The differences between Convention 66 and 51 of the United Nations International Labour Organization (ILO) are significant. The ILO is a specialized agency of the United Nations (UN) whose mandate is to promote social justice and decent work for all. Convention 66 and 51 are two of the eight core ILO conventions.
Convention 66 (Revised)
Convention 66 (Revised) is also known as the Right to Organize and Collective Bargaining Convention, 1949. It is an international labor law that establishes the right to form and join trade unions, the right to collective bargaining, and the right for workers to participate in or initiate collective bargaining.
The Convention defines collective bargaining as a process of negotiation between the employer and the workers or their representatives in order to determine the terms and conditions of employment. It obliges the employer to negotiate in good faith with the workers’ representatives, to provide them with information, and to refrain from unfair labour practices.
The Convention also requires governments to take all necessary measures to ensure compliance with its provisions, including the establishment of labour inspection services. It is enforced through national legislation, collective agreements, arbitration procedures, and other forms of collective dispute resolution.
Convention 51 (Revised)
Convention 51 (Revised) is also known as the Labour Relations (Public Service) Convention, 1978. It protects the rights of employees in the public sector and is applicable to all public service employees, regardless of their type of employment.
The Convention provides for the freedom of association of public service employees, including the right to form and join trade unions, the right to engage in collective bargaining, and the right of trade unions to carry out activities in support of collective bargaining.
The Convention also affirms the right of public service employees to be represented by trade unions in their negotiations with the employer. It obliges the employer to negotiate with trade unions in good faith and to refrain from unfair labour practices.
The Convention also requires governments to take necessary measures to ensure compliance with its provisions, including the establishment of a system of collective bargaining. It is enforced through national legislation, collective agreements and arbitration procedures.
Key Differences
The key differences between Convention 66 and 51 are listed below:
Convention 66 (Revised) is also known as the Right to Organize and Collective Bargaining Convention, 1949, while Convention 51 (Revised) is also known as the Labour Relations (Public Service) Convention, 1978.
Convention 66 (Revised) applies to all employers and employees, while Convention 51 (Revised) applies to public service employees.
Convention 66 (Revised) obliges the employer to negotiate with the workers’ representatives, while Convention 51 (Revised) obliges the employer to negotiate with trade unions.
Convention 66 (Revised) is enforced through national legislation, collective agreements, arbitration procedures, and other forms of collective dispute resolution, while Convention 51 (Revised) is enforced through national legislation, collective agreements and arbitration procedures.
Conclusion
In conclusion, the differences between Convention 66 and 51 of the ILO are significant. Convention 66 (Revised) applies to all employers and employees and obliges the employer to negotiate with the workers’ representatives, while Convention 51 (Revised) applies to public service employees and obliges the employer to negotiate with trade unions. Both conventions are enforced through different mechanisms but serve the same purpose of protecting the rights of employees at work.