Special protection

• Author: International Labour Organization
• Pages: 79-80

MEISI05-R-2005-02-0159-1-En.doc

79

19. Special protection

19.1. Social protection

19.1.1. In accordance with national laws and regulations workers should:

(a) be covered by an employment contract;

(b) be entitled to adequate workers’ compensation in the event of an occupational injury

or disease and be entitled to survivors’ and dependants’ benefits; and

(c) have access to appropriate services for rehabilitation and return to work.

19.2. Working hours

19.2.1. Daily and weekly working hours should be arranged so as to provide

adequate periods of rest which, as prescribed by national laws and regulations or approved

by labour inspectorates or collective agreements, where applicable, should include:

(a) short breaks during working hours, especially when the work is strenuous, dangerous

or monotonous, to enable workers to recover their vigilance and physical fitness;

(b) sufficient breaks for meals;

(c) daily or nightly rest;

(d) weekly rest.

19.2.2. Extended workdays (above eight hours) should be contemplated only if:

(a) the nature of the work and the workload permit;

(b) the shift system is designed to minimize the accumulation of fatigue.

19.2.3. Any changes in work schedules should be preceded by detailed investigation

and consultation with the workers and their representatives and followed by evaluation

studies.

19.3. Alcohol- and drug-related problems

19.3.1. Alcohol- and drug-related problems should be dealt with in the same way as

any other health problem at work. The ILO code of practice Management of alcohol- and

drug-related issues in the workplace, 1996, deals specifically with this issue.

19.3.2. Alcohol and drug policies and programmes should promote the prevention,

reduction and management of alcohol- and drug-related problems in the workplace.

Employers and workers and their representatives should cooperate in developing such

programmes for the facility.

19.3.3. The same restrictions or prohibitions with respect to alcohol should apply to

both management personnel and workers.