PROFILE ON THE OCCUPATIONAL HEALTH AND … on the Occupational Health and Safety of ... Profile on the Occupational Health and Safety of ... has established “Vocational Training

Profile on the Occupational Health and Safety of Bhutan

2012

1

PROFILE ON THEOCCUPATIONAL HEALTH AND SAFETY OF BHUTAN

Department of Labour,Ministry of Labour and Human ResourcesRoyal Government of Bhutan

March 2012


2012

2

Department of Labour and WHO, Bhutan Office

Copyright ©MoLHR, March 2012

PROFILE ON THE OCCUPATIONAL HEALTH AND

SAFETY OF BHUTAN

Profile on Occupational Health and Safety of Bhutan

2012

i

Foreword iAcknowledgement iiExecutive summery 1Glossary 2List of Tables 2List of Figures 3List of Maps 3 CHAPTER ONE: COUNTRY BACKGROUND 4

1.1. Location and size 41.2. Population characteristics 41.3. Political system of Bhutan 41.4. Education 51.5. Public health and Health Indicator 51.6. Employment and unemployment status 71.7. Economy 7

TWO: OCCUPATIONAL HEALTH AND SAFETY TRENDS 102.1. Occupational Health and Safety defined by ILO and WHO 102.2. Occupational Health and Safety from an international perspective 112.3. Over view of current Occupational Health and Safety Management System 11

2.3.1. Implementing agencies and stakeholders 122.3.2. Role of MoLHR as a lead agency in implementing OHS 122.3.3. Health and safety survey 132.3.4. Promotion 142.3.5. Labour Inspection on OHS 14

2.4. Occupational accident and injury 212.5. Occupational Health surveillance and disease 24

CHAPTER THREE: OCCUPATIONAL HEALTH AND SAFETY LEGISLATIVE FRAMEWORK 253.1. Provisions of the Constitution 253.2. National Health Policy 263.3. Other major legislation on Occupational Health and Safety 26

3.3.1. Labour and Employment Act 2007 263.3.2. Mines and Mineral Act, 1995 273.3.3 Civil Service Act of Bhutan, 2010 273.3.4 National Environment Act,2007 273.3.5 Road Safety and Transport Act, 1999 283.3.6 Electricity Act of Bhutan, 2001 283.3.7 Pesticides Act of Bhutan 2000 283.3.8 Food Act of Bhutan 2005 28

CONTENTS

Profile on Occupational Health and Safety of Bhutan

2012

ii

3.4 Sub laws on Occupational Health and Safety 293.4.1 Regulations on Occupational Health, Safety and Welfare (MoLHR) 293.4.2 Regulations on Occupational Health and Safety for Construction Industry (MoLHR) 293.4.3. Regulation on Workers Compensation 2009 (MoLHR) 293.4.4. Regulation on Hours of Work 2009 (MoLHR) 303.4.5. Rules and Regulations for Establishment and Operation of Industrial and Commercial Ventures in Bhutan, 1995. (MoEA) 303.4.6. Mines and Minerals Management Regulations 2002. (MoEA) 303.4.7. Bhutan Electricity Authority -Safety Regulation 2008 (BEA) 303.4.8. Bhutan Electricity -Safety Code 2008 (BEA) 313.4.9. Bhutan Building Rule 2002 (MoWHS) 313.4.10. Food rules and regulation of Bhutan 2007 ( BAFRA, MoAF) 31

CHAPTER FOUR: THE WAY FORWARD 324.1. National Occupational Health and Safety Policy 324.2. National awareness campaigns 324.3. Workplace health and safety policies and implementation 334.4. Building institutional capacity though training and education 334.5. OHS information network system 344.6. Tripartite cooperation on OHS 35

References 36

CONTENTS

i


2012

ii

Acknowledgement

The Department of Labour, MoLHR would like to extend its appreciation and gratitude to Dr. Salman Burton, Regional Advisor, SEARO for taking personal interest in supporting Occupational Health and Safety Programs of the Department and WHO, Country Office for Bhutan. The technical and financial support provided by Dr. Salman Burton was instrumental in the publication of this profile.

We would like to thank the Institute for Management Studies (IMS), Thimphu for providing their consultancy services to develop this document. Our appreciation also goes to all the individuals who shared information that was necessary for his profile.


2012

1

Executive summary

The “Profile on Occupational Health and Safety (OHS) of Bhutan” provides a glimpse of occupational health and safety issues and challenges in Bhutan. It will facilitate the Government to have a global OHS scenario in Bhutan to take policy decisions and identify areas of intervention to enhance OHS in Bhutan.

Of the four chapters, the first one gives a brief background of Bhutan. This chapter sets the context for understanding OHS in Bhutan by providing the education, health and economic indicators and people employed in different economic activity sectors. The population characteristics and the political set up are also given to supplement the background understanding of Bhutan.

Chapter two dwells on occupational health and safety trends. Using the available data, this chapter discusses the trends in OHS from an international perspective. It then presents an overview of OHS and safety management system in Bhutan. The discussion on labor inspection on OHS and occupational health surveillance and disease captures the status of OHS in Bhutan.

Chapter three maps the acts, rules and regulations of different organizations and scans the presence of OHS related clauses in them. This will paint a clear picture of OHS as seen and viewed by different organizations and consequently study the possibility of building a common platform for implementing OHS at workplace effectively.

The last chapter indicates the way forward for the different stakeholders to boost OHS in Bhutan. It suggests awareness campaigns, building institutional capacity and establishing OHS baseline. Of all, it recommends the necessity of looking at OHS from a tripartite perspective to facilitate coordinated actions by all stakeholders to implement OHS programmes effectively.

Finally, this profile is expected to serve as a background for the national consultations on the development of a comprehensive and integrated OHS plan and programs.


2012

2

Glossary

• BEA Bhutan Electricity Authority• BHUBasic Health Units• CDB Construction Development Board• DGMDepartment of Geology and Mines• DoE Department of Employment• DoL Department of Labour• DoPHDepartment of Public Health• GDPGross Domestic Product• HQ Head quarter• ILO International Labour Organization• IT Information and Technology • LFS Labour Force Survey• MoEAMinistry of Economic Affairs • MoLHRMinistry of Labour and Human Resources• MoH Ministry of Health• MTI Ministry of Trade and Industry (Renamed as Ministry of Economic Affairs) • NEC National Environment Commission• NSB National Statistical Bureau • OHSOccupational Health and Safety• PHCBPopulation Housing and Census of Bhutan• PPE Personal Protective Equipment• RELORegional Employment and Labour Office• RCSCRoyal Civil Service Commission• RSTARoad Safety and Transport Authority• SOP Safety Operating Procedures• WHOWorld Health Organization

List of Tables

• Table1:2010 Health Indicators • Table2:Total employed persons by major economic activity and key hazard (Source:

LFS 2011)• Table3:Distribution of Labour Inspectors by Region• Table4:Establishment by Dzongkhag • Table5:Establishment by region • Table6:Enterprises by Major Activity and Dzongkhag• Table7:Number and types of inspection visited (From August 2010 – June 2011)• Table8:Number and types of inspection visited (From January 2008 - September 2010)• Table9:Causes of accidents


2012

3

List of Figures

• Fig1:Fig1:Unemployment rates over the years• Fig2:Work related injuries • Fig3:Sector wise accident projection• Fig4:Year wise accident projection

List of maps

• Map1:Map of Bhutan showing location of hydropower plants, industries, mines and referral hospitals

• Map2:Map showing Dzongkhags covered under each region.


