Compliance Between Mallow's Theory of Need and International Labor Law

CHAPTER 01
INTRODUCTION
Maslow’s Hierarchy of Needs includes five levels of human needs that allow an individual to feel
fulfilled. It is often applied to the workplace as a means to determine how to more effectively
motivate employees and make sure their needs are met. Understanding this hierarchy can help to
determine whether employees’ needs are met in the workplace.
International labor law is the body of rules spanning public and private international
law which concern the rights and duties of employees, employers, trade unions and
governments in regulating the workplace.
In this paper, we try to explain Maslow’s Hierarchy of Needs and how it compliances with the
present international labor law.
1.1 Research Objective

1. To know the basic concept of Maslow’s Motivational Theory.
2. To know the conventions of International labor law related to Maslow’s five level of
need.
3. To identify the compliance of Maslow’s theory with the international labor law.
1.2 Methodology and Approach

The study is descriptive in nature. Data and information require for this study which will be
collected mainly from secondary sources. Secondary data will be collected through websites,
reports, historical documentation from library, electronic database and journals by desk
review.
1.2.1 Data Collection Technique:
Secondary information: Secondary information has collected by reviewing websites,
Journals and some other relevant documents.
1.2.2 Limitations of the study:
There exist some limitations that every researcher faces while doing the research work. For
this study, some of the limitations are given below:
1. Time limitation is the main to complete this report.
2. Not having access to all data and information.
1
CHAPTER 02
THEORETICAL FRAMEWORK
2.1 Maslow's theory of need

2.1.1. Abraham Maslow:
Historically, Abraham Maslow was a famous psychologist who contributed significantly to
the growth and development of human psychology as evidently shown in the study of human
needs and motivation in human environment in the contemporary society. Abraham Maslow
was, indeed, regarded to be among the founding fathers of human psychology and motivation
in human environment. Mulwa (2008) rightly views Abraham Maslow as one of the founding
fathers of the study of human psychology and motivation in the contemporary society.
2.1.2. Theory of need:
Maslow first introduced his concept of a hierarchy of needs in his 1943 paper "A Theory of
Human Motivation" and his subsequent book Motivation and Personality. Maslow’s
hierarchy of needs is a theory of psychology explaining human motivation based on the
pursuit of different levels of needs. The theory states that humans are motivated to fulfill their
needs in a hierarchical order. This order begins with the most basic needs before moving on
to more advanced needs. When a lower need is met, the next need on the hierarchy becomes
our focus of attention.
2.1.3. Levels of hierarchy:
There are five main levels to Maslow’s hierarchy of needs. These levels begin from the most
basic needs to the most advanced needs. Maslow originally believed that a person needed to
completely satisfy one level to begin pursuing further levels. Later this model was extended
and 2 more levels were included.
1. Physiological needs
2. Safety needs or security needs
3. Love and belonging needs or social needs
4. Esteem and prestige needs or ego needs
5. Self-actualization needs or self –realization needs
6. Understanding needs
7. Aesthetic needs.
2
Figure: Levels of Maslow’s theory of need
2.1.4. Deficiency needs vs. growth needs:

This five-stage model can be divided into deficiency needs and growth needs. The first four
levels are often referred to as deficiency needs (D-needs), and the top level is known as
growth or being needs (B-needs).
The main difference between growth and deficiency needs is the change in motivation as
needs are met. Motivation increases are growth needs are met. Conversely, motivation
decreases as deficiency needs are met.
Deficiency needs arise due to deprivation and are said to motivate people when they are
unmet. Also, the motivation to fulfill such needs will become stronger the longer the duration
they are denied. For example, the longer a person goes without food, the hungrier they will
become.
Maslow (1943) initially stated that individuals must satisfy lower level deficit needs before
progressing on to meet higher level growth needs. However, he later clarified that satisfaction
of a needs is not an “all-or-none” phenomenon, admitting that his earlier statements may have
3
given “the false impression that a need must be satisfied 100 percent before the next need
emerges” (1987, p. 69).
Figure: Deficiency needs vs growth needs levels
When a deficit need has been 'more or less' satisfied it will go away, and our activities
become habitually directed towards meeting the next set of needs that we have yet to satisfy.
These then become our salient needs. However, growth needs continue to be felt and may
even become stronger once they have been engaged.
Growth needs do not stem from a lack of something, but rather from a desire to grow as a
person. Once these growth needs have been reasonably satisfied, one may be able to reach the
highest level called self-actualization.
Every person is capable and has the desire to move up the hierarchy toward a level of self-
actualization. Unfortunately, progress is often disrupted by a failure to meet lower level
4
needs. Life experiences, including divorce and loss of a job, may cause an individual to
fluctuate between levels of the hierarchy.
Therefore, not everyone will move through the hierarchy in a bi-directional manner but may
move back and forth between the different types of needs.
I. Physiological needs:
Physiology needs are human basic needs which are critical for human living in various
participating communities in the society. Physiological needs are such human basic needs as
food, water, clothing, shelter (accommodation or housing), sleep as well as procreation.
Anyanwu, Omolewa, Adeyeri, Okanlawon and Siddiqui (1985) state that physiological needs
include basic needs such as food, water, shelter, sleep, clothing and reproduction. Essentially,
human race or human society will just die out or go into extinction without the human basic
needs in the society. Indeed, human basic needs are very important for survival and
sustainability of human race in the society.
Fundamentally, availability of food for the teeming population is consideration important
development indicator in the contemporary global environment. It is obvious that if a country
is unable to meet the basic human needs of food, water, shelter, health, clothing, reproduction
among others that it is a clear indication of under development. Todaro and Smith (2009)
refer to human basic needs of food, shelter, health and reproduction as life-sustaining basic
human needs.
II. Safety needs or Security needs:

Safety needs or security needs deal with protection and survival from chaotic situations,
social disorder, social disturbance and physical dangers in human environment. The examples
of physical dangers are flood disasters, fire disasters, earthquake, earth tremor among other
natural disasters in human society.
Santrock (2001) states that the emphasis of safety needs on an ensuring survival of people in
such a situation as protection from war and crime. Indeed, chaotic situations, social disorders,
social disturbance, social and physical dangers are characterized by a lot of uncertainties that
threat various communities in the society. Essentially, when members of the participating
communities are disturbed by chaotic situations, social disturbance, social disorder or
physical disorder they usually do not think of engaging in doing any other thing except on
how to secure their safety. It is obvious that no community development initiative can take
place in an atmosphere that is devoid of peace for harm on outliving and peaceful co-
5
existence of people in the in various communities in the society. Hope and Timmel (1995)
remark that when human beings are really frightened by social or physical disturbance that
they do not concentrate on anything else other than their safety. This tends to indicate that
uncertainties and insecurity about the future of people in the participating communities cause
a lot of concern in making them not to be worried about anything regarding promotion of
community development in their various communities in the society.
III. Love and Belonging needs or Social Needs:

Apparently, when people in various communities feel secured and safe enough in an
environment the tendency is that they feel the necessity to spot and belong to a system of
family, community, community-based organization (CBO) among others within the society.
This, undoubtedly, helps them to contribute reasonably to community development in various
communities within the society. Mulwa (2008) remarks that when once people feel
reasonably safe, that's once they tend to fret about belonging a grouping where they'll love
and be loved within the society. Anyanwu, Omolewa, Adeyeri, Okanlawon and siddiqui
(1985) clearly state that love and belonging indicate the necessity to be a component of a
gaggle like family, group of colleagues during a workplace, friendship, group among
others within the society. Love and belonging help people to possess the boldness within their
own abilities of contributing reasonably to decision-making process that promotes
community development in various communities in the society.
IV. Esteem and Prestige Needs or Ego Needs:

Esteem and Prestige needs can equally be referred to as ego needs in human environment. It
is always natural that people seek for esteem and prestige in human environment when it is
obvious that they feel secure in their respective social groups such family group, social group,
communal group, working group, group of colleagues, group of friends among others in the
various communities in the society. Anyanwu, Omolewa, Adeyeri, Okanlawon and Siddiqui
(1985) state that esteem and prestige needs are usually sought when a person actually feels
secure in a group in the society. When people achieve their social needs or love and
belonging needs by belonging to a family group, social group, communal group, group of
friends, group of colleagues, professional group among others, they tend to seek for self-
respect, recognition, reputation, status, self-worth among others in their respective social
groups in various communities in the society. In communities, self-esteem and prestige needs
6
are demonstrated in the need for recognition, reputation, respect and admiration for higher
status or position in the community in the society. It is natural that the need for recognition,
respect and admiration for higher status or position has corresponding more responsibilities in
human environment. The expression of the need for respect, recognition, status, reputation
among others stimulates a strong desire in people to contribute reasonably to community
development at community level in human society.
V. Self-Actualization needs:
Self-actualization is the fifth level of need in Abraham Maslow’s hierarchy of needs which
deals with the desire of people to develop the potential that are hidden in them in the society.
Self-actualization or self-realization needs help people to develop the desire to exploit all
their talents that are hidden in them. This is in reality the achievement of self-actualization or
self-realization needs as advocated by Abraham Maslow in the hierarchy of human needs in
the society. Onah (2015) perceives self-actualization as self-fulfillment the need to develop a
person’s full potential in order to enable him or her to become the best that he or she is
capable of being in the society. Self-actualization or self-realization becomes a reality when
people develop the desire to exploit all the talents, gifts and potential that are hidden in them
in the society. The self-actualization needs or self-realization needs encourage people to be
innovative in their various social settings in order to improve their living conditions in the
society. The focus of self-actualization or self-realization needs in community development is
on the development of human potential with the ultimate aim of stimulating enhanced
performance, competency, efficiency and effective service delivery to promote improved
living conditions of people in various communities in the contemporary global environment.
VI. Understanding Need:

