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PROGRESS IN THE IMPLEMENTATION OF A FLEXIBLE WORKPLACE AT UNITED NATIONS HEADQUARTERS :43RD REPORT OF THE ADVISORY COMMITTEE ON ADMINISTRATIVE AND BUDGETARY QUESTIONS ON THE PROPOSED PROGRAMME BUDGET FOR 2021
PROGRESS IN THE IMPLEMENTATION OF A FLEXIBLE WORKPLACE AT UNITED NATIONS HEADQUARTERS :43RD REPORT OF THE ADVISORY COMMITTEE ON ADMINISTRATIVE AND BUDGETARY QUESTIONS ON THE PROPOSED PROGRAMME BUDGET FOR 2021
لغة:العربية
نتيجة: 1240769.3 - https://daccess-ods.un.org/acc...t?open&DS=A/75/7/ADD.42&Lang=A
مصدر البيانات: ods
PROMOTION AND PROTECTION OF ALL HUMAN RIGHTS, CIVIL, POLITICAL, ECONOMIC, SOCIAL AND CULTURAL RIGHTS, INCLUDING THE RIGHT TO DEVELOPMENT :WRITTEN SUBMISSION BY THE GREAT BRITAIN: EQUALITY AND HUMAN RIGHTS COMMISSION : NOTE / BY THE SECRETARIAT
Research has revealed worrying levels of workplace pregnancy and maternity discrimination in Great Britain. (...) And one in nine reported that they were either dismissed; made compulsorily redundant, where others in their workplace were not; or treated so poorly they felt they had to leave their job. (...) Evidence suggests that the introduction of employment tribunal fees in Great Britain, alongside reforms to legal aid in England and Wales, may have had the effect of unduly restricting‫women’s‫access‫to.‫justice3456 We call on the UK Government to mitigate any indirectly discriminatory effect these changes‫have‫had‫on‫women’s‫access‫to‫and‫to‫recognise‫the‫multiple‫barriers‫that,‫justice‫ pregnant women and new mothers face in seeking legal redress following workplace discrimination7. We therefore recommend that the UK Government considers increasing the time limit from three to six months for bringing an Employment Tribunal claim involving pregnancy and maternity discrimination.
لغة:العربية
نتيجة: 1143085.7 - https://daccess-ods.un.org/acc...t?open&DS=A/HRC/32/NI/3&Lang=A
مصدر البيانات: ods
Kivimäki M, Virtanen M, Vartia M, Elovainio M, Vahtera J, Keltikangas-Järvinen L. Workplace bullying and the risk of cardiovascular disease and depression. (...) European working conditions survey: violence, harassment and discrimination in the workplace. Dublin: European Foundation for the Improvement of Living and Working Conditions; 2005. (...) Bullying and emotional abuse in the workplace: international perspectives in research and practice , 1st edition.
لغة:العربية
نتيجة: 1123498.4 - https://www.who.int/bulletin/volumes/88/6/10-077123/ar/
مصدر البيانات: un
CONTRIBUTION OF THE INTERNATIONAL LABOUR ORGANIZATION : DURBAN REVIEW CONFERENCE, PREPARATORY COMMITTEE, 3RD SUBSTANTIVE SESSION : NOTE / BY THE SECRETARY-GENERAL
The CEACR has systematically pointed out that practical measures are needed, including at the workplace, to ensure that legislative provisions and policies on equality are widely known and understood. (...) It also examined trends in institutional and policy responses since 2003, including the use of procurement policies, active labour market policies and workplace policies. Major recommendations of the 2007 Global Report related to the need to mainstream non-discrimination in the ILO’s Decent Work Country Programmes (DWCP), the need for better laws and better enforcement, supplemented by effective non-regulatory initiatives, and the need to equip social partners better to enable them to make equality a reality at the workplace. (...) A new ILO web site offers knowledge, tools and practical guidance to prevent ethnic discrimination and facilitate integration in the context of migration, focusing on action at the workplace. It is intended to be a resource particularly for employers’ and workers’ organizations.
لغة:العربية
نتيجة: 1120273.2 - daccess-ods.un.org/acce...en&DS=A/CONF.211/PC.4/9&Lang=A
مصدر البيانات: ods
REPORT OF THE WORKING GROUP ON THE ISSUE OF HUMAN RIGHTS AND TRANSNATIONAL CORPORATIONS AND OTHER BUSINESS ENTERPRISES ON ITS VISIT TO THE REPUBLIC OF KOREA : NOTE / BY THE SECRETARIAT
The Working Group heard about a surge in workplace-related fatalities, e.g. 3 in 2015 compared to 10 in 2016, according to the Government, or 14, according to the Hyundai Heavy Industries Workplace Injury Network.21 26. (...) For some companies a major reason for subcontracting was to outsource risk, for instance, stemming from poor workplace safety. Some companies __________ 23 See www.oecd.org/officialdocuments/publicdisplaydocumentpdf/? (...) Health and safety in the workplace was said by government representatives49 to have been a problem in relation to large companies and increasingly also to small and medium- sized ones.
