General introduction to managing labour standards in forestry

• Author: International Labour Organization
• Pages: 12-14

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MELIF05-2005-01-0394-1-En.doc/v2

2. General introduction to managing labour

standards in forestry

In some countries, forest enterprises (and particularly small and medium-sized

enterprises) have difficulties in understanding what they are required to do and how they

should approach labour standards. This section provides an overview of the management

of labour standards in forest enterprises.

2.1. Management systems

It is not usually practical for a forest enterprise to have separate management systems

for each issue it needs to address (e.g. for labour issues, environment and quality). Hence,

labour standards will be part of a single overall management system.

The management system will depend on the size and complexity of the forest

enterprise. For many small enterprises, a formal, documented management system is too

complicated and unnecessary. The bigger the enterprise, the more need there is for a

formal management system to implement labour standards, codes of practice and other

norms. A management system is the structure that connects all aspects of management.

Meeting all legal requirements should be part of an effective and comprehensive

management system.

Authorities may set requirements for management systems. This is common in

industries where the risk of a major accident is high (e.g. in the chemical industry). In the

forestry sector, the enterprise can usually build a management system to meet the

prevailing circumstances. Such a system should ensure and improve the quality of

performance, well-being of workers and the competitiveness of the enterprise. The ILO has

adopted the Guidelines on occupational safety and health management systems: ILO-OSH

2001 (see Annex 2), which is a good international model for building a management

system.

Working conditions and other human resources aspects should be integrated into the

management system and receive equal priority with other aspects of the enterprise’s

activities.

2.2. Consultation of workers’ organizations

The right of workers to organize and elect representatives should be respected.

Employers should be encouraged to engage in meaningful discussions with workers’

organizations where they exist. Forestry enterprises should consult with workers’

organizations about relevant issues including the organization of work. Effective social

dialogue would be facilitated if workers channelled their inputs through these established

mechanisms. As far as possible, decisions should be arrived at by consensus.

2.3. Working with contractors

First of all, enterprises, contractors and contract workers operating on a

subcontracting basis should clearly define the sequence of their own responsibilities and

duties and those of the commissioning party under national legislation and international

recommendations, such as paragraphs 45 and 46 of the code of practice on safety and

health in forest work (page 21 of the English version, reproduced in the box below) and

ensure compliance with them. Given the variety of subcontracting arrangements,