Understanding is the sixth level of need in Abraham Maslow’s hierarchy of needs which
deals with the desire of people to know in human environment. This reminds human beings
of the urgent need to acquire relevant knowledge, skills, information and attitude in order to
enable them to function very efficiently and effectively in various social settings in human
environment. The acquisition of relevant knowledge, skills, information and attitude through
the instrumentality of education will help the recipients at community level to see how the
acquired knowledge, skills, information and attitude will help them to participate in
promotion of community development in the various communities in their society.
Fundamentally, the need to acquire relevant knowledge, skills, information and attitude will
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help to reposition recipients to remain relevant in promotion of community development in
improving people’s living conditions in various communities in the society. Understanding
needs, therefore, call for an urgent need to widen people’s access to education in the
contemporary society. The provision of better education with its corresponding more job
opportunities and higher income will, indeed, enhance people’s living conditions in various
social settings in human environment.
VII. Aesthetic Needs:

Aesthetic needs sit down with the human desire to enjoy and promote the wonder of the
human environment. Anyanwu, Omolewa, Adeyeri, Okanlawon, and Siddiqui(1985) remark
that aesthetic needs are people’s desire to enjoy and foster the sweetness of their
surroundings within the society. the main focus of aesthetic needs is to nonscientist people
on the necessity to like, understand, and promote the wonder of human surroundings in
society. Within the views of Aruma(2013) aesthetic needs should do with the sweetness of
human surroundings in society. People are encouraged to like, understand, appreciate, and
promote the efficacy of lovely things like art, music, flowers, and painted background within
the human environment. Aesthetic needs offer people a chance for relaxation and recreation
in various communities within the human environment.
VIII. Self Actualization Needs:

This is the highest among the needs in the hierarchy of needs advocated by Abraham
Maslow. Self actualization is the desire to become what one is capable of becoming. It is the
'growth' need. A worker must work efficiently if he is to be ultimately happy. Here, a person
feels that he should accomplish something in his life. Human want to utilize his potentials to
the maximum extent and desires to become what one is capable of becoming. A person
desires to have challenges and achieves something special in his life or in the area of his
specialization. Though everyone is capable of self-actualization, many do not reach this
stage. This need is fully satisfied rarely.
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2.2 International Labor Law and Maslow’s theory:
2.2.1. Physiological Needs
a) Wages
Number of
ratification
Instruments s Status
(at
01.10.01)
Up-to-date instruments (Conventions whose
ratification is encouraged and Recommendations
to which member
States are invited to give effect.)
The Governing Body has
Labour Clauses (Public Contracts) invited member States to
59
Convention, 1949 (No. 94) contemplate ratifying
Convention No. 94.
invited member States to
Labour Clauses (Public Contracts)
– give
Recommendation, 1949 (No. 84)
effect to Recommendation
No. 84.
contemplate ratifying
Convention No. 95 and has
drawn
Protection of Wages Convention, their attention to the
94
1949 (No. 95) Protection of Workers’
Claims
(Employer’s Insolvency)
Convention, 1992 (No. 173),
which revises Article 11 of
Convention No. 95.
Protection of Wages
– give
No. 85.
Convention No. 131 and to
Minimum Wage Fixing Convention, inform the
43
1970 (No. 131) Office of any obstacles or
difficulties that might
prevent or
delay ratification of
Convention No. 131.
9
Minimum Wage Fixing
– give
No. 135.
This Convention was
Protection of Workers’ Claims
adopted after 1985 and is
(Employer’s Insolvency) Convention, 14
considered
1992 (No. 173)
up to date.
Protection of Workers’ Claims This Recommendation was
(Employer’s Insolvency) – adopted after 1985 and is
Recommendation, 1992 (No. 180) considered up to date.
Other instruments (This category comprises
instruments which are no longer fully up to date
but remain
relevant in certain respects.)
decided upon the
Minimum Wage-Fixing Machinery
101 maintenance of
Convention, 1928 (No. 26)
the status quo with regard to
Convention No. 26.
decided upon the
Minimum Wage-Fixing Machinery
– maintenance of
the status quo with regard to
Recommendation No. 30.
Minimum Wage Fixing Machinery decided upon the
(Agriculture) Convention, 1951 51 maintenance of
(No. 99) the status quo with regard to
Convention No. 99.
Minimum Wage-Fixing Machinery decided upon the
(Agriculture) Recommendation, 1951 – maintenance of
(No. 89) the status quo with regard to
Remuneration is, together with working time, the aspect of working conditions that has the
most direct and tangible impact on the day-to-day lives of workers. Since its early days, the
questions of decent wage levels and fair labor remuneration practices have been at the center
of the ILO’s action and the ILO has advocated labor standards seeking to guarantee and
protect workers’ rights in respect of wages. The original Constitution of the ILO, which was
established in 1919, referred to the “provision of an adequate living wage” as one of the
improvements urgently required to promote universal peace and combat social unrest,
hardship and privation affecting large numbers of people. It listed among the methods and
principles which were considered to be well fitted to guide the policy of member States “the
10
payment to the employed of a wage adequate to maintain a reasonable standard of life as this
is understood in their time and country”.
The 1944 Declaration of Philadelphia concerning the aims and purposes of the Organization
reaffirmed that “poverty anywhere constitutes a danger to prosperity everywhere” and
stressed the need for world programs which will achieve “policies in regard to wages and
earnings, hours and other conditions of work calculated to ensure a just share of the fruits of
progress to all and a minimum living wage to all employed and in need of such protection”.
The ILO standards in the field of wages analyzed below cover four different aspects:
(i) the protection of wages including principles and rules concerning the medium, periodicity,
time and place of wage payment, deductions from wages or the preferential treatment of
wage claims in case of bankruptcy;
(ii) the protection of workers’ claims in the event of the employer’s insolvency by means of a
privilege or through a guarantee institution;
(iii) the right to a minimum wage and the regulation of the operation of wage fixing
machinery; and, finally
(iv) the protection of socially acceptable wage rates in public procurement through the
insertion of labour clauses in public contracts.
Role and impact of the supervisory bodies

The number and nature of the comments made by the Committee of Experts in recent years
concerning the sensible application of the Convention in ratifying States attest to the
continued relevance of most of its provisions. While certain requirements of the
Convention, like those regarding the notification to workers of wage conditions, the payment
of wages on to the worker concerned, the operation of works stores or the payment of wages
on working days and at or near the workplace seem to generally go with others, like those
regarding the payment of wages in a similar way, the wage deduction limits, or the
preferential treatment of wage claims just in case of bankruptcy, has not elicited the
identical degree of legislative conformity on the a part of ratifying States. Yet, most
significantly, the availability respecting the payment of wages has recently became an urgent
issue for a growing number of states, especially those of Central and Eastern Europe
following their transition to a economy, and also in Africa and geographic area. within
the last five years, practically all the observations formulated by the Committee of Experts in
respect of Convention No. 95 have noted problems of wage arrears and also the failure of the
governments concerned to make sure the payment of wages in accordance with Article 12,
11
paragraph 1, of the Convention. Similarly, within the past ten years, the Conference
Committee on the applying of Standards has regularly considered individual cases touching
on persistent problems of wage arrears. additionally, within the past decade,
the establishment has addressed seven representations made under article 24 of the ILO
Constitution alleging non-observance of Convention No. 95, mostly in respect of delayed
payment of wages.
In relation to wage arrears, the Committee of Experts has consistently pointed out that delays
in the payment of wages clearly contravene the letter and the spirit of the Convention and has
stressed that the application of the Convention should comprise three essential elements in
this respect:
• efficient control;
• appropriate sanctions; and
• Means to redress the injury caused, including not only the full payment of the
amounts due, but also fair compensation for the losses incurred by the delayed
payment.
Apart from the problem of timely payment of wages and rapid settlement of outstanding
wage debts, the Committee of Experts has made recurrent comments on other aspects of the
Convention, like the concept of the “wages” to be protected, the principle of wage payment
in tender, the partial payment of wages within the style of allowances in a similar way, wage
deductions and also the attachment of wages. Concerning the notion of the “wage” to be
protected under the Convention, the Committee has discovered that while the wage nature of
any sums paid by an employer to an employed person for work done may vary in line
with national legislation, all earnings, however, termed or considered for the aim of
calculating the bottom wage, benefits, and other allowances, have still to enjoy full wage
protection in accordance with the provisions of Articles 3 to fifteen of the Convention.
In reference to the payment of wages in monetary system, the Committee has stressed that the
relevant provision is sufficiently clear and precise, and thus practices like providing
convertible tokens of the currency in situ of money, or paying wages in authorities bonds or
converting wage arrears into an interior debt are inconsistent with the necessities of the
Convention.
With respect to payments in a similar way, the Committee of Experts has principally focused
its comments on the necessity for adequate guarantees that allowances in a similar way are
indeed beneficial to workers and their families and that they are valued reasonably. In
12
concrete terms, the Committee has underlined three main points: first, the modalities of such
payments are to be regulated by legislation, labor contract or arbitration award, and not left to
the individual agreement between the employer and worker. Secondly, setting an upper limit
on the quantity of wages which can be paid in a similar way doesn't resolve the matter of how
the valuation of those allowances is to be made. Thirdly, when payment consists of
allowances aside from food and lodging, specific provision has to be made to make sure that
allowances in a similar way are appropriate for the private use and advantage of workers and
their families. The Committee has also repeatedly emphasized the requirement for a
legislative provision explicitly prohibiting the payment of wages within the kind of alcoholic
drinks or narcotic substances.
Regarding the attachment or assignment of wages, the Committee of Experts has
concentrated its comments on whether or not the ratifying States have of course adopted
national laws and regulations which began the conditions and also the limits within which
wages could also be attached or assigned, and which protect wages against both of
those procedures to the extent deemed necessary for the upkeep of workers and their families.
Concerning the need for a prompt final settlement of outstanding wage payments upon the
termination of the use relationship, the ILO’s supervisory bodies have affirmed that such an
obligation applies to any or all persons to whom wages are paid or payable, no matter the
characteristics of their contracts, formal or non-formal, regardless of the reason behind the
termination, and independently of the nationality of the workers concerned.
Scope and content

