R194 - List of Occupational Diseases Recommendation, 2002

Preamble

The General Conference of the International Labour Organization,

Having been convened at Geneva by the Governing Body of the International Labour Office, and having met in its 90th Session on 3 June 2002, and

Noting the provisions of the Occupational Safety and Health Convention and Recommendation, 1981, and the Occupational Health Services Convention and Recommendation, 1985, and

Noting also the list of occupational diseases as amended in 1980 appended to the Employment Injury Benefits Convention, 1964, and

Having regard to the need to strengthen identification, recording and notification procedures for occupational accidents and diseases, with the aim of identifying their causes, establishing preventive measures, promoting the harmonization of recording and notification systems, and improving the compensation process in the case of occupational accidents and occupational diseases, and

Having regard to the need for a simplified procedure for updating a list of occupational diseases, and

Having decided upon the adoption of certain proposals with regard to the recording and notification of occupational accidents and diseases, and to the regular review and updating of a list of occupational diseases, which is the fifth item on the agenda of the session, and

Having determined that these proposals shall take the form of a Recommendation;

adopts this twentieth day of June of the year two thousand and two the following Recommendation, which may be cited as the List of Occupational Diseases Recommendation, 2002.

1. 1. In the establishment, review and application of systems for the recording and notification of occupational accidents and diseases, the competent authority should take account of the 1996 Code of practice on the recording and notification of occupational accidents and diseases, and other codes of practice or guides relating to this subject that are approved in the future by the International Labour Organization.
2. 2. A national list of occupational diseases for the purposes of prevention, recording, notification and, if applicable, compensation should be established by the competent authority, in consultation with the most representative organizations of employers and workers, by methods appropriate to national conditions and practice, and by stages as necessary. This list should:
   • (a) for the purposes of prevention, recording, notification and compensation comprise, at the least, the diseases enumerated in Schedule I of the Employment Injury Benefits Convention, 1964, as amended in 1980;
   • (b) comprise, to the extent possible, other diseases contained in the list of occupational diseases as annexed to this Recommendation; and
   • (c) comprise, to the extent possible, a section entitled "Suspected occupational diseases".
3. 3. The list as annexed to this Recommendation should be regularly reviewed and updated through tripartite meetings of experts convened by the Governing Body of the International Labour Office. Any new list so established shall be submitted to the Governing Body for its approval, and upon approval shall replace the preceding list and shall be communicated to the Members of the International Labour Organization.
4. 4. The national list of occupational diseases should be reviewed and updated with due regard to the most up-to-date list established in accordance with Paragraph 3 above.
5. 5. Each Member should communicate its national list of occupational diseases to the International Labour Office as soon as it is established or revised, with a view to facilitating the regular review and updating of the list of occupational diseases annexed to this Recommendation.
6. 6. Each Member should furnish annually to the International Labour Office comprehensive statistics on occupational accidents and diseases and, as appropriate, dangerous occurrences and commuting accidents with a view to facilitating the international exchange and comparison of these statistics.

ANNEX

List of occupational diseases (revised 2010)

(In the application of this list the degree and type of exposure and the work or occupation involving a particular risk of exposure should be taken into account when appropriate.)

