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Current Labour in India

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Submitted By jojofo
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http://labourbureau.nic.in/Final_Report_Emp_Unemp_2009_10.pdf
La situation du travail en Inde
(résumé du texte « Current Labour situation in India » effectué par le secrétariat du CESE)

1. La situation actuelle concernant la main d’œuvre dans l’économie indienne
Aperçu historique
Trois périodes distinctes :
1) Période coloniale
2) Période de substitution des importations ou post-coloniale, caractérisée par une forte implication de l’État dans l’économie (protectionnisme, investissements étatiques, sécurité d’emploi, etc.)
3) Période de libéralisation, caractérisée par un retrait de l’État dans l’économie, ainsi qu’une plus grande insécurité, tant pour les travailleurs que pour les capitaux.

Travail et planification économique
Le 10e plan quinquennal (2002-2007) inclut, pour la première fois, un engagement fort afin d’améliorer la croissance et la qualité de l’emploi. Le plan reconnaît aussi le besoin de transformer l’économie actuelle (agricole) en une économie multi-dimentionelle et une société égalitaire.

Apparition du secteur tertiaire
Le secteur tertiaire est en pleine expansion en Inde depuis le milieu des années 1980. Ce secteur est responsable de l’accroissement du PIB et de l’emploi en Inde. Avec seulement 23% des emplois, il contribue pour environ 50% du PIB. Cette tertiarisation de l’économie indienne nécessite de nouvelles qualifications, de nouvelles valeurs face à l’emploi et, dans certains cas, de nouvelles formes d’emploi et d’organisation du travail.

Les secteurs manufacturier et de l’agriculture ne seront pas créateurs d’emploi dans les années à venir. Le secteur des services est plus prometteur en termes de création, mais pas en termes de qualité d’emploi. En effet, les emplois créés sont souvent dans l’économie informelle, où les conditions d’emploi sont pauvres.

Il est impératif d’investir massivement dans l’éducation de base et la qualification de la main d’œuvre afin de contrecarrer les effets de la libéralisation de l’économie.

Main d’œuvre en Inde : structure et composition
La grande majorité de la main d’œuvre indienne ne reçoit pas de revenu régulier (87%). Seulement 7% est dans le secteur formel, et 4% est syndiquée.

Un quart de la population vit sous le seuil de la pauvreté, soit pour cause de chômage ou de sous-emploi.
Les faiblesses majeures de la main d’œuvre indienne sont : faible alphabétisation, peu de formation professionnelle technique, préférence professionnelle pour les emplois non productifs, disparité entre les compétences acquises et celles demandées, pénurie de main d’œuvre qualifiée, faible compétitivité de la main d’œuvre face aux nations développées, ainsi que la rétention de la main d’œuvre.

Le gouvernement doit investir massivement dans l’éducation de base et la formation technique et professionnelle afin de faire en sorte que la main d’œuvre indienne soit mieux adaptée au marché du travail.

Situation syndicale
Il y a actuellement plus d’une douzaine de centrales syndicales en Inde, regroupant environ 50 000 syndicats enregistrés. Les bases de données sur les syndicats posant des problèmes de fiabilité, il est fort possible qu’il existe en Inde plus de 100 000 syndicats.

Le taux de syndicalisation dans les secteurs non-agricoles est très élevé, atteignant 80% dans le secteur public. Le problème principal des syndicats est ici leur rivalité.

La loi nationale prévoit l’enregistrement des syndicats, mais pas leur reconnaissance. Par ailleurs, plusieurs législations des états membres le font. La loi prévoit aussi la participation des travailleurs à la gestion des entreprises, du moins de manière consultative. (pas sûr)

Incidence des conflits de travail
Le nombre et l’importance des grèves et lock-out est en déclin 1991 à aujourd’hui, tout comme dans le reste du monde. De plus, environ 2/3 des jours de travail perdus pour cause de conflit de travail sont dus à des lock-out. Différentes raisons sont énumérées.

On croit que la perte de jours travaillés est due à une éthique du travail pauvre est plus importante que celle due aux conflits de travail. La situation est probablement semblable en ce qui concerne la perte de jours travaillés due aux conditions de sécurités défaillantes dans les industries.

Causes et conséquences des conflits industriels en Inde
Les principales causes des grèves et lock-out sont, par ordre d’importance : salaires, personnel et mises à pied, indiscipline et violence, bonus, ainsi que vacances et heures de travail.

2. Les normes internationales du travail
L’Inde est un bon citoyen international du point de vue de la ratification des traités de l’OIT. Elle souscrit aux 8 principes de base en ce qui concerne les conditions de travail. Elle a ratifié 3 des 8 conventions internationales, et étudie la ratification de la convention sur le travail forcé.

Aussi, l’Inde respecte mieux les droits d’association et de négociation collective que plusieurs autres pays de la région qui ont ratifié ces traités.

