retirement workers. This approach is aligned with the Psychology of Sustainability and Sustainable Development framework in a lifelong perspective.

유자녀 여성 이주민의 ‘괜찮은 일’에 대한 합의적 질적 연구

The study explored the characteristics of “good work” as perceived by migrant women with young children, and the challenges and resources in their work experiences. In-depth interviews were conducted with 18 migrant women with at least three years of work experience, and the interviews were analyzed using consensual qualitative research methods. The domains and categories that emerged from the analysis were reviewed by two external experts and revised, resulting in five domains and 23 categories. The results of the study revealed seven categories of decent work conditions perceived by migrant women: a work schedule that allows them to combine work and childcare, reasonable compensation, job security, welfare, an emotionally safe environment, moderate work intensity, and work that matches their level of Korean. In terms of migrant women's work experience, four domains and 16 categories were identified: the challenges of intersectionality of minority identities, psychological adaptive resources in work experience, social resources in work experience, and growth through working. The challenges of intersectionality of minority identities domain included language differences, work-family conflict, marginalization due to labeling as a migrant women, acculturation stress within the family, inaccessible institutional resources, and economic constraints. Psychological adaptive resources in the work experience domain included career adaptability, motivation, emotional regulation, and acculturation efforts. The social resources of the work experience domain included support from family and friends, support at work, support from organizations, and support from public policy. Finally, the categories of finding a better job and belonging were identified in the growth through the working domain. These findings are expected to contribute to the empirical understanding of decent work among migrant women and provide a basis for policy proposals to promote decent work.

Developing a Culture of Safety for Sustainable Development and Public Health in Manufacturing Companies—A Case Study

One of the most important values in human life is health and safety. This is reflected in the Sustainable Development Goals (SDG3, SDG8), which were presented by the United Nations in 2015. These goals emphasize the importance of ensuring healthy lives, promoting well-being for all, and fostering inclusive and sustainable economic growth through decent work and safe working conditions. Taking into account the importance of issues related to safety, including occupational safety and human health, research was carried out to examine the impact of the development of a safety culture during employees’ work on improving public health. In order to conduct the research, a survey questionnaire was developed, consisting of 20 questions relating to 10 attributes of safety culture. The research surveys were carried out among 363 employees in a production enterprise, and an interview questionnaire was administered to 3 employees of the Occupational Health and Safety Service of this enterprise. The results revealed that the enterprise’s employees rate the level of safety culture very highly. Along with the improvement of working conditions in the enterprise, the level of safety increases, the number of accidents at work decreases, and thus the protection of employee health is higher. Therefore, a high level of safety culture is correlated with a high value attached to the health and life of employees, and this, in turn, affects public health. Moreover, fostering a strong safety culture aligns with the principles of sustainable development, contributing to long-term societal well-being and aligning with global goals for responsible and ethical growth.

Comparative Analysis of the Quality of Working Life in Ukraine and in EU Countries

The quality of working life is an influential factor in determining the direction of labor movement between countries and between corporations within a country. Countries that offer the best living conditions, financial state support, social integration programs, decent working conditions and wages have become the center of attraction for Ukrainian refugees after the beginning of Russia's full-scale invasion of Ukraine. The purpose of this study was to conduct a comparative analysis of the quality of working life in Ukraine and the European Union to assess the possibilities of returning refugees to Ukraine and attracting new labor from European countries during its recovery and implementation of steps towards sustainable development. A comparative analysis of key characteristics of the quality of working life shows that Ukraine is significantly inferior to EU countries. Macroeconomic conditions, employment rate and share of informal employment, income and wages, length of working week and annual guaranteed leave are key groups of indicators that require attention and direct or indirect influence to adjust them to the EU average. The article identifies the priority tasks for bridging the gap between the quality of working life in Ukraine and European countries, in particular by eliminating structural imbalances in the labor market.

