Educação: Resposta certa contra o Trabalho Infantil
Desafios e ações imediatas para um Plano Estadual
Planos Planos Nacional, Estadual e MunicipalNacional, Estadual e Municipal
(C138 e C182 da OIT)(C138 e C182 da OIT)Qual o problemaQual o problemaPorque intervir, Porque intervir,
Para que intervir, Para que intervir, O que fazer, O que fazer,
Como intervir, Como intervir, Quando intervir, Quando intervir,
QuemQuem
ESTRUTURA DE UM PLANO
Minimamente, um plano (como o de prevenção e erradicação do trabalho infantil e proteção do adolescente trabalhador) precisa conter alguns elementos básicos, no seu desenvolvimento:
– A. diagnóstico situacional– B. definição de objetivos– C. dimensões estratégicas– D. mapa de operacionalização: metas, ações, atividades,
indicadores, responsáveis e cronograma;– E. gestão: recursos humanos, materiais e financeiros– F. monitoramento e avaliação.
Qual é o problema central Diferenciar entre a manifestação e o
problema
Quais são as suas causas E os motivos das causas
Quais são as suas conseqüências E os efeitos das conseqüências
A. diagnóstico situacional
Modelo explicativo com variáveis instrumentais do Ministério do Desenvolvimento Social
Não-freqüência à Escola
TrabalhoInfantil
Renda familiar per capita
Anos de estudo da mãe
Localização Urbano/Rural
Crianças de famílias com renda per capita de até ½ SM, têm 2,3 vezes mais chances de não freqüentar a escola, e 1,7 vezes mais chances de trabalho infantil.
Crianças moradoras de áreas rurais, têm 2,1 vezes mais chances de não freqüentar a escola, e 5 vezes mais chances de trabalho infantil.
Crianças cuja mãe possui menos de 4 anos de estudo, têm 2,3 vezes mais chances de não freqüentar a escola, e 2,3 vezes mais chances de trabalho infantil.
I. A qual situação chegar para resolver o problema?
II. Objetivo de desenvolvimentoI. Longo prazo
III. Objetivo especificoI. Médio prazo
IV. Resultados I. Prazo imediato
B. definição de objetivos
Diferenciar as causasconjunturais (para desenvolver programas)estruturais (para desenvolver planos)
• Conhecimento
• Legislação
• Comunicação
• Fortalecimento Institucional
• Ações integradas de proteção integral
Satisfazer os motivos das causasEliminar as causas
Minimizar as conseqüências Eliminar os efeitos
C. dimensões estratégicas
A forma de resolver o problema implica:
ILO
1. Fundamental rights at the core of the ILO mandate . The rights of freedom of association and to bargain collectively are rooted in the ILO Constitution and the Declaration of Philadelphia annexed to the ILO Constitution. Their core value has been reaffirmed by the international community, notably at the 1995 World Summit on Social Development in Copenhagen and in the 1998 ILO Declaration on Fundamental Principles and Rights at Work. Para.112. Interdependent rights. Collective bargaining, as a way for workers and employers to reach agreement on issues affecting the world of work, is inextricably linked to freedom of association. The right of workers and employers to establish their independent organizations is the basic prerequisite for collective bargaining and social dialogue. Para 153. Powerful tools to face current challenges. The continuing importance of collective bargaining in the twenty-first century derives from its potential as a powerful tool for engagement between employers’ and workers’ organizations to address economic and social concerns. It can strengthen weak voices and reduce poverty and social disadvantage. This can be done by applying collective bargaining to the needs of the parties and promoting voluntary agreements that sustain the well-being of individuals and enterprises. para 13.4. Conducive environment as a prerequisite for the exercise of the rights to freedom of association and collective bargaining. A legislative framework providing the necessary protections and guarantees, institutions to facilitate collective bargaining and address possible conflicts, efficient labour administrations and, very importantly, strong and effective workers’ and employers’ organizations, are the main elements of a conducive environment. para 16
• Tempos• Instrumentos• Modos de fortalecimento ou de reorientação da gestão
F. monitoramento e avaliação.
ILO
1. Civil liberties and fundamental labour rights. The exercise of freedom of association and collective bargaining is dependent on the maintenance of fundamental civil liberties, in particular, the right to freedom and security of the person, freedom of opinion and expression, freedom of assembly, the right to a fair trial by an independent and impartial tribunal and protection of the property of trade unions and employers’ organizations. para. 342. Decrease on civil liberties allegations. The trend previously depicted in 2004, in Organizing for social justice, of a decrease in allegations concerning the denial of civil liberties, is generally confirmed by the latest data. Allegations made to the CFA on the restriction of civil liberties accounted for one-third of complaints in the period 1995–2000, but progressively decreased to 10 per cent of all allegations for the period 2000–03 and stood at 13 per cent for the period 2004–07. para. 303. Persistent cases of serious violations. Although complaints concerning violations of such fundamental rights have decreased in recent years, the fact remains that serious violations of civil liberties continue to take place in different parts of the world. From 2004 to June 2007, the CFA addressed violations of civil liberties notably in Cambodia, China, Colombia, Djibouti, Eritrea, Guatemala, Haiti, Indonesia, Islamic Republic of Iran, Myanmar, Nepal, Philippines, Republic of Korea, Bolivarian Republic of Venezuela and Zimbabwe. para 34-354. Impunity and civil liberties. Closely linked with violations of civil liberties are delays in the administration of justice, which sometimes reinforce a climate of impunity, violence and insecurity. This highlights the need to ensure due process. Para. 355. Progress on the right to establish and join workers' and employers' organizations. Progress has been achieved in removing restrictions for the establishment of workers’ and employer’s organizations, especially in a number of countries belonging to the Gulf Cooperation Council, to the benefit of emerging forms of workers’ representation.
Ações imediatas para a elaboração do Plano
Estratégias de Mobilização no PPA Municipal 2009
Elaboração de plataforma de mobilizaçãoEducação
Tempo IntegralEducação Integral,
contextualizada e atrativaSubsidiaria (ações sócio educativas)
Definição de metas e prazos e orçamento
Prefeitos EleitosVereadores Eleitos
ILO
Developments in trade union pluralism. The single most remarkable area of progress over the last 15 years has been the ending of state-sponsored and state-controlled trade union monopolies in large parts of the world. Ethiopia, Mauritania, Republic of Moldova and United Republic of Tanzania are among the latest additions to the list of countries that have amended their legislation to allow trade union pluralism. Nigeria also repealed provisions requiring all registered trade unions to be affiliated to the central labour organization. In Bahrain, where the existence of trade unions in the private sector was authorized in 2002, a draft amendment to the Trade Union Act – currently before Parliament – aims to allow workers to establish more than one union per enterprise. para 37.2. Elimination of excessive requirements for the establishment of organizations. Among the progresses that have been noted, it is relevant to mention the lifting of provisions requiring excessively high thresholds for the establishment of employers’ and workers’ organizations in Peru, Portugal and Uganda. Moreover, pursuant to the examination of the relevant complaints by the CFA, registration of employers’ organizations was finally carried out in Bosnia and Herzegovina and The former Yugoslav Republic of Macedonia. para. 40