L’Inde met en œuvre 14 projets pour l’éradication du travail des enfants dans des industries dangereuses depuis 2002.

L’Inde défend la promotion des normes du travail dans le cadre de l’OIT. Elle refuse catégoriquement, et de manière constante, de voir les questions commerciales liées avec des considérations environnementales ou sociales.

3. Les politiques de réforme du travail en Inde
La politique du travail indienne couvre, depuis plus de 50 ans, moins de 8% de la main d’œuvre.

Six mythes
1. Les réformes concernant le travail sont politiquement risquées, mais nécessaires.
2. Il n’y a pas de consensus politique par rapport aux réformes du travail en Inde. Par ailleurs, la poursuite des politiques actuelles n’est profitable ni aux travailleurs ni aux employeurs, et ne réglera pas les problèmes du marché du travail indien.
3. Il n’est pas bon pour un syndicat d’avoir au pouvoir son propre parti. Du moins, plus maintenant.
4. Le gouvernement indien prend des décisions unilatéralement, et lorsque ce n’est pas le cas, il est prompt à accuser les syndicats, employeurs et autres de ne pas arriver à un consensus.
5. Plusieurs indications laissent croire que l’attention de la politique du travail sera désormais davantage orientée vers le secteur informel.
6. Les réformes des lois du travail auront un impact réel uniquement si des changements en profondeur, incluant rationalisation et simplification, sont menés. Un changement des mentalités est nécessaire.

Inquiétudes principales
Les inquiétudes par rapport au travail couvrent surtout la sécurité et la création d’emploi, la couverture légale du secteur informel, l’amélioration de la qualité de vie, la formation professionnelle et technique, la reconnaissance des syndicats, la participation des travailleurs à la gestion des entreprises, maladies industrielles et bénéfices marginaux.

Changement de paradigme dans l’environnement politique
Les processus divers de la mondialisation amènent la nécessité de la redéfinition du rôle de l’État, non son désengagement.
Caractéristiques nécessaires du rôle et de l’attitude du gouvernement par rapport au travail :
1. La politique du travail doit reposer sur la facilitation et la création de relations harmonieuses, permettant le développement économique et social.
2. La politique du travail doit s’intéresser à la main d’œuvre en entier.
3. Partage d’information, consultation, communication et développement de consensus au sein des entreprises.
4. La politique du travail doit s’étendre au marché informel.
5. L’État doit assurer la promotion des bonnes relations de travail.
6. Les entreprises publiques doivent être autant de modèles de performance.
7. Changement fondamental des mesures d’emploi et de sécurité du revenu.
8. L’État doit assurer un dialogue social plus étendu afin de générer un large consensus social, et une meilleure cohésion sociale. Une réforme du système tripartite est souhaitable.
9. Engagement crédible dans les domaines suivants : travail des femmes et des enfants ; ainsi que le travail rural, forcé et informel.
10. L’État a l’obligation de faire de la justice sociale une partie intégrante de sa stratégie de développement.

Ajustement de la politique du travail à la politique industrielle
L’Inde doit attirer les investissements étrangers, ce qui implique un nouvel ajustement des politiques. La politique du travail doit s’attacher au respect des droits fondamentaux du travail, ainsi qu’à l’investissement dans la formation.

La flexibilité de la main d’œuvre n’est pas l’unique facteur déterminant la venue ou non d’investissements étrangers. En fait, les investisseurs recherchent surtout des règles claires, prévisibles et respectées.

Politiques du travail compétitives au sein des états
Dû à la tendance actuelle à l’accentuation des disparités régionales, les gouvernements des états peuvent considérer les pour et les contres des politiques compétitives du travail, tout en gardant en vue l’attraction d’investissements et la création d’emplois.

Réforme de la loi du travail
Orientations à prendre pour la réforme de la loi du travail : • Réduire le nombre de lois (actuellement 165) et renforcer leur application. • Harmoniser les définitions des termes dans les textes législatifs. • Instaurer un seul salaire minimum, applicable à toutes les professions. • Alléger la loi sur les syndicats afin d’éviter les rivalités. • Rester prudent par rapport à l’instauration du vote secret, compte-tenu des expériences mitigées. • La loi sur les Conflits de travail devrait être rafraîchie en même temps que la loi du travail. • Les dispositifs facilitant les relations de travail devraient être indépendants. • L’attention doit passer de la sécurité d’emploi à la sécurité de revenu. • Mettre en place un fond de développement des habiletés professionnelles et un conseil national tripartite sur les salaires.

Lien entre le Parlement, le système judiciaire et le pouvoir exécutif
Il est important que ces trois instances fonctionnent en harmonie, sans compromettre la poursuite de leurs rôles respectifs.

4. Conclusions
Résumé.

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