ILO and the International Labour Standards Setting: A Case of Nigeria Labour Acts

Genty Kabiru Ishola

doi:doi:10.11648/j.jhrm.20130101.13

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ILO and the International Labour Standards Setting: A Case of Nigeria Labour Acts

Genty Kabiru Ishola

Published in Journal of Human Resource Management (Volume 1, Issue 1)

Received: 11 May 2013 Published: 10 June 2013

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Abstract

This study examines how International Labour Organisation set-up a labour conventions and the role Nigeria government play in using these conventions to create National Labour Acts. The idea was critically investigated to measure the effect of such labour standards in Nigeria that adopted the convention, while the weakness on the part of Ministry of Labour, Employment and Productivity was also ascertained in order to ensure proper compliance. The study makes use of secondary information as a means of gathering data while discourse content analysis was used to develop a concluding remarks on the subject matter. It was revealed from the study that the convention enforcements are weak, if not totally non-existence. Thus, the supervisory bodies of ILO must work tirelessly to ensure vivid implementation of ratified conventions, failure to comply by the member states should called for stiff penalty.

Published in	Journal of Human Resource Management (Volume 1, Issue 1)
DOI	10.11648/j.jhrm.20130101.13
Page(s)	15-20
Creative Commons	This is an Open Access article, distributed under the terms of the Creative Commons Attribution 4.0 International License (http://creativecommons.org/licenses/by/4.0/), which permits unrestricted use, distribution and reproduction in any medium or format, provided the original work is properly cited.
Copyright	Copyright © The Author(s), 2013. Published by Science Publishing Group

Keywords

Labour Standard, Nigeria, ILO, Labour Acts and Conventions

References

[1]	Aturu, B (2008): ILO to battle HIV/AIDS in place of work. Guardian Newspaper, Tuesday August 15th.
[2]	Deakin, S & Morris, G.S (1995): Labour Law. Butterworth’s London, 594-598.
[3]	Eniaiyejuni, B. O (2005): Management of Industrial Relations in Nigeria. Concept Publication, Lagos-Nigeria.
[4]	Fajana, S (1998): International Labour Standards and Occupational Health and Safety; an unpublished Seminar paper delivered at a SESCAN programme.
[5]	Fajana, S (2011): Vice Chancellor bewails poor labour standards in Nigeria. Vanguard Newspaper, Wednesday August 8th.
[6]	Federal Republic Of Nigeria Constitution 1999.
[7]	ILO Conference Report (2003): Working out of poverty, 91st session of the international Labour conference.
[8]	ILO Convention 87 of 1948, Article 2.
[9]	ILO Report (2004): A fair Globalisation- creating opportunities for all. Report of the world commission on social Dimension of Globalisation, Geneva publication.
[10]	Mbah, S.E & Ikemefuna, C.O (2011): Core conventions of the International Labour Organisation (ILO): Implications for Nigeria Labour Laws. International Journal of Business Administration, Vol 2 nos 2 p 1-8.
[11]	Nigeria Labour Congress Policy Document 2010.
[12]	Otuturu, G.G (2009): Freedom of Associations and Trade Unions membership in Nigeria. Nigerian Journal of Labour Laws & Industrial Relations; Labour Laws Review vol 3 No 19 p 63-72.
[13]	Omokhodion, F (2012): Occupational Health and Safety in Nigeria. Oxford Journal of Occupational Medicine, vol 59 issue 3 p 201.
[14]	Somavia, J (2011): Working for social Justice is our assessment of the past and our mandate for the future. International Labour Organisation.
[15]	www.ilo.org/global.com.

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Genty Kabiru Ishola. (2013). ILO and the International Labour Standards Setting: A Case of Nigeria Labour Acts. Journal of Human Resource Management, 1(1), 15-20. https://doi.org/10.11648/j.jhrm.20130101.13

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ACS Style

Genty Kabiru Ishola. ILO and the International Labour Standards Setting: A Case of Nigeria Labour Acts. J. Hum. Resour. Manag. 2013, 1(1), 15-20. doi: 10.11648/j.jhrm.20130101.13

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AMA Style

Genty Kabiru Ishola. ILO and the International Labour Standards Setting: A Case of Nigeria Labour Acts. J Hum Resour Manag. 2013;1(1):15-20. doi: 10.11648/j.jhrm.20130101.13

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@article{10.11648/j.jhrm.20130101.13,
  author = {Genty Kabiru Ishola},
  title = {ILO and the International Labour Standards Setting: A Case of Nigeria Labour Acts},
  journal = {Journal of Human Resource Management},
  volume = {1},
  number = {1},
  pages = {15-20},
  doi = {10.11648/j.jhrm.20130101.13},
  url = {https://doi.org/10.11648/j.jhrm.20130101.13},
  eprint = {https://article.sciencepublishinggroup.com/pdf/10.11648.j.jhrm.20130101.13},
  abstract = {This study examines how International Labour Organisation set-up a labour conventions and the role Nigeria government play in using these conventions to create National Labour Acts. The idea was critically investigated to measure the effect of such labour standards in Nigeria that adopted the convention, while the weakness on the part of Ministry of Labour, Employment and Productivity was also ascertained in order to ensure proper compliance. The study makes use of secondary information as a means of gathering data while discourse content analysis was used to develop a concluding remarks on the subject matter. It was revealed from the study that the convention enforcements are weak, if not totally non-existence. Thus, the supervisory bodies of ILO must work tirelessly to ensure vivid implementation of ratified conventions, failure to comply by the member states should called for stiff penalty.},
 year = {2013}
}

