One of the most important areas of activity of the Federation of Trade Unions of Kyrgyzstan (FTUK) is the protection of the social and labor rights of union members and the provision of legal assistance to workers. In modern market conditions, workers often face illegal dismissals, non-payment of wages, and non-compliance with the norms of the Labor Code of the Kyrgyz Republic.
In accordance with the National Development Strategy of the Kyrgyz Republic for 2018–2040 and the National Development Program of the Kyrgyz Republic until 2026, FTUK participates in the implementation of various areas of the state’s social and legal policy. The country is expected to create a flexible model of labor relations that actively utilizes tripartite social partnership.
Social partnership is defined as the interaction among government bodies, employer associations, and trade unions in determining and implementing an agreed socio-economic policy and labor relations policy, as well as the bilateral relations between employers and trade unions, in which the state sets the parameters of interaction.
SOCIAL PARTNERSHIP SYSTEM IN KYRGYZSTAN
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Within the framework of the social partnership system, FTUK representatives have participated in developing and reviewing draft legislative and other normative legal acts that influence the formation of socio-economic policy, the labor market and employment, conditions and remuneration, as well as professional education and training.
In order to implement the General Agreement for 2022–2024, FTUK is working on preparing a draft law for the ratification of ILO Convention No. 183 “Maternity Protection”. Additionally, work is underway on preparing legislative acts for the ratification of the following ILO Conventions:
- 132 “Paid Vacations”,
- 135 “On the Protection of the Rights of Workers’ Representatives at Enterprises and the Opportunities Provided to Them”,
- 173 “On the Protection of Workers’ Claims in the Event of an Employer’s Insolvency.”
Annually, FTUK, in collaboration with its member organizations, conducts a collective bargaining campaign for the conclusion (or re-conclusion) of collective agreements in organizations (institutions, enterprises). A collective agreement, taking into account the economic capabilities of the organization, may include additional social and labor benefits and guarantees beyond the norms and provisions established by labor legislation (such as additional vacations, allowances to the official salary, early retirement, improvements in housing and living conditions, free or partially paid meals for workers, and other benefits and compensations). The significance of collective agreements increases each year, as many issues regarding the protection of labor rights and the socio-economic interests of workers are resolved through the interaction between workers and employers.
Trade unions, guided by the principles of social partnership—such as respect, consideration of the interests of negotiating parties, and the freedom to select issues—consistently defend the interests of workers using the following approaches:
- Issuing directives to organizational leaders to eliminate violations of labor legislation;
- Sending written clarifications to organizational leaders;
- Involving union workers in court proceedings.