The Convention (Article 1) lays down the duty for ratifying States to ascertain a system of
minimum wages that covers all groups of wage earners whose terms of employment
are specified coverage would be appropriate. while the Convention allows ratifying States to
see the groups of wage earners to be covered, which means that one or more categories of
wage earners is also excluded from the protection of a wage, this right is conditional upon the
consent or full consultation with the representative organizations of employers and workers
concerned. Moreover, each ratifying State is under the requirement to list in its first report
on the applying of the Convention submitted under article 22 of the Constitution any groups
of wage earners which can haven't been covered, giving the explanations for his or
her exclusion, while in subsequent reports it must indicate the extent to which effect has been
given or is proposed to lean to the Convention in respect of such groups. Additionally, the
advice Paragraph 4) states that “the number and groups of wage-earners who don't seem to
13
be covered in pursuance of Article 1 of the salary Fixing Convention, 1970, should be kept to
a minimum”. the advice (Paragraph 5) also provides that national legislation may opt either
for a pay system whereby a standardized national pay is fixed to function a “floor” or lowest
permissible wage for any worker or for minimum wages differentiated by region, by
economic sector or by occupation.
b) Working time
Number
of
ratificatio
Instruments Status
ns
(at
01.10.01)
to which member States
are invited to give effect.)
Weekly Rest (Industry) Convention, invited member States to
117
1921 (No. 14) contemplate ratifying
Convention No. 14.
Weekly Rest (Commerce and Offices) invited member States to
62
Convention, 1957 (No. 106) contemplate ratifying to
Convention No. 106.
Weekly Rest (Commerce and Offices)
– give
No. 103.
This Convention was
Part-Time Work Convention, 1994 adopted after 1985 and is
8
(No. 175) considered
up to date.
This Recommendation was
Part-Time Work Recommendation, 1994
– adopted after 1985 and is
(No. 182)
considered up to date.
Reduction of Hours of Work
– give
No. 116.
Instruments to be revised (Instruments whose
revision has been decided upon by the Governing
Body.)
Hours of Work and Rest Periods (Road The Governing Body has
7
Transport) Convention, 1979 (No. 153) decided upon the revision of
14
Convention No. 153 and the
inclusion of this item among
the proposals for the agenda
of the Conference.
decided upon the revision of
Recommendation No. 161
together with the revision of
Hours of Work and Rest Periods (Road the
Transport) Recommendation, 1979 – Hours of Work and Rest
(No. 161) Periods (Road Transport)
Convention, 1979 (No. 153),
and the inclusion of this item
among the proposals for the
agenda of the Conference.
Requests for information (Instruments for
which the Governing Body has confined itself at
this stage to requesting
additional information from member States either
on the possible obstacles to their
ratification or implementation, the possible need
for the revision of these instruments or on
specific issues.)
decided that a General
Survey
should be carried out on
Hours of Work (Industry) Convention,
47 Conventions Nos. 1 and 30.
1919 (No. 1)
Nevertheless, it has not yet
set a date for the preparation
of
this survey.
Hours of Work (Commerce and Offices)
27
communicate to the Office
Hours of Work (Inland Navigation)
– any additional information
on
the possible need to replace
but remain relevant in
certain respects.)
decided on the maintenance
Forty-Hour Week Convention, 1935
14 of the
(No. 47)
status quo with regard to
Convention No. 47 pending
15
the
adoption of revised standards
on hours of work and
working
time arrangements.
of the
Holidays with Pay Convention
31 Convention No. 132 it being
(Revised), 1970 (No. 132)
understood that any
subsequent development will
be taken
into account in due course.
Holidays with Pay Recommendation,
– of the
1954 (No. 98)
I. Hours of work
Hours of Work (Industry) Convention, 1919 (No. 1), Hours of Work (Commerce and
Offices)
The reduction of hours of work and the recognition of the eight-hour day have been among
the most important and insistent claims of the workers’ movement since the middle of the
nineteenth century. It was not therefore surprising that when the International Labor
Organization was founded in 1919, the preamble to Part XIII of the Treaty of Versailles
should set forth the principle of maximum daily and weekly working hours among the urgent
measures required to improve working conditions. More specifically, the general principles
set out in article 427 of the Treaty, considered to be of special and urgent importance, include
the “adoption of the eight hours’ day or a forty-eight hours week” as a standard to be attained
by countries wherever it has not yet been achieved.
The first item on the agenda of the International Labor Conference held in Washington, DC
in 1919 was accordingly the formulation of an instrument recognizing this principle. The
result of the discussions was the adoption, almost unanimously, of the Hours of Work
(Industry) Convention, 1919 (No. 1). Another 11 years passed before a similar standard was
adopted for commerce and offices.
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Even though various countries had already introduced the eight-hour day and the 48-hour
week into their national legislation before the adoption of Convention No. 1, difficulties arose
in the ratification of the instrument, particularly among the most industrialized countries.
However, this did not prevent the Convention from having an important influence on the
development of labor legislation on working time in many countries.
The issue of working time has also been covered by various sect oral Conventions and
Recommendations, as well as in specific instruments intended to promote the reduction of
daily and weekly working hours, including the various instruments adopted more recently
which relate directly or indirectly to working time (special programs for young persons,
workers with family responsibilities, occupational safety and health, etc.).
II. Weekly rest

Weekly Rest (Industry) Convention, 1921 (No. 14), Weekly Rest (Commerce and
Offices) Convention, 1957 (No. 106)
The issue of the weekly rest of workers was already included in the general principles set out
in Article 427 of the Treaty of Versailles, and was accordingly covered by one of the first
Conventions adopted by the ILO in 1921 in relation to workers in industry. The Conference
adopted a Recommendation on commerce in the same year, but the respective Convention
was only formulated and adopted by the Conference various decades later, in 1957, namely
the Weekly Rest (Commerce and Offices) Convention, 1957 (No. 106). This Convention is
supplemented by Recommendation No. 103, also adopted in 1957.
It should be noted that there are also Conventions at the sectoral level covering plantations
and seafarers.
III. Holidays with pay

Holidays with Pay Convention (Revised), 1970 (No. 132)
Even though the issue of holidays with pay was raised at the First Session of the International
Labor Conference in 1919 and subsequently on four other occasions, it was only in 1936 that
the first instrument on the subject was adopted, namely the Holidays with Pay Convention,
1936 (No. 52). The subject is not covered by the Constitution of the ILO and the right to
holidays for all workers had been included in very little national legislation, in most cases
being governed by custom and collective agreements.
The year 1936 also saw the adoption of the first Convention on holidays for seafarers. Based
on Convention No. 52, the right to holidays with pay began to be more generally applied in
17
the various countries, as did the related conditions. At the international level, the subject was
addressed once again by the Conference after the Second World War, in the maritime sector
(on several occasions) and in agriculture (followed by plantations). It was also in the 1950s
that the question arose of granting a longer period of holidays, which in Convention No. 52
are limited to six working days (due to the characteristics of the maritime sector, this period
was already longer in the Holidays with Pay (Sea) Convention, 1936 (No. 54)). This trend
had progressed at the national level and Recommendation No. 98 was adopted in 1954,
setting holidays at a period of not less than two working weeks.
The lengthening of holidays continued at the national level and this trend was reflected in the
Holidays with Pay Convention (Revised), 1970 (No. 132). It is also interesting to note that
the trend for the lengthening of holidays, largely through collective agreements, continued
after that date. In 1984, in its General Survey on working time, the Committee of Experts
indicated that this trend had become even more marked in a number of cases, in both
industrialized and developing countries, although it was clearer in the former. In that year, the
legislation in more than 60 countries conformed with and even exceeded the standard of three
working weeks for one year of service set out in Convention No. 132. Nevertheless, many
problems of application persisted. In terms of the minimum length of holidays, over half of
the member States of the ILO were still below the basic standard set out in Convention No.
132.
IV. Reduction of hours of work

