Decent Work Employment

and
Transcultural Nursing
 I. Decent Work
• Decent work means opportunities for every-
one to get work that is productive and delivers
a fair income, security in the workplace and
social protection for families, better prospects
for personal development and social
integration.
II. Decent Work Agenda and ILO
Components of Decent Work
 Three MODEL OF DECENT
WORK
I. Classical Model
The Classical Model was popular before the Great
Depression. It says that the economy is very free-
flowing, and prices and wages freely adjust to the
ups and downs of demand over time.
2. The Transition Model
was created by change consultant, William
Bridges, and was published in his 1991 book
"Managing Transitions."
The main strength of the model is that it focuses
on transition, not change.
 DEVELOPMENT MODEL
• The development model is based on the idea
that when risks are prominent, the prudent
way to proceed is by a series of iterations
where each cycle involves carrying out
activities that explore the problem domain
and or develop potential solutions in more
detail.
Uses and limitations of indicators

1. Indicators are used to measure the extent

to which a specified objective or outcome
has been achieved.
2. Used to assess performance and evaluate
progress over time in the achievement of
specified objectives; and can be helpful in
making cross-country comparisons
3. Indicators are also used extensively to test
alternative hypotheses about relationships
between the different components of decent
work.
4. Ideally, indicators should provide a direct
measure of the specified objective.
Indicators of Decent Work:
1. Employment opportunities
refer to job openings
Examples:
• Agriculture, Food and Natural Resources. Architecture
and Construction
• Arts, Audio/Video Technology and Communications
• Education and Training
• Government and Public Administration
• Hospitality and Tourism
• Medical Field
2. Remuneration Employment
 Remuneration - is any type of compensation
or payment that an individual or employee
receives as payment for their services or the
work that they do for an organization or
company.
3. Working conditions
 are defined as the circumstances such as working
hours, stress, degree of safety, or danger that
affect the workplace
 The following are common types of working
conditions.
 Hygiene Factors. Hygiene factors are basic
expectations that employees have of a working
environment
 Health & Safety. A healthy and safe environment
 Remuneration
 Profit Sharing
 Employee Benefits
 Responsibility & Accountability
 Workload
 Work Schedule
 Indicators of Social Security
• Social security covers all measures that provide
benefits, whether in cash or in kind, to secure
protection, from
(a) lack of work-related income (or insufficient income)
caused by sickness, disability, maternity, employment
injury, unemployment, old age, or death of a family
member;
(b) lack of access or unaffordable access to health care;
 (c) insufficient family support, particularly for children and
adult dependents;
 (d) general poverty and social exclusion.
 The International Labour
Organization (ILO), has introduced ten
Decent Work Indicators for social security

1. Share of population above the statutory

retirement age (aged 65 or above) benefiting from
an old-age pension – (M)
• (Old age beneficiary pension)
2. Public social security expenditure (percentage
of GDP) – (M)
3. Health expenditure not financed out of pocket
by private households – (A)
=Healthcare costs Out-of-pocket spending by
private households
• 4. Share of economically active population
contributing to a pension scheme – (A).
=Persons protected or affiliated Active
contributors Labour force
 Indicators to be developed by the ILO
(future indicators)
• 5. Share of eligible population covered by (basic) health
care provision
• 6. Public expenditure on needs-based cash income
support (% of Gross Domestic Product-GDP)
• 7. Beneficiaries of cash income support (% of the poor)
• 8. Sick leave
• 9. Share of unemployed receiving regular periodic social
security unemployment benefits
• 10. Ratio of average old-age pension received to
minimum wage
Caring is an aging process
To rediscover Self
 Rights of Working People

A. Forced and child labor

Forced Labor is defined by ILO Convention 29 as
all work or service exacted from any person under
the menace of any penalty and for which the said
person has not offered himself voluntarily.
The term “child labour” is often defined as work
that deprives children of their childhood, their
potential and their dignity, and that is harmful to
physical and mental development
 B. Discrimination at work
Discrimination at work includes any
“distinction, exclusion or preference …
which has the effect of nullifying or
impairing equality of opportunity or
treatment in employment or occupation.
Discrimination occurs when a person is
treated less favorably than others.
 Where
discrimination occurs:

*Discrimination may occur before hiring, on the

job or upon leaving. It most often occurs in the
following areas:
recruitment
remuneration
hours of work and rest
paid holidays
maternity protection
security of tenure
 job assignments
 performance assessment and promotion
 training opportunities
 job prospects
 social security
 occupational safety and health
 termination of employment.
C. Freedom of association
is a fundamental human right proclaimed in the
Universal Declaration of Human Rights .
 Social Dialogue
• Social dialogue is defined by the ILO to include
all types of negotiation, consultation or simply
exchange of information between, or among,
representatives of governments, employers
and workers, on issues of common interest
relating to economic and social policy.
 Social Security
• Philippines Scenario
Social Security System/ Government Service
Insurance System
Philhealth
Universal Health Care
Night Differential
Hazard Pay
• International Scenario
 Medical Care
Sickness Benefit
Unemployment Benefit
Employment Injury Benefit
Old-age Benefit