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At a founding meeting in the US city of Pittsburgh, state of Pennsylvania, on 9 February, five unions organised the North American Cement and Building Materials Union Network. The founding of the network was sponsored by the ICEM, in cooperation with the Building and Woodworkers&rsquo; International (BWI). 
 
The unions include US affiliates of the ICEM: the International Brotherhood of Boilermakers (IBB), the United Steelworkers (USW), the United Mine Workers of America (UMWA), the Laborers International Union (LIUNA), and the Teamsters Union. 
 
The IBB and the USW will coordinate the network, and meetings will be held biannually. 
 
&ldquo;The creation of this network is a major step in dealing with multinational companies in this sector,&rdquo; said ICEM General Secretary Manfred Warda. &ldquo;We believe companies will pay attention to our demands when the various unions are unified and working jointly together.&rdquo; 

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Global companies operating in North America, whose unionised employees make up the network, include Lafarge of France, Holcim of Switzerland, Buzzi Unicem and Essroc of Italy, Cemex of Mexico, and Heidelberg of Germany. Delegates to the initial conference passed a resolution in support of the UMWA at Lafarge&rsquo;s Joppa cement facility in Grand Chain, Illinois. The union has organised 120 workers at this Ohio River cement plant, but managers are attempting to decertify the UMWA as bargaining representative. 
 
The resolution calls for French senior managers of Lafarge to dispatch its Reference Group to the site to investigate whether or not American managers are violating the Global Framework Agreement, which ICEM and BWI are signatory to with Lafarge. 
 
The network&rsquo;s aims are presenting a unified message to the North American cement industry; pursuing organising neutrality at non-union worksites; enforcing Global Agreements in North America; promoting higher standards and better working conditions; developing coordinated collective bargaining strategies; recruiting and developing the next generation of union leaders; promoting labour-management dialogue on sustainable development; and continuing to coordinate with unions globally at key multinational employers.

ICEM Fosters Start-Up of North American Cement Unions’ Network

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The body count was still being tabulated early today in China&rsquo;s deadliest coal-mine accident in over 14 months. But at least 74 miners were confirmed dead, following a gas explosion that occurred at the Tunlan Coal Mine early Sunday, 22 February. The mine is owned by the Shanxi Jiaomei Group. 
 
Dozens more are still trapped and the death toll could rise to nearly 100. search and rescue efforts were called off at midday today, 23 February. The tragedy occurred at Gujiao City, Shanxi Province, at the company&rsquo;s Shanxi Coking Coal Co. 
 
Yesterday, family members of some of those trapped received mobile phone calls from miners&rsquo; deep underground, perhaps hearing their loved ones voices for the last time. 

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A total of 436 miners were working at the time of the explosion, and some 300 miners managed to escape. Some 114 of those had been hospitalised, and at least 21 of those faced death-threatening circumstances. The Shanxi Jiaomei Group is a private coal and petroleum company. 
 
The disaster was China&rsquo;s worst coal-mine blast since 105 miners perished on 5 December 2007 at the Xinyao coal mine, also in Shanxi Province. Four months earlier, 181 miners died inside shafts of two adjoining mines in Shandong Province when the mines flooded. 
 
Earlier this month, on 13 February, eight Chinese miners were killed in a gas explosion inside the Zhijin mine in Zhijin County, Guizhou Province, which is in the China&rsquo;s southwest region. Those victims were identified as migrant workers from nearby Chongquing. Twenty-five miners managed to escape that explosion.

Mine Explosion Brings Weekend Death Toll to 74 at Major Chinese Colliery

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ICEM General Secretary Manfred Warda last week congratulated mining unions in India, especially the ICEM affiliated Indian National Mineworkers'&nbsp; Federation (INMF)&nbsp;and its General Secretary BK Das, who took&nbsp;a leading role in achieving a new wage agreement. 
 
The National Coal Wage Agreement (NCWA-VIII) gives 500,000 miners across India pay increases totalling 24% over five years. 
 
The agreement, signed in New Delhi on 24 January, also improves working conditions. MK Pandhe, Centre of Indian Trade Unions (CITU) President, commended the successful negotiations that were made possible by the unified work of five national federations, CITU, INTUC, BMS, AITUC, and HMS. 
 
The agreement provides a minimum benefit hike of 24% of gross wages effective 1 July 2006, and an annual increment of 3% with cumulative effect. It provides for an open-ended pay scale which ensures no wage stagnation for any employee during the period of the agreement. The agreement also gives a 50% increase in all allowances, effective 1 January 2009. The underground allowance will be 12.5% of the basic scale, and will be treated as part of the basic wage. 