2012

4

CHAPTER ONE

COUNTRY BACKGROUND

1.1. Location and size

Secluded in the folds of the Eastern Himalayas, the Kingdom of Bhutan lies between 88° 45’ and 92°10’ longitude east and 26°40’ and 28°15’ north. It has an area of 38,394 sq kilometers and shares borders with the Autonomous Region of Tibet (China) in the North and the Indian states of Sikkim in the west, Arunachal Pradesh in the east and Assam and West Bengal in the south. Bhutan is a mountainous country except for the small flat land in the southern foothills. It rises from 160 m above sea level to over 7500 m high.

1.2. Population characteristics

The Tshanglas, Ngalops and the Lhotshampas comprise the major ethnic composition of Bhutan. The other ethnic groups are the Bumthaps and the Khengpas of Central Bhutan, the Kurtoeps in Lhuentse, the Brokpas and the Bramis of Merak and Sakteng in eastern Bhutan, the Doyas of Samtse and the Monpas of Rukha villages in Wangdue Phodrang.

• Total population (PHCB 2005): 634982 • Population by sex (PHCB 2005): 333595 are males and 301387 are females• Population by age (PHCB 2005): 56% below 24 years• The annual population growth rate (PHCB 2005): 1.3%.• Life expectancy at birth: 66.5 years for male and 68.2 years for female• Literacy rate: 59.5%

1.3. Political system of Bhutan

From an era of chieftainship in the pre 1616 period, the political landscape of Bhutan has evolved into a Constitutional Parliamentary Democracy since 2008. There are three main milestones in the political history of Bhutan. The introduction of Dual System of Administration by Zhabdrung Ngawang Namgyal in 1616 laid the foundation for a systematic scheme of governance. The enthronement of the fist hereditary King of Bhutan in 1907 propelled


2012

5

Bhutan on the path of economic development, progress and also prepared Bhutan to embark on democracy. Inspired by the Fourth King, Bhutan then embarked on Parliamentary Democracy in 2008. Today, of the two political parties, the Druk Phunsum Tshogpa triumphed over the People’s Democratic Party with a major victory and became the ruling party with the other in the opposition. The organs of the Bhutanese government comprise of the Legislature, Judiciary and the Executive. The ruling political party, the opposition and the National Council constitute the legislative body.

1.4. Education

Bhutan offers free education till grade 10 and then only to all the excelling students. Thus, from grade 10 onwards, only those students who meet the qualifying criteria are admitted in the higher education institutions in and outside Bhutan by the government to pursue higher studies.

However, those who do not get enrolled for higher secondary education also have opportunities to take up technical and vocational education with government scholarship.

Currently, there are 11 colleges and Institutes with a total capacity to enroll 1581 students with the minimum of grade XII level. These institutions offer engineering, management, education, agriculture, forestry, livestock, IT, law, language, culture, among many other courses1.

For those students who do not qualify for higher studies, the government has established “Vocational Training Institutes” to help them to enhance their employability skills. Currently there are 8 such institutions spread across the country focusing on automobile engineering, driving, construction, electrical engineering and other vocational and technical courses.

1.5. Public health and Health Indicator

The Ministry of Health is responsible for all public health in the country. The ministry provides occupational health services in all the sectors through its Hospitals, BHU, outreach clinics and health care network system. Table 1 provides information on the health indicators for year 2010.

1MoLHR, RGOB, Labour Market Information Bulletin 2010: 8


2012

6

Table 1: 2010 Health Indicators

Sl.No Diseases Value (year 2010)

1 Infant Mortality rate ( per 1000 lives birth) 40.10

2 Under 5 mortality rate ( per 1000 lives birth) 61.50

3 Deliveries attended by health professional (%) 69.5

4 Immunization Coverage (%) 94.4

5 Access to safe drinking water (%) 88

6 Access to safe excreta disposal (%) 93

7 Malaria Incidence per 10,000 population at risk 7

8 Tuberculosis Prevalence rate per 10,000 population 19

9 Diarrhoea Incidence per 10,000 under 5 children 2428

10 Pneumonia incidence per 10,000 under 5 children 1135

11 Intestinal Worms incidence per 10,000 population 141

12 Conjunctivitis Incidence per 10,000 population 948

13 Diabetes Incidence per 10,000 population 47

14 Cancer Incidence per 10,000 population 15

15 Alcohol Liver Disease Incidence per 10,000 Population 28

16 Hypertension Incidence per 10,000 population 343

17 Skin Infections per 10,000 population 1323

Source: Annual Health Bulletin 2011, MoH


2012

7

1.6. Employment and unemployment status

Of the 331,900 available labour force in the labour market, the 2010 labour force status show that 320,900 were employed as against 11,000 unemployed individuals. Thus, the unemployment rate in 2010 was 3.3% which was gradually brought down to 3.1 % (10500) in 2011 despite increase in the total labour force to 334,200 in 2011.

2008 2009 2010 Jul-11

Fatal accident 9 0 7 22

Total Disable 0 1 0 0

Partial Disable 28 3 3 7

0

5

10

15

20

25

30

No.

of

Wor

kers

1.8

2.5

3.1

3.2

3.7

4.0

3.3

3.1

0.01.02.03.04.05.0

2003 2004 2005 2006 2007 2009 2010 2011

Rat

es

Year

Fig 1: Unemployment rates over the years (Source: LFS 2011)

1.7. Economy

Bhutan embarked on a planned economic development only in 1961 with the launching of the First Five Year Plan. Currently, Bhutan is in its Tenth Five Year Plan. From a fully agrarian economy, it is gradually shifting to other forms. Now, hydro-electricity is the major source of revenue for the Government. Of the total capacity of Bhutan to generate 30,000 MW, Bhutan has harnessed only about 1500 MW of electricity. There are three hydro projects in progress amounting to a generation capacity of more than 1500 MW.