1. 1. Occupational diseases caused by exposure to agents arising from work activities
   • 1.1. Diseases caused by chemical agents
     • 1.1.1. Diseases caused by beryllium or its compounds
     • 1.1.2. Diseases caused by cadmium or its compounds
     • 1.1.3. Diseases caused by phosphorus or its compounds
     • 1.1.4. Diseases caused by chromium or its compounds
     • 1.1.5. Diseases caused by manganese or its compounds
     • 1.1.6. Diseases caused by arsenic or its compounds
     • 1.1.7. Diseases caused by mercury or its compounds
     • 1.1.8. Diseases caused by lead or its compounds
     • 1.1.9. Diseases caused by fluorine or its compounds
     • 1.1.10. Diseases caused by carbon disulfide
     • 1.1.11. Diseases caused by halogen derivatives of aliphatic or aromatic hydrocarbons
     • 1.1.12. Diseases caused by benzene or its homologues
     • 1.1.13. Diseases caused by nitro- and amino-derivatives of benzene or its homologues
     • 1.1.14. Diseases caused by nitroglycerine or other nitric acid esters 1.1.15. Diseases caused by alcohols, glycols or ketones
     • 1.1.16. Diseases caused by asphyxiants like carbon monoxide, hydrogen sulfide, hydrogen cyanide or its derivatives
     • 1.1.17. Diseases caused by acrylonitrile
     • 1.1.18. Diseases caused by oxides of nitrogen
     • 1.1.19. Diseases caused by vanadium or its compounds
     • 1.1.20. Diseases caused by antimony or its compounds
     • 1.1.21. Diseases caused by hexane
     • 1.1.22. Diseases caused by mineral acids
     • 1.1.23. Diseases caused by pharmaceutical agents
     • 1.1.24. Diseases caused by nickel or its compounds
     • 1.1.25. Diseases caused by thallium or its compounds
     • 1.1.26. Diseases caused by osmium or its compounds
     • 1.1.27. Diseases caused by selenium or its compounds
     • 1.1.28. Diseases caused by copper or its compounds
     • 1.1.29. Diseases caused by platinum or its compounds
     • 1.1.30. Diseases caused by tin or its compounds
     • 1.1.31. Diseases caused by zinc or its compounds
     • 1.1.32. Diseases caused by phosgene
     • 1.1.33. Diseases caused by corneal irritants like benzoquinone
     • 1.1.34. Diseases caused by ammonia
     • 1.1.35. Diseases caused by isocyanates
     • 1.1.36. Diseases caused by pesticides
     • 1.1.37. Diseases caused by sulphur oxides
     • 1.1.38. Diseases caused by organic solvents
     • 1.1.39. Diseases caused by latex or latex-containing products
     • 1.1.40. Diseases caused by chlorine
     • 1.1.41. Diseases caused by other chemical agents at work not mentioned in the preceding items where a direct link is established scientifically, or determined by methods appropriate to national conditions and practice, between the exposure to these chemical agents arising from work activities and the disease(s) contracted by the worker
   • 1.2. Diseases caused by physical agents
     • 1.2.1. Hearing impairment caused by noise
     • 1.2.2. Diseases caused by vibration (disorders of muscles, tendons, bones, joints, peripheral blood vessels or peripheral nerves)
     • 1.2.3. Diseases caused by compressed or decompressed air
     • 1.2.4. Diseases caused by ionizing radiations
     • 1.2.5. Diseases caused by optical (ultraviolet, visible light, infrared) radiations including laser
     • 1.2.6. Diseases caused by exposure to extreme temperatures
     • 1.2.7. Diseases caused by other physical agents at work not mentioned in the preceding items where a direct link is established scientifically, or determined by methods appropriate to national conditions and practice, between the exposure to these physical agents arising from work activities and the disease(s) contracted by the worker
   • 1.3. Biological agents and infectious or parasitic diseases
     • 1.3.1. Brucellosis
     • 1.3.2. Hepatitis viruses
     • 1.3.3. Human immunodeficiency virus (HIV)
     • 1.3.4. Tetanus
     • 1.3.5. Tuberculosis
     • 1.3.6. Toxic or inflammatory syndromes associated with bacterial or fungal contaminants
     • 1.3.7. Anthrax
     • 1.3.8. Leptospirosis
     • 1.3.9. Diseases caused by other biological agents at work not mentioned in the preceding items where a direct link is established scientifically, or determined by methods appropriate to national conditions and practice, between the exposure to these biological agents arising from work activities and the disease(s) contracted by the worker
2. 2. Occupational diseases by target organ systems
   • 2.1. Respiratory diseases
     • 2.1.1. Pneumoconioses caused by fibrogenic mineral dust (silicosis, anthraco-silicosis, asbestosis)
     • 2.1.2. Silicotuberculosis
     • 2.1.3. Pneumoconioses caused by non-fibrogenic mineral dust
     • 2.1.4. Siderosis
     • 2.1.5. Bronchopulmonary diseases caused by hard-metal dust
     • 2.1.6. Bronchopulmonary diseases caused by dust of cotton (byssinosis), flax, hemp, sisal or sugar cane (bagassosis)
     • 2.1.7. Asthma caused by recognized sensitizing agents or irritants inherent to the work process
     • 2.1.8. Extrinsic allergic alveolitis caused by the inhalation of organic dusts or microbially contaminated aerosols, arising from work activities
     • 2.1.9. Chronic obstructive pulmonary diseases caused by inhalation of coal dust, dust from stone quarries, wood dust, dust from cereals and agricultural work, dust in animal stables, dust from textiles, and paper dust, arising from work activities
     • 2.1.10. Diseases of the lung caused by aluminium
     • 2.1.11. Upper airways disorders caused by recognized sensitizing agents or irritants inherent to the work process
     • 2.1.12. Other respiratory diseases not mentioned in the preceding items where a direct link is established scientifically, or determined by methods appropriate to national conditions and practice, between the exposure to risk factors arising from work activities and the disease(s) contracted by the worker
   • 2.2. Skin diseases
     • 2.2.1. Allergic contact dermatoses and contact urticaria caused by other recognized allergy-provoking agents arising from work activities not included in other items
     • 2.2.2. Irritant contact dermatoses caused by other recognized irritant agents arising from work activities not included in other items
     • 2.2.3. Vitiligo caused by other recognized agents arising from work activities not included in other items
     • 2.2.4. Other skin diseases caused by physical, chemical or biological agents at work not included under other items where a direct link is established scientifically, or determined by methods appropriate to national conditions and practice, between the exposure to risk factors arising from work activities and the skin disease(s) contracted by the worker
   • 2.3. Musculoskeletal disorders
     • 2.3.1. Radial styloid tenosynovitis due to repetitive movements, forceful exertions and extreme postures of the wrist
     • 2.3.2. Chronic tenosynovitis of hand and wrist due to repetitive movements, forceful exertions and extreme postures of the wrist
     • 2.3.3. Olecranon bursitis due to prolonged pressure of the elbow region
     • 2.3.4. Prepatellar bursitis due to prolonged stay in kneeling position
     • 2.3.5. Epicondylitis due to repetitive forceful work
     • 2.3.6. Meniscus lesions following extended periods of work in a kneeling or squatting position
     • 2.3.7. Carpal tunnel syndrome due to extended periods of repetitive forceful work, work involving vibration, extreme postures of the wrist, or a combination of the three 2.3.8. Other musculoskeletal disorders not mentioned in the preceding items where a direct link is established scientifically, or determined by methods appropriate to national conditions and practice, between the exposure to risk factors arising from work activities and the musculoskeletal disorder(s) contracted by the worker
   • 2.4. Mental and behavioural disorders
     • 2.4.1. Post-traumatic stress disorder
     • 2.4.2. Other mental or behavioural disorders not mentioned in the preceding item where a direct link is established scientifically, or determined by methods appropriate to national conditions and practice, between the exposure to risk factors arising from work activities and the mental and behavioural disorder(s) contracted by the worker
3. 3. Occupational cancer
   • 3.1. Cancer caused by the following agents
     • 3.1.1. Asbestos
     • 3.1.2. Benzidine and its salts
     • 3.1.3. Bis-chloromethyl ether (BCME)
     • 3.1.4. Chromium VI compounds
     • 3.1.5. Coal tars, coal tar pitches or soots
     • 3.1.6. Beta-naphthylamine
     • 3.1.7. Vinyl chloride
     • 3.1.8. Benzene
     • 3.1.9. Toxic nitro- and amino-derivatives of benzene or its homologues
     • 3.1.10. Ionizing radiations
     • 3.1.11. Tar, pitch, bitumen, mineral oil, anthracene, or the compounds, products or residues of these substances
     • 3.1.12. Coke oven emissions
     • 3.1.13. Nickel compounds
     • 3.1.14. Wood dust
     • 3.1.15. Arsenic and its compounds
     • 3.1.16. Beryllium and its compounds
     • 3.1.17. Cadmium and its compounds
     • 3.1.18. Erionite
     • 3.1.19. Ethylene oxide
     • 3.1.20. Hepatitis B virus (HBV) and hepatitis C virus (HCV)
     • 3.1.21. Cancers caused by other agents at work not mentioned in the preceding items where a direct link is established scientifically, or determined by methods appropriate to national conditions and practice, between the exposure to these agents arising from work activities and the cancer(s) contracted by the worker
4. 4. Other diseases
   • 4.1. Miners' nystagmus
   • 4.2. Other specific diseases caused by occupations or processes not mentioned in this list where a direct link is established scientifically, or determined by methods appropriate to national conditions and practice, between the exposure arising from work activities and the disease(s) contracted by the worker