The Forty-Hour Week Convention, 1935 (No. 47), and the Reduction of Hours of Work
After two unsuccessful attempts in 1933 and 1934 to adopt general Conventions on the
reduction of hours of work in industry and commerce, in 1935 the Conference adopted
Convention No. 47, which introduces into international law the principle of the 40-hour
week. In effect, the Office had proposed the adoption of a special resolution, contending that
a Convention was not an appropriate instrument to set out a declaration of principle on the
matter. Nevertheless, the Conference preferred to have recourse to the more formal
instrument of a Convention, open to ratification and international commitments by the
respective countries. Referring to the importance of the Convention, Albert Thomas,
Director-General of the ILO, declared in his closing statement to the Conference that in effect
it replaced with a new objective the principle of the eight-hour day and the 48-hour week set
out in article 41 of the Constitution.
18
Convention No. 47 was adopted during a period of crisis and great unemployment, and one of
its objectives is to contribute to the creation of employment. During the same period, the
Conference adopted three other sectoral Conventions (glass bottle works, public works and
textiles) on the same subject. In any event, the Convention only entered into force in 1957.
Many years after the adoption of Convention No. 47, and in a very different economic
context, the Conference once again addressed the question of the reduction of hours of work.
The objective of adopting Recommendation No. 116 in 1962 was (as stated in its preamble)
to supplement and facilitate the implementation of the existing international instruments
concerning hours of work and to indicate practical measures for the progressive reduction of
hours of work. The Recommendation returned to the principle of the 40-hour week set out in
Convention No. 47 and affirmed it as a social standard to be attained.
When the Committee of Experts made its General Survey on working time in 1984, it
indicated that in around 60 countries the normal length of the working week was 48 hours,
that the number of countries in which the working week had been reduced to 40 hours, or less
in a few cases, had risen to around 40, and that in around 30 countries the normal working
week was between 40 and 45 hours. It should be noted that in the meantime working time has
continued to decrease through legislation and particularly collective agreements. In 1993, the
European Union adopted its Working Time Directive, in which it set the maximum working
week at 48 hours, calculated as an average over four months, and including overtime hours.
The content of Convention No. 47, and in brief that of Recommendation No. 116, are
examined below. There are no comments by the Committee of Experts to clarify the
application of the former. With regard to the Recommendation, the General Survey of the
Committee of Experts referred to above may be consulted for any comparative information
on legislation respecting working time and its reduction.
V. Part-time work
Part-Time Work Convention, 1994 (No. 175)
Since the beginning of the 1970s, when the labor market and the organization of work started
to change, part-time work has become increasingly widespread, particularly in industrialized
countries with a market economy. In the European Union, for example, this form of work
concerns over 20 per cent of the active population in various countries, and in one case over
30 per cent. For enterprises, its advantages consist of a better adaptation to their operational
needs. This form of work is also adapted to the needs of specific categories of workers, who
19
do not wish to or are unable to engage in full-time work. This explains the high percentage of
women employed in part-time work. However, there is also a significant minority who work
for part of the day because they cannot find full-time employment. On the other hand, part-
time work is considered to promote the creation of employment and various countries have
adopted legislation to encourage it as one of the means of combating unemployment.
Although part-time work is adapted to the aspirations of many people from the point of view
of the amount of time spent working, it is also clear that many of them earn lower wages,
enjoy lower levels of social protection and have a feeling of being precarious in their
employment. This unequal treatment of part-time workers led to the adoption of Convention
No. 175, supplemented by Recommendation No. 182, the objective of which is to provide
better protection for those concerned and, at the same time, promote the use of this type of
work. It was with the same objectives that the European Union in turn adopted its Directive
97/81/EC on part-time work. The Convention entered into force in 1998, as a result of which
the Committee of Experts has not had sufficient opportunities to make comments clarifying
the scope of its provisions. The text below therefore only presents the content of the
Convention.
VI. Road transport

Hours of Work and Rest Periods (Road Transport) Convention, 1979 (No. 153)
The Convention was adopted at a period when road transport was in full development. In the
first preparatory report for the instrument, based on a study carried out by the International
Road Transport Union, it was indicated that road transport had become the most important
form of transport and that its importance could be measured by the growth rate of the
industry, which was ahead of the progression of gross national output in industrialized
countries, as well as by the way traffic was shared between the various means of transport, by
the development of road networks, by the size of the fleet of vehicles and by the size of the
labor force employed in it. Road transport at that time carried 50 per cent of all transported
goods, as opposed to a mere 15 per cent by rail transport.
Nevertheless, social progress in the road transport sector had not kept pace with its technical
and economic development. Compared with other modes of inland transport, and particularly
railways, the hours of work were highest and the working conditions most arduous in the road
transport industry. The above report indicated that these conditions of work, which were
dictated by economic imperatives and by the need for the greatest possible utilization of
equipment and economy of time, were bound to affect the personal, family and social lives of
20
the workers concerned. It added that such conditions endangered the safety not only of the
personnel, but of all road users. It therefore emphasized that it was essential to devote the
maximum care and attention to the organization of road safety, which was closely connected
with working conditions in general and with hours of work and rest periods in particular.
These are the matters addressed by Convention No. 153, supplemented by Recommendation
No. 161, which adapts to new circumstances and renders more flexible the Hours of Work
and Rest Periods (Road Transport) Convention, 1939 (No. 67). The problems encountered
most frequently by the Committee of Experts in supervising the application of the
Convention are related to the hours of work and rest periods of road transport drivers, as well
as the methods of control adopted. The Committee of Experts has focused on requesting
information from governments to clarify the situation and directly pointing out the provisions
of the Convention which are not respected in the laws and regulations of the country
concerned, but has not needed to make comments to determine the scope of the international
labor standards concerned.
2.2.2. Security Needs

a) Employment security
Number of
ratification
(at
01.10.01)
The Working Party on Policy regarding the
Revision of
Termination of Employment Standards could not reach any conclusions
31
Convention, 1982 (No. 158) regarding
Convention No. 158 and Recommendation
No. 166.
Termination of Employment
Recommendation, 1982 (No. –
166)
I. Content of the standards

Historically, termination of employment was characterized by a symmetry of rights between
the employer and worker. Either could end the employment relationship simply by giving
notice, without any requirement to give a reason, and without any restrictions or any
procedural protections. Although treating both parties equally may seem fair at first glance,
the impact of termination of employment is not the same for both parties. Workers are
21
generally more adversely affected by loss of employment than employers are by the departure
of an employee. Furthermore, employers often have more bargaining strength and can
negotiate provisions to protect their interests. Workers are much less well placed to negotiate
similar protections. The Termination of Employment Convention (No. 158) and
Recommendation (No. 166), 1982, seek to redress this imbalance of impact and bargaining
power.
At the beginning of the twentieth century, various countries started to impose restrictions on
the right of employers to terminate a labor contract at any time, a trend which became more
firmly established as time went on. By mid-century, a notable number of countries had
adopted laws which reflected the idea that an employer cannot terminate the employment
relationship without a valid reason, based on the capacity or conduct of the worker, or the
operational needs of the establishment or service. This principle was expressed in the
Termination of Employment Recommendation (No. 119) which ILO adopted in 1963. In
subsequent decades the majority of countries adopted legislation following the same trend set
out in the Recommendation. Another significant advance was the adoption by the then
European Economic Community of Directive 75/129/EEC on 17 February 1975 concerning
harmonization of the legislation of Member States governing collective dismissals. Finally, in
1982, the International Labor Conference adopted the Termination of Employment
Convention (No. 158), which was supplemented by Recommendation No. 166, adopted in the
same year.The Convention may be applied in a variety of ways, depending on what is most
appropriate for the system of labor law that exists in a particular country. Governments may
exclude workers on fixed-term contracts, on probation, casual workers and workers on other
types of non-permanent contracts. However, they must take steps to ensure that these
exceptions do not constitute a giant loophole undermining the purpose of safeguards against
arbitrary dismissal. Some categories of workers may not be in need of general protection,
given the nature of their work and their level of compensation (such as upper management).
Others need protecting, but the nature of the enterprise or industry makes such protection
difficult (for example, micro-enterprises where the worker also lives with the employer).
Governments have to consult with the social partners concerned before excluding these
categories and must attempt to gradually overcome the difficulties in protecting any excluded
categories to the extent possible.
The cornerstone of the Convention is the principle that termination of employment at will by
the employer is no longer acceptable for workers included within the scope of the
22
Convention. Loss of a job has a substantial impact on the individual worker; at the same time,
employers must be able to respond to change. Termination of employment should therefore
be permitted, but limited to cases where there is a valid reason. Valid reasons include:
1. the worker is no longer able to carry out the work needed or behaves in a manner that
is incompatible with the workplace; or
2. conditions (economic, technological, etc.) have changed which necessitate
eliminating the worker’s post.
Convention No. 158 contains a list of the prohibited grounds for termination of, in cases of
either individual or collective dismissal relating either to the status of the individual or to his
or her capacity to work. These include:
a) union membership or participation in union activities outside working hours or, with
the consent of the employer, within working hours;
b) seeking office as, or acting or having acted in the capacity of, a workers'
representative;
c) the filing of a complaint or the participation in proceedings against an employer
involving the alleged violation of laws or regulations, or recourse to competent
administrative authorities;
d) race, color, sex, marital status, family responsibilities, pregnancy, religion, political
opinion, national extraction or social origin;
e) Absence from work during maternity leave.
In practice, many countries have considered that the dismissal of a worker for one of the
above motives goes beyond violation of an individual right in the sense that it also affects the
public order (for example, freedom of association in the case of (a) and (b) above, prohibition
against discrimination in the case of (d), maternity protection in the case of (e), and the
exercise of what should be considered a civic obligation in the case of (c)). And so legislation
is stricter in these cases than in others in which the worker has been dismissed for another
arbitrary motive not enumerated above. Temporary absence from work because of illness or
injury also must not constitute a valid reason for termination. Governments may determine
what constitutes temporary absence, preferably in consultation with workers’ and employers’
organizations. Often in countries with accident and illness insurance schemes, the definition
of temporary absence is linked to the period for which an insured person would be entitled to
sickness benefit. The idea is that it is better for both sick or injured workers and their
colleagues for them to be able to recuperate without the anxiety of job loss which may drive
23
them back to work before they are fully recovered, and perhaps still contagious or too weak
to work safely. But limits may be set due to the cost to employers of keeping a post open for
an indefinite period. In the case of individual dismissal, the worker whose employment is to
be terminated must be allowed the right to defend him or herself against allegations that he or
she is either incapable of doing the job, or has behaved in a manner which justifies dismissal.
It is important for this to occur before dismissal, to minimize both the damage done to the
employment relationship and the negative consequences suffered by the individual in cases
where the accusations prove unfounded. However, there may be exceptional circumstances
where the employer cannot provide the opportunity to be heard prior to dismissal. For
example, allegations of assault or theft may involve the arrest of the worker, in which case it
would be reasonable for the employer to rely on the outcome of a public trial without a
separate internal hearing.
In the case of collective dismissals, governments should aim to develop a constructive
approach to restructuring or closing an operation. The employer should consult with the
workers before taking action. The consultation should be genuine, even though the employer
may feel strongly about the measures to be taken in light of the current situation, he or she
must also give serious consideration to any alternative measures proposed by the workers. If
none of the workers’ proposals appear feasible, the employer and the workers should attempt
to work out some other alternative together. Employers should be encouraged to consider the
following measures to avert or minimize redundancies:
1. restrictions on hiring;
2. spreading the workforce reduction over a certain period of time to permit the natural
reduction of the workforce;
3. internal transfers;
4. training and retraining;
5. Voluntary early retirement with appropriate income protection;
6. restrictions on overtime; and
7. Reduction of normal hours of work (with possible partial compensation for lost
income).
However, the ultimate decision on what course of action should be taken remains with the
employer.
The employer should provide workers with all the information they need to understand the
current financial or other conditions motivating the firm to downsize and so that they can
protect their interests, while bearing in mind the issues facing the firm. This information
24
should be provided well enough in advance so that the workers’ representatives have time to
formulate an alternative strategy, or to propose ways of minimizing the negative impact of
the restructuring on workers. Governments may establish in advance, preferably in
consultation with workers’ and employers’ organizations, a minimum anticipated number or
percentage of workers to be affected before the consultation procedures must be adhered to.
The competent authorities should be notified of a potential restructuring so that they may take
one or more of the following steps:
• mediating in the consultations between the employer and the workers’
representatives;
• taking possible preventive measures (such as a temporary cash injection for an
otherwise healthy company which has been hit by a bad external shock); and
• preparing for the possibility of a substantial increase in unemployment and
taking appropriate mitigating measures (for example, temporarily increasing
investment in infrastructure to create jobs to absorb many of the unemployed,
setting up training or retraining schemes or establishing revolving loan funds
and training to support micro-enterprises).
In order to take the appropriate measures, the authorities need sufficient advanced warning.
Governments may establish in advance a minimum number or percentage of workers to be
affected before requiring the employer to give notice to the authorities. The Convention also
recognizes that the appeals procedure is costly to employers when it delays their ability to fill
the post with someone else. Therefore, the right to appeal to an independent body is subject to
a time limit, which governments are encouraged to determine in consultation with workers’
and employers’ organizations. Workers and employers should be encouraged to enter
conciliation procedures prior to commencing an appeal. In cases of collective dismissal,
workers should be allowed to challenge the necessity of such action when there is substantial
prima facie evidence that no such necessity exists (for example, the hiring of a substantial
number of new workers shortly after the redundancies are carried out), or to contest the
manner in which the dismissals were carried out. The impartial body should be empowered to
overturn a decision to downsize, particularly in egregious cases. However, there are inherent
risks in second-guessing the business strategies of firms and requiring the firm to disclose
financial, technological andother sensitive information. Governments may therefore
determine the limits of the adjudicating body’s authority to review the decision of the firm
and the conditions under which information is disclosed. When a worker appeals against a
decision to terminate employment, he or she should not have to bear the burden of proof
25
alone. Workers usually do not have access to all of the necessary information, so it would be
unfair to place the entire burden upon them.
Although the preferred remedy should normally be reinstatement, there are cases in which
reinstatement would serve the interests of neither the employer nor the worker(s). Other
remedies, such as payment of compensation, are therefore permissible. The remedy should
seek to restore the loss to the worker, including damage to reputation where appropriate but it
should not be punitive in nature, except perhaps in patently abusive cases.Workers should be
given adequate notice to prepare their job search. Where workers have been given notice of
intent of dismissed, employers should be encouraged to provide them with time off work
during the period of notice to search for a new job. If notice is not possible, the employer
should pay compensation (usually equal to the wages the worker would have received during
the period of notice).
Workers who lose their jobs should be entitled to either a severance benefit or a social
security benefit. If a severance benefit is paid, it should take into account the length of time
that the worker has been with the firm. Employers should be encouraged to pay severance
benefits in addition to any social security benefits to which the worker may be entitled,
particularly in view of the fact that the level of social security benefit provided may be quite
low and severance payments are often a form of deferred compensation.
Employers are not required (but are certainly encouraged) to pay severance benefits in cases
where a worker is covered by the social security scheme, but does not qualify (for example,
because he or she has not worked long enough, has failed to pay contributions or is not
conducting an active job search). The idea is that employers should not be held financially
liable for the fact that the worker does not qualify for social security benefits, if he or she
would qualify under normal circumstances. Of course, if the fault disqualifying the worker
lies with the employer (for example, failing to pay contributions or stealing the contributions
of workers), then the employer should be required to pay severance benefits.
To the extent that it is feasible in a country, unemployment insurance is highly desirable for
both employers and workers. For employers, unemployment insurance smoothest the cost of
terminations; for workers, it provides guaranteed income for a longer period of time (albeit at
a lower level) and is often more generous than severance payments for people facing longer
spells of unemployment.
Finally, employers should be encouraged to give workers who have been made redundant
priority in rehiring, if they once again hire workers with comparable qualifications within a
26
limited period of time. Employers should also consider assisting workers in their search for
suitable alternative employment, for example through direct contacts with other employers.
II. Principles of the Committee of Experts

