Table of Contents

International Documents on Corporate Responsibility

International Documents on Corporate Responsibility

Edited by Stephen Tully

International Documents on Corporate Responsibility includes the principal international, regional and national instruments drafted by intergovernmental organisations or states as well as codes of conduct formulated by industry associations, trade unions and non-governmental organisations. The coverage includes the fields of human rights, international criminal and environmental law, labour standards, international trade, armed conflict, sustainable development, corruption, consumer protection and corporate governance. Each document is accompanied by a brief explanatory commentary outlining the historical origins of the instrument, the principal actors involved, controversial negotiation issues, applicable implementation procedure, and identifies further reference material.

Chapter 31: ILO: Convention No 111 (1958) Concerning Discrimination in Respect of Employment and Occupation (entry into formce 1960)

Edited by Stephen Tully

Subjects: law - academic, company and insolvency law, corporate law and governance

Extract

31. ILO: Convention No 111 (1958) Concerning Discrimination in Respect of Employment and Occupation (entry into force 1960) Commentary: See further, Recommendation No 111 (1958) concerning Discrimination (Employment and Occupation). See also, ILO Convention No 122 (1964, entry into force 1966) & Recommendation No 122 (1964) concerning Employment Policy; ILO Convention No 3 (1919) concerning Maternity Protection as revised by Convention No 103 (1952), No 183 (2000, entry into force 2002) and Recommendation No 191 (2000); ILO Convention No 156 (1981, entry into force 1983) & Recommendation No 165 (1981) concerning Equal Opportunities and Equal Treatment for Men and Women Workers (Workers with Family Responsibilities). Article 1 1. For the purpose of this Convention the term discrimination includes: (a) any distinction, exclusion or preference made on the basis of race, colour, sex, religion, political opinion, national extraction or social origin, which has the effect of nullifying or impairing equality of opportunity or treatment in employment or occupation; (b) such other distinction, exclusion or preference which has the effect of nullifying or impairing equality of opportunity or treatment in employment or occupation as may be determined by the Member concerned after consultation with representative employers’ and workers’ organisations, where such exist, and with other appropriate bodies. 2. 3. Any distinction, exclusion or preference in respect of a particular job based on the inherent requirements thereof shall not be deemed to be discrimination. For the purpose of this Convention the terms employment and occupation include access to vocational training, access to employment and to...

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