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During this week&rsquo;s G20 meeting in Pittsburgh, USA, ICEM affiliate United Electrical, Radio, and Machine Workers&rsquo; Union (UE) is spearheading, together with a citizens&rsquo; group called Pittsburgh United, a series of events that will depict how global finance ministers and economic institutions place the neoliberal agenda of &ldquo;seed-for-greed&rdquo; above that of a &ldquo;people-first&rdquo; agenda. 
 
Called &ldquo;People&rsquo;s Voices: Challenging the G20&rsquo;s Agenda of Corporate Globalization,&rdquo; a broad US network of civil society groups, including trade unions, will join with their counterparts from Central and South America to conduct four sessions across three days, 23-25 September. The forums will highlight a G20 agenda that has brought poverty, inequality, job and wage loss, and environmental destruction to many parts of the world.
<img src="" width="149" height="87" alt="" />
The first event will occur on 23 September and includes a panel that will discuss G20 policies and how they affect community life. The panel will feature Untied Steelworkers (USW) President Leo Gerard and Nobel Laureate Economist Joseph Stiglitz. 
 
Another panel, to be held in the afternoon of 24 September, is entitled &ldquo;People&rsquo;s Voices: a Global/Local Exchange,&rdquo; while that evening, a &ldquo;People&rsquo;s Tribunal&rdquo; will take place, in which the economic development priorities of the G20 will be put on trial. On 25 September, in the morning, a session on &ldquo;Voices from Latin America&rdquo; will include labour, community, indigenous people, and environmental activists from Bolivia, Honduras, Mexico, and Peru. 
 
The complete three-day programme, including times and places in Pittsburgh, and featured panelists, can be found <a href="http://www.pittsburghunited.org/g20">here</a>.

US-based Community Groups Hold Alternative G20 Forums this Week in Pittsburgh

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Three Global Union Federations (GUFs), representing 55 million industrial workers, call on G20 Finance Ministers and Central Bank Governors meeting in Pittsburgh, USA, this week to prioritise the global jobs crisis in their deliberations, and to create real measures that stop the epidemic of job losses throughout the world. 
 
The GUFs, the International Textile, Garment, and Leather Workers&rsquo; Federation (ITGLWF), the International Federation of Chemical, Energy, Mine, and General Workers&rsquo; Unions (ICEM), and the International Metalworkers&rsquo; Federation (IMF), stress the immediate need for economic ministers to recognise that true recovery can only happen if job retention and job creation become the priorities.
<img alt="" src="" width="100" height="100" />
The three workers&rsquo; federations join to state that the full ripple effect of the year-old crisis is only now being felt as tens of millions of jobs are cut, with a forecast of more job losses to occur in 2010 and 2011. The ITGLWF, ICEM, and IMF stand staunchly behind the International Trade Union Confederation&rsquo;s (ITUC) statement last week that &ldquo;any talk of recovery has little meaning until people are getting back to work.&rdquo; 
 
The federations call attention to the &ldquo;Pittsburgh Declaration,&rdquo; a statement by the ITUC, the Trade Union Advisory Committee (TUAC) to the OECD, and all GUFs that demands a changed mindset by international financial institutions regarding jobs, human and trade union rights, and more stringent financial governance and market regulation.
<img alt="" src="" width="100" height="86" />
The declaration, found <a href="http://www.ituc-csi.org/IMG/pdf/0909t_g20_Pittsburgh_en_2_.pdf">here</a>, calls on the G20 to implement the International Labour Organisation&rsquo;s (ILO) Jobs Pact, developed in June 2009, as well as adding the ILO&rsquo;s Decent Work Agenda to the G20&rsquo;s Charter for Sustainable Economic Activity. Such adoption would effectively incorporate workers&rsquo; rights, social protections, and meaningful social dialogue between business, labour, and government to economic and social decision making. 
 
The &ldquo;Pittsburgh Declaration&rdquo; also calls for the G20 to prioritise the creation of green jobs and protecting workers who are unfairly affected by actions related to climate change. 
 