Insufficient numbers and poor working conditions for rangers protecting tigers

AbstractProtected area rangers are planetary health care workers and are at the frontline of the protection of wildlife and wild places. Ensuring that there are sufficient rangers in protected areas, and that these rangers are equipped and provided with decent working conditions, is critical to protecting iconic species such as tiger Panthera tigris. Using data from a global survey of public‐sector ranger numbers, we estimate the shortfall in the number of rangers required to safeguard protected areas in Tiger Conservation Landscapes (TCLs) across the 10 Asian countries with breeding tigers. We calculate the cost required to address this shortfall in ranger numbers. We also estimate the costs for meeting a subset of the welfare needs of rangers aligned to the Chitwan Declaration of the World Ranger Congress. We estimate that a minimum of 12,500 more rangers are required across ~320,000 km2 of tiger‐bearing protected areas. We estimate this would cost US$ 45.8 million annually. The majority (63%) of these rangers are required in three Southeast Asian countries, which have declining tiger numbers. To meet a subset of the basic welfare needs of rangers, we estimate that an additional US$ 7.8 million is required annually across the 10 countries. While the funding gap that we estimate excludes many aspects of effective protected area management, we provide further evidence that protected areas in the biodiverse tropics remain underfunded. Increasing funding for rangers is a critical component of what is required to protect the tiger and tiger landscapes. We urge tiger range country governments, and the global conservation community, to secure this funding. Increasing the numbers of rangers, and effectively supporting their welfare, will increase our ability to protect the tiger and the ecologically significant landscapes in which it occurs.

ГЕНЕЗА Й ЕВОЛЮЦІЯ КОНЦЕПЦІЇ ЛАНЦЮГІВ СТВОРЕННЯ ВАРТОСТІ У КОНТЕКСТІ ФОРМУВАННЯ МІЖНАРОДНОЇ КОНКУРЕНТОСПРОМОЖНОСТІ ПІДПРИЄМСТВ

The aim of the article is to identify the ways and directions of the genesis and evolution of the value chain concept in the context of forming international competitiveness of enterprises The analysis of scientific research on this issue has shown that the concept of value chains originates from the teachings of the physiocrats, gained significant development from the 1940s onwards, and currently holds a prominent position in the forefront of management thought and analytical tools. It forms a powerful strategic planning instrument for analyzing the business environment and making managerial decisions to enhance the competitive advantages of an enterprise in the market. The study found that the value chain concept is based on process-oriented, adaptive, and strategic management approaches. It views the enterprise as a system that transforms available resources and ensures feedback among all management links to secure competitive advantages in the market. The functioning of value chains also determines the formation of enterprise profits. The value chain concept is a crucial tool for both macroeconomic analysis, identifying global trade trends, its impact on developed and transition economies, understanding directions of national development policies, and the integration of individual productions into sectoral complexes, as well as microeconomic analysis for forming strategies of differentiation and diversification for enterprise development. The value chain concept must consider and balance the goals of various stakeholders, including customers (satisfaction of needs, technical support), owners and shareholders (profit, profitability, development), the workforce (decent working conditions, professional growth), the community (responsible social and environmental policies, community involvement, promotion of a healthy lifestyle), and partners (collaboration based on stable, long-term, effective business relationships). Value chains in an enterprise include sequentially interconnected processes and actions aimed at producing goods and services that acquire added value by meeting consumer needs, thereby forming the enterprise’s competitive advantages. Analyzing value chain elements as a management tool increases business profitability and is an integral part of formalized strategic management business models (mission, strategy, corporate culture, performance indicators) and operational management. The analysis of value chain elements is a part of management accounting, marketing, and logistics. It provides a systematic approach to making managerial decisions about the functioning of value chains, which can disrupt the status quo among the links, performers, and beneficiaries in the economic relationship system that encompasses the value chains within an enterprise.

Features of the Implementation of the Concept of Managing Decent Work Conditions at Small and Medium-Sized Enterprises in the Construction Industry

In modern conditions, the development of any industry directly depends on the provision of highly qualified labor resources. Due to the constant shortage of personnel, it is important for employers to implement systematic measures to attract, retain and optimally use the required specialists of various qualifications. It is these tasks that the enterprise solves when organizing personnel work in accordance with the basic principles and ideas of decent work. The construction industry in the Russian Federation is one of the most dynamically developing, making a significant contribution to the country’s GDP, but companies from this sector are faced with a global shortage of both labor and highly qualified specialists. It should also be noted that this sector is considered to be one of the most hazardous, injury-prone and requiring increased attention to occupational and labor safety. The purpose of the study is to identify a set of external and internal factors that determine the features of decent work management at enterprises in the construction industry. To achieve this goal, the methods of interdisciplinary analysis of scientific literature and the regulatory framework, economic analysis and analytical statistics were used. The application of counter modeling made it possible to decompose the theoretical model of decent work management and highlight the real conditions of the production, financial and socio-economic activities of enterprises in the construction complex. The results of the study are related to identifying the role of government policy, the labor market, general trends in the construction industry, vocational professional education, as well as personnel policies within the organization in the process of implementing the concept of decent work. The conclusions drawn may be of interest to managers of construction companies, and human resources and personnel management services for analyzing their own practices and carrying out measures to introduce the principles of decent work at individual enterprises in this economic sphere.