الطعن 21948 لسنة 87 ق جلسة 5 / 2 / 2020 مكتب فني 71 ق 24 ص 146

جلسة 5 من فبراير سنة 2020

برئاسة السيد القاضي / علي حسن علي نائب رئيس المحكمة وعضوية السادة القضاة / بهاء محمد إبراهيم ، جمال حسن جوده وأبو الحسين فتحي نواب رئيس المحكمة ومحمد يوسف .

-----------------

(24)

الطعن رقم 21948 لسنة 87 القضائية

نقض " الصفة في الطعن " . وكالة .

التقرير بالطعن بالنقض بمعرفة محامٍ نيابة عن المحكوم عليه بموجب توكيل إداري صادر من قسم الشرطة اقتصرت عباراته على توكيله في القضية . أثره : عدم قبول الطعن شكلاً . علة ذلك ؟

ــــــــــــــــــــــــــــــــــــــــــــــــــــــــــــ

من المقرر أن إجراءات الطعن هي من الإجراءات الشكلية في الخصومة التي يجب أن تكون مستكملة كافة مقوماتها ، وأن الطعن بطريق النقض في المواد الجنائية حق شخصي لمن صدر الحكم ضده ، يمارسه أو لا يمارسه حسبما يرى فيه مصلحته ، وليس لأحد أن ينوب عنه في مباشرة هذا الحق إلَّا بإذنه ، ولذلك يتعيَّن أن يكون التقرير بالطعن منه شخصيًا ، أو ممن يوكله لهذا الغرض ، وكان البيِّن من التوكيل الإداري الذي تقرر الطعن بمقتضاه أنه مُجَرَّد ورقة تحمل ما يشير إلى صدورها من قسم شرطة ... ، وخاتم هذه الجهة ، وقد اقتصر على عبارة ( توكيل المتهم / .... للأستاذين / .... ، .... المحاميين في القضية رقم .... لسنة .... جنايات .... ) . ومن ثم فإنه لا يخوِّل حق التقرير بالطعن بالنقض نيابةً عن المحكوم عليه ؛ إذ إنه لم يفصح به عن ذلك ، ولا يجزئ من هذا أن يكون التوكيل صادرًا من الموكِّل بشأن القضية المذكورة ؛ إذ إن الطعن بالنقض لم يرد ضمن حدود هذه الوكالة ، ومن ثم ، فإن الطعن يكون قد قُرِّرَ به من غير ذي صفة ، مما يتعيَّن معه القضاء بعدم قبوله شكلًا .

ـــــــــــــــــــــــــــــــــــــــــــــــــــــــــــــــــــــ

الوقائع

اتهمت النيابة العامة الطاعن بأنه :-1- أحرز بغير ترخيص سلاحًا ناريًا غير مششخن" فرد خرطوش " على النحو المبين بالأوراق .