Stated Neil Kearney, General Secretary of ITGLWF, &ldquo;For workers in textiles, where nearly 13 million jobs have been lost in the past year, the global crisis is deepening, not bottoming out. Stimulus packages must be continued and extended to promote sustainable manufacturing that provides decent work and a living wage, leading to a consumer-demand recovery.&rdquo; 
 
ICEM General Secretary Manfred Warda added, &ldquo;Talk of recovery now is not only premature, but inhumane in view of unemployment rates rising into double digits in many countries. A new social model must take hold, starting with this G20 meeting, and it must begin with serious reforms to the neoliberal financial model, as well as a sustainable social plan that addresses the needs of millions of people that have been negatively impacted by this crisis.&rdquo;
<img alt="" src="" width="100" height="97" />
&ldquo;What has occurred thus far,&rdquo; said IMF General Secretary Jyrki Raina, &ldquo;is that huge sums have been poured into financial institutions, while these same institutions have failed to manage their fundamental task &ndash; to finance a viable industrial economy. We demand that governments address the critical issue of employment, particularly the human adversity brought on by precarious labour, a form of work that undermines the industrial structures of the global north and destroys equitable development opportunities in the south.&rdquo; 
 
The G20 meeting in Pittsburgh is scheduled for 24-25 September. The ITGLWF is the global voice for 217 trade unions in 110 countries; the ICEM represents 467 trade unions in 132 countries; and the IMF covers over 200 trade unions in 100 countries.

Industrial GUFs, ITGLWF, ICEM, IMF, Demand Jobs Focus from G20 Meeting

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In this issue of the ICEM HIV/AIDS newsletter, we report on, among other items, the HIV/AIDS seminar in Mongolia and how the economic crisis affects prevention and treatment.
The ICEM Calls on its Affiliates to Contribute to this e-bulletin 
 
ICEM affiliates are already engaged in a wide range of HIV/AIDS activities. To spread the information on new agreements, awareness, and prevention campaigns, and educational activities, affiliates and project coordinators are invited to send news and information to <a href="mailto:hiv.aids@icem.org">hiv.aids@icem.org</a>. Any feedback on the format and contents of the e-bulletin is also welcome. 
Editor: Hans J Schwass, ICEM HIV/AIDS Consultant
<img alt="" src="" width="40" height="40" />
HIV/AIDS Workshop in Mongolia 
 
With funding from ICEM-JAF, Japan, the Taiwan Petroleum Workers&rsquo; Union, and the ICEM HIV/AIDS Project, the ICEM affiliate, the Mongolian Energy, Geology and Mine Workers&rsquo; Trade Unions (MEGMTU) organised an HIV/AIDS seminar in Ulaanbaatar from 10 to 12 August. Forty-five participants, of whom 17 were women, attended the seminar. The opening was also attended by representatives from the ILO and the Asian Development Bank, which has recently started an HIV/AIDS prevention project, focusing on infrastructure and the mining sector. 
 
Following up on the Tripartite Declaration on the prevention of HIV/AIDS at workplaces, signed in October 2007 by the Ministry of Social Welfare and Labour, the Confederation of Mongolian Trade Unions (CMTU) and the Mongolian Employers&rsquo; Federation (MONEF), the seminar had the title &ldquo;Development of Social Partner Cooperation to Prevent HIV/AIDS in the Mineral and Energy Sectors&rdquo;. In line with the objectives of the seminar, representatives from government agencies and from MONEF also attended. 
 
As an outcome of working groups, participants made detailed recommendations concerning the improvement of legislation and HIV/AIDS interventions at national, industry and workplace level. The final declaration calls for tripartite cooperation at national level and bipartite cooperation at the workplace level with action-oriented programmes to be implemented. 
 
The prevalence rate in Mongolia is still low; UNAIDS estimates 820 cases. The objective is to keep it at this low rate, or push it to zero. Prevention is therefore the focus of HIV/AIDS work in Mongolia. Mining areas and also some energy projects are in remote areas. Workers are often separated from their families for a long time; they earn wages above the national industrial average and commercial sex workers are attracted to these areas. Foreign migrant workers are also employed. The present low prevalence rate therefore hides a potentially explosive situation. 
<img alt="" src="" width="40" height="40" />
Disruption of Treatment Threatened by Global Economic Crisis 
 
In 22 countries, disruption of HIV prevention and treatment programmes is expected over the course of this year, as a result of the global economic crisis, according to a report by UNAIDS and the World Bank, released on 6 July. 
 
According to the report &ldquo;The Global Economic Crisis and HIV Prevention and Treatment Programmes: Vulnerabilities and Impact&rdquo;, eight countries are already facing shortages of antiretroviral drugs. Together, these countries are home to more than 60% of people receiving AIDS treatment. 
 
In 34 countries, representing 75% of people living with HIV, there is already an impact on HIV prevention programmes, focusing on high-risk groups. Furthermore, the report suggests that poor nutrition because of reduced incomes and rising unemployment could also influence the effectiveness of ARV drugs. Community networks, which often are the only social safety net for the poor, are also being crippled by the financial crisis. 
 
While there are no reports of substantial cuts in donor assistance for 2009, there is concern that financial sustainability of antiretroviral treatment programmes that depend mainly on external aid is uncertain. 
 
