Centre for Transformative Regulation of Work (CENTROW)
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The Centre for Transformative Regulation of Work (CENTROW) responds to the challenges and opportunities for decent work that inhere in the digital transformation of work and is involved in community- engaged research on overcoming barriers to decent work in a fast-changing global environment. CENTROWs activities promote the design and implementation of innovative labour laws and regulatory strategies, supporting UN SDG 8 - inclusive and sustainable economic growth, full and productive employment, and decent work for all and the aspirations of Agenda 2063.
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Browsing by Author "Collier, Debbie"
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Item Amendements de la loi sur l’équité en matière d’emploi en Afrique du Sud : à côté de la cible !(Open edition journals, 2023) Collier, DebbieEn mai 2022, le Parlement sud-africain a « donné le feu vert » au Projet d’amendement de la loi sur l’équité en matière d’emploi B14B - 20202. Le Projet d’amendement des dispositions de la loi n°55 de 1998 sur l’équité en matière d’emploi (« EEE ») est actuellement en attente de validation présidentielle. Il est prévu que les modifications entrent en vigueur le 1er septembre 20233. L’EEE fait partie du cadre juridique pour l’élimination des discriminations en Afrique du Sud4, qui s’accompagne d’un engagement constitutionnel en faveur de l’égalité matérielle5. L’EEE comprend des dispositions relatives à la mise en oeuvre de mesures d’actions positives sur le lieu de travail6. Plus précisément, le chapitre III de l’EEE vise à assurer l’égalité de résultat7 par des actions positives destinées à « remédier aux inégalités en matière d’emploi subies par des groupes désignés (...) afin d’assurer leur représentation équitable à tous les niveaux professionnels sur le lieu de travail »8.Item “Climate-proofing” labour law: adapting to increased heat and extreme weather events(University of the Western Cape, 2024) Godfrey, Shane; Collier, DebbieRising temperatures and extreme weather events present challenges for the world of work and the regulation of occupational health and safety (OHS) and increases the need for risk assessment and OHS control and prevention measures. These challenges are an important consideration in climate change adaptation. This report provides a comprehensive overview of the relevant statutory rights, duties and standards, with an emphasis on working hours and OHS measures for the prevention and control of occupational injuries, diseases and illnesses linked to increased temperatures and extreme weather. In addition, social security provisions, including workers’ compensation and income protection, are considered. The report identifies legislative changes already in progress, and proposes an action plan for strengthening OHS protection for workers, with priority given to immediate actionable steps, while identifying longer-term areas for development and incorporation into legislation, regulations, and programmes to address the impact of climate change and promote a just transition. (Other labour law mechanisms for planning and implementing a just transition are addressed in Optimising labour law for a just transition)Item High heels in the workplace – a health hazard or a symbol of femininity? Observations on appearance regulation in Mofokeng v CCMA & Others(Juta & Company, Ltd, 2022) Collier, DebbieFor over thirty years the ILJ has remained the premier South African labour law reporter. This seminal monthly journal covers judgments and awards handed down by the Labour Court, Labour Appeals Court, the CCMA, Bargaining Councils and private arbitration bodies. Also included are labour-related judgments from the Constitutional Court, the Supreme Court of Appeal, the Land Claims Court and the Pension Funds Adjudicator. The ILJ is the only labour series to publish relevant judgments of neighbouring states. Every fourth issue includes insightful and thought-provoking articles and case notes, written by local and international experts.Item Optimising labour law for a just transition(University of the Western Cape, 2024) Collier, Debbie; Godfrey, Shane; Oniga, Vincent; Osiki, AbigailThis report examines the impact of climate change (focusing on the coal-based energy sector as a blueprint for other sectors) and the decent- work connection between climate change law and fundamental principles and rights at work, which are the foundations of labour law. The report considers relevant aspects of labour market regulation – ranging from the provisions of labour law and arrangements for sectoral collective bargaining, to active labour market policies and integrated regulation, such as social and labour plans – that can be optimised for a just transition. Challenges in planning and implementing just-transition processes occur within a regulatory space spanning a range of laws and legal fields and consequently cutting across various ministries and institutions in all spheres of government (national, provincial, and local) and at all levels of labour governance (workplace, sectoral, and national). In this regard, the report engages at a conceptual level with the emerging “JT regulatory framework” for facilitating just-transition processes. It constructs a typology of the following labour law functions and mechanisms that can support just-transition processes at the workplace, sectoral, and local government level: consultation and collective bargaining; restructuring and retrenchments; training and skills development; unemployment insurance and income support; health and safety (see also “Climate-proofing” labour law: Adapting to increased heat and extreme weather events); and emergency and disaster management.Item Remote and hybrid work(ers): Considerations for regulating remote working arrangements and a code of good practice for remote work(University of the Western Cape, 2024) Collier, Debbie; Osiki, AbigailGlobally, the COVID-19 pandemic intensified the focus on remote work and raised the need to evaluate the adequacy of labour legislation and workplace policies in the context of hybrid and remote-work arrangements. Remote work is characterised by the use of digital technology to perform tasks outside of the employer’s premises, often at the employee’s home. While it offers flexibility, inclusivity, and environmental benefits, it presents challenges too, for example in regard to enforcing employment standards, maintaining work-life balance, privacy, health and safety, and avoiding the risk of worker invisibility. Similarly, remote work poses difficulties for performance management and access to the workplace for inspection purposes. Key issues explored in this report include the regulation of working hours, occupational health and safety concerns, and compensation for occupational injuries. The report proposes the development of regulatory mechanisms — regulations and a Code of Good Practice — for remote work to provide certainty to remote workers and safeguard their well-being while balancing this with the interests of employers. The report provides guidance on remote-work policies in the workplace. Additionally, it considers legislative developments on flexible working arrangements that respond to the evolving nature of work in the digital era, promote work-life balance, and support gender equality.Item 'Strategies for decent work and sustainable development in the tobacco sector in Malawi: legal, conceptual, and practical tools for stakeholders' (2023) ILO address project, ILO country office for Malawi(International Labour Organization, 2023) Collier, Debbie; Beukes, RatulaThe International Labour Organization (ILO) is the United Nations agency for the world of work. It sets international labour standards, promotes rights at work and encourages decent employment opportunities, the enhancement of social protection and the strengthening of dialogue on work-related issues. The ILO has a unique structure, bringing together governments, employers’ and workers’ representatives. The ILO has 187 member States and is the oldest UN agency