Concerning employment security:
The Committee of Experts has expressed its regret that, despite the elemental importance to
workers of protection against unjustified dismissal, only 32 countries have ratified
Convention No. 158. The Committee of Experts has noted the efforts being made by
numerous countries to market employment, therefore the implementation of other
measures, like training. during this respect, it's stressed that the provisions of the
Convention don't seem to be incompatible with such a market approach; rather, the
Convention furthers sound and human resource planning at the enterprise level.
The Committee of Experts has noted with interest that more and more governments and
tripartite organizations are contacting the Office to request information on this Convention,
and appear to understand more fully the pliability built into the Convention and therefore
the valuable contribution it can make to progressive and efficient employment policy. this is
often perhaps thanks to the very fact that the globalization of markets generally intensifies
competition and has the effect of reducing the protection of employment. The social
disruption caused by unemployment has led to a growing number of governments to
understand the importance of ensuring that dismissals are substantively and procedurally fair.
The Convention offers a way of reconciling the achievement within the practice of the
promotion of the correct to figure, which needs the creation of employment, specifically by
financially healthy enterprises, and also the minimum protection afforded by labor law, which
means a universal level of protection for workers, both of which are essential for promoting
the interest of society.
The Committee of Experts also has emphasized that the implementation of the Convention
will have a positive effect on social peace and productivity at the enterprise level, and on the
reduction of poverty and social exclusion, resulting in social stability. Finally, the Committee
of Experts has recommended giving priority to the promotion of those important standards
and has urged governments, in consultation with the social partners, to contemplate ratifying
the Convention.
27
III. Application of the standards in practice
Important problems are raised in respect to the applying of Convention No. 158. the
most problems encountered pertain to misconceptions about its provisions. Governments
often mistakenly equate job security with employment for all times. They fear that requiring a
legitimate reason and fair procedures for termination of employment will result
in marketplace rigidities. In fact, empirical evidence shows that employment security
legislation is increasing in a number of the countries which are most keen
about increasing market flexibility because setting some limits on when and the way a
dismissal could also be allotted provides a necessary counterweight to the increasing
uncertainties to which workers are exposed as a results of globalization.
Other controversies within the application of the standards stem from misconceptions held by
workers or employers. Many employers are still reluctant to sit down with workers, within
the misguided belief that workers won't be flexible. However, many examples exist of
cooperation, since workers understand that a healthy enterprise is in their own best interests,
and have often shown their willingness to figure with managers to beat difficult
situations, see you later as managers act in honestness and with due respect for the rights of
workers.On the opposite hand, some workers’ organizations push for very tight restrictions
on the power to terminate employment, without appreciating the risks employers face when
hiring new workers. The Committee of Experts has noted that the risks are even higher for
employers when hiring the long-term unemployed. Governments may, therefore, be justified
in permitting a extended probation period for the long-term unemployed so as to encourage
employers to rent them.
b) Social security
Comprehensive standards
Number of
ratification
(at
01.10.01)
to which member
States are invited to give effect.)
Social Security (Minimum Standards)
40 inform
the Office of any obstacles
or difficulties encountered
28
that
might prevent or delay
ratification of Convention
No. 102
and of the reasons for the
limited recourse to the
flexibility
clauses included in this
Convention. It has also
decided that
the status of Convention No.
102 would be re-examined in
due course, including the
possible need for a full or
partial
revision of this Convention
in the light of the
information
available.
Equality of Treatment (Social inform the
38
Security) Convention, 1962 (No. 118) Office of any obstacles or
difficulties encountered that
ratification of this
Convention.
Maintenance of Social Security Rights inform the
3
Convention, 1982 (No. 157) Office of any obstacles or
difficulties encountered that
ratification of this
Convention.
give
No. 167 and, as the case may
Maintenance of Social Security Rights
– be,
to inform the Office of any
obstacles or difficulties
encountered in the
implementation of this
Recommendation.
Income Security Recommendation, – The Governing Body has
29
1944 (No. 67) invited member States to
give
No. 67.
instruments which are no longer fully up-to-date
but remain
relevant in certain respects.)
Social Insurance (Agriculture)
– of the
Recommendation No. 17
Social Security (Armed Forces)
– of the
I. Content of the standards on social security

Before reviewing the content of the up-to-date standards in the field of social security, a
general overview will be provided of all the standards adopted in this field.
A. Overview of standards on social security

A review of over eight decades of ILO standard-setting activities in the field of social
security shows that, historically and conceptually, the standards on social security can be
divided into groups. Indeed, it is possible to speak of generations of standards on social
security.
First generation of standards (1919-44)

