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Kemianliitto, ICEM&rsquo;s Finnish affiliate in the chemicals, rubber, and textile sector, held its semi-annual Union Council meetings in Helsinki on 22-23 May, and reaffirmed its position to be part of a six-union merger across Finland&rsquo;s industrial sectors. 
 
The late May conference was the Council&rsquo;s first meetings since elections were held recently by Kemianliitto&rsquo;s 12 electoral regions, which are organised by respective industries. Re-elected President was Timo Vallittu, who has headed the union since 1995, and elected as Union Secretary was Hannu Siltala, who comes to Kemianliitto from the Finnish Railwaymen&rsquo;s Union.
<img height="226" src="" width="160" alt="" />
Kemianliitto President Timo Vallittu&nbsp;
A 15-member Executive Committee also had been elected. 
 
The Council meetings were marked by a large influx of new &ndash; and young &ndash; trade unionists that now comprise Kemianliitto&rsquo;s 53-member Executive Council. Some 40 members are newly elected. The Union Council moved to continue work toward a 2010 merger of Finnish trade unions, and committed to hold a democratic referendum among all Kemianliitto members on that merger. It also adopted resolutions that included establishing two separate work groups to revise future work strategies for the union.
<img height="135" src="" width="180" alt="" />
&nbsp;Kemianliitto Union Secretary Hannu Siltala 

Speakers at the Council meetings included ICEM General Secretary Manfred Warda, Swedish IF Metall Vice President Anders Farber, and Lauri Ihalainen, the President of the Central Organisation of Finnish Trade Unions (SAK). 
 
The 47,000-member Finnish trade union is composed of four sectors: shoe, leather, and rubber; glass and ceramics; textile and clothing; and chemicals. It is a product of union mergers in the 1990s, which brought together unions from the chemicals, rubber and leather, and glass and porcelain sectors. In 2004, the Finnish Chemical Workers&rsquo; Union merged with Teva, the Textile and Clothing Workers&rsquo; Union. 
 
The proposed six-union merger in Finland is tentatively to be called TEAM, and will number 360,000 workers. Besides Kemianliitto, other unions engaged in discussions toward that merger are the Finnish Electrical Workers&rsquo; Union, the Wood and Allied Workers&rsquo; Union, the Finnish Media Union, Finnish Railwaymen&rsquo;s Union, and the Finnish Metalworkers&rsquo; Union.

Finnish Chemical Workers’ Union Holds Key Executive Council Meeting

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Today in Helsinki, Toimihenkil&ouml;unioni TU, the Union of Salaried Employees of Finland, issued a 14-day strike notice against companies aligned with the Finnish Forest Industries Federation. The union&rsquo;s Paper Industry Bargaining Council, and then the ICEM affiliated trade union&rsquo;s Executive Committee, voted in back to back sessions for industrial action across the country&rsquo;s pulp and paper sector. 
 
The strike notice, filed under the country&rsquo;s Employment Contracts Act, could mean 6,500 salaried, technical, and professional workers begin taking rolling strike actions against 100 employers on 16 June. It is expected that Stora Enso salaried staff will begin the actions at all but two mills on 16 June, with staff at other companies to then strike in the following weeks if an agreement is not reached.
<img height="57" src="" width="100" border="1" alt="" />
The union and employers&rsquo; association have bargained since 11 April over a contract that expired Saturday, 31 May. The association entered talks again on 29 May by announcing they would not budge on unresolved issues. 
 
Those issues include offering no pay increases, agreeing to no job security, retraining, or other financial cushioning in the event of redundancies, and refusal to meet pay equity differences with Paperiliitto, the pulp and paperworkers&rsquo; union which reached accord with the Forest Industries Federation in April. 
 
&ldquo;The ICEM has been monitoring TU&rsquo;s talks with the industry for the past six weeks,&rdquo; said General Secretary Manfred Warda, &ldquo;and we are disturbed by the lack of employer movement. We now will alert our trade union affiliates globally, within these relevant companies, of this dispute but we urge the Finnish employers to return to talks and to make meaningful progress toward a renewal contract.&rdquo;
<img height="123" src="" width="120" alt="" />
In Finland, TU represents 1,000 salaried staff at Stora Enso, 1,000 staff at UPM, as well as less numbers of workers at major pulp and paper producers M-Real, Myllykoski, and Mets&auml;-Botnia. The negotiations also cover salaried staff at a number of other global paper producers, and staff inside power generating facilities, pulp and paper maintenance companies, and paper converting firms. 
 