2- أحرز ذخائر مما تستخدم على السلاح الناري أنف البيان دون أن يكون مرخص له بحيازته أو إحرازه .

٣- أحدث عمدًا إصابة المجني عليه / .... ، وكان ذلك مع سبق الإصرار والترصد ، بأن عقد النيَّة وبيَّت العزم على ذلك ، وأعدَّ لذلك الغرض سلاحاً نارياً " فرد خرطوش " وانتظره بالمكان الذي أيقن عبوره منه ، وما أن ظفر به حتى أطلق صوبه عيارًا ناريًا مُحْدِثًا إصابته الموصوفة بتقرير مصلحة الطب الشرعي ، والتي أعجزته عن أشغاله الشخصية مدة تزيد عن عشرين يومًا .

وأحالته إلى محكمة جنايات .... لمعاقبته طبقًا للقيد والوصف الواردين بأمر الإحالة .

والمحكمة المذكورة قضت حضوريًا عملًا بالمادة 241 /2،1 من قانون العقوبات ، والمواد 1/1 ، 6 ، 26/4،1 من القانون رقم 394 لسنة 1954 ، المعدل بالقانونين رقمي 26 لسنة 1978 ، 165 لسنة 1981 ، والجدول رقم 2 الملحق بالقانون الأول ، والمعدل بالمرسوم بقانون رقم 6 لسنة 2012 ، مع إعمال حكم المادتين 17 ، 32 من قانون العقوبات بمعاقبة المتهم / .... بالحبس مع الشغل لمدة سنة واحدة ، وتغريمه ألف جنيه عما أسند إليه .

فطعن المحكوم عليه في هذا الحكم بطريق النقض .... إلخ .

ـــــــــــــــــــــــــــــــــــــــــــــــــــــــــــــــــــــــــــــــــــــــــــــــــ

المحكمـة

لما كان من المقرر أن إجراءات الطعن هي من الإجراءات الشكلية في الخصومة التي يجب أن تكون مستكملة كافة مقوماتها ، وأن الطعن بطريق النقض في المواد الجنائية حق شخصي لمن صدر الحكم ضده ، يمارسه أو لا يمارسه حسبما يرى فيه مصلحته ، وليس لأحد أن ينوب عنه في مباشرة هذا الحق إلَّا بإذنه ، ولذلك يتعيَّن أن يكون التقرير بالطعن منه شخصيًا ، أو ممن يوكله لهذا الغرض ، وكان البيِّن من التوكيل الإداري الذي تقرر الطعن بمقتضاه أنه مُجَرَّد ورقة تحمل ما يشير إلى صدورها من قسم شرطة .... ، وخاتم هذه الجهة ، وقد اقتصر على عبارة ( توكيل المتهم / .... للأستاذين / .... ، .... المحاميين في القضية رقم .... لسنة .... جنايات .... ) . ومن ثم فإنه لا يخوِّل حق التقرير بالطعن بالنقض نيابةً عن المحكوم عليه ؛ إذ إنه لم يفصح به عن ذلك ، ولا يجزئ من هذا أن يكون التوكيل صادرًا من الموكِّل بشأن القضية المذكورة ؛ إذ إن الطعن بالنقض لم يرد ضمن حدود هذه الوكالة ، ومن ثم ، فإن الطعن يكون قد قُرِّرَ به من غير ذي صفة ، مما يتعيَّن معه القضاء بعدم قبوله شكلًا .

ـــــــــــــــــــــــــــــــــــــــــــــــــــ

الطعن 30870 لسنة 84 ق جلسة 4 / 2 / 2020 مكتب فني 71 ق 23 ص 143

جلسة 4 من فبراير سنة 2020

برئاسة السيد القاضي / عاصم عبد الجبار نائب رئيس المحكمة وعضوية السادة القضاة / محمد متولي عامر ، محمود عبد الرحمن ، عمر يس سالم ومحمود يحيى صديق نواب رئيس المحكمة .

-----------------

(23)

الطعن رقم 30870 لسنة 84 القضائية

حكم " بطلانه " . نقض " أثر الطعن " .

صدور الحكم المطعون فيه من محكمة جنايات مشكلة من مستشار واحد . يبطله إلى حد الانعدام ويوجب نقضه والإعادة للطاعنين والمحكوم عليهم الذين لم يطعنوا بالنقض دون المحكوم عليهما غيابياً . أساس وعلة ذلك ؟