(Source: Press Release UNIADS, 6 July. The report can be accessed at <a href="http://www.unaids.org">www.unaids.org</a>) 
<img alt="" src="" width="40" height="40" />
SWHAP Network Meets on Economic Crisis 
 
The economic crisis was also the focus of the South Africa Network workshop of the Swedish Workplace HIV and AIDS Programme (SWHAP). Twenty-eight coordinators from 11 workplaces discussed the implications of the economic crisis and how workplace programmes on HIV and AIDS, as well as wellness programmes, could cope with the financial stress they are currently experiencing. 
 
Participants also discussed how health workers and lay counsellors in the programme can be empowered with the necessary skills and knowledge needed to ensure effective adherence to treatment by workers. ICEM HIV/AIDS Project Management Assistant, Paule Ndessomin, attended the meeting in Johannesburg. 
 
(Source: Information on the SWHAP website <a href="http://www.swhap.org">www.swhap.org</a>) 

<img alt="" src="" width="40" height="40" />
Ethiopia: Nurses are Empowered to Boost ARV Treatment 
 
Facing mounting difficulties in bringing antiretroviral drugs to people living with HIV and AIDS who need them, the Ethiopian Government has given nurses the authority to prescribe and supervise ARV therapy. This will expand access to treatment, especially in rural areas where there are few doctors. The number of clinics staffed by nurses trained to dispense the drugs will increase from 400 to 1,300 over the next three years with help from the Global Fund. 
 
About 370,000 of the 1.1 million Ethiopians with HIV/AIDS need ARVs but only 120,000 are getting the medication. Ethiopia hopes to more than double that number to meet the United Nations Millennium Goal of having 80 percent receiving treatment by 2010. 
 
The target is ambitious. Half the children under five years old are chronically malnourished and almost 40 percent of the 85 million population live below the poverty line, but the biggest hurdles are training and keeping enough doctors to distribute the drugs, bringing health services to the 80 percent of the population who live in the countryside, and making the programme self-supporting, should money from the donors dry up. Poor pay and difficult working conditions have driven many health professionals to seek higher-paid jobs abroad. 
 
(Source: IRIN PlusNews, 7 August) 

<img alt="" src="" width="40" height="40" />
Namibia: Court Case Highlights Workers&rsquo; Rights 
 
An out-of-court settlement was reached in the case of the Namibian hotel workers (see <a href="/en/72-HIV-AIDS/3322-ICEM-HIV-AIDS-e-bulletin-No.-46-July-2009">HIV/AIDS e-bulletin no. 46, July 2009</a>). The workers had fought a nine-year legal battle after being tested without their consent, and for having their confidentiality breached by their employer, the Oshakati Country Lodge. They settled for monetary compensation before the case was heard in court. 
 
While a court case would have set precedents, the Legal Assistance Centre in Namibia nevertheless managed to re-emphasise fundamental principles during the drawn-out case, such as: no testing without informed consent, and maintenance of confidentiality. 
 
(Source: Additional information provided by Robert E. Lovelace, Washington) 

<img alt="" src="" width="40" height="40" />
AIDSPAN Releases Beginners&rsquo; Guide to the Global Fund 
 
Aidspan has released a new guide, designed to provide a broad introduction to the Global Fund for people who have little or no prior experience of the Fund. A Beginner&rsquo;s Guide to the Global Fund will be of interest to a wide range of people. 
 
A Beginner&rsquo;s Guide to the Global Fund comes in three versions: the full guide (about 60 pages), an eight-page summary and a two-page summary. All three versions are available in English at <a href="http://www.aidspan.org/guides">www.aidspan.org/guides</a>. French-, Spanish- and Russian-language editions of all three versions will be available by early September 2009 at the same site. The full version of the guide contains numerous links to the websites of the Global Fund and Aidspan, for people who need in-depth information. 
 
(Source: Global Fund Observer, Issue 105, 28 July. GFO is a free service of Aidspan (<a href="http://www.aidspan.org">www.aidspan.org</a>). To receive GFO, send an email to <a href="mailto:receive-gfo-newsletter@aidspan.org">receive-gfo-newsletter@aidspan.org</a>. 
<img alt="" src="" width="40" height="40" />
News from the Global Union Federations 
 
The fortnightly HIV/AIDS updates of 1 and 15 July of the International Transport Workers&rsquo; Federation report, among others, on the integration of HIV/AIDS in ITF Inspectors&rsquo; seminars, and the progress of the US Government to end its longstanding ban on HIV positive visitors and migrants. (<a href="http://www.itfglobal.org">www.itfglobal.org</a>). 

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This ICEM HIV-AIDS Newsletter &ndash; How to Subscribe or Translate? 
 