PROBLEMS AND PRIORITIES FOR PREVENTING UNDECLARED LABOUR IN UKRAINE

The purpose of the article is to identify the scale of undeclared labour in Ukraine and to study the problems, principles and prospects of its prevention in unstable socio-economic conditions. Methodology. In line with the EU and ILO methodology, the State Labour Service of Ukraine interprets undeclared labour as legal paid activity that is not fully or partially registered in accordance with the law. Results. Undeclared work plays an important role in the practice of business management and competitiveness stimulation in countries with industrial, neo-industrial and post-industrial economies, which has been developed almost since the middle of the 20th century. The paper proves that undeclared work is a broader concept that includes legalised (both official and manipulative) as well as shadowy mechanisms of its occurrence and functioning. Given the problematic performance by the State Labour Service of Ukraine of its inspection and sanctioning powers, as well as the widespread use of non-standard labour relations (with mediation in the performance of employer functions, outsourcing of auxiliary, service and some specialised personnel to companies), tariff-free remuneration systems encourage numerous manipulations in the area of labour declaration and decent wages. The source of problems with the spread of remuneration systems based on an assessment of the complexity of the work performed and the qualifications of employees, as well as with ensuring decent working conditions for agency (loan, temporary) workers, is the unclear legislative regulation of these systems. Practical implications. The priorities for preventing undeclared labour in Ukraine are: a consistent increase in the share of wages in the structure of production costs; strengthening cross-control over the fulfilment of obligations to pay the minimum wage under the tariff-free and hourly wage systems; and the introduction of a sound methodology for harmonising the minimum wage, the subsistence minimum and other basic social standards linked to them. Value/Оriginality. The expediency of identifying institutionalised and manipulative mechanisms of undeclared labour, their formal and illegal bases is confirmed by the classification of the main forms of undeclared labour used by the EU, ILO and the State Labour Service of Ukraine; this approach will increase the complexity and effectiveness of systemic measures to regulate it (control, mitigation, prevention).

International Labor Relations

International Labor Relations (ILR) encapsulates the multifaceted interactions and dynamics shaping the global workforce's landscape. In an increasingly interconnected world, characterized by globalization, technological advancements, and economic interdependence, labor relations extend beyond national boundaries, influencing and being influenced by various factors. This abstract provides a succinct overview of the key themes, challenges, and opportunities within the realm of International Labor Relations. The study of ILR encompasses diverse aspects, including cross-border labor migration, multinational corporations' employment practices, labor standards, and international trade agreements' impact on employment. Central to ILR is the examination of the interactions between governments, employers, workers, and international organizations, as they navigate complex socio-economic and political contexts. Globalization has profoundly shaped ILR, fostering the integration of economies and labor markets across countries. As a result, labor issues increasingly transcend national borders, posing both opportunities and challenges for workers, employers, and policymakers. Technological advancements, such as automation and digitalization, further complicate labor dynamics, influencing employment patterns and skills requirements on a global scale. Challenges within ILR include ensuring decent work conditions, protecting workers' rights, and addressing inequalities in labor markets. Issues such as informal employment, gender disparities, and the informalization of labor pose significant hurdles to achieving inclusive and sustainable growth. Moreover, the rise of global supply chains has raised concerns about labor exploitation and the enforcement of labor standards across borders. International organizations play a crucial role in shaping ILR through the development and implementation of labor standards, conventions, and guidelines. Institutions like the International Labour Organization (ILO) provide platforms for dialogue and cooperation among governments, employers, and workers to address labor-related challenges and promote social justice. In conclusion, International Labor Relations are complex and dynamic, influenced by globalization, technological advancements, and economic forces. Addressing the diverse challenges within ILR requires collaborative efforts from governments, employers, workers, and international organizations to ensure fair and inclusive labor practices and promote sustainable development globally. Received: 25 December 2023 / Accepted: 25 February 2024 / Published: 23 April 2024

A Bibliometric Approach to the Thesis of the Happy-Productive Worker—A Journey Through the Concepts and Measurement

