(a) their administrative, quasi-judicial and judicial procedures for the application of their labour law are fair, equitable and transparent; and (b) the courts conducting or reviewing such proceedings are impartial and independent and have no significant interest in the outcome of the case. 1. Where a Party has concerns about the effective enforcement of its labour law by the other Party directly related to the principles and rights set out in Annex 1, it may request written consultations with the other Party at the ministerial level. The Contracting Party which is the subject of the request shall reply in good time. 2. Unless a notice relates to a matter that would fall under federal jurisdiction if it were to occur in the territory of Canada, the Canadian National Contact Point must indicate the province of residence or branch of the author of a Costa Rican labour law notice, which it forwards to the Costa Rican National Contact Point. The national contact point of Costa Rica may decide not to reply if that province is not included in the declaration referred to in paragraph 1. Each Party shall provide public information in accordance with its labour law, including information on enforcement and compliance procedures. The work programme also negotiates and implements a number of memoranda of understanding to facilitate cooperation with key partner countries that are not free trade partners in the field of labour. 1. Available online in Labour Source and in print, Canadian Labour Law, Second Edition provides a comprehensive and up-to-date analysis of collective bargaining laws as they apply to non-state employees across Canada. Industrial relations legislation, working committee decisions and court proceedings for all jurisdictions are analyzed and cover a wide range of topics that you would not normally find in a single resource, including: In addition to implementing these existing agreements, chapters and memoranda of understanding, the work program works closely with the Canadian Department of Foreign Affairs, Trade and Development in other ongoing negotiations on free trade agreements.

Reaffirming full respect for the Constitution and labour law of each Party, and recognizing the right of each Party to establish its own labour standards in its territory, to adopt or amend its labour law accordingly and to define its priorities in the implementation of its labour policy, each Party shall ensure that its labour law embodies and protects the labour principles and rights set out in Annexes 1 and 2. A Party has not failed to “effectively enforce its labour law” or to comply with Article 4 in a particular case where the act or inaction of organs or officials of that Party designates an office of its governmental ministry responsible for labour matters to serve as a point of contact with the other Party. Until a Party notifies the NPC of the change, its NPC shall be the one listed in Appendix 7. (a) the improvement of working conditions and the standard of living in the territory of each Party; (b) promote, as far as possible, the labour principles and rights set out in Annexes 1 and 2; (c) Promote cooperation with a view to promoting innovation and a higher level of productivity and quality in the territory of each Party; (d) Promote the publication and exchange of information and joint studies with a view to improving understanding of labour law and labour institutions in the territory of each Party; (e) engage in work-related cooperation activities based on mutual benefit; (f) Promote respect for and effective enforcement of labour law by each Party; and (g) promote the full and open exchange of information between Parties on the application of their labour laws. RECOGNISING that technical cooperation in the field of labour ensures that economic and social policies are mutually reinforcing components of sustainable development in the context of an economic and social development strategy, 1. Each Party shall ensure that the presentation and reception are presented and regularly provide a list of public communications on labour law issues, In addition to paid leave, unions may negotiate language that recognizes domestic violence as a significant concern in the workplace and requires specific services and supports such as safety planning, training, remittances and adaptation measures. The wording should include provisions on confidentiality and protection from disciplinary or adverse measures due to the effects of domestic violence in the workplace. Collective agreements may also require employers to develop and make available a clear policy to address the effects of domestic violence in the workplace. (a) selected on the basis of work expertise or other appropriate disciplines, objectivity, reliability and good judgment; (b) be independent of or receive instructions from one of the Parties; and (c) comply with a code of conduct to be established by the Parties. . .

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