To subscribe to the e-bulletin, send an email to <a href="mailto:press@icem.org">press@icem.org</a>. Please put &ldquo;subscribe ICEM HIV/AIDS e-bulletin&rdquo; in the subject line. 
Unfortunately, the e-bulletin can only be published in English. 
For a free automated (non-ICEM) translation of this HIV-AIDS bulletin into other languages, you may want to try http://www.google.com/language_tools and insert the following URL into the window &ldquo;Translate a Web page&ldquo;: 
<a href="/index.php?id=72&amp;la=EN&amp;doc=3358">/index.php?id=72&amp;la=EN&amp;doc=3358</a>&nbsp; 
 
Or click directly on the links below: 
 
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Cette traduction est faite automatiquement par un logiciel internet gratuit. L&rsquo;ICEM n&rsquo;assume aucune responsabilit&eacute; &agrave; cet &eacute;gard. Elle est approximative, mais peut n&eacute;anmoins vous donner une id&eacute;e g&eacute;n&eacute;rale du contenu de l&rsquo;article. 
 
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<a href="http://translate.google.co.uk/translate?u=http%3A%2F%2Fwww.icem.org%2Findex.php%3Fid%3D72%26la%3DEN%26doc%3D3358&amp;sl=en&amp;tl=ja&amp;hl=en&amp;ie=UTF-8">日本語への翻訳について、無料オン� ��イン翻訳サービス利用されたい方はここをクリックしてください。ただし、当該サ� ��ビスを利用した翻訳の質等について 、ICEMは一切責任を負いませんので、� ��了承ください。</a> 
 
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</a> 
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ICEM HIV/AIDS e-bulletin - No. 47 August/September 2009

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

<img height="114" alt="" src="" width="130" />
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. 
 
 

<img height="236" alt="" src="" width="250" />
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

PROTOCOL INSTITUTIONALISING DIALOGUE AT THE INTERNATIONAL LEVEL BETWEEN THE GENERAL MANAGEMENT OF ENDESA AND THE TRADE UNION REPRESENTATIVES 
 
Madrid, 25 January 2002 
 
PERSONS MEETING 
 
On the one hand, 
 
RODOLFO MART&Iacute;N VILLA and RAFAEL MIRANDA ROBREDO, persons legally of age, holding national identity documents nos. 09.580.318 - J and n&ordm;13045173 - X., respectively, 
 
and on the other hand, 
 
JOSU FRADE ODRIOZOLA, IGNACIO FERN&aacute;NDEZ TOXO and FREDERICK R. HIGGS, persons legally of age, holding national identity documents 14.863.638 A and 32,603.993 and British passport R 14.459.206, respectively. 
 
SIGNATORIES 
 
RODOLFO MART&Iacute;N VILLA and RAFAEL MIRANDA ROBLEDO are acting on behalf of and representing ENDESA, S.A. having its registered office at Madrid, Calle Pr&iacute;ncipe de Vergara 187, in their capacity as Chairman of the Board and Managing Director respectively of said Entity. 
 
JOSU FRADE ODRIOZOLA is acting on behalf of the FEDERACI&Oacute;N DE INDUSTRIAS AFINES DE UGT (hereafter &ldquo;UGT&rdquo;), in his capacity as General Secretary of the same. 
 
IGNACIO FERN&Aacute;NDEZ TOXO is acting on behalf of the FEDERACI&Oacute;N MINEROMETAL&Uacute;RGICADE CC.OO. (hereafter &ldquo;CC.OO&rdquo;.), in his capacity as General Secretary of the same. 
 
FREDERICK R. HIGG is acting on behalf of the International Federation of Chemical, Energy, Mine and General Workers&rsquo; Unions (hereafter &ldquo;ICEM&rdquo;), in his capacity as General Secretary of the same. 
 
 
 
WHEREAS 
 
FIRSTLY: The U.G.T. and CC.OO comprise the majority trade union representation at ENDESA in Spain, both parties having ratified their mutual capacity as interlocutors for negotiating any agreements and pacts that are agreed for all the enterprises, under the terms of the Agreement signed on 29 December 1999. 
 
 
SECONDLY: ICEM states that it brings together the majority of the trade unions representing ENDESA employees in the international field. 
 
 
THIRDLY: Both parties agree fully on the existence of common interests that can be summarised in the expediency of making the needs for growth and for the competitive and financial success of the Endesa Group compatible with dignified working conditions for all Group employees. 
 
 
FOURTHLY: Both parties agree that trade union dialogue, as well as any possible future agreements reached at ENDESA, need to be carried out in a spirit of dialogue and mutual understanding and reflect the common interests mentioned above, 
 
 
IT IS HEREBY AGREED 
 
FIRSTLY: That both parties adopt, as fundamental principles of the present protocol: compliance with international labour standards, and in particular the ILO conventions on trade union freedom and the right to organise and international standards on the respect of human rights; the strictest respect of standards and required behaviour in the area of Safety, Health and Prevention of Occupational Hazards; viewing the vocational training of workers as a qualification instrument that is mutually beneficial to the two parties; the commitment to provide a service of the highest quality; and supporting and upholding the ENDESA expansion plans which enable its activities and employment to grow. 
 