The industry has turned a deaf ear to a TU proposal for six months of pay and re-training for staff made redundant; to a 12-month special job security and training measure to protect shop stewards and health and safety personnel that might face redundancy; a bonus for staff who train other salaried personnel; and travel time for staff moving from one site to another. 
 
Since 2000, the pay gap between TU members and Paperiliitto members has widened because of smaller pay raises on the national level, and greater job development incentives for blue-collar workers at mill level. Since 2000, Finnish pulp and paper companies have shed some 1,500 jobs among TU&rsquo;s ranks.

Salaried Staff in Finland’s Pulp and Paper Industry Brace for Strike Actions

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Australia will be left with only one tyre manufacturing plant at the close of 2008, following Goodyear Tire and Rubber Co.&rsquo;s decision to close its wholly-owned subsidiary, South Pacific Tyres. The company announced on 26 June that 600 rubber workers will lose their jobs when its Somerton car and light truck tyre operation shuts in the northern suburbs of Melbourne, Victoria. 
 
The decision is blamed on imports, the high value of the Australian dollar, and supplier contracts that allow manufacturers the option to demand lower prices during the life of a supply contract. Australia&rsquo;s National Union of Workers (NUW), the union representing the majority of Somerton&rsquo;s workers, said the closure could cause a ripple effect costing 2,000 other jobs in some 130 other supplying companies. 
 
The NUW blamed South Pacific for closing a heavy truck tyre plant in Australia in the year 2000. The union said the company missed out on the opportunity to capitalise on the current mining boom, with manufacture of heavy tyres for trucks and equipment servicing that sector.
<img height="49" src="" width="220" alt="" />
&ldquo;They showed a lack of foresight then, and are lacking foresight now by acting ahead of a refocusing of Australian automotive that should deliver a sustainable future for local industry based on production of more efficient and greener vehicles,&rdquo; said Antony Thow, NUW&rsquo;s Victoria Secretary. 

Australia is currently undergoing a review of the automotive sector by former Victoria Premier Steve Bracks. His commission is aimed at revamping the country&rsquo;s Automotive Competitiveness and Investment Scheme, as well as a green car fund proposed by the Kevin Rudd government. The Bracks Commission is examining whether to retain the 10% tariff on imports beyond 2010, or half it to 5%, as recommended by the Productivity Commission. 

The Somerton plant produces Dunlop, Goodyear, and Olympic tyres, and supplies 100% of Ford&rsquo;s new car tyres, as well as a product to Toyota. It also sells to major retail outlets in the after-market. The plant opened in 1961 and currently produces 10,000 units per day. 

Goodyear took a 50% stake in South Pacific with Pacific Dunlop in 1987. The American company retained that stake when Ansell Ltd. bought Pacific Dunlop&rsquo;s assets. And then in January 2006, Goodyear bought Ansell&rsquo;s 50% stake for US$90.3 million.
<img height="112" src="" width="220" alt="" />
In first quarter 2007, Goodyear shuttered a South Pacific tyre plant near Wellington, New Zealand, costing 430 unionised workers their jobs. The Somerton closing, in which workers are expected to receive up to 18 months in severance payments through their enterprise labour agreement, is part of a Goodyear restructuring to achieve US$150 million in costs savings by reducing tyre production by 25 million units per day. Somerton accounts for three million annual units, and Goodyear will realise a US$35 million in costs savings. 

Following 31 December 2008, Australia&rsquo;s lone remaining tyre production facility will be the Bridgestone Salisbury plant near Adelaide, South Australia.

Goodyear to Close South Pacific Tyre Plant in Australia at End of 2008

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ICEM affiliate Construction, Forestry, Mining, and Energy Union (CFMEU) of Australia is demanding that the federal government stick to pledges made by Prime Minister Kevin Rudd on renewable energy targets last year during his Labour Party campaign. 
 
The demand comes as Federal Treasury and Productivity Commission officials move to sideline the government&rsquo;s promise to supply 20% of the country&rsquo;s energy from renewable sources by the year 2020 in favour of emissions trading schemes. 
 