In an organizational context marked by a concern for well-being, decent working conditions, and the proliferation of events associated with happiness, a theory called the happy-productive worker thesis (HPW) emerged. This thesis is based on the premise that happy workers are more productive than their opposites. Therefore, managing organizations focusing on the internal customers (employees) seems a win-win situation for both parties. In this sense, this study aims to analyze the extent to which the HPW thesis has been explored theoretically and empirically, as well as the forms of measurement used to evaluate happiness and performance. This study presents a systematic literature review that defines the “happiness productive worker” as the key term to search on the Web of Science and Scopus databases. This study analyzes seven literature reviews and 38 articles. With these articles, the investigators used the VOSviewer to develop a keyword co-occurrence analysis. This methodology analyzes the strength between keywords, establishing an association between them. The results made it possible to divide the articles analyzed into three clusters: HPW and positive psychology, HPW and happiness measurement, and HPW and the association between the measurement of happiness and performance. This work concluded that of the 38 articles and seven reviews analyzed, all approved empirically and theoretically the premise that happy employees are more productive than their opposites and listed the main scales used.

The employee and their social security in flexible forms of employment on the example of Poland – selected issues. Part I

The regulation of employment and social policy – with safe and secure conditions of employment in terms of remuneration, safe employment conditions, protection in the event of dismissal, social dialogue, personal data protection, work-life balance, and finally a healthy, safe and well-adjusted work environment – constitutes the foundations of decent working conditions. At the same time, the task of a democratic state is to adjust the dynamically changing economic and market realities to ensure the maximum level of protection in the areas mentioned above relevant to each employee. This situation is also due to the radically progressing digitization that is changing the challenges of the modern labour market. In this article, the author endeavours to address the social security issue of selected flexible (atypical) forms of employment, including employee and non-employee forms of employment. The author chose fixed-term contracts and employment on digital platforms as the subject of analysis, while remaining aware of the multifaceted nature of social security. In this paper, she defends the thesis that the so-called “flexibility of employment relations” should be subject to the broader impact of social security regulations in situations where there are no normative obstacles to them being extended.

Influence of organisational climate on public service employee physical health.

The working conditions in the South African public service, notably its challenging environment, pose significant threats to the physical health of employees. Calls exist in understanding how this can be addressed. The study investigated the predictors of physical health, accounting for the role of organisational climate and decent work. The study was conducted in Bisho in the Eastern Cape province of South Africa. An instrument was administered through a survey using a sample of 289 respondents. Descriptive and inferential statistics were used to test the hypothesised relationships. No significant direct effect existed to show that the sounder an organisational climate, the better the physical health of employees will be (β = -0.014, t = -0.199, p = 0.843, 95% confidence interval [CI] [-0.153 to 0.125]). However, statistically significant evidence existed to show that the more focus on promoting decent work, the better the physical health of employees will be (β = 0.463, p = < 0.001, 95% CI [0.258 to 0.668]). Finally, decent work has a full mediating effect on the relationship between organisational climate and employee physical health (β = 0.105, 95% CI [0.054 to 0.167]). Public service organisations need to pay attention to the role of its climate and decent working conditions in promoting employee physical health. Interventions are needed centered on improving decent work and the organisational climate as identified predictors of employee physical health.

Implementation of the MLC Convention in Albania and its Role in Seafarer’s Standards

The Maritime Labor Convention (MLC) is an international labor standard adopted by the International Labor Organization (ILO) in 2006 [1] . The MLC was designed to ensure that seafarers receive decent working conditions on board ships, without any difference regardless their nationality. The convention sets out minimum requirements to be met by authorities, shipping companies, for seafarer’s employment rights, working conditions, and social protection. Convention, 2006, as amended (MLC 2006) on 28 Oct [2]ober 2016, and the convention entered into force in Albania on 28 October 2017. The amendments of the Code of the Convention approved by the International Labor Conference (ILC) in 2018 entered into force in Albania on 26 December 2020. The aim of this paper is to examine the implementation of MLC requirements and its impact in Albanian maritime industry, and to identify the needed steps to be undertaken by Albanian maritime authorities to fully comply with MLC requirements.&#x0D; &#x0D; Received: 23 February 2024 / Accepted: 18 March 2024 / Published: 23 March 2024

The place of the state regulatory system of the agricultural sector in ensuring sustainable development