Tourism is another important source of revenue for Bhutan. Therefore, government is striving to improve facilities and introduce new products to boost tourist arrivals in Bhutan.

The manufacturing sector is also picking up. It contributes about 14% to the GDP. Currently, there are about 65 major industries which are mainly located in Chukha Dzongkhag.

Economic Indicators (Source: NSB 2010)• Gross Domestic Product GDP (2010): USD 1,584.90 (at current price)• GDP growth rate (2010): 18.38% (at current price)• Gross Domestic per capita product (GDP) (2010): USD 2,277.16


2012

8

Map

1: M

ap o

f Bhu

tan

show

ing

loca

tion

of h

ydro

pow

er p

lant

s, in

dust

ries,

min

es a

nd re

ferr

al h

ospi

tals

(Not

e: M

ap n

ot to

th

e sc

ale)


2012

9

Table 2: Total employed persons by major economic activity (Source: LFS 2011)

Economic Activity Total employees

Agricultural & forestry 194,700

Mining & quarrying 1,200

Manufacturing 16,900

Electricity, gas & water supply 7,200

Construction 4,500

Wholesale & retail trade, repair of motor cycle, personal 27,800

Hotels & restaurants 6,100

Transport, storage & communication 8,900

Financial intermediation 2,300

Real estate, renting & business activity 8,400

Public administration & defense 27,200

Education 9,700

Health & social workers 2,800

Other community, social & personal service activities 3,900

Private household & employed persons 2,100

Total 323,700


2012

10

CHAPTER 2

OCCUPATIONAL HEALTH AND SAFETY TRENDS

2.1. Occupational Health and Safety defined by ILO and WHO

The International Labour Organization and the World Health Organization have shared a common definition of occupational health. It was jointly adopted by the joint ILO/WHO Committee on Occupational Health in 1950 and later revised in 1995. According to ILO/WHO occupational health should aim at: “the promotion and maintenance of the highest degree of physical, mental and social well-being of workers in all occupations; the prevention amongst workers of departures from health caused by their working conditions; the protection of workers in their employment from risks resulting from factors adverse to health; the placing and maintenance of the worker in an occupational environment adapted to his physiological and psychological capabilities; and, to summarize, the adaptation of work to man and of each man to his job”.

The main focus in occupational health is on three different objectives: (i) the maintenance and promotion of workers’ health and working capacity; (ii) the improvement of working environment and work to become conducive to

safety and health and (iii) development of work organizations and working cultures in a direction which

supports health and safety at work and in doing so also promotes a positive social climate and smooth operation and may enhance productivity of the undertakings.

The concept of working culture is intended in this context to mean a reflection of the essential value systems adopted by the undertaking concerned. Such a culture is reflected in practice in the managerial systems, personnel policy, principles for participation, training policies and quality management of the undertaking. (Source: ILO website)


2012

11

2.2. Occupational Health and Safety from an international perspective

The latest estimates by ILO project more than 2 million annual work related deaths which is rising due to rapid industrialization in the developing countries. In addition, each year there are about 268 million non-fatal workplace accidents resulting to at least three days absence from work. Non-fatal occupational diseases are estimated at 160 million annually for an estimated global work force of 2.8 billion. The ILO has also estimated that workplace accidents and diseases are responsible for the loss of some four percent of the world’s Gross Domestic Product in compensation and absence from work.

According to ILO the most common workplace diseases are from exposure to hazardous substances, musculoskeletal diseases, respiratory diseases, and hearing loss. The work related cancer and heart diseases account for over half of all the occupational fatalities.

WHO as the global lead agency on Occupational Health and ILO as the lead agency on Occupational Health and Safety sets standards, conducts research, exchanges information and provides technical advisory services to its member’s states and non member as well. There are more than 40 standards adopted by ILO specifically dealing with OHS issues and over 40 code of practice. Nearly half of ILO instruments deal directly or indirectly with OHS issues. In 2003, ILO adopted a global strategy to improve OHS which includes the introduction of a preventive health and safety culture, the promotion and development of relevant instruments, and technical assistance. WHO and ILO have also established joint WHO/ILO Committee on Occupational Health and Safety to work together for strengthening Occupational Health and Safety Management system in the world of work.

2.3. Over view of current Occupational Health and Safety Management System

2.3.1. Implementing agencies and stakeholders

The Ministry of Labour and Human Resources is the lead government organization in OHS. It deals with different aspects of OHS, in particular prevention, enforcement and compensation.

There are many organizations and stakeholders such as NEC, MoEA, MoAF,


2012

12

MoH, employers, workers, among several others that are also mandated by law and primarily concerned with OHS. They are also expected to implement and gain compliance with the OHS provisions and standards. They too have the responsibility in providing advocacy for raising awareness among the wider public and also policy formulation and implementation. The employers and workers too have the responsibility conferred by the Labour and Employment Act, 2007 in implementing the provisions of OHS laws and standards at their workplace.

The MoH, MoEA, RSTA, MoAF and NEC plays major preventive role compared to other organizations in OHS. The Ministry of Health is responsible for all public health in the country. It also shoulders the roles and functions in Occupational Health and Safety by providing occupational health services in all sectors through its Hospitals, BHU, outreach clinics and health care network system. The major technical unit that is responsible for occupational health activities is the Department of Public Health. Its functions include policy development on public health, setting standards and guidelines for occupational health services and management, and development of Occupational Health and Safety surveillance system.

The Department of Geology and Mines under the Ministry of Economic Affairs enforce laws in occupational health and safety in the mining industries. Similarly the Road Safety and Transport Authority have the role in ensuring safety in the transportation industry and general road safety. The Ministry of Agriculture does not have direct duty to take care of farmers’ health. However, the Ministry is responsible in controlling the import and use of pesticides and other agricultural chemicals in the country as per the Pesticides Act.

2.3.2. Role of MoLHR as a lead agency in implementing OHS

In the recent years, the rapid economic expansion and development in the country has brought lots of challenges in the working conditions and environment. Along with this development new occupational hazards and risks have emerged putting the work force at great risk.

To adapt to the emerging challenges in Bhutan, over the last one decade Occupational Health and Safety policy, laws and regulations relating to workplaces have been formulated by different government agencies. Now,


2012

13

there is the need to develop occupational health and safety policy frame work that gives guidelines and standards to prevent occupational injuries, accident and diseases at workplaces. Therefore, the government has identified the Ministry of Labour and Human Resources to spearhead promotion of Occupational Health and Safety, draw up and implement Occupational Health and Safety Policy and Regulations.