In a letter to Sen. Penny Wong, the Labour Government&rsquo;s Minister for Climate Change and Water, CFMEU Mining and Energy President Tony Maher urged the government to implement policies that will stimulate low-emission energy technologies. And to do that, the CFMEU believes, is not to abandon the Minimum Renewable Energy Target.
<img height="135" src="" width="90" alt="" />
CFMEU's Tony Maher
&ldquo;What the Australian government does with its renewable energy target policy will affect the future resilience of the Australian economy in a low carbon future,&rdquo; wrote Maher. &ldquo;If we remove the renewable target, it will result in a substitution of gas for wind power and other forms of renewable energy. While that will result in a lowering of our average emissions, it does not help to prepare the economy and the energy supply industry for the medium to long term. 
 
&ldquo;The current 20% by 2020 policy needs to be further defined to ensure that the emerging technologies of geo-thermal and solar thermal are strategically cultivated, rather than placing all eggs in the basket of wind power.&rdquo; 
 
The CFMEU is seeking a government commitment to get at least three power plants that operate with carbon capture and storage methods by 2020. The costs of such start-ups might be high, but in the long term, as more such plants come on line and other renewable sources take hold, costs will decrease.
<img height="113" src="" width="120" alt="" />
The CFMEU is in alliance with the Australian Coal Association, the WWF, and the Climate Institute in urging the government to stimulate investment for operable carbon capture and storage plants. CFMEU is certain that charges related to emissions trading schemes will not come close to equalling the investment needed for the new technologies related to carbon capture. It is that fear, and others, which threaten the reaching of Minimum Renewable Energy Targets. 
 
CFMEU also believes reliance on emissions trading schemes, followed by an inevitable &ldquo;dash for gas,&rdquo; will mean gas-fired generation will eventually have to be fitted with carbon capture and storage technologies. 
 
As Maher concluded in his letter to Climate Change Minister Wong, &ldquo;We would be off to a bad start if the economic rationalists that have so long delayed action on climate change had their way and swept aside a good Labour Government policy on renewable energy.&rdquo;

CFMEU Presses Australian Government to Stick to Renewable Energy Targets

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A first-ever national collective agreement covering 260,000 temporary workers was agreed to by ICEM Swiss affiliate Unia and swissstaffing, an umbrella organisation for labour agencies. The announcement came at a press conference in Zurich on 25 June. 
 
If approved by Switzerland&rsquo;s federal government, the blanket three-year agreement will take effect 1 January 2009 and cover labour agencies that comprise 70% of all agency work in Switzerland. Previously, labour agreements did exist between Unia and individual branch offices of labour agencies. The proposed agreement will not supplant those accords, but will lend a uniform set of rights for temporary workers, as well check the rampant expansion of temp work in Switzerland.
<img height="101" src="" width="100" alt="" />
The national agreement will give first-time collective work rights to some 180,000 temporary employees in over 100 job professions. It will also lift their minimum rates of pay. Although those who work in industrial settings will not see pay increases, they &ndash; and the 180,000 others &ndash; will realize new rights, such as medical insurance allowances, paid medical leave, better health and safety standards on the job, and continuous training opportunities. 
 
Part-time workers will gain increased levels of these benefits with longer and repeated periods of temporary work. 
 
Unia Co-President Renzo Ambrosetti called it a major step to overcoming the precarious work relationship between employee and employer due to short-term work. &ldquo;This collective agreement for temporary workers will stem wage dumping, and we now have a means to severely punish the black sheep among labour agencies&rdquo; who exploit workers, he said. 
 
Charles B&eacute;laz, president of swissstaffing and general manager of Swiss Manpower, called the agreement &ldquo;historical and innovative.&rdquo; He added that the accord gives the labour agencies&rsquo; association political gain and &ldquo;enables us to finally be a true social partner.&rdquo; 
 
Unia and swissstaffing, along with smaller Swiss unions, came to the novel agreement in late May, after a full year of negotiations.

Swiss Unia and Temp Work Association Agree to National Collective Agreement

The ICEM Women&rsquo;s Committee adopted a strong action plan on Zimbabwe 19 June, at its annual Women&rsquo;s Committee meetings, which followed the Global Union Federation&rsquo;s Executive Committee in Geneva, Switzerland. The action plan, prepared by Angeline Chitambo, an ICEM Vice President, who is President of the Zimbabwe Electricity and Energy Workers&rsquo; Union (ZEEWU), presents a six-point plan in which ICEM affiliates can lend assistance to what has become a deteriorating political situation.
<img height="195" alt="" src="" width="260" />
&nbsp;ICEM Women's Leaders and Vice Presidents, Evgenia Esenina and Angeline Chtambo 
 

In a statement presenting the plan, the Women&rsquo;s Committee said: &ldquo;Though the situation has always been bad in Zimbabwe, we have seen the worst after the 29th March 2008 elections &hellip; the violence that was released by the government, mainly in rural areas, affected women mostly, as the bulk of women stay in the rural areas where they work on the land for survival.&rdquo; 
 
The statement says that many women give in to pressure, and become prostitutes in order to make ends meet. The result is the increasing spread of HIV/AIDS. 
 