 
SECONDLY: To establish a channel of dialogue and international trade union consultation within ENDESA at the highest organisational level, as an effective tool for achieving an adequate exchange of relevant information between the two parties. 
 
 
THIRDLY: That at least once a year, or whenever required by the relevant nature of the topics to be discussed, an ICEM representative will take part in one of the meetings established in the &ldquo;AGREEMENT dated 25.10.2000 BETWEEN THE GENERAL MANAGEMENT OF ENDESA AND THE TRADE UNION REPRESENTATION&rdquo;, in which the questions provided for in said agreement shall be addressed in an international perspective. 
 
 
FOURTHLY: That, independently of what has been established in the previous agreement, whenever the relevance of the topics to be dealt with so justifies, and in any event, at least once every six months, Endesa&rsquo;s Corporate Human Resources Management will meet with the highest officials of the signatory trade unions, and that this meeting will be attended by one ICEM representative for each country other than Spain in which ENDESA has companies that it controls. 
 
4.1. The basic content of this type of meeting will be the analysis and mutual exchange of information concerning the most relevant happenings in the labour area, as well as the short and medium-term outlook, and specifically as regards the evolution of employment. 
 
Additionally the two parties may agree on and adopt initiatives to achieve the basic objectives and principles that inspire the present agreement, including participation in international programmes that are consistent with the jointly adopted principles. In keeping with this, both parties consider it a matter of priority to work to draw up a code of conduct which is consistent with said principles. 
 
4.2. In order to render the objective of dialogue and consultation compatible with the good functioning of the meetings, the trade union representation will attend these meetings accompanied by officials who can guarantee that the topics are addressed in an adequate fashion. 
 
4.3. In order to assist the effectiveness of the meetings, ENDESA will provide those attending these meetings with the communication systems enabling them to maintain contact among themselves and with the trade union organisations signing the present agreement. Likewise, ENDESA will bear the reasonable costs of organising and attending said meetings and will set the venue of the meetings in agreement with the signatories. 
 
4.4. The agendas of the meetings will be distributed in advance by ENDESA management to those attending. 
 
Where proposed by either party with sufficient notice, it may be agreed that the meetings address other topics that are considered relevant in terms of their general or current importance. 
 
 
FIFTH. That the contacts and the information exchanged between the parties under the protection of the present agreement shall not replace or interfere with labour relations at the local level. 
 
 
SIXTH. That the information provided by Management at these meetings may be declared by the latter to be restricted and confidential, whenever its dissemination to competitors or to the general public could be detrimental to the economic interests of the Enterprise or to the proper execution of the business plans. 
 
In these cases, those attending commit to maintaining confidentiality and professional secrecy on the topics discussed and on the information and documentation provided by the Enterprise in such meetings. 
 
 
SEVENTH. That ENDESA and the trade unions signing the present agreement will disseminate its content to all companies, in the international area, over which ENDESA exercises control. 
 
Any information published externally about the present agreement will be mutually agreed by the parties. 
 
 
EIGHTH. That the present agreement will be valid until 31 December 2003, unless its extension is expressly agreed between the parties. 
 
 
And in witness of their acceptance of all the foregoing, they sign the present agreement in quadruplicate, at the place and date indicated in the heading. 
 
 
 
For ENDESA 
Rodolfo Mart&iacute;n Villa 
 
For FIA UGT 
Josu Frade Odriozola 
Rafael Miranda Robredo 
 
For F.M. CC.OO 
Ignacio Fern&aacute;ndez Toxo 
 
 
For ICEM 
Frederick R. Higgs

Text of the ICEM Global Agreement with Endesa

In North American paper bargaining, national leaders of Communications, Energy, Paperworkers (CEP) of Canada are attempting to get a New Brunswick provincial mediator to re-start talks in the seven and- a-half month strike of UPM Kymmene&rsquo;s mill in Miramichi. After some progress was made in three-day mediated bargaining sessions late in June, company negotiators abruptly walked out of the final day&rsquo;s talks without submitting a promised discussion document intended to lead to a final settlement. UPM Kymmene told CEP Local 689&rsquo;s leaders that they can expect bargaining to resume in September.

