Source document: https://docs-lawep.s3.us-east-2.amazonaws.com/1694826777797.pdf (Fiji)
Ministry of Employment, Productivity and Industrial Relations Annual Report 2016 Parliamentary Paper No.
55 of 2018 2 3 4 5-7 8 10 10-11 11-14 14-15 15-16 16 16-20 20 21-40 Contents About Us Permanent Secretary‟s Statement Our Structure Our Boards Key Highlights Results Employment and the Labour Market Labour Standards & Compliance Targeted OHS Service Mediation Policy & Legal Service Workers‟ Compensation Service Employment Creation Service Productivity Financial Statements Page 1 of 41 About Us Our Vision: Decent Employment and Productivity for All Our Mission: Promote Employment Creation, ensuring social justice, good faith employment relations, safe and productivity driven workplaces Our Values: Spiritual Renewal - Engaging in personal “spiritual renewal” on a daily basis in accordance with one‟s belief to renew one‟s spiritual values and character.
Inclusiveness - Treating everyone in an equitable and non-discriminatory manner.

Honesty - Being honest and doing the right thing for all our stakeholders; being transparent.

Accountability - Being answerable and having the courage and honesty to take ownership of our actions.

Responsiveness - Always striving to ensure that all our customers are served efficiently, effectively and economically.

Innovation - Continuously developing and improving our services and products through creativity.
Team Work - Supportive of others efforts, loyal to one another personally, professionally and ethically.
------------------------------------------------------------------------------------------------------------------- ---------------- Our Role: The core responsibility of the Ministry of Employment, Productivity and Industrial Relations (MEPIR) is to pursue the attainment of Decent Employment standards through the promotion of employment opportunities, development of healthy workers, the provision of healthy and safe working environment, fair employment conditions, good faith employment relations and productive workplaces.
These responsibilities are achieved by focusing on developing a modern, structured and enabling policy environment supported by sound labour laws, policies, institutions, international best practices and values, underpinned by tripartite social dialogue and self-regulation.

Page 2 of 41 Permanent Secretary’s Statement This Annual Report covers only the first half of 2016 (January to June).

Year 2016 is historic for the Ministry as well as the whole of Government.
It marked the change of Government‟s Financial Year the traditional January to December to January to July.

from towards Changes were also undertaken Government‟s Planning Cycle as well as the strategic the Annual Corporate Plans and the budget, and moving resource and towards utilization.

linking closely effective efficient focus, The change in the Financial year also saw the start in key public sector reforms undertaken by Government.
New changes include the introduction of the Open Merit Recruitment System (OMRS) across Government Ministries the as Performance Management System (PMS).

as well Internally, the strategic direction of the Ministry focused on the review and specific amendments to the key employment labour legislations to the accommodate new developments and Government‟s overall strategic interests.
Other policy changes include the expansion of membership of the Employment Relations Advisory Board (ERAB) beyond the majority representation stakeholder representation.

to accommodate more The impact of climate change was experienced in February, when Fiji was hit by Tropical Cyclone Winston, a Category 5 cyclone.

Cyclone Winston was the strongest ever cyclone to hit our side of the world.

Damages done by Winston were devastating where lives and properties were lost.
The Ministry re-focused the priority towards overseas seasonal employment opportunities in New Zealand and Australia towards the isolated rural communities, as well as those severely hit by Tropical Cyclone Winston.

I commend with much appreciation the active social dialogue and the stakeholder contribution towards maintaining peace and stability in our labour market.
Salaseini Daunabuna Permanent Secretary for Employment, Productivity & Industrial Relations Page 3 of 41 Our Structure MINISTER PERMANENT SECRETARY DEPUTY SECRETARY SBU 1 SBU 2 SBU 3 SBU 4 SBU 5 Labour Standards Service  Labour Compliance Unit  Child Labour Unit  Complaints Resolution Productivity & Wages Service  Employment Relations Advisory Board Secretariat Unit  Wages Unit  Productivity Unit  Asian Productivity Organisation (APO) National Employment Centre  Formal Employment Service  Fiji Volunteer Service  Foreign Employment Service  Self-Employment Service Policy & Legal Service / Registrar of Trade Unions / Registrar of Industrial Associations  Prosecution  International Labour Organisation (ILO) Matters  Regional Cooperation  Registrar of Trade Unions / Industrial Associations Corporate Service  Accounts  Human Resource  Media & Information  Training Unit  Employment Relations Unit SBU 6 SBU 7 SBU 8 SBU 9 Information Technology Service Mediation Service National Occupational Health and Safety Service  Training, Accreditation, Chemical and Hygiene  Risk Engineering and Capital Projects  Field Operations Workers Compensation Service  Workers Compensation Unit  Occupational Medicine Unit  National Occupational Health and Safety Advisory Board (NOHSAB Secretariat) Page 4 of 41 Our Boards together government, employers, workers and The Ministry aims to ensure that it serves the needs of working women and men through tripartism by bringing to establish labour/employment laws, policies, codes of practices and programmes.
Its tripartite structure makes the Ministry unique because employers‟ and workers‟ organizations have an equal voice with government in all its deliberations.

independent representatives The Ministry encourages tripartism in all its Boards to promote social dialogue.