The statement adds: &ldquo;Those who are affected by HIV/AIDS are more vulnerable. Imagine you are the mother, your child dies of AIDS and after all that you have gone through, you cannot bury your child in time because there is no fuel, or the gravediggers are on strike because the city council cannot pay their salaries.&rdquo; 
 
The statement reports that women in Zimbabwe are prepared to go to the offices of the ruling ZANU PF political offices on 27 June to stand up to their repressive and violent measures, and demand the reconstruction of their country.
<img height="100" alt="" src="" width="80" />
The ICEM Women&rsquo;s Committee is calling on affiliated trade unions to: 
 
Understand what is occurring in Zimbabwe and how it affects workers and the poor; Send a team to get a full understand of the Zimbabwean situation; Mobilise basic food supplies to assist affiliated trade unions inside Zimbabwe; Task neighbouring trade unions in respective countries to assist; Press Zimbabwean embassies in home countries on the situation, and get NGOs and other Global Union Federations to assist; and pressure Zimbabwe&rsquo;s government to make food commodities available and affordable.
The ICEM will issue a Circular related to the Women's Committee action in the enar future.
&nbsp;

ICEM Women’s Committee Adopts Action Plan on Zimbabwe

The links below are only a small selection of the wide range of websites of organisations which are engaged in the fight against the pandemic. For more details on these organisations and further information on resources and funding you can refer to the <a href="/wp-content/migration/icem/0701ICEMHIVAIDSGuideEN.pdf">ICEM Guide on HIV/AIDS Resources and Funding</a> which is available on this website. 
 
International Labour Organisation - ILO 
 
<a href="http://www.ilo.org">www.ilo.org</a> 
 
ILO Programme on HIV/AIDS and the World of Work (ILO/AIDS) 
 
HIV/AIDS is a workplace issue because it affects workers and their families, enterprises and communities which depend on them. At the same time, the workplace has a vital role to play in the wider struggle to control the epidemic. Workplace programmes support prevention, expand access to care and treatment and promote non-discrimination. 
 
The key document is the <a href="http://www.ilo.org/aids/Publications/lang--en/docName--WCMS_113783/index.htm">ILO Code of Practice on HIV/AIDS and the world of work</a>, which was adopted by the ILO Governing Body in June 2001. The Code exists in some 50 languages. The 10 key principles of the Code are essential elements of any HIV/AIDS workplace policy. For training purposes the publication Implementing the ILO Code of Practice on HIV/AIDS: an education and training manual (also available as CD-Rom) was developed. The manual exists in English, French and Spanish. 
 
ILOAIDS has published leaflets, toolkits and posters, which serve as useful education materials. ILO field offices, some with a focal point on HIV/AIDS, in your country or region can help with material and identifying resources and extend technical assistance for training. 
 
The International Labour Conference, at its 99th meeting in June 2010, adopted <a href="http://www.ilo.org/ilc/ILCSessions/99thSession/texts/lang--en/docName--WCMS_142613/index.htm">Recommendation 200</a> concerning HIV and AIDS and the World. This new Recommendation is a strong international human rights instrument to deal with all aspects of HIV and AIDS with special reference to the workplace. The Recommendation is accompanied by a Resolution for its follow-up, promotion and implementation. The ILO Governing Body, at its 310th session in March 2011, adopted a <a href="http://www.ilo.org/gb/GBSessions/lang--en/docName--WCMS_151293/index.htm">Global Action Plan</a> to promote implementation of <a href="http://www.ilo.org/ilc/ILCSessions/99thSession/texts/lang--en/docName--WCMS_142613/index.htm">Recommendation 200</a>. 
 
 
UNAIDS 
 
<a href="http://www.unaids.org">www.unaids.org</a> 
 
UNAIDS &ndash; Joint United Nations Programme on HIV/AIDS brings together the efforts and resources of ten UN system organisations (co-sponsors). UNAIDS, which was launched in 1996, is the main advocate for global action on the epidemic. 
 
