International Labor Organization (ILO) defined a coherent framework for dos and don’ts for the workplace practices in business world; Where most of the businesses seems to be guilty of violating contemporary best practices of providing decent work life to the labor and even noncompliance of human rights.
Businesses with only financial bottom line are solely responsible for even creation of International Labor organization (ILO) as they didn’t followed the prohibition of exploitation of labor. It happens when business or decision maker isn’t with a moral ethical stance, then they don’t bother to think about the consequences of those activities, which are taken to improve their business or even daily life, on the expense of human rights. They focus on what they need, what they want and just seek to attain that, despite of fact that what effect is in result on society and pertaining stakeholders.
Suggested postulates of ILO aren’t implemented as much in many parts of the world, evidence is presence of exploitation of Child Labor which costs less and brings more profits to businesses. In Africa Chocolate manufacturers still getting work in form of child labor in cocoa fields. There is nothing like basic labor facility including health and safety measures and main wrongdoing is child labor.
In some jurisdictions, ILO’s recommendations are become the part of law, there some execution exist but still when we talk about mass change; business accept to pay even penalties but they doesn’t apply the ILO practice framework because execution of concept of decent work brings huge costs to the business but fine is lesser than that. People are recruited below the reasonable wage rates and causes include the illegal moments of labor across the borders which are compelled to work on below average rate on threat of being victim of legal action.
In Europe and America, few of recently established organizations have adopted labor instruments. Number of organizations which were created after World War II has adopted legal instruments on labor matters. The North American Free Trade Area (NAFTA) has the North American Agreement on Labor Cooperation, and the Caribbean Community and Common Market (CARICOM) has an Agreement on Social Security. Instruments of the Organization of American States (OAS) are still the main source of international labor law in the region. The Organization of African Unity (OAU) also has legal instruments. In Africa, both of the recently established regional organizations, the Southern African Development Community (SADC) and the Common Market of Eastern and Southern Africa (COMESA), have human rights matters contained in their treaties. In Asia, none of the regional organizations has adopted legal instruments on labor matters – there are only recommendations, declarations and programs dealing with these issues.
Under the subject jurisdiction of ILO and national labor laws, it is obligatory to employer that they should provide green jobs...