Achieving fair terms of employment, decent working conditions, productivity, and social security cannot be achieved without the active involvement of workers, employers, governments, including a broad-based effort by all stakeholders.
To encourage such partnership and ownership approach, one of the strategic objectives of the Ministry is to strengthen social dialogue among the tripartite constituents.

It helps governments, employers‟ and workers‟ organizations to establish sound labour relations, adapt labour laws to meet changing economic and social needs and improve labour and employment administration.
Employment Relations Advisory Board (ERAB) The management and administration of the Employment Relations Advisory Board (ERAB) in 2015 was been shifted to the Attorney General‟s Office.

National Occupational Safety and Health Advisory Board (NOSHAB) Introduction The National Occupational Health and Safety Advisory Board (NOHSAB) is established under Part VI of Health and Safety at Work Act 1996.

The membership is tripartite and comprises of representatives from the employers, workers and government.
It is a requirement under Section 39 of the HASAWA 1996 that the Board shall prepare and submit to the Minister a report of its operations annually The functions of the Board are: i.

To advise the Minister on matters relating to occupational health and safety; ii.

To inquire into and reporting back to the Minister on matters referred to it by the Minister; iii.
In liaison with the Inspectorate, to facilitate the development of national health and safety regulations, standards and approval of codes of practice for the Minister‟s consideration; and iv.

Such other functions as are imposed on it by or under the Health and Safety at Work Act 1996 or any other Act.

The Board has powers necessary to carry out its functions or as are conferred on it by this or any other Act.
Membership of the NOHSAB The membership is basically tripartite and the Minister shall invite the most representative employers and workers organization to be appointed as members.

to submit names recommended The Permanent Secretary for Employment, Productivity and Industrial Relations or his / her Deputy is also a member of the Board and shall be its Chairperson under the provision of the Act.
The current Board members whose two (2) year term will expire on 31st December 2017 are as follows: - Workers Representatives 1.

Ms. Teresa Ali 2.

Mr. Agni Deo Singh 3.

Mr. Rouhit Singh 4.

Mr. Anasa Tuviniwai 5.

Ms. Latileta Gaga Employers Representatives 6.

Mr. Ashok Nath Page 5 of 41 7.

Mr. Asaeli Tokalau 8.

Mr. Stuart Gowe 9.

Mr. Timoci Laqai 10.

Ms. Sukhia Go Government Representatives 11.

PS for Ministry of Civil Service 12.

PS for Ministry of Health and Medical Services.

13.
13.

PS for Local Govt, Housing & Environment, 14.

PS for Infrastructure and Transport Chairperson 15.

Permanent Secretary for Employment, Productivity and Industrial Relations Deputy Chairperson  Employer Member  Worker Member Meetings There was one (1) Board meeting in 2016.

The meeting was held on 29th April 2016 prior to the change in government‟s financial year cycle from 1st August to 31st July.

A total of seven (7) papers were presented to the Board during the 1st meeting for 2016.
This consisted of six (6) Discussion papers and one (1) Information paper.

OHS Policies for 2016.

However, due There were two (2) NOHSAB meetings scheduled for the year as committed under the Ministry‟s Annual Corporate Plan in government‟s financial year, the Board also had to adjust its financial year to be consistent with the new government policy.
the change to National Employment Centre Board (NECB) Introduction The National Employment Centre Board (NECB) is established under Part 4 of the National Employment Centre Act 2009.

Membership is appointed by the Minister responsible for employment relations.

Functions of NECB The core functions of the Board are:- 1.

To establish NECs yearly planning documents and ensure the targets, vision and activities are in line with the national unemployment needs and the National Development Plan.

2.
2.

To ensure the efficient and effective operation of NEC.

3.

To ensure efficient and effective national registration system is in place with quality and professional counseling, strategic partnership with vocational training institutions, employers and other relevant institutions.

4.

To advice time on performances of the Employment Creation Services in terms of employment creation growth.

the Minister from time to 5.


To ensure proper allocation and distribution of resources for NEC Secretariat in accordance with the Government policy relating 6.

To consult and report to the Minister on NECs core business, the justifications of organization structure to employment and positions, matters creation, preparation of biannual reports on the progress in implementing the employment creation policies of Government under this Decree the 7.
Responsible justification of employment creation responsibilities of existing boards or bodies established and operating within the jurisdiction of any Government ministry or department for the purposes of organization reform under this Decree.

invite any person it considers appropriate to act in advisory to the Board and may also appoint an advisory committee 8.

The Board may for 9.

Has powers to carry out its functions conferred on by the National Employment Center Act 2009 10.
Facilitate the implementation of the Boards functions is basically Membership of NECB The NECB membership tripartite, with members drawn from the employers, workers, Government and non-governmental agencies.