ــــــــــــــــــــــــــــــــــــــــــــــــــــــــــــ

لما كان البين من الحكم المطعون فيه ومحاضر جلسات المحاكمة أن الهيئة التي نظرت الدعوى وأصدرت الحكم المطعون فيه كانت مشكلة برياسة المستشار / .... ، وخلا كل منهما من بيان عضوية المستشارين الآخرين . لما كان ذلك ، وكانت المادتان 366 من قانون الإجراءات الجنائية و7 من قانون السلطة القضائية الصادر بالقرار بقانون رقم 46 لسنة 1972 نصتا على أن تشكل محكمة الجنايات من ثلاثة مستشارين ، فإن الحكم المطعون فيه إذ صدر من محكمة جنايات مشكلة من مستشار واحد فحسب يكون صدر من محكمة غير مشكلة وفق أحكام القانون ، الأمر الذي يصمه بالبطلان الذي ينحدر به إلى حد الانعدام . لما كان ذلك ، وكان لهذه المحكمة - محكمة النقض - طبقًا لنص الفقرة الثانية من المادة 35 من قانون حالات وإجراءات الطعن أمام محكمة النقض الصادر بالقانون رقم 57 لسنة 1959 ، أن تنقض الحكم لمصلحة المتهم من تلقاء نفسها إذا تبين لها مما هو ثابت فيه أن المحكمة التي أصدرته لم تكن مشكلة وفقًا للقانون ، فإنه يتعين نقض الحكم المطعون فيه والإعادة دون حاجة للتعرض لأوجه الطعن المقدمة من الطاعنين وذلك بالنسبة للطاعنين والمحكوم عليهم حضوريًا الذين لم يقرروا بالطعن بطريق النقض لوحدة الواقعة وحسن سير العدالة دون المحكوم عليهما غيابيًا .

ـــــــــــــــــــــــــــــــــــــــــــــــــــــــــــــــــــــ

الوقائـع

اتهمت النيابة العامة كل من 1- .... 2- .... 3- .... 4- .... 5- .... 6- .... ( طاعن ) 7- .... ( طاعن ) بأنهم :

أولًا : المتهمون جميعًا : استعملوا القوة والعنف مع موظفين عموميين وهما كلًا من أمين شرطة / .... وعريف الشرطة / .... ، بأن تعدوا عليهما بالضرب بأسلحة بيضاء محدثين إصابتهما الموصوفة بالتقارير الطبية المرفقة لحملهما بغير حق على الامتناع عن أداء عمل من أعمال وظيفتهما وهو فحص البلاغ المقدم من / .... بحق المتهم الأول ، وبلغوا بذلك مقصدهم حال كونهم حاملي أسلحة .

ثانيًا : المتهم السابع : 1- حاز وأحرز بدون ترخيص سلاحًا ناريًا مششخنًا ( مسدس فردي الإطلاق ) على النحو المبين بالأوراق .

2- حاز وأحرز ذخائر مما تستعمل على ذات السلاح الناري دون أن يكون مرخصًا له بحيازتها أو إحرازها .

ثالثًا : المتهم الأول : سرق المنقولات المبينة وصفًا وقيمة بالأوراق ( هاتف محمول ) والمبلغ النقدي المبين قدرًا بالتحقيقات المملوكين للمجني عليه / .... ، وكان ذلك ليلًا على النحو المبين بالأوراق .

وأحالتهم إلى محكمة جنايات .... لمعاقبتهم طبقًا للقيد والوصف الواردين بأمر الإحالة .

والمحكمة المذكورة قضت حضوريًا للمتهمين / .... و.... و.... و.... و.... ، وغيابيًا للمتهمين / .... و.... عملًا بالمواد 137 مكررًا/1 ، 317/ رابعًا من قانون العقوبات ، والمواد 1/1 ، 6 ، 25 مكررًا/1 ، 26/ 4،2 من القانون رقم 394 لسنة 1954 المعدل بالقوانين أرقام 26 لسنة 1978 ، 165 لسنة 1981 ، 6 لسنة 2012 ، والبند (أ) من القسم الأول من الجدول رقم (3) والبند رقم (3) من الجدول رقم (1) مع إعمال المادتين 17 ، 32 من قانون العقوبات ، بمعاقبة كل منهم بالحبس مع الشغل لمدة سنة واحدة عما أسند إليهم .

فطعن المحكوم عليهما في هذا الحكم بطريق النقض .... إلخ .

ــــــــــــــــــــــــــــــــــــــــــــــــــــــــــــــــ

المحكمـة

حيث إن البين من الحكم المطعون فيه ومحاضر جلسات المحاكمة أن الهيئة التي نظرت الدعوى وأصدرت الحكم المطعون فيه كانت مشكلة برياسة المستشار / .... ، وخلا كل منهما من بيان عضوية المستشارين الآخرين . لما كان ذلك ، وكانت المادتان 366 من قانون الإجراءات الجنائية و7 من قانون السلطة القضائية الصادر بالقرار بقانون رقم 46 لسنة 1972 نصتا على أن تشكل محكمة الجنايات من ثلاثة مستشارين ، فإن الحكم المطعون فيه إذ صدر من محكمة جنايات مشكلة من مستشار واحد فحسب يكون صدر من محكمة غير مشكلة وفق أحكام القانون ، الأمر الذي يصمه بالبطلان الذي ينحدر به إلى حد الانعدام . لما كان ذلك ، وكان لهذه المحكمة - محكمة النقض - طبقًا لنص الفقرة الثانية من المادة 35 من قانون حالات وإجراءات الطعن أمام محكمة النقض الصادر بالقانون رقم 57 لسنة 1959 ، أن تنقض الحكم لمصلحة المتهم من تلقاء نفسها إذا تبين لها مما هو ثابت فيه أن المحكمة التي أصدرته لم تكن مشكلة وفقًا للقانون ، فإنه يتعين نقض الحكم المطعون فيه والإعادة دون حاجة للتعرض لأوجه الطعن المقدمة من الطاعنين وذلك بالنسبة للطاعنين والمحكوم عليهم حضوريًا الذين لم يقرروا بالطعن بطريق النقض لوحدة الواقعة وحسن سير العدالة دون المحكوم عليهما غيابيًا .

