they are explicitly excluded from receiving coverage by law or because their short
tenure, short contribution periods or low earnings may limit access to such
entitlements. They experience difficulty in joining trade unions or in being covered by
collective bargaining agreements.
CONCLUSION
Ukraine should ratify ILO Convention № 175 on Part-Time Work 1994.
Particularly, measures shall be taken to ensure that part-time workers receive the same
protection as that accorded to comparable full-time workers in respect of: the right to
organize, the right to bargain collectively and the right to act as workers'
representatives; occupational safety and health; discrimination in employment and
occupation.
Also, Ukraine should ratify ILO Convention № 181 on private employment
agencies, one of the objectives of which is that private employment agencies should
have an opportunity to act, and the employees who use their services, should be
protected.
Ukrainian legislation that regulate the work of business entities that provide
mediation services in employment and business entities that that provide mediation
services in employment in Ukraine, provide mediation services in employment abroad
or hire employees to subsequently direct them to work for other employers in Ukraine.
It is important to pay attention to the need for detailed regulation in the Labour
Code of Ukraine conditions of activity of business entities. Labour relations between
an employee and several employers simultaneously require the establishment of
reliable guarantees of the rights of employees to prevent abuse by employers.
Furthermore, social dialogue can play a relevant role. The Law of Ukraine «On
Social Dialogue in Ukraine» determines the legal principles of organizing and the
procedure for holding social dialogue in Ukraine with the purpose of developing and
implementing the state social and economic policy, regulating labour, social and
economic relations, and ensuring improvement of the living standard and the quality
of life, as well as social stability in the society. Article 8 of the Law envisages that
social dialogue is conducted between the parties of social dialogue in the following
forms: exchange of information; consultation; reconciliatory procedures; collective
negotiations on conclusion of collective agreements.
The effectiveness of social dialogue depends on a number of external and internal
factors. These include a sufficient political will, a favourable political environment, a
market economy, a legislative framework including labour law, institutions providing
a foundation for social dialogue, independent and representative delegates of
employers and workers, and the technical competence of all participants. The tripartite
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