This article is devoted to the study of the characteristic features of the system of state regulation of the agrarian sector and determining its place in ensuring sustainable development. Based on the analysis, it was established that the current system of state regulation of the agricultural sector in Ukraine includes a number of subjects that have influence based on their authority (public authorities of various levels), as well as those that influence indirectly (the public sector). These subjects directly or indirectly affect the agricultural sector of the economy through a number of means of influence (organizational, financial and economic, normative and legal and advisory or scientific and methodological). It was determined that among the priority goals of state regulation should be, first of all, the promotion of the gradual comprehensive growth of the country's economy, productive employment, which covers the largest possible number of working population, as well as decent working conditions for all. It is noted that the sustainable development of the agricultural sector in today's conditions is impossible without guaranteeing environmental safety, which is considered one of the key components of national security. In order to ensure a stable ecological situation in agro-industrial production, it is important to create, implement, and most importantly - finance targeted programs aimed at this at the state and regional levels. It has been proven that one of the key components of a modern effective system of state regulation of the agrarian sector is support for digital transformation in the agrarian sector. Digitization involves the use of technologies that include the application of advanced achievements in combination with the Internet for the global restructuring of agriculture. It was concluded that one of the directions for the fulfillment of these tasks can be the support of the clustering of the agricultural sector. The government's cluster approach to the sustainable development of the agricultural sector makes it possible to maintain a positive synergistic effect and reduce the impact of negative factors even with minimal state funding. It promotes inter-branch interaction, coordination of economic interests of subjects of agricultural production.

TERMINATION OF CONTRACT OF EMPLOYMENT; REASON(S) REQUIRED OR NOT? A REVIEW OF GHANA’S LABOUR STATUTES AND CASE LAWS

The laws which regulate employment relations have gone through various stages from the master-servant relationship in the medieval period to the current statutory implied provisions embedded in employment contracts. In the current era of insatiable search for the rights and dignity of all persons across the world, the need to ensure decent work conditions has been of great interest. The right of workers to enjoy employment security is entrenched in the International Labour Organization (ILO) Convention on Termination of Employment (Convention 158) and Termination of Employment Recommendations in 1963. State parties to the ILO are required to incorporate such provisions in their national laws. The ILO Conventions and Recommendations on termination of employment contract require that employment contract should be terminated on a stated reason but not at the whim and caprices of the employer. Though Ghana has not yet ratified the ILO Convention 158, the passage of the Labour Act 2003, (Act 651) was guided by the provisions in the ILO Convention on Termination of Employment. Notwithstanding the safeguards provided in Ghana’s Labour Act to protect employees from arbitrary termination of employment, the judicial interpretations have maintained the view that an employer can terminate an employment contract without giving reasons. This interpretation placed the Ghanaian worker at the mercy of the employer. What is worse is that many negotiated collective agreements contain provisions for the termination of a contract of employment at will. A recent judicial interpretation has departed from the previous view that an employment contract can be terminated without reason, thereby giving a sigh of relief to the Ghanaian worker. This paper, through theoretical reviews, seeks to reinforce the judicial interpretation that there must necessarily be a reason for the termination of a contract of employment.