The ministry is in its infant stage of implementing Occupational Health and Safety management in the country including formulation of health and safety policies, standards, educational and training programs and implementation of legislation. On the other hand with few exceptions, the employers and workers are resistant to comply to the existing occupational health and safety legislation and adopt safety culture. This resistance could be due to lack of awareness of the benefits of occupational health and safety at the workplace. The other reason is the employers’ low level of income which determines their willingness and capacity to invest in the health and safety of their employees.

The Department of Labour has appointed a number of labour inspectors who are responsible for inspecting both working conditions and health and safety at workplace. The Labour and Employment Act 2007 allow them to have the support of technical specialists such as engineers, medical doctors and chemists, as required to assist them with difficult technical problems and are empowered by law to enter workplaces at any reasonable time to undertake inspection visits.

The emphasis in inspection work is on prevention, protection and improvement with inspectors providing managers and workers with information on the content of laws and regulations, and advising on what they must do to comply with the law. They also have power to enforce laws by issuing Improvement and Prohibition Notices, and through the imposition of fines and other sanctions against those found to be in contravention of the nation’s labour laws.

2.3.3. Health and safety survey

In 2007 the Department of Labour under the aegis of MoLHR conducted health and safety survey in order to assess the current status of work health and safety at workplaces. The general conclusion of the survey was that health and safety at workplace in the country regardless of the size of the enterprise are very


2012

14

low. This has affected the nation’s development aspirations as a consequence of work accidents, deaths and occupational diseases.

The WHO country office in Bhutan has conducted a situational analysis on the Occupational Health in the country. The study highlights several issues that needs to be addressed with priority if we has to at reach an acceptable occupational health and safety standard. The issues are:

• Poor and substandard Occupational Health and Safety situation.• Limited knowledge of workers on health.• Overlap of the jurisdiction of the stakeholders such as MoLHR, NEC, MTI

and MoH. • Undefined hazardous substances which need to be included in the

legislation.• Absence of environment monitoring, safety level, records of the

occupational health risk assessments.• Unavailability of chemicals safety/ materials safety data sheet.

2.3.4. Promotion

Promotion activities, workshops, and awareness training were conducted by the Ministry of Labour and Human Resources as well by other stakeholders like Bhutan Chamber of Commerce and Industries and the Ministry of Health. The Department of Labour, MoLHR in collaboration with Institute for Management Studies, the private training institute and the Department of Public Health has conducted several awareness training workshops on occupational health and safety since 2009. The training had been offered to managers and employees from the service industry and hospitality sectors. It has generally been appreciated and well received by the employees while there are some resistance from the employers and proprietors. OHS awareness training is most of the time seen as eating the limited resource and not from the beneficial perspective. However, more of such programmes will inspire and motivate even the reluctant stakeholders to appreciate the benefits of the programme.

2.3.5. Labour Inspection on OHS

The key legislation on labour inspection is the Labour and Employment Act 2007 and regulations under it. Chapter IX of the act deals with Occupational Health and Safety. The labour inspectors are all integrated labour inspectors


2012

15

where they carry out general inspection governing employment conditions and occupational health and safety.

Thus, they are responsible for conducting labour inspection concerning protection of workers with regard to the terms under which they are employed (including wages, hours of work, allowances, leave and other benefits established by law or agreement ) and the conditions under which work takes place (including the health and safety of workers and the action required to eliminate, minimize and control hazards concerning machinery and equipment, work processes, substances, and the general working environment).

The labour inspection is undertaken through three types of inspection visits which are

o Routine visits: are inspections undertaken as part of the day-to-day work of the inspectors. Such visits aim to anticipate and prevent problems by informing workers and employer on the content of the law, advising them on how to comply and, if necessary, securing compliance with the law and its regulations through enforcement.

o Follow-up visit: are visits where inspectors focuses on the problems and contraventions of the law as identified in the previous routine visits. The objective of the visit is to determine the extent to which the enterprise has responded to the outcome of the earlier routine visit.

o Special visit: are those visit where the inspector focuses on a specific and particular issues such as complaint from a worker, or an accident.

Currently, there are 23 labour inspectors posted at various regional offices. They inspect about 7,474 enterprises in the country. The regulation on Labour Inspection requires labour inspectors to undertake 20 routine inspection visit per month which means with the current strength of labour inspectors and the given number of enterprises, on an average each enterprise in the country would be visited only once every 2 years. The distribution of labour inspectors by region is given in table 3.


2012

16

Table 3: Distribution of Labour Inspectors by Region (Source: Labour Protection Division, DoL, MoLHR)