These are represented by the Fiji Employers Federation, Fiji Chamber of Commerce and Industry, Fiji Trades Union Congress, Fiji Islands Council of Trade Unions, Government Ministries and Non- Governmental Organizations.
The current Board memberships are as follows:- Government Representatives The current NECB members were appointed on 1st January 2016 for a period of two (2) years, and their memberships will expire on 31st December 2017.
 Permanent Secretary for Labour & Industrial Relations - Ms. Salaseini Salanabuna  Permanent Secretary for Finance - Mr. Filimoni Page 6 of 41 Waqabaca  Permanent Secretary for National Planning - Mr.Peter Wise  Permanent Secretary for Education - Dr. Brij Lal Vocational Training Institutions Representative  Actg.
Dean, Faculty of Business and Economics, USP - Dr. Kesaia Seniloli  Director of Planning & Development - Dr. Michael  Permanent Secretary for Social Welfare - Mr. Govind Gregory Sami  Permanent Secretary for Agriculture - Mr. Ropate Ligairi  Permanent Secretary for Industry & Trades - Mr. Shaheen Ali  Permanent Secretary for Lands - Mr. Tevita Boseiwaqa Divisional Commissioners  Commissioner Northern - Mr. Elia Moceica  Commissioner Western - Mr. Joeli Cawaki  Commissioner Eastern - Mr. Netani Rika  Commissioner Central - Mr. Laisenia Tuitubou Employers   Industrial Relations Consultants, FCEF - Ms. Ashla Meena Singh Industrial Relations Consultants, FCEF - Mr. Noel Tofinga Workers  Executive Asst & Union Organizer, NUHCTIE - Mr. Nitin Goundar  General Secretary, USP, Lautoka - Ms. Teresa Ali  Youth Representative  Chairman, NYC - Mr. Usaia Cirikiwai  Youth Rep - Mr. Jone Nawaikula  Employment Relations Officer, FEA - Mr. Kamlesh Prakash Civil Society organisations  Executive Director, Fiji Council of Social Services - Mr. Hassan Khan Others  General Manager, Native Lands Trust Fund Board - Mr. Alipate Qetaki NEC Secretariat  Manager NEC - Ms. Seruwaia Bavai Meetings One (1) Board meeting transpired during the year which took place on 21st October 2016 at the Southern Cross Hotel, Suva.
The meeting was basically to note the National Employment Center update, its National Policy Technical Committee progress and the trust fund statement of activities.

Discussions at the NECB A total of three (3) papers were tabled before the Board.

The summaries of the papers are given below:  NECB Paper No.

1/16 NEC Update (For discussion)  NECB Paper No.

2/16 National Employment Policy Technical Committee progress (For Information)  NECB Paper No.
3/16 Financial Update (For information) Page 7 of 41 Key Highlights  ISO Certification of Corporate Service and Policy & Legal Service  Sending of the pilot carpenters under the NZ RSE to Christchurch for 12 months  Re-certification of National Occupational Health and Safety Service (NOHSS, Mediation Service (MS), Labour Standards Service and the National Employment Centre (MOU)  Signing of the amended Memorandum of the understanding Government the of Australia Government of the Republic of Fiji on Fiji‟s participation under the Australia Seasonal Work Programme (SWP) between and  Signing of the Fiji Volunteer Service MOU with Vanuatu Ministry of Education and Training  Launching of a mini pilot project on community based Emergency Employment by Government and the ILO.
 Ministry‟s public consultation the isolated rural communities on the revised Tikina-based Recruitment and Selection Criteria for seasonal work in NZ and Australia.

to  Signing of Memorandum of Understanding (MOU) between the Ministry of Education, Heritage and Arts and the Employment Ministry in providing technical skills and training to the unemployed and unskilled the National registered under Fijians Employment Centre (NEC).
 Commemoration of ILO World Day for Safety and Health at Work  Commemoration of World Day Against Child Labour  Commemoration of World AIDS Day Page 8 of 41 Two Carpentry pilot workers at their worksite in Christchurch, New Zealand.

Results Director NEC, Anne Marr (sitting middle) with her Team.
Page 9 of 41 Employment and the Labour Market LABOUR STANDARDS AND COMPLIANCE Labour Inspections In 2016, the total base figure for employers in Fiji which includes small, medium and large enterprises stands at 10,152 out of which 6,401 employers are covered under the 10 Wages Regulation (WR) while a total of 3751 employers are covered under the National Minimum Wage (NMW).

The base figure for the quarter stands at 1600 for Wages Regulation and 938 for National Minimum Wage.
Under the ACP 2016, the LSS Section is expected to [4000/10 conduct 4000 Labour Months] inspections to be conducted monthly.

inspections with 400 In the 1st 6 months of 2016, the Compliance Section conducted a total of 1905 priority labour inspections throughout Fiji, as depicted in the Figure 01, below.

The priority labour inspections are of those for which we have received the inspection request and those urgent ones that need to be attended Figure 02.
Recoveries In 2016, the LSS recovered from employers the amount of $270,935.86 through workplace inspections and settlement of labour complaints cases.

