1.Rights & Wrongs

2. Justice is a basic instinct 3. IMPARTIALITYENFORCEMENTEQUALITYHIGH RESPECT 4. Although religions vary from one to another:remains the SAME 5. * MORALITY is not necessarily based on religion 6. Justice @ WHO Respectful Workplace Informal Mechanisms - Grievance Panel - (discontinued) - Harassment PolicyFirst Instance- Managerial ReviewBoards of Appeal - Regional RBA - HQ HBA- OMBUDSMANILO AT- Other ?2000 -8000100 - 15050 7. for every wrong a remedy for every right a responsibility 8. Prevention againstLegalese Understand how plain language law and practice affects WHO and WHO Staff. Avoid unnecessarily complex language in a legal and business contextCommunicate to WHOLE STAFF: Basic Principles Basic Rights for the staff 9. Basic Staff Rights The ILO core labor standards are: Freedom of association: workers are able to join associations that are independent of government and employer influence The right to collective action: workers may negotiate with employers collectively as opposed to individually The prohibition of forced labor: prevents workers from being forced to work under duress Non-discrimination in employment : equal pay for equal work 10. Know your rights 11. BILL of WHO Staff Members Rights 1. 2. 3.4.Treated fairly and equitably and with respect be provided with a conducive workplace and working conditions have your work objectives (targets, deliverables and timelines) identified, monitored and evaluated within a mutually agreed way put forward your ideas, views and proposals freely that abide with the WHOs Overall Mission and Programme of Work, to get your work done and Organizations goals are achieved.5. associate with fellow Staff Members towards effective employee representation and communication.6. 7.have access to transparent and fair internal justice mechanisms to be provided with benefits for health care insurance, educational and recreational activities for yourself and your family members including: comprehensive health care coverage maternity and paternity leave educational support8.9.A safe and clean workplace that is: noise-free; smoke-free and other carcinogens-free; and in good maintenance and repair with proper sports and recreational activity places and facilities A detailed account of your salary and payments, deductions and how your future entitlements are arranged. 12. Rights to Associate 13. Do you remember 2006 ? 14. Our Mates, Allegiances, LinksUnited we bargain, Divided we beg 15. INFORMATION to Staff: What do I do first? 1.As a first step, every effort should be made to resolve a dispute informally at the working level in your own office. usually quicker and less cumbersome and less stressful than litigation. Familiarize yourself with the rules governing the particular matter you believe has been handled in a manner that violates your rights. Speak to your colleagues, supervisor, Executive Officer, or another manager whom you trust. Contact the Staff Association: They will provide advice on what options you may have in the formal system, or whether your case may be better resolved through informal processes.2.3.If no resolution is found within your office or department, or if you would like confidential advice, contact the Ombudsman and Mediation Services to seek their assistance or possible intervention. First instance appeal: Identify the specific administrative decision that you are objecting to, and when the decision was made, or when you were effectively notified of the decision. This is very important for the timelines, should you decide to proceed with contesting the decision through the HBA 16. HBA Offers a formal venue to review appeals of administrative decisions Provides staff members with a mechanism of appeal Ensures that decisions affecting Staff are taken by the Organization in full knowledge of all relevant facts Complies with the Organizations' rules, regulations, policies and procedures. Provides general recommendations to the Director-General Individual cases on how to improve internal processes and procedures as to avoid future appeals.ISSUES: Members & Alternate solutions Appeals process Backlog - delays Possible mechanisms of resolution Ensure timely handling and follow-up of the case previous HBA cases: precedence ILOAT jurisprudence: direct application ? UNAT ? 17. WHO-HQ Staff Association Scores victory Edward Flaherty & L. Belgharbi In a case which could have far-reaching implications for staff associations of all international organisations, a recent decision by the WHO Headquarters Board of Appeal brought by the former President of the WHO HQ Staff Association confirmed the right of a staff representative to bring an appeal in his representative capacity on behalf of staff association members on a matter of general interest to all staff. The case, Belgharbi v. WHO (HBA Case N. 486) concerned a selection competition that was held at WHO HQ for a director level post. For reasons irrelevant to the final outcome of the case, the post being advertised was a senior position in the WHOs African Regional Office. 18. Action Items - 2014 1. Internal Justice System Review postmortem on RMRP Informal mechanism strengthening2. Promote Healthy-Respectful Workplace3. Issue BILL of RIGHTS for WHO Staff Member 4. Review of Lawyers and Performance5. FICSA/CCISUA Symposium 19. Action Item 1: IJS Review 1. Internal Justice Working Group to focus on: Internal Justice Review TORs + Consultant work TBU, MMRN, JL ( RS) + Management : Steering Group Propose informal mechanisms for : prevention of conflicts Mediation of conflicts (earlier conflict resolution) Make improvement proposals for formal Justice Mechanism swift & timely independent competent effective fair 20. Action item 5: FICSA/CCISUA Symposium Mandated by WHO/HQ October 2012 & resolution by March 2013 General Assembly Budget 50 K + DGs matching funds Focus : Future of ILOAT First Instance Appeals ( HBA RBA ) day 2 day 1 Partners: FICSA /CCSUA WHO, ILO, WIPO Timing: ILO General Assembly End APRIL Early MAY ? (avoid first week - travel ban) Agenda Participants Preparations