لغة:العربية
نتيجة: 1104182.3 - https://daccess-ods.un.org/acc...en&DS=A/HRC/35/32/ADD.1&Lang=A
مصدر البيانات: ods
VISIT TO MONGOLIA :REPORT OF THE SPECIAL RAPPORTEUR ON VIOLENCE AGAINST WOMEN, ITS CAUSES AND CONSEQUENCES, REEM ALSALEM
The law on gender equality of 2011 provides a broad framework prohibiting gender- based discrimination, establishing special measures to promote equality and prohibiting non- discrimination in a broad range of spheres, such as political life, the workplace, education, culture, health care and family life. (...) A/HRC/50/26/Add.1 5 GE.22-05824 particular, she welcomes the explicit recognition that such harassment may also take place outside the workplace, including online, and the provisions ensuring equal pay for men and women. (...) Additionally, the Government has concentrated almost the entirety of its efforts and resources on addressing domestic violence, which has led to important challenges regarding other manifestations of gender-based violence, such as workplace harassment, online violence against women and violence against women in politics. 30.
لغة:العربية
نتيجة: 1065028 - https://daccess-ods.un.org/acc...en&DS=A/HRC/50/26/ADD.1&Lang=A
مصدر البيانات: ods
REPORT OF THE SPECIAL REPRESENTATIVE OF THE SECRETARY-GENERAL ON THE ISSUE OF HUMAN RIGHTS AND TRANSNATIONAL CORPORATIONS AND OTHER BUSINESS ENTERPRISES : ADDENDUM
Most companies make firm commitments to nondiscrimination in the workplace. Statements are made in absolute terms, using language like, “does not discriminate,” “employees are not subjected to discrimination”, and “will not [permit] or [tolerate].” (...) The committees monitor workplace conditions and routinely receive itemized reports on risks, including psychological and social risks. (...) In addition, policies that prohibit physical and/or mental harassment in the workplace were coded as support for both the right to life, liberty, and security of the person as well as the freedom from torture and cruel, inhuman, or degrading treatment.
لغة:العربية
نتيجة: 1052132.8 - daccess-ods.un.org/acce...pen&DS=A/HRC/4/35/ADD.4&Lang=A
مصدر البيانات: ods
REPORT OF THE SPECIAL RAPPORTEUR ON THE IMPLICATIONS FOR HUMAN RIGHTS OF THE ENVIRONMENTALLY SOUND MANAGEMENT AND DISPOSAL OF HAZARDOUS SUBSTANCES AND WASTES ON HIS MISSION TO THE REPUBLIC OF KOREA : NOTE / BY THE SECRETARIAT
Workers in the Republic of Korea have the right to a healthy workplace. The right to health, stipulated in article 12 of the International Covenant on Economic, Social and Cultural Rights, extends to “underlying determinants of health”, including healthy occupational and environmental conditions.35 Additionally, preventing occupational accidents and disease is a fundamental aspect of the right to just and favourable conditions of work and closely related to the right to the highest attainable level of physical and mental health (art. 12 (2) (b) and (c) of the Covenant). (...) Former workers explained that they would still smell fumes from the workplace long after returning home. Neither the former workers nor the family members of the deceased could name the substances they had used in the workplace. (...) In addition to the lack of transparency about hazardous substances used or released in the workplace, critical information about alleged victims was not disclosed by the Government, businesses or civil society to the Special Rapporteur.
لغة:العربية
نتيجة: 1007219.3 - https://daccess-ods.un.org/acc...en&DS=A/HRC/33/41/ADD.1&Lang=A
مصدر البيانات: ods
VISIT TO SRI LANKA :REPORT OF THE SPECIAL RAPPORTEUR ON CONTEMPORARY FORMS OF SLAVERY, INCLUDING ITS CAUSES AND CONSEQUENCES, TOMOYA OBOKATA
For instance, the Workmen’s Compensation Ordinance, of 1935, is being amended to increase compensation for workplace accidents from SL Rs 550,000 to SL Rs 2 million. (...) Health issues resulting from long working hours and exploitative working conditions, such as muscle pains and workplace injuries, were confirmed by a large number of interlocutors, including workers themselves. (...) Many women who worked as domestic workers in various destination countries reported instances of abuse and exploitation in the workplace, ranging from the withholding of identity documents and wages, to long working hours and physical, verbal and/or sexual abuse.
لغة:العربية
نتيجة: 999530.8 - https://daccess-ods.un.org/acc...en&DS=A/HRC/51/26/ADD.1&Lang=A
مصدر البيانات: ods
REPORT OF THE SPECIAL RAPPORTEUR ON VIOLENCE AGAINST WOMEN, ITS CAUSES AND CONSEQUENCES, RASHIDA MANJOO :ADDENDUM
Violence and harassment at the workplace..................................................... 30–35 9 F. (...) Deeply rooted patriarchal attitudes and the pervasiveness of a machista culture that reinforces stereotypes about the roles and responsibilities of women and men in the family, the workplace and society constitute serious obstacles to women’s rights, in particular their right to be free from all forms of violence. (...) Despite the lack of comprehensive statistics, sexual harassment at school and at the workplace, be it in private or public institutions, has become progressively acknowledged as a pervasive manifestation of violence.
لغة:العربية
نتيجة: 999530.8 - https://daccess-ods.un.org/acc...en&DS=A/HRC/17/26/ADD.2&Lang=A
مصدر البيانات: ods