Details are shown in Figure 03, below.

These funds are collected by the Ministry and directed to affected workers.
For the strong inspection and compliance process adopted by the LSS team has shown a strong recovery of the sum mentioned from January – July 2016 which is distributed to the workers as part of their wages and dues rightfully owed to them by the employer.

This is done through the EFT payment system.

Figure 01.

Labour Complaints A total of 1038 labour complaints were received from the 10 WR and a total of 479 complaints were received from the NMW Sector.
The total complaints received in the 1st 6 months of 2016 stands at 1517.

Details are shown in Figure 02.

A total of 307 labour complaints were resolved from the 10 sectoral Wages Regulations and the National Minimum Wage Regulations 2015.
The highest number of complaints were received from the Building, Civil & Electrical Enginereing Trade and Security Services Sector Figure 03 Fixed Penalty Notices Issued A total of 185 fixed penalty notices were issued to non- the Wages compliance employers covered under Regulations (WR), National Minimum Wage (NMW) and the Employment Relations Promulgation (ERP) 2007 while 269 demand notices have been issued to employers in terms of demand for wages and time records.
It is noted that the Wholesale and Retail Trade and the Building, Civil & Electrical Engineering Trade remains the biggest non- complying industry in terms of the breaches of the ERA 2007 and WR for 2016.

Page 10 of 41 2016 World Day Against Child Labour The Ministry with key stakeholders, students and teachers marked the 2016 World Day against Child Labour at the Novotel Convention Centre on 12 June, 2016 with the theme – “Ending Child Labour in Supply Chains is Everyone‟s Business”.
The Ministry, with the assistance of the ILO TACKLE Project, has received and withdrawn a total of 182 child labour cases from 2011 – 2016 and has referred these children return to schools with a few of them enrolled into the technical and vocational trainings.
Government‟s commitment the provisions of the ERP 2007, which defines the legal framework to address issues on worst forms of child labour, minimum age of employment, the rights of a child, condition on restriction of employment of children, hours and type of work that the child can perform under the minimum employment age of 15 in Fiji.
The reduction of child labour cases from 2011 to 2016 is an indicator that Government‟s historic free education initiative and social protection plans with reforms implemented are effective and has greatly benefited all Fijians, especially, our children.
fully articulated in is Figure 04 Workplace HIV/AIDS Training and Awareness The National OHS Service provides HIV/AIDS awareness and training to workplaces to facilitate the requirements of for HIV/AIDS the National Code of Practice the Workplace 2008. total of 18 HIV/AIDS awareness programmes and none training session was conducted to both employers and workers ad depicted in the Figure 05 below.
In 2016, a in TARGETED OHS SERVICE In reducing workplace injuries and deaths, the National Occupational Health and Safety Service focuses on the delivery of its proactive and reactive services to improve occupational health and safety standards for workers and workplaces in Fiji.
In the 1st 6 months of 2016, the National OHS Service conducted the following activities to reduce workplace injuries and deaths in Fiji‟s workplaces OHS Awareness and Training The occupational health and safety training and awareness to the OHS Management programmes are essential Strategy and its policies and implementation of procedures.
The demand for these trainings has been consistent over the past three years and the number of trainings conducted in 2016 reflects a decrease of 14% from 2015 as shown in Figure 04. the Figure 05 This training provides workplace preventive actions for HIV/AIDS, occupational deaths, related diseases, while respecting the fundamental principles and rights of workers.
injuries and Chemical Registration and Consultancy All industrial chemicals used at workplaces are to be registered with the National OHS Service by the 31st of March each year.

Consultancy on chemical management is provided on a user-pay service.

Figure 06 Page 11 of 41 A total of 605 industrial chemicals were registered in 2016, a rise of 52% from the previous year‟s figure, as depicted in Figure 06.
Adequate hazard control interventions can prevent the generation and release of harmful agents in the work environment.

Part IX of the Health and Safety at Work Act 1996 refers to the provision of chemical assessment and control.

The core responsibilities under this legislation are the coordination of Industrial Chemical the National Management System and administration of the National Chemical Inventory.
Occupational Hygiene Occupational hygiene consultancy pertains the assessment and monitoring of environment air, indoor air quality, ergonomics, lighting, ventilation, noise, gas and vapour, dust, hazardous substances as well as identifying asbestos material and supervising the removal of asbestos.

This service is provided on a user pay basis.


to Figure 07 A total of 37 Occupational Hygiene consultancies were carried out in 2016, a decrease of 46% from the 2015 figure as shown in Figure 07.. Engineering Design Vetting of Plant/Machinery The Health and Safety at Work (Administration) Regulations 1997 specifies the registration and vetting of plant/machinery designs under the Fourth Schedule to ensure their compliance with the approved reliability and safety standards.
Enforcement of safety engineering principles to improve health and safety in workplaces, through the application of recognised standards and Codes of Practice are conducted.

