Delegation from

The Republic of Tunisia

Represented by
Britney Ngaw, Earl Haig S.S.

Position Paper for the International Labour Organization (ILO)

Topic I: Workers Rights in Less Developed Countries
The workforce in any developing country is not only composed of conventional workers employed in
institutions or infrastructure. In fact, a dominating portion of the workforce is self-employed. These
workers commonly handle domestic or agricultural tasks. With this in mind, inquiries should be made
concerning the usage of labour rights only pertaining to the minority of the workforce.
The Republic of Tunisia strives to acknowledge workers rights through the establishment of a labour
code with regard to employee age, treatment and the physical workspace. Some of the codes objectives
include enabling the freedom to form labour unions, creating safe workplace conditions and assigning
minimum wages. The codes settlements are made certain of during discussion between the General
Union of Tunisian Workers and the employees association.
In spite of the labour code, Tunisians who are employed in informal sectors involving community and
domestic work lead lives plagued with poverty and overall instability. While providing a source of income
to support family, these workers are in denial of rudimentary worker rights entailed by the International
Labour Organization. Abrupt layoffs without compensation, lack of safe working environments and
deprivation of social benefits such as pension or health insurance remain oblivious to these workers. In
cooperation with the Tunisian Association for Management and Social Stability (TAMSS) and Partners
for Democratic Change, the Global Fairness Initiative revealed that workers lacking these basic rights are
uninformed about the legalization of worker status. With the recent revision of minimum wage increases
between the UGTT union and government ministers, rights for legalized workers appear to be following a
comfortable path. In contrast, workers involved in domestic or community work in the developing world
are following a path of unnecessary abnegation.
Conclusively, the lack of proper treatment in informal workplaces could be prevented if workers are
familiarized with the necessary bureaucratic procedures to formalize employment status. Promotion by
the government of formalization would then bring employees of the majority closer to gaining the
deserved worker rights.
Topic II: Outsourcing of Jobs and Workers
Offshore outsourcing involves the exportation of primarily IT-related work to less developed countries
that have a low tolerance for the violation of workers rights. The current stampede towards this business
process is no surprise as companies benefit from minimized expenses and maximized revenue. Shadowed
by benefits, offshore outsourcing commonly involves the violation of labour standards including low
wages and hazardous environments for employees.
In an effort to maintain fair worker rights, the Tunisian Republic has taken previous national action to
preserve globally unanimous labour standards. Stated in the countrys 2014 Constitution (Article 20),
agreements made between the Republic of Tunisia and the foreign country must be approved and ratified
by the Assembly of the Representatives of the People. Once approved, international agreements remain
inferior to that of the constitutions. Therefore, companies wishing to participate in offshore outsourcing
must abide by articles that generally emulate the globally unanimous labour standards. In summary,
Article 40 promises citizens the obtainment of work with fair wages and decent working conditions.

Essentially, the Constitution safeguards employees from injudicious decisions made by foreign businesses
looking to offshore out-source to the Tunisian Republic.
As a popular destination for European firms to initiate operations, the Tunisian Republic is a major asset
in the IT sourcing market due to the abundant supply of well-trained employees at low wages. As highstress levels of IT employees is a problem when offshore outsourcing, the Tunisian Revolution in 2011
(notably ousting longtime President Zine El Abidine Ben Ali) has improved the quality and fairness of the
workplace. Mini revolts are prompted post-revolution with some demanding higher pay for increased
working hours and concurrently, labour unions are formed. With new found freedom of speech and union
formation, offshore outsourcing to the Tunisian Republic now consists of quality jobs with appropriate
working hours and fair wages.
Topic III: Mining in South America and Africa
Mining presents the potential for injury, illness, disease or even death. In comparison, prevalent smallscale and informal mines in developing countries present greater dangers with hazardous work areas in
addition to child labour.
As a leading country for phosphate production, minerals are one of the key exports in the Tunisian
Republic. Following the Tunisian Revolution, the Constitution has presented articles that address the
concerns of the ILO. These include Article 47 which undertakes childrens rights to access healthcare and
education, Article 40 which promises fair wages and safe working conditions and Article 38 which
ensures accessible quality healthcare to all citizens. Moreover, significant changes have occurred in
efforts to eliminate child labour. In 2013, a National Plan of Action to Combat Child Labour was
implemented which gave rise to an increased number of labour inspectors (380 to 490), cash transfers for
households in need, free access to health care and school supplies and national school feeding programs.
In addition, minimum age for work/ hazardous work, compulsory education and prohibition of forced
labour are stated in the Tunisian Republics labour code, penal code and the Child Protection Code.
Considering the majority of employees within mining or an equally hazardous sector are benighted,
continuous enactment of school feeding programs, distribution of cost-free school supplies and cash
transfers are recommended. These actions will decrease dropout rates and encourage school attendance
rather than at perilous workplaces. For those choosing to engage in potentially hazardous work, the
Ministry of Education should attempt to identify children vulnerable to unsafe labour (as of yet, children
living in rural areas being more susceptible) while the Ministry of Social Affairs should collaborate with
the General Union of Tunisian Labour to enforce child labour laws. Enforcement can be carried out
through surveillance of workplaces by inspectors and child protection officers. With the execution of this
recommendation, infractions to the labour laws are easier to report and prosecute.
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