The first generation of standards on social security corresponds to the instruments adopted up
to the end of the Second World War. Most of these standards envisage social insurance as the
means for their application. 3 Their objective is the establishment of compulsory insurance
systems for a specific branch and covering the principal sectors of activity and the main
categories of workers. The first standards adopted cover the fields which appeared the most
urgent and suited to international action (maternity, employment injury, 5 sicknesses, 6 etc.).
Nevertheless, it was very rapidly found that these standards no longer reflected the
developments in many social security systems.
30
Second generation of standards (1944-52)
The second generation of standards corresponds to the era of social security. The
Organization’s standard-setting activities took on a more global and broader conception of
social security. The idea was to unify and coordinate the various protection schemes within
single social security system covering all contingencies and all workers. Two important
Recommendations adopted in 1944 set forth this new conception: The Income Security
Recommendation, 1944 (No. 67), and the Medical Care Recommendation, 1944 (No. 69).
These Recommendations opened the way for the adoption of the Social Security (Minimum
Standards) Convention, 1952 (No. 102), which is based on the principle of general social
security system. This Convention marks a development in social security standards by
addressing in a single instrument the nine principal branches of social security, namely
medical care, sickness benefit, unemployment benefit, old-age benefit, employment injury
benefit, family benefit, maternity benefit, invalidity benefit and survivors’ benefit.
Convention No. 102 introduced the concept of a general minimum level of social security
that member States have to achieve and which takes into account the level of economic and
social development of each State. In contrast with the preceding Conventions, Convention
No. 102 sets out objectives to be achieved, rather than describing the applicable techniques. It
is formulated with the necessary flexibility to take into account the various techniques and
levels of development, and offers various flexibility devices: the possibility of ratifying the
Convention by accepting at least three of its nine branches; 8 the possibility of subsequently
accepting obligations under other branches, thereby allowing States to progressively attain all
of the objectives set out in the Convention; the determination of the level of minimum
benefits with reference to the level of wages in the country concerned; and the fact of
envisaging temporary exceptions for countries whose economy and medical facilities are
insufficiently developed, thereby enabling them to restrict the scope of the Convention and
the coverage of the benefits guaranteed. In these various respects, the Convention was
designed to set forth minimum objectives to be achieved at the same time as the development
of a more general program of protection. In so doing, it provides a measure of the extent to
which the level of protection which it envisages is achieved or exceeded by existing schemes.
Third generation of standards (1952-2000)
The third generation of standards on social security corresponds to the instruments adopted
after Convention No. 102. It should be noted in this respect that it had been envisaged to
adopt, in parallel with Convention No. 102, an instrument setting out a higher standard of
31
social security. Due to lack of time, and the complexity of the issue, the matter was not
addressed by the Conference in 1952. However, the Conference called upon the Governing
Body to take up the matter once again when appropriate. In the end, the idea of single
instrument was abandoned and a series of instruments were progressively adopted designed
to supplement earlier standards. 9 In general terms, these instruments revise the Conventions
of the first generation and set forth a higher level of protection than that envisaged in
Convention No. 102, which establishes minimum standards. These Conventions are inspired
by Convention No. 102. Indeed, while guaranteeing a higher level of protection from the
point of view of their scope and the level of the benefits guaranteed, they authorize certain
exceptions which provide increased flexibility. Finally, this review will be completed with
two subjects addressed by the Conventions on social security. In the first place, emphasis
should be placed on the constant concern of the Organization to afford protection to migrant
workers, and particularly to foreign nationals. This subject is analyzed below in the second
part of the chapter. Furthermore, the Conference has also addressed the issue of the social
security of seafarers. However, in view of the fact that the working conditions of seafarers
require a highly specialized protection system, the policy followed by the Conference has
consisted of adopting instruments which specifically apply to this category of workers at
special Maritime Sessions. Seafarers are therefore excluded from the scope of the first
generation of Conventions on social security, as well as from Convention No. 102, which
applies to neither seamen nor sea fisherman. The subsequent Conventions allow the exclusion
of these categories of workers, provided that they are protected by special schemes providing
benefits which are at least equivalent to those envisaged by the Conventions. In this respect,
the Conference adopted Convention No. 165 in 1987, which specifically covers the social
security of seafarers. Convention No. 165 is examined in Chapter 14.5 of this publication on
the social security of seafarers. For an overview of the status of the standards on social
security following the decisions of the Governing Body, please refer to the tables in each
section.
B. Content of up-to-date standards

The structure of Convention No. 102 serves as a basis for reviewing the content of the up-to-
date standards in the field of social security. Convention No. 102 is composed of 15Parts:
Parts II to X correspond to the nine branches of social security mentioned above, while the
other Parts (Part I and Parts XI to XV) contain provisions which are common to all the
branches. The review below of each of the nine principal branches of social security refers,
firstly, to the relevant Part of Convention No. 102 and, secondly, to the corresponding third
32
generation Convention and, where appropriate, the corresponding Recommendation. For each
of these branches, a brief definition is given of the contingency covered, that is the risk facing
the protected person; the scope of the instruments in terms of persons protected, that is: the
categories which are to benefit from the benefits guaranteed by the instruments; the scope of
the benefits guaranteed; and the conditions under which they are granted. In short, the idea is
to set out who are entitled to what, and under what conditions.
II. Application of the instruments in practice
Each year, the appliance of the up-to-date Conventions within the field of Social
Security gives rise to several comments by the Committee of Experts. Many of
those contains requests for added information or clarifications from States on “minor” points
of divergence within the specific country. Other comments by the Committee of Experts
relate to more general difficulties of application. Among the difficulties of application that
are encountered regularly, three matters are of particular importance, namely: the supply of
full statistical information; the matter of the adjustment of long-term benefits; and
difficulties within the application of Conventions arising out of the reforms of Social
Security schemes undertaken in recent years. As noted above, the Conventions talk
to quantitative criteria in determining the scope of their application. they provide several
options for measuring the scope of the applying, thereby allowing States to pick out the
choice that's best suited to their situation. This choice determines the character of the
knowledge to be provided by the State in order that the Committee of Experts can assess
whether its legislation protects a sufficient number of persons. The report forms adopted by
the organization for every of the Conventions are extremely detailed and indicate
precisely the character of the statistical data to be communicated by governments. the
identical applies to the minimum level of advantages to be granted. As explained above, to
offer effect to the Convention, the amount of money benefits must attain a
particular percentage of the reference wage of a typical beneficiary. The report forms
also began intimately the statistical data to be communicated by governments on this
time. the availability of full and up-to-date statistics is a necessary element in enabling the
Committee of Experts to assess the way during which effect is given to ratified Conventions
both as regards the scope and therefore the level of advantages. the good majority of its
comments, therefore, relate to the present point. Indeed, despite the detailed nature of the
report forms, the Committee of Experts often must request governments to supplement the
33
info supplied by providing additional statistics on precise points. 61 The Committee of
Experts also should frequently remind governments to supply all the statistical data for the
identical reference period. These are isolated requests. However, when the
knowledge provided is simply too incomplete, the Committee of Experts makes more general
comments during which it provides detailed explanations to the governments of the
style within which they need to produce the information. The Committee of Experts
may must recall the varied options available to the govt. for the presentation of the
statistics so it can compare the amounts of the advantages provided under the national
legislation with the minimum levels taken off within the Convention. as an example,
with reference to the applying of Convention No. 130, the Committee of Experts has
recalled the 2 options available in Articles 22 and 24 of the Convention by indicating that
“Article 22 is meant to require under consideration systems of protection which, as is that
the case [of the system under examination], provide benefits calculated on the idea of the
beneficiary’s former earnings”. The Committee of Experts went on to produce details of the
statistical data which the State should provide in accordance with this text of the Convention.
The communication of all the statistical data required would, therefore, appear to constitute a
heavy difficulty surely governments.
The Committee of Experts has noted that, since the start of the 1990s, Social
Security legislation has “entered into a period of constant revision and modification”. These
reforms, motivated by economic considerations, have led to a desire to scale back the price of
protection schemes and by a bent to privatize certain of their components. for instance, within
the case of unemployment protection schemes, the priority to keep up the financial
equilibrium of those schemes has resulted within the adoption of measures to tighten the
qualifying conditions for entitlement to benefits and to scale back benefit levels. Noting this
trend, the Committee of Experts has recalled the importance that it attaches to the protection
of persons who are disadvantaged on the market and has requested governments to
require fully under consideration the obligations deriving from Convention No. 102 in any
new activity that they could absorb this respect.
Finally, the last point on which the Committee of Experts has had occasion to create many
comments concern the final responsibility of the State for the supply of advantages and
therefore the proper administration of the institutions and services concerned. The Committee
of Experts regularly recalls that it's the responsibility of the State to require all the
required measures for the due provision of the advantages to the persons protected, no
34
matter the way within which the system providing these benefits is run. as an example, within
the case of a rustic within which the employer is chargeable for the availability of sick
benefit for a limited period, the Committee has recalled that, within the event of workers
encountering difficulties within the receipt of advantages because of them, it's up to the
State to require the required steps to confirm that the advantages are paid in practice. The
responsibility of the State imply the adoption of special long-term planning measures,
including periodic actuarial studies and calculations concerning financial
equilibrium, yet because the winding up of inspections and supervisory visits by the
responsible authorities.
Occupational Safety and Health Convention (No. 155) and Recommendation (No. 164),
1981
The aim of the Convention is to encourage ratifying Members to formulate, implement and
periodically review a coherent national policy on occupational safety and health and the
working environment.
The Convention is applicable to all branches of economic activity, including the public
service. However, a Member ratifying the Convention is permitted to exclude from its
application, in whole or in part, particular branches of economic activity, such as maritime
shipping and fishing, where special problems of a substantial nature arise. This is possible
only after consultations, at the earliest possible stage, with the representative organizations of
employers and workers concerned. Such Members are required to list, in their first reports on
the application of the Convention, any branches so excluded, giving reasons for such
exclusions and describing the measures of adequate protection given to the workers in the
excluded branches. In subsequent reports, they have to indicate any progress made towards
wider application of the Convention. Similar exclusions, in whole or in part, of limited
categories of workers with particular difficulties is also possible for ratifying Members, after
consultation at the earliest stages, with representative organizations of employers and
workers. The first reports by these Members on the application of the Convention, have to list
such excluded categories of workers, with the reasons for the exclusions and any progress
made towards wider application in subsequent reports (Articles 1 and 2).
The definition of “workplace” covers all places where workers need to be or to go by reason
of their work and which are under the direct or indirect control of the employer.
35
The term “health”, in relation to work, indicates not merely the absence of disease or
infirmity, but includes physical and mental elements affecting health which are directly
related to safety and hygiene at work (Article 3(c)(e)).
2.2.3 Love belongings
When deficiency and safety needs are fulfilled human beings involve love or belonging. This
includes friendship, intimacy and family. Every human should feel it because they live in a
society which consists of families, clubs, religious groups, professional organizations, sports
teams etc. Bangladeshi people are known to be fond of loving, affection and family bonding.
However, the answers of the respondents reflect a deep deficiency in terms of love/belonging.
About 70 percent of the respondents think that these needs are worthless, that they have
already passed half of their life to get the physiological needs. That journey was rigorously
tough. So they did not care about love/belonging. Sometimes respondents were happy with
physiological and safety needs. While most respondents want to be loved or cared for, it is
typically only those who triumph over their aim who express that love/belonging has a great
value in their life. This is illustrated in Figure 3 below, comparing the hierarchy needs for the
lower-middle class with the hierarchy needs of the lower-lower class.
2.2.4. Self Esteem & Self actualization