UNAIDS publishes an extensive range of materials on HIV/AIDS. The AIDS Epidemic Updates (jointly with the WHO) are published annually in December. In September 2006, UNAIDS published in its Best Practice Collection &ldquo;Global Reach: how trade unions are responding to AIDS&rdquo; with case studies of union action. In his foreword to the publication, Peter Piot, the then Executive Director of UNAIDS, recognises the vast potential of unions to fight the pandemic at the workplace and in communities. 
 
You can access information on individual countries and find out about the UN Theme Group and UNAIDS Coordinator in your country on the website. 
 
The Global Fund to Fight AIDS, Tuberculosis and Malaria 
 
<a href="http://www.theglobalfund.org">www.theglobalfund.org</a> 
 
The objective of the Global Fund is to dramatically increase resources to fight three of the most devastating diseases and to direct resources to areas of greatest need. The Fund is a partnership between governments, civil society, the private sector and affected communities. 
 
The Global Fund is a funding organisation that defers to local ownership and capacity for the design and implementation of programmes. Proposals are submitted through a national Country Coordinating Mechanism (CCM). The Fund only has an office in Geneva; it does not operate field offices. Principal recipients in a country implement the projects. 
 
Calls for proposals are made at regular intervalls. Since the Global Fund was registered in January 2002, and up to December 2009, it has committed USD 19.3 billion in 144 countries. On the website of the Global Fund you can access details of the grants made to your country. 
 
In a letter of agreement signed with the ILO in April 2003, the great potential of workplace initiatives with the involvement of workers&rsquo; and employers&rsquo; organisations is stressed. 
 
World Health Organisation &ndash; WHO 
 
<a href="http://www.who.int">www.who.int</a> 
 
The WHO serves as the agency within the UN system for HIV/AIDS treatment, care and support. It has a wide range of publications, including useful guidelines on testing and counselling and on antiretroviral treatment. 
 
The conclusions of a meeting between Global Unions and the WHO in October 2005 specifically state that unions have unique comparative advantage to mobilise their constituencies in the fight against HIV/AIDS and calls on country representatives to support unions. 
 
The WHO operates a large number of country offices, most of them with HIV/AIDS specialists. 
 
Global Business Coalition on HIV/AIDS, Tuberculosis and Malaria and the World Economic Forum 
<a href="http://www.businessfightsaids.org">www.businessfightsaids.org</a> and <a href="http://www.weforum.org">www.weforum.org</a> 

The Global Business Coalition on HIV/AIDS, Tuberculosis and Malaria leads the fight against the three diseases by companies. It serves as the focal point for the private sector at the Global Fund. The World Economic Forum launched its Global Health Initiative in 2001. You can find case studies on the HIV/AIDS policies and activities of your company on these websites. 
 
ACCA (AIDS Control in Companies in Africa) 
 
<a href="http://www.gtz.de">www.gtz.de</a> and <a href="http://www.acca-toolbox.org">www.acca-toolbox.org</a> 
 
The website of the German GTZ gives information on workplace interventions. The ACCA (AIDS Control in Companies in Africa) Toolbox is a collection of information and implementation tools for workplace interventions against HIV/AIDS. GTZ also operates the BACKUP Initiative which provides needs-oriented support to improve coordination, access and implementation of programmes financed through global funding mechanisms such as the Global Fund and the World Bank&rsquo;s Multi-country Aids Program (MAP). 
 
World AIDS Campaign 
 
<a href="http://www.worldaidscampaign.org">www.worldaidscampaign.org</a> 
 
The Global Unions work closely with the World AIDS Campaign and signed a Memorandum of Understanding in 2005. Among others, WAC has mounted a worldwide campaign to fulfil the Declaration of Commitment on HIV/AIDS adopted by the UN General Assembly Special Session on HIV/AIDS in June 2001. It is also the leading international NGO to organise campaigns on World AIDS Day, 1 December every year. 
 
Global Unions 
 
<a href="http://www.global-unions.org/hiv-aids">www.global-unions.org/hiv-aids</a> 
 
The Global Unions have a joint programme to fight HIV/AIDS. The programme&rsquo;s objectives are to mainstream HIV/AIDS as a priority for trade unions, to help unions to take action in their organisations and at the workplace, to develop partnerships with relevant organisations at all levels and to mobilise resources. 
 