This improves technological compliance and minimises OHS risks.

All new plants (pressure vessels, lifting equipment, etc.)

are checked against safety standards prior to use at workplaces.

Figure 08 The total number of plant/machinery vetted in the 1st 6 months of 2016 was 89, a decrease of 79% from 2015 as shown in Figure 08.
Engineering Design Vetting of Workplaces Workplace designs are vetted to ensure compliance with the Health and Safety at Work (General Workplace Conditions) Regulations 2003.

Regulation 63 of the GWC states that every building that is used as a workplace shall be of sound construction and kept in a good state so that it does not expose the occupants to unacceptable OHS risks.
Regulation 64 of the GWC states that the design of any new workplace must be granted approval by the Chief Health and Safety Inspector, before the rural and local authorities proceed with the building application.

All drawings of new workplaces plus addition or alteration to existing workplaces are checked to ensure minimum OHS standards are applied prior to commencement of construction.
Figure 09 In 2016, a total of 140 workplace designs were vetted, a decrease of 60% from 2015 as shown on Figure 09 above.

Workplace Commissioned Following on from the Building Engineering Design Vetting (EDV), new workplaces are checked for compliance to OHS standards prior to occupation.

This consultancy service is also demand driven.

Figure 10 below, shows the number of new workplaces commissioned in 2016.
Page 12 of 41 Figure 10 Statutory Engineering Inspections Workplace Registration Workplace registration is conducted on an annual basis for all workplaces employing 20 or more workers.

A total of 760 workplaces were registered as depicted in Figure 12, below.

Statutory engineering inspections of plants and machinery are specified under the Factories Act Cap 99, HASAWA 1996 and subsidiary legislations.
Plants and machinery include steam boilers, pressure vessels, air compressors, Hiab trucks, mobile cranes tow trucks, loaders, excavators, for lifts, lifts and escalators, lifting gears, garbage trucks, compactors, amusement rides and diving equipment used for commercial purposes.
Figure 12 SMART and Hazard Audits SMART (Safety Management Audit Review Tool) audits upon request, are conducted at workplaces to ensure compliance to OHS safety standards such as OHS policies, procedures, committees, OHS management system used and OHS training.

A total of 154 SMART audits were conducted in 2016, as depicted in Figure 13.

Figure 11 In the 1st 6 months of 2016, a total of 2261 statutory engineering inspections were carried out, a decrease of 69% from 2015 as shown in Figure 11, above..
Figure 13 Page 13 of 41 Hazard audits are inspections that identify and recommend control measures against OHS hazards that may be present at a workplace.

This audit entails the physical inspection of a workplace.

A total of 4 Hazard audits were conducted in 2016, a decrease of 97% from 2015 as shown in Figure 14, below.

Figure 14 OHS Enforcement Notices OHS enforcement notices are issued for non-compliance with the OHS legislation.
A total of 79 Notices were issued in the 1st 6 months of 2016, a decrease of 87% from the 2015 as shown in Figure 15 below.
The Ministry with relevant key stakeholders celebrated 2016 World Day for Safety and Health at Work through the conduct of a workshop on Workplace Stress The workshop was held at the Novotel Convention Centre today targeting employers, workers and government representatives Similar programmes were also organised for the Northern Division on 21 April 2016 and the Western Division on 26 April, 2016.
World Day for Safety and Health at Work is normally marked on the 28th of April each year and the day was declared by the International Labour Organization (ILO) to promote the prevention of occupational accidents and diseases globally.

MEDIATION SERVICE With the awareness and promotions on the ERP 2007, the workers have gradually understood their rights and obligations and there has been a steady increase in the reported grievances annually from 2008.
Most of the union members have opted to report their case individually as an employment grievance because of the time frame set for resolving such grievances compared to employment disputes and also the constant increase in the resolution of these grievances annually.
Employment Grievance During the 1st 6 months of 2016, a total of 530 employment grievances were mediated resulting in the settlement of 438 grievances (82.6%), while 92 (17.4%) cases were not resolved and referred to the Employment Tribunal for third party adjudication.

total amount Over recovered by the Mediation Service as dues for workers was $343,054.37.
the same 6 months-period, the Figure 15 2016 ILO world Day for Safety and Health at Work Industrial Relations who the Permanent Secretary Employment Dispute Employment Disputes are disputes reported by Unions on behalf of its members after the initial attempt to negotiate the dispute in-house with the employer had failed.

This dispute could also be reported by the employer.
The report for Employment, goes to Productivity and then after accepting the dispute, refer the same to the Mediation the for mediation on matters other Services interpretation, operation or application of their Collective Agreement.

During the period under review, a total of 4 disputes were mediated resulting in the settlement rate of 1 employment dispute.

The total amount recovered by the Mediation Service for employment dispute cases for the period under review was $12,732.28 for the aggrieved workers.
than Page 14 of 41 The two social partners [unions and employers] have progressively understood the good faith approach that to adopt during mediation.

