对于第五章，雇佣和劳资关系的评注 Commentary on Chapter V: Employment and Industrial Relations

Commentary on Chapter V:

Employment and Industrial Relations

对于第五章，雇佣和劳资关系的评注

52.This chapter opens with a chapeau that includes a reference to “applicable” law and regulations, which is meant to acknowledge the fact that multinational enterprises, while operating within the jurisdiction of particular countries, may be subject to national and international levels of regulation of employment and industrial relations matters. The terms “prevailing labour relations” and “employment practices” are sufficiently broad to permit a variety of interpretations in light of different national circumstances.

53.The International Labour Organisation (ILO) is the competent body to set and deal with international labour standards, and to promote fundamental rights at work as recognised in its Declaration on Fundamental Principles and Rights at Work. The ILO MNE Declaration can therefore be of use in understanding the Guidelines to the extent that it is of a greater degree of elaboration. However, the responsibilities for the follow-up procedures under the ILO MNE Declaration and the Guidelines are institutionally separate.

本章开头有一篇序言，其中提到“适用的”法律和条例，其目的是承认跨国企业虽然在特定国家的管辖范围内经营，但可能受到国家和国际一级对就业和劳资关系事项的管制。“普遍的劳资关系”和“雇佣惯例”这两个词很广泛，可以根据不同的国家情况作出各种解释。

国际劳工组织(劳工组织)是制定和处理国际劳工标准的主管机构，并促进其《关于工作中的基本原则和权利的宣言》所确认的工作中的基本权利。《劳工组织跨国公司宣言》有助于理解《准则》，因为它的阐述更明确。然而，《国际劳工组织跨国公司宣言》和《准则》规定的后续程序的责任在制度上是分开的。

54.The terminology used in Chapter V is consistent with that used in the ILO MNE Declaration. It is recognised that in the absence of an employment relationship, enterprises are nevertheless expected to act in accordance with the risk-based due diligence and supply chain recommendations in paragraphs A.11 to A.14 of Chapter II on General Policies. This is especially relevant in sectors where informality, short-term working arrangements, decent work deficits and digital transformation may be more common.

55. These recommendations do not interfere with true civil and commercial relationships, but rather seek to ensure that individuals in an employment relationship have the protection that is due to them in the context of the Guidelines.

第五章中使用的术语与国际劳工组织《跨国公司宣言》中使用的术语一致。人们认识到，在没有雇佣关系的情况下，企业仍应按照关于一般政策的第II章第A.11至A.14段中基于风险的尽职调查和供应链建议行事。在非正规工作、短期工作安排、体面工作不足和数字化转型可能更为普遍的部门，这一点尤为重要。

这些建议并不妨碍真正的民事和商业关系，而是力求确保雇佣关系中的个人享有《指南》所规定的保护。

57. Through their labour management practices, their creation of high-quality, well-paid, decent work and their contribution to economic growth, multinational enterprises can play a positive role in helping to address the root causes of poverty in general and of child labour in particular. It is important to acknowledge and encourage the role of multinational enterprises in contributing to the search for a lasting solution to the problem of child labour. In this regard, raising the standards of education of children living in host countries is especially noteworthy.

跨国企业通过其劳动管理实践、创造高质量、高报酬、体面的工作以及对经济增长的贡献，可以在帮助解决一般贫困特别是童工问题的根源方面发挥积极作用。必须承认并鼓励跨国企业在为寻求童工问题的持久解决办法作出贡献方面发挥作用。在这方面，特别值得注意的是提高生活在东道国的儿童的教育水平。