Progress Noted in CEP&#039;s Strike Talks with UPM Kymmene

Nigerian unions welcomed a recent ruling from the Abuja Federal High Court that struck down the controversial Public Order Act, which required citizens to obtain a police permit before staging any protest. Nigeria&rsquo;s 1999 Constitution gave citizens the right to assemble and protest peacefully, and the court&rsquo;s ruling supports that.
&nbsp;Said Nigerian Labour Congress President Adams Oshiomhole, &ldquo;We have always believed the Constitution is superior to any other Act. If the colonial masters had cause to enact that law, a democratic government doesn&rsquo;t need it because it makes a society of democratic right through police licensing. 
Like any licensing, it can always be abused, as it has been abused.&rdquo; Added Peter Akpatason, president of ICEM affiliate NUPENG, &ldquo;The actual challenge is for the court to be able to implement or ensure that the ruling is obeyed because in Nigeria of today, it is obvious that obedience to court judgments has become selective.&rdquo; 
Labour leaders in Nigeria were sharply critical of acting Inspector General of Police Sunday Ehindero who publicly stated the police would appeal the High Court ruling.

Nigerian Unions Applaud Court&#039;s Free Assemby Ruling

Contents: 
	 
	1. 280 million women are victims of inequality in Latin America 
	2. Brazil - Women&#039;s Leadership in For&ccedil;a Sindical 
	3. Brazil - FETIESC seminar on discrimination 
	4. Russia - 100 years of trade union women 
	5. Finland - Gender gap narrowing 
	6. Germany - sustainable family policies 
	7. United States - men doing more housework? 
	8. Resources 
	 
	 
	1. 280 million women are victims of inequality in Latin America 
	 
	A recent Argentine study reveals that more than 280 million women in Latin America suffer from inequality compared to men. The author of the study claims that 20% of women in the region cannot read and write, and 30% of women are heads of household. One other detail is that only 36 out of the 100 most important companies in Latin America have women at the highest level on boards, and in only 5.1% are women in middle management. In Mexico only three major companies are managed by women, which means that it ranks third in the region behind Venezuela and Brazil. At worldwide level the country ranking first in this connection is the United States and last Japan. 
	 
	 
	 2. Brazil - Women&#039;s Leadership in For&ccedil;a Sindical 
	 
	On the eve of the For&ccedil;a Sindical Congress in Sao Paulo, the women&#039;s department held a conference attended by 100 women leaders from 30 July to 1 August. 
	 
	 
	3. Brazil - FETIESC seminar on discrimination 
	 
	FETIESC held a seminar on discrimination against women at its school from 3 to 5 August to discuss the changes in the world of work and how they affect relations between women and men and their impact on the family, the union and society. The seminar was attended by women from CLAMT, the Latin American Women Workers&#039; Commission, made up of representatives from Argentina, Paraguay and Brazil. Debates focused on collective bargaining and challenges to end discrimination in terms of gender and race, as well as the struggle to end violence against women. 
	 
	 
	4. Russia - 100 years of trade union women 
	 
	A conference was held in Moscow from 30 June to 2 July on Women for Unions - Unions for Women to celebrate the centennial of Russian trade unions. A book was published on women&#039;s leadership with the history of women in trade unions and biographies of key women, including ICEM Vice-President Evgenia Esenina. Much of the history of Russian trade unions was written by women. Even today women make up more than 50% of trade union members. Gender equality is a major part of the work done by the FNPR confederation and is the object of Congress resolutions. Gender equality is relevant among other things to the labor market, social guarantees, health and safety, unemployment. Women and men must commit themselves to it. 
	 
	 
	5. Finland - Gender gap narrowing 
	 
	In the fourth quarter of 2004 the wages of men in Finnish industry were 22% higher than women&#039;s. This meant a relative improvement over 2002, when the gender-related pay gap still amounted to 24%. 
	 
	 
	6. Germany - sustainable family policies 
	 
	On 28 July 2005 IGBCE adopted a position paper on successful family policies together with the Federal Minister for Families, Seniors, Women and Youth that involve family policies for works councils and define trade unions&#039; roles for a future with more children. Trade unions and politicians are both responsible for sustainable family policies to combine equal opportunities with economic dynamics. The Alliance for the Family made up of industry, trade unions and political parties supports modern family policies to achieve better work-life balance. Industry needs the potential offered by well trained women. Parental leave, family allowances and childcare are elements of family friendly policies that can be achieved by company agreements and collective agreements. 
	 
	 
	7. United States - men doing more housework? 
	 
	In dual-earner couples, the dominant family form in the United States, men&#039;s handling of household chores and childcare has increased steadily since 1977, according to a recent study by the Families and Work Institute. Moreover, the time women in these couples spend in such tasks has either decreased or stayed the same over the same period. For example, in 1977 employed fathers in dual-earner couples with children spent on average 1.3 hours per workday on household chores compared to 3.7 for employed mothers. By 2002, the comparable figures were two hours per day for fathers and three for mothers. The researchers speculate that if these trends continue, the housework gap will close entirely. 
	 
