The International Trade Union Confederation (ITUC) in its Statement to the UNFCCC COP 15 articulated its forward agenda linking climate change to its collective bargaining program. What if any is the place of climate change in collective bargaining? Is this the optimum process and vehicle for managing the transition to a low carbon workplace? How does this link to decisions about social protection schemes including elements such as social insurance, income maintenance and job placement services? What is meant by a just transition?
In many businesses emissions targets cannot be met with current work practices or technology. Investment in research and development, purchase of new capital equipment, new or different component suppliers will introduce change across all aspects of the business. The labour and human resource consequences must be managed in a way that addresses the business requirements for suitable labour and good labour relations; with the sensitivity that reflects the appropriate concern and interest in the wellbeing of the people directly employed and are dependent on the enterprise for their livelihoods. Management must consider how they deal with issues or provide the necessary support; such as social protection, employment services, occupational health and safety, informality and poverty reduction, labour standards and rights.
Does climate change bring with it new and different circumstances that need to be reflected in the wages and conditions of employment, or the labour collective agreement? International trade unions have submitted that climate change is a subject for inclusion in collective agreements; they have proposed the formation of worker management committees to monitor workplace emissions conformance. They are seeking a mandate through the international climate change negotiations. Is there a justification? What are the special conditions that require this intervention? Should these issues be dealt with in national jurisdictions, under national law, to be raised by workers with their employers, if they see a need?
Skills of the workforce; Emission intensive inputs will become less accessible or increasingly expensive. New products and services will emerge; old products and services will be adapted or phased out. The next generation of the workforce will therefore use a different set of skills, and will work in occupations where carbon emitting activities are measurable and accountable; where carbon emission is a cost of production, with the unit cost determined by the market.
Business and government must initiate labour market planning, ensuring there is sufficient quantity of labour; with the right skills; productive; and in the sectors and geographical locations where it is needed. It will need programs to upskill or reskill those already in the workforce, and to ensure entry level workers bring with them the right skills for a low carbon workplace.
Climate change brings issues that have consequences across all society, and where action is required and responsibility shared, if we are to meet the challenge.
IPCC (Intergovernmental Panel on Climate Change) Fourth Assessment Report, 2007.
Trade Union Statement to COP 13