We parties are required continued to instill these principles of good faith during mediation sessions that is now been appreciated and accepted by both parties which had enabled them to contribute constructively during mediation processes and added to the positive outcome.
POLICY AND LEGAL SERVICE Registration of Trade Unions (RTU) The RTU and RIA provides quality service delivery of the administraton and oversees all matters in relation to trade union (TU) and industrial associaltion (IA) in Fiji.

Another role of this unit is to oversee the supervision of strike ballots by trade unions, vetting registration of all collective agreements between registered TUs and employers.
In the 1st 6 months of 2016, the service recorded 45 trade unions compared to 3 in 2015 and 6 in 2014, as depicted in Figure 16.

Figure 16 RTU Annual Returns In the 1st 6 months of 2016, 28 annual returns were recorded recived by the Mnisty.

Followed by 45 in 2015 and 6 in year 2014, as shown in Figure 17.
Figure 17 Registration of Trade Industrial Associations (RIA) A total of 40 registration of industrial association recorded in the year 2016, as shown in Figure 18 Figure 18 RIA Annual Returns Annually, all registered Industrial associations and trade unions are obligated under the ERP 2007 to provide annual reports on genderal audited statements of all receipts, expenditure, assets and liabilities as at 31 December of the previous year.
A total of 18 annual returns were recorded on 2016, 22 in 2015 and 32 in 2014, as shown in Figure 19.

Figure 19 International Labour Conference In 2016, the Fijian Government though the Employment Ministry briefed the Asia Pacific Group Ministerial Meeting at the International Labour Conference in Geneva on the successful outcome of the ILO Tripartite Mission and of the subsequent removal of the complaint against Fiji from the ILO Agenda.
Substantive amendments were made to the law resulted the agreement being reached by workers and employers in a single Joint Implementation Report signed in January 2016 and the Employment Relations Advisory Board (ERAB).

The discussions at the Iinternational Labour Conference were very useful in the work done in Fiji on fair labour practices and on employment generation.

the successful monthly meetings of Page 15 of 41 YEARS NO.
OF CASES PAID I 82 119 126 146 52 D 25 22 35 68 40 2012 2013 2014 2015 2016 AMOUNT PD I D $403,011.93 $600,000.00 $400,314.78 $528,000.00 $656,304.72 $840,000.00 $921,417.27 $1,632,000.00 $365,563.28 $1,008,766.72 TOTAL 584 209 $3,256,663.38 $5,168,766.72 Table: 1 Payment for Private Sector Cases.

Over the same period, one hundred and forty six (146) cases have been paid out $485,497.62 to the private sector.
Two (2) death cases was paid $53,280.00 and one hundred and forty four (144) injury cases was paid $432,217.62.

Details of the payment for private cases is shown in Figure 20.

Figure 20 doctors remained with Provide professional occupational medical services The Medical Assessor the Worker‟s Compensation Service and assisted with the training of 22 medical impairment assessments for consistency of medical reports and to clear backlog cases.
During the period under review, the Medical Assessor had released Five hundred and forty (540) medical reports, comprising 116 death cases and 424 injury cases.
standardize the to EMPLOYMENT CREATION SERVICE Effective operation of the National Employment Centre under the NEC Decree 2009 NEC Framework The Republic of Fiji is fully committed to promoting productive employment and income and decent work for all, in line with “full, productive and freely chosen employment without discrimination” - the key principles found in ILO Employment Policy Convention, 1964 (No.

Permanent Secretary, Salaseini Daunabuna at the International Labour Conference (ILC) in Geneva.
WORKERS’ COMPENSATION SERVICE The Workmen‟s Compensation Act (Cap.

94) places on employers the legal responsibility to compensate workers who sustain injuries, contract disease or die from work- related activities arising out of or in the course of their employment.

The compensation is through monetary payments and provision of medical care.

In cases involving the death of workers, compensation is paid to the dependants of the deceased.
The Service is tasked to look into compensation of workers from the public and the private sector.

Clearing Cases pending from 2001 – 2009.

A total of 16 backlog cases were pending between 2001 to 2009.

Out of this, a total of 8 cases were settled.

Clearing Cases pending from 2010 – 2015.

In 2016 the number of cases settled from January to July was 694.
Out of which 563 injury cases and 131 death cases Workers’ Compensation Paid Out to Government Workers and Dependants of Deceased Workers In 2016, $5.0m was allocated to facilitate payment for Government workers.

From the allocated $5.0m, the amount was reduced to $3m due to Tropical Cyclone Winston.

$1,374,330.00 was utilised from the $3.0m allocated to pay out 92 cases.
Fifty two (52) injured workers was paid $365,563.28 while forty ( 40) dependants for deceased workers death cases received a total of $1,008,766.72 Tabulated below are the payments made for Government Injury and Death Cases from 2012 - July 2016, as shown in Table 1, below.

Page 16 of 41 122), which Fiji has ratified.