	The nurturing gap has also closed considerably. In 1977, employed fathers in dual-earner couples allocated 1.9 hours per work day to their children compared to 3.3 hours for employed mothers. By 2003, when the comparable figures for dual-earner couples were 2.7 hours for fathers and 3.5 hours for mothers, the gap had narrowed by 57%. 
	 
	American men seem to do more housework and childcare than men in other industrialized countries such as France, Italy, Germany and Japan, according to the Council on Contemporary Families. The US government, however, was last on the list in providing programs and benefits for families. Other research tells us that men, especially young men, want more time with their families. Men between the ages of 20 and 39 were more likely to give family matters top billing over career success, a national survey by the Radcliffe Public Policy Center found. 82% put family first, and 71% said they would sacrifice part of their pay to have more time with their families. This agrees with surveys conducted by DuPont and Merck and Co. 
	 
	 
	8. Resources 
	 
	For websites on gender issues, please see www.eldis.org/gender/ and www.socialwatch.org, which is also available in Spanish. 
	 
	 
	&nbsp;

ICEM Women’s bulletin No. 3 - August 2005

Contents: 
	 
	1. Africa - Gender Equality Protocol 
	2. Australia - Gender Wage Gap Grows 
	3. Brazil - FETIESC - Gender and Labor Market 
	4. Colombia - Message from Beatriz Chinchilla 
	5. France - New Anti-Discrimination Panel 
	6. Iceland solves the Problems of an ageing Society? 
	7. Italy - Violence Hot-Line 
	8. Norway - Boardroom Equality 
	9. WHO - Avoiding Maternal Deaths 
	10. Resources 
	 
	 
	1. Africa - Gender Equality Protocol 
	 
	A petition was handed over to Navin Ramgoolam, Prime Minister of Mauritius and Chairman of the Southern African Development Community, to demand a protocol for accelerating gender equality in the region. It was signed by 100 civil society leaders and regional groups. The regional bloc adopted a 1997 Declaration on Gender and Development, but the petitioners believe it has not achieved its objectives. Only South Africa and Mozambique have achieved the target of 30 percent female representation in parliament, for example. The groups want the declaration elevated to a legally binding protocol that would include new targets, such as appointing women to 50 percent of decision-making positions by 2010. It would also require member states to guarantee gender equality in their constitutions, take legislative aciton and allocate funds to fight gender violence, and ensure that constitutional law takes precedence over customary law. The proposed protocol enjoys broad support and has already been endorsed by senior officials. 
	 
	 
	2. Australia - Gender Wage Gap Grows 
	 
	The wage gap between men and women in Australia has widened by 2 percent in the past decade, as announced by the Australian Social Trends report. The report found that as of 2004, females earned only 92 percent as much as their male counterparts, resulting in a gender wage gap of 8 percent. Ten years earlier the gap was only 6 percent. But it also found that women aged 20-24 who have recently entered the workforce actually earned 7 percent more than their male counterparts, although the figure slips back behind men as they get older. The report compared men and women on the basis of hourly average weekly earnings, rather than overall earnings, to allow for the fact that women were more likely to work fewer hours because of family responsibilities. Only full-time employees who worked in non-managerial positions were considered, to allow easier comparison across different sectors. But there was a 23 percent gap between male and female workers in the finance and insurance sector, while women are 21 percent worse off in the mining sector, although recent pay increases for women in the mining sector have outstripped those of men. 
	 
	 
	3. Brazil - FETIESC Gender and Labor Market 
	 
	FETIESC held a seminar on gender and the labor market on 5 August, where ex-state deputy Pedro Uczai conducted the debate on gender and stated that, &quot;women have to manage conflict at work and at home in order to combat discrimination.&quot; For him, workers have internalised the exploitation so that they double output in the same time, which results in work-related illnesses such as RSI, repetitive strain injury. &quot;Pay discrimination is huge to the extent that women&#039;s pay is subordinate to men&#039;s; the men are comfortable with this because they have internalised on-the-job discrimination.&quot; According to Professor Cristiani Bareta da Silva, we are living in an emergency for women as individuals. &quot;In Brazil it is inadmissible for women to earn 30% less than men, even with higher educational levels.&quot; The situation is even worse in the case of black women - they earn half what men earn. Cristiani Bareta da Silva calls it age and racial inequality. For her the solution is to revitalise domestic space, to create more convivial areas, to raise children with gender equality and to do away with the idea that women have a monopoly on the home. 
	 