Region Dzongkhag covered

No. of LI

No. of LI by Sex Education background

Thimphu HQ

Thimphu, Paro, Wangdiphodrang, Punakha, Haa, Gasa

7

2 Female1 Civil engineer

2 B. Com

1 BA Economic

5 Male 2 BA Geography

1 BA Business Management

Phuntsholing, RELO Chhukha, Samtse 4

2 Female 2 B .Com

1 BA Economic2 Male 1 BA Dzongkha

Gelephu, RELO

Sarpang, Dagana, Trongsa, Zhamgang, Tsirang, Bumthang

3 3 Male

2 BA Economic

1 BA Commerce

Samdrupjongkhar ,RELO

Samdrupjongkhar, Pemagatshel 4 4 Male

1 BA Geography

2 B .Com

2 B Arts

Trashigang , RELO

Trashigang, Mongar, Tashiyangtse, Lhuntshe

3 3 Male

2 BA Geo

1 B. Com

Lobesa Field office

Punatshangchu Hydro Project 2 2 Male 2 BA Dzongkha


2012

17

Map

2: M

ap sh

owin

g D

zong

khag

s cov

ered

und

er e

ach

regi

on


2012

18

Table 4: Establishment by Dzongkhag

Sl. No Dzongkhag Establishments 2008 Establishments 2010

1 Bumthang 223 212

2 Chukha 1133 965

3 Dagana 168 180

4 Gasa 30 17

5 Haa 94 115

6 Lhuntse 81 75

7 Mongar 273 261

8 Paro 550 602

9 Pemagatshel 132 144

10 Punakha 139 154

11 Samdrupjongkhar 386 422

12 Samtse 434 382

13 Sarpang 536 632

14 Thimphu 1864 2224

15 Trashigang 333 241

16 Trashiyangtse 91 67

17 Trongsa 140 153

18 Tsirang 132 145

19 Wangdiphodrang 316 357

20 Zhemgang 107 126

Total 7162 7474

Source: Establishment Census 2008 & 2010, DoE, MoLHR

Table 5: Establishment by region

Sl. No Region Establishments 2008 Establishments 2010

1 QH, Thimphu region 2993 3469

2 RELO, Gelephu region 1306 1448

3 RELO, Samdrupjongkhar region 518 566

4 RELO, Tashigang region 778 644

5 RELO, Phuntsholing region 1567 1347

Total 7162 7474

Source: Establishment Census 2008 & 2010


2012

19

Table 6: Enterprises by Major Activity and Dzongkhag

Sl. No Dzongkhag

Major Economic Activity

Total

1 Bumthang 1 0 15 1 1 118 59 2 3 0 1 1 10 212

2 Chukha 0 3 61 4 16 481 265 5 70 3 3 2 52 965

3 Dagana 0 0 5 4 1 111 54 0 4 0 1 0 0 180

4 Gasa 0 0 0 0 0 14 1 1 1 0 0 0 0 17

5 Haa 0 0 21 3 0 71 14 3 2 0 0 0 1 115

6 Lhuntse 0 0 7 2 0 56 7 2 0 0 0 0 1 75

7 Mongar 1 0 23 2 4 173 43 5 4 0 1 0 5 261

8 Paro 1 1 56 1 1 339 143 1 27 1 2 1 28 602

9 Pemagatshel 0 1 9 0 0 83 40 5 2 0 0 0 4 144

10 Punakha 1 1 19 1 0 90 33 3 3 0 0 0 3 154

11 S/Jongkhar 10 2 29 1 9 223 83 6 37 0 2 2 18 422

12 Samtse 1 3 20 3 14 204 119 1 4 1 0 2 10 382

13 Sarpang 1 1 48 3 4 347 168 2 34 0 2 1 21 632

14 Thimphu 6 7 200 5 11 1282 469 5 94 7 4 7 127 2224

15 Trashigang 2 0 9 3 5 164 41 5 7 0 0 0 5 241

16 T/Yangtse 0 0 8 2 0 31 21 3 1 0 0 0 1 67

17 Trongsa 0 1 6 1 9 62 63 2 4 0 0 1 4 153

18 Tsirang 0 0 15 2 0 73 33 3 15 0 2 0 2 145

19 W/Phodrang 1 2 39 1 5 225 75 5 3 0 0 0 1 357

20 Zhemgang 1 0 8 1 2 69 37 4 0 0 1 0 3 126

Total 26 22 598 40 82 4216 1768 63 315 12 19 17 296 7474

Source: Establishment Census 2010

Oth

er C

omm

unity

, Soc

ial a

nd P

erso

nal

Serv

ice

Activ

ities

Agric

ultu

re a

nd fo

rest

ry

Man

ufac

turin

g

Min

ing

and

quar

ry

Elec

tric

ity, G

as a

nd W

ater

Sup

ply

Cons

truc

tion

Who

lesa

le a

nd R

etai

l Tra

de; R

epai

r of m

otor

veh

icle

s, M

otor

cycl

es a

nd p

erso

nal a

nd h

ouse

hold

goo

ds

Real

Est

ate,

Ren

ting

and

Busi

ness

Act

iviti

es

Hot

els

and

rest

aura

nts

Fina

ncia

l Int

erm

edia

tion

Publ

ic A

dmin

istr

atio

n an

d D

efen

se;

Com

puls

ory

Soci

al S

ecur

ity

Educ

atio

n

Hea

lth a

nd S

ocia

l Wor

k


2012

20

Table 7: Number and types of inspection visited (From August 2010 – June 2011)

Sl. No Region Routine

inspectionFollow-up Inspection

Special Inspection

Total Enterprises

visited

1 Thimphu 209 17 226

2 Phuntsholing 36 830 866

3 Gelephu 109 3 112

4 Samdrup Jongkhar 142 142 1 143

5 Trashigang 54 54 1 53

6 Lobesa 62 48 3 62

Total 403 370 838 1462

Source: Annual Labour Inspection Report (2010-2011)

Table 8: Number and types of inspection visited (From January 2008 - September 2010)

Sl. No Region Routine

inspectionFollow-up Inspection

Special Inspection

Total Enterprises

visited

1 Thimphu 371 56 4 431

2 Phuntsholing 123 38 3 164

3 Gelephu 94 25 119

4 Samdrup Jongkhar 25 13 38

5 Trashigang 38 1 39

Total 651 132 8 791

Source: Labour Inspection Report (Jan 2008- September 2010)


2012

21

2.4. Occupational accident and injury

In 2010 there were 24,745 work related injuries according to the Annual Health Bulletin 2011. The work related injuries has witnessed a gradual decrease till 2009 and has shot up again at an alarming rate in 2010. This could be due to the increase in development activities in the 10th five year plan.

Fig 2: Work related injuries

1211410795 10260 10577

24745

0

5000

10000

15000

20000

25000

30000

2006 2007 2008 2009 2010

Construction Manufacturing Mining Services




0

5

10

15

20

25

30

No.

of w

orke

rs m

et w

ith

acci

dent

Work place accident

Source: Annual Health Bulletin 2011, Ministry of Health

The Ministry of Health has recorded 5520 cases of accidental falls claiming 9 lives from January to March 2011 as explained in Table 9 but all of this may not be work related.

Table 9: Causes of accidents

Cases Death

Accidental Falls 5520 9

Contact with Heat & Hot substances & exposure to smoke, fire, flames 1605 0

Exposure to Electric Current 30 0

Transport Accidents 1377 15

Source: Quarterly morbidity and activity report (January to March 2011, MoH)


2012

22

The Labour and Employment Act 2007 require the employers to notify and report any workplace incident and accident to the Ministry of Labour and Human Resources. However, it was found that many go unreported.

From January 2008 till July 2011 a total of 80 workplace accidents has been officially reported and recorded by the Ministry of Labour and Human Resources as shown in Figures 3 and 4.

Fig 3: Sector wise accident projection

1211410795 10260 10577

24745

0

5000

10000

15000

20000

25000

30000

2006 2007 2008 2009 2010

Construction Manufacturing Mining Services




0

5

10

15

20

25

30

No.

of w

orke

rs m

et w

ith

acci

dent

Work place accident

Source: Annual Labour Inspection Report, January 2008 - September 2010 & From August 2010 – June 2011) DoL, MoLHR

By sector wise, construction domain had the most accidents with a total of 42 workers having met with accident comprising of 27 fatal, 1 totally disabled and 14 partially disabled. Comparatively, service sector had the least workers meeting accidents with just 10 which includes 6 fatal and 4 partially disabled.

The Construction sector is one of the fastest growing and the largest employing sector in the country. In 2010 the construction sector had an estimated growth rate of 20.61% which is an increase of 4.08% point from the previous year (16.53 % in 2009). The construction sector has contributed 14.22% to GDP in 2010 ranking third as contributor. The financial institutions have shown that the highest investment has been made in the construction industry2 from 2008 to 2009. There are about 3205 construction companies registered with CDB as of December 15, 2011.