ــــــــــــــــــــــــــــــــــــــــــــــــــ

R195 - Human Resources Development Recommendation, 2004

Preamble

The General Conference of the International Labour Organization, Having been convened at Geneva by the Governing Body of the International Labour Office, and having met in its 92nd Session on 1 June 2004, and

Recognizing that education, training and lifelong learning contribute significantly to promoting the interests of individuals, enterprises, the economy and society as a whole, especially considering the critical challenge of attaining full employment, poverty eradication, social inclusion and sustained economic growth in the global economy, and

Calling on governments, employers and workers to renew their commitment to lifelong learning: governments by investing and creating the conditions to enhance education and training at all levels; enterprises by training their employees; and individuals by making use of the education, training and lifelong learning opportunities, and

Recognizing that education, training and lifelong learning are fundamental and should form an integral part of, and be consistent with, comprehensive economic, fiscal, social and labour market policies and programmes that are important for sustainable economic growth and employment creation and social development, and

Recognizing that many developing countries need support in the design, funding and implementation of appropriate education and training policies to attain human development, economic and employment growth, and poverty eradication, and

Recognizing that education, training and lifelong learning are contributing factors to personal development, access to culture and active citizenship, and Recalling that the realization of decent work for workers everywhere is a primary objective of the International Labour Organization, and Noting the rights and principles embodied in the relevant instruments of the International Labour Organization, and in particular:

• (a) the Human Resources Development Convention, 1975; the Employment Policy Convention and Recommendation, 1964; the Employment Policy (Supplementary Provisions) Recommendation, 1984; and the Paid Educational Leave Convention and Recommendation, 1974;
• (b) the ILO Declaration on Fundamental Principles and Rights at Work;
• (c) the Tripartite Declaration of Principles concerning Multinational Enterprises and Social Policy;
• (d) the conclusions concerning human resources training and development, adopted at the 88th Session (2000) of the International Labour Conference, and Having decided upon the adoption of certain proposals with regard to human resources development and training, which is the fourth item on the agenda of the session, and

Having determined that these proposals shall take the form of a Recommendation;

adopts this seventeenth day of June of the year two thousand and four the following Recommendation, which may be cited as the Human Resources Development Recommendation, 2004.

I. OBJECTIVE, SCOPE AND DEFINITIONS

1. 1. Members should, based on social dialogue, formulate, apply and review national human resources development, education, training and lifelong learning policies which are consistent with economic, fiscal and social policies.
2. 2. For the purpose of this Recommendation:
   • (a) the term lifelong learning encompasses all learning activities undertaken throughout life for the development of competencies and qualifications;
   • (b) the term competencies covers the knowledge, skills and know-how applied and mastered in a specific context;
   • (c) the term qualifications means a formal expression of the vocational or professional abilities of a worker which is recognized at international, national or sectoral levels;
   • (d) the term employability relates to portable competencies and qualifications that enhance an individual's capacity to make use of the education and training opportunities available in order to secure and retain decent work, to progress within the enterprise and between jobs, and to cope with changing technology and labour market conditions.
3. 3. Members should identify human resources development, education, training and lifelong learning policies which:
   • (a) facilitate lifelong learning and employability as part of a range of policy measures designed to create decent jobs, as well as to achieve sustainable economic and social development;
   • (b) give equal consideration to economic and social objectives, emphasize sustainable economic development in the context of the globalizing economy and the knowledge- and skills-based society, as well as the development of competencies, promotion of decent work, job retention, social development, social inclusion and poverty reduction;
   • (c) stress the importance of innovation, competitiveness, productivity, growth of the economy, the creation of decent jobs and the employability of people, considering that innovation creates new employment opportunities and also requires new approaches to education and training to meet the demand for new skills;
   • (d) address the challenge of transforming activities in the informal economy into decent work fully integrated into mainstream economic life; policies and programmes should be developed with the aim of creating decent jobs and opportunities for education and training, as well as validating prior learning and skills gained to assist workers and employers to move into the formal economy;
   • (e) promote and sustain public and private investment in the infrastructure needed for the use of information and communication technology in education and training, as well as in the training of teachers and trainers, using local, national and international collaborative networks;
   • (f) reduce inequality in the participation in education and training.
4. 4. Members should:
   • (a) recognize that education and training are a right for all and, in cooperation with the social partners, work towards ensuring access for all to lifelong learning;
   • (b) recognize that the realization of lifelong learning should be based on the explicit commitment: by governments by investing and creating the conditions to enhance education and training at all levels; by enterprises in training their employees; and by individuals in developing their competencies and careers.