ЗАГАЛЬНА ХАРАКТЕРИСТИКА СТАНОВЛЕННЯ ТА РОЗВИТКУ АКТІВ МІЖНАРОДНОЇ ОРГАНІЗАЦІЇ ПРАЦІ

Background. The regulation of labour and the protection of workers' rights are becoming increasingly relevant, especially given the rapid development of the global economy and constant changes in the social sphere. Historically, the establishment of international labour regulation rose up as a response to the imbalance of powers between workers and employers in labour relations. This issue necessitated the creation of universally accepted standards aimed at ensuring fair and decent working conditions. The ILO plays a key role in the process of shaping standards and establishing the norms through cooperation among governments, employers' organizations, and workers. The research is aimed at analyzing the historical context, stages of development, and the impact of ILO acts on national labour regulation systems. Methods. Dialectical, theoretical, quantitative, comparative, and other methods of cognition were applied while preparing the article. The dialectical method was used to determine the dynamics and changes associated with the formation and development of ILO instruments. Analyzing the relationships between different stages of ILO development and adopted instruments allowed to understand the dynamics of international labour regulation. Theoretical methods were utilized to analyze assumptions and theories related to the formation of international labour regulation. Quantitative and comparative methods enabled the analysis of activities associated with the adoption of ILO standards and identified priorities in the organization's activities across different historical periods. These methods were applied while preparing of the research, data collection and analysis, interpretation, and formulation of corresponding conclusions. The algorithm of applying these methods involves their combination for a comprehensive analysis of the formation and development of ILO instruments. Results. The development of the lawmaking at the international level originates from the establishment of the International Labour Organization in 1919. Before its establishment, such regulation occurred sporadically and had a reactive nature in response to dissatisfaction arising from disparities in the rights and obligations of subjects in labour relations at that time. However, with the founding of the ILO and the regular work of its bodies, the opportunity for systematic regulation of labour-related issues emerged. The International Labour Organization's standard-setting activities are comprehensive, allowing for the adoption of a new international standard with due regard to the positions of all social dialogue participants. Conclusions. The lawmaking process within the ILO, including the adoption of new and the abolition of outdated ILO conventions, is based on consensus among governments, employers' organizations, and trade unions and is a response to the global challenges faced by the organization. Conditionally, such a process can be divided into several stages, closely linked to the historical prerequisites for the foundation of the ILO, the challenges the organization subsequently faced, the dynamic development of the global economy, technological progress, etc. It is pertinent to highlight the following stages associated with the formation and development of ILO acts: the first stage (XIX century – early XX century) is characterized by the emergence of international labour regulation, which left its mark on the subsequent activities of the ILO; the second stage (1919 – 1939) is characterized by the immediate founding of the ILO and the adoption of the organization's first international standards dedicated to basic aspects of labour regulation; the third stage (1940 – 1945) is conditioned by the Second World War, during which ILO lawmaking activity was minimal, except for the adoption of several recommendations and the Philadelphia Declaration, emphasizing the commitment of all ILO member states to uphold and strengthen the principles related to fundamental rights; the fourth stage (1946 – 1999) is featured by a focus on post-war reconstruction and, subsequently, on regulating specific aspects of labour relations not covered by ILO acts, as well as the abolition or revision of outdated international standards of the organization; the fifth stage (2000 – present) is associated with the adoption of purely technical ILO conventions and a focus on new standards related to mentoring, dealing with biological hazards, and decent work in the platform economy.

PRÁCTICAS SINDICALES Y CONDICIONES DE TRABAJO ENTRE LAS CAMARERAS DE PISO

Historically, women’s domestic work in households has been the subject of academic study that dates back to the 18th and 19th centuries. But the specifi c work of chambermaids in hotels only began to be studied in the early 2000s. The aim of this study is to test the above hypothesis and to identify research that has been done on labour organization, working conditions and health of housekeepers. The methodology consists of systematically reviewing the contributions on this issue registered in indexed publications between 2000 and 2021. It is confi rmed that the fi rst publication is from 2003. Among the results, the tendency of housekeepers to selforganize, such as “Las Kellys” association in Spain, stands out. The international comparison indicates intersectionality of discriminating factors increasing their vulnerability. For example, forms of piecerate payment are linked to higher accident rates, subcontracting increases and future automation could have a negative impact on labour negotiation. On the positive side, it is hoped that sustainable tourism labels will encourage decent working conditions for hotel housekeepers.

Employment Practices, Cost Minimization, and Their Implications for Food Provisions and Seafarers' Wellbeing on board Ships - A Qualitative Analysis.

The global shipping industry, responsible for delivering over 70% of the world's goods (in volume), has increasingly adopted cost minimization policies, contributing to precarious employment practices that adversely affect seafarers' wellbeing. This study focuses on the intricate relationship between employment precarity and food provision on cargo ships. By presenting seafarers' perspectives, we aim to understand how precarious employment practices and cost minimization in the industry influence power dynamics related to food and impact seafarers' wellbeing. Drawing on empirical data collected through shipboard observations and interviews with seafarers, this study examines the often-overlooked experiences and perspectives of seafarers. The research sheds light on the precarity of employment in shipping and its inherent impact on the provision of food on board and its implications for seafarers' physical and emotional health, including the availability of nutritious and sufficient food and its impact on their daily lives. Through in-depth interviews, seafarers' insights into their experiences of food including the quality, availability, and cultural appropriateness of food on board are explored, as well as the standard of training for cooks. Through this research, we found substandard conditions on some of the ships, cost-focused decision-making, and lack of standardized food preparation practices on board. These findings underline the need for improved regulations, better training opportunities, and increased consideration for seafarers' wellbeing. These changes are essential to ensure the provision of adequate and nutritious meals that promote the physical and mental health of seafarers on board ships. Specifically, the research underscores the need for policy and advocacy initiatives to improve seafarers' lives and promote fair working conditions in the global shipping industry. By amplifying the voices of seafarers and providing evidence-based insights, this study contributes to the larger discourse on workers' rights and the importance of decent working conditions. It calls for greater attention to the provision of adequate, nutritious, and culturally appropriate food on board cargo ships, recognizing its significance for seafarers' physical and mental wellbeing, as well as a call for standardized training for ship's cooks.