2Investment by financial institution in building and construction sector: 2008 - Nu: .5768.2, 2009- Nu:6615.3 (Nu in millions) - Source: Statistical Yearbook 2010, NSB


2012

23

The high growth rate of the construction sector is mainly due to the construction activities including of upcoming mega power projects such as the Punatshang chhu I & II in Wangdi Phodrang, Mangdi chhu in Tongsa, Daga chhu in Dagana and complemented by the construction of farm roads to connect 205 gewogs, 100% rural electrification by 2013, and public and private constructions. According to the Thimphu City Corporation, about 400 buildings are under construction as of November 26, 2011. About 280 drawings were approved in 2011 and expected to approve another 300 constructions by the end of 2011.3

However, Occupational Health and Safety in the construction sector is at a very basic level. With a boom in the construction, the rate of accidents as compared to other sectors is the highest. According to the OHS180 survey by MoLHR, despite the hazardous nature of the construction sector, it is characterized by variety and the comparatively short life of the construction site, employing high number of unskilled and uneducated workers and a large number of migrant and immigrant workers. Safety concern has been raised, and of late, efforts have been made by the government to promote health and safety in the sector.

Fig 4: Year wise accident projection

2008 2009 2010 Jul-11




0

5

10

15

20

25

30

35

40

Nu

mbe

rs o

f W

orke

rs

Numbers of workers met with accident

Source: Annual Labour Inspection Report, January 2008 - September 2010 & From August 2010 – June 2011) DoL, MoLHR

3Kuensel issue, Saturday, November 26, 2007 (Will housing boom lead to a bust?)


2012

24

Going by year, in between 2008 and July 2011, there were 37 workers who met with accident in 2008 which is the most as compared to other years. In 2009, only 4 workers met with accident making it the year with the least workplace accident.

2.5. Occupational Health surveillance and disease

Workers’ health surveillance systems involve systematic collection, analysis and interpretation of information on occupational disease and injury. This will facilitate the identification of major occupational hazards and eventually devise preventive actions which are measurable and can be evaluated. It allows for an assessment of the workers’ health by means of detection and identification of any abnormalities through medical examinations, questionnaires, radiological examinations and review of workers’ health records, among others.

The Labour and Employment Act 2007 require the employers to maintain health records of all the workers. However, with a few exceptions, a majority of the enterprises do maintain such record.4 Even though Bhutan Health Management Information System in the MoH has a system of reporting morbidity and mortality on quarterly and annual basis, occupational diseases and accidents are not specified and included in the report.

The base line data of occupational health related to accidents and disease is hard to access. According to the OHS survey 2007, with few exceptions there are no systems or procedures of identification and assessment of environmental factors that affect workers’ health, such as the state of workplace hygiene and sanitation, use of PPE and control system. The occupational health surveillance systems that focus on accident and diseases prevention including psycho social factor among the workers is also absent.

4OHS survey 2007 MoLHR


2012

25

CHAPTER 3

OCCUPATIONAL HEALTH AND SAFETY LEGISLATIVE FRAMEWORK

3.1. Provisions of the Constitution

The Constitution of the Kingdom of Bhutan entrusts the state to assume responsibility for the protection of the labour force.

The following articles of The Constitution of the Kingdom of Bhutan are relevant to the protection of workers:

Article5(2.d) The Royal Government shall ensure a safe and healthy environment.

Article9(12)The State shall endeavor to ensure the right to work, vocational guidance and training and just and favorable conditions of work.

Article9(13)The State shall endeavor to ensure the right to rest and leisure, including reasonable limitation of working hours and periodic holidays with pay.

Article9(14)The State shall endeavor to ensure the right to fair and reasonable remuneration for one’s work.

Article9(17) The State shall endeavor to take appropriate measures to eliminate all forms of discrimination and exploitation against women including trafficking, prostitution, abuse, violence, harassment and intimidation at work in both public and private spheres.

Article9(18) The State shall endeavor to take appropriate measures to ensure that children are protected against all forms of discrimination and exploitation including trafficking, prostitution, abuse, violence, degrading treatment and economic exploitation.

Article9(22)The State shall endeavor to provide security in the event of sickness and disability or lack of adequate means of livelihood beyond one’s means of control.


2012

26

3.2. National Health Policy

National Health Policy provides guidelines for the Royal Government with regard to public health. It entrusts the lead responsibility to MoH to pursue a comprehensive approach of primary health care, provide universal access with importance on disease prevention, health promotion, community participation and intersectional collaboration.

NationalHealthPolicy

Ministry of Health shall establish awareness raising modalities to prevent occupational diseases and injuries at all workplaces.

Health has held a prominent place in Bhutan’s economic development where the government spends around 7.4 to 11.4% of total government expenditure on health. As a proportion of Gross Domestic Product (GDP), public health spending alone (not counting private health expenditure) constitutes approximately 4%.Comprehensive quality health information shall be generated, regularly updated and maintained through Centralized Health Management Information system (HMIS).

Digitized Health record and information system shall be instituted in all the health facilities for faster and effective health information generation to support decision making.

Safe and appropriate method of hazardous waste disposal shall be adopted to minimize the potential health risks.

Initiatives to raise awareness on potential adverse effects of environmental pollution and contamination shall be emphasized.

3.3. Major legislation on Occupational Health and Safety

3.3.1. Labour and Employment Act 2007

The Labour and Employment Act, 2007 is a general legislation governing employment conditions and environment in the world of work. Chapter IX of the Act is devoted to health and safety and includes various sections concerning health and safety that apply to all types of employment, except farming. It empowered the Ministry of Labour and Human Resources to design related regulations and standards in order to make it more comprehensive.


2012

27

The aim of the Act is to improve the work environment and working conditions in order to safeguard and maintain the employees’ work ability, and to prevent occupational accidents, diseases, and other physical or mental health problems related to work. It requires the employers to identify the hazards and risk factors at workplace, eliminate, and assess the effects of the remaining risks to the employees’ health and safety. The Act also describes the employers and employees general duties, rights and obligations in pursuing a healthy and safe workplace. The Act also emphasizes on workplace injury and diseases reporting system and also on the requirement of the enterprise to develop health and safety policy at the enterprise level.

3.3.2. Mines and Mineral Act, 1995

The Department of Geologies and Mines under the Ministry of Economic Affairs is responsible for implementing the Mines and Mineral Act, 1995. Under the Mines and Mineral Act, 1995 the employers or lessees are responsible to ensure a safe and healthy working environment. They should report any workplace accident to the ministry. The ministry is also empowered to frame regulations and standards on health and safety in keeping with the view of national legislation on occupational health and safety.