The Education International (EI) &ndash; <a href="http://www.ei-ie.org/efaids">www.ei-ie.org/efaids</a> and the International Transport Workers&rsquo; Federation (ITF) &ndash; <a href="http://www.itfglobal.org">www.itfglobal.org</a> have developed extensive HIV/AIDS programmes and materials for their respective sectors.

ICEM Overview of Links to Useful HIV/AIDS Related Websites

Rio de Janeiro, 
April 12th, 2002 
 
Statement by ICEM Latin America and the Caribbean condemning the coup in Venezuela 

1. The International Federation of Chemical, Energy, Mine and General Workers&rsquo; Union in Latin America and the Caribbean vehemently condemns the coup perpetrated in the early morning of April 12th 2002 against the constitutional government of Venezuela. 
 
 
2. We call upon all our affiliates in Latin America and the Caribbean, especially those in the oil sector, to similarly condemn the forces that carried out the coup, and to close ranks in defence of the Rule of Law and of Human and Trade Union Rights. 
 
 
3. We urge international forums, the United Nations and the Organisation of American States to conduct an immediate investigation into reports of violations of Human Rights perpetrated by the putschist forces. 
 
 
4. Finally, we call upon governments whose countries are OAS members not to recognise the &ldquo;provisional government&rdquo;, but to testify to its unconstitutionality and to take an unequivocal stand in defence of the Rule of Law. 
 
 
Luiz Gonzaga Ulhoa Ten&oacute;rio 
Regional President

Statement by ICEM Latin America and the Caribbean on the coup in Venezuela

AGREEMENT ON TRANSNATIONAL INDUSTRIAL RELATIONS AND CORPORATE SOCIAL RESPONSIBILITY 
 
on the day of November 29, 2002 in Rome, between 
 
Eni SpA 
 
and 
 
FILCEA-Cgil, FEMCA-Cisl, UILCEM-Uil, ICEM 

the following points were agreed on: 
 
1. Introduction 
 
The growing internationalisation of the Eni Group calls for the development of a transnational outlook by the parties involved in this process. 
 
With the European Works Council these parties have already firmly established a positive procedure for information exchange and consultation at European level. At extra-European level, the expansion of Eni makes the topic of socially responsible conduct on the part of the company all the more relevant. 
 
With the signing of a Protocol on Industrial Relations in Rome on 22 June 2001, Eni, Filcea, Femca and Uilcem expressed their intention to conform the development of the Group's activities to fundamental ethical principles based on respect for human rights and social rights as contemplated in international conventions. To this end, the parties, in compliance with their signed commitment to seek adequate procedures for information exchange and periodical consultation with regard to the presence and expansion of Eni throughout the world and to develop a dialogue on the social and economic effects of these operations, have agreed to proceed with the formulation of the present agreement. 
 
 
2. Principles 
 
The signatories agree to the importance of supporting a model of corporate growth that combines the creation of value and innovation with attention to human rights and adequate standards of working conditions and safety, as well as quality of life and eco-compatible development. To this end, they have declared their commitment to work towards the cultivation of working practices capable of promoting economic and social progress. 
 
With the present agreement, Eni confirms its commitment to respect fundamental human and social rights in all the Group&rsquo;s activities and to establish new ways of exchanging information on topics pertaining to industrial relations at world level, for the purpose of improving and promoting good labour practices. 
 
Eni and its companies acknowledge the guiding principles of the &ldquo;Universal Declaration of Human Rights&rdquo; of the United Nations and of the fundamental conventions of the ILO, and declare that they intend to take steps to apply these principles within the context of their activities. 
 
 
In particular, they confirm: 
 
- the right of association and negotiation (ILO conventions nos. 87 and 98). All workers are entitled to belong to trade unions of their choice and to benefit from fundamental union rights; 
 
- prohibition of forced labour (ILO conventions nos. 29 and 105). Forced labour is prohibited; whether it be slavery or work performed by inmates; 
 
- prohibition of child labour (Conventions 138 and 182). Child labour is prohibited, especially in its most strenuous forms, and the right of children to complete their development and education must be safeguarded; 
 
- non-discrimination in employment (Conventions 100 and 111). Workers cannot be discriminated against on account of their race, sex, religious creed, political opinions or social origin. Men and women must receive equal salary treatment for work of equal value, and the principles of equal opportunity must be applied; 
 
- non-discrimination against labour representatives (Convention 135). Labour representatives are not to be subjected to any type of discrimination on account of their activities in representing workers; 
 
- continuing efforts to improve conditions of safety and health at the workplace, including the dissemination of the positive results already achieved within the Group. 
 