II. DEVELOPMENT AND IMPLEMENTATION OF EDUCATION AND TRAINING POLICIES

1. 5. Members should:
   • (a) define, with the involvement of the social partners, a national strategy for education and training, as well as establish a guiding framework for training policies at national, regional, local, and sectoral and enterprise levels;
   • (b) develop supportive social and other policies, and create an economic environment and incentives, to encourage enterprises to invest in education and training, individuals to develop their competencies and careers, and to enable and motivate all to participate in education and training programmes;
   • (c) facilitate the development of an education and training delivery system consistent with national conditions and practices;
   • (d) assume the primary responsibility for investing in quality education and pre-employment training, recognizing that qualified teachers and trainers working under decent conditions, are of fundamental importance;
   • (e) develop a national qualifications framework to facilitate lifelong learning, assist enterprises and employment agencies to match skill demand with supply, guide individuals in their choice of training and career and facilitate the recognition of prior learning and previously acquired skills, competencies and experience; this framework should be responsive to changing technology and trends in the labour market and recognize regional and local differences, without losing transparency at the national level;
   • (f) strengthen social dialogue and collective bargaining on training at international, national, regional, local, and sectoral and enterprise levels as a basic principle for systems development, programme relevance, quality and cost-effectiveness;
   • (g) promote equal opportunities for women and men in education, training and lifelong learning;
   • (h) promote access to education, training and lifelong learning for people with nationally identified special needs, such as youth, low-skilled people, people with disabilities, migrants, older workers, indigenous people, ethnic minority groups and the socially excluded; and for workers in small and medium-sized enterprises, in the informal economy, in the rural sector and in self-employment;
   • (i) provide support to the social partners to enable them to participate in social dialogue on training;
   • (j) support and assist individuals through education, training and lifelong learning, and other policies and programmes, to develop and apply entrepreneurial skills to create decent work for themselves and others.
2. 6.
   • (1) Members should establish, maintain and improve a coordinated education and training system within the concept of lifelong learning, taking into account the primary responsibility of government for education and pre-employment training and for training the unemployed, as well as recognizing the role of the social partners in further training, in particular the vital role of employers in providing work experience opportunities.
   • (2) Education and pre-employment training include compulsory basic education incorporating basic knowledge, literacy and numeracy skills and the appropriate use of information and communication technology.
3. 7. Members should consider benchmarks in relation to comparable countries, regions and sectors when making decisions about investment in education and training.

III. EDUCATION AND PRE-EMPLOYMENT TRAINING

1. 8. Members should:
   • (a) recognize their responsibility for education and pre-employment training and, in cooperation with the social partners, improve access for all to enhance employability and to facilitate social inclusion;
   • (b) develop approaches for non-formal education and training, especially for adults who were denied education and training opportunities when young;
   • (c) encourage the use of new information and communication technology in learning and training, to the extent possible;
   • (d) ensure provision of vocational, labour market and career information and guidance and employment counselling, supplemented by information on the rights and obligations of all concerned under labour-related laws and other forms of labour regulation;
   • (e) ensure that education and pre-employment training programmes are relevant and that their quality is maintained;
   • (f) ensure that vocational education and training systems are developed and strengthened to provide appropriate opportunities for the development and certification of skills relevant to the labour market.

IV. DEVELOPMENT OF COMPETENCIES

1. 9. Members should:
   • (a) promote, with the involvement of the social partners, the ongoing identification of trends in the competencies needed by individuals, enterprises, the economy and society as a whole;
   • (b) recognize the role of the social partners, enterprises and workers in training;
   • (c) support initiatives by the social partners in the field of training in bipartite dialogue, including collective bargaining;
   • (d) provide positive measures to stimulate investment and participation in training;
   • (e) recognize workplace learning, including formal and non-formal learning, and work experience;
   • (f) promote the expansion of workplace learning and training through:
     • (i) the utilization of high-performance work practices that improve skills;
     • (ii) the organization of on- and off-the-job training with public and private training providers, and making greater use of information and communication technology; and
     • (iii) the use of new forms of learning together with appropriate social policies and measures to facilitate participation in training;
   • (g) urge private and public employers to adopt best practices in human resources development;
   • (h) develop equal opportunity strategies, measures and programmes to promote and implement training for women, as well as for specific groups and economic sectors, and for people with special needs, with the objective of reducing inequalities;
   • (i) promote equal opportunities for, and access to, career guidance and skill upgrading for all workers, as well as support for retraining employees whose jobs are at risk;
   • (j) call upon multinational enterprises to provide training for all levels of their employees in home and host countries, to meet the needs of the enterprises and contribute to the development of the country;
   • (k) promote the development of equitable training policies and opportunities for all public sector employees, recognizing the role of the social partners in this sector;
   • (l) promote supportive policies to enable individuals to balance their work, family and lifelong learning interests.

V. TRAINING FOR DECENT WORK AND SOCIAL INCLUSION

1. 10. Members should recognize:
   • (a) the primary responsibility of government for the training of the unemployed, those seeking to enter or re-enter the labour market and people with special needs, to develop and enhance their employability to secure decent work, in the private and public sectors, through such measures as incentives and assistance;
   • (b) the role of the social partners to support, through human resources development policies and other measures, the integration of the unemployed and people with special needs in jobs;
   • (c) the role of local authorities and communities and other interested parties in implementing programmes for people with special needs.