This Policy intention is to support the creation of employment to the marginalized unemployed population and improve working conditions, wages and productivity with full financial and technical support of the International Labour Organization (ILO).
The NEC framework strategically position itself well to ensure the NEC clients are provided with quality skills training, human resources development and utilization services to enhance the employability of unemployed persons, retirees and volunteers for both the local and overseas employment markets.
There are four (4) employment creation services (ECS) established under the NEC Decree 2009 which includes the Formal Employment Service (FES), Fiji Volunteer Service (SES) and Foreign Employment Service (FORES).

To date, three (3) employment creation services has been launched and the SES is the only service yet to be launched.

(FVS), Self-Employment Service NEC Registration In the 1st 6 months of 2016, the Service met its annual target of 2000 registered unemployed persons.
In comparison to 2014 and 2015, the numbers increased from 2014 to 2015 and dropped in 2016, as shown in Figure 21.

The high rate of registration is due to the fact more Fijians are interest to find jobs.

Figure 21 The Central Division recorded the highest registration of 40% followed by Western Division of 34% and Northern Division of 17% as shown in the Figure 22 below.

The trend of registration dovetails with the geographical population distribution.
Figure 22 registered the Foreign Employment Service (FORES) In 2016, recorded individuals the highest rate of interested to work overseas.

This is evident in the illustration of Figure 23, portraying FORES the highest of 41.95%, followed by 35.75% of FES, 11.31% for FVS and SES at 10.43%.

Given the Australia and New Zealand seasonal work employment market opened for Fiji, it has attracted more Fijians interested with FORES.
Figure 23 Formal Employment Service Over the 1st 6 months period, 338 Fijians registered with the NEC found permanent jobs locally.

The year 2014 recorded the highest rate of jobs secured by Fijians registered with the Centre with 3,227 and in 2015 achieving 415 Fijians securing jobs locally as shown in Figure 24.
Figure 24 Page 17 of 41 NEC Work Attachment Prior to obtaining permanent jobs in the local labour market for registered Fijians with NEC, individuals will undergo 6 months „on the job – training‟ or work attachment.

The purpose of the work attachment is to allow Fijians to learn the required soft and hard skills of work.

270 Fijians absorbed through work attachment with various industries in Fiji.

Details is shown in Figure 25.


Employers in Fiji are obligated to absorb at least 5% from its total workforce as work attachees.

Those employers with more than 50 workers are mandated under the NEC Act 2009 to absorb work attachees.

Figure 26 the Centre diverted The NEC achieved 27% of its yearly target.

From 2014 to the 2016, establishment of the Foreign Employment Service.
Particularly, the kick-start of the seasonal work end to end processes with New Zealand and Australia, which resulted in the reduction of Life Skills Training.

resources its to MOU Signing with Ministry of Education, Heritage & Arts The Employment Ministry in collaboration with the Ministry of Education, Heritage and Arts signed a Memorandum of Understanding (MOU) in 2016 in providing technical skills training to the unemployed and unskilled Fijians.
The MOU allows the National Employment Centre (NEC) and the Technical College of Fiji (TCF) to collaborate in sharing a common interest through the Fijian Government‟s policy of increasing employment creation activities in all sectors and having a sustainable labour market environment.

The MOU signing allowed unemployed clients to up skill themselves through the courses offered by the Technical College of Fiji and find decent employment to improve their livelihood.
Figure 25 Value – Based Life Skills Training Life Skills Training (LST) is a multi-component proactive curriculum mostly addressing social, psychological, cognitive, and attitudinal factors with the aim of promoting the holistic development of unemployed persons enabling them to become disciplined and productive workers.

The total number of clients that undertook LST in the 1st 6 months of 2016, is shown in Figure 26..
The life skills training package includes – a) the study and application of core values in real life; b) NEWSTART programme; c) religion and cross-cultural matters; d) fundamental principles and rights; e) prevention of or limiting the spread of HIV/AIDS and drug abuse; f) first aid skills; g) adolescent training; h) financial literacy training; i) j) a disciplined life style, teamwork and survival skills.
technological literacy training; and Minister for Employment Honourable Semi Koroilavesau and Minister for Education Honourable Dr Mahendra Reddy signs MOU Foreign Employment Service (FORES) In the 1st 6 months of 2016, the FORES was able to send 113 workers, achieving 43% of its annual target.

In year 2015, FORES recorded a high number of seasonal workers as shown in Figure 27.
The decrease in the numbers of 2016 could have been the impact of negative reports of Page 18 of 41 Pacific seasonal workers in Australia which contributed to employers not too keen to yet to recruit Fijian workers.

These reports from social media highlighted the underpaid wages of seasonal workers, non-compliance of OHS standards in accommodation and high deductions from wages.

An overall review of the processes was undertaken the Australian by both government to strengthen gaps identified.
Since the seasonal work program has just started for Fiji and still under pilot phase, the Ministry was able to learn from gaps identified and improve these concerned areas.