 
Eni reiterates its commitment to optimise and apply the Group&rsquo;s principles: 
 
&middot; Business ethics 
 
all Eni&rsquo;s activities at home and abroad must be carried out honestly, with integrity and in compliance with existing laws. 
 
&middot; Respect for stakeholders 
 
Eni respects all stakeholders (employees, shareholders, customers, suppliers, communities, business and financial partners, institutions, public organizations, industry associations, trade unions, and others) with whom it deals when carrying out its business activities, in the belief that they represent an important asset for the company. 
 
&middot; Protection of workers and equal opportunities 
 
Eni observes universally accepted labor laws and complies with the &ldquo;core labor standards&rdquo; contemplated in the fundamental conventions of the ILO (International Labor Organization). Therefore the company guarantees freedom of trade union membership and the right to collective bargaining, while it repudiates all forms of forced labor, child labor and discrimination. 
 
Eni also assures equal employment and professional opportunities as well as equal treatment based on merit. 
 
&middot; Enhancement of professional skills 
 
Eni acknowledges and promotes the development of individual employees&rsquo; skills and know-how as well as team work so that individuals can fully express their energy, creativity and potential. 
 
&middot; Respect for diversity 
 
Eni draws inspiration for its business conduct from its respect for the cultures, religions, traditions and ethnic diversity of the communities where it operates and is committed to preserving biological, environmental, social, cultural and economic identities. 
 
&middot; Respect for human rights 
 
Within its sphere of activities, Eni is everywhere committed to supporting the United Nations &ldquo;Universal Declaration of Human Rights&rdquo;. 
 
&middot; Cooperation 
 
Eni actively contributes to the improvement of the quality of life and socio-economic development of the communities where the Group is present. 
 
&middot; Protection of health and safety 
 
Eni guarantees the highest standards of health and safety for its employees and the communities in all the areas of the world where it operates. 
 
&middot; Environmental protection 
 
Eni will pay the utmost attention to the environment and ecosystem affected by its business activities and draws inspiration from the goals contained in international conventions signed by Italy on sustainable development. 
 
 
3. Implementation procedures 
 
3.1. Monitoring and initiatives 
 
To ensure application of the principles and conventions referred to above, Eni undertakes to carry out adequate monitoring activities by means of its own control instruments. In the course of the annual meeting, as indicated under point 3.5, appropriate procedures may be agreed on for the involvement of local trade unions or &ndash; where these do not exist &ndash; of representatives designated by the trade unions signing the present agreement. 
 
When information is received of situations that are out of line with or violate the agreement reached, the parties shall notify each other of the fact in timely fashion. Once the nature of the situation has been determined, Eni shall act to eliminate any anomalies, and inform the union organisations of the initiative. 
 
With regard to activities assigned to contractors, Eni shall formulate suitable guarantees against possible violations within the framework of existing contractual relations. 
 
3.2. Affirmative action 
 
The parties may agree to carry out programs of affirmative action geared towards promoting fundamental human and social rights, together with good work practices; these programs may consist of activities involving information, training and research. 
 
3.3. Information 
 
Eni and the signatory union organisations undertake to propagate the present agreement, by publicising its existence and contents. 
 
3.4. Industrial relations 
 
Within the context of the principles referred to above, the parties acknowledge the importance of developing industrial relations at all levels that take into account the different socio-economic contexts in which the group operates. 
 
In light of the above, Eni and the companies of the Group undertake, within the scope of their responsibilities, to establish a constructive relationship with union organisations and workers&rsquo; representatives appointed on a democratic basis and recognised by international trade unions. 
 
3.5. Annual meeting 
 
In May of each year &ndash; with the purpose of promoting a system of information, consultation and dialogue with the signatory trade unions &ndash; a meeting shall be held involving the national secretariats of the FILCEA, FEMCA and UILCEM, as well as the general secretariat of the ICEM and Eni, with representatives of the competent departments for topics of their concern. 
 
In the course of this meeting, complete information shall be provided on: 
 
&middot; economic-financial topics regarding the ongoing development of Eni at world level; 
 
&middot; current performance and future prospects of the main operating activities, focusing on the most significant geographical areas and the related figures concerning employment; 
 
&middot; ongoing development of the group&rsquo;s industrial relations in the different countries and areas where it operates, with particular attention to potentially critical situations, including the provisions agreed to under point 3.1.; 
 
&middot; the undertaking by Eni of actions and programs of Corporate Social Responsibility, as well as initiatives involving health and safety at the workplace. 
 