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TY  - JOUR
T1  - ILO and the International Labour Standards Setting: A Case of Nigeria Labour Acts
AU  - Genty Kabiru Ishola
Y1  - 2013/06/10
PY  - 2013
N1  - https://doi.org/10.11648/j.jhrm.20130101.13
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AB  - This study examines how International Labour Organisation set-up a labour conventions and the role Nigeria government play in using these conventions to create National Labour Acts. The idea was critically investigated to measure the effect of such labour standards in Nigeria that adopted the convention, while the weakness on the part of Ministry of Labour, Employment and Productivity was also ascertained in order to ensure proper compliance. The study makes use of secondary information as a means of gathering data while discourse content analysis was used to develop a concluding remarks on the subject matter. It was revealed from the study that the convention enforcements are weak, if not totally non-existence. Thus, the supervisory bodies of ILO must work tirelessly to ensure vivid implementation of ratified conventions, failure to comply by the member states should called for stiff penalty.
VL  - 1
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Author Information

Genty Kabiru Ishola

Department of Industrial Relations & Public Administration, Faculty of Management Sciences, Lagos State University, Ojo-Lagos, Nigeria

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APA Style

Genty Kabiru Ishola. (2013). ILO and the International Labour Standards Setting: A Case of Nigeria Labour Acts. Journal of Human Resource Management, 1(1), 15-20. https://doi.org/10.11648/j.jhrm.20130101.13

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ACS Style

Genty Kabiru Ishola. ILO and the International Labour Standards Setting: A Case of Nigeria Labour Acts. J. Hum. Resour. Manag. 2013, 1(1), 15-20. doi: 10.11648/j.jhrm.20130101.13

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AMA Style

Genty Kabiru Ishola. ILO and the International Labour Standards Setting: A Case of Nigeria Labour Acts. J Hum Resour Manag. 2013;1(1):15-20. doi: 10.11648/j.jhrm.20130101.13

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@article{10.11648/j.jhrm.20130101.13,
  author = {Genty Kabiru Ishola},
  title = {ILO and the International Labour Standards Setting: A Case of Nigeria Labour Acts},
  journal = {Journal of Human Resource Management},
  volume = {1},
  number = {1},
  pages = {15-20},
  doi = {10.11648/j.jhrm.20130101.13},
  url = {https://doi.org/10.11648/j.jhrm.20130101.13},
  eprint = {https://article.sciencepublishinggroup.com/pdf/10.11648.j.jhrm.20130101.13},
  abstract = {This study examines how International Labour Organisation set-up a labour conventions and the role Nigeria government play in using these conventions to create National Labour Acts. The idea was critically investigated to measure the effect of such labour standards in Nigeria that adopted the convention, while the weakness on the part of Ministry of Labour, Employment and Productivity was also ascertained in order to ensure proper compliance. The study makes use of secondary information as a means of gathering data while discourse content analysis was used to develop a concluding remarks on the subject matter. It was revealed from the study that the convention enforcements are weak, if not totally non-existence. Thus, the supervisory bodies of ILO must work tirelessly to ensure vivid implementation of ratified conventions, failure to comply by the member states should called for stiff penalty.},
 year = {2013}
}

Copy | Download

TY  - JOUR
T1  - ILO and the International Labour Standards Setting: A Case of Nigeria Labour Acts
AU  - Genty Kabiru Ishola
Y1  - 2013/06/10
PY  - 2013
N1  - https://doi.org/10.11648/j.jhrm.20130101.13
DO  - 10.11648/j.jhrm.20130101.13
T2  - Journal of Human Resource Management
JF  - Journal of Human Resource Management
JO  - Journal of Human Resource Management
SP  - 15
EP  - 20
PB  - Science Publishing Group
SN  - 2331-0715
UR  - https://doi.org/10.11648/j.jhrm.20130101.13
AB  - This study examines how International Labour Organisation set-up a labour conventions and the role Nigeria government play in using these conventions to create National Labour Acts. The idea was critically investigated to measure the effect of such labour standards in Nigeria that adopted the convention, while the weakness on the part of Ministry of Labour, Employment and Productivity was also ascertained in order to ensure proper compliance. The study makes use of secondary information as a means of gathering data while discourse content analysis was used to develop a concluding remarks on the subject matter. It was revealed from the study that the convention enforcements are weak, if not totally non-existence. Thus, the supervisory bodies of ILO must work tirelessly to ensure vivid implementation of ratified conventions, failure to comply by the member states should called for stiff penalty.
VL  - 1
IS  - 1
ER  -

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