3.3.3 Civil Service Act of Bhutan, 2010

The Royal Civil Service Commission is responsible for implementing the Civil Service Act of Bhutan, 2010. The act ensures safe working conditions and environment for the civil servants. Section 89 to 90 of the act requires RCSC to implement the existing national occupational health and safety legislation to the civil servants.

3.3.4 National Environment Act,2007

Chapter IV (Protection of Environment Quality) of the National Environment Act 2007 entrusts the National Environment Commission with the responsibility of establishing the standards for emission or discharge of environment pollutions including noise and also laying down of procedures and safeguards of handling hazardous substances. It also discusses the requirement of not handling hazardous substances without taking any preventative measures such as using Personal Protective Equipment and following SOP. The Act is not confined and specific to the work place but the environment at large.


2012

28

3.3.5 Road Safety and Transport Act, 1999

One of the objectives of the Road Safety and Transport Act 1999 is to provide safe and efficient use of road systems and to provide an efficient and a safe public transport system. This responsibility is shouldered by the RSTA. The Act also describes general duties of the drivers related mainly to traffic safety signs and safety procedures in order to prevent transport accidents.

3.3.6 Electricity Act of Bhutan, 2001

The Act provides authority to the Bhutan Electricity Authority to develop regulations, standards, codes, principles and procedures, which include, but are not limited to performance standards, including minimum technical and safety requirements for construction, operation and maintenance of generation, transmission and distribution facilities.

3.3.7 Pesticides Act of Bhutan 2000

One of the objectives of this act is to minimize deleterious effect of pesticides on human beings and the environment. It provides guidelines and directives on import procedures of pesticides and the use of pesticides in a way that the effect on the environment is eased.

3.3.8 Food Act of Bhutan 2005

The purpose of this act is to protect human health from consumption of food which has adverse affect on the health and to regulate and facilitate the import, export and trade of food in the country.


2012

29

3.4 Sub laws on Occupational Health and Safety

3.4.1 Regulations on Occupational Health, Safety and Welfare (MoLHR)

This regulation was framed under the Labour and Employment Act, 2007. It prescribes standards and procedures on occupational health, safety and welfare for workplaces, instruments, vessels, appliances, apparatuses, tools, devices, electrical safety and other hazardous conditions. The objective of this regulation is to ensure safety, health and welfare for employees as well as other persons at workplaces, from work related risks to their health, safety and well being.

3.4.2 Regulations on Occupational Health and Safety for Construction Industry (MoLHR)

Regulation on Occupational Health and Safety for the Construction Industry was framed under the Labour and Employment Act, 2007. This regulation establishes occupational health and safety standards and procedures on construction safety. It aims to ensure safety and health for employees, as well as other persons at the construction sites, from work related risks to their health, safety, and well being. It also prescribes the roles and responsibilities of the workers and employers in ensuring health and safety at the site.

3.4.3. Regulation on Workers Compensation 2009 (MoLHR)

Regulation on Workers Compensation was notified by MoLHR as empowered by the Labour and Employment Act, 2007. It establishes standards and procedures for compensation of employees and their dependents as a result of injury, diseases or death arising from their work or related to the tasks and duties they are required to perform. It aims to compensate employees or their dependants for a loss of earning capacity rather than compensate for a particular injury or disease, and provides for the payment of medical and related costs and the rehabilitation of employees to enable them to return to work as soon as possible.


2012

30

3.4.4. Regulation on Hours of Work 2009 (MoLHR)

This regulation was framed as per the Labour and Employment Act, 2007 and it provides the maximum working hour and related matters falling within the scope of the Labour Act. It prescribes a maximum of 8 working hours per day with 2 hours overtime per day.

3.4.5. Rules and Regulations for Establishment and Operation of Industrial and Commercial Ventures in Bhutan, 1995. (MoEA)

The Ministry of Economic Affairs is the authority responsible for implementing Rules and Regulations for Establishment and Operation of Industrial and Commercial Ventures in Bhutan. Rule 13 of this regulation requires the business licensee to follow the standards laid down in respect to health and hygiene by the concerned authorities.

Rule 15 of this regulations require the business licensee to ensure that the prevailing legislation of the country relating to environmental protection as well as health and safety measures are strictly adhered to in the operation and conduct of the industrial or commercial venture.

3.4.6. Mines and Minerals Management Regulations 2002. (MoEA)

This regulation clearly outlines Occupational Health and Safety procedures to be followed by the mining industries.

3.4.7. Bhutan Electricity Authority -Safety Regulation 2008 (BEA)

The purpose of this regulation is to make provisions for the design, construction, operation and maintenance of electric power plant and equipment in a manner that is electrically safe. This regulation is confined to the licensee’s workplace where license is issued by the BEA under the Electricity Act of Bhutan, 2001. Under the regulation, it also describes the responsibility of the BEA and licensee to ensure that the generation, transmission, and distribution of electricity within the country is undertaken in a manner that is electrically safe.


2012

31

3.4.8. Bhutan Electricity -Safety Code 2008 (BEA)

This Safety Code specifies the BEA’s minimum electrical safety requirements for the design, construction, operation and maintenance of electric power plant and equipment under the control of Licensees. The minimum requirement set by BEA has to be incorporated by Licensees into their Safety Rules and Safety Management Systems as required by the Safety Regulation 2008.

3.4.9. Bhutan Building Rule 2002 (MoWHS)

The City Corporation Offices of the respective towns have the responsibility to enforce the Bhutan Building Rules, 2002, which make reference to aspects of safety on construction sites.

Occupational Health and Safety laws and regulations were formulated by various agencies based on the situation that arose but this did not have much impact in building safety culture in the country. At the same time there are lapses in the laws where it also fails to define clear jurisdiction among the implementing agencies for implementation of OHS related legislations.

3.4.10. Food rules and regulation of Bhutan 2007 ( BAFRA, MoAF)

These rules and regulations aim at preventing the introduction and spread of feed-borne hazards into food for human consumption by properly managing and controlling the production, processing, transport, storage, distribution and trade of food. It also defines minimum hygienic requirements for food businesses and related requirements and procedures.


2012

32

CHAPTER 4

THE WAY FORWARD

The serious state of health and safety in our workplaces requires an urgent response. Each and every workplace must take steps to address health and safety issues. Health and safety is a national issue, requiring a national response on a number of fronts. It is also an industry issue, requiring the various industries to take more responsibility to address the particular and specific issues relating to reducing the risk of accidents in work situations peculiar to that industry.