This has been ratified and Fiji and its counterparts are committed to continue issues of seasonal workers.
the Fijian government and to resolve employment Fiji Volunteer Service (FVS) renewed The FVS under the National Employment Centre is an initiative by the Fijian Government to provide assistance in identified areas of needs which would further strengthen partnership with other Pacific Island neighbours.
In 2016, the Ministry and the Vanuatu Government through the its Ministry of Education & Training Memorandum of Agreement (MOA) as part of Fiji‟s development corporation efforts in assisting neighbouring countries.

The MOA facilitates their development needs through the enhancement of human resource capabilities under the Fiji Volunteer Service (FVS).
The initial MOA between the two governments was signed on 11 November, 2013 for the engagement of ten (10) volunteers for teaching assignments in Vanuatu for the duration of two (2) years.

“The renewal of this MOA was to re-engage the initial 10 volunteers for another 2 years teaching assignment along with an additional seven (7) volunteers.

The FVS has a total of 38 volunteers engaged in regional countries with an engagement period of 2 years.
Figure 27 First Seven Pilot Carpenters For Christchurch Rebuild In 2016, FORES farewelled the first seven (7) pilot project workers for employment as Carpenters under the pilot Canterbury Trades Employment Initiative in New Zealand.

The seven pilot candidates were assessed and selected by the employers and have undergone Life Skills Training and Pre-Departure Orientation Training through the NEC.
The pilot group will be employed for a period of 12 months and an extension of working visa will be determined by the employer based on their performances and discipline.

Honourable Semi Koroilavesau sitting with the Vanuatu Minister for Education and Training, Hon.

Jean Pierre Nirua after the MOU signing in Suva.
Launch of Mini Pilot Project on Community Based Emergency Employment Honourable Semi Koroilavesau (sitting middle), Permanent Secretary, Salaseini Daunabuna, Deputy Secretary Vilimone Baledrokadroka and Director NEC, Anne Marr with the pilot Carpenters for Christchurch, New Zealand Permanent Secretary for Rural & Maritime Development and national Disaster Management Meleti Bainimarama; Permanent Secretary for Employment, Productivity and Industrial Relations Salaseini Daunabuna with the ILO Representative, Mr Satoshi Sasaki.
Page 19 of 41 The Ministry and the International Labour Organization (ILO) of the South Pacific launched the mini pilot project on Community Based Emergency Employment (CBEE) for three villages in the Tikina of Nailega, Tailevu in response to the devastation of Tropical Cyclone Winston.

The Employment Ministry in collaboration with the ILO and Inter-Agencies provide assistance and support other towards rebuilding the lives of Fijians that were affected by Tropical Cyclone Winston.
The CBEE was launched through the handing over of tools and seedlings to the 120 clients including women and people with disabilities in the three villages.

The three villages that benefited from this mini pilot project are Naibita, Manu and Nabulini and these unemployed villagers engaged in this project for the duration of 2 weeks financially and received weekly allowances as well, supported by the ILO.

Strategic Planning Office also were part of this worthy cause.
The main objective of the CBEE is to support food security and loss of income for the identified villages through a social protection lens.

Ensure a well-informed labour market under the labour laws Enhance workplace productivity LMCCC Registration, Training And Awareness The Productivity Unit is responsible for the promotion, improvement and monitoring of productivity in all workplaces.
It includes the registration, establishment and training of Labour Management Consultation and Co- operation Committee (LMCC) for all employers who employ more than twenty workers.

This is a bi-partite forum established within workplaces and is consistent with the principles of self-regulation through empowering the parties who create the employment challenges to resolve the challenges within the workplace.
In the 1st 6 months of 2016, a total of 27 employer-based LMCC Committee was registered whereby 67% were from the Central/ Eastern Division and 33% from the Western Division as shown in Figure 28.

ILO provided Kick starting the pilot project, the National Employment Centre (NEC) provided human resources through its registered unemployed clients living within the identified villages whilst tools, seedlings and allowances for technical assistance.
In strengthening the implementation of the CBEE, the Employment Ministry provided OHS and Child Labour awareness sessions to the 120 unemployed clients on the safe, proper use and storage of equipment.

ILO Officer–in-Charge of this project, Mr. Satoshi Sasaki also reminded the unemployed clients to spend their allowances in a proper manner and ensure that family members directly benefit from it.
Figure 28 A total of 12 awareness sessions and training were conducted to these Committees whereby 50% were for the Central/ Eastern Division 42% for the Western Division and 8 for the Northern Division as shown in Figure 29.
Apart from the Ministry and the ILO, the Ministry of Agriculture, National Disaster Management Office and the Figure 29 Page 20 of 41 Financial Statements 31 July 2016 Page 21 of 41 Page 22 of 41 Page 23 of 41 Page 24 of 41 Page 25 of 41 Page 26 of 41 Page 27 of 41 Page 28 of 41 Page 29 of 41 Page 30 of 41 Page 31 of 41 Page 32 of 41 Page 33 of 41 Page 34 of 41 Page 35 of 41 Page 36 of 41 Page 37 of 41 Page 38 of 41 Page 39 of 41 Page 40 of 41 Page 41 of 41