Ports:
Employment

Structural adjustment programmes have led to reductions in the workforce. When reductions in the workforce are necessary, these should take place in a manner that the provision of port services in a safe and timely manner would be guaranteed. Also priority should be given to alternative job opportunities, within the industry and outside, and / or adequate redundancy schemes. Employment policies and practices should be structured so that employers' and workers' representatives can develop and agree adequate provisions for port workers who have to change their skills, their jobs, or leave the industry. Relevant national legislation, international labour standards and collective agreements should be taken into consideration by employers' and workers' representatives as the basis for reaching agreement on appropriate courses of action. Governments should meet their obligations regarding international labour standards concerning employment and be ready, if requested, to assist employers' and workers' representatives in reaching satisfactory agreements.

Security of employment is a major issue in many port related jobs. The proposed directive of the European Union on market access to port services, which under certain circumstances would allow self-handling of cargo in ports by crew members led to serious reactions and mobilizations as this might have an impact on employment opportunities of land based local port workers.