4.1. National Occupational Health and Safety Policy

The preparation of a national health and safety policy to provide guidelines for a concerted approach to the improvement of health and safety is an urgent priority. The preparation of such a policy should take account of the experiences of other countries that have sought to build their health and safety systems from a very low base.

The Department of Labour, MoLHR has drafted the National Health and Safety Policy. However, it is still in a draft form. The Ministry need to conduct consultative meetings with the employers, workers and the wider society and should put it in place a safe workplace culture and policy as soon as possible. The policy will not only provide guidelines but will also spell out the institutional and operational arrangements required to have an immediate and ongoing impact on health and safety in all workplaces.

4.2. National awareness campaigns

The employers, workers and the wider society in the country suffers from a general lack of knowledge and understanding of health and safety issues whether at home, at school, on the roads, in places of entertainment, and in the workplaces.

Therefore, there is the need to come up with a public awareness raising


2012

33

strategy on occupational diseases and injury and sensitization program for the workers, employers and the general public through mass media, public discourses and publications.

Such an awareness programme will culminate into both the workers and the employees demanding for a safe workplace.

4.3. Workplace health and safety policies and implementation

Primary responsibility of health and safety at the enterprise level rests with the employer. Employees are required to cooperate with their employers in this regard but it is the employer who is legally responsible and accountable.

The Labour and Employment Act, 2007 makes it mandatory for enterprises or workplaces registered as a company under the Companies Act 2000 and enterprises/worlpalce employing 12 or more employees to have a health and safety policy. The Act and regulation provide some guidance to assist the employers to prepare such a policy. The Ministry also provides a sample policy that employers can tailor to meet their particular circumstances.

The preparation of a health and safety policy at the workplace level in itself is insufficient. The policy must be communicated to all employees and steps taken to enlist the cooperation of employees, both workers and managers, in its implementation through awareness raising and training, preparation of information materials and posters, and the provision of safety awards.

The workplaces will be required by regulations on Occupational Health, Safety, and Welfare and OHS for Construction Industry under the Act to establish health and safety committees and appoint safety officers to monitor the implementation of the policy and safety plans. Safety officers and representatives on health and safety committees will have to be trained if they are to be effective in implementing workplace safety policy, standards and regulations. MoLHR should work in partnership to ensure that health and safety knowledge and skills are imparted to the wider possible audience.

4.4. Building institutional capacity though training and education

Occupational Health and Safety laws have been formulated and implemented by various organizations and the MoLHR, in particular Department of Labour


2012

34

taking the lead role. However, for the last decade impact on the OHS culture has been very nominal. Lack of capacity and education on the subject is one of the major concerns. According to OHS180 survey conducted by MoLHR, a major factors that contribute for not adopting safety culture is due to the lack of competency and awareness on OHS among the wider public. Therefore, building the institutional capacity on OHS of the implementing organizations and stakeholders is one of the crucial factors in OHS culture.

The Department of Labour, MoLHR gives propriety to effective and uniform enforcement of OHS legislation as a precondition for improving the quality of the working environment throughout the country. This can be achieved only through capacity building of the implementing agencies and stakeholders and decentralization of Labour Inspection services. Building the capacity of the stakeholders such as employers and workers is also one of the crucial factors that will contribute in building a safety culture.

Lack of competence amongst the Labour Inspectors coupled with the nature of job they have to carry out such as accident case investigation, research on Occupational Health and Safety and creating awareness through trainings, workshops, conducting inspections, etc further aggravates the quality of services the department provides. Therefore, there is the need in building the capacity of the department in terms of staff and their competency.

4.5. OHS information network system

Comprehensive and valid information on OHS is indispensible for developing right policy, legislations, programs and plans. There is need for all the OHS implementing agencies to share and disseminate information in order to provide clear picture of the OHS scenario of the country. The implementing agencies and stakeholders should share the information with the lead agency, MoLHR so that the information can be provided to the wider public for reference and developing policy guidelines. For example, the Ministry of Health will have the information on Occupational diseases and surveillance, insurance companies can share on the compensation claimed, employers and workers can provide incident and accident report to MoLHR. Similarly, industries and other sectors can report OHS information to MoLHR on a quarterly basis.

Therefore, there is the need to develop a proper information sharing and recording net work system between the concerned agencies and stakeholders


2012

35

in order to produce timely and accurate information on OHS.

4.6. Tripartite cooperation on OHS

Social dialogue through a tripartite cooperation plays a crucial role in promoting safe and healthy working environment and productive work. Its objectives are to ensure effective consultation on issues related to the improvement of OHS conditions and prevention from workplace accidents or occupational diseases, and to coordinate any activities at the national level through the Government and representative organizations.

In Bhutan, the tripartite system is very weak even though the government makes an effort and encourages the tripartite system. Both employers and workers are resistant in adopting a safety culture in the country and this can be achieved through the tripartite system. The government should encourage forming workers association as inspired by the Constitution of Kingdom of Bhutan and the Labour and Employment Act, 2007 and its regulation on workers association 2009.


2012

36

References

1. Constitution of Kingdom of Bhutan 2008 2. Labour and Employment Act, 20073. Mines and Mineral Act, 19954. Road Safety and Transport Act, 19995. Electricity Act of Bhutan, 20016. National Environment Act, 20077. Civil Service Act of Bhutan,20108. Profile on occupational health and Safety of Thailand 9. Occupational Health and Safety Profile of Mozambique10. Occupational health and safety profile, Parnu Country, Estonia 11. Annual Health Bulletin 2011, MoH12. Annual Report 2010-2011, MoH13. Quarterly Morbidity & Activity Report (January - March 2011), MoH14. Annual Labour Inspection Report (June 2010- July 2011), DoL, MoLHR15. Annual Labour Inspection Report ( January 2008 - July 2010), DoL, MoLHR16. National Health Survey 2000, MoH17. OHS180 survey 2007, DoL, MoLHR18. Global strategy on Occupational Health and safety(Conclusions adopted

by the International Labour Conference at its 91st Session, 2003), ILO19. National Health Policy20. http://www.ilo.org21. Labour Force Survey 2009, 2010 & 2011, MoLHR22. Establishment Census, 2008 & 2010, MoLHR23. Population and Housing Census of Bhutan,200524. Labour Market Information Bulletin 2010 & 2011, MoLHR25. Statistical yearbook of Bhutan 2009 & 2010, NSB26. National Accounts Statistics 2010, September 2011, NSB


2012

37


2012

38

Department of Labour,Ministry of Labour and Human ResourcesRoyal Government of Bhutan

March 2012

PROFILE ON THE OCCUPATIONAL HEALTH AND … on the Occupational Health and Safety of ... Profile on the Occupational Health and Safety of ... has established “Vocational Training

Documents