 
4. Final provisions 
 
4.1. Practices of industrial relations at local and enterprise levels 
 
The agreement does not replace or represent an obstacle to local practices, with the parties recognising the principle according to which problems that arise between workers and their companies must be resolved at the level closest to the workplace. 
 
4.2. Organisation 
 
Eni undertakes to sustain, within the bounds of normality, the costs for the organisation of the annual meetings contemplated under point 3.5. 
 
4.3. Distribution of information 
 
With the purpose of distributing and exploiting to the fullest possible extent the contents of the agreement, existing communications tools may be utilised, including information networks. 
 
4.4. Duration of the agreement 
 
The present agreement is considered valid for two years, at the end of which it shall be revised and/or confirmed for a similar period. The parties may agree in advance to the modifications or additions to be made to its contents. 
 
4.5. Management 
 
The management of the present agreement is the responsibility of the general secretariats of the FILCEA, FEMCA and UILCEM, as well as the general secretariat of the ICEM and the Eni Personnel Department. 
 
 
 
Eni SpA 
Renato Roffi 
Filcea-Cgil 
Attilio Arseni 
Femca-Cisl 
Sergio Gigli 
 
Uilcem-Uil 
Romano Bellissima 
 
ICEM 
Fred Higgs

Text of the Global Agreement between ICEM and Eni

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The 20-millions strong ICEM and the Italian Trade Unions FILCEA-Cgil, FEMCA-Cisl and UILCEM-Uil signed a global agreement with Italian-based energy multinational, ENI, covering some 70 000 workers worldwide. The signing ceremony took place on 29th November 2002 before three hundred delegates gathered at the ICEM World Energy Conference in Rome. The agreement arises from a Protocol on Industrial Relations entered into between ENI management and Italian trade unions FILCEA, FEMCA and IULCEM in June 2001. This protocol established procedures for dialogue on the socio-economic impact of the company's activities across the globe and respect for human and trade union rights as contained in the ILO Core Conventions. 
 
 

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ICEM General Secretary Fred Higgs 
signs Global Agreement with ENI 
Founded in 1953, ENI, is a privatised company in which the Italian government has retained 30% equity. It has operations in oil and gas exploration, production, refining, marketing, engineering and oil field services, electricity generation and in the petrochemicals industries - key sectors for the ICEM. It is the sixth largest energy producer in the world with some seventy operations in sixty seven countries. It is listed on the New York and Milan stock exchanges. It has a market capitalisation of just over sixty seven billion euro. In 2001, the company generated a turnover of 49 billion euro. 
With the present agreement, ENI confirms it's commitment to respecting and implementing fundamental human and social rights as enshrined in the United Nations' Universal Declaration of Human Rights and Core Labour Conventions adopted by the International Labour Organisation (ILO) viz. the right of workers to organise and bargain, prohibition of forced labour, prohibition of child labour and non-discrimination. In addition, the agreement provides for &quot;continuing efforts to improve&quot; and to &quot;guarantee the highest standards&quot; of health and safety for workers in all of it's global operations. 
 
The Agreement commits the parties to &quot;work towards the cultivation of working practices capable of promoting economic and social progress&quot;. This includes skills development programmes for workers, diversity management and promoting sustainable development goals. As regards contractors, the company undertakes to &quot;formulate suitable guarantees against violations&quot; within the framework of the agreement. Any violations of the terms of the agreement shall be reported and any remedial action undertaken by management will be communicated to the union. The agreement will be communicated throughout all operations using both company and union networks. 
 
To promote on going information exchange and social dialogue, company executives, our Italian affiliates and the ICEM General Secretary shall meet, at company cost, in May each year to discuss socio-economic matters such as financial reports, employment, industrial relations and corporate social responsibility. Provision is also made for the involvement of ICEM-affiliated local unions within the company's operation in such meetings.&nbsp; 
 
Addressing conference delegates after the signing, Massimo Cappelli, manager for industrial relations and productivity stated that the agreement &quot;crowns an achievement in the company's ethics and industrial relations policy&quot;. The agreement commits the company to respecting human and trade union rights in all it's operations. &quot;This agreement takes us another step forward in our drive to improve industrial relations and respect for human and trade union rights across the globe&quot;, said Higgs after signing the agreement.

ICEM signs Global Agreement with Eni

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