Self-esteem has become a major issue for employers and employees alike. High self-esteem
is deemed to be an increasingly desirable asset with more and more products and services
promising to help achieve it. Since the industrial revolution, the worker has been successively
defined by industry as motivated primarily by concern for physical comfort, economic
success, the most efficient use of his talents, and emotional well-being. The prevailing
contemporary view is that man is characterized by an ultimate goal to fulfill inherent
potentialities and to gain some measure of competence over his environment. This "self-
actualization" motive has been applied extensively to industrial life. One's job is potentially
the greatest source of satisfaction or frustration of this need. Rarely made explicit is the
importance of the individual's apperception of the extent to which he is "self-actualizing," as
reflected by his feelings of self-esteem. Self-esteem is that organized and evaluative aspect of
self which develops as a result of holding oneself up to scrutiny as an object in one's own
cognitive world. There are many reasons someone may lack confidence at work. As a result
their self esteem may go down. Sometimes lack of skill and experience may cause the lack of
36
confidence in workplace. Negative peer relationships can also disrupt confidence. In ILO
standard policy, some convention is taken for improving self esteem of worker in industry.
Skill Development
Instruments Number of Status
ratification
s
(at
01.10.01)
Up-to-date instruments (Conventions whose ratification is encouraged and
Recommendations to which member States
are invited to give effect.)
Paid Educational Leave Convention, 32 Pending a possible revision
1974 (No. 140) of Convention No. 140 in the
light of further
developments, which would
aim at
complementing it, the
Governing Body has invited
member
States to examine the
possibility of ratifying this
Convention and to request
technical assistance from the
Office in case of obstacles
and difficulties.
Human Resources Development 60 The Governing Body has
Convention, 1975 (No. 142) invited member States to
Contemplate ratifying
Convention No. 142.
Instruments to be revised (Instruments whose revision has been decided upon by the
Governing Body.)
Human Resources Development - The Governing Body has
Recommendation, 1975 (No. 150) placed an item on the
revision of
Recommendation No. 150 on
the agenda of the 91st
Session
(2003) of the Conference
Minimum Wage Fixing Convention, 43 The Governing Body has

1970 (No. 131) invited member States to
inform the
Office of any obstacles or
difficulties that might
prevent or
delay ratification of
Convention No. 131.
37
but remain relevant in
certain respects.)
Paid Educational Leave - The Governing Body has
Recommendation, 1974 (No. 148) decided on the maintenance
of the
Protection of Workers’ Claims – This Recommendation was
(Employer’s Insolvency) adopted after 1985 and is
Recommendation, 1992 (No. 180) considered up to date.
Outdated instruments (Instruments which are no longer up to date; this category includes the
Conventions that member States are no longer invited to ratify and the Recommendations
whose implementation is no longer encouraged.)
Instruments Number of ratification Status
s
Vocational Education (Agriculture) - The Governing Body has

Recommendation, 1921 (No. 15) noted that Recommendations
Nos.
15 and 56 are obsolete. An
item on the withdrawal of
these
Vocational Education (Building) - Recommendations is on the
Recommendation, 1937 (No. 56) agenda of the 90th Session
(2002) of the Conference.
Vocational Training Recommendation, - The Governing Body has
1939 (No. 57) noted that Recommendations
Nos. 57, 60 and 88 were
replaced by the Vocational
Training Recommendation,
1962 (No. 117).
Apprenticeship Recommendation, 1939 -
(No. 60)
Vocational Training (Adults) -
Vocational Guidance Recommendation, - The Governing Body has
1949 (No. 87) noted that Recommendations
Nos. 87, 101 and 117 were
replaced by the Human
Resources Development
Recommendation, 1975 (No.
150).
Vocational Training (Agriculture) -

Vocational Training Recommendation, -
1962 (No. 117)
38
Content of the standard
General standards
Under the Human Resources Development Convention, 1975 (No. 142), States which ratify it
have to adopt and develop comprehensive and coordinated policies and programmes of
vocational guidance and vocational training, closely linked with employment, in particular
through public employment services. These policies and programmes should take due
account of employment needs and opportunities, and the stage and level of national
development and other economic, social and cultural objectives, and should be pursued by
methods appropriate to national conditions. Designed to improve the capabilities of the
individual, they have to encourage and assist all persons on an equal basis and be formulated
and implemented in cooperation with employers’ and workers ‘organizations. Open, flexible
and complementary systems of education and training must be established and developed,
and systems of vocational guidance and vocational training should be gradually extended.
The Human Resources Development Recommendation, 1975 (No. 150), supplements the
Convention with detailed guidelines as to objectives and methods. It includes parts dealing
with: training for managers and self-employed persons; programmes for particular areas or
branches of economic activity; particular groups of population; promotion of equality of
opportunity for women and men; migrant workers; training of staff for vocational guidance
and training activities; research; administrative aspects and representative bodies; and
international cooperation.
.In the same way as the Employment Policy Convention, 1964 (No. 122), the Human
Resources Development Convention, 1975 (No. 142), encourages governments to adopt
holistic and integrated approach to human resources development. It should be well-thought
out and integrated system, rather than a piecemeal collection of policies and programmes that
may duplicate or negate each other. Most importantly, the human resources development
system should be closely tied to employment policies and programmes. After all, the main
function of a human resources development system is to help people find and retain a job,
and to help firms obtain the skilled workers they need.
Therefore, in order to have a truly effective human resources development system,
governments should think of human resources development as a key component of their
broader employment policy.
Nevertheless, the Convention also draws attention to the broader purpose of any human
resources development system, namely helping people find their voice in society. Human
resources development is not only about developing skilled workers, but also helping human
39
beings to participate fully in working and civic life. Governments should not only focus on
the technical aspects of human resources development. In the work context, human resources
development should also include “soft skills”, such as teamwork and trade union leadership.
In civil society, it should include information on the rights and duties of citizens and should
equip people to participate.
Governments are reminded that access to human resources development programmes must be
free from discrimination. Indeed, human resources development should be used as a tool to
combat discrimination by providing opportunities to the most disadvantaged groups.
The Human Resources Development Recommendation, 1975 (No. 150), is currently being
updated in light of changes in the world of work in general, and in particular the potential
contribution of information and communications technology to provide training to many
more people at a lower cost. In 2000, the International Labor Conference decided that the
terms of reference for a review of the Human Resources Development Recommendation,
1975 (No. 150), should:
(1) Address training and education needs in the modern world of work in both developing
and developed countries, and promote social equity in the global economy;
(2) Advance the decent work concept through defining the role of education and training;
(3) Promote lifelong learning, enhance employability of the world’s workers, and address the
economic challenges;
(4) Recognize the various responsibilities for investment and funding of education and
training;
(5) Promote national, regional and international qualifications frameworks which include
provision for prior learning;
(6) improve access and equality of opportunity for all workers to education and training;
(7) Build the capacity of the social partners for partnerships in education and training; and
(8) Address the need for increased technical and financial assistance for the less advantaged
countries and societies.
Paid educational leave

The right to continuing education and training is further developed in the Paid Educational
Leave Convention (No. 140) and Recommendation (No. 148), 1974.The Paid Educational
Leave Convention, 1974 (No. 140), lays down the obligation of States which ratify it to
formulate and apply a policy designed to promote, by methods appropriate to national
conditions and practice and by stages as necessary, the granting of paid educational leave for
40
the purpose of training at any level, general social and civic education, and trade union
education. The policy has to take account of the stage of development and the particular
needs of the country and be coordinated with general policies concerning employment,
education and training, as well as hours of work. Employers’ and workers’ organizations and
institutions concerned are to be associated with the formulation and application of the policy.
The financing is to be on a regular and adequate basis. Leave may not be denied to workers
on the grounds of race, color, sex, religion, political opinion, national extraction or social
origin. A period of paid educational leave must be assimilated to a period of effective service
for the purpose of establishing claims to social benefits and other rights deriving from the
employment relation. The Paid Educational Leave Recommendation, 1974 (No. 148), adds
that paid educational leave is not a substitute for adequate education and training early in life.
It lays down the promotional measures which should be taken and contains suggestions as to
responsibility for financing. Pointing out that workers should remain free to decide on the
programs in which they wish to participate, the Recommendation sets out the principles
applicable to the granting of leave and the payment of financial benefits. These instruments
promote continuing education both to expand and update skills and to obtain more general
skills pertaining to trade unionism or general social and civic education. The Convention
establishes the right to paid education leaves during working hours with income support. The
cost of training and income support generally should be borne by governments rather than
employers. States are given substantial leeway in progressively implementing a system of
continuing education, but it should be coordinated with the general human resources
development system, and more generally with employment policy.
Summary of the principles of the Committee of Experts

