What are the rights of workers in Jamaica?

Answer 1

This may be what you are looking for, funny enough I was looking for the same information when I found your question. I continued to search and found the information in the Jamaican Constitution, here is what I found. THE LABOUR RELATIONS AND INDUSTRIAL DISPUTES ACT 4.-(I) Every worker shall, as between himself and his employer, have the right- (a) to be a member of such trade union as he may choose; (b) to take part, at any appropriate time, in the activities of any trade union of which he is a member; (c) not to be a member of a trade union. (2) Any person who- (a) prevents or deters a worker from exercising any of the rights conferred on him by subsection (1); or (b) dismisses, penalizes or otherwise discriminates against a worker by reason of his exercising any such right, shall be guilty of an offence and shall be liable on summary conviction before a Resident Magistrate to a fine not exceeding five hundred thousand dollars. (3) Where an employer offers a benefit of any kind to any workers as an inducement to refrain from exercising a right conferred on them by subsection (1) and the employer- (a) confers that benefit on one or more of those workers who agree to refrain from exercising that right; and (h) withholds it from one or more of them who do not agree to do so, the employer shall for the purposes of this section be regarded, in relation to any such worker as is mentioned in paragraph (h),as having thereby discriminated against him by reason of his exercising that right. (4) In this section “appropriate time”, in relation to a worker taking part in any activities of a trade union, means time which either- (a) is outside his working hours; or (b) is a time within his working hours at which, in accordance with arrangements agreed with, or consent given on behalf of, his employer, it is permissible for him to take part in those activities, and in this subsection “working hours”, in relation to a worker, means any time when, in accordance with his contract with his employer, he is required to be at work. 4A. Where the majority of the workers or a particular category of workers, in the employment of an employer, agree among themselves for a trade union to have bargaining rights in relation to them, the employer may recognize that trade union as having bargaining rights in relation to those workers without a ballot being taken for the purpose of determining the matter THE LABOUR RELATIONS CODE PART 111-Personnel Management Practices 9. Employment Policies Clear, comprehensive and non-discriminatory employment policies are an indication of the efficiency of an undertaking. The initiation of such policies is primarily the responsibility of employers, but they should be developed in consultation or negotiation with workers or their representatives. Employment policies should- (i) provide for proper recruitment and selection, having regard to the qualification and experience needed to perform the job; (ii) have regard to the need for workers to advance themselves in the undertaking and so consider filling vacancies by promotion or transfers; (iii) make clear to the workers the requirements, terms and conditions of employment including inter alia- a.general conditions of employment; b.job requirements and the person to whom the worker is directly responsible; c.disciplinary rules and the procedures for the examination of grievances; d.opportunities for promotion and training; e.social welfare services, such as medical care, canteens, pensions, etc.; f.occupational safety health and welfare regulations; g.methods of consultation; h.any trade union arrangements; i.the company's personnel and industrial relations policies. (iv) provide induction training both as to the actual job performance and as to the policies and procedures existing in the undertaking, encouraging their adoption particularly as they relate to safety, health and welfare matters; (v) ensure that workers are kept abreast of changing job techniques by on the job training or by approved courses; (vi) not be influenced by conditions relating to age, sex or other personal factors except where relevant to the job: (vii) make provision for workers to further their educational standard if they so desire, by granting time off for such purposes; (viii) be carried out by competent staff and be subject to a periodic review to ensure efficiency.