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The agreement will ensure a minimum weekly base wage for a coalminer at INR 9,346 (US$188), the highest in the Indian public sector. 
 
Under the agreement, employees will be provided with a uniform and a monthly washing allowance of INR 75, as well as a transport subsidy of at least INR 10.50 per day. The underground allowance will continue to be paid at 12.5% of the revised basic salary, along with an attendance bonus of 10% of basic pay and a special dearness allowance of 17.95% of the attendance bonus. Annual leave with wages will continue to be governed by the provisions of the Indian Mines Act of 1952. 
 
The unified mining workers rebuffed efforts by management to make the agreement ten years in length. 
 
Current challenges facing INMF are the struggle against privatization, outsourcing, corruption, unsafe working conditions, and the rise of Contract and Agency Labour in the Indian mining sector. 
 
The ICEM joins INMF, CITU, and other union federations in appealing to all coal miners to strengthen the unity achieved with this contract to continue bringing short-term contract and agency workers into the union fold. 
 
During a visit to India recently by Warda, he met with the Committee of the Indian Mineworkers&rsquo; Union on Health and Safety, encouraging the union to work towards an ICEM-sponsored tripartite meeting late this year on Indian ratification of ILO Convention 176, the Safety and Health in Mines Convention. 
 
Warda also inaugurated a workshop on Contract &amp; Agency Labour (CAL) that was held in Puri on 15-16 February that was attended by 28 contract workers from the Mahanadi Coalfields, Ltd. He supported the efforts of CITU to organise fixed-term and agency workers. It was reported that since the federation started its campaign to organise, 30,000 CAL workers had joined unions. 

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Kanti Mehta
The ICEM General Secretary also unveiled the life-size bronze statue of the late Kanti Mehta, the founder of the INMF, who passed away on 20 October 2007 at the age of 87. The unveiling occurred on 15 February, on what would have been his 90th birthday.

ICEM Salutes Indian Mining Unions in Wage Accord for 500,000 Miners

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The US labour board has issued a blanket unfair labour practice complaint against Covanta Energy at more than 50 worksites across America. The charge was brought by ICEM-affiliated Utility Workers Union of America (UWUA), which organised Covanta staff at a worksite in Rochester, Massachusetts, in May 2008, but has since been unable to secure a first collective agreement because of company intransigence. 
 
Covanta is a waste-to-energy company that operates incinerators and then sells electric power generated from those incinerators to local grids. The ICEM has assisted the UWUA in its first contract fight over the past several months by tracking the company as it seeks new contracts in Ireland and the UK. The ICEM has alerted trade unions, public officials, and environmental groups of the Chicago-based company&rsquo;s anti-union bias. 
 
The US labour law complaint, issued by the National Labor Relations Board (NLRB), cites the company with numerous illegal work rules, as outlined in its employees&rsquo; manual. Such violations include threatening to terminate workers for providing any information &ndash; such as environmental or health and safety &ndash; to government regulators, news media, or other &ldquo;outside representatives.&rdquo; 

<img height="160" alt="" src="" width="216" />
The NLRB complaint also challenges a Covanta rule prohibiting distribution of &ldquo;unauthorised&rdquo; material on &ldquo;company property&rdquo; or on &ldquo;company time,&rdquo; a form of anti-union bias that has been illegal in the US for 60 years. Other Covanta workplace policies ruled illegal include guidelines prohibiting workers from discussing their wages with each other, or from wearing &ldquo;political slogans&rdquo; while at work. 
 
The UWUA filed the charge in Massachusetts but since Covanta uses the same employees&rsquo; manual at all US worksites, the NLRB issued the nationwide complaint at all company locations. Only a handful of Covanta&rsquo;s 50 plus workplaces are unionised. 
 
&ldquo;We want Covanta employees everywhere to know that our union will stand up for their rights, not only in Massachusetts but at every other Covanta location,&rdquo; said Gary Sullivan, President of UWUA Local 369, which represents the 130 Covanta workers in Massachusetts. 
 
As Covanta seeks to expand its trash to electric energy business globally, the ICEM will continue to alert social partners of its anti-worker policies in the US.

Covanta Energy Violates US Labour Law

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The ICEM has intervened in efforts to prevent harsh discipline this week against an Iraqi trade unionist, who is being persecuted for leading a protest in order to gain wage arrears for workers at the State Company for Petrochemical Industries (SCPI). (See previous story&nbsp;<a href="/en/78-ICEM-InBrief/3024-Iraqi-State-Petrochemical-Company-Uses-Military-to-Bust-Peaceful-Protest">here</a>.) 
 