The Committee of Experts has emphasized that, by broadening the selection of employment
and with labor mobility, by safeguarding each person’s opportunities on the use market,
training plays a decisive part within the implementation of ILO’s fundamental principles.
Vocational guidance and training contribute to greater social equity and promote the
complete exercise of freedom of choice and equality of access in respect. a decent example of
such coordination is Sweden, where unemployed people are given the chance to achieve work
experience as temporary substitutes for workers participating in a very continuing education
course. of employment and occupation. In both industrialized and developing countries,
human resources development henceforth occupies a significant place engaged policies; and
therefore the growing role of the social partners in drawing up and applying these
41
policies may be seen as a guarantee of their effectiveness. The contribution of vocational
guidance and training to the objectives of non-discrimination, civil rights and treatment and
full, productive and freely chosen employment, and also the need for the close involvement
of employers’ and workers’ organizations in these areas, are now universally recognized. the
basic role of international labor standards is thus enhanced, especially within the framework
of a worldwide strategy to cope with the issues arising from structural adjustment and
meet the necessity all told countries to pursue policies that enable adjustment to the changing
conditions of an interdependent world economy. In certain countries, substantial means are
deployed to achieve this objective, sometimes making use of costly technologies.
Nevertheless, this must not result in the belief that these provisions can't be applied in
countries which cannot allocate to vocational education such a high level of human and
financial resources. Convention No. 142 demand the progressive extension of such systems,
using methods adapted to national conditions.
Application of the standards in practice

Governments generally encounter financial difficulties within the provision of education and
training. A system of education and training requires a considerable infrastructure and, most
significantly, qualified and motivated teachers. This successively requires substantial
financial resources at a time when many countries are besieged to chop public expenditure.
Moreover, some governments tend to work out in Convention No. 142
nothing over prescriptions of an institutional nature, an invite merely to line up central
bodies, with little influence on the informal sector. Nevertheless, the informal sector, which
by its nature tends to elude regulation, accounts for a sizeable share of vocational guidance
and training.The problems raised by the applying of the instruments on human resources
development open up an enormous area for the Office’s technical cooperation activities. Paid
education leave may appear to be a luxury for governments struggling to produce basic
education. However, information and engineering may help to cut back costs. Many
governments also lack the finances to procure the income support for participants.
42
Chapter 03
Discussion
3.1 Does Maslow’s Law Comply with International Labor Law?

Maslow’s law states the hierarchical needs which person feels at different physio-mental
stages. One major drawbacks of Maslow’s law are that, it treated the needs to be purely
hierarchical. i.e. Higher order needs can be felt only if the lower level needs are fulfilled. But
in real life, people’s needs do not always comply with the hierarchical law. Sometimes,
higher order needs are felt more important than the lower order needs. While studying
Maslow’s law and ILO’s labor laws we have found that, Maslow’s law had a profound
impact on labor law. But the ILO’s law does not fully comply with Maslow’s theory. There
are plenty of laws focusing on physiological needs and safety and social needs. These are the
primary and basic human needs and they should be maintained strictly to provide employee a
sustainable life. But, there’s minimal or no clear law on higher order needs like esteem, self-
actualization etc. These higher order needs are difficult to define across different industries
and it also differs from person to person. Still, these needs should be addressed as they
improve employee’s outlook towards his work and his surroundings.
Finally, International labor law does have law inspired by Maslow’s lower order needs but
they fail to reflect the higher order needs. So, it doesn’t fully comply with Maslow’s theory of
needs.
3.2 Recommendations
For many years, Maslow’s law has been labeled as philosophical needs specially higher order
needs. But the work environment has changed dramatically in recent years and now it’s the
time to address the importance of higher order needs and put them under a framework to ease
the facilitation process.
Labor laws are purposed to ensure and secure the rights and needs of the employees in
different organizations. Most of the laws are focused mainly on lower order needs like
physiological needs, safety and social needs. These are the fundamental needs and must be
preserved. But higher order needs should be addressed too. ILO’s laws overlooked the
importance of higher order needs. Although, higher order needs like self-actualization,
realization, aesthetic needs etc. are more philosophical than logical. These needs are difficult
to define across industries and differ from person to person. But study shows that, this higher
43
order needs play a very important role in job satisfaction, employee morale, employee
turnover rate. Organizations which addresses these needs and helps their employees to
achieve their higher order needs have proven to be more effective and friendlier. In modern
age, day by day lower order needs alone is not enough to retain valuable employee. So, many
organizations have started implementing necessary infrastructure and work-environment to
facilitate their employee’s self-actualization. Their opinions are also gets acknowledged. So,
its time for ILO to put this into the law too. They should define certain rules about facilitating
employee’s self-improvement and achieve better relationship with their employees.
3.3 Conclusion
The dramatic changes in modern workplaces and the diversity of work have led to put
Maslow’s theory of need in different perspective. Its higher order needs are no longer just a
mere philosophical theory. Many organizations have already implemented necessary steps to
achieve their employee’s higher order needs. Now, its time for International labor
organization to recognize these needs and define fundamental laws for organizations to
facilitate these needs.
44
CHAPTER 04
REFERENCE
4.1 Reference:
• International Labour Organization.

Retrieved from https://www.ilo.org/global/lang--en/index.htm
• Guide to International Labour Standards and Rights at Work Concerning Young

People. (2017)
Retrieved from https://www.ilo.org/wcmsp5/groups/public/---ed_norm/---

normes/documents/publication/wcms_613959.pdf
• International labour standards: A global approach.
Retrieved from https://www.ilo.org/wcmsp5/groups/public/---ed_norm/---

normes/documents/publication/wcms_087692.pdf
• Jean-Michel Servais. International Labour Law Fourth Edition.
Retrieved from: http://www.labourlawresearch.net/sites/ files/news/International
• Shah Jubaer. (July 2016). Principles of International Labour Laws adopted in Labour
Law of Bangladesh.
Retrieved from:
https://www.researchgate.net/publication/331178253_Principles_of_International_La
bour_Laws_adopted_in_Labour_Law_of_Bangladesh
• The 5 Levels of Maslow's Hierarchy of Needs.
Retrieved from: https://www.verywellmind.com/what-is-maslows-hierarchy-of-

needs-4136760
• H.Tezcan UYSAL.( November 2017). Maslow's Hierarchy of Needs in 21st Century:

The Examination of Vocational Differences.
Retrieved from:
https://www.researchgate.net/publication/321267309_maslow%27s_hierarchy_of_nee
ds_in_21st_century_the_examination_of_vocational_differences
45
• Robert J. Taormina. (May 2013). Maslow and the Motivation Hierarchy: Measuring
Satisfaction of the Needs.
Retrieved from:
https://www.researchgate.net/publication/249964580_Maslow_and_the_Motivation_
Hierarchy_Measuring_Satisfaction_of_the_Needs
• Dr. Nyameh Jerome. (March. 2013). Application of the Maslow’s hierarchy of need
theory; impacts and implications on organizational culture, human resource and
employee’s performance
Retrieved from:
https://pdfs.semanticscholar.org/b0bc/c8ca45193eaf700350a8ac2ddfc09a093be8.pdf?
source=post_page
46

Compliance Between Mallow's Theory of Need and International Labor Law

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CHAPTER 01

1.1 Research Objective

1.2 Methodology and Approach

2.1 Maslow's theory of need

2.1.4. Deficiency needs vs. growth needs:

Figure: Deficiency needs vs growth needs levels

II. Safety needs or Security needs:

III. Love and Belonging needs or Social Needs:

IV. Esteem and Prestige Needs or Ego Needs:

VI. Understanding Need:

VII. Aesthetic Needs:

VIII. Self Actualization Needs:

Role and impact of the supervisory bodies

• appropriate sanctions; and

Scope and content

II. Weekly rest

III. Holidays with pay

IV. Reduction of hours of work

VI. Road transport

2.2.2. Security Needs

I. Content of the standards

II. Principles of the Committee of Experts

I. Content of the standards on social security

A. Overview of standards on social security

First generation of standards (1919-44)

Third generation of standards (1952-2000)

B. Content of up-to-date standards

II. Application of the instruments in practice

2.2.3 Love belongings

2.2.4. Self Esteem & Self actualization

Minimum Wage Fixing Convention, 43 The Governing Body has

Vocational Education (Agriculture) - The Governing Body has

Vocational Training (Agriculture) -

Paid educational leave

Summary of the principles of the Committee of Experts

Application of the standards in practice

3.1 Does Maslow’s Law Comply with International Labor Law?

• International Labour Organization.

• Guide to International Labour Standards and Rights at Work Concerning Young

Retrieved from https://www.ilo.org/wcmsp5/groups/public/---ed_norm/---

• International labour standards: A global approach.

Retrieved from https://www.ilo.org/wcmsp5/groups/public/---ed_norm/---

• Jean-Michel Servais. International Labour Law Fourth Edition.

Retrieved from: http://www.labourlawresearch.net/sites/ files/news/International

• The 5 Levels of Maslow's Hierarchy of Needs.

Retrieved from: https://www.verywellmind.com/what-is-maslows-hierarchy-of-

• H.Tezcan UYSAL.( November 2017). Maslow's Hierarchy of Needs in 21st Century:

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