VI. FRAMEWORK FOR RECOGNITION AND CERTIFICATION OF SKILLS

1. 11.
   • (1) Measures should be adopted, in consultation with the social partners and using a national qualifications framework, to promote the development, implementation and financing of a transparent mechanism for the assessment, certification and recognition of skills, including prior learning and previous experience, irrespective of the countries where they were acquired and whether acquired formally or informally.
   • (2) Such an assessment methodology should be objective, non-discriminatory and linked to standards.
   • (3) The national framework should include a credible system of certification which will ensure that skills are portable and recognized across sectors, industries, enterprises and educational institutions.
2. 12. Special provisions should be designed to ensure recognition and certification of skills and qualifications for migrant workers.

VII. TRAINING PROVIDERS

1. 13. Members should, in cooperation with the social partners, promote diversity of training provision to meet the different needs of individuals and enterprises and to ensure high- quality standards, recognition and portability of competencies and qualifications within a national quality assurance framework.
2. 14. Members should:
   • (a) develop a framework for the certification of qualifications of training providers;
   • (b) identify the roles of government and the social partners in promoting the expansion and diversification of training;
   • (c) include quality assurance in the public system and promote its development within the private training market and evaluate the outcomes of education and training;
   • (d) develop quality standards for trainers and create the opportunities for trainers to meet such standards.

VIII. CAREER GUIDANCE AND TRAINING SUPPORT SERVICES

1. 15. Members should:
   • (a) assure and facilitate, throughout an individual's life, participation in, and access to, vocational and career information and guidance, job placement services and job search techniques and training support services;
   • (b) promote and facilitate the use of information and communication technology, as well as traditional best practices in career information and guidance and training support services;
   • (c) identify, in consultation with the social partners, roles and responsibilities of employment services, training providers and other relevant service providers with respect to vocational and career information and guidance;
   • (d) provide information and guidance on entrepreneurship, promote entrepreneurial skills, and raise awareness among educators and trainers of the important role of enterprises, among others, in creating growth and decent jobs.

IX. RESEARCH IN HUMAN RESOURCES DEVELOPMENT, EDUCATION, TRAINING AND LIFELONG LEARNING

1. 16. Members should evaluate the impact of their education, training and lifelong learning policies on the progress made towards achieving broader human development goals, such as the creation of decent jobs and poverty eradication.
2. 17. Members should develop their national capacity, as well as facilitate and assist in developing that of the social partners, to analyse trends in labour markets and human resources development and training.
3. 18. Members should:
   • (a) collect information, disaggregated by gender, age, and other specific socio-economic characteristics, on educational levels, qualifications, training activities, and employment and incomes, especially when organizing regular surveys of the population, so that trends can be established and comparative analysis undertaken to guide policy development;
   • (b) establish databases and quantitative and qualitative indicators, disaggregated by gender, age and other characteristics, on the national training system and gather data on training in the private sector, taking into account the impact of data collection on enterprises;
   • (c) collect information on competencies and emerging trends in the labour market from a variety of sources, including longitudinal studies, and not confined to traditional occupational classifications.
4. 19. Members should, in consultation with the social partners, and taking into account the impact of data collection on enterprises, support and facilitate research on human resources development and training, which could include:
   • (a) learning and training methodologies, including the use of information and communication technology in training;
   • (b) skills recognition and qualifications frameworks;
   • (c) policies, strategies and frameworks for human resources development and training;
   • (d) investment in training, as well as the effectiveness and impact of training;
   • (e) identifying, measuring and forecasting the trends in supply and demand for competencies and qualifications in the labour market;
   • (f) identifying and overcoming barriers to accessing training and education;
   • (g) identifying and overcoming gender bias in the assessment of competencies;
   • (h) preparing, publishing and disseminating reports and documentation on policies, surveys and available data.
5. 20. Members should use the information obtained through research to guide planning, implementation and evaluation of programmes.

X. INTERNATIONAL AND TECHNICAL COOPERATION

1. 21. International and technical cooperation in human resources development, education, training and lifelong learning should:
   • (a) develop mechanisms that mitigate the adverse impact on developing countries of the loss of skilled people through migration, including strategies to strengthen the human resources development systems in the countries of origin, recognizing that creating enabling conditions for economic growth, investment, creation of decent jobs and human development will have a positive effect on retaining skilled labour;
   • (b) promote greater opportunities for women and men to obtain decent work;
   • (c) promote national capacity building to reform and develop training policies and programmes, including developing the capacity for social dialogue and partnership building in training;
   • (d) promote the development of entrepreneurship and decent employment and share experiences on international best practices;
   • (e) strengthen the capacity of the social partners to contribute to dynamic lifelong learning policies, in particular in relation to the new dimensions of regional economic integration, migration and the emerging multicultural society;
   • (f) promote recognition and portability of skills, competencies and qualifications nationally and internationally;
   • (g) increase technical and financial assistance for developing countries and promote, at the level of the international financial institutions and funding agencies, coherent policies and programmes which place education, training and lifelong learning at the centre of development policies;
   • (h) taking into account the specific problems of the indebted developing countries, explore and apply innovative approaches to provide additional resources for human resources development;
   • (i) promote cooperation between and among governments, the social partners, the private sector and international organizations on all other issues and strategies encompassed in this instrument.

XI. FINAL PROVISION

1. 22. The present Recommendation revises and replaces the Human Resources Development Recommendation, 1975.