The ICEM learned over the weekend that Kareem Johi Sahan, a trade union leader for the Petrochemical Workers&rsquo; Union of Basra, is scheduled to be punished Thursday, 26 February, for his role in leading the 28 January workers&rsquo; protest. Following several weeks of interrogation of Johi and three other union leaders, Johi faces the possibility of immediate discharge, or reductions to his salary. 
 
The ICEM also has learned that the severe interrogations have inflicted Johi with heart problems. 

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Kareem Johi (centre) handling leaflets at an October 2008 demonstration
SCPI is 100% owned by Iraq&rsquo;s Ministry of Industry and Minerals. In a letter dated today to MIM Minister Fawzi al-Hariri, ICEM General Secretary Manfred Warda urged the ministry to intervene directly with management of the enterprise to prevent any form of discipline this week. (See that letter <a href="/wp-content/migration/icem/16%20letter%20to%20Petrochem%20Iraq%20-%2023%20Feb09.pdf">here</a>.) 
 
Kareem Johi, 51, is a recognised trade union leader of the Petrochemical Workers&rsquo; Union of Basra at SCPI, who, since the end of 2006, has used internationally-recognised free speech and assembly to draw attention to remuneration claims, cuts in fuel subsidies to workers, and other regressive policies by SCPI management. 
 
SCPI is Iraq&rsquo;s only petrochemicals complex, employing 5,000 workers, and its six plants produce ethylene, polyethylene, vinyl chloride, and other chemicals.

ICEM Seeks Halt to Discipline of Iraqi Trade Union Leader at Petrochemicals Complex

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. 
 
 

<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

SIPTU, Ireland&rsquo;s general workers&rsquo; union, is waging a campaign for recognition, pay gains and work improvements at a Merck KgaA pharmaceutical laboratory in Baldoyle, Dublin. The union has sought and won a determination from an Irish Labour Court under a rare application for indirect representation under the amended Industrial Relations Act. The court ordered Gerard Laboratories, or Merck KGaA, the German firm&rsquo;s European manufacturing arm for generic drugs, to increase rates of pay, introduce a sick-pay plan, and spell out grievance and disciplinary procedures, as well as recognise SIPTU as bargaining representative. The union has the solid backing of Merck&rsquo;s EWC in efforts to bring the company to the bargaining table.

Irish Unions Campaign Against Merck

The Botswana Federation of Trade Unions (BFTU), on behalf of ICEM affiliate Botswana Mining Workers Union, is mobilizing for a march 20 August on the offices of President Festus Mogae in the capital of Gaborone. Botswana&rsquo;s labour leaders are demanding a response on a petition submitted in May in which they demand reinstatement for firedworkers at diamond-money enterprise Debswana and BCL, a copper and nickel operation in Botswana. Mogae has refused to respond to the demand. 
BFTU and its 26 affiliates, along with six associations comprised of teachers and public employees, are seeking also to reform the country&rsquo;s 2004 labour legislation. 
At Debswana, the prosperous joint venture between the government and DeBeers which accounts for 75% of Botswana&rsquo;s total gross domestic product, 461 mostly white-collar workers and technicians became the first victims of the May 2004 law when they were fired for striking in August 2004. Using its new powers, a governmental labour court deemed any strike at Debswana illegal in the days prior to the strike.

Botswana&#039;s Unions Set 20 August for March and Rally

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ICEM affiliate EPS Trade Union of Serbia-Montenegro, the union for the electrical generating industry, elected members to the Presidium of its Women&rsquo;s Committee recently. Elected as president was Ljiljana Vorkapic, Electric Distribution Co., Belgrade; Zorica Rajovic, EPS Central Office, Belgrade, as vice president; and Slavica Stevanovic, PE Elektrosrbija, Kralijevo, as general secretary.

Serbia&#039;s Electric Union Elects Women&#039;s Committee

Archive

ICEM Fosters Start-Up of North American Cement Unions’ Network

Mine Explosion Brings Weekend Death Toll to 74 at Major Chinese Colliery

ICEM Salutes Indian Mining Unions in Wage Accord for 500,000 Miners

Covanta Energy Violates US Labour Law

ICEM Seeks Halt to Discipline of Iraqi Trade Union Leader at Petrochemicals Complex

Text of the Global Agreement between ICEM and Eni

ICEM signs Global Agreement with Eni

Irish Unions Campaign Against Merck

Botswana's Unions Set 20 August for March and Rally

Serbia's Electric Union Elects Women's Committee

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