Edited by Stephen Tully
Chapter 34: ILO: Code of Practice on Managing Disability in the Workplace, 2002
Commentary: Primarily addressed to employers within the private or public sectors irrespective of size or location, the Code encourages them to adopt positive strategies in managing disability-related issues within the workplace (www.ilo.org/ public/english/employment/skills/disability/download/code.pdf). It is not legally binding and does not supersede national legislation. The Preface observes that the Code ‘outlines best practices which enable employers to utilize the skills and potential of people with disabilities within existing national conditions’. Appendix 1 lists relevant international disability initiatives and Appendix 2 other related ILO Conventions and Recommendations. See also, Declaration on the Rights of Mentally Retarded Persons, UNGA Resolution 2856 (1971); Declaration on the Rights of Disabled Persons, UNGA Resolution 3447 (1975). Although also delineating the responsibilities of competent authorities and workers’ organisations, the extracts below are limited to identifying the roles and responsibilities envisaged for employers and employers’ organisations. 1. General provisions 1.1. The objective of this code is to provide practical guidance on the management of disability issues in the workplace with a view to: (a) ensuring that people with disabilities have equal opportunities in the workplace; (b) improving employment prospects for persons with disabilities by facilitating recruitment, return to work, job retention and opportunities for advancement; (c) promoting a safe, accessible and healthy workplace; (d) assuring that employer costs associated with disability among employees are minimized – including health care and insurance payments, in some instances; (e) maximizing the contribution which workers with disabilities can make to the enterprise. 1.2.3. The code is based on the conviction that employers...
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