	 
	4. Colombia - Message from Beatriz Chinchilla 
	 
	&quot;I would like to say that in my union we have already started working on the action plan that we adopted in Sao Paulo in May. We reported to the national executive, and next 11 August we have a national meeting of CONAMUS, our national committee in SINTRAELECOL, to develop the plan. On the other hand, I would like to say that the government took away from men and women workers the possibility to have a collectively agreed pension, and they left only one scheme where women have to contribute much more money and much longer time, which means very little possibility for a pension. The women&#039;s groups are asking for abortion to be decriminalized in case of rape or fetus malformation.&quot; 
	 
	 
	5. France - New Anti-Discrimination Panel 
	 
	President Jacques Chirac inaugurated a new panel to monitor and fight discrimination on the basis of race, gender, religion, age, sexual orientation, beliefs or physical disability. The 11- member panel, headed by the former chief executive of automaker Renault, includes leaders of women&#039;s rights groups, labor unions and the French Red Cross. The panel will have an annual budget of 10.7 million euros. 
	 
	 
	6. Iceland solves the problems of an ageing society? 
	According to OECD figures, 45% of the population of the European Union will be over 65 in the year 2020. One small country in the North Atlantic seems to have a solution, Iceland. Iceland ranks first in Europe in the birth rate, and it is a pioneer in women&#039;s participation in working life in addition. At the same time it has the lowest unemployment figures, both for women and men. Part of the solution can be found in its generous treatment of parents. In Iceland parents are entitled to a total of 8 months of parental leave at 80% pay. Both fathers and mothers are entitled to parental leave. A similar system exists in Sweden. About 80% of fathers in Iceland do take advantage of parental leave. Both men and women are able to work and enjoy family life. This means that for employers it is just as &quot;risky&quot; to hire a man as to hire a woman. The concerns about rising unemployment were also relieved, since unemployment amounts to about 3%. In our ageing societies we need to have a debate on a social model in which taking care of children and working life can be combined as they should be. 
	 
	 
	7. Italy - Violence Hot-Line 
	 
	The Italian government has set up a hot-line for women victims of violence. It is a 24-hour service, which will put women into contact with all help agencies, from police to psychologists. In the last three years 118,000 women have been victims of sexual violence in Italy, although the figure is likely to be higher since many cases are certainly not reported. 
	 
	 
	8. Norway - Boardroom equality 
	 
	Get more women on your board or we will shut you down, is the message from the Norwegian government to companies. Norwegian women have a tough time getting seats on boards. In Norway over 15 % of board members in private sector companies are women, but in a country where over a third of MP&#039;s and 8 out of 19 cabinet ministers are women, the figure is too low. Last year the Norwegian parliament passed a bill to force private companies to have at least 40% women on their boards. Companies had until July to boost participation of their own accord. If the number are insufficient, which the government will decide by August, then sanctions will be applied. From September new companies that do not comply will not be able to register, while existing firms will have another two years to find women for their boards. If they do not, they will be closed down. Already more than half way to its goal of 40%, Norway has the highest female participation rate in the world, ahead of Sweden and the United States. 
	 
	 
	9. WHO - Avoiding Maternal Deaths 
	 
	One out of 16 women will die of birth-related causes in poor countries. The WHO, World Health Organisation, calculates that every minute a woman dies during childbirth. The worst is that 90% of these deaths are avoidable. The situation has to do with the difficulty that women have in exercising their rights in connection with education and health, the right to work and the right to equal opportunities. Ten years after the Cairo summit women&#039;s needs are still not the priority of governments. Poverty, conflicts and natural disasters worsen the reproductive situation. Some countries such as China, Egypt, Honduras, Mexico, Jamaica and Tunisia have achieved a better record in maternal mortality. But resources will have to be earmarked for campaigns and sanctions to protect maternal health. Everything is linked - education is vital. When a woman can go to school, have access to adequate training, and a dignified job, she will be prepared to make an informed decision about motherhood. 
	 
	 
	 10. Resources 
	 
	For a website on gender issues, please see www.awid.org/wrec/ , Women&#039;s Rights and Economic Change, which is also available in French and Spanish.

ICEM Women&#039;s bulletin No. 4 - September 2005

Archive

US-based Community Groups Hold Alternative G20 Forums this Week in Pittsburgh

Industrial GUFs, ITGLWF, ICEM, IMF, Demand Jobs Focus from G20 Meeting

ICEM HIV/AIDS e-bulletin - No. 47 August/September 2009

Text of the Global Agreement between ICEM and Eni

ICEM signs Global Agreement with Eni

Text of the ICEM Global Agreement with Endesa

Progress Noted in CEP's Strike Talks with UPM Kymmene

Nigerian Unions Applaud Court's Free Assemby Ruling

ICEM Women’s bulletin No. 3 - August 2005

ICEM Women's bulletin No. 4 - September 2005

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